Governance

Unresolved fear, the need for approval, and avoidance don’t disappear at work, but they scale. Organizations don’t mirror strategies, but they mirror the inner state of those in power. That’s why another strategy day rarely helps. What helps is taking time for honest, deep reflection to face inner goals, fears, and resistance. This is often […]

It’s about a management model that keeps people in permanent survival mode. Wellbeing programs don’t fix a broken system. They just help people tolerate it a little longer. Organizations change only when leaders stop calling dysfunction “normal”and find the courage to question a model that moves from one survival crisis to the next. If this

I believe that many people who are involved in safety rules have been confronted with the situation that we talk and talk, but nothing changes. So yesterday, in my presentation at the Safety and Health at Work Meeting 2026, I took this as the theme – where does self-destructive behaviour come from. 👉 People don’t

I’m invited to work in organisations on quite similar topics – trust and accountability in the leadership team, collaboration, values, governance, etc. And more often than not, the conversation will lead to the fact that the topic being discussed is not the real “topic”. For example, if we are talking about trust, the issue is

Those of you who have followed me for a long time will know that I am increasingly questioning practices that have been in place for many years, because of the need to practice. Because the more I see organisations, the clearer it becomes that many of the classic management practices no longer work, even though

In a previous post, I wrote about why today’s way of managing is increasingly exhausting people and no longer works. I wrote about why the problem is no longer with the individual, but with the pattern. Inevitably, the question arises: what to do when the system doesn’t work? In practice, there are three options. 1️⃣

Does the model work if you are constantly on the go and need to be available?Where is the fear of money and the future in the constant background?Will the model work if people are increasingly concerned about mental health?When, despite the effort, a few get better but many get worse? More and more often I

I believe that all supporters of leaders, whatever their job title, have heard this time and time again, that they would like to have techniques and ways to quickly increase accountability, performance, turnover, profits. And I understand that desire, and as a management trainer it would be very easy to fall into that trap –