Development and Change
The development and/ or change of organizations is inextricably linked to the development and/ or change of people. Based on this knowledge we develop programmes which dovetail with the human component in case of change. In our view, the starting point for the success of programmes involving change constitutes the four essential steps in the creation direction from Coppenhagens force model (© Robbert Coppenhagen 2002).
Starting from inspiration, spirit of the times, opportunities and threats (the they-component) viewpoints are developed individually; reflection, opinions, persuasions, energy, ideals, vision (the I-component). Starting from the "I-component" it is important to make the well-considered step to a shared vision, support, common responsibility and co-operation (the we-component).
Only after the step from "I" to "we" has been made in a sensible manner, we can actually define plans, programmes, (re)structuring, reorganization or similar processes involving change (the "it-component"). This logical order of steps to be taken in case of change and development is instrumental in our programmes involving change.