25 Nov

The 10 Executive questions that change everything

Most executive teams don’t fail because of strategy — they fail because of what they avoid. These 10 provoking questions cut through noise, expose blind spots, and accelerate real transformation. They challenge leaders to face the hard truths about their behavior, decisions, and impact. If you want to grow as a leader, start by answering these questions honestly.
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15 Nov

When redundancy becomes a turning point: What leaders get wrong and how employees can rise stronger (context: The Netherlands)

Redundancy in the Netherlands is legally structured yet psychologically disruptive. Even with strong protections and the VSO process, employees experience identity loss, uncertainty and emotional turbulence. Leaders often underestimate this impact—and the effect on those who remain. Research shows that structured transition support significantly improves outcomes. The 4R Model—Reflect, Reset, Re-Align, Rise—helps individuals stabilize, rebuild identity and re-enter the labor market with clarity and confidence. Increasingly, Dutch organizations engage external coaches during the VSO period to support departing managers and sustain trust, well-being and business continuity. Redundancy is not an ending—it is an inflection point.
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17 Oct

The wheel of work life: A powerful lens for understanding your well-being at work

The Wheel of Work Life is a powerful framework that reveals what truly shapes your well-being at work. By exploring eight essential dimensions — from psychological safety and leadership to autonomy, workload, recognition, growth, collaboration, and recovery — you gain a holistic view of what energizes you and what drains you. This model helps individuals and teams understand their current reality and identify the small, meaningful steps that lead to healthier, more sustainable performance.
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19 Sep

4R model – Reflect, Reset, Re-Align, Rise™

The 4R Model—Reflect, Reset, Re-Align, Rise™—emerged from more than 35 years of leading and coaching in complex, high-pressure environments, combined with solid foundations in transition theory, emotional intelligence, identity work, and psychological safety. Supported by globally respected research (including HBR), the model provides a clear, humane framework that helps people navigate redundancy, burnout, and major career shifts. Instead of treating change as a purely logistical process, 4R guides the deeper psychological journey: understanding what’s happening internally, letting go of old identities, rebuilding direction, and rising with confidence and sustainable momentum. It turns disruption into structured growth.
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22 Aug

A new formula for change

Change doesn’t fail because of poor plans — it fails because people haven’t made the psychological transition. In this article, Jan Salomons explores his formula for successful change, combining shared vision, urgency, leadership, learning, and capacity. Drawing on his decades of experience and his VUCA leadership approach, he explains how leaders can guide teams through endings, transitions, and new beginnings while maintaining trust and connection. Learn why managing change isn’t enough — leading transition is what truly drives sustainable transformation.
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25 Jul

Make strong emotions work in your advantage

trong emotions aren’t the enemy — they’re leadership data. In today’s volatile and uncertain world, emotions like frustration or fear often mask deeper values and unmet needs. Reframing helps leaders decode those emotions, turning tension into insight and pressure into performance. In this post, Jan Salomons explores how emotional intelligence and reframing allow leaders to stay grounded in a VUCA world — transforming reaction into reflection, and reflection into purposeful action. Learn how to work with, not against, your emotions and use them as a catalyst for self-leadership and organizational growth.
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11 Jul

Finding the coaching in criticism: turning feedback into a growth advantage

Feedback is often misunderstood as something to endure rather than embrace. Yet in my years as an executive and leadership coach, I’ve learned that growth doesn’t come from giving the perfect feedback—it comes from receiving it well. When we move beyond defensiveness and see criticism as potential coaching, feedback turns from a threat into a tool for learning. The moment we shift our mindset from “What’s wrong with me?” to “What can I learn here?”, we unlock one of the most powerful levers of leadership growth: the ability to find the coaching in criticism.
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04 Jul

Team building with core qualities of Daniel Ofman (incl. Dutch version)

The Core Quadrants by Daniel Ofman are an effective tool for team building, helping teams understand individual dynamics and how to collaborate better. By identifying core qualities, pitfalls, challenges, and allergies, teams gain insights into strengths and areas for growth. For example, one team member’s creativity (core quality) may lead to chaos (pitfall), while another’s structure (core quality) could result in rigidity (pitfall). By discussing complementarities and irritations (allergies), teams learn to value differences and work cohesively. Regular reflection and integration of core quadrants into daily collaboration foster a culture of feedback, problem-solving, and celebrating contributions, strengthening overall team performance.
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