We designed a process in which the responsibility of the people of Mourik is central. For Mourik it is important that the strategy is created in co-creation and that colleagues recognize themselves in the strategy. Therefore, we share knowledge from external sources of inspiration, while leaving room for years of internal expertise.
We start by increasing knowledge around different transitions. We discuss which future scenario Mourik thinks is realistic, how they want to operate in it (passive, reactive or proactive) and what Mourik’s world needs in this scenario. After clear choices have been made, we move towards a vision and mission to subsequently formulate strategic objectives and ambitions on key themes. We then organize various sessions, such as transition sessions and speechmaker arenas, so that colleagues at different levels can share what they see happening at clients and better understand the impact of the strategy on their work.
In addition to guiding the strategy development process, we support Mourik in the area of change management. The process requires both individual and organizational changes, with specific new responsibilities for leaders in the organization. In this way, we discuss the future position of Mourik, leadership development and desired transitions that the organization wants to undergo.