André Pelgrims Email & Phone Number

Antwerpen, Vlaanderen, België

Antwerpen, Vlaanderen, België

"Silence and Leadership" is an open program strongly supported by a lot of companies and enthousiastic participants. Find more information about the program and dates on www.takingwing.net.

Nelson Labs is a very challenging business environment in the Life Sciences world, As a company, they are growing in performance and in scale, part of the bigger SOTERA Health. Nelson Labs Europe management team is very aware about the importance of healthy human dynamics. Developping the leaders is building the foundation for this healthy human dynamics..

Ghent, Flemish Region, Belgium

Door een keynote voor de leidinggevenden van Attentia, kwam ik in contact met een zeer geëngageerde community van leidinggevenden. Engagement brengt emotie en passie met zich mee en vertelde me over hangende uitdagingen binnen de cultuur van deze organisatie. Dankbaar dat de stem van deze leidinggevenden me het mandaat heeft gegeven om mee te kijken en mee.

Stekene, Flemish Region, Belgium

EVOLTA is a company of multi-disciplinary engineers and architects originally specialised in quality-and quantity control for on and off shore projects. A successful history has made EVOLTA ready for a transition in the second generation. Nele De Smet, is since January 2020, the new general manager. She is very value- and human- driven, and wants to lead.

Brussels Area, Belgium

The most important and public broadcast player in Belgium has made the commitment with the government to start exploring the possibilities for new dynamics. The social mission of the VRT cannot be underestimated, How does the VRT change the company dynamics in order to keep their credibility for the customers and stakeholders and to be sustainable on a.

How to improve the dynamics in the factory between the teams? How to create a new style for first line leaders for factory workers? How to decrease the amount of accidents? How to decrease the amount of indirect costs through better allignment and better emotional bounding.(Cfr HR Magazine May 2005). Through the achievements in one plant, we got the.

How can we through an holistic approach sustain a deep level of satisfaction and engagement in the community of leaders and employees. We already can build upon a strong culture of dedicated people looking for a reliable future driven by human values. I observe a deep rooted belief in the people. I'm grateful to get this opportunity.

Durabrik did already a lot of efforts to develop teams and leaders. It is nice and encouraging to get the chance to help them to grow for the next level.The challenge in this project is to support the people leaders to find a more sustainable balance between "connection" and "impact". How can a strong connected leader also keep his/her strenghts in.

Houthalen, Flemish Region, Belgium

JBC has a strong organizational culture inspired by clear values: loyalty, collaboration, honesty, respect. JBC is known as a strong, reliable and client-focused player in the market of fashion. This market is recently deeply challenged. JBC and their leaders are looking inwards and outwards to find answers on these existential challenges. Re-inventing JBC.

Lennik

We have met the CEO of this nice company as a participant of our Silence & Leadership workshop.She got inspired by our way of working. Her question was very clear: "Help us to become a more mature and open company." Because of the growth of her company, there was fear about "losing the culture of comradery". The family culture was and is still a strengt.

Brussels Area, Belgium

A few training interventions each year, focused on inspiring, energizing and supporting teamleaders, Intention is to help teamleaders to expand their capability to respond in a challenging environment. Every year a nice and energizing experience for me. Makes my work life valuable.We are doing our workshops now for more than 5 years. Nice to see how more.

A lot of Engagement Leaders in Pharma are taking initiatives to drive engagement.Different projects focusing on the quality of good engaging leaders are on the table.Nice to be able to build upon what is done in the recent past.Nice to work as co creator together with these Engaged J&J Leaders.

New Brunswick

The SUPPLY CHAIN organization of J&J is facing a lot of challenges. How can an organization of 65000 employees keeps on being flexible? How to become an organization able and agile enough to move faster forward? How to respond on a market becoming more and more virtual, more and more aggressive and more and more efficient? How to keep the focus on the.

Brussels Area, Belgium

A lot of IT departments are working constantly under a lot of pressure. Driving efficiency and sustainability of the systems and for innovation in the same time, is often an underestimated responsability. This pressure on the people is a threat for the 'harmony' and 'collaboration' within and between the different IT teams. If you have any experience with.

Puurs

The challenge is to support the Imtech leadership team to grow as leaders and as a team. We can build on a strong group of independent specialists and entrepreneurs part of the Imtech Belgian network. How to include all these diverse competences in one strong creative and powerfull team? How to add performance and capacity without taking energy.

Schellebelle

A company with a strong and reliable history in the Belgian lingerie market going for growth, This process to break through old patterns and ways of thinking needs support. Leaders and employees have to follow this beautiful path of challenges and new -also international- dynamics. Being a worldplayer requires something else than being a local retailer. It.

Driven by a deep belief at the top, we were invited in 2007 to help the company to find a sustainable way to keep a strong and honest "engagement" culture. As a "culturologist" we work very intensivly with the leaders and with independent change agent communities. A great honour to get this assignment. Increasing trust, activating collaboration between.

I was responsable to bring more leadership awareness in the people's mind. We could systematically train and coach all the leaders to increase their ability to respond as effective and emotional balanced leaders. The call to increase 'realness' in the culture, was for me a hughe driver to go for this assignment. Regardless the demanding pressure on.

How can you make training outcomes more sustainable? Randstad has made the choose to send functional groups to a training journey. I've noticed a very intensive climate for learning. Everybody went through a leadership training of 6 days, surrounded by their direct teams. This has created a much more receptive environment embracing the outcome of the.

I was 31 year old, and took the decision to start my own company. The core objective of my business was focused on personal and organisational development. My approach was a bit non-conventional and very experiential. I was surprised about the booming growth in the first years. My company expanded. More and more companies felt attracted. More and more free.

How to transform the culture in the direction of the "new game"?Cross collabaration, new leadership, change dynamics, working with change agents,......

Diegem

Leaseplan, strongly inspired by a passioned HR team, brought us in as an external leadership trainer. Target group: the people leaders. The assignment: "bring everybody on a higher level of awareness and performance as leaders". How to manage in a strong sales driven environment, the balance between people and challenging targets? How to use "limitations".

I got the opportunity to help the Belgian organization to create their own company culture starting from the personal development of the leaders. The tension between disruptive dynamics in the financial world, combined with the need of the people for emotional stability, and trust, was a real challenge. How to optimise the resilience of people, with "fear.

Bij de fusie tussen KB en CERA werd er een duidelijke kaart getrokken om dit belangrijke veranderingsverhaal ook sterk te laten begeleiden langs de "menselijke" kant. Ik had de eer om hierin sterk te mogen bijdragen in het begeleiden van vele directieleden, zowel in binnen- als buitendienst.

Architect of the first management school in this Saving Bank. Trainer for all leadership levels. Working with the teams in order to get more transparency, creativity, intelligence and more energy in the teams. Moved into a role of organizational developer and to prepare the saving bank for different merges (Artesia, Dexia, Belfius). Challenging chapter in.

Master, Educational Sciences And Psychology, Cum Laude

Activities and Societies:

Master Of Education (Med)