{"id":10386,"date":"2025-08-08T17:46:14","date_gmt":"2025-08-08T16:46:14","guid":{"rendered":"https:\/\/salomons.coach\/?p=10386"},"modified":"2026-02-19T17:06:44","modified_gmt":"2026-02-19T16:06:44","slug":"wanneer-managers-zich-terugtrekken-hoe-apathie-bij-het-leiderschap-de-ontkoppeling-van-het-team-voedt","status":"publish","type":"post","link":"https:\/\/salomons.coach\/nl\/when-managers-disengage-how-leadership-apathy-fuels-team-disconnection\/","title":{"rendered":"Wanneer managers zich terugtrekken: hoe apathie bij het leiderschap de ontkoppeling van het team voedt"},"content":{"rendered":"<p>Nadat ik mijn artikel over <em>\u201c<a href=\"https:\/\/salomons.coach\/nl\/is-het-tijd-om-te-blijven-of-om-verder-te-gaan-waarom-regelmatige-loopbaanreflectie-je-een-sterkere-leider-maakt\/\" target=\"_blank\" rel=\"noopener\" title=\"\">Is het tijd om te blijven of om verder te gaan<\/a>?\u201d<\/em> op <a href=\"https:\/\/www.linkedin.com\/feed\/update\/urn:li:activity:7392669404376821760\/?commentUrn=urn%3Ali%3Acomment%3A(activity%3A7392669404376821760%2C7392669748045688832)&amp;dashCommentUrn=urn%3Ali%3Afsd_comment%3A(7392669748045688832%2Curn%3Ali%3Aactivity%3A7392669404376821760)\" title=\"\">LinkedIn<\/a>, stelde iemand een scherpe vraag:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cHoe zit het met managers die niet betrokken zijn?\u201d<\/p>\n<\/blockquote>\n\n\n\n<p>Een goede vraag - en mijn snelle antwoord was: \u201c<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Goed punt en ook een groeiend patroon denk ik. Als ze om wat voor reden dan ook hebben besloten om niet te reflecteren, neem ik aan dat hun manager dat op een gegeven moment wel zal doen? Tegelijkertijd, als de rollen worden omgedraaid en het team wordt gevraagd om te reflecteren, kan dit aan de orde komen.<br>In mijn coaching heb ik dit al een paar keer gehad. De verbinding met het doel herstellen maakt het verschil. Ze blijven opnieuw betrokken of ze gaan verder.<\/p>\n<\/blockquote>\n\n\n\n<p>Bij nader inzien voelde ik echt de behoefte om dieper te graven en bewijsmateriaal te leveren over managers die niet betrokken zijn. Ik denk dat dit de tafel weer omdraait (een uitdrukking die in de vorige post een paar keer werd gebruikt).<\/p>\n\n\n\n<p>Want als we het over terugtrekking hebben, kijken we misschien in de verkeerde richting.<br>Misschien zijn het niet altijd de werknemers die zijn uitgecheckt. <br>Misschien begint het bij ons - de managers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">De stille aderlating van managers die niet betrokken zijn<\/h2>\n\n\n\n<p>Gallup's laatste <strong>Staat van de Wereldwijde Werkplek (2024)<\/strong> onthult dat alleen <strong>27% van managers<\/strong> betrokken zijn op het werk, wat betekent dat bijna driekwart leiding geeft vanuit een gevoel van ontkoppeling. Andere onderzoeken tonen aan dat <strong>70% van de betrokkenheid van een team is direct gekoppeld aan het niveau van betrokkenheid van hun manager<\/strong>.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Met andere woorden, als leiders hun vonk verliezen, doen hun teams dat ook.<\/p>\n<\/blockquote>\n\n\n\n<p>En dat is niet omdat managers er niets om geven - de meesten zijn doelgericht en ambitieus begonnen. Maar na verloop van tijd kunnen constante druk, onduidelijke verwachtingen en beperkte reflectieruimte zelfs de besten uitputten. Zoals Gallup en Harvard Business Review allebei opmerkten, <strong>burn-out bij managers bereikt recordhoogte<\/strong>, en onthechting verspreidt zich stilletjes maar snel door organisaties.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">De reflectiekloof<\/h2>\n\n\n\n<p>Toen ik schreef dat \u201cregelmatige loopbaanreflectie je een sterkere leider maakt\u201d, bedoelde ik precies dit: reflectie is geen luxe - het is onderhoud.<\/p>\n\n\n\n<p>Terugtrekking begint vaak wanneer managers stoppen met zichzelf af te vragen:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>Waarom doe ik nog steeds wat ik doe?<\/em><\/li>\n\n\n\n<li><em>Wat geeft me hier energie - en wat neemt het weg?<\/em><\/li>\n\n\n\n<li><em>Leer ik nog steeds, groei ik nog steeds en maak ik nog steeds het verschil?<\/em><\/li>\n<\/ul>\n\n\n\n<p>Zonder die denkpauze lopen managers het risico op de automatische piloot te werken - en dat voelen de teams. Functioneringsgesprekken worden mechanisch. Coaching verandert in correctie. Nieuwsgierigheid verdwijnt.<br>En al snel is de ontkoppeling niet alleen persoonlijk, maar ook cultureel.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">De vraag naar ons terugdraaien<\/h2>\n\n\n\n<p>In mijn oorspronkelijke post moedigde ik professionals aan om vragen te stellen: <em>\u201cIs het tijd om te blijven of om verder te gaan?\u201d<\/em><br>Die vraag staat nog steeds - maar is even relevant voor managers zelf.<\/p>\n\n\n\n<p>Want als jij, als leider, je niet betrokken voelt, <strong>je team betaalt al de prijs<\/strong>.<br>Dus voordat we onze teams het etiket \"disengaged\" opplakken, moeten we onszelf eerst afvragen:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>Ben ik nog steeds verbonden met mijn doel?<\/em><br><em>Cre\u00eber ik ruimte voor leren en betekenis - voor mezelf en anderen?<\/em><\/p>\n<\/blockquote>\n\n\n\n<p>Soms is de meest moedige daad van leiderschap niet harder pushen, maar lang genoeg pauzeren om opnieuw contact te maken, of indien nodig, om verder te gaan.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Herintreding begint met zelfleiderschap<\/h2>\n\n\n\n<p>Onderzoeken van Edmondson, Senge en McKinsey wijzen allemaal in dezelfde richting:<br>organisaties gedijen wanneer leiders model staan voor leren, reflectie en authenticiteit.<br>Betrokken leiders cre\u00ebren psychologische veiligheid en openheid. Onge\u00ebngageerde leiders cre\u00ebren, zelfs onbedoeld, stilte en meegaandheid.<\/p>\n\n\n\n<p>Daarom is loopbaanreflectie niet alleen een HR-oefening. Het is een verantwoordelijkheid van het leiderschap.<br>Voordat je anderen weer kunt betrekken, moet je eerst jezelf weer betrekken.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Reflectievragen voor leiders<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Wanneer was de laatste keer dat je je enorm gestimuleerd voelde door je werk?<\/li>\n\n\n\n<li>Welke situaties putten je het meest uit - en wat onthult dat?<\/li>\n\n\n\n<li>Als je team je huidige niveau van betrokkenheid zou weerspiegelen, hoe zou dat er dan uitzien?<\/li>\n\n\n\n<li>Welke stap kun je deze week nemen om weer contact te maken met je doel?<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Laatste gedachte<\/h2>\n\n\n\n<p>Onttrokkenheid is geen probleem van werknemers - het is een organisatorisch signaal.<br>En vaak begint het aan de top.<\/p>\n\n\n\n<p>Dus ja - laten we blijven vragen <em>\u201cIs het tijd om te blijven of om verder te gaan?\u201d<\/em><br>Maar laten we ervoor zorgen dat de vraag niet alleen voor onze teams geldt.<br>Het kan ook op ons van toepassing zijn.<\/p>\n\n\n\n<p>John M., Bedankt om dit te benadrukken en om me erop te wijzen dat ik deze dimensie van afhaken en het ultieme probleem van stilzwijgend ontslag in organisaties over het hoofd heb gezien.  <\/p>\n\n\n\n<p><strong>Referenties (voor lezers die waarde hechten aan bewijs):<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Gallup (2024), <em>Staat van de Wereldwijde Werkplek.<\/em><\/li>\n\n\n\n<li>Afrahi, B. (2022), <em>Werkontkoppeling: Een literatuuroverzicht.<\/em><\/li>\n\n\n\n<li>Mazzetti &amp; Schaufeli (2022), <em>Betrokken leiderschap en teameffectiviteit,<\/em> <em>PLOS One.<\/em><\/li>\n\n\n\n<li>Harvard Business Review (2019), <em>Als uw managers niet betrokken zijn, zijn uw werknemers dat ook niet.<\/em><\/li>\n\n\n\n<li>Deloitte (2019), <em>Leren in de stroom van het leven.<\/em><\/li>\n<\/ul>\n\n\n\n<p>Een van mijn kernactiviteiten is het geven van teamcoaching wanneer er specifieke uitdagingen moeten worden aangegaan, hetzij op het gebied van prestaties, hetzij op het gebied van de manier waarop het team zich engageert en samenwerkt. Voel je vrij om een gratis gesprek van 30 minuten met me te boeken om te bespreken of ik van dienst kan zijn in jouw situatie.<\/p>\n\n\n\n<p>Maak snel een gratis afspraak <a href=\"https:\/\/salomons.coach\/nl\/sessieplanner\/\" target=\"_blank\" rel=\"noopener\" title=\"\">hier<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Na mijn laatste bericht - \u201cIs het tijd om te blijven of om verder te gaan?\u201d - vroeg iemand: \u201cHoe zit het met managers die niet betrokken zijn?\u201d. Dat is een terechte vraag - en misschien wel de echte. Onderzoek toont aan dat slechts \u00e9\u00e9n op de vier managers ge\u00ebngageerd is, en wanneer leiders de verbinding verbreken, volgen hun teams. Onbevlogenheid begint vaak wanneer managers stoppen met nadenken over waarom ze leiding geven. Regelmatige reflectie is geen zelfverwennerij - het is leiderschapsonderhoud. Voordat hij de motivatie van een team beoordeelt, moet elke leider stilstaan en zich afvragen: Ben ik nog steeds verbonden met mijn doel - of is het tijd om te blijven, of om verder te gaan?<\/p>","protected":false},"author":1,"featured_media":11268,"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":[366,212,148,454],"class_list":["post-10386","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-vuca-leadership","tag-leadership-behavior","tag-mindset","tag-self-awareness","tag-team-engagement"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 4.9.5.2 - aioseo.com -->\n\t<meta name=\"description\" content=\"After my last post \u2014 \u201cIs it time to stay or move on?\u201d \u2014 someone asked, \u201cWhat about disengaged managers?\u201d It\u2019s a fair question \u2014 and maybe the real one. Research shows only one in four managers is engaged, and when leaders disconnect, their teams follow. Disengagement often starts when managers stop reflecting on why they lead. Regular reflection isn\u2019t self-indulgent \u2014 it\u2019s leadership maintenance. 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