{"id":3979,"date":"2025-09-11T13:16:55","date_gmt":"2025-09-11T13:16:55","guid":{"rendered":"https:\/\/groupmapping.org\/?p=3979"},"modified":"2025-09-11T13:16:55","modified_gmt":"2025-09-11T13:16:55","slug":"sven-de-ridder-alle-kikkers-in-de-kruiwagen","status":"publish","type":"post","link":"https:\/\/groupmapping.org\/en\/sven-de-ridder-getting-everyone-on-board\/","title":{"rendered":"All the frogs in the wheelbarrow?"},"content":{"rendered":"

Sven de Ridder:<\/p>\n

”Alle kikkers in de kruiwagen?”<\/h1>\n

For six years I have been guiding teams and organisations in change, always fascinated by the dynamics that make a top team unbeatable one minute and crashes the next. As in sport, I see how crucial it is in business to get people involved and keep them involved. From my role as advisor at Groupmapping, I help organisations to find answers to these issues.<\/p>\n


\nContact Sven
\n<\/a><\/p>\n

All the frogs in the wheelbarrow?<\/h2>\n

It is a term that is used in many organisations to talk about people who do not want to move along (seems to be). How often does it not happen that a new (strategic) program or project is presented with enthusiasm, but then does not come off the ground? Managers often run into the fact that 'workers' fall back into old habits, do not get involved or simply don't understand why the change is necessary. Change is a constant and people 'take' into change is often the biggest challenge. Making a plan on paper is one, but how do you make sure that people understand, feel and embrace it? Without that involvement, change remains an abstract idea that comes to life difficult. Even a presentation or conference call to inform people is often not enough. It is crucial not only to inform people, but to really take them along.<\/p>\n

Planting the seed of change<\/h2>\n

Change begins with a clear goal and shared ambition. Why do we do this? What is the bigger picture? This is the moment when the first spark leaps over and people are taken into an inspiring vision of the future. At this stage, it is essential not to overload those involved with details, but to make the urgency and relevance of the change felt.<\/p>\n

What's helping at this stage?<\/h2>\n
    \n
  • A powerful narrative or story that makes the need for change tangible.<\/li>\n
  • Together formulate an ambition, in which everyone feels the ownership of the process and the content.<\/li>\n
  • Give space for questions and emotions, so resistance can be appointed and understood.<\/li>\n<\/ul>\n

    People must feel at this stage that they have a choice: do we stay in the old pattern, or do we step together in a new story?<\/p>\n

    When the penny drops<\/h2>\n

    Once the ambition is clear, the change must be meaningful to the people who need to work with it. understanding and feeling<\/b> what the change means to themselves and the organisation. It is about connecting the bigger picture to the daily reality. This requires experimentation, reflection and dialogue.<\/p>\n

    How do you provide real insights?<\/h2>\n
      \n
    • Change takes time to land, create moments when people can think about what it means to them.<\/li>\n
    • Let people experience what the change means, for example by thinking out scenarios and exploring first directions for solutions.<\/li>\n
    • Involve people actively in the process and let them think about how the change is concretely completed.<\/li>\n<\/ul>\n

      From insight to action<\/h2>\n

      The effective inclusion of people in a program, project or strategy therefore starts with a strong intention and a profound insight. When people understand both rational and emotional why a change is needed, they are much more willing to move. It may take more time and energy than an informative presentation or conference call, but it is the prerequisite for a real change. Only then will all frogs be in the wheelbarrow and you can move forward as a group. Because without understanding and commitment change will only be a good idea on paper.<\/p>\n

      Scherper, sneller, slimmer:
      \ndat wil ik ook!<\/h2>\n

       <\/p>\n

      We'd love to hear that.<\/p>","protected":false},"excerpt":{"rendered":"

      Sven de Ridder tells how you really get people to change, from first spark to all the frogs in the wheelbarrow.<\/p>","protected":false},"author":1,"featured_media":4486,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"gm_content_blocks":[{"layout_type":"text","block_title":"Sven de Ridder","block_body":"Al zes jaar begeleid ik teams en organisaties bij verandering, altijd gefascineerd door de dynamiek die maakt dat een topteam het ene moment onverslaanbaar is en het volgende moment vastloopt. Net als in de sport zie ik in het bedrijfsleven hoe cruciaal het is om mensen mee te krijgen \u00e9n betrokken te houden. Vanuit mijn rol als adviseur bij Groupmapping help ik organisaties om antwoorden te vinden op die vraagstukken. Meer weten? Connect me via LinkedIn!","block_image":0,"background_color":"c14b213","ribbon_color":"none","button_1_text":"Contact opnemen met Sven","button_1_url":"https:\/\/www.linkedin.com\/in\/sven-de-ridder-2b919195\/recent-activity\/all\/","button_2_text":"","button_2_url":""},{"layout_type":"text","block_title":"Alle kikkers in de kruiwagen?","block_body":"Het is een term die in veel organisaties wordt gebruikt om te praten over mensen die niet mee (lijken te) willen bewegen. Hoe vaak gebeurt het niet dat een nieuw (strategisch) programma of project met enthousiasme wordt gepresenteerd, maar vervolgens niet van de grond komt? Managers lopen er keer op keer tegenaan dat \u2018medewerkers\u2019 terugvallen in oude gewoonten, niet betrokken raken of simpelweg niet begrijpen waarom de verandering nodig is. Verandering is een constante\u00a0en mensen \u2018meenemen\u2019 in een verandering is vaak de grootste uitdaging. Een plan op papier maken is \u00e9\u00e9n, maar hoe zorg je ervoor dat mensen het begrijpen, voelen en omarmen? Zonder die betrokkenheid blijft verandering een abstract idee dat moeilijk tot leven komt. Even een presentatie of conference call om mensen op de hoogte te brengen is vaak niet genoeg. Het is cruciaal om mensen niet alleen te informeren, maar hen echt mee te nemen.","block_image":0,"background_color":"secondary","ribbon_color":"none","button_1_text":"","button_1_url":"","button_2_text":"","button_2_url":""},{"layout_type":"text","block_title":"Het zaadje van verandering planten","block_body":"Verandering begint met een helder doel en een gedeelde ambitie. Waarom doen we dit? Wat is het grotere plaatje? Dit is het moment waarop de eerste vonk overspringt en mensen worden meegenomen in een inspirerend toekomstbeeld. In deze fase is het essentieel om betrokkenen niet te overladen met details, maar juist de urgentie en relevantie van de verandering invoelbaar te maken.","block_image":0,"background_color":"c14b213","ribbon_color":"none","button_1_text":"","button_1_url":"","button_2_text":"","button_2_url":""},{"layout_type":"text","block_title":"Wat helpt in deze fase?","block_body":"

        \n
      • Een krachtig narratief of verhaal dat de noodzaak van de verandering tastbaar maakt.<\/li>\n
      • Samen een ambitie formuleren, waarbij iedereen zich eigenaar voelt van het proces en de inhoud.<\/li>\n
      • Ruimte geven voor vragen en emoties, zodat weerstand kan worden benoemd en begrepen.<\/li>\n<\/ul>\nMensen moeten in deze fase voelen dat ze een keuze hebben: blijven we in het oude patroon, of stappen we samen in een nieuw verhaal?","block_image":0,"background_color":"secondary","ribbon_color":"none","button_1_text":"","button_1_url":"","button_2_text":"","button_2_url":""},{"layout_type":"text","block_title":"Het kwartje laten vallen","block_body":"Zodra de ambitie helder is, moet de verandering betekenis krijgen voor de mensen die ermee aan de slag moeten. Dit is het moment waarop medewerkers echt snappen en voelen<\/b> wat de verandering betekent voor henzelf en de organisatie. Het gaat om het verbinden van het grotere plaatje met de dagelijkse realiteit. Dit vraagt om experimenteren, reflectie en dialoog.","block_image":0,"background_color":"primary","ribbon_color":"none","button_1_text":"","button_1_url":"","button_2_text":"","button_2_url":""},{"layout_type":"text","block_title":"Hoe zorg je voor echte inzichten?","block_body":"
          \n
        • Verandering heeft tijd nodig om te landen. Cre\u00eber momenten waarop mensen kunnen nadenken over wat het voor hen betekent.<\/li>\n
        • Laat mensen zelf ervaren wat de verandering inhoudt, bijvoorbeeld door scenario\u2019s uit te denken en eerste oplossingsrichtingen te verkennen.<\/li>\n
        • Betrek mensen actief bij het proces en laat hen meedenken over hoe de verandering concreet wordt ingevuld.<\/li>\n<\/ul>","block_image":0,"background_color":"c14b213","ribbon_color":"none","button_1_text":"","button_1_url":"","button_2_text":"","button_2_url":""},{"layout_type":"text","block_title":"Van inzicht naar actie","block_body":"Het effectief meenemen van mensen in een programma, project of strategie begint dus bij een sterke intentie en een diepgaand inzicht. Wanneer mensen zowel rationeel als emotioneel begrijpen waarom een verandering nodig is, zijn ze veel eerder bereid om in beweging te komen. Het kost wellicht meer tijd en energie dan een informerende presentatie of conference call, maar het is wel de voorwaarde voor een echte verandering. Pas dan zitten alle kikkers in de kruiwagen en kan je als groep vooruit. Want zonder begrip en betrokkenheid blijft verandering slechts een goed idee op papier.","block_image":0,"background_color":"secondary","ribbon_color":"none","button_1_text":"","button_1_url":"","button_2_text":"","button_2_url":""},{"layout_type":"text","block_title":"Scherper, sneller, slimmer: dat wil ik ook!","block_body":" \n\nDat horen we graag","block_image":0,"background_color":"c14b213","ribbon_color":"none","button_1_text":"","button_1_url":"","button_2_text":"","button_2_url":""}],"footnotes":""},"categories":[21],"tags":[],"class_list":["post-3979","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actueel"],"yoast_head":"\nAlle kikkers in de kruiwagen? | Groupmapping<\/title>\n<meta name=\"description\" content=\"Sven de Ridder deelt hoe je mensen \u00e9cht meekrijgt in verandering, van eerste vonk tot alle kikkers in de kruiwagen.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/groupmapping.org\/en\/wp-json\/wp\/v2\/posts\/3979\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Alle kikkers in de kruiwagen? 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