Reflective work at the intersection of leadership and culture — where presence becomes practice, and transformation unfolds from the inside out.
summary: Reflective work at the intersection of leadership and culture — where presence becomes practice, and transformation unfolds from the inside out.
In agile organisations, trust is not a luxury — it is the invisible structure beneath every good decision. This blog explores how relational quality shapes decision-making, and what that demands from leadership, culture and collaboration.
summary: Agility requires more than speed or structure — it requires trust. This blog explores how the quality of relationships forms the foundation for wise and resilient decision-making. Not about being right, but about finding clarity together.
Culture change does not begin with structures, but with awareness, observation and the courage to question patterns. This blog explores how culture and behaviour are deeply rooted in history, relationships and collective dynamics – and how real change arises from within.
summary: Culture is not a poster of values, but a living fabric of behaviours, assumptions and interactions. Those who wish to shift behaviour must be willing to slow down, feel, and co-create a new narrative. This blog explores how leadership, attentiveness and relational safety enable sustainable cultural development.
Power in organisations is more than formal roles or authority. This blog explores the psychodynamics of the understream, how invisible patterns and relational fields shape behaviour – and how leadership can bring these forces into awareness and transformation.
summary: Power often operates beneath the surface. Not in formal charts, but in silences, alliances and unconscious reflexes. This blog shows how becoming aware of the understream of power can lead to more transparent, mature and connected organisational systems.
Between the visible order and the invisible current
summary: Between the visible order and the invisible current
Organizational change is not a rollout or project plan, it is a developmental journey that touches culture, leadership and the underlying system. This post explores a systemic and meaning-driven approach to guiding transformation from the inside out.
summary: True transformation cannot be imposed, it must be understood, embodied and grounded in the lived reality of the organisation. In this article, René de Baaij outlines a reflective, systemic approach to change that honours both the complexity of systems and the human experience within them.
Reflection is not a luxury but a strategic prerequisite for organizations that aim to act with meaning. This post explores how reflection, as a collective discipline, provides direction, depth, and resilience.
summary: Reflection prevents the repetition of the familiar and opens space for what has yet to be seen. It is a collective discipline that makes organizations sharper and more adaptable.
As an executive counselor, I work with leaders navigating complex responsibilities, bridging personal development with strategic realities, and creating the space for clarity, alignment, and meaningful action.
summary: I support leaders who carry weighty responsibilities – offering a discerning, confidential space to reflect, realign, and act with clarity in service of their role, their development, and their impact.
The backdoor of double outsourcing — and how the pension sector can reclaim its transformative capacity
summary: The backdoor of double outsourcing — and how the pension sector can reclaim its transformative capacity
In this blog, René de Baaij reflects on the aftermath of the pandemic in organisations. He exposes how collective anger and grief settle into systems — and how leadership and dialogue can serve as antidotes to a culture of mistrust.
summary: How do you deal with the invisible tension that lingers in your organisation? In this post-pandemic reflection, René de Baaij explores how collective emotions like anger and grief manifest in culture — and why leadership, dialogue and informal learning are essential to rebuild trust and connection.
The best leaders know themselves — their strength, their vulnerability, and their impact. Self-awareness is the foundation of authentic and growth-oriented leadership.
summary: The best leaders know themselves — their strength, their vulnerability, and their impact. Self-awareness is the foundation of authentic and growth-oriented leadership.
On Antidote, Anger, and Grief
In every organization, anger and grief are part of the undercurrent.
They arise inevitably — from change, from disconnection, from unmet needs.
And to process them well, we need something essential:
dialogue. A conversation grounded in human strength and the will to reconnect.
Narcissistic Leadership: The Hidden Damage to Organizations and Employees
Narcissistic leadership may initially appear impressive and decisive, but it can cause profound harm — both to employees and to the organization itself. In this blog post, we explore the characteristics of narcissistic leadership and its often underestimated impact on organizational culture and performance.
The best leaders are aware of their own personality and talents.
Contact:
mail: rene@dbvp.nl
René de Baaij: +31(0)641924275
Adres:
Jonkershof 16
6561 AL Groesbeek
Nederland
DBVP trademark, Photo's and Text propriety of: De Baaij, Verbeeten & Partners BV. ALL RIGHTS RESERVED
DBVP merk, foto's en tekst eigendom van: De Baaij, Verbeeten & Partners BV. ALLE RECHTEN VOORBEHOUDEN
Cookies we use are just there for basic web reading functionality. We do not use analytic or tracking cookies. We do not collect any user information and/or share user information to third parties.
De door ons gebruikte cookies ondersteunen enkel de functionaliteit van onze website. We gebruiken geen cookies voor analyse of het volgen van de gebruiker. We verzamelen geen gebruikersinformatie en/of delen informatie met derden.