Proposal Phase

Together, we run a tailored HOST Lab with your key stakeholders and decision-makers to illuminate:

• Your organization’s (design) principles for sustainable change success
• Team alignment on the desired state/strategy
• Enablers and blockers in the transition from the current state (A) to the desired state (B)

Deliverable: a co-created and well-aligned proposal outlining the necessary phases, including action research, roadmap intervention design, delivery, and strategy to scale sustainable impact. This ensures both short- and long-term scalable impact, along with clear deliverables.

Note: “Change” can be interchanged with innovation, transformation, organizational development, or strategy enablement, depending on your focus.

Program Change Team Building

We select the right project or program team members and ambassadors from your organization and the HOST Faculty. Next to a capability fit, we extensively focus on the forming, norming, storming, and performing phases to build an human-centered and high-performing team that walks their talk and sets the example.

As a HOST change team, we recognize that we must set the human standard for sustainable transformation—where every connection is an opportunity for impact. We continuously foster a psychologically and socially safe work environment, mirroring and challenging each other to ensure sustainable decision-making and alignment.

In our experience, as the “Change Team” we should set the example to inspire others to demonstrate a collaborative mindset and behavior, fostering resilience and agility to drive the desired change forward.

You Impact What You Measure: Action Research for Direct, Desired Impact

We illuminate the root causes of change—both in the visible (upper) and underlying (undercurrent) aspects—through a solution-focused lens and a contemporary action research approach. By connecting all levels of leadership, departments, and teams, we ensure that everyone involved is both part of the challenge and the solution, as they are all integral to the system.

Examples of Action Research Interventions:

• Leadership Labs: Alignment among the Supervisory Board, ExCom, top management, and ambassadors on the desired state, fostering commitment to change leadership skills and behaviors. This ensures they serve as role models to drive cultural transformation.
• Future-Ready Leadership Gap Analysis: A co-created assessment of the current and desired state across all organizational levels, using both quantitative and qualitative research. Active, participatory focus groups function both as research tools and as drivers of the desired impact. Includes a needs and risk assessment and a solution-focused approach to identifying key beliefs and behaviors to stop, keep, develop, and start.
• Organizational Upper- & Undercurrent Change Scan: Identifies enablers and blockers that impact the transition toward the desired state. Includes key stakeholder mapping and impact analysis.

Deliverables:

A Culture, Leadership & Behavior Canvas and Action Report, which includes data collection insights, a list of key stakeholders and engagement strategies, results, and recommendations for next steps.

Timeline:

The duration depends on the scope of impact, urgency, and the internal and external resources required. On average, our engagements range from 6 to 24 months.

Culture, Leadership & Behavior (CLB) framework or Leadership profile of the organizations

Leadership development journey; Leadership styles/ assessment (Gallup strengthsfinder), 360-feedback executive board and leadership evaluations,
1:1 coaching, peer learning, self-paced challenges/ content, learning objectives/ contract. Topics: see example curriculum (page 15)

Culture, Leadership & Behavior awareness campaign – internal and external communications (vision change story (why, what, how?), podcast, intranet, artifacts in the office etc)

Effective (team) collaboration. Self- leading, improving, organizing teams.

Habits & Nudging Playbook: routines & ritual day-to-day initiatives

Train-the-trainer, Community of Practice by (informal) leaders.

Executive search attracted and match with future-ready leaders driving the desired (culture) change and strategy.

Deliverables:
Aligned CLB framework, Roadmap Plan with plotted interventions and initiatives.

Together with i.e. formal sponsors and committed role models, the HRBP’s and (informal) leaders we execute the roadmap which can exists out of the initiatives and interventions mentioned in the former co-design phase.

Based on the organizational scan with enablers and blockers moving towards the desired change, we know which upper- and undercurrent levers to influence and how.

Deliverables:
Evaluations and results if the interventions and initiatives. IP-license if the organization wishes to continue to keep access to the HOST materials. Depending on the scope of the program, we often co-create, validate, iterate, and deliver in 5-week sprints.

Based on the results in the delivery phase we provide a Strategy to Scale Report for the the leaders, teams, and organization, sustain and scale the impact in ongoing ways.

To embed “culture governance” a program team could be selected to embed to recurring desired change and iterate when needed. On a continuous basis we can serve as a trusted partner to remain the “extra pair of eyes”, outside the organization. 

Deliverables:
Strategy to Scale Action Report presented to the board, executive team. Service delivery agreement for continuous upgrades tailored to strategic changes within the organization.