On the day of pranks, hoaxes and jokes, I cross the 1-year mark since my early retirement from UNICEF and formal working life. One full year where I had the chance to rediscover, reenergize and reorganize my life. It has been a journey of finding a new way and place(s) of living, finding a balance between the regained freedom while not falling into boredom, and finding the answer to what’s next?

As the saying goes in my home country when someone retires, “achter de geraniums gaan zitten” – probably best translated as ‘sitting around twiddling your thumbs’ – that was clearly not the mood I was going for. I do however find great joy in seeing the beautiful bougainvillea bloom in our garden in Thailand (see picture).

This picture of the bougainvillea is probably symbolic of how I feel after this first year, living life in full bloom but with branches still going into many different directions.

In this first year of freedom…

…I tried to take stock of what working life had given me, how it shaped me (and my family). I am so pleased that I found room to think back about all those amazing experiences and encounters I have had working with UNICEF and living in amazing places across the globe.

…I managed for these memories to not be tainted or spoilt too much by the more challenging last years, mixing in the growing despair and concern of what the world is turning into and what is left (or not) of the great work that was done to make this world a better, healthier and happier one.

…and I overcame the feeling of disbanding a sinking ship and leaving at the time where all hands-on-deck was needed. I understood that my hands were not going to make the difference and there were many other, more capable and younger hands to do the job!

I found new inspiration, while not leaving behind all that had driven me all those years. Learning new things, engaging with different communities, has been so enriching. The coaching journey I started, mostly focusing on young professionals starting or shifting their global careers, has been very inspiring.

At the start of that new life, it is all about searching for that balance – not falling back to your old comfort zone, push yourself to learn new things, but at the same time, not losing entirely the link to the world that has given me so much over so many years.

So indeed, one year out, no regrets.

Let’s see where the journey continues to take me!

Picture: A lotus flower blossoms beautifully from murky water rising above adversity

Under this series of Human Cost of Rapid Change, I have reflected on different groups differently impacted by the changes currently engulfing the international development sector. I reflected on the people who chose to leave, who were asked to leave, and the staff who stayed. Each group needing a different approach to manage the transition. Change management, and especially change management at lightning speed, can never be a ‘one size fits all’ and needs a people-first approach.

The final group to look at is the young professionals with a dream to pursue a career in international development, and that dream seems to have been shattered. Not only should we worry about this group of young aspiring professionals feeling lost, we also need to worry what will happen to the sector if we no longer welcome them in?

It is like the picture above: Just as the lotus must push through the mud to bloom, an organization like the UN often has to navigate “murky” and stagnant waters to reach true change and transition. Without new energy, the transition process becomes a performative exercise, a mere reshuffling of the past.

Young people are looking at work in a different way, but it does not seem that the UN is always moving in a direction to meet their needs. I do not want to turn this into a ‘HR’ piece, but it is important to look at some key elements to keep in mind as the UN change process is unfolding aiming for a workforce that is fit-for-purpose.

Gen Z and young millennials are fundamentally redefining the “social contract” of work. Having entered the workforce during global instability and (post) the pandemic, they view work as an extension of their identity and values. They want to know that you care about them as a human being, not just as a ‘resource’.

From my career coaching conversation I also hear how Gen Z and young millennials value purpose over pay-check, prioritize mental health and work-life integration and their loyalty to an organization or a job is lot more fluid.

I found this interesting piece from UNICEF Thailand on the benefits of hiring young talent – some advice there that the system itself can take to heart as well… practice as you preach?

What happens if you don’t?

You stand to lose the much needed rejuvenation of the workforce and risk stagnation in your organisation, reduced agility, loss of knowledge. You lose touch with the real world and might struggle to attract top talent.

And what if you do?

Nurturing young talent in your organization, especially in times of organizational change and transition, will help build an agile and diverse organization. And it will help evolve your leadership and management styles, to the benefit of the whole organization.

Welcoming young talent into the organization, will push you to adapt to:

• A coaching leadership style

• Choosing mentorship over management

• With authenticity and transparency at its core

There is a lot more needed to make these transitions happen, but embedding some these changes into the organizational shifts you are applying will go a long way in welcoming and nurturing young talent, help rejuvenate the organization, and indeed practice what you preach!

This was the last episode of this series, please continue to share your thoughts and experiences on my Substack!

Disclaimer – I worked within the UN system for a 30+ years and left in April 2025. I have since been ‘looking in from the outside’. I do no longer have firsthand insider information, sharing below is what worries me from what I see & hear, realising that I do not necessarily have the full picture.

Imagine a ship navigating through a storm without a compass or a clear map. Looking for directions. Thunder, lightning, rain and wind come from all sides, waves clashing into each other. The captain’s directions are vague, the crew is left in the dark, and uncertainty looms over the entire voyage… #changemanagement

This week’s episode of Human Cost of Rapid Change and the impact of the current funding & fundamental crisis the UN system, will be about people who go through the change, asked to be the change.

Question: What are some of the biggest risks if the changes are not managed in a strategic manner and with a human focus, realizing this is not one-size-fits-all?

Let’s look at the group of people who stay, often in a new role, in a new location and at times under a changed contract modality. I talked about this in an earlier Standing Strong Substack: this is the group of “I am glad I still have a job”, juggling a mixture of gratitude and guilt. This group would likely be the focus of one of the key steps in the change management process: “staff to be engaged, not only to create buy-in, but ownership of the way forward”.

But what does it take ‘to be engaged’ in a change process, and even more so in a process of rapid change? When you look this up you will see that core elements are clarity of direction and purpose, transparency and honesty in communication, feeling heard and respected. As we know these are already tall orders in a ‘normal’ change process, but what happens when we look at a change process that is fast paced, with high levels of ambiguity and complexity?

What is different?

THE WHY:

Change management processes always start with explaining the ‘Why’ of the upcoming change, creating the needed understanding of the urgency and vision of the way forward. Under the current circumstances the clarity is often lacking, and the direction rides high on ambiguity – although there are voices to argue for this to be the moment for long overdue strategic and systemic changes in the UN system, it seems the current changes are mostly driven by the funding crisis and threat of more budget cuts. This makes it difficult to adhere to principles of clarity, honesty and transparency and thus hard to get the buy-in and ownership you are seeking.

THE WHAT:

The speed of change is unusually fast – at least for UN standards – and complex. It is easy to mix up managing organizational change, restructuring, mergers and downsizing – these are now all wrapped up into one big change word cloud. Each of these processes have different stakeholders, who will be differently impacted and in need of different management, communication and support.

THE HOW:

For any large and invasive change process, it is important to distinguish between the overall change management that requires planning and investment, and the accompanying change communication and internal/staff communication. Effective change communication needs to acknowledge the need for different approaches for the different groups that are all differently impacted. It needs to be a process that is both inward and outward looking. And although the very basic principles of change communication will apply - transparent, honest, authentic, consistent, respectful – each audience will require a different approach to create a true dialogue.

It’s all about people…

For any leader of change manager in an organization that is going through this kind of very rapid and complex change, a great reminder is to prioritize the human aspects of organizational change – even though you might think you don’t have the time nor money for that. Simply said, putting people at the center of your change process is not just the right thing to do, it is the smart thing to do!

A people-first approach emphasizes understanding and addresses the emotional, psychological, and social dimensions of change. By putting people at the center of the process, there is a better chance you will plant the seeds for a real change:

The TREE of change:

TRUST – RESPECT – ENGAGE - EMPOWER

Next week: I will explore the last group of people impacted by this wave of change international development - the group of young professionals with a dream to pursue a career in international development, and that dream seems to have been shattered.

Disclaimer – I worked within the UN system for a 30+ years and left in April 2025. I have since been ‘looking in from the outside’. I do no longer have firsthand insider information, sharing below is what worries me from what I see & hear, realising that I do not necessarily have the full picture.

Picture: carving out a new career path can be overwhelming, dignity and respect go a long way in supporting people departing the organization.

In today’s episode of Human Cost of Rapid Change I want to focus on another group of people differently impacted by the current funding & fundamental crisis the UN system.

Today the focus is on the people who have been asked/told to leave, career path suddenly cut short.

Question: What are some of the biggest risks if the changes are not managed in a strategic manner and with a human focus, realizing this is not one-size-fits-all?

The 2nd group of people faced an abrupt end to what was meant to be a long-time fulfilling mission, losing the long-term job, creating insecurities about their future.

What is the risk?

When this level of rapid and invasive change is not managed well by the organization, we stand to lose on all fronts. It feels safe to say that this group will feel the most impacted and hurt, with a big likelihood of carrying bitterness and resentment towards the organization. If they have gone through a long period of unclarity, they will feel being strung along, with the overwhelming sentiment of their value and professionalism put in question.

Not only will this seriously impact their inner strength to find the next career step where they can use their talents and skills, it will also put a large dent in their warm & fuzzy feelings towards the organization, the mission and the mandate. People exiting the organization are still stakeholders in its reputation and legacy.

How to mitigate?

Each staff member impacted will have their own story, and every situation will be different. Putting the people at the center of your change management strategy is key, and without effective communication your change strategy is doomed to fail. Effective change communication recognizes the different audiences, with different emotions in the mix, deserving of different communication strategies.

Effective change communication ‘tips’ often include the need for trust and transparency, engagement to create ownership and support for the change. But for the people exiting that is not what they are looking for. They are best served by clarity, respect and support:

• CLARITY and decisiveness are in high demand for people impacted by the rapid pace of change. To be consistent and clear in the messaging, providing transparent communication will help reduce some of the anxiety. It is a balancing act between involving people early in the process and being able to provide clear direction and answers.

• RESPECT and Empathy need to kick in early in the communication. Delivering difficult messages requires openness and honesty to support employees through the transition. You will need to be able to strike the right tone, ensuring a feeling of authenticity and respect.

• SUPPORT and guidance can help ease anxiety. Providing essential resources, offer services such as career counseling and coaching, can assist in finding new opportunities. But also, empathetic communication, addressing staff member’s concerns and offering support can be a welcome boost in confidence and ease the transition.

Finally, do not forget! These are all people. And they connect with other people. The fact that they leave the organization does not mean they also leave their friendships behind. Something to realize in effective change communication, making sure your communication caters to all groups. And consider the dynamics between people leaving and people staying – but I will talk about that in the next episode.

Next week: I will look at the 3rd group of people who stay, often in a new role, new location and at times a changed contract.

Disclaimer – I worked within the UN system for a 30+ years and left in April 2025. I have since been ‘looking in from the outside’. I do no longer have firsthand insider information, sharing below is what worries me from what I see & hear, realising that I do not necessarily have the full picture.

Picture: A green flag for the ‘happy leavers’ who jumped on the train leaving the station?

Last week I introduced some of my thinking on the current funding & fundamental crisis the UN system, how the change is impacting different people in different ways, and how their response to change will in turn impact the organization: Human cost of rapid change #1.

I recognized 4 different groups of people who are all differently impacted. In the coming weeks I will reflect on each one of these groups and identify the risks if change isn’t managed well.

Question: What are some of the biggest risks if the changes are not managed in a strategic manner and with a human focus, realizing this is not one-size-fits-all?

The 1^st group of people I want to reflect on are the people leaving the UN voluntarily, either as part of (early) retirement or they will have found a new career path, their ‘planned happenstance’.

These are mostly happy leavers, they feel they are in control of their own destiny and made the conscious decision to leave, some even planned well ahead. They are most likely less worried about their financial security and might already have put post-retirement plans in place or a next step in their career. They might feel they ‘make space’ for a younger cohort of professionals and like to contribute by sharing their experience and knowledge of years of work in international development. It is not all smiles and happiness; there can be a mix of guilt (leaving a sinking ship) and feeling lost or losing their identity. Many will feel they have invested so many years, tons of energy and eons of dedication to their job and the mission’s mandate. And that is now coming to an end.

What is the risk?

When change is managed in a haphazard and less strategic way, leaving little space for the individual’s need for support, there is always the risk that people feel ignored, not appreciated or respected, and at times hurt. Even though this might be the ‘happy leavers’ group, their response to the change, if not managed well, can have a large impact on the people and the organization. Just imagine all the experience and talent that is walking out the door, with the risk of losing a lot of institutional knowledge. Just imagine all that heartfelt passion and commitment that is leaving the building, with the risk of that turning to bitterness and disconnection. If managed well, making sure the people feel supported and respected, there is a wealth of experience, knowledge and goodwill to work with, benefiting the organization and its reputation.

For this you need to allocate time and attention to the specific needs of this group of colleagues:

• Recognize the immense contribution they have made to the organization. Acknowledge the years of service and at times the big sacrifices. Show these colleagues the respect they deserve.

• Capture their career story, give them space to share their experiences, lessons learned and future vision. Now that they will be outside the system, their candid views should be a welcome input in the larger dialogue on the organization’s future.

• Connect with their continued journey. There might still be room (and desire) for them to contribute, in an advisory or mentoring role.

Managing this change well starts simply by listening and giving people the feeling they are heard, and their story matters. Change managers and leaders will need to be equipped to do so, and an investment in human-centered change management is needed.

Next week: I will look at the 2^nd group of people who have been asked/told to leave, career path suddenly cut short. What are the risks here?

Disclaimer – I worked within the UN system for a 30+ years and left in April 2025. I have since been ‘looking in from the outside’. I do no longer have firsthand insider information, sharing below is what worries me from what I see & hear, realising that I do not necessarily have the full picture.

Photo: impact from change comes in different shapes and colours

Disclaimer – I worked within the UN system for a 30+ years and left in April 2025. I have since been ‘looking in from the outside’. I do no longer have firsthand insider information, sharing below is what worries me from what I see & hear, realising that I do not necessarily have the full picture.

There seems to be no shortage of reflective articles, research and reports, and a lively virtual conversation on the impact of the current funding & fundamental crisis the UN system (and the larger humanitarian and development world) is facing. There are different schools of thought on how the UN is using this momentum to look for real and structural change where it has been long overdue. There are other, more short-term pushes for rapid changes, savings and reorganisations, mostly to save money. A wave of relocations has been set in motion, staff cuts across the board, changing contract modalities and job descriptions.

Although the outcry from staff mostly impacted is loud, I am not sure the system is giving the human cost of change the attention it deserves. This requires a more thoughtful analysis on how the change is impacting different people in different ways, and how their response will in turn impact the organization.

I see four different groups that are differently impacted and need to be considered in a human-centered change management strategy:

There is a group of people leaving the UN voluntarily, either as part of (early) retirement or they will have found a new career path, their ‘planned happystance’.

There is a group of people whose career path suddenly cut short, an abrupt end to what was meant to be a long-time fulfilling mission, losing the long-term job and financial security they had.

There is a group of people who will remain, having secured a position in the reorganisation process.

And there there is a group of young professionals with a dream to pursue a career in international development, and that dream seems to have been shattered.

If the organization does not keep an eye on these different groups, each with their own palette of emotions and feelings, and the different ways they continue impacting the future of the organisation, there are some major risks to consider.

In the coming week I will reflect on each one of these groups and identify the risks if change isn’t managed well.

I would love to hear your thoughts!

What do you think are some of the biggest risks the UN-system as a whole is running if they do not make sure the changes are managed with a human-centered approach?

Standing strong, but not standing still

I had this image in my head of me standing strong (here on the beach in Thailand…), a state I was aiming to arrive at a year after I separated from UNICEF. But as the year went by, I realised that it was a lot more important to keep moving, physically and mentally, and not just finding the strong posture. Taking steps forward, while taking stock of my progress, allowing for missteps at times, and getting back on my feet again. For me that was helpful in charting out the new path, without losing all that the old path had given me.

Stay connected, but open your horizon

In the first few months post-separation, I consciously worked hard to keep all the wonderful connections I had built up in my working world. And I did more. I went back in the past and reached out to people who had been part of my career journey and left a lasting impression on me. That led to beautiful conversations, helping for me to better understand what really made me happy at work. Reconnecting like this is good, but I also realised it shouldn’t hold me back to make new connections, looking for the unexpected, offering new perspectives, challenge my own thoughts. Getting out of your comfort zone and opening up like that – off and online - is really important when you’re reshaping your future.

Shaping your identity, stay honest to yourself and others

“You might feel you have lost your identity” a warning often shared when people leave a long career in international development, thinking their whole being is tightly wrapped up in their professional identity. I have been always very aware of the importance to keep my professional and personal identities in balance, creating authenticity, and that helped also when I left the role I was for so long. As you might have to work a bit on being able to find a new answer to that question at dinners “So, what do you do?”, also be aware to stay honest. Listen well to yourself and be honest about how you feel. Don’t keep up a front. Don’t fall for the FB trick where all lives seem perfect. Being vulnerable is real strength.

I am getting close to complete the year I gave myself to answer the question ‘What next?’ and it is time to stop looking back. Although it is good to find time to reflect, it is also good to move forward.

In my next posts I want to look beyond my experience and reflect on managing change in crisis. Stay tuned and I hope you will engage with your own stories and thoughts!

.

“I am just glad I still have a job”, a sentence that I have heard a lot in my most recent coaching conversations. There is a lot packed into that very short sentence.

As for the people whose response this was to the question, “How are you doing?’, there is often a mixture of gratitude and guilt. They carry a feeling of ‘beggars can’t be choosers’, willing to embrace changes that will impact them immediately. New duty station, newly defined (or not yet defined) role, new contractual status, and a redirected career pathway.

But…. grateful they still have a job….

Starkly juxtaposed to the situation of many of their colleagues/friends at the same time. Their international development career path suddenly cut short, often resulting in a sudden move back to what was home a long time ago. An abrupt end to what was meant to be a long-time fulfilling mission, losing the long-term job and financial security they had.

That is where the guilt kicks in for those staying, understandably.

As for some people the sun is setting on their current career path, for others there is hope for a new day, a new dawn.

How do you manage these different, contradicting, emotions people are pulled into in an organization going through change. This is already challenging under normal circumstances, but we are talking here about the earth-shattering reform and restructuring across international development organizations in record speed.

The questions that come to mind here are those of leadership:

How to make sure that those who stay ‘behind’ feel confident and content to continue, not carrying that guilt, and for those having to leave to feel supported in the best possible way?

How to handle the risk of losing so much institutional memory, talent and knowledge with the many careers cut short? Will we look back at some point and wonder where all the talent that was built has gone to….?

In these times of severe budget cuts and de-prioritization of mandates, with many agencies even having a difficult time keeping the lights on, it is easy to dismiss the need to invest in people. But in the long run there is a price to be paid for a lack of investment in people and managing the change they go through.

Whatever 5-, 8-, or 10-step Change Management model you follow, there is always an element of ‘Engaging and Empowering People’ to manage the change effectively.

Now more than ever the need to manage the change for the people leaving and people staying is of equal importance. Creating the clarity, explaining the urgency, and showing the way forward -these are all no-brainers. Making sure you balance your support to the people transitioning out, and the people staying on, that is where it gets complicated. Human-centred leadership filled with kindness, compassion and humility, will be in high demand!

It’s all about people in the end…

I love to hear your thoughts and experiences on this!

The UN has been admitted to the ER and is fighting for its life. All the people that keep it running are now in need of a lifeline. Letting them know you see them, you hear them, you are there for them, is the basic minimum emergency care required.

In this context it is interesting to read insights from the 2025 survey into the ‘State of Change Management in the UN’ collected and analyzed by UN System Staff College. Learning what best practice in change management really means, and heading from change sponsors, managers and practitioners across the UN system.

This is the time we need to unite together. Be there for each other, helping those who need to find a new chapter in their career, and also those who stay behind. And for those who feel they have the mental space, lend your ear, your shoulder - it goes a long way!

Sent from my iPhone

But every day, or almost every hour, something happened in the world that deterred me from posting my own reflective thoughts. It felt inappropriate.

My own change story is somewhat linked to all that was happening this week, like many people with me. This week marked the start of a new political era in the US one year ago, that shook (and continues to shake, and break) the world, and also my little mini-world. It was early January 2025 when it dawned on me that everything as we once knew to be our normal was rapidly falling apart. And I started to wonder where I would fit in this brave new world? In the weeks and months that followed it was a rapid roller coaster of emotions, difficult decisions, understanding what the impact would be, and finally cutting the cord. This week showed again the fragility of the world we find ourselves in, begging the question: how to stand strong amidst the chaos?

One thing I have learned these past months, is that although I cut the cord, my foundation is deeply rooted in what I believe to be a just and equal world order, and that hasn’t changed. An order that seems to be suddenly up for grabs now, and although change and reform can be good and might be needed, we need to be very careful to do it for the right reasons.

On one of my walks this week I passed the tree in this photo. I have ‘known’ this tree for the last 6 years and have seen it steadfast in a changing world around it. Six years ago this tree was part of a beautiful piece of wetland with amazing birdlife. I sat under this tree to watch the sunset when we were here during COVID. I used this tree as a landmark to know how I could pass through the wetlands without getting my feet wet during the rainy season. And laterI saw the tree standing strong while the wetland around it was bulldozered, changing the birdlife, and it continues to be my landmark although its surroundings continue to change.

That is how I see my own belief in international order, and the need to be steadfast in my belief that we can and we must always fight for a just and equal world.

I will continue to share my thoughts in the coming weeks on Standing Strong, appropriate or not…, reflecting on my own change story but also the learnings from the many conversations I have had in the past year with others who might have felt uprooted.

Stay tuned!

As we embark on the usual year-end rush to reflect on the year that has been and what is ahead of us, these different outlooks on the world around us and ourselves might help create a different, more balanced picture.

Looking out the window (inside-out), looking through the window (outside-in) at the other person in the pane, or looking through someone else’s eyes - can help us to strengthen 3 key pillars of our own personal growth and social interaction:

Empathy – underpinning all human interaction, be it at work or not. In today’s troubled world, empathy is ever more needed. Being able to see the other person’s situation and problems will help foster as deeper understanding and better communication. Just spending 2 minutes on any social media platform today will tell you that the world lacks the empathy it so desperately needs.

Perspective – looking outside your own little bubble and consider and understand different realities, without having to accept other’s views, will influence your day-to-day interactions with people around you. It will help to work together, find common ground and embrace the changes we need. The power of perspective can be very strong and empowering, but if not realised it can also become limiting.

Transformative power – Opening your perspective in how you see the world, and seeing yourself through someone else’s eyes, can be transformative. In coaching conversations, we often talk about the ‘stuck-ness’ people feel in their career. You are at a fork in the road and have no clarity on where to go next? Instead of zooming in further on your ‘stuck-ness’ this is the moment to look at your life through someone else’s eyes.

Looking at your own life through someone else’s, fresh, eyes, might help to break out your bubble and see now opportunities. Understanding and appreciating other realities around you, will help you to re-evaluate your own situation.

Have you tried to look at your own work/life with fresh eyes?…. Maybe this is the time to do so…

Two years ago, around this time, it started to dawn on me that my chosen career path at the time was rapidly crashing into a wall. And it did.

One year ago, in December, I started to slowly entertain the idea that it might be time for me to take the reins and make a big change in working life. And I did.

Today - as I was sitting on the beach in Thailand, overlooking a very sleepy tableau of waves rolling in one by one, a group of fishermen trying to bring home the catch of the day – I reflected how these past two years have been a complex web of emotions. From professionally attacked and leaving a very toxic workplace behind, to being embraced and supported by the ‘mothership🩵’ , and finally taking control of my own destiny. At this moment I feel grounded, arrived. Happy hormones are helping me to take the next steps in an adventure I still do not know where it leads to.

But one can be fooled…

There it was. The flashback, the trauma trigger, crashing into my happy place. Hijacking my happy hormones.

My happiness rudely interrupted as I was reminded what I had gone through. All it took was reading some story that sounded familiar to mine. Trauma triggers are real and appear when you least expect. It could have been a picture, a sound, or an encounter… in this case it was just a story.

It is important to realise that also workplace trauma doesn’t resolve itself just like that. It takes time and needs work. It is good to be on the lookout for your triggers. Not because you need to avoid them, but to be able to deal with them. There is no need for your happy hormones to be hijacked!

In career or personal development coaching it is important we recognize the workplace trauma triggers clients have, as they can become barriers in their development, limit their confidence and growth.

Getting triggered is not a choice, but it can be used to self-reflect.

Do you know your trauma triggers?

Today we remember that in 1989, world leaders made a historic commitment to the world’s children by adopting the United Nations Convention on the Rights of the Child. Since then, the Convention has become the most widely ratified human rights treaty in history.

This used to be a day to celebrate such an important commitment to children’s right across the globe. Last year I was still working with UNICEF and on this day, as all years before, feeling extra double blue💙💙 – in a literal way, not in a sad way.

But in a time where we see a continued breaking down and vicious attacks on all human rights around the world, celebrating this landmark convention isn’t necessarily a party. In a time where it has been normalized to attack people on base of their race, religion, gender, and sexual orientation, standing up for the rights for every child becomes a fight. With the changing nature of policies and practices across the world, and dwindling funding for anything and anybody working on these rights, that fight is almost doomed to fail.

But this is not the time to feel blue – this is the time to stand up and have our voice heard. This is the time to not to give in to the powers that try anything to change the narrative, just to be able to catch some of the loose change they might still throw your way.

This is the time to be principled and stand for he same commitment the leaders had in mind 36 years ago, starting with a promise to all children to have all these rights, no matter who they are, where they live, what language they speak, what their religion is, what they think, what they look like, if they are a boy or girl, if they have a disability, if they are rich or poor, and no matter who their parents or families are or what their parents or families believe or do. No child should be treated unfairly for any reason.

For me personally this is also a day to know I still feel blue 💙 and will never give up the fight for an equal, safe, green and healthy world, for every child, everywhere.

Yesterday, 13 November, it was World Kindness Day.

I’ve said this before, World and International Days are not my thing… I have spent too much time and energy (and balloons 😃) on the celebration of these days, where every year we were asking for the same attention and urgent action without ever really moving the needle. I know, this is the cynic in me speaking.

Ok, it can be argued that by having the day we force the world to at least talk, think or act on that particular issue. And yes, I am well aware that is exactly what I am doing now.

I opted to post about this on the day after World Kindness Day, because kindness is needed everyday, 24/7. We are surrounded by so much hate, violence, discrimination that it has been hard to turn off the negativity. You would literally have to crawl under a very big rock to not feel the impact of the toxic online environment everyday.

So let’s at least do what we can do and control. Be kind, always, to the people around us. Never forget that the person opposite you might be dealing with difficult personal issues, is under pressure beyond his of her control, or just has a bad day. Consider that. Ask about that, or not if the person doesn’t want to share. Listen to their story, and don’t try to compare it with yours. Or just be there for them, with or without a conversation.

We see and hear enough harsh, unkind, toxic behaviors around us. At work, online and for sure in the political arena of today. Social media has become the modern day Colosseum where ugly online fights are meant to distract from bad policies and use it for social control….

Instead of trying to fight this, let’s try to show how it’s done.

Just. Be. Kind. Always.

For the past few weeks, I have been busy with our very first olive harvest in Italy – we all know it from the pictures and movies, the beautiful landscapes, the lunches in the fields, and the liquid gold that comes out at the end. And that is all indeed as it is. But it is so much more than that. Being outside the entire day in picture perfect weather, feeling the soft and beautiful olives in your hands, the chatter under the tree with perfect strangers – all of that provide so much dopamine that I felt riding on cloud nine.

It made me reflect back on our work habits and how little space we allow for these injections of happiness at times. We feel we have to double down and get our happiness from successes at work. We say we thrive on human interaction but look for this in our own little work bubble. When do we truly allow for expanding our own horizons and let that consume us.

As I was doing this in a period of transition, I had the time and luxury to completely ‘give in’ to this process. No feelings of guilt that I wasn’t doing what I was supposed to do. Once I let go and accepted I had not a minute of time for phones, laptops or other distractions, it felt freeing. I know this was easy to do for me, and at work you don’t feel you have that luxury. But if you even would allow yourself an hour a day, or week, a total disconnect and replace the keyboard with the perfect combination of nature & community… I believe it can do wonders, and the other xxxhours of work you put in will be more productive!

We have rolled up the nets, put away the crates and now enjoy the incredible taste of our own harvested olive oil. Can’t wait for next year to do it all over again

Today exactly one year ago, I was discharged from the hospital in Firenze after a successful neck spine surgery. My biggest moment of joy when I got home was my ability to walk up 2 little steps in the house without any extra effort…. The little joys in life, one would say.

The surgery went well, and my recovery miraculously smooth – and when this morning on this 1-year mark, I cycled a nice 20km round, I was reminded how we need to seize these moments of joy.

Despite this happy story, the moment I realised I needed the surgery (wasn’t able anymore to go on an easy hike, or walk little steps), all the way through to the surgery itself and the recovery, has been one of these trauma’s we talk about in coaching that need to be brought into the picture when we are addressing the whole-person impact of these traumas, whether consciously or unconsciously known. I also know (now) that this physical trauma didn’t just manifest itself on its own. It was what we call the perfect storm of being challenged in my professionalism, questioning my own value and direction at work, setting off a year of change and feeling very unsettled. Add to this mental trauma, the spinal trauma - chicken&egg kind of situation - and there we have the perfect storm…

It is exactly these past experiences and traumas that are so incredibly important to consider when we are coaching. It is the whole-person to consider and providing the safe space for people to look at these and stop compartmentalizing.

I am not sharing this story now to gain the sympathetic support, but in support of other colleagues going through similar experiences. I was lucky to have a lot of incredible and warm support around me, giving me the time to deal with some of this, and the luxury of taking life changing decisions that worked for me. I know that is not for everyone.

For everyone out there in need for a listening ear, look for the support that fits your story.

For everyone else, coach or no coach, lend your ear to someone who wants to be heard.

The news is ofcourse not the 80 candles on UN’s birthday cake - - before you know it will actually be marking its centenary. All the chatter at this moment is to make sure that once we get there, the United Nations has survived the current crisis, renewed and recharged, and multilateralism redefined for the 21st century. We are not yet there.

As I read all the different opinions, well intended proposals, sharp critiques and sometimes unhelpful digs at the institution, I realise that part of my own personal need for a change had to do with the paralyzing effect I was experiencing because of how the world was spinning. The lack of control, the inability to impact change, and the disillusion on where we were heading, called for turn of page.

As part of that change process, I embraced the thing I love most, continued learning. I stepped onto a learning path to become a better, more effective and empathetic organisational & personal development coach. Using my skills and lived experiences to support people working in international development to grow in their own development, felt as the best way to contribute.

During the training last week with Coach Transformation Academy, we talked about the concept of limiting beliefs - - the often-self-imposed thought that ‘I can’t do’ that stops so many of us to explore new horizons, try new avenues and continue to grow. Mostly completely self-imposed. Although for some part, limiting beliefs are also linked to the thought that the world (or the organisation) is in such a mess, there is little that ‘I’ can do to change that…. That was becoming my limiting belief.

And now I am turning that table…. I can do! (and I did get certified🌟)

Weave Your Web will be my platform, and after this short self-development break, you will be hearing more from me again.

Let me know… what are your limiting beliefs? we can start the conversation there…

!

One year later, one more career change behind me, we finally unpacked the boxes and reunited with ‘our stuff’ that has now found a place in a beautiful Italian home.

As part of the many memories I unpacked, I also found a box of ‘mementos’ from the different offices I had worked in. I always had ‘stuff’ on my desk and got lots of funny gifts to add to it. And somehow, I’d kept some of these. Unpacking these brought back many memories, I can still picture the desk these were standing on, and stories of crazy moments with lovely colleagues would start flowing in.

📷: Do you recognize some of the items? or you have questions about others? Let me know 📝…

And that is often how your brain works, at least mine does. I see a piece of fabric, a small souvenir, or even a smell of a specific flower or food, and memories will come pouring in as if I am right there and then again.

The opposite also happens ofcourse, painful or even traumatic moments in my career seem to have disappeared, I have clearly buried them deep down. And that is something to be aware of, and on the look out for. Because these experiences do not really disappear, they are just lying dormant waiting for the right trigger. And these are the memories that can also eat into your confidence, in your self-belief.

What I felt really helped in this has been writing, story telling, and sharing. That is why I am also starting Weave Your Web, hoping to create a community of story tellers, where shared stories can help shape global careers. I hope you will be joining me soon 🙏

I left my UN/ICEF working life at a time when the world as we knew it, is unfortunately no longer. The human rights space is rapidly shrinking all around us, aid budgets are cut, policies are reversed, and in many places basic principles of democracy, equality and safety are under threat.

Making it a difficult decision to step aside.

It is not just a minor change in life, it is truly life changing, it is a GIGA moment in life. And you need to take time for this to land, because:

Grief is real. I left behind 30+ years of incredible experiences where I gave all my passion, energy and love. I am allowed to take time to deal with a feeling of loss.

Identity shifts. My whole identity was connected to my job and the organisation I worked for. Working for UN/ICEF is more than a job, it is a mission, and it comes with a family.

Guilt will pop up. Leaving the organisation at a point where the world is on fire and the UN in shambles is uncomfortable. Seeing your ex-colleagues continuing the daily struggle is difficult to watch.

Adapting to your new reality seems to be automatic, but that doesn’t mean you need to completely change who you are!

As I am going through these GIGAntic steps of an ever-changing life, and I know that sharing these stories can be powerful. Weave Your Web aims to become a platform where shared stories can become the support we are looking for. I hope you will join the conversation!

Taking a life changing decision like this is by no means easy. However, five months into my new reality, it still feels like the right decision. A combination of events hurried the decision along. Unsettling times in my own career and in the world around me, changed drastically the world and the work as I knew it. This, combined with a health challenge requiring surgery and recovery, formed the ‘perfect storm’ that made me pause and rethink plans for the future.

What helped me?

👷 Taking on a big 🏡 renovation is a wonderful way to distract and activate a lot of new 💪 and 🧠 cells, I did not know I had…

🤝 Reconnecting with colleagues and mentors from earlier stages of my career helped to reflect on what made me 🤩 and who affected my happiness at work…

🌎 Avoid going down the rabbit hole with endless (anti-)social media scrolling to follow the world’s misery…

🎗️ Showing my vulnerability was important, and helped to create new communities of support…

📚 Realize what it is I do not want to (continue) do, and what are new skills I would like to use and develop – life-long learning has my full support!

As I continue to weave ‘what’s next’, I realize that I first planted the seeds of this journey in Koh Tao in 2020, when I chose the Adinkra symbol Ananse Ntontan as the design for my first tattoo (see picture). Ananse, the spider, is both trickster and wisdom keeper, serving as a storyteller who brought narratives to the world. His web symbolizes connection, creativity, resilience, and the power of storytelling. All concepts that I want to put at the center of my ‘what’s next’.

In my next post I will share more about my next chapter. I hope you will be part of this