Ownership over control
People improve what they own. So, we teach leaders to manage through context, not control - clear direction, and real room within it. Control feels safe. Ownership performs.
ABOUT US
You want results. We build the behavior that gets you there.
Most organizations manage outputs - KPIs, deadlines. At LIFT Gedrag, we manage what drives them: behavior. That’s what turns results from lucky into repeatable.
Expert-led
Science-backed
Results-driven
VALUES
Principles driving everything we do at LIFT Gedrag
Safety makes speed
No psychological safety, no feedback. No feedback, no learning. Teams that speak up, admit mistakes, and ask for help move faster than teams that just keep it polite.
The leader is not the solution
The best leaders build teams that run without them. They facilitate, ask questions, and protect time for the tactical conversation - instead of being the bottleneck, everything waits for.
If it matters, measure it
Everything gets measured except how people work together. We make behavior visible and measurable - including behavior behind your values. Not judgment-a mirror and a starting point.
TEAM
Behavioural science backed by real management experience.
LIFT Gedrag combines behavioural science with sixteen years of hands-on management practice. We know the research on behaviour change, but also what it takes to make change work when priorities compete, pressure rises and old patterns return.
We work with boards, managers and teams in organisations in transition — helping them make behaviour visible, practise what needs to change and embed it in everyday work.
About the name:
Leren in Fases van Transitie (LIFT)
Learning through phases of transition. Because when organisations move, behaviour has to move with them.
What a first conversation looks like
25 minutes, one situation, no pitch
You bring one concrete situation. Together, we look at what’s happening, the underlying pattern, what behavior could move the needle, and one experiment to try. Continue on your own from there or come back for more - whatever you need.
Sven Vrind
Founder with a background in psychology and behavioural science, and 16 years of leading people and organisations.
Then make the work support it.
People can practise ownership, feedback or new leadership behaviour. But if meetings, decision rules and routines still reward the old way, they have to fight the system every day.
Embedding means changing the conditions around the behaviour too.
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A different meeting rhythm
Less status. More decisions, ownership and reflection.
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Clear decision space
People know what they can decide without looking up first.
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Reflection built into the work
Teams regularly look at how they worked, not only what they delivered.
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Agreements that have consequences
Clear expectations about working together, including what happens when they slip