Approach

Setting direction is the board's responsibility. That is why it starts there.

No report for the drawer. A partner who stays until it works. Van Dooremolen starts with an assessment with the board and leadership team, and then works quarter by quarter on what makes the difference.

The steps

Foundation

First look at what is really going on. Only then choose what is needed.

Phase 1 · 3 to 4 weeks

Assessment

Confidential conversations with every member of the board and leadership team, across five themes. Together with a baseline measurement, that gives an honest picture of where the organisation stands.

Direction and strategy
Collaboration between layers
Decision-making
Ownership
Communication

Phase 2 · approx. 2 hours

Feedback

One session with the board and leadership team. What the conversations and baseline show, and what concrete options exist. Afterwards you choose for yourself whether and how to proceed.

Stopping is not weakness. Adjusting course is leadership.

After that

Quarterly partnership

01 Direction Choosing what counts this quarter, and what you say no to.
02 Rhythm Agreements that come back every week, even when it's busy.
03 Carrying it through From the leadership team to managers and employees, until it is part of the work.
04 Confirming Measuring, adjusting and capturing what works.

At least two quarters Monthly conversation with the board Quarterly session with the leadership team

From top to bottom

Three layers, one direction.

Beneath the work lies our own methodology: Lead it., Shift it. and Signal it. Not separate products, but the tools with which the direction lands in every layer.

Board and Leadership Team

Lead it.

Choosing direction, decisions that hold, and leading by example.

Managers

Shift it.

Translating the course to their team's work, and maintaining control over what changes.

Employees

Signal it.

Insight into where their time goes, and ownership over what they change about it.

The PRI Performance Rhythm Indicator A proprietary tool that reveals where an organisation's time really goes. Deployed within programmes. More about the PRI →

Who works along

Allard Stoute · Salesjunkies Partner for sales team development, for training directly aligned with the programme.

Carel van Laack · vLect Supervision of Van Dooremolen's work, ensuring the mirror itself is mirrored.

Interim

Only when the programme calls for it. Jochem temporarily takes on a role himself, with at most two assignments simultaneously.

What you can expect, and what not

What you get A partner at the table who stays until it works An honest mirror, even when that is uncomfortable Attention to execution and people A fixed quarterly rhythm

What you don't get A report for the drawer An off-the-shelf standard programme Someone who takes over your leadership team's job More assignments simultaneously than I can properly guide

Frequently asked questions

What does it cost?

That depends on the size of the organisation and the question. In the intro call you'll hear what Fundament looks like for your situation, and what it costs.

How long does a programme take?

Fundament takes three to four weeks. The partnership after that runs for at least two quarters, and then for as long as it adds value.

What if we want to stop after Fundament?

Then you stop. You have a baseline and concrete options in hand. Stopping is not weakness, adjusting course is leadership.

Does Van Dooremolen also work with teams or individuals?

Only as part of a programme with the board. That is where it starts, because that is where the direction is set.