Philosophy - In a Different Voice

At the heart of my philosophy is a deep respect for the complex dynamics between people—a perspective that values what connects us more than what sets us apart. Rooted in the ethics of care, this approach emphasizes empathy, interdependence, and the importance of relationships in shaping how we work, lead, and make decisions.

I call this perspective leading in a different voice—a term inspired by the work of psychologist Carol Gilligan, who challenges dominant views on moral development by highlighting the power of being other-oriented. While her focus is not on leadership, her insights opened the door to more relational ways of thinking—ways that resonate deeply with the challenges of modern organizational life.

This different voice invites us to question norms, reimagine corporate cultures, and lead with attention to both people and purpose. It's about recognizing that how we lead is inseparable from how we relate—and that meaningful change begins in the quality of those relationships.

To translate this philosophy into practice, I use a clear and pragmatic three-step approach: Expose. Explain. Remediate.

This framework helps organizations surface unseen dynamics, understand the deeper patterns at play, and take thoughtful, effective action toward cultural change.

Whether you're looking for a keynote, a focused workshop, or a comprehensive transformation, I tailor every engagement to your context and goals. Services are available in Dutch, French, or English.

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Services

Step 1: Expose

This first step raises awareness and builds shared understanding around inclusive leadership and organizational culture.

I begin by exploring the why—why inclusion matters, and how it strengthens both people and performance. Through data, dialogue, and reflection, I help organizations surface diverse perspectives, identify blind spots, and create space for honest conversation—without polarization.

Drawing on my background as a lawyer, I also address the legal frameworks shaping this agenda.

Services offered:

  • Keynote presentations

  • Culture and inclusion scans

  • In-depth interviews

  • Interactive focus sessions on themes such as imposter syndrome, office politics, career obstacles, assimilation & leadership

Step 2: Explain

In this second step, I take a deep dive into the data and insights gathered during Step 1 to understand what is really happening within your organization or sector

The goal is to uncover the underlying causes behind observed disparities and challenges—particularly those related to leadership, career progression, inclusion, and organizational culture. I focus on the what and why: What patterns are emerging? Are there structural or unconscious barriers embedded in the way your organization functions?

Together with Multiversity, I use scientifically validated tools and methods to ensure robust, actionable insights. While each organization is unique, my experience working with sector-wide data—particularly in the financial sector through my work with Wo-Men in Finance—has deepened my understanding of recurring patterns and systemic challenges in the industry. This perspective helps me better contextualize your internal findings and provide more relevant insights.

Services offered (in collaboration with Multiversity):

  • Scientifically developed and tested survey instruments

  • Semi-structured interviews

  • Focus groups

  • Data analysis and tailored reporting

Step 3: Remediate

In Step 3, I move to the how—translating insights into action. This phase focuses on crafting together a strategic, practical roadmap toward a more inclusive organizational culture.

Based on the findings from Steps 1 and 2, I work with you to co-create an action plan that is realistic, impactful, and tailored to your context. This may include:

  • Designing a strategic inclusion roadmap

  • Leadership development and training

  • Creating a dedicated sounding board or inclusion council

  • Supporting employee resource groups

  • Mentoring and coaching programs

  • Reviewing policies and practices

  • Embedding inclusive KPIs and accountability tools

  • Conducting assessments and ongoing follow-up

Implementation is done in close collaboration with your in-house teams and, where needed, trusted external partners—ensuring that the right expertise is brought in at every step.

Trusted partners: