In agile organizations, ownership is not about tasks but about connection. This post explores how freedom and meaning together create a culture of responsibility that makes the organization agile from within.
summary: Ownership grows in the space between people. Where freedom is paired with discipline, and connection to the greater whole is natural, the energy that fuels agile organizations emerges.
In agile organizations, leadership is not about having all the answers, but about creating space for collective inquiry, trust, and renewal.
summary: Agile leaders create space, ask questions, and build trust. Their authority rests on presence and authenticity, not on position or control.
In agile organizations, decision-making shifts from a top-down directive to a living, participatory practice. This post explores how transparency, shared responsibility, and collective intelligence create the conditions for decisions that are both adaptive and deeply connected to purpose.
summary: Agile organizations thrive when decision-making becomes a shared journey. By making underlying assumptions visible, inviting dissent, and weaving perspectives into a sharper collective view of reality, leaders create space for trust, adaptability, and a sense of ownership across the whole.
Power is an undeniable reality in every organization. It creates order and direction—but it also casts a shadow.
The Shadow Side of Power and How to Transform It
Power brings structure and direction, but it also casts a shadow. This blog explores how unconscious dynamics can freeze organisations – and how leaders can transform power into a shared source of clarity and trust through awareness, dialogue, and psychological safety.
samenvatting: Power's shadow manifests in fear, silence and defensiveness. In this blog, we explore how leaders can recognise, question and transform this shadow into transparency, trust and shared strength. Not by abolishing hierarchy, but by deepening awareness.
Reflection is not a luxury but a strategic prerequisite for organizations that aim to act with meaning. This post explores how reflection, as a collective discipline, provides direction, depth, and resilience.
summary: Reflection prevents the repetition of the familiar and opens space for what has yet to be seen. It is a collective discipline that makes organizations sharper and more adaptable.
As an executive counselor, I work with leaders navigating complex responsibilities, bridging personal development with strategic realities, and creating the space for clarity, alignment, and meaningful action.
summary: I support leaders who carry weighty responsibilities – offering a discerning, confidential space to reflect, realign, and act with clarity in service of their role, their development, and their impact.
True agility is not about speed, but about learning. This post explores how making learning a core process strengthens an organization’s future readiness.
summary: Agile organizations move between action and reflection. They see learning not as a side activity, but as the core of their capacity to navigate change.
Psychological safety is the foundation of every learning organization. This post shows how trust and vulnerability lead to reflection, collaboration, and sustainable development.
summary: Where trust prevails, people dare to speak up, learn, and grow. Psychological safety creates space for honesty, curiosity, and collective progress.
The backdoor of double outsourcing — and how the pension sector can reclaim its transformative capacity
summary: The backdoor of double outsourcing — and how the pension sector can reclaim its transformative capacity
This article outlines an integrated vision on leadership and cultural development within learning programmes. It centres on relational quality, co-creation, psychological safety, and the importance of collective learning processes as drivers for sustainable transformation.
summary: Effective organisational development requires leadership that offers meaning, a culture that supports learning, and programmes that enable co-creation, safety, and transformation from within. This vision places the learning journey of both individuals and collectives at the heart of change.
Without psychological safety, agility remains a technical ambition. This post shows how safety in teams and leadership lays the foundation for learning, collaboration, and shared growth.
summary: Agility begins with trust. Psychological safety makes it possible to share mistakes, use tensions constructively, and learn and grow as an organization.
Organizations are living systems that develop in the tension between continuity and renewal. Agility emerges where listening, reflection, and deliberate choices converge.
summary: True agility does not come from more control, but from a deeper capacity to listen, to learn, and to remain connected to what is truly needed.
In this blog, René de Baaij reflects on the aftermath of the pandemic in organisations. He exposes how collective anger and grief settle into systems — and how leadership and dialogue can serve as antidotes to a culture of mistrust.
summary: How do you deal with the invisible tension that lingers in your organisation? In this post-pandemic reflection, René de Baaij explores how collective emotions like anger and grief manifest in culture — and why leadership, dialogue and informal learning are essential to rebuild trust and connection.
Narcissistic leadership is more than a personality trait — it's a systemic risk. This article explores how narcissistic leadership styles erode trust, damage team morale, and undermine long-term organizational health.
summary: Narcissistic leadership often comes disguised as confidence and charisma — but behind the façade lies a dynamic of control, fear, and dysfunction. In this blog, René de Baaij unpacks the patterns, risks and long-term impact of narcissistic leaders on culture, performance, and employee wellbeing.
Contact:
mail: rene@dbvp.nl
René de Baaij: +31(0)641924275
Adres:
Jonkershof 16
6561 AL Groesbeek
Nederland
DBVP trademark, Photo's and Text propriety of: De Baaij, Verbeeten & Partners BV. ALL RIGHTS RESERVED
DBVP merk, foto's en tekst eigendom van: De Baaij, Verbeeten & Partners BV. ALLE RECHTEN VOORBEHOUDEN
Cookies we use are just there for basic web reading functionality. We do not use analytic or tracking cookies. We do not collect any user information and/or share user information to third parties.
De door ons gebruikte cookies ondersteunen enkel de functionaliteit van onze website. We gebruiken geen cookies voor analyse of het volgen van de gebruiker. We verzamelen geen gebruikersinformatie en/of delen informatie met derden.