{"id":39447,"date":"2022-12-11T17:25:40","date_gmt":"2022-12-11T17:25:40","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=39447"},"modified":"2022-12-11T17:25:51","modified_gmt":"2022-12-11T17:25:51","slug":"3-ways-to-build-a-work-culture-that-can-change-the-world","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/nl\/3-ways-to-build-a-work-culture-that-can-change-the-world\/","title":{"rendered":"3 manieren om een werkcultuur op te bouwen die de wereld kan veranderen"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size wp-block-paragraph\">Drie manieren om een werkcultuur op te bouwen die de wereld kan veranderen<\/p>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-1b4b19ba\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/nl\/?attachment_id=39448\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"39448\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg\" alt=\"\" class=\"wp-image-39448\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">Drie manieren om een werkcultuur op te bouwen die de wereld kan veranderen<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<div class=\"wp-block-uagb-social-share uagb-social-share__outer-wrap uagb-social-share__layout-horizontal uagb-block-1654d146\">\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-82c9ea7e\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/api.whatsapp.com\/send?text=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M380.9 97.1C339 55.1 283.2 32 223.9 32c-122.4 0-222 99.6-222 222 0 39.1 10.2 77.3 29.6 111L0 480l117.7-30.9c32.4 17.7 68.9 27 106.1 27h.1c122.3 0 224.1-99.6 224.1-222 0-59.3-25.2-115-67.1-157zm-157 341.6c-33.2 0-65.7-8.9-94-25.7l-6.7-4-69.8 18.3L72 359.2l-4.4-7c-18.5-29.4-28.2-63.3-28.2-98.2 0-101.7 82.8-184.5 184.6-184.5 49.3 0 95.6 19.2 130.4 54.1 34.8 34.9 56.2 81.2 56.1 130.5 0 101.8-84.9 184.6-186.6 184.6zm101.2-138.2c-5.5-2.8-32.8-16.2-37.9-18-5.1-1.9-8.8-2.8-12.5 2.8-3.7 5.6-14.3 18-17.6 21.8-3.2 3.7-6.5 4.2-12 1.4-32.6-16.3-54-29.1-75.5-66-5.7-9.8 5.7-9.1 16.3-30.3 1.8-3.7 .9-6.9-.5-9.7-1.4-2.8-12.5-30.1-17.1-41.2-4.5-10.8-9.1-9.3-12.5-9.5-3.2-.2-6.9-.2-10.6-.2-3.7 0-9.7 1.4-14.8 6.9-5.1 5.6-19.4 19-19.4 46.3 0 27.3 19.9 53.7 22.6 57.4 2.8 3.7 39.1 59.7 94.8 83.8 35.2 15.2 49 16.5 66.6 13.9 10.7-1.6 32.8-13.4 37.4-26.4 4.6-13 4.6-24.1 3.2-26.4-1.3-2.5-5-3.9-10.5-6.6z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-ea378952\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/telegram.me\/share\/url?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 496 512\"><path d=\"M248 8C111 8 0 119 0 256S111 504 248 504 496 392.1 496 256 384.1 8 248 8zM362.1 176.7c-3.732 39.22-19.88 134.4-28.1 178.3-3.476 18.58-10.32 24.82-16.95 25.42-14.4 1.326-25.34-9.517-39.29-18.66-21.83-14.31-34.16-23.22-55.35-37.18-24.49-16.14-8.612-25 5.342-39.5 3.652-3.793 67.11-61.51 68.33-66.75 .153-.655 .3-3.1-1.154-4.384s-3.59-.849-5.135-.5q-3.283 .746-104.6 69.14-14.85 10.19-26.89 9.934c-8.855-.191-25.89-5.006-38.55-9.123-15.53-5.048-27.88-7.717-26.8-16.29q.84-6.7 18.45-13.7 108.4-47.25 144.6-62.3c68.87-28.65 83.18-33.62 92.51-33.79 2.052-.034 6.639 .474 9.61 2.885a10.45 10.45 0 0 1 3.53 6.716A43.76 43.76 0 0 1 362.1 176.7z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-0b78e612\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.facebook.com\/sharer.php?u=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 320 512\"><path d=\"M279.1 288l14.22-92.66h-88.91v-60.13c0-25.35 12.42-50.06 52.24-50.06h40.42V6.26S260.4 0 225.4 0c-73.22 0-121.1 44.38-121.1 124.7v70.62H22.89V288h81.39v224h100.2V288z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-dc35f37d\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/twitter.com\/share?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M459.4 151.7c.325 4.548 .325 9.097 .325 13.65 0 138.7-105.6 298.6-298.6 298.6-59.45 0-114.7-17.22-161.1-47.11 8.447 .974 16.57 1.299 25.34 1.299 49.06 0 94.21-16.57 130.3-44.83-46.13-.975-84.79-31.19-98.11-72.77 6.498 .974 12.99 1.624 19.82 1.624 9.421 0 18.84-1.3 27.61-3.573-48.08-9.747-84.14-51.98-84.14-102.1v-1.299c13.97 7.797 30.21 12.67 47.43 13.32-28.26-18.84-46.78-51.01-46.78-87.39 0-19.49 5.197-37.36 14.29-52.95 51.65 63.67 129.3 105.3 216.4 109.8-1.624-7.797-2.599-15.92-2.599-24.04 0-57.83 46.78-104.9 104.9-104.9 30.21 0 57.5 12.67 76.67 33.14 23.72-4.548 46.46-13.32 66.6-25.34-7.798 24.37-24.37 44.83-46.13 57.83 21.12-2.273 41.58-8.122 60.43-16.24-14.29 20.79-32.16 39.31-52.63 54.25z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-926e2736\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.linkedin.com\/shareArticle?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M100.3 448H7.4V148.9h92.88zM53.79 108.1C24.09 108.1 0 83.5 0 53.8a53.79 53.79 0 0 1 107.6 0c0 29.7-24.1 54.3-53.79 54.3zM447.9 448h-92.68V302.4c0-34.7-.7-79.2-48.29-79.2-48.29 0-55.69 37.7-55.69 76.7V448h-92.78V148.9h89.08v40.8h1.3c12.4-23.5 42.69-48.3 87.88-48.3 94 0 111.3 61.9 111.3 142.3V448z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n<\/div>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-three-ways-to-build-a-work-culture-that-can-change-the-world\">Drie manieren om een werkcultuur op te bouwen die de wereld kan veranderen.<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">De kern van een succesvolle en duurzame high-performance cultuur is zorgzaamheid. Om het praktischer te maken en zorgzaamheid en empathie te koppelen aan duurzame prestaties en aan een cultuur van duurzame groei moet zorgzaamheid op de volgende niveaus plaatsvinden:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Oprecht voor elkaar zorgen als gezin en als individuen van dezelfde familie<\/li>\n\n\n\n<li>Zorg dragen voor de hoge normen en waarden die wij als team gezamenlijk nastreven<\/li>\n\n\n\n<li>Zorg dragen voor verbinding, cohesie en samenwerking, en daarom zeer voorzichtig zijn met het vormen van rigide hi\u00ebrarchie\u00ebn en het cre\u00ebren van silo-effecten.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">OKR&#039;s zijn raamwerken die grote steun kunnen bieden bij het transformeren van culturen en rigide hi\u00ebrarchie\u00ebn, en bij het afbreken van silo&#039;s.&#039; Het sterk begaan zijn met de doelstellingen van het bedrijf en de uiteindelijke visie van het bedrijf is een functie van een bedrijfscultuur waarin mensen zich veilig, gewaardeerd en gehoord voelen. Ook waarin ze het gevoel hebben dat ze in een positie zijn om gezamenlijk een sterke en positieve impact te hebben op de samenleving en de wereld als geheel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Een groot publiek zal het er waarschijnlijk mee eens zijn dat de werkcultuur de context is voor prestaties. Zoals het gezegde luidt: &#039;Cultuur eet strategie als ontbijt. De meest bekwame toppresteerders zullen niet de gewenste resultaten voor u opleveren als ze niet functioneren in een enthousiast team en hun individuele inspanningen zullen worden verstikt door toxiciteit in een zeer negatieve omgeving.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Zeer recente en enkele aan de gang zijnde mondiale gebeurtenissen vormen bakens die de duidelijke behoefte aan positieve verandering onthullen. De wereld moet ten goede veranderen \u2013 dit begint met het ontsluiten van ieders potentieel, zodat hij of zij de beste positieve bijdrage aan deze wereld kan leveren. Zowel bedrijven als kleine bedrijven moeten hervormen om niet alleen winst te maken, maar ook om mondiale positieve impact na te streven.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wat volgt zijn drie manieren om niet alleen een prestatiegerichte werkcultuur op te bouwen om de winst te vergroten, maar ook om de wereld ten positieve te veranderen.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. Oprechte zorg ontgrendelt prestaties<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">In een nieuwe werkomgeving zou iedereen wanhopig willen weten wat hun status binnen de groep is als ze hier echt thuishoren, en hoe veilig hun baan precies is. Eenmalige discussies over het bovenstaande zijn niet voldoende; consistente versterking en signalen van menselijke verbondenheid moeten zichtbaar en geloofwaardig zijn, zodat teamleden een sterk gevoel van veiligheid kunnen hebben.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Waarom zijn de prestatieniveaus van sommige zeer intelligente en bekwame individuen binnen een team dramatisch verminderd? \u2013 Als ze niet zeker zijn van hun groepsstatus en geen gevoel hebben van werkzekerheid of erbij horen, zullen ze geplaagd worden door gedachten over hoe ze kunnen overleven en zullen ze weinig vertrouwen en weinig energie hebben om in staat te zijn om op hun best te presteren.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Een onderzoek naar feedback door een team van Stanford-psychologen leidde tot de ontdekking van wat &#039;magische feedback&#039; werd genoemd. Het had een veel grotere impact dan andere vormen van feedback tijdens het onderzoek. Deze feedback was eigenlijk heel eenvoudig en bestond uit slechts \u00e9\u00e9n zin:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#039;Ik geef u deze opmerkingen omdat ik zeer hoge verwachtingen heb en ik weet dat u ze kunt waarmaken<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Bij nader onderzoek bevat deze ene zeer krachtige zin de volgende aanwijzingen:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. Het geeft het gevoel dat je deel uitmaakt van deze groep<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">2. Deze groep is uniek en bijzonder en hoge normen zijn ingebakken in deze cultuur<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">3. Degene die de feedback geeft, gelooft in jou<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Een cultuur waarin een gevoel van verbondenheid, geloof en hoge normen worden gecre\u00eberd en gehandhaafd, kan het allerbeste in mensen naar boven halen. Hoge normen en de diepgaande en collectieve zorg daarvoor zijn kenmerken van een goed presterend gezin.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het behalen van uitdagende doelstellingen, belangrijke resultaten, doelen, KPI&#039;s of andere doelen is veel eenvoudiger voor een team met het gevoel erbij te horen, met bekende en begrepen hoge normen en met een oprecht geloof in elkaar en de visie die ze nastreven.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. Radicale transparantie<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Alles gebeurt met de snelheid van vertrouwen \u2013 wanneer het vertrouwensniveau laag is, beweegt alles langzaam of komt tot stilstand. Wanneer het vertrouwensniveau hoog is, kan alles in een snel tempo vooruitgaan.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wanneer een visie en de daarmee samenhangende doelstellingen van een bedrijf slechts bij een select aantal mensen bekend zijn, is het erg moeilijk of misschien zelfs onmogelijk om een team rond toekomstgerichte doelstellingen te mobiliseren. Er is radicale transparantie nodig over wat we collectief willen bereiken, waarom we dat willen bereiken (doel, betekenis, impact) en hoe we dat zullen bereiken (het bevorderen van samenwerking, creativiteit en teamwerk).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Een werkcultuur waarin de communicatie niet alleen schaars maar ook vaag is en nauwelijks door een gevestigde hi\u00ebrarchie heen filtert, voorspelt niet veel goeds voor de toekomst. Korte maar krachtige uitbarstingen van actiegerichte communicatie die teamleden kracht geven, zijn zeer betekenisvol.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Radicale transparantie, binnen de context van zorgzaamheid en empathie, ondersteunt een groeicultuur en moet deel uitmaken van gemeentehuizen, check-ins en vergaderingen.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Onnauwkeurige informatie kan strategie\u00ebn tenietdoen, daarom is openhartigheid in termen van wat we wel en niet weten vereist.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Er moeten sterke visuele representaties worden gemaakt van niet alleen de doelen en doelstellingen, maar ook van de visie en het waardensysteem van het bedrijf, en, nog belangrijker, in de praktijk worden gebracht. Wanneer duidelijke en positieve communicatie wordt ondersteund door nauwkeurige en frequente visuele representaties, vormt het een krachtige formule die aanzet tot motivatie.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Dienend leiderschap&nbsp;<\/h4>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#039;Het is beter om van achteren te leiden en anderen vooraan te zetten, vooral als je de overwinning viert en als er leuke dingen gebeuren. Jij neemt de frontlinie als er gevaar dreigt. Dan zullen mensen je leiderschap waarderen&#039;<\/p>\n<cite>Nelson Mandela<\/cite><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Een schouder-aan-schouderbenadering om dingen voor elkaar te krijgen als team bouwt aan de &#039;familiegeest&#039;, doorbreekt de silo en het hi\u00ebrarchische effect en verbetert de prestaties.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">De hockeywedstrijden op de parkeerterreinen van Google, waar management en werknemers even hard vechten om de controle over de &#039;puck&#039;, en hun open vrijdagdebatten waar geen hi\u00ebrarchie in het spel is, duiden op gelijkheid, empowerment en een sterk gevoel van verbondenheid.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Om al het bovenstaande onderdeel te laten worden van een hoogwaardige werkcultuur, is sterk dienend leiderschap een noodzaak. Hi\u00ebrarchie\u00ebn en de vorming van silo&#039;s maken zowel de communicatie als de prestaties veel ingewikkelder dan ze zouden moeten en kunnen zijn.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dienende leiders erkennen hun verantwoordelijkheid om anderen te empoweren door hen zowel de juiste informatie als mentorschap te geven. Dienende leiders zorgen ervoor dat de schijnwerpers op het team vallen en niet op hen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Zij cre\u00ebren sterke relaties en zorgen ervoor dat het werk dat samen wordt gedaan, binnen de context van diezelfde relaties wordt gedaan. Gedeelde waarden, hoge normen, empathie en zorgzaamheid vormen de &#039;filters&#039; voor die relaties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Leiders met een dienend hart dienen hun mensen door middel van ondersteunende coaching en het cre\u00ebren van een stimulerende omgeving, waarin mensen leren zelf dienende leiders te worden.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Neem deel aan onze OKR Leadership-cursus om de praktische toepassing van dienend leiderschap en de impact ervan op OKR&#039;s te leren:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">https:\/\/okrinstitute.org\/events\/okr-leadership-course\/?occurrence=2022-12-15&#038;time=1671123600<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Auteur naam:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Directeur Talentontwikkeling van het OKR Instituut<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Verwante Cursussen<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-57d44d\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/nl\/courses\/okr-practitioner-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/practitioner-course.png\" alt=\"OKR Practitioner Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/courses\/okr-practitioner-course\/\">OKR Practitioner-cursus<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/nl\/courses\/okr-leadership-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/08\/okr-leader.png\" alt=\"OKR Leadership Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/courses\/okr-leadership-course\/\">OKR Leiderschapscursus<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/nl\/courses\/okr-foundation\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2016\/12\/okr-foundation.webp\" alt=\"OKR Foundation Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/courses\/okr-foundation\/\">OKR Basiscursus<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">recente berichten<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-fa42e3\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/creating-a-culture-of-accountability-and-excellence\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/accountability-1024x576.png\" alt=\"Creating A Culture of Accountability and Excellence\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/creating-a-culture-of-accountability-and-excellence\/\">Het cre\u00ebren van een cultuur van verantwoordelijkheid en uitmuntendheid<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/writing-great-key-results-that-lead-to-excellent-outcomes\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/07\/Key-results-jpeg-1-1024x1024.jpg\" alt=\"Writing Great Key results that lead to excellent outcomes\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/writing-great-key-results-that-lead-to-excellent-outcomes\/\">Het schrijven van Great Key-resultaten die leiden tot uitstekende resultaten<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/10-ways-to-overcome-resistance-to-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/11\/Brown-Green-Modern-Started-My-Blog-YouTube-Thumbnail-31-min-1024x576.png\" alt=\"Turning Around the Naysayers: 10 Ways to Overcome Resistance to OKRs\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/10-ways-to-overcome-resistance-to-okrs\/\">De tegenstanders omkeren: 10 manieren om weerstand tegen OKR&#039;s te overwinnen<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/okr-busyness-and-okr-success-whats-the-difference\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/04\/12297140_4903445-1024x1024.jpg\" alt=\"&#8216;OKR busyness&#8217; and &#8216;OKR success, what&#8217;s the difference?\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/okr-busyness-and-okr-success-whats-the-difference\/\">&#039;OKR-drukte&#039; en &#039;OKR-succes, wat is het verschil?<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/nl\/how-okrs-help-businesses-soar-beyond-customer-demands\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/11\/Brown-Green-Modern-Started-My-Blog-YouTube-Thumbnail-26-1024x576.png\" alt=\"Meeting Sky High Expectations: How OKRs Help Businesses Soar Beyond Customer Demands\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/nl\/how-okrs-help-businesses-soar-beyond-customer-demands\/\">Voldoen aan torenhoge verwachtingen: hoe OKR&#039;s bedrijven helpen de klantvraag te overtreffen<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Labels<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR-coaching<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR-bus<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-a3911ab8 uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/nl\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Zoekopdracht\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Zoekopdracht\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M500.3 443.7l-119.7-119.7c27.22-40.41 40.65-90.9 33.46-144.7C401.8 87.79 326.8 13.32 235.2 1.723C99.01-15.51-15.51 99.01 1.724 235.2c11.6 91.64 86.08 166.7 177.6 178.9c53.8 7.189 104.3-6.236 144.7-33.46l119.7 119.7c15.62 15.62 40.95 15.62 56.57 0C515.9 484.7 515.9 459.3 500.3 443.7zM79.1 208c0-70.58 57.42-128 128-128s128 57.42 128 128c0 70.58-57.42 128-128 128S79.1 278.6 79.1 208z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" name=\"trp-form-language\" value=\"nl\"\/><\/form><\/div>\n<\/div>\n<\/div>\n<\/div><\/section>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":39448,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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Coetsee","author_link":"https:\/\/okrinstitute.org\/nl\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/nl\/category\/general\/\" rel=\"category tag\">General<\/a>","qubely_excerpt":null,"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>3 Ways to build a work culture that can change the world -<\/title>\n<meta name=\"description\" content=\"To care, to be transparent, and to have a presence of servant leadership, are three ways to build a work culture that change the world.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/okrinstitute.org\/nl\/3-ways-to-build-a-work-culture-that-can-change-the-world\/\" \/>\n<meta property=\"og:locale\" content=\"nl_NL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"3 Ways to build a work culture that can change the world\" \/>\n<meta property=\"og:description\" content=\"To care, to be transparent, and to have a presence of servant leadership, are three ways to build a work culture that change the world.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/okrinstitute.org\/nl\/3-ways-to-build-a-work-culture-that-can-change-the-world\/\" \/>\n<meta property=\"og:site_name\" content=\"OKRI - Effective OKR Certification Courses\" \/>\n<meta property=\"article:published_time\" content=\"2022-12-11T17:25:40+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-12-11T17:25:51+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-scaled.jpg\" \/>\n\t<meta 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