I bring clarity to confusing situations.I get stranded change processes moving again.I create clarity where there is wrangling over who does what. I work together with clients on change processes in their organization and collaboration. I help them to make the best choices within the context so that involvement and motivation can develop optimally. I work with management, managers and teams in profit and not-for-profit organizations, mostly with knowledge workers, at universities, research institutes and within international cooperation.What I believe in:• "The question is usually not that we don't know what to do but that we don't do what we know." (Argyris)• ‘There are no solutions, there are only trade-offs.’ (Thomas Sowell, 2007)• There is value in resistance and being able to deal with differences.• The core of change lies in people's behaviour. Strategy, culture and structure influence behaviour. In an organization in which structure and culture support the strategy, the influence of these elements on behavior is congruent .My approach:I start with a thorough analysis of the question and the context. What is the issue? Is that the whole question or does the question hide other, deeper issues? Who owns the question? Who has what urgency? Based on this research, together with the client(s), I design step-by-step interventions in a participatory development process that helps create change. When choosing interventions, I base myself on knowledge (what reliable knowledge is there about an issue?) and efficacy (what do we know about what works and what doesn't?). In the process I organize feedback loops to gain insight into the effects of interventions and the influence on interests and priorities. This provides room for testing hypotheses and ensures that differences can be seen, heard and integrated.Because people see that I have integrity, they are willing to share with me what the resistances are and where they come from.