+31 (0)35 603 7979




Muriel Schrikkema – Mrs. Feedforward

As a believer that we are all capable of achieving so much more by better application of our talents, Muriel lives by the philosophy that an open and action orientated dialogue is intrinsic for high performance as an individual, team and organization. She is an skilled feedforward coach, trainer and program director in high performance leadership and change programs.

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Marco Schreurs – Mr. HPO

For Marco, nothing beats transforming the performance of organizations. Blending the power of proven insight with inspirational examples. Marco is an HPO expert and works with organizations who want to push their financial and strategic performance. Marco is responsible for the HPO Diagnosis and the feedforward analysis™.

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Esther Mollema – Mrs. Mindbugs

Esther Mollema believes that the strength of organizations lies in our individual differences. She is a thought leader and author on how to bring about diversity for better business results and profit levels. As a sought-after speaker, Esther has traveled the world sharing her insights on business, High Performance Organizations (HPO), diversity and inclusion.

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Direction Europe BV

Havenstraat 39
1211 KG Hilversum
Telefoon 035 – 603 7979
E-mail: info@dir.nl
Bankrekening: NL31 FVLB 0699 0131 78

Programs on all levels


Direction developed various tests that have been proven scientifically and in practice:

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Tailor-made programs

Tailor-made programs means, according to Direction, that your requirements and organization are core issues. Developing a tailor-made programs is a process that we will work on together with you and your organization. We develop many Management Development sessions which include the topic of High Performance Leadership, Diversity and Inclusion or feedforward.

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Constantly increasing growth stress can be equated to overstepping in leadership. In people-centric organizations, this is unacceptable as human welfare is paramount. "The individual is the focus, and sustainable outcomes are the natural consequence," says Sven Rickli, organizational psychologist. This sentiment resonates with many in my circle. Many managers and employees are driven by a singular focus on growth, stretching themselves thin and eventually burning out. Our research at the HPO Center and through feedforward analysis™ shows that for sustainable high performers to excel, they require energy, inspiration, and focus. This often contradicts the growth-centric mindset. Understanding your motivation, passion, and direction requires time and effort. Organizations need to invest time in understanding their employees. Leaders should exhibit “beyond-growth” behavior. Rickli advocates for humanizing organizations, and I echo the need for more "caring" leadership. Individuals require proper attention to excel. Listening Skills for Leaders and Managers In a world that values quick responses and productivity, genuine listening is often overlooked. Yet, Sarah Sarkis, a psychologist and senior director of performance psychology at Exos, emphasizes the importance of active listening. Leaders should not just catch words but grasp the underlying emotions in conversations. Mastering this skill allows managers to guide their teams more effectively, ensuring long-term success. True listening goes beyond processing words to understanding the emotions, motivations, and concerns behind them. The importance of active listening for leaders includes: Building team trust: When team members feel heard, it fosters trust, facilitating open communication crucial for effective teamwork. Gaining insight into team dynamics: Active listening helps leaders understand and proactively address underlying team tensions. Promoting innovation: Genuine conversations can spark new ideas. By actively listening, leaders can recognize and support innovative solutions. Managing conflicts: Active listening enables early conflict detection and resolution before situations escalate. Genuine Attention: In essence, when team members feel genuinely heard, they are more inclined to discuss their contributions to growth, share their experiences and concerns, and discuss their specific needs. This fosters collective efforts towards sustained excellence and value addition. Therefore, alongside "daring" (results-focused) leadership, growth-oriented organizations also need more "caring" (people-focused) leadership. Strategies to Improve Listening Skills Beyond Sarkis's recommendations, here are additional strategies for leaders: Be present: Fully engage in the moment, undistracted, to listen and respond effectively. Maintain open body language: Eye contact, nodding, and an open posture indicate full engagement in a conversation. Provide feedforward: Confirm understanding by providing relevant feedback and asking clarifying questions. Avoid interruptions and allow pauses: Wait for the speaker to finish, showing respect and gaining a fuller understanding of their perspective. Conclusion In today's era, where a shift towards beyond-growth and people-centric leadership is essential, the ability to listen actively and empathetically is crucial. It's not just a skill but a mindset. Practiced well, it can transform organizations into more inclusive, understanding, and productive workplaces. Key Takeaways from This Article: People-Centric Leadership: Growth shouldn't compromise employee well-being. In people-centric organizations, individuals come first. Beyond-Growth Behavior: Leaders should focus on employee well-being, passion, and inspiration instead of just growth. Active Listening: Leaders should understand the emotions and concerns behind words, fostering trust, understanding team dynamics, promoting innovation, and aiding conflict resolution. Enhancing Listening Skills: Being present, open body language, providing feedforward, and allowing speakers to finish are strategies to enhance listening. Caring & Daring Leadership: Effective leadership requires a balance of 'daring' (results-focused) and 'caring' (people-focused) attributes. Inclusive Workplace: Active and empathetic listening is vital to create a more inclusive and productive work environment.

The Need for Leaders to Exhibit Beyond-Growth Behavior

Why Feed Forward instead of Feedback?

Why feedforward instead of Feedback?

What is inclusiveness

What is inclusiveness?

Growth and Fixed Mindset

What is Growth and Fixed Mindset?

Success in Managing Diversity

Download for free the eBook: Success in Managing Diversity

Serious about sex

Serious about sex: the 3 major advantages of more diversity

About 80 percent of managers unconsciously prefers a male boss

About 80 percent of managers unconsciously prefers a male boss

successful teamwork

Successful Teamwork