Slap a label on us?
Feel free to do so. We have had a stab at it ourselves… and given up. Connected. Aligned. Responsive. It’s what we do and how we do it at beanmachine. We are a fast growing and constantly evolving cooperative that supports organizations in critical moments. For each project we create a new circle made up of just the right people focused on the learning needs. Co-designing for us is an imperative.
You simply have to experience it. All we can do is to invite you to step into the circle so you can see what we mean. And do not say we did not warn you: we react negatively to sacred cows.
Our preferred approach
PHASE 1: diagnosis & preparation
Together we develop a firm basis for the programme. The diagnosis has to be crystal-clear and the right people have to be on board.
- Organising and launching the steering group: comprising the organisation’s key stakeholders, this group is tasked with providing an outline of the process, approving the planned approach and adjusting it where necessary.
- Organising and launching the development group: within this group, the Beanmachine project team is reinforced with in-house staff, whose input (structural or ad hoc) is a reflection of their specific expertise.
- Diagnosis: identifying the current strengths and development needs in terms of connectedness, alignedness and responsiveness to provide us with a dashboard so that we are not working in the dark. Irrespective of the method, it will always be crucial to make a clear baseline assessment and decide how and when progress will be monitored.
PHASE 2: movement & development
The focus in this phase has to be on three areas simultaneously:
- Sensemaking and awareness: disruptive formats form the basis for increasing awareness about the need for change and being prepared to be part of this process.
- Engineering: a carefully prepared (re)design of the structure and infrastructure is required to create the right habitat, an environment that is conducive to welcome patterns of behaviour while helping to deter unwelcome ones.
- Development: we do not believe in long and drawn out training programmes, as experience has shown us that a number of basic skills and behavioural practices need to be acquired. In this section, we consider what these are, on what target groups we should focus and what are the appropriate training methods.
- This phase does not involve a linear process. In some cases multiple iterations are required or the ‘cheese slicer method’ is applied in order to provide more depth and a firmer basis.
PHASE 3: assessment & sustainable transfer
- Progress is monitored throughout the entire process. The final phase is used for stock-taking. It is vital to make an assessment but it is just as important to sustain successes. Our aim is always to make ourselves surplus to requirements as far as our partners are concerned. We seek to transfer as much knowledge and as many skills as possible during each stage. The final phase is when we formally hand over the torch to the entity’s own people.
How we like to work together with organisations
our mechanics team
dialogue starter: Zeeland, re-inventing organizations and onsite mechanicsRob Leursbean mechanic
dialogue starter: marathon, cycling and bottles of wine under 7€Koen De Valckbean mechanic
dialogue starters: surveys and skeenmachineBart Van Langendonckbean mechanic
dialogue starters: Vietnam and the gin in gin tonicKatrien Van Rossombean mechanic
dialogue starters: Business model you and parental leaveIve Van der Auweraertbean mechanic
dialogue starters: Start-ups, smart working and good foodNathalie Surmontbean mechanic
dialogue starters: Wirerarchy, Vespa’s and ParisFrederic Williquetbean mechanic
dialogue starters: mountainbiking, Sinutab and tall peopleJan Balbean mechanic
dialogue starters: coffee roasting, Socrates and campfires
dialogue killers: silly rules and E-cigarettesHans Donckersbean mechanic
Culture emerges when people start making sense together. And when culture and strategy start reinforcing each other, that’s when the magic happens. Organizations come to us to feed and facilitate the sensemaking dialogue. We love doing it, and we love it when our customers reap the benefits from it.Hans Donckers
Organizations ask us to help them to create more common understanding, more connection. In their search for common ground, they tend to forget they’re standing on it. We want to re-establish that.Jan Bal
Want to know more about our mechanics?
Contact us for a good dialogue
M 0498 946 964