The metaphor, to introduce myself, is a springboard, which represents my passion for ‘bringing out the best in people’. It is our shared passion within the ‘RedZebra Group’. Please allow me to continue this introduction with the WHYHOWWHAT-questions of Simon Sinek (*).WHY?After a certain age, knowledge, experience, and competence merge with physical energy. From that moment on our contributions to the world seem to accelerate. I gratefully embrace this momentum in my life, but my hunger for co-created learning remains unreplenished. I use the labels coach, trainer, moderator, process-facilitator and any other as an excuse to 'connect people, purpose and performance'.HOW?A change in our behaviour might be preceded by an increase in our awareness. And only now a real choice emerges: Do I react in autopilot, conditioned behaviour, or will I respond to the actual needs of this situation? My autonomy surges on operating this choice for renewal and creativity.How do I use this autonomy in my team?Let's focus with this new awareness on my own behaviour in the team (do & look)? Transactional Analysis helps me to analyze my personal experiences and apply insights to change things for the better in the team (think & change). In hindsight I recognize dialogue, co-created learning, and self-analysis as very powerful leadership tools. WHAT?The result is a deepened knowledge of my own drivers and blockages and how they contribute to positive & negative team dynamics. The whole team benefits from my self-analysis: Leading ourselves before leading others.There is a reason you made it to this sentence. Let’s have a cup of coffee. It’s on me.(*) Golden Circle by Simon Sinek-Transactional Analysis;-SelfConfrontationMethod® (SCM http://nl.wikipedia.org/wiki/Zelfconfrontatiemethode); -ConfrontationMethod for Teams & Organisations.-Corporate Cultural Transformation Tools from Barrett.-Emotional Intelligence: 1) MSCEIT from David Caruso; 2) Eq-i from dr.Bar-On. -Best Year Yet NL. -Enneagram NL.