Customer stories

Every project we undertake, from a single workshop to a large-scale implementation, is tailor-made. It starts with the challenge you want to solve. We believe that real, lasting change occurs when behavior, structure, and goals are interconnected.

We love to talk about what our customers do. Your story isn't listed yet. Feel free to contact us without obligation; after getting to know you, we will make a concrete proposal for you.

Helped over 100 organizations with their

400+
projects
completed

20+
sectors
active

together
5 to 5000
employees
supervised

Trusted by:

“Theprocess with OrganizationBuilders has improved both the quality of our projects and our financial situation. I am less concerned about the progress of projects because I trust everyone. That means I can now concentrate on what I find important.”

— Martijn Pater, founder of Fronteer

“Businessis better than ever. OrganizationBuilders' new approach provides a transparent, well-defined operating system for making quick decisions, trying things out, and iterating. We are making progress. ... This allows us to look ahead and become the company we want to be!”

— Matthijs Collard, founder of HikeOne

“OrganizationBuildershelped us quickly roll out Circle meetings across more than 50 international teams. The main benefit for CitizenM was that we didn't have to compromise between our innovative way of working and professional business operations.”

— Casper Overbeek, Chief Product Officer, CitizenM

Our customer stories

Content 0

Five

A salary model without negotiation (Viisi)

Five

Viisi has a clear philosophy about working together differently. Believing in the talent of your colleagues and giving feedback is seen as much more valuable than evaluating each other. Without annual evaluations, the associated bonus is no longer relevant. Together with Viisi, we developed a more appropriate salary model, one that is still relevant after five years and is one of the pillars of success behind Viisi's growth model.

Five

bol.com, Inspiration

Agile @ Scale at bol.com

bol.com, Inspiration

Through YouTube videos and podcasts in this case study, you will learn everything about bol.com's growth challenge. How to maintain agility within IT while also taking the next step with business agility.

bol.com, Inspiration

HikeOne, Holacracy

Holacracy implementation (Hike One)

HikeOne, Holacracy

Hike One, a design agency, started practicing Holacracy in 2018. OrganizationBuilders guided the implementation. Read here how we helped Hike One.

HikeOne, Holacracy

bol.com

Maintaining the startup vibe with 1,000 employees (bol.com)

bol.com

Read here how we guide more than 40 teams at the Netherlands' largest online retailer in working in autonomous teams.

bol.com

Content 1 (30/30)

KSG, Holacracy

More agile organizational structure (KSG Trainers & Consultants)

KSG, Holacracy

A year and a half after the change began, Chiel talks about their journey toward a more agile organization.

KSG, Holacracy

Case system, Implementation

Zaaksysteem.nl: Holacracy for independent and enterprising employees

Case system, Implementation

"At first, we blamed Holacracy for the dysfunctional patterns, but after the 'denial' phase, we realized that these patterns already existed before we started with Holacracy." Read here how Michiel experienced the implementation and his three tips for starting a transformation.

Case system, Implementation

Fronteer, Holacracy

A deep belief in leading differently (Fronteer)

Fronteer, Holacracy

Fronteer, an innovative strategy agency based in Amsterdam, asked us to guide their transition to a holacratic organization. Read here how we helped them.

Fronteer, Holacracy

Overstappen.nl, Holacracy

No more "having to manage" (Overstappen.nl)

Overstappen.nl, Holacracy

Interview with Overstappen.nl about the reasons, impact, support, and preconditions for implementing Holacracy.

Overstappen.nl, Holacracy

Holacracy, English, GrantTree

GrantTree's Structure to Strengthen a Unique Culture

Holacracy, English, GrantTree

Daniel Tenner writes about GrantTree's journey into self-management. OrganizationBuilders was happy to help them on this journey.

Holacracy, English, GrantTree

Implementation, Holacracy, MeetBerlage, Seats2Meet

Full implementation (MeetBerlage)

Implementation, Holacracy, MeetBerlage, Seats2Meet

What they said: “OrganizationBuilders did a great job, taking the time to help us understand the vision and details of the method, with a lot of personal attention where needed, while maintaining momentum and speed during the actual meetings required by the method.”

Implementation, Holacracy, MeetBerlage, Seats2Meet

Implementation, Holacracy, Blanco

An organizational model just as scalable as the company (Blanco)

Implementation, Holacracy, Blanco

“Without OrganizationBuilders, we could not have achieved the clarity we now have in our way of working. We trusted OrganizationBuilders to guide us through the early implementation of Holacracy without putting our primary business at risk.”

Implementation, Holacracy, Blanco

Implementation, Holacracy, The Mobile Company

Full implementation (The Mobile Company)

Implementation, Holacracy, The Mobile Company

“We decided that we didn’t want any shortcuts in implementing Holacracy. Before we take this big step, it was necessary to know the rules of the game to play it right.”

Implementation, Holacracy, The Mobile Company

Holacracy, ABN AMRO, Inspiration

In-company Taster Workshop (ABN AMRO)

Holacracy, ABN AMRO, Inspiration

“A highly recommended real experience with a form of self-organization that is well-suited to a large corporation”

Holacracy, ABN AMRO, Inspiration

Featured

Singularity University

Exponential growth supported by Holacracy (Singularity University)

Singularity University

Singularity opted for Holacracy. With an inspiration and knowledge day and flexible support the following year, they independently started working with a new organizational model.

Singularity University

Econic

An organizational design that stands strong (Econic)

Econic

Econic is on a mission to make homes more sustainable, and the organization is growing rapidly. This requires a new and sustainable organizational model that fits Econic's philosophy and, of course, its ambition to continue growing. We got to work with them!

Econic

ROC Amsterdam

Working together more effectively from now on (ROC Amsterdam)

ROC Amsterdam

At ROC Amsterdam-Flevoland (Airport Logistics), there was a need for a simpler and more targeted consultation structure. This did not happen automatically, but with a lot of effort from ROC itself, the new structure is now in place. We helped them to do this themselves. Curious to find out how?

ROC Amsterdam

TNO

Future of Work research team undergoes its own transformation (TNO)

TNO

TNO employs more than 3,000 people, including the "Future of Work" team. This team conducts research into new ways of working together, such as self-organization. The team took the step of applying this in their own daily practice.

TNO

Dutch Lottery

Job classification system suited to Agile working (Dutch Lottery)

Dutch Lottery

The Dutch Lottery has transitioned to Agile working. Following this transformation, the current job classification system was no longer adequate. They went from more than 100 job classifications to 20 in a suitable model.

Dutch Lottery

Municipality of Amsterdam

Task-oriented working at Stadsdeel Oost (Municipality of Amsterdam)

Municipality of Amsterdam

The organizational structure has historically always been a challenge for municipalities. There is often unnecessary bureaucracy and too much energy is focused internally. In order to achieve greater social impact and channel energy outward, social challenges become the starting point for organizing work.

Municipality of Amsterdam

Consumer Association

A new operating model based on self-management, effectiveness, and agility (Consumentenbond)

Consumer Association

The Consumers' Association asked us to help build a new operating model to ensure that strategic priorities were actually realized. Themes such as self-management, effectiveness, and agility were central. How did we do that? Read about it in this case study.

Consumer Association

TNO

Experimenting with self-organization (TNO)

TNO

The recruitment and HR team at TNO wanted to become more self-organizing and flexible in order to keep pace with developments in research, among stakeholders, and in the labor market. We worked with them for a year, enabling TNO to lead this process itself and apply all the lessons learned directly, concretely, and successfully. Read here what has been achieved in a year.

TNO

Graydon

From inspiration to implementation plan (Graydon)

Graydon

Graydon was looking for a new organizational structure that could offer both focus and purpose, as well as a certain degree of autonomy for their teams. We built a bridge between inspiration and practice for them, and then supported them in developing a change approach.

Graydon

English, CitizenM

Scaling an entrepreneurial culture (CitizenM Hotels)

English, CitizenM

We supported CitizenM in finding a new way of working that allowed them to hold on to their valued entrepreneurial culture while enabling rapid growth and expansion.

English, CitizenM

Probe, Inspiration, ICA

Inspiration for Young Professionals (Inter Company Association)

Probe, Inspiration, ICA

ICA (Inter Company Association) wanted to inspire young professionals in the field of self-organization.

Probe, Inspiration, ICA

The People's Bank

Organizing with a human touch (De Volksbank)

The People's Bank

A new purpose, "Banking with a Human Touch," requires a new way of organizing, based on trust and responsibility close to the customer. An intensive process in which more than 30 teams have been successfully guided in the new way of working.

The People's Bank

RE:BORN

A circular organizational model (RE:BORN)

RE:BORN

RE:BORN wants to be innovative in how its ambitious team organizes itself. A circular mission does not fit with a static organizational model. RE:BORN also wanted to apply its own method as independently as possible. And it succeeded! Read more about how we supported them in this.

RE:BORN

Stevin

A unique approach to self-organization (Stevin Technology Consultants)

Stevin

Stevin requested its own method of self-organization. We implemented this over a period of eighteen months. In doing so, we safeguarded Stevin's values and added greater clarity to their organizational structure.

Stevin

Mediq

Organizing teams around the customer (Mediq)

Mediq

Mediq wants to put the customer first: no slowing down with a big hierarchy, but small cross-functional teams organized around the customer. After a year of learning, they've really made the new method their own. Read here how Mediq is growing on its own.

Mediq

Unibake

Leadership development (Unibake)

Unibake

The management team at Unibake (based in Belgium) asked us to introduce them to a new way of working. We developed a two-day off-site to introduce the team to high-performance agile working and give them insight into their own team dynamics.

Unibake