Human Dimensions wants to encourage organizations to become wildly attractive to all their employees, clients, suppliers and the world. Strong Tribes. Safe for Diversity. Ready for Change.

Strong tribes connect where they can, fight when they have to, repair what can be repaired and say goodbye when there is no alternative.

TRIBES

People organize themselves into tribes all over the world. Tribes in which people live, work, believe, love, fight, grow and change together. This happens in a similar way in organizations. We look at companies as living communities that are formed by the ideas and behaviors of people. And, at the same time the prevailing ideas and norms in such an organization influence the people. This is what we call culture. Human Dimensions works from a basis of constant curiosity about how people shape cultures and about how cultures shape people. Effective and inclusive working cultures, in which there is a minimum of fuss and in which everyone can achieve their goals in the best way possible in a positive atmosphere.

POWER & LOVE IN ORGANIZATIONS

Various deep human forces are constantly and simultaneously at play in a tribe, an organization. Every living community has, on the one hand a need for recognition of the differences between the members of the community and, at the same time, a need for connection and the search for similarities. We summarize these powers with the terms Power & Love.

On one side there is the strength of power. With the need for differentiation, a focus on targets, diversity, setting boundaries, contradictions, taking on the competition, wanting to be the best, self-actualization, growth, creation, seeking out differences, joining the debate and being yourself. On the other side, there is the strength of love, with the need for integration, harmony, unity, togetherness, similarities, dialogue, connection, making what is broken whole again, cooperation, merging and adapting.

STRONG TRIBES

In strong tribes, healthy organizations, the chemistry of power & love is used in the best possible way. The connective power of love creates a clear common narrative: a goal, a mission, a belief, a meaning, a totem. Based on this communality, people form themselves into a group and a common language is created, common behaviors and habits are developed. Group boundaries and choices formed from the targeted strength of power allow people to voice new opinions and gain new insights. Strong tribes connect where they can, fight when they have to, repair what can be repaired and say goodbye when there is no alternative.

NO MORE MEETINGS, EVER

We believe in the ideal of open and inclusive cultures; of working together in freedom and embracing and making use of everyone’s differences. Within the organizations and together with the stakeholders, customers, clients, students, and chain partners. Easy? No. Idealistic? Yes. We believe an ideal is something to strive for.

Tribes are shaped in interaction, dialogue and decision-making. That is why we are calling for no more meetings, ever. Instead, we should light campfires. Moments of actual encounters, in order to create strong tribes in which the internal relationships are open, where there is space for a real conversation and where information and ideas and thoughts can flow.

EVERY QUESTION HAS ALREADY BEEN DEALT WITH

Every issue we face today, we have already dealt with as humankind in the course of the last 50,000 years. How do we merge? Marriage rituals. Change management? Rituals and rites of passage. Quick, broadly supported decisions? Tribal leadership. Uncertain futures? The oracle. Conflict? Silent meetings, with sharpened arrows or with a singing battle. Building organizations with century old human wisdom.

CULTURAL BEST PRACTICES

Jitske Kramer travels all over the world to learn from traditional healers, leaders, surprising innovators, peers and random passers-by. Special rituals, everyday actions and age-old dialogues contain a treasury of human wisdom. It is these cultural best practices that we then translate into practice for teams, departments, projects and chain cooperation in our training courses, vlogs, books, lectures and master classes… and into practice in your organization. When faced with a question that is new to us, we delve into the treasure chest of human example by researching the literature or the Internet, or by literally going on a journey in search of solutions and cultural best practices.

WHAT DO WE DO, AND WHAT DON’T WE DO?

We put our heart and our soul into our work and it is important to us that we use our time and energy carefully. When we receive requests for lectures, training courses, interviews and meetings, we apply the following criteria, in random order, to decide whether or not we will proceed.

  • Fun Is it fun, wacky, or different from anything else? Not everything can be expressed in money. Sometimes we do things just because they are special... because we can.
  • Impact Are we reaching the right people (positions), are we reaching enough people (numbers), will it provide spin-off for the further dissemination of our work? Will it make organizations, and with them, the world, better, more inclusive, more sustainable?
  • Money Is it commercially interesting? We are entrepreneurs.
  • Learning Can we learn from it? Is it new and challenging? Will we come out of different than when we started?

For requests that meet all four criteria, we drop everything to make them happen. For those that don’t, we don’t. And we consider very carefully those that fall in between. This gives us a clear focus, ensures that we stay enthusiastic and that we can do what we do with great energy.

About us

HumanDimensions looks at companies and organizations through the eyes of an anthropologist. We look at how people shape cultures, and how cultures shape people. We travel the world looking for ways to build strong tribes, that are diversity-friendly and ready for change. And we bring our findings to the world of organization and cooperation through our excellent keynote speeches, master classes and training courses. Deep Democracy. Inclusion. Diversity. Organizational culture. Leadership.

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