Anton Vanhoucke

Author and Keynote speaker for
Agile Transformations

Innovating can be tough. Maybe there are enough ideas, but your organization lacks focus. Or perhaps you’re in an Agile Transformation, which doesn’t bring the expected results. Anton Vanhoucke has the experience and skills to help.

Great Innovation comes from great teams. Not from ideas on sticky notes.

I combine Innovation Management with an in-depth knowledge of Agile Coaching. That’s because I believe teams deliver results, not projects. Success comes from effectively motivating and empowering teams. The combination of Agile and Innovation Management has proven to accelerate both company growth and organizational agility. Is your interest piqued? Let’s discuss the added value of Agile Growth for you and your teams!

Clients

About Anton Vanhoucke

Anton has experience with successful innovation. He brings a different mindset and a strong customer orientation to the team. Anton’s expertise in digital media and communication reinforces the team’s success. He has always been fascinated by one central question:

Why do people do what they do?

This question is interesting on many levels. It has to do with team performance because some routines are more productive than others. It has to do with organizational excellence because behavior drives processes and culture. And finally, it has to do with innovation because customer behavior is a telltale of success.

Anton’s motivation is to help people rise above themselves. Personal growth makes everyone happier and more productive in teams. A positive impact on the world is an essential part of this. That’s why Anton carefully chooses his clients.

My blog about Agile Transformation and Innovation

I am sharing my insights, favorite book summaries, notes, and teaching methods on my blog. It’s the stuff I learned about effective teams in organizations that bring results.

The Culture Map – cultural dimensions for teamwork
Working with people from different cultures can feel like a challenge. They can have incompatible habits and expectations. Most people are flexible, but trouble begins when these expectations remain implicit. The Culture Map by Erin Meyer gave me a set of lenses to help clarify expectations and hopefully prevent trouble. I’m sharing my notes in…
Psychological Safety tips: 5 ideas to help people open up
Many people wish for more transparency. They want to know what others have been doing or what they are up to. Transparency, however, is not something you can demand. Increasing pressure will only lead to obfuscated facts. So for transparency, you must build a relationship in which people feel safe and open up. Here are…
Teamwork tip 4: Build a robust foundation to handle raw and honest feedback
Google ‘feedback method’ and google will come up with countless ‘systems’ for giving feedback. Any of these systems quickly becomes awkward and forced when you try it. There is no bullet-proof algorithm for giving feedback. In this article, I’m sharing the essential part of great feedback: a robust foundation for self-confidence. Take, for instance, the…
What if Star Wars Rebels were organized with Scrum? – a Rebel Scrum Guide
Ever wondered how to apply Scrum outside of software development? Ever doubted the applicability of Scrum in the real world? This article is a Scrum Guide in Star Wars style. I’ll show how the real-world heroes from Star Wars organized their struggles against the Empire with Scrum. They already knew how to Scrum a long…
Holacracy vs. Agile
Holacracy claims to improve Agile and time management. It’s supposed to make any team run better by continuously evolving the roles in the team to fit the work better. Is it really better than Agile approaches like Kanban or Scrum? Here’s my opinion. Holacracy means that the whole of the team is in charge, not…