{"id":47254,"date":"2026-05-21T15:48:54","date_gmt":"2026-05-21T13:48:54","guid":{"rendered":"https:\/\/nlmtd.com\/?p=47254"},"modified":"2026-05-21T15:49:41","modified_gmt":"2026-05-21T13:49:41","slug":"architecture-change-energy-transition","status":"publish","type":"post","link":"https:\/\/nlmtd.com\/en\/inspiration\/architecture-change-energy-transition\/","title":{"rendered":"The energy transition requires an architecture for change, not yet another program"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"47254\" class=\"elementor elementor-47254 elementor-47253\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"e-con-top elementor-element elementor-element-49cd3cf e-flex e-con-boxed e-con e-parent\" data-id=\"49cd3cf\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-3d75bcb e-con-full e-flex e-con e-child\" data-id=\"3d75bcb\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div class=\"elementor-element elementor-element-075cb6b e-con-full e-flex e-con e-child\" data-id=\"075cb6b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9a11245 elementor-widget elementor-widget-image\" data-id=\"9a11245\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"1707\" height=\"1800\" src=\"https:\/\/nlmtd.com\/wp-content\/uploads\/2024\/09\/Sanne-Russcher-1.1-scaled-e1748965400643.jpg\" class=\"attachment-full size-full wp-image-33453\" alt=\"\" srcset=\"https:\/\/nlmtd.com\/wp-content\/uploads\/2024\/09\/Sanne-Russcher-1.1-scaled-e1748965400643.jpg 1707w, https:\/\/nlmtd.com\/wp-content\/uploads\/2024\/09\/Sanne-Russcher-1.1-scaled-e1748965400643-285x300.jpg 285w, https:\/\/nlmtd.com\/wp-content\/uploads\/2024\/09\/Sanne-Russcher-1.1-scaled-e1748965400643-971x1024.jpg 971w, https:\/\/nlmtd.com\/wp-content\/uploads\/2024\/09\/Sanne-Russcher-1.1-scaled-e1748965400643-768x810.jpg 768w, https:\/\/nlmtd.com\/wp-content\/uploads\/2024\/09\/Sanne-Russcher-1.1-scaled-e1748965400643-1457x1536.jpg 1457w\" sizes=\"(max-width: 1707px) 100vw, 1707px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-7555210 e-con-full e-flex e-con e-child\" data-id=\"7555210\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-71b9d59 elementor-widget elementor-widget-heading\" data-id=\"71b9d59\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Sanne Russcher<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7fd69a1 elementor-widget elementor-widget-heading\" data-id=\"7fd69a1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Manager<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ad00709 elementor-widget elementor-widget-text-editor\" data-id=\"ad00709\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Sanne is a driven, creative, and committed leader with experience in change management, program management, and team development. With her sharp analytical eye, she quickly identifies underlying issues and knows how to initiate meaningful change. She is motivated to apply her expertise in teams working on societal challenges, such as the energy transition.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2fa1fe9 elementor-align-justify elementor-widget elementor-widget-button\" data-id=\"2fa1fe9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"mailto:sanne@nlmtd.com\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Get in touch<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-65b7759 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"65b7759\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-41cd161 elementor-align-left elementor-widget elementor-widget-post-info\" data-id=\"41cd161\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"post-info.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items elementor-post-info\">\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item elementor-repeater-item-9725cf6\" itemprop=\"datePublished\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text elementor-post-info__item elementor-post-info__item--type-date\">\n\t\t\t\t\t\t\t\t\t\t<time>May 21, 2026<\/time>\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7db67eb elementor-widget elementor-widget-heading\" data-id=\"7db67eb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Share this article<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c3362ff elementor-widget elementor-widget-reycore-social-sharing\" data-id=\"c3362ff\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"reycore-social-sharing.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\n\t\t<div class=\"rey-element rey-elSharing\">\n\n\t\t\n\t\t\t<ul class=\"rey-postSocialShare 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M17.199,18.602c-0.349,0.262-0.763,0.4-1.199,0.4c-0.436,0-0.851-0.139-1.2-0.4L10.665,15.5l-0.833-0.625L2,9.001V9  c0-1.103,0.897-2,2-2h24c1.102,0,2,0.897,2,2L17.199,18.602z\"><\/path><\/svg><\/a><\/li>\t\t\t<\/ul>\n\t\t\t<!-- .rey-postSocialShare -->\n\n\t\t\t<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-d6c652d e-con-full e-flex e-con e-child\" data-id=\"d6c652d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-54a9586 elementor-widget elementor-widget-text-editor\" data-id=\"54a9586\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In my work as an organizational consultant in the energy sector, I see it happen again and again. Organizations invest heavily in technology, infrastructure, and programs to drive the energy transition. They work hard, with committed and highly skilled people. And yet it never really takes off. Changes stall in pilots, programs get stuck in the line organization, and employees grow weary of constant change. At times things seem to be moving in the right direction, but when you look back a year later, the flag is still flying in exactly the same place.<br \/><br \/>In my experience, what is missing is rarely a sense of urgency or a lack of expertise. What is missing is a thoughtful architecture of change.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ad8fee3 elementor-widget elementor-widget-heading\" data-id=\"ad8fee3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h5 class=\"elementor-heading-title elementor-size-default\">Change is not a project  <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dbcfda3 elementor-widget elementor-widget-text-editor\" data-id=\"dbcfda3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The biggest misconception I encounter is the idea that change is temporary. Something you organize on the side. Carefully designed with a program team, an end date, and a handover moment. That approach may work for a system implementation, but not for the energy transition. The energy transition is not a project but a fundamental system change. It affects strategy, operations, culture, governance, and identity. That calls for a different set of questions. How is change organized in our organization? Who makes decisions when outcomes are uncertain? Who is allowed to experiment? Who safeguards safety, and who is permitted to deviate from it temporarily?<br \/><br \/>As long as these questions remain implicit, I see the same pattern emerge. Innovation flourishes among a small group of forerunners, while caution dominates the heart of the organization.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9355850 elementor-widget elementor-widget-heading\" data-id=\"9355850\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h5 class=\"elementor-heading-title elementor-size-default\">The human side is not a soft side<\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a2a76d3 elementor-widget elementor-widget-text-editor\" data-id=\"a2a76d3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>I often hear people say, \u201cWe included the people side.\u201d What they usually mean is communication. But the people side of the energy transition is not about informing. It is about craftsmanship under pressure.<br \/><br \/>Employees are expected to work with new technologies, new laws and regulations, and conflicting interests. They have to make decisions before everything is settled, in an industry that is used to security, safety, and predictability. That has a real impact on people.<br \/><br \/>I still vividly remember what it was like to lead a new team. We emerged from a successful pilot, but in reality nothing was firmly in place yet. I was leading a group of deeply committed people who set the bar high. They wanted to get it right. To be experts yesterday rather than today. To be technically excellent while also mastering new processes and new conversations with customers. At the same time, we had to establish our position within the organization. We were being pulled and, at times, pushed from all sides.<br \/><br \/>As a leader, it was one of the most rewarding periods of my career. Navigating the tension between old and new, demonstrating progress, and above all doing so in a way that was sustainable for the future. It felt like playing chess on countless levels, but most importantly, it was about keeping the people on board. Listening to them, supporting them, guiding them, motivating them, sometimes pulling them back above water, and connecting them with one another. Growing pains were part of the journey, and only by embracing them were we able to move forward.<br \/><br \/>Good change management is not about organizing support. It is about creating space to learn. About leaders who dare to name the discomfort. About teams that are allowed to practice, reflect, and adjust. About leadership that not only provides direction, but also actively creates safety.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2b73c28 elementor-widget elementor-widget-image\" data-id=\"2b73c28\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a href=\"https:\/\/www.co2-prestatieladder.nl\/\" target=\"_blank\" rel=\"noopener\">\n\t\t\t\t\t\t\t<img decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/nlmtd.com\/wp-content\/uploads\/2026\/05\/NLMTD_Beeldbank-37-1024x683.jpg\" class=\"attachment-large size-large wp-image-47270\" alt=\"\" srcset=\"https:\/\/nlmtd.com\/wp-content\/uploads\/2026\/05\/NLMTD_Beeldbank-37-1024x683.jpg 1024w, https:\/\/nlmtd.com\/wp-content\/uploads\/2026\/05\/NLMTD_Beeldbank-37-300x200.jpg 300w, https:\/\/nlmtd.com\/wp-content\/uploads\/2026\/05\/NLMTD_Beeldbank-37-768x512.jpg 768w, https:\/\/nlmtd.com\/wp-content\/uploads\/2026\/05\/NLMTD_Beeldbank-37-1536x1024.jpg 1536w, https:\/\/nlmtd.com\/wp-content\/uploads\/2026\/05\/NLMTD_Beeldbank-37-2048x1365.jpg 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/>\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-18122c0 elementor-widget elementor-widget-heading\" data-id=\"18122c0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h5 class=\"elementor-heading-title elementor-size-default\">Anchoring requires courage  <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a804c20 elementor-widget elementor-widget-text-editor\" data-id=\"a804c20\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Perhaps what moves me most in practice is that people genuinely want to change, but the organizations they work in are unconsciously not yet designed for it. I see enthusiastic professionals who search every day for new solutions, who feel responsible for the energy transition and for their craft. But I also see them getting stuck because the structures around them remain unchanged.<br \/><br \/>Roles, consultation structures, and decision making are often still designed for stability, control, and predictability. We unconsciously place much of the responsibility for change on individuals. On the initiators. The pioneers. The people who do it on the side. If you are talking about sustainable change, this is not it. Because no matter how committed people are, without structural support they burn out, become cynical, or eventually drop out.<br \/><br \/>True anchoring means that, as an organization, you reclaim responsibility from the individual. You make an explicit choice that change is part of the work, not an extra effort on top of it. This can take many forms. Designing decision making so that uncertainty is not a reason to stand still. Choosing ways of working in which minority voices are supported. Recalibrating KPIs so they steer not only toward reliability, but also toward learning. It also means not leaving learning and reflection to good intentions, but organizing them structurally. Stability and change coexist, and sometimes they clash. That is not a problem. It is a sign that you are serious about learning as an organization.<br \/><br \/>Anchoring change takes courage. Structural change affects people. It touches power, responsibilities, and carefully constructed routines. It requires leaders not only to point the way forward, but also to have the courage to talk about what we are letting go of, what that means for people, and what support is needed. Only there, in that discomfort, does change become sustainable.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8499780 elementor-widget elementor-widget-heading\" data-id=\"8499780\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h5 class=\"elementor-heading-title elementor-size-default\">The future  <\/h5>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-611cc91 elementor-widget elementor-widget-text-editor\" data-id=\"611cc91\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Organizations in the energy sector that want to remain successful in the years ahead do not need yet another program. They need a clear architecture of change: a coherent design in which steering, learning, decision making, and anchoring are logically connected. Change then becomes not a disruption of the work, but part of the work itself. And for me, that is exactly where the key lies to truly advancing the energy transition.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Sanne Russcher Manager Sanne is a driven, creative, and committed leader with experience in change management, program management, and team development. With her sharp analytical eye, she quickly identifies underlying issues and knows how to initiate meaningful change. She is motivated to apply her expertise in teams working on societal challenges, such as the energy [&hellip;]<\/p>\n","protected":false},"author":84,"featured_media":47261,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[63],"tags":[854,578,721,852,906],"class_list":["post-47254","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inspiration","tag-change-management","tag-energy-transition","tag-sustainable-transition","tag-system-change","tag-transition-architecture"],"acf":[],"_links":{"self":[{"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/posts\/47254","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/users\/84"}],"replies":[{"embeddable":true,"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/comments?post=47254"}],"version-history":[{"count":7,"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/posts\/47254\/revisions"}],"predecessor-version":[{"id":47314,"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/posts\/47254\/revisions\/47314"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/media\/47261"}],"wp:attachment":[{"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/media?parent=47254"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/categories?post=47254"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/nlmtd.com\/en\/wp-json\/wp\/v2\/tags?post=47254"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}