Harry Koopman, Chairman of the Board of Directors, Avans University of Applied Sciences (now retired)

"In our case, the change process we were going through had to do with our highly unusual approach to implementing our 2007–2010 policy plan. It was unusual because we had immediately begun the implementation within innovative organizational experiments with the knowledge of our employees. Halfway through the plan period, the implementation had been going well. We decided to use the interim evaluation as an impetus to get many different internal groups back into motion for the further implementation of the plan.

We chose for the Change Monitor because it allowed us to hold clear, pre-structured discussions about how people in the various groups within our organization were experiencing the necessary adjustments we were making in our approach at that halfway point.

The Change Monitor provided me with an excellent overview that showed how the people in each target group viewed each of the various elements that played a role in the complex process I was managing. In the end, the existence of the policy plan was better known within the organization, and people were aware that we were being consistent in implementing it.

I was surprised at how effective the Change Monitor turned out to be as an instrument for starting a discussion. We were able to focus on a few truly striking developments. And it was good that we managed to avoid the usual tangle of 'everything has to do with everything else'.
What I really like about working with the Change Monitor is that – following the discussions – it gives you a solid analysis that easily leads to concrete actions for adjusting your approach – and thus to concrete results."

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