{"id":10340,"date":"2025-05-16T09:58:36","date_gmt":"2025-05-16T08:58:36","guid":{"rendered":"https:\/\/salomons.coach\/?p=10340"},"modified":"2025-11-13T21:01:32","modified_gmt":"2025-11-13T20:01:32","slug":"wanneer-gewoonten-het-overnemen-terugwinnen-van-eigenaarschap-en-resultaten-op-het-werk","status":"publish","type":"post","link":"https:\/\/salomons.coach\/nl\/when-habits-take-over-reclaiming-ownership-and-outcomes-at-work\/","title":{"rendered":"Wanneer gewoonten het overnemen: Eigenaarschap en resultaten op het werk terugwinnen"},"content":{"rendered":"<p>Een praktisch draaiboek voor leiders die hun prestaties willen verbeteren zonder de tijd of plaats van mensen te controleren.<\/p>\n\n\n\n<p>De COVID-periode heeft onze manier van werken fundamenteel veranderd. Wat begon als een noodzakelijke verschuiving naar werken op afstand en flexibel werken, ontwikkelde zich al snel tot een nieuwe norm - een die vrijheid, vertrouwen en balans bracht.<br>\u00a0<br>Maar in veel organisaties veranderde die flexibiliteit geleidelijk in een gewoonte. Woensdag- en vrijdagmiddagen werden stil, kantoren halfleeg en samenwerkingspatronen inconsistent. Niemand had het zo gepland - het gebeurde gewoon.<br>\u00a0<br>En hoewel hybride werken op zich niet het probleem is, is de uitholling van het eigenaarschap voor de resultaten dat vaak wel. Na verloop van tijd heeft gemak de plaats ingenomen van intentionaliteit. Flexibiliteit op het werk werd een recht, maar de verantwoordelijkheid voor resultaten ontwikkelde zich niet in hetzelfde tempo.<br>\u00a0<br>De uitdaging is nu niet om flexibiliteit terug te draaien of mensen terug naar kantoor te dwingen, maar om teams weer in contact te brengen met resultaten: productiviteit, kwaliteit, klanttevredenheid en prestatienormen die waarde cre\u00ebren.<br>\u00a0<br>Dat is waar mijn manier van werken om de hoek komt kijken:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>opdracht &gt; diagnostiek &gt; co-creatie  levering  evaluatie &gt; hyperzorg &gt; overdracht &gt; ondersteuning op aanvraag<\/p>\n<\/blockquote>\n\n\n\n<p>Deze aanpak is niet lineair. De \u201c\u201d-symbolen staan voor de iteratieve lus van co-creatie - continu leren, feedback en verfijning tijdens de oplevering en evaluatie. Zo zetten we plannen om in vooruitgang met mensen, niet voor hen.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>1. Opdracht - Definieer \u201cbeter\u201d in termen van resultaten<\/strong><\/h2>\n\n\n\n<p>Als een organisatie een verbetering nodig heeft, begin dan met resultaten, niet met beperkingen. Typische verbeterdoelen zijn onder andere:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hogere klanttevredenheid (CSAT\/NPS) en kortere responstijden<\/li>\n\n\n\n<li>Minder fouten en herbewerkingen; hogere first-time-right-percentages<\/li>\n\n\n\n<li>Duidelijker eigenaarschap en overdrachten tussen teams<\/li>\n\n\n\n<li>Gezondere balans tussen werkdruk, prestaties en betrokkenheid<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Het principe: duidelijkheid boven controle. Het gaat niet om het managen van aanwezigheid, maar om het meetbaar en zichtbaar maken van resultaten.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>2. Diagnostiek - Bekijk het systeem, niet de symptomen<\/strong><\/h2>\n\n\n\n<p>Voordat je beslist wat je moet repareren, moet je begrijpen wat er echt aan de hand is. In soortgelijke organisaties onthullen diagnoses vaak het volgende:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dubbelzinnige prioriteiten - teams die meerdere doelen najagen<\/li>\n\n\n\n<li>Onzichtbare belasting - vergaderingen, berichten en multitasking die de focus uithollen<\/li>\n\n\n\n<li>Zwak eigenaarschap bij overdrachten - onduidelijke verantwoording in verschillende rollen<\/li>\n\n\n\n<li>Lage feedbackdichtheid - problemen worden te laat ontdekt om echt te leren<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>De meeste hiaten worden niet veroorzaakt door een gebrek aan inspanning - ze komen voort uit een gebrek aan duidelijkheid en ritme.<\/p>\n<\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Theoriehoek: Wat Harvard-onderzoek aantoont<\/strong><\/h3>\n\n\n\n<p>Als lid van de adviesraad van HBR heb ik toegang tot de meeste gegevens en artikelen in hun database. Hier zijn enkele van de meest relevante artikelen die zijn gepubliceerd. Ze onderbouwen volledig de aanpak van dit transformatieproject.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Focus op resultaten, niet op locatie - HBR vindt dat veel hybride opstellingen ondermaats presteren omdat organisaties zich richten op waar mensen werken in plaats van op wat ze bereiken (\u201cHybrid Still Isn't Working,\u201d HBR, 2025).<\/li>\n\n\n\n<li>Percepties van productiviteit op elkaar afstemmen - Studies tonen een grote perceptiekloof aan: managers denken vaak dat de productiviteit op afstand daalt, terwijl werknemers zich even effectief of effectiever voelen (\u201cWhere Managers and Employees Disagree About Remote Work,\u201d HBR, 2023).<\/li>\n\n\n\n<li>Mensgericht hybride ontwerp - Harvard-onderzoek benadrukt dat hybride succes afhangt van hoe het werk is ontworpen - duidelijkheid over rollen, beslissingsrechten en samenwerkingsmethoden (\u201cDesigning Hybrid Work,\u201d Harvard Business Publishing, 2024).<\/li>\n\n\n\n<li>Results-Only Work Environments (ROWE) - HBS-onderzoek bevestigt dat focussen op resultaten, en niet op uren, de betrokkenheid en retentie verhoogt - maar alleen als de verantwoording transparant is.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>3. Co-creatie  Oplevering  Evaluatie - Leren terwijl je doet<\/strong><\/h2>\n\n\n\n<p>Echte verandering begint niet met een memo; het begint wanneer mensen helpen bij het ontwerpen ervan. In deze iteratieve cyclus cre\u00ebren teams en leiders samen hoe ze effectiever kunnen werken binnen de bestaande flexibiliteit:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/co-creation-process-behavior-1024x553.png\" alt=\"\" class=\"wp-image-10343\" \/><\/figure>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dashboards met resultaten: 3-5 meetbare resultaten per team<\/li>\n\n\n\n<li>Servicestandaarden: responstijden, escalatieregels en \u201cdefinitie van gedaan\u201d.\u201d<\/li>\n\n\n\n<li>Hygi\u00ebne van vergaderingen: doel, eigenaarschap en afsluiting<\/li>\n\n\n\n<li>Focusblokken: speciale tijd voor diepgaand werk<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Elke 2-3 weken evalueren de teams: Wat is er verbeterd? Wat niet? Wat passen we aan? Dit ritme van reflectie bouwt verantwoordelijkheid op en houdt de energie levendig.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>4. Hyperzorg - van opwinding naar consistentie<\/strong><\/h2>\n\n\n\n<p>Na de eerste verbetercyclus is discipline belangrijker dan ontwerp. Een korte hypercarefase (6-8 weken) helpt nieuwe praktijken te beklijven:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Wekelijkse \u201cops room\u201d vergaderingen om de belangrijkste statistieken te bespreken<\/li>\n\n\n\n<li>Gerichte coaching om wrijvingen in de workflow op te lossen<\/li>\n\n\n\n<li>Leiders modelleren consequent het afgesproken gedrag<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Consistentie zet enthousiasme om in prestaties.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>5. Overdracht - Inbedden en vereenvoudigen<\/strong><\/h2>\n\n\n\n<p>Zodra de resultaten stabiel zijn, maak ze dan deel uit van de dagelijkse werkzaamheden:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Playbook met een samenvatting van de belangrijkste werkwijzen (scorekaarten, servicenormen, regels voor overdracht)<\/li>\n\n\n\n<li>Integreer deze praktijken in onboarding en prestatiebeheer<\/li>\n\n\n\n<li>Plan elk kwartaal een \u201creset-sessie\u201d om op te frissen wat werkt en met pensioen te gaan wat niet werkt<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>6. Ondersteuning op aanvraag - Houd leren toegankelijk<\/strong><\/h2>\n\n\n\n<p>Zelfs goed presterende teams worden geconfronteerd met nieuwe uitdagingen als de omstandigheden veranderen. Korte coaching op aanvraag of kwartaalevaluaties helpen het aanpassingsvermogen te behouden zonder afhankelijkheid te cre\u00ebren.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Wat andere organisaties hebben geleerd<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Focus op resultaten, niet op activiteit. Resultaten vervangen zichtbaarheid als prestatiemaatstaf.<\/li>\n\n\n\n<li>Maak duidelijke werkafspraken. Iedereen weet wat \u201cklaar\u201d betekent en hoe kwaliteit wordt gedefinieerd.<\/li>\n\n\n\n<li>Maak werk zichtbaar. Eenvoudige dashboards vervangen eindeloze updates.<\/li>\n\n\n\n<li>Feedback-lussen verkorten. Frequente check-ins vervangen kwartaalevaluaties.<\/li>\n\n\n\n<li>Erken eigenaarschap, niet overwerk. Succes werd gevierd voor vooruitgang, niet voor aanwezigheid.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Leidinggeven door VUCA: van controle naar duidelijkheid<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-large is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-1024x576.webp\" alt=\"\" class=\"wp-image-10344\" style=\"width:321px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-1024x576.webp 1024w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-300x169.webp 300w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-768x432.webp 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-18x10.webp 18w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-600x338.webp 600w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1.webp 1280w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p>Hybride werk heeft versterkt waar veel leiders al mee te maken hebben in een <strong>VUCA-wereld<\/strong> - volatiliteit, onzekerheid, complexiteit en ambigu\u00efteit.<br>Wanneer routines de overhand nemen, verliezen teams hun vermogen om te reageren op verandering. Mensen werken harder, maar niet noodzakelijkerwijs aan wat het belangrijkst is.<\/p>\n\n\n\n<p>VUCA vraagt om leiders die <strong>duidelijkheid zonder controle<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Volatiliteit<\/strong> vraagt om doelvastheid - leiders moeten verandering voortdurend omzetten in richting.<\/li>\n\n\n\n<li><strong>Onzekerheid<\/strong> vereist vertrouwen - zodat mensen zich veilig voelen om te handelen, zelfs als niet alles bekend is.<\/li>\n\n\n\n<li><strong>Complexiteit<\/strong> heeft structuur nodig - geen bureaucratie, maar duidelijk eigenaarschap en zichtbare prioriteiten.<\/li>\n\n\n\n<li><strong>Dubbelzinnigheid<\/strong> vraagt om reflectie - tijd nemen om te leren en aan te passen in plaats van te haasten naar oude gewoonten.<\/li>\n<\/ul>\n\n\n\n<p>In deze omgeving gaat leiderschap niet over beslissingen nemen voor anderen, maar over <strong>de voorwaarden cre\u00ebren voor anderen om goede beslissingen te nemen<\/strong>. Je vermogen om flexibiliteit te koppelen aan focus - en autonomie aan verantwoordelijkheid - wordt het echte verschil tussen chaos en vooruitgang.<\/p>\n\n\n\n<p>Gezien door de VUCA-lens zijn de <em>Manier van werken<\/em> verandert in meer dan een procesmodel.<br>Het wordt een <strong>navigatiesysteem<\/strong> dat leiders en teams helpt om geori\u00ebnteerd te blijven wanneer omstandigheden veranderen - zodat ze duurzaam kunnen presteren, leren en vertrouwen, zelfs in onzekere tijden.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>De leiderschapsverschuiving<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img decoding=\"async\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/self-leadership-1-1.png\" alt=\"\" class=\"wp-image-10345\" style=\"width:296px;height:auto\" \/><\/figure>\n<\/div>\n\n\n<p>Wanneer flexibiliteit een gewoonte wordt, verdwijnt de verantwoordelijkheid. Wanneer flexibiliteit gepaard gaat met gedeelde verantwoordelijkheid voor de resultaten, wordt het een concurrentievoordeel.<br>&nbsp;<br>&nbsp;Leiders hoeven niet te bepalen wanneer of waar mensen werken - ze moeten duidelijkheid, ritme en vertrouwen cre\u00ebren, zodat teams zich de resultaten eigen kunnen maken en deze met trots kunnen leveren. Op die manier versterken organisaties zowel hun prestaties als hun reputatie - ze worden winstgevend en een favoriete werkplek.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Reflectie voor leiders<\/strong><\/h2>\n\n\n\n<p>Waar in je team is flexibiliteit routine geworden in plaats van een doelbewust doel - en welk duidelijk resultaat zou je deze maand met je mensen kunnen co-cre\u00ebren?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Klaar om blijvende verandering te cre\u00ebren?<\/strong><\/h2>\n\n\n\n<p>Veel leiders herkennen hetzelfde patroon: flexibiliteit veranderde in gewoonte, eigenaarschap vervaagde en prestaties werden ongelijkmatig. Het goede nieuws: deze uitdagingen kunnen worden omgezet in momentum.<\/p>\n\n\n\n<p>Door middel van gestructureerde dialoog, duidelijke resultaten en co-creatie hervinden teams hun ritme, focus en trots op het leveren van resultaten.<\/p>\n\n\n\n<p>Als jouw organisatie te maken heeft met een soortgelijke dynamiek en je wilt weer duidelijkheid, verantwoordelijkheid en energie opbouwen - laten we dan eens praten. Samen kunnen we een <em>Manier van werken<\/em> die bij uw context past, leiderschap versterkt en flexibiliteit omzet in prestaties.<\/p>\n\n\n\n<p>\ud83d\udce9 <strong>Contact Jan Salomons<\/strong><br>Laten we jouw uitdaging onderzoeken en samen de volgende stap cre\u00ebren:<br>\ud83d\udc49 <a>salomons.coach\/contact<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>The COVID years gave us flexibility \u2014 and many teams kept it. Yet what began as empowerment slowly turned into routine. Offices stay quiet midweek, but results don\u2019t automatically follow. The issue isn\u2019t hybrid work itself; it\u2019s the gradual loss of ownership for outcomes. In this blog, Jan Salomons explores how leaders can rebuild clarity, accountability, and rhythm without dictating hours or presence. Using his iterative Way of Working \u2014 assignment &gt; diagnostics &gt; co-creation  delivery  evaluation &gt; hyper care &gt; handover &gt; on-demand support \u2014 he shows how organizations can improve productivity, quality, and engagement by focusing on results, not routines.<\/p>","protected":false},"author":1,"featured_media":10341,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1,192],"tags":[441,440,399,437,84,438,367,439,82,442],"class_list":["post-10340","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-vuca-leadership","tag-change","tag-co-creation","tag-growth","tag-habits","tag-hbr","tag-outcomes","tag-ownership","tag-system-thinking","tag-vuca","tag-way-of-working"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 4.9.5.2 - aioseo.com -->\n\t<meta name=\"description\" content=\"The COVID years gave us flexibility \u2014 and many teams kept it. 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Using his iterative Way of Working \u2014 assignment &gt; diagnostics &gt; co-creation delivery evaluation &gt; hyper care &gt; handover &gt; on-demand support \u2014 he shows how organizations can improve productivity, quality, and engagement by focusing on results, not routines.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"salomons.coach\"\/>\n\t<meta name=\"google-site-verification\" content=\"-O4Usq8B4QhcjoRwcNVgdzzVlQNLiDAw2Hy2bNYQhTk\" \/>\n\t<link rel=\"canonical\" href=\"https:\/\/salomons.coach\/nl\/when-habits-take-over-reclaiming-ownership-and-outcomes-at-work\/\" \/>\n\t<meta name=\"generator\" content=\"All in One SEO Pro (AIOSEO) 4.9.5.2\" \/>\n\t\t<meta property=\"og:locale\" content=\"nl_NL\" \/>\n\t\t<meta property=\"og:site_name\" content=\"salomons.coach - Leadership Development &amp; Coaching\" \/>\n\t\t<meta property=\"og:type\" content=\"article\" \/>\n\t\t<meta property=\"og:title\" content=\"When Habits Take Over: Reclaiming Ownership and Outcomes at Work - salomons.coach\" \/>\n\t\t<meta property=\"og:description\" content=\"The COVID years gave us flexibility \u2014 and many teams kept it. 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