Martijn van Ooijen


dieses profil liegt nicht deutschsprachig vor

Playing with time

One of my mainsprings is curiosity on how to create movement in change processes. Especially in complex change issues, with many people involved, where more than one issue has to be solved and where also different interests are at stake. Such issues often contain a sort of discomfort (“we have already tried everything, but it doesn’t work”). In cooperation with others, I try to work on the conditions for learning and changing. As a person involved, I enjoy getting to work with this. After all, change is a process between people.   

These statements have implications for my involvement. I am clearly present but I realize I am a guest in the organization. Change occurs if there is a good quality of interaction, when people people take the opportunity to collectively work on the realization of change. My strength is to confront people thoroughly but friendly while providing opportunities to work on personal and organizational changes. Working on and with change demands an experience in knowing what does and doesn’t work. I feel a shared responsibility for every thing that happens and won’t stand on the sideline with a pair of binoculars. It is a constant search for the right balance between involvement and distance. During the course of a change process, which often takes a longer period of time, I play different roles. Depending on what is needed, I am a consultant, coach or a supervisor.      

Being a change consultant I have a diverse repertoire of interventions, for instance process simulations in which large groups of people collectively learn to work in and with complex processes by developing a game in which the working process is played in an accelerated way. I also have experience with Large Scale Interventions in which people of the whole system collectively and while being in dialogue develop for instance a strategy. Often, I join boards, management teams or project teams to work on change en implementation assignments for a longer period. For example the implementation of self-steering teams, smart ICT solutions for primary processes, development of leadership in relation to a new strategy or a new knowledge management process.

I have a special interest for the experience of time in relation to change. In organizations, it often appears that there is only “clock time”: we come up with something, start to plan that linear and “put it away in the time”, with months and dates as measure. Assumptions on time enter our thinking of change and that often results in a decelerating mode in the change process. But time and even the clock can be a source of renewal. Through the research in my PhD program in want to get an insight on language, knowledge and perspective of how a change process influences the experience of time. Especially at the start of a change process, you see that the experience of time influences the change process.