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Felicia Knegt: The Path to Facilitating Change and Creating a Healthy Organizational Environment

During a volunteer moment that seemed like just an opportunity to help, Felicia Knegt discovered her true calling. While co-facilitating a personal development workshop, she witnessed real transformation among the participants: people became more open, more connected, and the atmosphere changed completely. This process was a revelation – facilitation became a vocation through which she could contribute to creating a more balanced and healthy environment, both for individuals and groups.

In her experience, Felicia (Global Organizational Development Coordinator; Learning & Development; Organizational Health & Wellness Professional) has faced numerous challenges, one of the most memorable being the implementation of a development program in an organization where change was met with skepticism. With a smile, a lot of tact, and a creative approach, Felicia successfully implemented the program, but not before realizing that change without education does not exist, and that real transformations happen over time, with intention and patience.

Felicia’s core values are empathy, authenticity, and collaboration, and her belief is that teamwork and true understanding are essential for success.

C&B: You discovered your passion for facilitation during a personal development workshop. How has this calling evolved throughout your career, and what have you learned about personal and organizational transformation in the process?

Felicia Knegt: It was truly a magical moment! During a workshop, I realized how powerful the impact of a group can be when they accept their vulnerabilities and tap into their inner resources. I saw how a small individual change can generate significant transformations across the entire team. Facilitation opened the path for me to support teams and organizations in discovering their potential, opening up, and creating learning and growth contexts for everyone. Whenever I get the chance, I passionately dedicate myself to organizing workshops that promote learning, well-being, and personal development.

C&B: You mentioned that change without education does not exist. How have you managed to integrate education into the process of implementing organizational changes, especially in environments where such changes are viewed with skepticism?

Felicia Knegt: Education, reflection, awareness – these are all essential for any kind of change, and in a skeptical environment, my approach starts with building trust. I don’t try to force information on people but rather create contexts where they can organically discover new things. For example, I integrate situations from their everyday life that concretely illustrate the effects of change. People need to clearly see the connection between what they are learning and the benefits they can gain. Moreover, I involve teams and their leaders in the process, ask for feedback, and adjust my approach along the way. I believe education must be a collaborative process, tailored to the context of each team and organization.

C&B: What are the biggest challenges you have encountered in facilitating change within an organization, and how have you managed to overcome these obstacles? Can you share a specific experience?

Felicia Knegt: One of the biggest challenges has been resistance to change, especially in organizations with a strongly established culture. People are often attached to the status quo and the way “things have always been done.” I remember a project in a team where the leadership was very reluctant to collaborative management methods. Instead of forcing change, I started with small steps, organizing alignment sessions on what the approach entailed, considering their needs while showing them how to manage the possible situations they feared. I assured them that I would be there to support them throughout the process, and then I organized open discussions where employees could express their perspectives and concerns. I was pleased to see that their resistance gradually transformed into curiosity and later into active engagement.

C&B: How can leaders cultivate empathy and authenticity within their teams to create a more balanced and healthy work environment? What concrete steps should they take to build such relationships within their organizations?

Felicia Knegt: By leading by example. When a leader is genuine, acknowledges their vulnerabilities, and takes responsibility for their mistakes, they create a safe space for their team to do the same. They should dedicate time to active listening—not just in formal meetings but also in informal conversations. They need to be present, ask open-ended questions, and offer support when needed. Another method is to encourage honest feedback, not just about performance but also about how people feel within the team. When empathy and authenticity become consistently practiced values, they contribute to a healthy work environment.

C&B: What advice do you have for organizational development professionals who want to implement personal development programs in a way that is authentic and sustainable in the long term?

Felicia Knegt: They should start by truly getting to know the people in the organization. When programs are built around the real needs of employees, not just strategic objectives, they become much more authentic. They should involve the team in creating and adjusting the programs, giving them space to contribute ideas and feedback. Consistency is key, with a long-term development path that evolves alongside the organization. They should integrate opportunities for reflection and practical applicability so that people can see the value of development in their daily lives. When programs are connected to daily reality, they are much more likely to become sustainable.

C&B: How do you manage to create an open and connected atmosphere in your facilitation workshops? What techniques do you use to encourage active participation and collaboration?

Felicia Knegt: I like to create a relaxed environment through seemingly simple activities that open numerous possibilities for self-reflection and connection with both oneself and others. This allows each participant to feel seen and heard. In my workshops, I integrate interactive and effective methods from psychodrama, such as role reversal, role-playing, and art therapy techniques like dream drawing, alongside group exercises aimed at stimulating collaboration and involvement. Each person has their own space to express themselves and contribute. Furthermore, the atmosphere of trust and safety comes from how I relate to the group—with openness, humor, and without judgment.

C&B: What is the role of collaboration in facilitating organizational change, and how can you ensure that all team members contribute equally and feel that their voice is heard?

Felicia Knegt: No one holds all the answers alone. When all team members are involved and feel that their opinions matter, changes are accepted and implemented more easily. To ensure that everyone contributes equally, I encourage an open environment where everyone has the opportunity to express their ideas. In practice, this means creating structured discussion spaces, using interactive feedback methods, and asking participants to actively contribute solutions. Another important aspect is active listening: leaders need to be truly present and encourage the expression of every member. They should remember to appreciate and reward contributions, whether big or small.

C&B: In the context of the rapid changes occurring in many organizations, how do you adapt your approach to remain relevant and effective? What changes have you observed in recent years regarding the needs and expectations of teams and leaders?

Felicia Knegt: Adaptability is essential, especially in a constantly changing environment. In recent years, I have noticed an increased interest in employee well-being and creating a healthy work-life balance. Teams and leaders are no longer solely focused on performance but also on how to create a work environment that supports human development on all levels. I have realized that it is essential to remain flexible and update my approaches as new needs arise. For example, I have integrated more aspects related to mental health and mindfulness into my workshops, as I have seen how much these help teams connect and manage stress. I have also started using digital technologies to facilitate learning and collaboration processes, especially in an era of hybrid or remote work.

C&B: Considering your experience in organizational development and change facilitation, how do you see the future of this field? What trends do you think will shape how organizations manage their transformations and employee development?

Felicia Knegt: I believe the future of organizational development will focus on flexibility, personalization, and technology. In an increasingly digitized world, companies will need to combine technology with human development, creating learning experiences that are accessible, interactive, and tailored to the needs of each employee. I also observe an increasing interest in empathetic and collaborative leadership, which will change how leadership training is approached. Instead of traditional models, there will be an emphasis on coaching skills, emotional intelligence, and transformational leadership capable of inspiring and supporting diverse and multidisciplinary teams. Ultimately, I think we will see an even greater focus on well-being and inclusion as organizations realize that employees who feel supported and valued contribute more and of higher quality.

C&B: If you could give one piece of advice to teams and leaders who want to improve their dynamics and be more open to change, what would it be?

Felicia Knegt: Stay curious and open. Change can be difficult and sometimes frightening, but if teams and leaders approach each situation with an open mind and a genuine desire to learn, everything becomes easier. Curiosity helps you discover new perspectives, and openness makes you receptive to feedback and continuous improvement. Ultimately, change is an ongoing process, not a final destination.

C&B: What are your plans for the future regarding your professional development and contribution to creating a healthier organizational environment?

Felicia Knegt: I want to continue enhancing my skills and making positive contributions to the organizations I collaborate with. Currently, I am working on developing wellness and mental health programs for companies that address the unique challenges of modern work. Additionally, I am preparing to create a set of online resources for teams that want to improve their collaboration and organizational health, even when working remotely. Personally, I aim to specialize further in the field of organizational psychology and continue learning new facilitation methods to bring even more value to my work.

Felicia Knegt is a vivid example of the impact that change facilitation and organizational development can have. Her authentic and empathetic approach not only transforms teams but also contributes to creating a healthier and more sustainable work environment.

You can meet Felicia at the 10th edition of the SMART HR event – A New Era of People Management. Details about the event can be found here: https://smart-hr.ro

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