The meaning of an organisation is threefold. Generating return on shareholder investment. Both economically and socially. Meeting customer demand with products and services in exchange for value and loyalty. And creating a meaningful community for the employees.
Maintaining the balance between these three perspectives is not easy. Defining these three meaningful definitions of an organisation is also not self-evident. This requires an in-depth analysis of the current situation. Combined with a clear vision on organising with clear underlying principles and principles.
In our approach to organisational development, the “organising principles” are central. Reasoning from the organisational strategy and taking into account environmental factors, we look at what the best basic principles are based on which an organisation can be set up and how organisational development can be designed.
We use a multidisciplinary approach in which we learn and understand together with the organisation how an organisation works as a structure. And how the organisation works in practice form the perspective of culture, behaviour and attitude.
The change process and the development process also deserve extensive attention. Change in the sense of "business" restructuring and development in the sense of "organisational" social learning go hand in hand. Determining the associated principles, designing an intervention strategy and then implementing it requires a great deal of care and precision.
Together with the organisation, we are happy to take on the challenge of making your organisation a better place to work, where customers like to do business with and return, and where shareholders and stakeholders can be satisfied with the return.