Organisational development & HR
HR professionalisation without bureaucracy. Light structure that supports entrepreneurship: role clarification, feedback culture, sustainable employability, retention and preserving culture during growth.
MonadCompany
What moves people.
HR, coaching and organisational development for entrepreneurial organisations.
For organisations that want to professionalise without losing speed, ownership or cultural strength.
Positioning
A rare combination of engineering, HR and human insight.
Harry de Bont has nearly 30 years of experience at the intersection of people and organisations. A background in electrical engineering and industrial automation, followed by senior HR roles in IT and professional services, plus many years of experience as a coach and trainer.
That combination makes the difference in technical and professional organisations. He understands the work, the craft and the drivers of the people behind it, and translates human complexity into practical organisational structure.
Who it's for
- Directors and owners of growing organisations
- HR-responsible managers and HR leads
- Team leads and managers in technical environments
- Professional services, IT, engineering, consulting
- Organisations in a growth or transition phase
Sound familiar?
Growth brings predictable tensions.
What used to happen on its own now needs explicit agreements. People run into the same patterns; roles blur; workload climbs; feedback gets avoided; talent leaves. At the same time, you don't want bureaucracy that flattens the culture.
Unclear roles
Responsibilities blur. People no longer know what they're held accountable for, or what to expect from each other.
Workload and burnout
Work grows faster than the organisation. Good people burn out before the structure can catch them.
Feedback gets avoided
Awkward conversations get postponed. Patterns persist, motivation drops, talent notices and leaves.
Leadership under pressure
Managers and leaders suddenly have to do something different from what they were good at. Sparring and direction are often missing precisely now.
Retaining talent
The hiring market is tight; departures are expensive. Retention asks for concrete policy, not loose initiatives.
Preserving culture
What made the organisation strong shouldn't be lost in the professionalisation. Structure should reinforce speed and entrepreneurship, not replace them.
Services
Three doorways, one common thread: what moves people.
Coaching for professionals and leaders
Ownership, talent, workload and leadership. Practical self-direction, insight into your own patterns of courage and fear, and direction in your career and role.
Training & workshops
Leadership, feedback, talent development, neuroplasticity, workload and team development. Practical sessions tailored to your organisation.
Proven experience with growth
Seen from the inside: from over 300 to around 1,200 employees.
Harry experienced a strong growth phase from the inside at an IT organisation (ICT Automatisering). That is where he learned what it really takes to professionalise without stalling the engine.
“He knows the tension between structure and speed, between professionalisation and entrepreneurship, between policy and the human reality on the work floor.”
That experience runs through every piece of advice and every engagement. Not models for the sake of models, but structure that fits the stage and character of your organisation.
How I work
Five practical principles.
No fixed method, but a fixed direction. These five principles run through every engagement, in organisational development, coaching and training.
- Recognise talent: start from what people already can and want to do, not from what they lack.
- Strengthen ownership: make responsibility explicit, extend trust, keep space.
- Make workload discussable: surface patterns before they lead to burnout.
- Improve feedback and collaboration: make honest conversations normal, not exceptional.
- Apply light structure: as much structure as needed, no more.
Experience
At home in IT, engineering and professional services.
Harry has worked with professionals, managers and engineers in technical and knowledge-intensive organisations, in HR, leadership, talent development and organisational change.
A few of the organisations he has worked with over the years: ICT Automatisering, InTraffic, Expro, Movares and Improve QS, alongside other professional organisations.
What it delivers
- Clear roles and expectations
- A feedback culture that works under pressure
- Leaders who lead with more sharpness and more humanity
- Talent that stays and grows
- Structure that strengthens speed and ownership
- An organisation that matures without losing itself
Proven experience
Organisations I've worked with.
A selection of organisations I've worked with over the years. Some names and logos refer to earlier organisations or older engagements.
Testimonials
Responses from organisational engagements, coaching and training.
A brief selection.
Joost Le Louxdirector, Expro“MonadCompany has assisted Expro in a change process. The objective was to grow as a management team and to improve the business results.
Looking back, we started to recognise and use our talents in this adventure, we cooperate more and difficult issues are more open to discussion than before. Now our team and company has more focus on the results.
Compared to previous years, our profits have risen by more than 30%.”
Walter Lunenburgtechnical consultant“Working with MonadCompany has been a truly transformative experience. Coming from a software engineering background, I wanted to develop the mindset and skills required to grow into a managerial role.
Through live coaching sessions and business lessons I’ve experienced a genuine shift in paradigm, gaining a deeper understanding of leadership, not just in theory, but in daily practice.”
Nadiia Matskevychbusiness treasury, AkzoNobel“Many thanks for the great workshop ‘Hacking Neuroplasticity’. I felt so re-energised after the training that I managed to run a successful call and close all outstanding items before the weekend.”
Get in touch
A no-obligation conversation is the best first step.
Not sure whether this fits your organisation? Book an intro call. In an hour it usually becomes clear where the real question lies, and whether the fit is there to take it further together.