You are missing ownership. Your team says yes and does the same.
Ownership grows in the situation: in what is clear, what is easy and what colleagues do. You learn to see why agreements are left lying, and how to change that. That is how you influence what people choose and do.
2 days · Amsterdam · € 1,490 excl. VAT · next edition see the calendarOnline · 33 lessons at your own pace · €1,190 excl. VAT
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Answer three questions. Then you see what is going on for you.
You said: everyone says yes, and then it is left lying.
You said: it comes back to you, or you solve it yourself.
You said: it goes well as long as you ask about it.
You said: you have tried all sorts, and nothing has changed.
And you see it mostly with agreements from the meeting. What belongs to everyone belongs to no one.
And you see it mostly with new ways of working. The old way takes no effort.
And you see it mostly with holding each other to account. Whoever speaks up to a colleague puts the relationship at stake.
In the meeting, agreeing costs nothing. After that the agreement has no name, no date and no moment when someone asks about it. Ordinary work then wins by itself.
Tomorrow, close every agreement with one name and one date, out loud. Start the next meeting with that list.
Your team has learned that waiting works: you pick it up, faster and better. For them that is the easiest route, and for you too.
Tomorrow, hand back one thing that landed on your desk. Ask what the other person needs to finish it, and do not solve it yourself.
As long as you ask about it, it happens. So the behaviour is tied to you and not yet to the team’s routine. When your attention goes, the behaviour goes.
Tomorrow, find one fixed moment in the week when the team looks at the state of things itself, without you. That is where the work becomes theirs.
Explanation, arguments and pressure all work on the same side: they push. The doubts and comforts that keep people with the old way stay where they are. As long as they do, pushing harder mostly produces more counter-pressure.
Tomorrow, plan no new action. First map what is holding people back. Then you know what to remove.
The Art of Influence© · 2 days · AmsterdamThe Art of Influence© · online · 33 lessons
After the training you see why agreements are left lying. And you know how to change the situation, so your team picks them up itself.
Start online now →€ 1,490 excl. VAT · next edition see the calendar · max 16 participantsOnline · 33 lessons at your own pace · €1,190 excl. VAT
The Art of Influence© is the SUE training for anyone who wants more ownership in their team. You learn why people say yes and keep doing the same, and how to change the situation so they pick up agreements themselves. It is for managers, team leads and HR advisers, with no prior knowledge required. You follow it online at your own pace (€ 1,190 excl. VAT) or in two days live in Amsterdam (€ 1,490 excl. VAT, at most 16 participants).
“At the Academy you learn a lot about behavioral change and how to apply it in a short period of time. The training flew by and was very well put together. Amazing how complicated material comes to life in a fun and interactive course! I am definitely going to apply it in my work and explore it further.”
10,000+ professionals trained, including people from
You see why your team says yes and keeps doing the same.
You hear in a conversation what keeps someone from picking up an agreement.
You change the situation so that keeping agreements becomes the easiest choice.
You test your approach on one agreement, before you change your team’s whole way of working.
You learn this with the Behavioural Design Method© and the SUE | Influence Framework©. It builds on the force field analysis of psychologist Kurt Lewin, who saw that weakening the restraining forces works better than pushing harder.
The live edition has a maximum of 16 participants: you practise on real cases from practice. Online you follow the same programme in 33 lessons, at your own pace and with feedback from a trainer on every assignment.
| Feedback and accountability training | One-day masterclass | The Art of Influence© | |
|---|---|---|---|
| Duration | Usually one or two days | One day | Online at your own pace, or two days live |
| What you learn | Addressing a colleague about their behaviour | Inspiration and examples | Seeing why agreements are left lying, and changing that |
| What you work on | The conversation afterwards | A first introduction | The situation in which an agreement is kept |
If you mainly want to learn how to hold a difficult conversation, feedback training is the quicker route. If you want your team to pick up agreements without you asking, you are in the right place.
Trainer & consultant
Helps organisations understand why people do what they do, and steers it in culture and wellbeing programmes.
Trainer & consultant
Designs lasting change in healthcare and sustainability, in people and in organisations.
Product designer & UX strategist
Turns behavioural science into practical solutions that help teams innovate faster.
Trainer & consultant
Founded the Behavioural Design Circle at ABN AMRO and has spent 25 years on customer behaviour and change.
The knowledge I have gained in this training is immediately applicable in my daily practice. We now have a practical tool to link technical changes to behaviour, so that the improvements are actually changed in people's minds. This minimizes relapses into old habits.
Valuable training where existing knowledge is clearly incorporated into practical frameworks, making behavioral design accessible to everyone.
An educational training that provides easy tools for behavioral change.
Maps, in one overview, the forces that hold people back and those that move them.
Translates what you found into interventions that make going along easier than holding back.
Shows what people are really trying to get done, and why the old behaviour fits that.
The questions that let you hear what people do not say in the meeting.
Pins down exactly which behaviour you want to see and how you test it small before rolling out.
After purchase you receive the AI Mentor, after the training your certificate and lifelong membership of the Behavioural Design Club.
Most participants take the training on their employer’s budget or their own training budget. The VAT invoice goes to your organisation: €1,490 excl. VAT. Open the email below, fill in three things and send it to your manager.
2 days · Amsterdam · € 1,490 excl. VAT · next edition see the calendar · max 16 participants · EQAC certificateOnline · 33 lessons at your own pace · €1,190 excl. VAT
Yes. In The Art of Influence© you learn to build ownership by changing your team’s situation. You learn why agreements are not kept and what to do about it, so you have to hold people to account less often.
For managers, team leads and HR advisers who need to bring people along. No background in behavioural science required.
Yes. Employee ownership depends on what is clear, easy and normal in their team. With the SUE | Influence Framework© you map, per team, what holds people back, so you know where to start.
Yes. Online you follow the same programme in 33 lessons, at your own pace, with personal feedback from a trainer on every assignment. You have six months of access and pay € 1,190 excluding VAT.
The live edition has a maximum of 16 participants and takes place at SUE on the 's-Gravenhekje in Amsterdam. English-language editions run several times a year; you choose from all dates when you enrol.
The online edition costs € 1,190 excluding VAT, with the Behavioural Design Toolkit and a digital certificate. The live edition costs € 1,490 excluding VAT, including the toolkit, lunch, the EQAC certificate, access to the AI Mentor after purchase and lifelong membership of the BD Club.
An EQAC-certified certificate for The Art of Influence©. Participants rate the training 9.3 out of 10.
Yes. The Art of Influence© is also available in-company, with a question from your own organisation as the case.
With your whole team? See the team trainings.
Why ownership stays away when you ask for it, and how you build it into the situation.
Read the guide →Why most approaches to engagement deliver little, and where to start instead.
Read the guide →What resistance tells you about your plan, and what to do with it.
Read the guide →Whoever asks for ownership gets a yes. Whoever changes the situation gets the behaviour.
