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Conlibrio probably is the biggest small company in the world. Able to flexibly respond to your questions and specialised in interactive, very goal and result oriented programmes. Creative and tailormade to help you improve organisational performance.
Annemiek has years of experience in freelance admin and management assistance in a variety of companies, both local and abroad.
She’s organized and accurate on one hand and creative on the other. Her flexibility and wide interests and qualifications make her the ideal addition to Conlibrio, working her magic in the background.
When she is not busy for Conibrio she brings her porcelain creations, among which story bowls, into this world under the name of Two Trees.
Her favorite slogan: “don’t think and show up”
Ils has as a person a broad and diversified experience. As no other does, she registers energy-flows, patterns, dynamics and counter-pressure in both individuals and teams. Because of her emphatic and respectful approach she often creates break troughs at critical moments, warranting a permanent change (in behavior).
Emotion, motivation, communication, humor and passion are her favorite playgrounds.
Her favorite slogan: “Live here and now!”
Inge has studied management science and a rich experience in various international companies both in managing and in HR functions.
As a facilitator she prefers to aim at fundamental changes in, for example, vision, strategy, business cultures but also the development of teams.
When coaching, Inge is supportive and where needed confronting. She has a master degree in NLP and experience as a leadership trainer. Helping to find out what a coachee wants to achieve and why, lies at the core. As a coach she is both the mirror and the catalyst in the development process.
Her favorite slogan: “Minds are like parachutes; they work better when open”
Jan builds on a successful career as a leader and manager in multi national fast moving consumer goods companies. For quite a few years already, he's active as a organisational development specialist and executive coach.
Rational, innovative, goal oriented and realistic, he commits himself to developmental processes of organisations, groups and individuals.
His passion is to learn and help others to do the same. Hence his favorite motto: 'A day without learning is a day without living'
Joeri is coach/facilitator and has a great urge to take people on a development program. He knows from experience and talking to people on the floor, with managers and HR executives that working in a problem solving manor has the biggest success. He enjoys creating custom programs for clients combined with coaching, as these have the biggest success rate. His passion lies in focusing on identifying and enhancing the elements that works well. As an official coach with over 13 years of experience in leadership and development programs and social media, Joeri is the ideal person to support individuals and teams while adjusting to the current situations all the time.
His favorite slogan: “Talent des not define who you are, but your passion does.”
Annelore has built, as a manager and as a certified coach, wide experience in coaching and developing teams who are going through a change or development process. Her challenging and co-constructive approach makes people alert and gets them moving. She likes to combine this with her contextual view through family and organizational constallations , thus revealing underlying tension.
She views coaching as a temporary meeting between her and the “other(s)”, in which development is a process by and for people.
Her favorite slogan: “Every time you meet someone, life becomes more rich and colorful.”
One-dimensional text and images are unable to convey the essence of what we do. If in your organisation People & Culture are not Aligned with Results & Strategy, you want to know more about us.
Just get in touch with one of our partners for a more complete picture of us and our approach or send us an e-mail.
Annelore Vanderginst: +32 473 890 774Annemiek Hamelink: + 31 6 319 50 512Gust De Wit: +32 479 98 99 39Ils Verheyen: +32 477 533 200Inge de Smet: +32 475 999762Jan van der Torre: +31 6 535 632 94Joeri el Hazimi: +32 494 77 84 69
VAT BE 0866.254.243 - RPR Antwerpen
BIC : KREDBEBB - IBAN BE39 7330 2120 3119
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Umicore Olen and Conlibrio are longstanding business partners. Conlibrio recently designed for them a custom program on Caring Leadership, it was completed with success and since we have started a sequel. The Caring leadership program evolves around relations, listening and wanting the best for your employees, at the same time not shying away from giving criticism where needed, which can be hard and which is not always easy.
The program was much more than just training in skills. Both at the start and at the end the employees could judge their boss on his or her skills, what is done well , what can improve. Thus we wanted to provide leaders a opportunity to reflect upon themselves and create an atmosphere in which one, both employees and leaders, could seek their mind freely. Attached you find an article in Dutch on the first part of the caring Leadership (Zorgend Leiderschap in Dutch) as published in Umicore Olen’s magazine “Olen Regionaal”.
We recently closed an individual coaching project. We asked the coachee a few questions to find out how effective the project had been for this person. We got this testimonial in return, which we gladly share with you. The person is a foreman in a large international industrial company.
"Thanks to the support and coaching from Annelore from Conlibrio I now plan my day much better, work in a more structured way and learned to delegate more. The laptop stays in work, so home is home and work is work. By making better use of my time at work it is no longer needed to take work home anyway. Above all this coaching has taught me how to say "NO" when I simple don’t have the time to do it or when it’s really not part of my "job".
The good things about this coaching are: the open communication with Annelore and to learn to look at work in a whole new way. It’s also good that an underlying problem in the company has been brought to the attention. Because of this, the pressure of work is now a subject which can be discussed with colleagues and (fellow) superiors.
We worked on well defined goals, the talks and assignments were really helpful to me as a person; custom coaching especially for me. Now it’s up to me to keep setting priorities and make clear agreements and to not fallback in old habits.×
Conlibrio completed several projects about safety with measurable succes with different companies. Currently (2013) we support among other comanies: ISVAG with their change program about safety at work. ISVAG got a final place in the election for the prevention award 2013. Of this we are really proud. In the following video, you can see the presentation (in Dutch) for the nomination: http://vimeo.com/xlstudio/review/81293028/b83d8ea6d7×
"In 2013 Conlibrio was looking for a new IT service provider, they were considering us. Part of their process, along with an intensive talk, was a session with the Colors of Culture app.
This showed that our companies were very compatible and complementary. Personally I learned a lot about how our organization works and how we are perceived by the outside world.
Recently a new business partner joined our company, before taking that decision, I asked Conlibrio to analyze that person in the same way, using their Colors of Culture app. This confirmed that the new business partner was not only compatible but also that he is strong at the points were we are weak. We’re now a month into the new cooperation and experience and the subjects on which he focusses, learns us that he does indeed complements the company.
A success! Txs Conlibrio!"×
In 2010 we designed the program Expedition Competence for Genzyme about leadership-culture. Now, 2014, we are stated the 5th phase. We asked Jimmy Vansant about his experience with us thus far.
Which elements made you choose for Conlibrio to continue the leadership program?
Only recently I became an in company coach. Expedition Competence is one of the programs developed for us by Conlibrio and for which I’m now responsible. To get to know the job I followed this program closely last year. Because of your fresh, inspiring, new and creative methods I did not even have a doubt about continuing the program with you in 2014. I even want more; I want to actively co-create with Conlibrio a good quality program for our company.
How did you perceive consultants / external advisers, before you started working with us?
To me, consultants are always people who (can) bring extra knowledge and a new outlook on things. They have the experience through assignments in other companies and thus can bring together the best practices in their latest program.
How has did experience changed since we started working together?
I often trust my gut feeling when meeting someone for the first time; I try and react, act and think and feel based on that gut feeling. From the first time I met Conlibrio my feeling was good. The way you approach matters is very personal, inspiring and dynamic. You can tell Conlibrio goes further than just doing their job, which certainly sets you apart from the others.
What do you like best about our co-operation?
Your way of coaching our people; a very open and sincere manner, aimed at helping our management and developing the way they function as an employee and as a human being.I also admire the creativity and the energy with which you work.
Did you expect things to go as well as they have?
I started this job very open minded …. but with a certain uncertainty. During the session it became clear that I still have much to learn as a coach. But I feel that Conlibrio has been the right choice and that your inspiring, creative way can also help me grow as an in company coach.
Did you have any reservations / doubts about hiring us? If so, which were these and what made you overcome them?
As said it was almost immediately clear that Conlibrio was the right business partner for us.
Which are the 3 biggest advantages to co-operate with us and to deploy our custom designed programs? How have these influence you? Hoe heeft dit jou/jullie beïnvloed?
I am very happy to be able to work with Conlibrio. You are professionals who day in day out give the best of yourselves to help develop the talent of our people. This makes them more self-secure about their job and thus they have more fun in their work. This in turn makes them happier as a person and makes them feel better in their private life too.
If you were to recommend us to a collegue, friend or HR manager in an other company, how would you describe our services (how did we achive results)?
I think that the level of satisfaction of our management seeks for itself. The fact that they themselves ask for an extension of the program with Conlibrio says it all. I already use the words several times, but it are words like creativity, energetic, professional, experienced, personal and catalyzer that I would certainly mention.×
All aligned and ready to go?
Just like you, we experience every day that aligned people perform better. That is why we developed the "Six Keys to Align People & Culture with Results & Strategy".
Aligning People & Culture with Results and Strategy. This sentence has a number of interesting implications. It is not new to align people with results and stategy. But it is a different matter for business cultures. A lot of managers are still searching for the way to do this. Conlibrio has a signifant amount of experience in this field en can therefor advice and support you in this.
By using the Conlibrio Colours of Culture application we can, with your help, outline your business culture in a 4 hour workshop. Good to know, when you are hiring new staff, want to avoid problems with suppliers or send the correct and trustworthy image of your comapny to (potential) clients.
Interested? Please contact us for more information, no strings attachted.
Most people don't see themselves as "Human Resources" or "Human Capital" but as individuals. Individuals which are made to make social connections. From that position we are eager to contribute to a greater whole where we find our place.
The strongest motivation comes from within, when we understand how we can contribute and achieve our personal goals at the same time.
Sometimes people need a helping hand. More and more team-members and managers acknowledge that they need personal attention for a personal challenge, besides the regular training.
These challenges can vary greatly. Sometimes it's about adapting to a new environment,sometimes about improving personal presentation. It can relate to a deep sense of disconnection between the current situation and ones personal ambition. Some people need some support to master the change following a promotion.
To Conlibrio, individual coaching means a personal process between coach and coachee; and it's always based on well defined goals and results.
What's a team? According to us, the answer to that question is:
"A team is a group of people who have to work together to reach a common goal."
Team development starts, according to us, by determining whether or not the group needs to be a team. Only then it will become clear if we will cooperate with you. Our six-keys model provides enough structure to find this out.
Defining clear goals, roles and responsibilities; measuring achievements and follow up will than be brought to the attention naturally. As will, defining the cultural profile of the team, competences and diversity required for success.
"Managers not MBA's!" a wish uttered by Mintzberg, one of THE managment-philosophers of our time. A quote we agree with, at the same time an MBA is more likely to be an asset rather than a hinder when it comes to leading companies. But no garantee either for real leadership.
To inspire large groups of people starts with a individual search for authenticity and aspiration. The More Than Leadership program by Conlibrio therefor emphasizes the individual experience of choices and contradictions. Besides there is a lot of attention to develop entrepreneurship and connecting leadership.
More Than Leadership is therefor all in all a program which offers more than the average leadership program.
"I know the business culture should support the strategy, but where do I find the *%é&@§$ manual?"
Does that question sound familiar to you? Then Conlibrio has the answer. With the highly interactive and inspiring Conlibrio Colours of Culture application, your current and desired organisational culture can be mapped quickly.
The outcome will help you, to draw conclusions and plan appropriate action.
How do you analyse a corporate culture? This is the question we would like to answer. We are above all inspired by the attempts of Quinn and Daniel Denison in making the understanding and transformimg of a corporate culture less "fuzzy".
These 2 sources, combined with our own experience and knowledge, has led to the cretaion of our innovative, serious, but playful Colours of Culture© instrument. With this we support you and your team to discover the current and desired corporate culture; including the matching behavioural related competences and fitting personality profiles.
The distinct results from a Colours of Culture© workshop give a clear and evident picture of your current culture, the desired culture, or both; expressed in terminology which is easy to understand and reproduce. Besides, the followed process enhences the understanding, respect and relations within the team and a strong feeling of ownership upon result.
Unfortunatly the last one to discover who is swmmig in the small bowl is the goldfish itself. To get the correct picture of ones own corporate culture it is not always enough to look at it yourselves.
To annul this situation the Conlibrio Colours of Culture© instrument is also suitable to let outsiders give an opinion on how they experience your culture. A perfect way to discovers which are ones blind spots. Suppliers, clients, recruiters they all got an image of your corpoarte culture. To map these viezs can be very clarifying when deciding on the desired transformation.
The common term is change. According to us that word is misleading, espacially when it's about corporate cultures. Change sounds very radical, while most of the time is more a case of adapting.
Adapting to changing cirumstances, like the market, the community, the technology or anything else, often leads to a change in strategy. Due to change the desired corporate culture will look differently and here a transformation will also take place.
To transform is to us the process by which people, teams and organisations adapt themselves. How that transformation should look, should be based on a thorough analysis. From our work with biologist we know that transformation always leads to stress. But we also learned that enough urgency and also intensty will reduce the stress in the end.
That is why we not only help to plan the transfomation, but also offer support to stay on track.
Conlibrio aims to gain measurable achievements. If you on a search with us, you will be able to focus on what really matters. Those matters can be strategic, operational, tactical or all three. We work with you on all levels.
We simple aim for the results which are important your business-organisation. We define the goals together, de SMART goals and how and what we can contribute.
This is important so that we, with you, do exactly which is needed for your organisation. Also on the basis of these predefined goals we can measure our success.
Goals give direction. Strategic goals are useful to give the people in your organisation an idea of where the company is going.
One will always ask about the strategic goals. What do you wish to achieve long term? What do the people know about this? Maybe you have the answers always at hand. Maybe you don't. Than we will remind you of the neccesisty to have so. And of course we wil support the peolpe in the organisation to discover what the goals are and which meaning they have.
Goals give direction. Tactical goals are therefor very often the base upon which budgets and yearly plans are set. And so give direction to the operational goals.
With this leverl most companies are familiar and which gets, quite rightly, a lot of attention. Tactical plans become "real" when they are being translated into operational goals and deeds.
Goal gives directions. Operational goals help to get rapid feedback and book results. From tactical plans, like the ones on which the yearly budget are based, anyone in the organisation can follow the plan of action.
It's the result that counts. The question is which result counts. Therefor we need SMART goals; made to measure; embedded in time. But most of all enough resources and room for manouvre on the rules. Than you have a firm base for personal achievement, deligation, empowerment and respect.
We clearly also want this when we support your projects.
Strategy, a word with many meanings. The best strategies are build on a clear vision of the future and a mission that explains how to get there.
In that case, the strategy provides direction and purpose to what people in organisations do and how they cooperate. Strategy as one of the keys to unleash the power of people.
Als dat zo is geeft de strategie richting en zin aan wat mensen in een organisatie doen en hoe ze samenwerken. Strategie, één van de sleutels om de kracht van mensen te ontketenen.
We from Comnlibrio like to be supported by giants; one of these giants is, according to us, Jim Collins. He has unearthed several interesting facts during his research for his books "Built to Last" and "Good to Great". Among which the fact that one should have a cklear vision. It turned out that all companies, which are succesful on the long-term, have a well embedded vision. A vision that directs the companies course over a long period of time. It does not need to take long to develop a good vision. A days work can be enough to write down a spirited description. Than the implementation can begin.
There're almost no companies which don't have a Mission Statement. And that's good! A mission, if taken serious and translated into clear deeds (see Strategy), makes sure that everyone follows the same course. We believe one should not develop one's mission sitting in an ivory tower, but rather together with a large group of people working in the organisation. We like to participate in this proces. To involve large groups of people, in an interactive way, with the development of meaning and purpose within an organisation is one of our strenghts.
De common definition of a company strategy is: " a dertermination of, and a choice from, alternative headlines within the organisation". That sounds rather distant and business-like.
In our experience the defining of a startegy is a means to translate the 'why' of the company into clear actions. This is alos an excellent way to bind, cement, people within the company. It helps if a stategy is clear, simple and tansparant, but most of all it helps if it is executable. We like to support you to reach this goal; so your people in your organisation can perform meaningful.
Most people don't see themselves as "Human Resources" but well, as people. We are individuals that are made to make social connections.From that position we are able to contribute to the greater whole. The strongest motivation comes from within, when we understand how we can contribute to the company goals and achieve our personal ambitions at the same time.×
A culture can be defined as; "the way WE do things around here". A culture emerges where people form groups. Values, norms, practices, attributes, convictions and habits are all elements of organisational culture. The culture is leading in what an organisation can and will do. A well-understood and described culture is easier to maintain or change.×
Evolution has taught us not to lose what we gathered in the woods. That is why we are careful in times of change. Unless the necessity is clear. That necessity is felt as pressure from the outside. Whether it is economic, personal or social pressure, it makes us move and provides energy to explore new possibilities.×
The most pressing question we ask in life is; 'WHY?'. It all comes from our evolutionary heritage, we want to see the meaning and purpose of what we do. This is true for people as well as organisations. The best organisations make their existence full of meaning and purpose and make sure everybody knows about it.×
We know that a diverse group has a broader view and a bigger chance to find the right answers. But evolution presents us with a difficulty. We are often a afraid of the unknown. So we tend reject what is alien to us. In organisations, diversity must be carefully managed from a good understanding of what is desired or undesired diversity.×
Tranformation always results in stress. The choice is between long and agonising stress and the short pain of intense change. Biologists have found that primates prefer the short and intense way. It's better for them. We are no bonobos. But we are enough like them to know that we don't want to be kept in uncertainty very long.×