practice

TRAINING & COACHING

• We are in training on feedback. Joke is 48 and works at a province. Joke: “By working with the model, feedback has become a lot easier for me….Read more
• “Because of the learning question exploration, I now have a very clear learning question. I now notice in retrospect that becoming aware of this question is the most important result of this training for me…Read more

IN CONSULTANCY AND ORGANISATIONAL DEVELOPMENT

• “It was great to see how we organically arrived at a shared vision. We knew we wouldn’t get there so easily together. Usually, we roll over each other in contributing our opinions and hobbyhorses….Read more
• “This experience helped us take a closer look at our meeting culture and improve it. The Dynamic Judgement model helps us….Read more
• “Since focusing on judgement and decision-making, the focus has increasingly come to be on ‘are we doing what we say?’!….Read more

IN CONFLICT SITUATIONS AND MEDIATION

• “I can now mediate much more easily between two people whose opinions differ. I have found that asking questions….Read more

TRAINING & COACHING

• We are in training on feedback. Joke is 48 and works at a province. Joke: “By working with the model, feedback has become a lot easier for me. I also dare to approach my supervisor now, without fearing there will be an immediate fuss. The model helps me express feedback in such a way that the effect of the other person’s behavior on me becomes more visible. Separating the actual situation, my own judgements and norms and feelings worked enlightening for this.”
• “Because of the learning question exploration, I now have a very clear learning question. I now notice in retrospect that becoming aware of this question is the most important result of this training for me. I never realized so much how powerful a question can work through in your daily life. By asking a question, I recognize my own needs. I am now much more in touch with reality and can now look at my issue through different lenses. The special thing is that because of this, the solution arises very naturally.”
  (Freek)

IN CONSULTANCY AND ORGANISATIONAL DEVELOPMENT

• “It was great to see how we organically arrived at a shared vision. We knew we wouldn’t get there so easily together. Usually, we roll over each other in contributing our opinions and hobbyhorses. Conflict then lurks quickly, and nobody feels good about it. To prevent this, we called in guidance. From the knowledge of the underlying processes of judgement, the trainer deployed ground rules in such a way that the input of each was done justice. In no time, we could read off what our common vision is and where points of difference lie.”
  (Jorinde, after vision meeting with her team)
• “This experience helped us take a closer look at our meeting culture and improve it. The Dynamic Judgement model helps us set a realistic meeting agenda in preparation. During the meeting, who and what directs us is clearer. The ground rules are clear, and this helps to give space to the content of the agenda item. We can listen to each other’s arguments more easily and respond to each other’s input. Clarity about who brings in what question as an agenda item and in what way they want it addressed makes us more effective, shorter and less frequent meetings!”
  (Dick)
• “Since focusing on judgement and decision-making, the focus has increasingly come to be on ‘are we doing what we say?’! Investing in our culture of holding each other accountable has led to us making more realistic commitments. The entire department has a greater sense of the organization’s purpose and acts in that line. Taking the right steps with each other in this is proving to be a tough job. Understanding the underlying judgement processes has helped us to keep taking the right steps. Agreeing and calling to account have changed in our organization, making us a reliable partner for customers and learning optimally from our own experiences! Leading by example turns out to be very important”
  (Mathilde, commercial organization manager)

IN CONFLICT SITUATIONS AND MEDIATION

• “I can now mediate much more easily between two people whose opinions differ. I have found that asking questions creates space and nuance as opposed to getting stuck in exchanging opinions. By looking at the judgement process behind it, I have become aware of the process of forming opinions. Opinions can also be evolving! I thought you can only discuss on content and that content is fixed. This has caused me a lot of struggle in the past. I have found, by asking questions, that I can clarify the other person’s opinion. Not only for myself, but also for the other person.”
  (Rose, neighbour mediator)