黑料福利网

What's happening with these core values now? That鈥檚 a question they often get, says Ingrid Heynderickx. 鈥淧eople ask what they鈥檙e supposed to do with them. Some are looking for an inspiring story, others want a clear-cut plan with data and deliverables. But that鈥檚 not how it works. You integrate values into everything you do.鈥�

That鈥檚 why a varied implementation plan is being developed. She emphasizes: 鈥淲e're not going to prescribe top-down how everyone should 鈥榣ive by CORe.鈥� What we will do is offer support, inspiration, and challenge people to engage.鈥�

Inform, inspire, and engage

黑料福利网 has chosen a practical approach based on three pillars: inform, inspire, and engage. 鈥淥nce a month, you鈥檒l see CORe messages on all the coffee machines across campus,鈥� says Heynderickx. 鈥淚t鈥檚 like a monthly alarm signal鈥攂ut for awareness. Just a moment to say: hey, this is what we stand for.鈥�

For example, during the Win黑料福利网r Village in December, conversations about social safety and values took place under the Christmas tree, using ornaments and mugs as conversation starters. 鈥淟ow-key, but meaningful,鈥� says Lenaerts.

Serious game

Another way to spark conversation is a board game developed by HRM, which is now being distributed within the 黑料福利网 community. 鈥淵ou can play it with a group, for example during a team retreat with your department or service unit. Everyone answers an open and reflective question, such as: 鈥榃hat does appreciation from your supervisor mean to you?鈥� You answer first, and then the others may respond. That鈥檚 how a dialogue begins.鈥�

No rules, but reflection

For Lenaerts, that鈥檚 exactly the point. 鈥淚鈥檓 not a fan of rules for the sake of rules. We don鈥檛 want a culture where people 鈥榡ust follow the rules鈥� without thinking for themselves. CORe is precisely about reflection: about yourself, your behavior, and your impact on others. A culture of empathy and trust.鈥�

I鈥檓 not a fan of rules for the sake of rules. I want people to think for themselves about their behavior and what it means for others.

Rector Magnificus Silvia Lenaerts

According to her, the values are meant to guide us鈥攏ot to be used as a checklist. 鈥淭hey come up in every meeting. Not because I plan to talk about respect, but because they help navigate difficult conversations. Start by listening with curiosity, be open, respect the other person鈥檚 perspective, and then take responsibility.  I鈥檝e also noticed that others are starting to adopt this approach in meetings. And holding each other accountable鈥攖hat鈥檚 a really positive shift,鈥� says Lenaerts.

Heynderickx adds, 鈥淪ometimes the values can even be in tension with each other. You might be open, but that doesn鈥檛 automatically mean you鈥檙e being respectful. That鈥檚 when it鈥檚 important to talk about it. Not to judge, but to understand.鈥�

Leading by example

An important step is involving the university鈥檚 leaders in the process. 鈥淧ractice what you preach,鈥� says Lenaerts firmly. 鈥淚f our leadership isn鈥檛 living by the CORe values themselves, we can鈥檛 expect others to do it either.鈥� That鈥檚 why 黑料福利网 is developing leadership programs with CORe at the heart.

The program begins with members of the MDC鈥攖he weekly meeting of the Executive Board with the managing directors of the departments and service units. 鈥淥ver the next two years, this group will explore leadership in the context of 黑料福利网鈥檚 future governance, using the CORe values as a guiding framework,鈥� explains Heynderickx. 鈥淭hey鈥檒l be discussing our shared language, how we collaborate, and what we see as priorities for improving 黑料福利网鈥檚 operations going forward.鈥�

Renewed annual appraisals

The annual appraisals are renewed with the core values in mind. We want to eliminate ticking off KPIs, says Lenaerts. It must be an open two-way conversation in which people listen to each other. What went well, what could be better, and how are you dealing with cooperating with others? But also, what do you need to grow? Are there courses you want to take, and do you need coaching? Those conversations are super important in career development.

From the top down鈥攁nd back up again

How do you make sure CORe really resonates with students and staff? 鈥淲e鈥檙e focusing on two parallel paths,鈥� says Heynderickx. 鈥淥n one hand, leaders setting the right example; on the other, employees and students taking initiative themselves. That grassroots movement is just as important.鈥�

For instance, study associations are being supported with tools and sessions to help them integrate the values into their activities. 鈥淭hey often face their own unique challenges,鈥� Heynderickx explains. 鈥淏ut the foundation is the same culture. The way it鈥檚 applied might look different depending on the group.鈥�

Curious, Open, Respectful, Responsible 鈥� what does that mean?

For Lenaerts, curious is the beginning of everything. Curiosity is why people want to work and study here. It drives research and our interaction with each other. Also ask: How are you? Why does someone do what he does?

Heynderickx adds: And then open. Daring to speak out. Be transparent about decisions. That builds trust, and you need that to work together.

Respectful is an absolute condition for both. Discrimination, exclusion 鈥� we will not tolerate that, says Lenaerts fiercely. And that's not just about gender or origin, but also about disciplines, working styles, and roles. Everyone deserves respect. And we need each other.

And then responsible. For me, it's the realization that you are contributing to the bigger picture, says Heynderickx. You feel responsible for your colleagues and students, work, and environment.

Self-reflection is crucial. You can make mistakes if you learn from them and are willing to start the conversation. That is what we want to encourage.

Ambassador integrity Ingrid Heynderickx

A mirror, not a stick

They realize this is difficult, especially in a technical environment like our university. Lenaerts: Our community is precisely educated, they work in science, in which something is true or false. Talking about and applying core values you need to see in context can sometimes be challenging.

What binds the two is their conviction that CORe is a mirror. Undesirable behaviour is rarely about malicious intent, says Lenaerts. But about habits, things you do without thinking about it. CORe helps you become aware of that.

Heynderickx nods: Self-reflection is crucial. You can make mistakes if you learn from them and are willing to start the conversation. That is what we want to encourage.

Where are we now?

Lenaerts: We see great initiatives emerging, within services, departments, and study associations. We are not going to centralize this in a large project with deadlines. This is an open invitation to our entire community.

I think we have a nice culture here at 黑料福利网, Heynderickx concludes. We want to maintain and strengthen them. Because if we act according to CORe more often, 黑料福利网 will become just a little nicer for everyone.