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Geert - Robin W. - Wim

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Davy - Frizo - Marijke - Robin B.

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Dirk - Kristof - Pieter - Yasmine

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Aditya - Dave - Jan - Katja

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Barry - Bart - Ben - Katrien

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We seek to turn innovative ideas into breakthrough solutions.

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We treat each other as equals, appreciating talents, abilities and potential.

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We constantly produce new knowledge and enrich our expertise. We are leaders in our industry.

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We compliment others when they deserve it, so they feel proud of their accomplishments.

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In quality and delivery, we go above and beyond by creating the optimal solution for long-term business value.

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We share knowledge by fully documenting our work to support continuity and enable personal development.

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We are all ambassadors showing our pride through our state-of-the-art deliverables.

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We prepare for meetings, remain aware of our aims, scope and deliverables, and respect decisions.

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We embrace and respect diversity in age, gender, identity, sexual orientation, background, culture, character, skills, expertise and opinion.

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We don’t compete with each other - we compete with the competition.

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We listen carefully and are open to dialogue and constructive feedback.

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We respect agreed processes and procedures.

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We safeguard a healthy balance between professional and personal life for all team members.

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We share the passion for our work, celebrate successes and share them with others.

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We maintain high quality standards in everything we say and do.

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We challenge ourselves and others by giving and embracing constructive feedback, learning from our mistakes and striving for the best.

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We actively connect with colleagues, customers and other stakeholders because together we can achieve more.

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We embrace teamwork by believing that united (together) we can achieve more than alone.

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We assure open, timely and precise communication on agreements, milestones, and risks, at every stage.

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We take responsibility for our work and ownership for our ideas, skills, knowledge and insights.

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We invest in research and continuous improvement in line with the latest technology and business trends.

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Standard state of the art products
we agree on the number 1 (constructive feedback ) => lots of work in critisizing the work iso the person, too often "lange tenen" constructive feedback in both directions to complement and to discuss different opinions
we can have different options but we need to constructively work together
complementing belongs to nr 1

NR 2 is continuous improvement , research etc ...

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We learn, develop and adapt at every stage of our career.

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We acknowledge the commitment, efforts and results achieved by all our teams and their individual members.

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We support each other in achieving individual, team and organizational objectives.

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We take full responsibility for project scope, budget, resources, timing and quality.

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see the team management team as a team that works together on delivery a smaller scope.
Today we see that every team is pulling its own cart with very important stuff, but as a team management team we need to be able to indicate to pull together on fewer carts and leaving some carts behind. This will result in completing the race with some carts already.
This can be done via structural communication.

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* Challenge ourselves by giving constructive feedback
- We have the tendency to too soon shoot on ideas of colleagues instead of first taking in the idea and giving/express situational appreciation towards the idea (make sure that you are synced about the idea).
- Don't go too quick into "defense" mode.
--> Transmitter and receiver of feedback need to be tuned. Sometimes introduction of conductor might be interesting to add to conversation.
* We invest in research and continuous improvements
- Make sure to in a timely matter receive feedback on new ideas (also if the response will be a "no")
- Ensure there is sufficient transparancy on the decision making process
- Act open minded towards new ideas from colleagues

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We make our team’s progress and workload visible throughout the rest of the organization and we actively ask other teams to collaborate when we see opportunities or needs.

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When we lack feedback/contribution, we actively contact the people that should act on it. We avoid to be passive waiting.

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We actively seek to delegate as much as possible to grow autonomy and say thank you when a colleague accepts and/or completes.

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Constructive feedback:
- We have the tendency to too soon shoot on ideas of colleagues instead of first taking in the idea and giving/express situational appreciation towards the idea (make sure that you are synced about the idea).
- Don't go too quick into "defense" mode.
--> Transmitter and receiver of feedback need to be tuned. Sometimes introduction of conductor might be interesting to add to conversation.

==> concrete behavior :
Give and receive constructive feedback by:
* active listening to understand and acknowledge the message before reacting
* showing appreciation for the presented opinions, initiatives and ideas
* being thankful for the given feedback, because it will help you to improve your ideas, initiatives and also yourself

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As team lead/member we show willingness to actively listen and help when other teams need help. We do not consider the plan as written in stone, but discuss and seek for solutions and agreement within the organization for adapting the plan.

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We are selective in the topics we promise and say no when starting new topics while other topics are not yet finished.
(topics = actions in team managers meeting)

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For changes & initiatives, first actively embrace the change yourself and then do active communication to our team on the added value for OMP and your team.

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We explicitly ask ourselves and coachees the question during 1-1 if the assigned tasks makes them feel challenged and/or gives them positive energy

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We invest in research and continuous improvements
- Make sure to in a timely matter receive feedback on new ideas (also if the response will be a "no")
- Ensure there is sufficient transparency on the decision making process
- Act open minded towards new ideas from colleagues

==> Concrete behavior: We stimulate product and process innovation by actively encouraging and embracing new ideas. We give timely and transparent feedback about go/no go decisions.

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Topics (actions) that were started, take the effort to finish in reasonable amount of time. Also report out frequently on the status of these open actions.
e.g. workgroups identified in iLean mgmt training