Codewave

I help businesses maximize intangible value and generate predictable revenue, without having to spend  heavily on design & tech.

Most people get design wrong. They are trying to improve aesthetics, but that is not the problem.

The real problem is lack of human-centricity, clarity and simplicity. 

We've created a new way to designing products and services.

We serve businesses who need help with launching a new product/service or improving existing offerings. We also diagnose process gaps in how businesses go about delivering their services and eliminate the unnecessary.

What makes us different?

1. Our signature process that helps nail need identification.
2. Our people who drive high clarity of thinking, making simplicity a permanent fashion.
3. Our software engineering practice, that runs your business on cloud/edge with high flexibility to change.

How it works? 

1. Foundation: Identify needs & design the solution
2. Construction: Develop the solution, in a way it's flexible to change  
3. Continuous Evolution: Launch the solution, get feedback & improve iteratively

Ready to talk?
Send an email to vidhya@codewave.com 

Need more info?
Visit https://www.codewave.com/

Cofounder & Director

Foundery

Design Thinking & AI For The Next Billion. I teach Design Thinking & UX to Management professionals.

Growth Partner

Canvera

I was a product leader, improving Canvera's B2B product for photographers (web) and applying design thinking to listen to the pulse of the market & informing B2C product design.

Product Leader

HolidayIQ

I was a product leader, managing evolution of HolidayIQ’s suite of products & services (web & mobile) and systems to support business operations.

Travelocity

I was helping articulate business strategy & elaborate product scope for Travelocity's hotel only platform allhotels.com, helping cross-functional teams (biz/product/tech/sales) deliver on an agile journey.

Lead Business Analyst

I was managing key, strategic business partners globally for Travelocity like Jetairways, Thomascook building their online travel business using Travelocity’s white-label platform; growing Travelocity’s B2B distribution business. 

I also helped market the offering to Travelocity’s Partner Network of 2000+ global partners; performing key Customer acquisition, Customer retention and Customer attrition functions.

Affiliate Manager

Merrill Lynch

I was developing software applications for data visualization & risk analysis, making predictions for future investment decisions.

Associate Consultant

Capgemini

I was developing software applications for HSBC to digitize loan application & approval processes; that completely eliminated the need for archiving paper documents.

𝐀𝐰𝐚𝐫𝐝-𝐖𝐢𝐧𝐧𝐢𝐧𝐠 𝐃𝐞𝐬𝐢𝐠𝐧 𝐓𝐡𝐨𝐮𝐠𝐡𝐭 𝐋𝐞𝐚𝐝𝐞𝐫 | 𝐇𝐞𝐚𝐝 - 𝐃𝐞𝐬𝐢𝐠𝐧 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠

Vidhya is the 𝐜𝐨-𝐟𝐨𝐮𝐧𝐝𝐞𝐫 𝐨𝐟 𝐂𝐨𝐝𝐞𝐰𝐚𝐯𝐞.𝐜𝐨𝐦, a Design Thinking Led Digital Innovation company headquartered in Bangalore, India. She was named one of the '𝐏𝐨𝐰𝐞𝐫 100 𝐖𝐨𝐦𝐞𝐧 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐨𝐫𝐬 𝐢𝐧 𝐈𝐧𝐝𝐢𝐚' by the Confederation of Indian Industry (CII) and PwC, and is a 𝐅𝐮𝐭𝐮𝐫𝐞50 𝐇𝐨𝐧𝐨𝐮𝐫𝐞𝐞 by the Project Management Institute (PMI). Vidhya is also an educator and 𝐔𝐗 𝐟𝐚𝐜𝐮𝐥𝐭𝐲 at top-tier B-schools in India.

With over 𝐭𝐰𝐨 𝐝𝐞𝐜𝐚𝐝𝐞𝐬 of experience in the IT industry, she has served in various roles—from programmer to analyst, product manager, designer, and entrepreneur. In the last 12 years of her entrepreneurial journey, she has worked with 𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐕𝐂 𝐟𝐢𝐫𝐦𝐬 to enable their portfolio companies to go from startup to scaleup. She has solved 𝐜𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐩𝐫𝐨𝐛𝐥𝐞𝐦𝐬 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐆𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭 of Karnataka during COVID and 𝐞𝐦𝐩𝐨𝐰𝐞𝐫𝐞𝐝 𝐨𝐯𝐞𝐫 1000 𝐬𝐭𝐮𝐝𝐞𝐧𝐭𝐬 with design thinking skills.

Championing the idea that "𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐢𝐬 𝐚 𝐜𝐫𝐞𝐚𝐭𝐨𝐫," in her leadership, Codewave became the 𝐨𝐧𝐥𝐲 𝐈𝐓 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐟𝐫𝐨𝐦 𝐈𝐧𝐝𝐢𝐚 in 2024 to win the global ZeroDX Award for its 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 of "Employee as Entrepreneur" and its ethos of 'Zero distance' between customers and employees.

Over the past decade, she has partnered with over 100 businesses globally across 10+ industries to craft digital experiences that are both engaging and delightful—while 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜𝐚𝐥𝐥𝐲 𝐝𝐫𝐢𝐯𝐢𝐧𝐠 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐢𝐦𝐩𝐚𝐜𝐭.

She works with organizations at every stage—whether emerging startups, scaling enterprises, or seasoned market leaders—to navigate complexity, embrace diverse perspectives, and 𝐮𝐧𝐥𝐨𝐜𝐤 10𝐱 𝐠𝐫𝐨𝐰𝐭𝐡.

Vidhya Abhijith

Yesterday was my father-in-law’s 75th bday.

He once led the culture division for the Govt of Karnataka, creating opportunities for artists from diverse backgrounds — sometimes even fighting cases so talent didn’t lose to bias or bribe.

He never claimed credit. He never chased money, fame or power.

Yday, 15 years after his retirement, artists from across the state traveled hundreds of miles to surprise their “Guru,” thanking him for shaping their journeys. (Who cares after you leave?)

And what is an award, if it’s not some heartfelt #gratitude and #love?

He probably never imagined the impact his work had on so many. Watching him receive that outpouring of gratitude with joy and tears was quite a moment.

In a world where fancy rewards trend more than classy elegance, I’m blessed to have an inspiring family that lives values money can’t buy, quietly and firmly.

#Leadership, to me, is a high-principled job.  Showing up for others without chasing credit, titles or rewards, consistently and quietly. And sometimes, you only realise the real impact of your work long after you stop.

Maybe that’s why it’s called “Seva” (Service).

#Leadership #LifetimeAchievement #Recognition With Abhijith HK

Founder @ Codewave | Design - Thought Leader | Scaling Self Management | CII-PwC Top 100 Women Innovators | PMI Future50

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A few years ago, a company expressed interest in acquiring us.. right when our cashflows were getting 𝘵𝘪𝘨𝘩𝘵.

In moments of need, saying yes to money coming from anywhere can feel like “such a relief” and “common sense.”

They prolly expected us to consider it seriously.

Instead, we got curious and asked casually:
“𝘞𝘩𝘢𝘵 𝘪𝘴 𝘮𝘰𝘯𝘦𝘺?”

They prolly didn’t see it coming. They spoke about revenue, profit, customers, growth… but none of it really answered the question.

With great regard for their work, we sincerely thanked them and declined.

Some people internally wondered:
“𝘞𝘰𝘶𝘭𝘥𝘯’𝘵 𝘸𝘦 𝘣𝘦 𝘣𝘦𝘵𝘵𝘦𝘳 𝘰𝘧𝘧 𝘪𝘧 𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘸𝘪𝘵𝘩 𝘮𝘰𝘯𝘦𝘺 𝘢𝘤𝘲𝘶𝘪𝘳𝘦𝘥 𝘶𝘴, 𝘵𝘩𝘢𝘯 𝘣𝘦𝘪𝘯𝘨 𝘰𝘯 𝘰𝘶𝘳 𝘵𝘰𝘦𝘴 𝘦𝘷𝘦𝘳𝘺 𝘮𝘰𝘯𝘵𝘩?”

But we could see what the acquisition offer meant.
𝘛𝘩𝘦 𝘤𝘳𝘦𝘢𝘮 𝘰𝘧 𝘵𝘩𝘦 𝘤𝘳𝘦𝘢𝘮 𝘸𝘰𝘶𝘭𝘥 𝘣𝘦 𝘵𝘢𝘬𝘦𝘯, 𝘣𝘦𝘵 𝘰𝘯 𝘧𝘰𝘳 “𝘦𝘹𝘱𝘰𝘯𝘦𝘯𝘵𝘪𝘢𝘭 𝘨𝘳𝘰𝘸𝘵𝘩” 𝘢𝘯𝘥 𝘳𝘦𝘴𝘵 𝘭𝘦𝘵 𝘨𝘰. 𝘞𝘩𝘪𝘭𝘦 𝘯𝘰𝘵 𝘬𝘯𝘰𝘸𝘪𝘯𝘨 𝘸𝘩𝘦𝘯 𝘴𝘢𝘺𝘪𝘯𝘨 “𝘺𝘦𝘴” 𝘵𝘰 𝘮𝘰𝘳𝘦 𝘮𝘰𝘯𝘦𝘺 𝘸𝘰𝘶𝘭𝘥 𝘴𝘵𝘰𝘱 𝘮𝘢𝘵𝘵𝘦𝘳𝘪𝘯𝘨.

To me, money is a consequence of a business done right. 𝘈𝘯 𝘢𝘤𝘬𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘦𝘮𝘦𝘯𝘵 𝘰𝘧 𝘷𝘢𝘭𝘶𝘦. 𝘈 𝘯𝘦𝘤𝘦𝘴𝘴𝘪𝘵𝘺 𝘵𝘰 𝘴𝘶𝘳𝘷𝘪𝘷𝘦, 𝘯𝘰𝘵 𝘵𝘩𝘦 𝘳𝘦𝘢𝘴𝘰𝘯 𝘵𝘰 𝘦𝘹𝘪𝘴𝘵. 𝘞𝘩𝘦𝘳𝘦 𝘵𝘩𝘦𝘳𝘦 𝘪𝘴 𝘷𝘢𝘭𝘶𝘦, 𝘵𝘩𝘦𝘳𝘦 𝘸𝘪𝘭𝘭 𝘣𝘦 𝘱𝘦𝘰𝘱𝘭𝘦, 𝘱𝘳𝘰𝘧𝘪𝘵 𝘢𝘯𝘥 𝘢𝘭𝘭 𝘵𝘩𝘦 𝘳𝘦𝘴𝘵 𝘰𝘧 𝘪𝘵.

During COVID, when our revenues doubled but challenged our very purpose (#HumanTransformation) & values, we said “𝘯𝘰” to scaling. We chose to pause, learn our lessons first and fix things at the roots.

Not doing what's easy, but what's 𝘳𝘪𝘨𝘩𝘵. 
#ScalingConsciously

How strong is a tree that grows fast with weak roots, when a storm hits?

And people who understood that.. believed it.. and led the change with us. 

In hindsight, the credit to our growth goes to what felt like “𝘶𝘯𝘯𝘦𝘤𝘦𝘴𝘴𝘢𝘳𝘺 𝘱𝘢𝘪𝘯”.. the discipline to stay 𝘶𝘯𝘤𝘰𝘮𝘧𝘰𝘳𝘵𝘢𝘣𝘭𝘦, stay 𝘰𝘯 𝘰𝘶𝘳 𝘵𝘰𝘦𝘴, stay cashflow positive.

#Entrepreneurship #Leadership #Growth #ScalingUp #Consciousness Codewave.com With Abhijith HK

Twinxter

Navigating todays ever-evolving business landscape, creating Business Agility comes with challenges and questions. Are you that forward thinking leader or HR professional that wants to lead with Agility and ready to:
💥Revolutionise your business landscape
💥 Drive people centric transformations
💥 Scale High performing teams

At Twinxter we love to support people and companies on their journey to the future of work. We believe everyone wants to grow towards a happy and sustainable future for themselves and for the people around them. On your future journey we want to inspire you, people and organizations to see things in a different way. Together we explore new ways of working and thinking so you dare to lead and will be prepared for an unpredictable future. We support you to create flow and energy, and co-create a vibrant environment. In short, a great place to work at: open and transparent. This enables you to stay relevant and add value to your customers.

𝙃𝙤𝙬 𝙘𝙖𝙣 𝙬𝙚 𝙨𝙪𝙥𝙥𝙤𝙧𝙩 𝙮𝙤𝙪 𝙤𝙣 𝙩𝙝𝙖𝙩 𝙟𝙤𝙪𝙧𝙣𝙚𝙮

✅ Twinxter-Consultancy
𝙀𝙭𝙥𝙡𝙤𝙧𝙚 where and how to start from purpose & set up your transformation team
𝘿𝙚𝙨𝙞𝙜𝙣 the iterative transformation journey & adaptive strategy
𝙂𝙧𝙤𝙬 new skills & capabilities and shift mindsets, behavior and the system
𝙎𝙘𝙖𝙡𝙚 your own people centric transformation with high performing teams.

✅ Twinxter Academy
We offer high-end certified (ICAgile pending) programmes to master your transformation capabilities. Learn on your own or with high-skilled coaching support to drive your specific change case.

✅ Keynote speaking
We offer keynotes on your events related to business agility, leadership, purpose.

𝙄𝙣𝙩𝙚𝙧𝙚𝙨𝙩𝙚𝙙? 𝘾𝙤𝙣𝙩𝙖𝙘𝙩 𝙢𝙚!
Send a DM to Book a first call
Send me a message: alize@twinxer.com

🤝 Clients who trust us:
Roche Diagnostics, Erste Group Bank AG, Sunweb, ICS, KPN, BasicFIt, Agile Business Consortium, BAM, Stedin, Edwards lifescience

Business Partner, Change Strategist & Transformation Expert, People-centric Transformation

Blue Tulip Innovation Awards Accenture

The Blue Tulip Awards is a year-round ecosystem-driven program aiming to accelerate innovators, build powerful collaborations and drive breakthrough innovation. We provide startups and innovators with a clear call to arms: connecting eight inspiring, issue-based themes with new ideas that have immense potential to transform our future. By driving collaboration between the brightest minds and accelerating the most promising innovations to reach their full potential, we can start improving the way the world works and lives right now.

Jury Member Blue Tulip Innovations Award

As People and Transformation Lead in the Global Center of Expertise Way of Working, accelerate the ING Think Forward Strategy and create global collaboration across ING. Build one community and empower people to stay a step ahead in life and in business. 
Purpose of the team:
Unify the way of working across ING to enable collaboration and improve time-to-volume, efficiency and engagement (50.000 FTE in scope)

Our way of working defines how we organise ourselves around our customer journeys; it describes how we manage, prioritise, collaborate, share and improve the work we do, globally and locally.

*Support local leadership and implementation teams by acting as a catalyst who provides expertise and support them in the transformation towards One Way of Working
 *Track and share the progress to unite the Way of Working across ING. 
* Optimizing the positive impact of personnel on the transition to One Way of Working. 
* Spread the culture when it comes to the new way of working: from an "organization of talking "   to "an organization of doing " . 
* Care for continuous development and improvement of how the expertise of the HR function is related to Agile methodologies and change management. 
* Sharing expertise, relevant insights and developments within the organization, inside and outside your own expert Group (e.g. Guilds) and with external collaborators
* Monthly Boot camps –  Design, Agile Basics, Leadership, Mindset and People side of change
* Leadership training
* HR Boot camps – Mindset change, Leadership, People side of Change, People processes,
* Design and implementation One Way of Working
* Global alignment and reshaping of functions and roles 
* Global alignment on performance and continuous feedback within agile Way of Working 
* Alignment Global Think Forward Leadership Experience and Agile Way of Working
* Community building and organize inspirational sessions with external companies like roundtable sessions

Global People and Change Lead, CoE Way of Working (WoW)

HAPPY PEOPLE MAKE HAPPY CUSTOMERS
People Services; the engine behind the realization of the overall purpose of ING HR: EmpowerING employees to stay a step ahead in life and in work. We care for employees and enable them to make the best choice, when and where ever they want. In a relevant way that adds value so they are able to empower our clients. 

Responsibilities of The Circle Development: Onboarding new employees, People processes, Learning journey's, Enabling development of talents and expertise of people to become 'high' performing  

As Lead Development responsible for the start of the new department, restructuring the workflow and self-organizing teams, the implementation of the agile way of working and thinking.

Lead Development People Services

Design en implementation of the unique transformation of the support department ING Domestic Bank HR into an Agile environment as part of the ING Forward Strategy

As lead of the transition team FWD HR People responsible of the People transition to the new department People Services HR NL

Lead People transformation HR Domestic into the Agile Way of Working

Design and roll out of the unique transformation of ING Domestic Bank NL into an Agile organization as part of the ING Forward Strategy.
	
As People and Transformation Lead in the core team, drive & design the strategy & transition of ING Domestic bank NL into a full Agile based organizational structure of Tribes, Centers of Excellence, multidisciplinary Squads, Circles (Holocracy) and autonomous Customer Loyalty centers. (4000 Fte in scope)

•	Successful transformation of IT organization & business into multidisciplinary Agile teams & Squads 
•	Successful transition of the Operations, Call-centers and Mortgages departments into Circles and customer loyalty teams
•	Implementation of The New Agile Way of Working
•	Re-design and ‘implementation’ of a new cultural and behavioral program
•	Implementation new onboarding program Domestic Bank NL
•	Successful reshaped and implemented job descriptions/agile roles
•	Re-design and implementation of a peer-to-peer way of hiring talent
•	Successful Communication program during the transition- influencing Board/Works Council/Stakeholders/Employees/Customers/Unions

Lead Transformation naar One Agile way of Working ING Domestic NL

ING Nederland

Consultant/Coach People Strategy of the Board ING Branches (1400 Fte)

Program Formula differentiation, Advisor of the Future (2012-2014) 
Stream lead driving the re-design into Future Formula of ING NL Retail organization (Branches1500 Fte). Facilitate and influence board and Sr. management during the process. Successful implementation of a new formula and optimization of staffing capabilities

SR HR Business Consultant

Consultant of the board of Postbank Call Amsterdam and ING NL Retail organization District Rotterdam, Central Complaints Department (CKA) and ING NL Retail organization Region North West.

Merger ING & Postbank (2007-2009)
Responsible for the People processes within the successful merger & centralization of all customer service processes of the departments OIB ING, Business ING and Postbank Call.

Sr. HR Consultant Employability & Mobility

E&M adviseur

Randstad Nederland

Responsible for several resourcing projects
Implementation of Digital Hiring Process

Projecten

Maetis arbo

Responsible for the results and re-design of the Healthcare Units Region North West (Managing 28 Fte).

Regio Manager

Dactylo

Sr. area Manager

Triple M Staffing

Vestigings manager

Tempo Team

Intercedent

FilmNet

Assistent Business to Business

Let's turn the tables and not talk about me. What about YOU? I’m here to support you. HOW? Are you ready to take some bold moves in todays ever-evolving business landscape? Let’s find out. 👇👇🏼👇🏾


👉You can't wait to unlock your company's full potential by scaling business agility but are not sure where to start?
👉You know there is a better way to bridge the gap between your company's purpose, values, strategy and execution. But need some help to fuel this process in your organisation?
👉You  aspire to cultivate an extraordinary employee journey and foster a learning organization but how to create such an attractive workplace?

Let's work together to cultivate change leadership skills, mindset, and behaviors that empower you and your organisation to scale business agility, improve business performance and cultivate a culture of continuous learning.

𝙒𝙝𝙮 𝙘𝙖𝙣 𝙄 𝙨𝙪𝙥𝙥𝙤𝙧𝙩 𝙮𝙤𝙪 𝙤𝙣 𝙮𝙤𝙪𝙧 𝙩𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣 𝙟𝙤𝙪𝙧𝙣𝙚𝙮 𝙩𝙤 𝘽𝙪𝙨𝙞𝙣𝙚𝙨𝙨 𝘼𝙜𝙞𝙡𝙞𝙩𝙮?

While this page is not about me, it is good to know a little more about my background. 

It’s my purpose to spark the human factor in organisations and create spaces where everyone is able to flourish. 

After leading reorganisations and merging different company cultures into one, my first agile transformation started in 2014. Believe me, I had the same questions and struggles as you. So we started to experiment, fail, learn and grow.

I supported executives and transformation teams and scaled the agile mindset and way of working globally.

I created the ‘People Journey Circle,’ an interactive framework supporting your people-driven approach, also described in my book Purpose Driven People - Creating business agility & sustainable growth.

In 2020, I founded Twinxter and TwinxterAcademy (2022) which supports organisations to become purpose-driven and adaptive to change by shifting and growing mindsets, behaviour, skills and capabilities.

With our learning programmes we supported more then 300 leaders and professionals to become excellent transformation leaders.

I am frequently in demand as keynote speaker (score 4.8 out of 5), panelist or in podcasts and news radio (a.o. BNR). 


𝘼𝙧𝙚 𝙮𝙤𝙪 𝙧𝙚𝙖𝙙𝙮 𝙩𝙤 𝙇𝙚𝙖𝙙 𝙬𝙞𝙩𝙝 𝙖𝙜𝙞𝙡𝙞𝙩𝙮 𝙖𝙣𝙙
💥Revolutionise your Business Landscape
💥Drive people centric transformations
💥Scale High performing teams

🎯Then reach out.

Send a DM to book a first call
Send me a message: alize@twinxer.com

Clients who trust us:
Roche Diagnostics, Erste Group Bank AG, Sunweb, ICS, KPN, BasicFIt, Agile Business Consortium

🌱🎯Alize Hofmeester🎯🌱

What happens when your organisation forgets why it exists…
…but keeps moving faster anyway?

𝘼𝙙𝙖𝙥𝙩𝙞𝙫𝙚 𝙤𝙧𝙜𝙖𝙣𝙞𝙨𝙖𝙩𝙞𝙤𝙣 𝙥𝙖𝙧𝙩 1/7: 𝙍𝙚𝙘𝙤𝙣𝙣𝙚𝙘𝙩𝙞𝙣𝙜 𝙬𝙞𝙩𝙝 𝙥𝙪𝙧𝙥𝙤𝙨𝙚 & 𝙙𝙞𝙧𝙚𝙘𝙩𝙞𝙤𝙣

During a session with a leadership team, one of them said,’AI is changing everything. We are rethinking how we work.

So, I asked: ‘And have you rethought 𝘞𝘏𝘠 you work?’
The room went quiet.

Many organisations today are redefining their operating model, but not their organisational identity.
They optimise systems, train agents, and automate workflows,
yet the most important question remains unanswered:
𝗪𝗵𝗼 𝗮𝗿𝗲 𝘄𝗲 𝗯𝗲𝗰𝗼𝗺𝗶𝗻𝗴 𝗮𝘀 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗮𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲𝘀 𝗮𝗿𝗼𝘂𝗻𝗱 𝘂𝘀?

Why is that important?

Recent data shows the gap clearly:
➣  Only 1 in 3 organisations have a connected purpose linking strategy to daily work 
➣ 77% of employees say AI helps them do things they could not before, but only 42% feel it brings them closer to the company’s purpose.

That is the paradox.  We are gaining efficiency, but losing essence.

True adaptability starts with clarity of purpose.
With that I do not meant the empty slogans. No I mean that story and shared compass that guides decisions, priorities, and behaviour when the path is uncertain.

When purpose is alive:
✓ People know what they contribute to, not just what they deliver.
✓ Strategy breathes so it can adjust without losing direction.
✓ Identity stays stable, even when everything else changes.

A practical step: Invite your teams into a purpose reflection. Ask three questions:
1.         What are we here to make possible for others?
2.         What would we never compromise, even under pressure?
3.         What story do we want people to tell about us five years from now?

Those answers are not slogans — they are anchors.

In a world of algorithms and agents, purpose is what keeps your organisation human.

How often do you revisit yours
not to redefine it, but to reconnect with it?

-----
📌 Ready to rise towards an adaptive organisation? ➣ Connect
Or join the Purpose Driven People community to continue the conversation.

1. Follow Alize Hofmeester
2. Join Purpose Driven People
3. Repost to help others in this journey

#businessagility #changemanagement #transformation #leadership #adaptiveorganisation

Alize Hofmeester🎯🌱

Change Catalyst | Empowering Leaders to scale change through people, purpose and agility ✦ Author Purpose Driven People ✦ Keynote Speaker ✦ Enterprise Transformation ✦ Obeya Coach & Builder

Everyone wants to become adaptive. Few leaders realise what that truly asks of them.

Last week, during a conversation with a transformation lead, I asked what ‘adaptive’ meant in their organisation.
 He paused and said, ‘It means we can pivot fast.’
After that a great discussion started with him and his team.

Agility without direction is just movement. And resilience without purpose is just endurance.

True adaptability is not speed, it is 𝗰𝗼𝗵𝗲𝗿𝗲𝗻𝗰𝗲
 ↳ the capacity of an organisation to stay connected, aligned, and alive in changing conditions.

When that coherence breaks, you can feel it. Meetings stall. Priorities clash. Energy drops. 
𝟲𝟯% 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘀𝗮𝘆 𝘁𝗵𝗲𝗶𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻’𝘀 𝗿𝗶𝘀𝗸 𝗲𝘅𝗽𝗼𝘀𝘂𝗿𝗲 𝗵𝗮𝘀 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱, yet few invest in the rhythm that makes adaptation possible.

Adaptive organisations create a rhythm that is shaped by 𝘀𝗲𝘃𝗲𝗻 𝗰𝗼𝗺𝗽𝗼𝗻𝗲𝗻𝘁𝘀:

1. 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱 𝗽𝘂𝗿𝗽𝗼𝘀𝗲 & 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻 ↳ Enables coherence, energy alignment, and faster trade-offs.

2. 𝗩𝗶𝘀𝘂𝗮𝗹 𝗴𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲 & 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗿𝗵𝘆𝘁𝗵𝗺 ↳ Enables transparency, cross-functional alignment, and high-quality decisions.

3. 𝗔𝗹𝗶𝗴𝗻𝗲𝗱 𝗮𝘂𝘁𝗼𝗻𝗼𝗺𝘆 & 𝘁𝗲𝗮𝗺-𝗼𝗳-𝘁𝗲𝗮𝗺𝘀  ↳ Enables speed without chaos, ownership, and scalable coordination.

4. 𝗛𝘂𝗺𝗮𝗻-𝗰𝗲𝗻𝘁𝗿𝗲𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 & 𝗿𝗼𝗹𝗲 𝗺𝗼𝗱𝗲𝗹𝗹𝗶𝗻𝗴 ↳ Enables psychological safety, engagement, and resilient performance.

5. 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝘆𝘀𝘁𝗲𝗺 & 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲 𝗹𝗼𝗼𝗽𝘀 ↳ Enables psychological safety, engagement, and resilient performance.

6. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 & 𝘀𝗵𝗮𝗿𝗲𝗱 𝘀𝗲𝗻𝘀𝗲𝗺𝗮𝗸𝗶𝗻𝗴 ↳ Enables engagement, change readiness, and consistent communication.

7. 𝗘𝗰𝗼𝘀𝘆𝘀𝘁𝗲𝗺 & 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝗶𝗲𝘀 ↳ Enables faster skill acquisition, innovation flow, and resilience.

When these components move in rhythm,
People stop waiting for instructions
Clarity flows faster than control. Movement arises from intention
 It is what makes a murmuration fly.

💡If you want to start anywhere ➣ start here:
Bring your team together and ask, ‘Where in our rhythm do we lose coherence, and what would it take to bring it back?’

2026 will not belong to the fastest organisations, but to those that move in rhythm
Human-centric. Purpose-driven. Value-based.

Ready to rise towards 2026 as an adaptive organisation? Let’s connect.

#businessagility #changemanagement #transformation #leadership

The real drag on transformation is not complexity, it is invisible governance.

🔥 Adaptive organisation #2 of 7 | Visual Governance & Decision Rhythm

Last week, during a leadership session, someone said:
‘We have plenty of data. We just do not know how to decide.’ 
The room nodded. Everyone recognised the feeling.

Many organisations still plan as if the world will stand still for twelve months.
But the world no longer waits for the next steering meeting.

Adaptive organisations do not work with fixed roadmaps to execute strategy.
They 𝗲𝘃𝗼𝗹𝘃𝗲 it through rhythm, iterations, visibility, and connected decisions.

𝟲𝟭% 𝗼𝗳 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗱𝗲𝗹𝗮𝘆𝘀 𝘀𝘁𝗲𝗺 𝗳𝗿𝗼𝗺 𝘂𝗻𝗰𝗹𝗲𝗮𝗿 𝗴𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲 𝗮𝗻𝗱 𝘀𝗹𝗼𝘄 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗳𝗹𝗼𝘄.

Leaders have the information, but not the rhythm that connects it. The result?
People keep reporting upwards instead of moving forward.

That is where 𝘃𝗶𝘀𝘂𝗮𝗹 𝗴𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲 comes in.
When strategy, progress, and learning are made visible,
literally on one wall, one space, one shared view,
↳ Teams start to see how their work links to the whole.
↳ Decision-making stops being a guessing game.

And when the cadence of meetings matches the pace of change, rhythm replaces reaction. This is where 𝗲𝗺𝗲𝗿𝗴𝗲𝗻𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 lives.
It is not born in annual plans, but in daily iterations and learning loops.
When leaders listen to what the system tells them ➣ Patterns emerge ➣ priorities adjust ➣ and strategy breathes.

A practical step:
Design a clear 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗿𝗵𝘆𝘁𝗵𝗺 that connects teams to strategy.
Ask:
• What do we review weekly to stay in flow?
• What do we adjust monthly to stay relevant?
• What do we learn quarterly to stay ahead?

Because adaptability is not about working faster,
It’s about being able to adjust to new conditions

If Purpose gives direction,
Visual Governance provides coherence in motion.

How fluent is your organisation’s rhythm? Do decisions move at the speed of change? love to hear your thoughts.

-----
📌 2026 is not about faster decisions : It’s about smarter rhythm

𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗿𝗶𝘀𝗲 𝘁𝗼𝘄𝗮𝗿𝗱𝘀 𝗮𝗻 𝗮𝗱𝗮𝗽𝘁𝗶𝘃𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻? Connect and join the 𝙋𝙪𝙧𝙥𝙤𝙨𝙚 𝘿𝙧𝙞𝙫𝙚𝙣 𝙋𝙚𝙤𝙥𝙡𝙚 𝙘𝙤𝙢𝙢𝙪𝙣𝙞𝙩𝙮

1. 🔔 Follow Alize Hofmeester 
2. Join Purpose Driven People
3. Repost in your network so others can rise too in 2026

#businessagility #transformation #changemanagement #leadership #futureready

What if autonomy is not what makes organisations adaptive...
...but what breaks them?

🔥 𝘼𝙙𝙖𝙥𝙩𝙞𝙫𝙚 𝙤𝙧𝙜𝙖𝙣𝙞𝙨𝙖𝙩𝙞𝙤𝙣𝙨 𝙥𝙖𝙧𝙩 #3 𝙤𝙛 7 | 𝘼𝙡𝙞𝙜𝙣𝙚𝙙 𝘼𝙪𝙩𝙤𝙣𝙤𝙢𝙮 & 𝙩𝙚𝙖𝙢𝙨 𝙤𝙛 𝙩𝙚𝙖𝙢𝙨

As a follow up of that same strategy session in part 2 of this series, we also discussed the topic empowerment.

One of the leaders said:
‘We keep saying that we empower teams, but we are not moving together.’
His colleagues agreed.
They all feel this friction without having the language for it.

The truth is simple:
Autonomy without alignment creates noise.
Alignment without autonomy creates dependency.
Most organisations swing between the two.

The systemic challenge is this:
We built our structures for escalation, permission, and control.
But work today moves through interdependencies, shared priorities, and rapid sensing.

The old model slows down even the smartest people.

Research shows the impact clearly.
Only 𝟯𝟰% 𝗼𝗳 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝘀 can coordinate decisions across functions without escalation.

When teams act independently but not coherently
↳ progress fractures even when everyone is working hard.

Aligned autonomy works differently.
It connects teams through shared purpose, boundaries, and principles,
so decisions made in one place reinforce decisions made elsewhere.
It is autonomy shaped by identity, clarity, and connection.

This requires a mindset shift:
✗ From ‘freedom means doing it my way’
✓ to ‘freedom means moving in the same direction without waiting.’
✗ From individual optimisation
✓ to collective coherence.

A practical step:
Invite your leaders to explore three questions with their teams:
• What decisions can we safely make without escalation?
• What boundaries do we need to protect clarity and direction?
• What neighbouring teams must we stay deeply connected with?

When autonomy is aligned, movement becomes natural.
Teams stop pushing for permission and start sensing what the whole system needs.

💡 How aligned is autonomy in your organisation? And what does that make possible?


-----
📌  If you are preparing your organisation for 2026 and beyond? Connect or join the 𝙋𝙪𝙧𝙥𝙤𝙨𝙚 𝘿𝙧𝙞𝙫𝙚𝙣 𝙋𝙚𝙤𝙥𝙡𝙚 𝙘𝙤𝙢𝙢𝙪𝙣𝙞𝙩𝙮.

1.  Follow Alize
2. Join Purpose Driven People https://lnkd.in/et4wKk9V
3. Repost in your network so others can rise too in 2026

#businessagility #transformation #changemanagement #leadership

𝗠𝗼𝘀𝘁 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻𝘀 𝘀𝘁𝗮𝗹𝗹 𝗹𝗼𝗻𝗴 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 𝗲𝘃𝗲𝗿 𝗯𝗲𝗴𝗶𝗻𝘀. 𝗧𝗵𝗲𝘆 𝘀𝘁𝗮𝗹𝗹 𝗶𝗻𝘀𝗶𝗱𝗲 𝘁𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿.

Over the years, I’ve learned that strategies don’t fail because people can’t do it. It crumbles because the inner capacity of leaders is overstretched, under-supported, or unexplored.

That’s why this newsletter dives into the core of adaptive organisations: self-leadership that you can scale.

For the first time, I will also briefly introduce the PEC model I developed. It's about the three inner shifts every leader faces and why organisational change won’t move faster than the people leading it. I will elaborate further on this in the coming months.

So, if your team feels ready, your strategy feels right, but momentum is still missing… this newsletter will speak to you. Enjoy it.

#leadershipdevelopment Twinxter #culture #PEC #change #CHRO #transformation #agility #purpose

View newsletter: The Business Agility Boost 

Change is often seen as an organisational effort. It involves moving structures, teams, systems, and strategies. Every change I’ve seen, whether in a 

Open article: Scaling change starts with scaling self-leadership by Alize Hofmeester🎯🌱 • 9 min read

Scaling change starts with scaling self-leadership

What lies below the line defines how high we can rise

Most organisations focus on what they can see.
New tools. New roles. New frameworks.

It looks like change.
But often, the iceberg drifts back to where it started.

The latest research shows why:
𝟵𝟮% 𝗼𝗳 𝗖𝗘𝗢𝘀 say adaptability is critical,
yet most build systems for speed instead of spaces for curiosity.

They invest in AI and innovation,
but overlook the human roots of resilience: trust, openness, and learning.

Real transformation does not fail above the line.
It fails below it where fear, mindset, and culture quietly decide the outcome.

When we start working beneath the surface
on purpose, trust, and behaviour
➣ People move from reacting to reimagining
➣ They begin to ask better questions.
➣ They connect across silos.

The organisations that thrive are not obsessed with compliance and control
They use visible tools to serve the invisible mindset that sustains them
They build curiosity and trust into their culture.

𝘐𝘧 𝘺𝘰𝘶 𝘭𝘰𝘰𝘬 𝘢𝘵 𝘺𝘰𝘶𝘳 𝘰𝘸𝘯 𝘪𝘤𝘦𝘣𝘦𝘳𝘨, 𝘸𝘩𝘦𝘳𝘦 𝘥𝘰𝘦𝘴 𝘺𝘰𝘶𝘳 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯 𝘴𝘱𝘦𝘯𝘥 𝘮𝘰𝘴𝘵 𝘰𝘧 𝘪𝘵𝘴 𝘦𝘯𝘦𝘳𝘨𝘺? ▶ 𝘈𝘣𝘰𝘷𝘦 𝘰𝘳 𝘉𝘦𝘭𝘰𝘸 𝘵𝘩𝘦 𝘭𝘪𝘯𝘦?

👇 Explore the full 'Above & Below the Line' breakdown in the carousel.

♻️ Repost as the more we share, the more we learn together

#businessagility #transformation #changemanagement #leadership Twinxter

Make the hidden ICE Berg fuel your change

What if change is no longer a project, but a muscle you continuously train?

This week, we wrapped Day 5 of the #Changemanagement Bootcamp with the transformation team of City of Amsterdam. And what a journey it has been.

We started with purpose, drawing our shared vision and defining the shifts we need to make. We explored patterns, flows and constraints. We aligned on strategy through OKRs and made priorities visible. 

We dived into change methodologies and what it takes to build the case for change and how to make use of the intelligence of the crowd: including people early in the change journey by taking a people-centric approach.

And today, the team presented what that leads to:
➣  a live Obeya space
➣  a clear rhythm where purpose, strategy and execution come together
➣  a leadership system that enables directors to steer on strategic themes 

Together, we practise how to host that space. How to use visual management to ask sharper questions, spark ownership, and work in real feedback loops with each other and with the organisation.

I am proud of the team who make it happen 👏 👏 👏 

This Bootcamp is not a theoretical training course that ends up in a drawer the moment you return to the office. It is a combination of learning, practising and putting it directly into practice.

Every step is hands-on, built in your own context, with direct outcomes that matter. You are not just ready to visualise. You are ready to lead.

🟡 Becoming change ready is not about knowing more. It is about working differently.
🟡 And working differently starts with seeing differently.

To everyone preparing to rise in 2026: What skill are you practising when the playbook keeps evolving?

👇 Comment: 𝗕𝗼𝗼𝘁𝗰𝗮𝗺𝗽 if you want to strengthen your change leadership system in 2026.

#businessagility #transformation #change #agile #leadership

When leaders don’t model, organisations won’t follow

🔥 Adaptive organisations part 4 of 7 | Human-centric leadership

During a leadership offsite, the transformation evaluation was on the agenda. 
Progress was far behind expectations

One senior leader finally said:
‘𝗪𝗲 𝗸𝗲𝗲𝗽 𝗮𝘀𝗸𝗶𝗻𝗴 𝗽𝗲𝗼𝗽𝗹𝗲 𝘁𝗼 𝗯𝗲𝗵𝗮𝘃𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆… 𝗯𝘂𝘁 𝗜 𝗮𝗺 𝗻𝗼𝘁 𝘀𝘂𝗿𝗲 𝘄𝗲 𝗵𝗮𝘃𝗲 𝗴𝗼𝗻𝗲 𝗳𝗶𝗿𝘀𝘁.’
The room fell silent. 
Everyone knew the truth: people do not copy PowerPoints.
They copy us.

Traditional leadership focuses on outward actions,
↳ decisions, updates, instructions, messaging.

But in today’s reality of hybrid work, AI acceleration, high interdependence,
outward leadership collapses the moment pressure rises.
Behaviour reveals the truth faster than communication does.

Data shows this gap clearly:
* 𝟵𝟮% 𝗼𝗳 𝗖𝗘𝗢𝘀 𝘀𝗮𝘆 𝗮𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝘄 𝘁𝗵𝗲 #𝟭 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗸𝗶𝗹𝗹
* Yet only 𝟯𝟴% 𝗱𝗲𝗺𝗼𝗻𝘀𝘁𝗿𝗮𝘁𝗲 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲, and just 𝟮𝟬% 𝗱𝗿𝗶𝘃𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁
* And 𝟳𝟵% 𝗼𝗳 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗿𝗲𝗽𝗼𝗿𝘁 𝗹𝗼𝘄 𝘁𝗿𝘂𝘀𝘁 𝗶𝗻 𝗰𝗵𝗮𝗻𝗴𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽

The consequence:
You cannot ask people to change if your behaviour signals the opposite.

In adaptive organisations, 𝗿𝗼𝗹𝗲 𝗺𝗼𝗱𝗲𝗹𝗹𝗶𝗻𝗴 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝗻𝗶𝗰𝗲-𝘁𝗼-𝗵𝗮𝘃𝗲. 𝗜𝘁 𝗜𝗦 𝘁𝗵𝗲 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗻𝗴 𝘀𝘆𝘀𝘁𝗲𝗺.
➣ People take their emotional cues from leaders
➣ Culture echoes what leaders tolerate
➣ Rhythm follows the behaviour leaders demonstrate
➣ Trust is built or broken by micro-behaviours, not messages

Systems change when leaders change. Not before.

This is why PEC (Personal, Emotional, Collective Intelligence) matters
➣ it is the inner engine that makes outer transformation possible.

3 practical steps
Invite your leadership team into one self-leadership reflection:
1. What behaviours do people copy from me, intentionally or unintentionally?
2. Where do I default to control when the system actually needs clarity?
3. Which situations last month revealed who I really was as a leader?

These questions are not soft.
They are structural.
Your behaviour is someone else’s working environment.

Adaptive organisations do not scale because leaders talk differently.
They scale because leaders behave differently.

💬 When people watch you in moments of pressure, what do they learn about how to move?

📌  Preparing your organisation for 2026 and beyond? Connect or join the 𝙋𝙪𝙧𝙥𝙤𝙨𝙚 𝘿𝙧𝙞𝙫𝙚𝙣 𝙋𝙚𝙤𝙥𝙡𝙚 𝙘𝙤𝙢𝙢𝙪𝙣𝙞𝙩𝙮.

1. Follow Alize
2. Join The community: https://lnkd.in/et4wKk9V
3. Repost in your network so others can rise too in 2026

#businessagility #changemanagement #transformation #leadership

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