H. Essers started a change management process with the aim of a culture with more leadership and cooperation. Due to the complexity of the organization and the competitiveness on the market, it was difficult for some management members to clearly keep the right goals in mind. By working on norms and values, training managers and then coaching individually, together we have realized a transition in which people are more people-oriented and result-oriented. The use of 360 ° feedback reports and DISC personality questionnaires supported the process to bring the "ownership" of the team members to a higher level.