Most leadership teams understand the difference between working in and on the business. Few have designed for it. As AI increases speed, the cost of neglecting that distinction rises. What determines whether acceleration creates clarity or drift?

This article is grounded in two observations from practice. First, effective AI transformation has distinct layers, and workflow redesign is the lever that creates impact. Second, AI transformation requires behavior change—not as an abstract goal, but as a consequence of changing how work is organized and executed.

Is your organizational structure driving clarity or creating chaos? Discover why most companies confuse management charts with true strategic design.

Culture is your biggest project, you just forgot to treat it like one. You plan strategy. You execute targets. You measure performance. But culture? It drifts.

Goal setting: why it so often fails, and how to make it work.

De Nederlandse Loterij is overgegaan op Agile werken. Na een transformatie van twee jaar waarin de multidisciplinaire merken zijn overgegaan, is het nu tijd voor de directie om ook haar eigen rol aan te passen.

De afdeling Group Innovation richt zich op aankomende technologische aardverschuivingen en wat betekenen ze voor de maatschappij, de financiële sector en ABN AMRO. Wij hielpen hen in twee digitale workshops aan heldere OKR’s voor het komende kwartaal.

"Almost two years into using Holacracy as our operating system at Fronteer, our way of working has changed significantly. The structure of raising 'tensions' in tactical and governance meetings has become second nature. Increasingly, we have started to apply this to client projects as well, taking our clients along in our Holacracy approach to working efficiently and effectively."

You'll probably recognize the classic clash between managers and teams: Teams think managers lack vision and don't give enough freedom. Yet managers think teams are not productive nor entrepreneurial enough. And now what?! I personally think Holacracy—a way to work without bosses—works. Having a boss-less organization in which people are fundamentally free to organize their own work greatly reduces stress between them. Allow me to explain.

In 2015, BSL formally implemented self-organization as its new way of organizing itself. Fifteen months later, they are looking back in disbelief. They have become a living and breathing organism with a distinct culture and sense of purpose. How did this happen? This blog attempts an analysis by looking at six distinct time periods in the course of these 15 months.

Stichting leerKracht ondersteund schoolleiders en hun docententeams om een cultuur van ‘elke dag samen een beetje beter’ te creëren. Een goededoelenstichting die leraren en docenten meer werkplezier en betrokken leerlingen gunt. In één dag hielpen wij hen met het formuleren van een nieuw organisatiemodel die paste bij het motto ‘practice what you preach’, meer autonoom en continu verbeteren.

For most teams, the pandemic either brought colleagues closer or drove them increasingly apart. There are three key reasons why.

Will this gradual evolution (working from home) continue, now that COVID-19 has upended everything? Three trends strike us as particularly vulnerable to reversal amid the panic unleashed by the pandemic.

‘Toen we het eerste voorstel lanceerden, zei echt niet iedereen meteen: ‘Doen!’ Eind 2016 hebben voor het eerst alle salarissen transparant gemaakt. Dat leidde zeker tot discussies. Alleen verplaatsten die van: ‘Ik wil meer verdienen’ naar: ‘Wat is een eerlijke verdeling voor de organisatie?’

In een grote organisatie verandering is het heel normaal dat je na een aantal weken een dip ervaart.

Traditional rewards aren't always as effective as we think. Listen to the story of Dan Pink, you’ll remember it for a long time!

In deze Viisi Talk geeft Koen Veltman van OrganizationBuilders een pragmatisch framework hoe je uit al deze methoden en technieken nuttige en werkbare stappen kan nemen.

Tom Wujec uses a humorous exercise with spaghetti and marshmallows to demonstrate what effective collaboration looks like.