Increase the well-being of your employees with the profitability of the company

Clarity offers agile and effective management techniques to optimise and develop your company rapidly: autonomy, creativity, initiatives and co-creation; discover how to increase spontaneous motivation and the potential of your teams.

Free up time for the managing director of an SME

Clarity offers CEOs the possibility to focus on guiding their organisations strategically by instituting autonomous, self-managed and self-monitoring teams on a lighter budget (CAAS).

Gain the skills required for the agile transformation of your company

With the Clarity Academy, Clarity offers a range of training programmes leading to certification for HR managers who wish to steer change in their company, for project managers and consultants.

Agile change, a structured method

Taking as our basis the agile change principles and the different related methods such as Role-based Governance, Scrum, Modern Agile, Spiral Dynamics, or the Spotify® model, we offer you the possibility to optimise your company management.

This change has 3 phases:

  • First phase: Exploration and diagnosis
  • Second phase: Implementation of the change
  • Third phase: Transformation of the material and environmental constraints
Première phase Deuxième phase Troisième phase
  • First phase
  • Second phase
  • Third phase

Assess your company online with just a few clicks

Take advantage of a quick scan online, which will give us a more precise idea of your needs. This stage is essential and will precede any implementation of change.

Après une étude approfondie de nos valeurs et un alignement nécessaire sur la culture de notre entreprise, Clarity a introduit un nouveau système de management avec succès. Aujourd'hui, nos employés ont une grande autonomie et sont pleinement engagés dans plusieurs décisions stratégiques.

Jan Peelaerts,
managing director @ Eutomation

De begeleiding en ondersteuning via Hendrik zorgde voor een snellere groei van de maturiteit van de medewerkers en als team. Rolgebaseerd governance werkt nu voor ons op een goede manier binnen onze organisatie.

Christophe VanDriesche,
zaakvoerder @ Amon

In het kader van ons NOVO-programma trok Hendrik het onderdeel NWOW en de introductie van onze Dynamic Office. Ik kan Hendrik volmondig aanbevelen voor uw projecten rond organisatievernieuwing.

Frank Van Massenhove,
Voorzitter van het Directiecomité @ FOD Sociale Zekerheid

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Clarity Upgrades ontwerpt uw blockchain-processen.

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Meaning at work

How do you bring people together around a shared purpose and put more meaning into work through the way your organisation is structured ? While there is not a definitive answer to this, here are some ideas to build a good coherent and meaningful backbone for your organisation.

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Organisational Performance

Is your team sometimes overwhelmed by the amount of things that are needed to be improved ? And exactly on those critical moments, there is no time to reflect or adapt ?

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FAQ

How can you guarantee the results you advertise?

How can you guarantee the results you advertise?

We have scientific tools which can measure the degree of employees’ commitment in real time. This enables us to take a “photograph” when starting work. The results are sustained by our initial diagnosis. These measures mean that we can introduce corrective measures at any time if needed.

What are the other advantages of transforming a company into an agile organisation?

What are the other advantages of transforming a company into an agile organisation?

  • Your organisation will become a magnet for millennials
  • Your employees will feel empowered and motivated

In a large company, the trade union representatives are not always in agreement with changes such as these. How do you deal with this?

In a large company, the trade union representatives are not always in agreement with changes such as these. How do you deal with this?

We are aware that this type of change will always give rise to mistrust. However, many trade union organisations are interested in this subject and are changing their attitudes. It seems essential to us to include them in a collective and participative reflection. We plan this participation from the first phase of our intervention - namely - the diagnosis.