The Centre provides a venue for its partners and members to share insights and co-create knowledge on how to build an adaptive advantage and foster a culture of proactiveness.
We see this as an organisation-wide challenge that requires concerted efforts between strategy, people, structure and processes. These elements are captured in the Agility Wheel – our compass to think of how to help our partners and members in their quest towards greater adaptiveness.

agility wheel

The research and activities of the centre provide individuals and organisations insights on how to thrive in a world in constant evolution.
Our current research focuses on the new strategic demands placed on leaders, as well as the mindset and competencies required in an agile workforce. We have also initiated a cutting-edge study on the Gig Economy, looking at how gig work and hybrid work arrangements can make your organisation more flexible, and how to effectively integrate gig workers into your workforce. Next, we are developing new measures to better integrate the effect of market dynamism in corporate portfolio management practices.

Cross-silo Collaboration
  • Together with the Ross School of Business (Michigan, US), we are conducting a practice-oriented research project on cross-silo collaboration within companies. We are also examining the impact of leadership behaviour on the willingness of employees to express their ideas and collaborate between silos.
  • Interested companies can participate in this research free of charge.
  • How does it work?
    • you select 50 managers together with their superiors and teams
    • they complete an online questionnaire (this takes around 20 minutes)
  • What do you get?
    • a feedback report on your company's willingness to undertake cross-silo collaboration
    • a 1-hour presentation of the results, including a comparison with other organisations (only if sufficient responses are given by 50 managers, their superiors and teams)
    • a white paper on cross-silo collaboration
The human factor in open innovation (in collaboration with Flanders DC)
  • Open innovation involves companies reaching out to other companies or external partners. Here, the focus is generally on the underlying strategy. However, it is equally important to adapt your HR policy and company culture. After all, excessive encouragement and reinforcement of individual performance and development stand in the way of open innovation.
  • Read more 'Wanted: the people behind open innovation'
Towards greater autonomy on the labour market
  • The 'Choose your own path' website helps you to gain more control of your career. This instrument for self-reflection is specifically aimed at new entrepreneurs, jobseekers (50+) and employees who wish to take control of their own careers. They are emailed a small challenge for fifteen weeks. The challenges invite them to reflect on their strengths and weaknesses and, by means of concrete assignments, encourage participants to improve on them (even further).
  • Read more 'The positive impact of small victories'
Gender and career transitions
  • This educational package invites individuals, organisations and policymakers to reflect on inequalities in the workplace and any barriers which women may experience during their careers. The research led to the development of a modular handbook which charts the difficulties experienced by working women in Western society for each career transition. There are also three Flemish case studies which focus specifically on the three major career transitions, namely entry, promotion and exit.
  • Read more 'The Cola-Cola case, an inclusive approach'
The inclusive organisational culture
  • This toolbox aims to help organisations wishing to commit to greater diversity in the workplace, with a specific focus on improving the integration of women and LGBT employees. The instrument is intended to improve the entry, promotion and wellbeing of these employees and involves everyone in this process (the leaders of the company, managers and staff). A charter has also been drawn up: ‘The inclusive organisational culture: the power of gender diversity and sexual diversity in the workplace.’ The research is being conducted in conjunction with Kliq Vzw and VOKA and the results are expected at the end of 2018.
  • Companies wishing to participate or sign the charter can contact Evelien de Ferrerre
360° ALP tool
  • The Appreciative Leadership Profiler is a unique 360° feedback instrument to provide managers (and non-managers) with comprehensive feedback on their management competencies. The tool assesses managers’ performance on 4 different leadership levels: personal leadership, task oriented leadership, relational leadership and change oriented leadership. During an extensive debriefing workshop participants translate their learning points into actions to be undertaken.
Leadership Simulation Tool
  • Within the context of a fictional company that sells clothing and accessories for triathletes, managers are given several challenging assignments which they must bring to a successful conclusion. Vlerick coaches observe the participants as they play this game and then shed light on how the managers behaved in specific situations. This will give the participants better insights into their own leadership style.
  • Read more 'How playing a game can make you a better leader'

& Rankings

Equis Association of MBAs AACSB Financial Times