Organisational Transformation & Governance
Supporting private, public and non-profit organisations in evolution.
Your organisation can evolve into an adaptive and robust system
Rigid structures, resistant culture, governance that slows things down?
We work on what is really happening in your organisation: the dynamics between teams, the decision-making processes, the cultural patterns that keep repeating. Building on what already works and taking into account your specific context.
I am trained in the Palo Alto approach (Institut Gregory Bateson) and in organisational systemic practice. I comply with the EMCC Belgium code of ethics.
This is for you if…
🔍 Your organisation is questioning itself?
Current structures are holding back your development
- Decisions stalling despite meetings
- Siloed departments that no longer collaborate
- Heavy processes slowing down innovation
- Systemic resistance to necessary change
- Loss of agility with growth
🦋 Your organisation is evolving?
You want to reach a new level of performance
- Prepare for ambitious growth or expansion
- Develop a more collaborative culture
- Anticipate and adapt to change
- Build robustness for future challenges
- Align structure and strategic vision
Four types of intervention
Cultural transformation support
👥 For: Organisations whose culture is holding back collaboration, innovation or engagement
📅 Rhythm: Ongoing support with regular check-ins and workshops
⏱️ Duration: 12 to 24 months — culture evolves over time
🌍 Format: Your workplace recommended, remote possible
Governance facilitation
👥 For: Organisations whose decision-making processes are slow, opaque or insufficiently inclusive
📅 Rhythm: Regular workshops with relevant stakeholders
⏱️ Duration: 6 to 12 months to anchor new decision-making models
🌍 Format: In-person recommended, remote possible
Strategic workshop facilitation
👥 For: Leadership teams that want to work on vision, strategy or priorities
📅 Rhythm: One-off workshop or a series of workshops
⏱️ Duration: Half-day to full day
🌍 Format: Your workplace or remote
Organisational design
👥 For: Organisations that are growing, restructuring or whose architecture no longer fits their needs
📅 Rhythm: Working sessions with relevant stakeholders
⏱️ Duration: Tailored programme from 3 to 18 months
🌍 Format: Your workplace or remote
What’s included
- Systemic diagnosis of your organisation
- Co-construction of the evolution path with your teams
- Tools and methods adapted to your context
- Continuous adjustments as things emerge
How we evolve together
🧩 1. Systemic understanding
We understand your organisation as a whole system: structure, culture, processes and relationships. Building on what already works.
💡 2. Co-evolution of solutions
We develop evolution paths with your leadership team, integrating stakeholder perspectives and building on existing strengths.
🔄 3. Progressive implementation
We introduce changes step by step, learning and adjusting as things emerge in your unique context.
✅ 4. Natural integration
We anchor new ways of working so they become the natural way of doing things.
What you can expect
✅ Greater agility and natural responsiveness to change
✅ Smoother collaboration between departments
✅ Clearer decision-making processes that last
✅ Stronger employee engagement
✅ Increased capacity to navigate complexity
✅ More solid distributed leadership
✅ Better emerging alignment in the leadership team
✅ Organisation structured for future challenges
Pricing
Organisational support is defined on a tailored basis according to the size of the organisation, the complexity of the programme and the duration of the engagement.
Free 30-minute introductory call to understand your situation and make a tailored proposal.
🎯 Ready to evolve your organisation?
Confidential conversation to understand your evolution needs and explore the possibilities.
❓ Frequently asked questions
“How do I know if you can help our organisation?”
→ A free 30-minute call is the best way to find out.
“How long does it take?”
→ Between 3 months and 2 years depending on scope and complexity. We check in regularly to adjust the path.
“Where do we start when everything seems to need changing?”
→ We start with a diagnosis to identify where to act first. No need to change everything at once: progressive change is often more lasting.
“How do you handle resistance to change?”
→ Resistance is valuable information about what really matters to the people involved. It is part of the process, not an obstacle to it.
“Does it work remotely or in a hybrid setting?”
→ Yes. I have the tools and experience to work effectively in all contexts.
“What if results don’t materialise?”
→ We adjust the approach together. What isn’t working is also useful information for moving forward.
The organisation in its ecosystem
A high-performing organisation relies on aligned teams and leaders:
An integrated approach for lasting organisational transformation.