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Let me introduce myself

Clement Leemans

Strategic Leadership
A high performing organization is agile, capable of inventing rapidly new answers to the global, fast changing, complex...
Organizations in the Collaborative Economy & Peer-to-Peer
Bauwens & Kostakis., (2014) Network Society and Future Scenarios for a Collaborative Economy. The thinking about dis...
How Organizations Trigger Sustainable Performance.
C. Leemans. (2012) How Organizations trigger Sustainable Performance. A Mental Model for Organizational Development. In...
Cristal Union A Learning Network as policy driver
Context & Issues In the organization a number of sugar and alcohol plants come together. Traditionally those plants...
KBC Insurance A co-creative strategic process
INTRODUCTION: Process Consulting for a major ‘business strategy development’ project where we focused on involving a...
Using Consultants in Organizations
Edgar Schein, (1990). A General Philosophy of Helping : Process Consulting. Sloan Management Review. Process Consultatio...
The Lafarge Learning & Development Network
C. Leemans. (2004), The Lafarge Learning & Development Network. A collaborative effort to develop and implement orga...
Sustainable Business Development
Barry Colbert & Elizabeth Kurucz., (2007). Three Conceptions of Triple Bottom Line Business Sustainability and the R...
Job Crafting : A new look at job and workplace design
Amy Wrzesniewski, Justin M. Berg, & Jane E. Dutton., (2010). Turn the Job you Have into the Job you Want. Harvard Bu...
Support for internal facilitators Lafarge China
INTRODUCTION: Due to rapid growth and acquisitions, the Corporate University wanted to decentralize its integration prog...
Collaboration between Turkey and EU companies
C. Leemans, M. Ozgödek, et al. (2013) International Network for Organizational Performance (INOP). Collaborating in Div...
Shaping the Organization
At the end, it's not about Strategy, but about execution and results. And execution depends very much on what people do,...
HRD as a strategic business lever
C. Leemans & S. Duts (2013)., Human Ressources Development as a strategic business lever. This article has been writ...
Practice Areas
We develop exclusively customized approaches geared to your organizational challenges and focusing on sustainable busine...
Engaging Experiential Learning Activities
C. Leemans, (2010). Engaging Experiential Learning Activities Ideally experiential learning happens “at work” and is...
Organizing for Sustainable Performance
C. Leemans, (2016). Organizing for Sustainable Performance In this short four page leaflet, we present Move! as an OD Co...
Dialogic Organization Development
Gervase Bushe & Robert Marshak (eds.), (2013). Advances in Dialogic OD. OD Practitioner. Journal of the Organization...
Strategic Process
Gerry Johnson, Kevan Scholes and Richard Whittington., (2005), Exploring Corporate Strategy (7th Edition) Prentice Hall....
Learning & Change
Our focus is on building Learning and Change Capabilities in the organization. That can take place in different contexts...
INDAVER People Make Projects Work
Context & Issues Indaver is a waste management player, active on the Belgian, Dutch, German, GB and Irish market. Fo...
Change Management
Scott Keller & Caroline Aiken., (2000). The inconvenient truth about Change Management. Why it isn't working and wha...
Move! 10th Anniversary
Move! 10 Years !!! In September 2004, so 10 years ago by now, Clement decided to change his Learning & Development D...
Distributed Leadership
Leemans, C., (2017). Distributed Leadership. A powerful engine for Organizational Performance. Leadership Excellence Ess...
ERM Towards a Learning Organization
Context & Issues ERM Belgium - Holland, is a subsidiary of a large US based Environment and Sustainability consultan...
Coaching & Co : Community of Practice at UC Leuven Limburg
Move! worked with the University College Leuven-Limburg to set up a Community of Practice on 'Coaching & Co'. It bri...
Carglass Belux Performance Improvement Process
PROJECT DESCRIPTION: Context : The organization works with a lot of, relatively small, subsidiaries. The central HR depa...
Strategic HRM ?
Ulrich, D., (2010). Are we there yet ? What's next for HR ? Michigan Ross School of Business, Executive White Paper Seri...
Learning Organization
Garvin, David A., Amy C. Edmondson, and Francesca Gino. "Is Yours a Learning Organization?" Harvard Business Review 86,...
Job Crafting
Leemans, C., (2014). Learning Organization & Job-crafting : A powerfull couple ? In this short article Clement Leema...
Distributed Leadership & Autonomous Motivation
Paul Adler, Charles Hecksher & Laurance Prusak., (2011). Building a Collaborative Enterprise. Four Keys to creating...
SHRM Practices
Is our HRM triggering the individual and collective behavior we want to see in a learning organization : autonomy, intra...

Follow Move!

We develop exclusively customized approaches geared to your organizational challenges and focusing on sustainable business results and the further development of your organization.  We align in our interventions business strategy with how the organization works and connect people to maximize their contribution to a shared purpose.  We help people connect around a shared purpose for the organization, facilitate collaboration and optimize people's contribution to the sustainable performance of their organization.  Our way of working is focusing on dialogue, connection, involvement and co-creation in order to create flexible, agile and learning organizations.  More about that you can find on our new Move! website 'Learning Organization' or by clicking on the tabs in the left margin.

Our interventions are situated in four practice areas :Movepracticemodel

 Strategic Leadership Development  is about creating a shared vision and strategy for the business and the organization through solid environmental and internal analysis, identifying strategic challenges and creating an innovative and sustainable approach to your business.  It's also about creating alignment and focus, building shared and distributed leadership, enabling all stakeholders to contribute their energy, initiative, expertise and experience to make 'the strategy' happen.

 Shaping your Organization  is about developing an effective organizational culture, organizational structures, management practices, workplace design, collaborative processes in teams and projects, etc... in order to turn the strategy into practice and make it into a successful endeavor.

 Strategic HRM Practices  is about supporting the organization effectively with adapted Human Resources Policies and Practices that facilitate innovation, change and performance.

 Learning & Change  is about building effective processes that enable individuals, groups and the organization as a whole to develop the mindset and competencies for the future, to unleash their energy and imagination and to learn from and with each other.

A few good reasons for you to work with us in creating a sustainable future for your organization :

  • To adapt your strategy, mission and vision to cope with new challenges and develop ownership of all stakeholders around that strategy
  • To help align functional structures in an organization so they are working together for a common purpose
  • To manage conflict that exists among individuals, groups, functions, sites, and turn it around into constructive diversity and innovation
  • To put in place processes that will help improve the ongoing operations of the organization on a continuous basis
  • To create a collaborative environment that helps the organization be more effective and efficient
  • To create a truly learning organization, where knowledge is shared, decisions are taken collaboratively, and new recipes are created for old and new problems and challenges.
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