in2motivation

Name: in2motivation
Address: Amsterdam, NL
Telephone: +31681918098
Price range: $$

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Human-Centered Leadership & Team Optimization. Driving high-performance results through authentic con

We are leading transformation
To talk about us, we need to start by discussing our founder, Peter Koijen. Peter Koijen set up in2motivation in 2009. “That was for sure not the most common choice; we were in the most dramatic economic crisis,” said Peter in one of his interviews. “But I was pretty sure that I wanted to change the world and myself”. In2motivation is based on the courage of doing things differently. Now we have an international and highly skilled team, and we create the most powerful and insightful learning and development moments for our clients. We are leading transformation using neuroscience, biology, coaching, philosophy and the very latest studies. This makes In2motivation the leader in the learning and development of teams and individuals. Our Philosophy
We are focus on people and how they can be doing high performance and feel good about it. We approach transformation just like olympic athletes do, knowledge, practice, feedback and enjoying the gold medal. We use a clear process that allows progress and development each time we meet. Our Process
Clear intention
Exclusive content
Practice/ Exercises/Games
Feedback
Amplification of resources and integration

What We Do
We bring tailored solutions
We works for the result
We build partnerships

12/10/2026

Communication it is not the act of talking. Is the act of sharing.

09/10/2026

The real costs of not creating trust

01/10/2026

Some will say that is to simple. But simplicity is the competence of masters.

29/09/2026

Every company is unique. Show how unique you are

24/09/2026

Sometimes you notice change before you can explain it.

A conversation feels different. People ask questions they used to avoid. The energy in a room shifts, even though nothing has been announced.

As leaders, we can be quick to name what is happening and decide what to do next. But an early signal deserves attention before it becomes a conclusion.

Notice it. Stay curious. Give the change time to show you what it means.

16/09/2026

We keep telling people:

Lead by example.
But there is something missing.

For you to lead by example, someone needs to be willing, and able, to model you.

And people don’t necessarily model what you WANT them to see.

They model patterns.

You tell your child:
“You can always tell me the truth.”

Then the child tells you something difficult and you explode.

Which part becomes the lesson?

You tell your team: - Make mistakes.

Then somebody makes one and suddenly everyone is looking for who is responsible.

Which part becomes the culture?
The sentence?
Or what happened afterwards?

Leading by example isn’t performing the behaviour you think others should have.

It is understanding that people are continuously learning from how you behave, particularly when things become uncomfortable.

So maybe the question isn’t: - Am I a good example?
Maybe it is: - What are people learning from me?

15/09/2026

“We don’t want to continue. We already grew 40%.”

That might sound like a terrible business model. For me, it is the point.

As a leader, facilitator and CEO of in2motivation, my intention is always the same: not to be needed.

And that intention changes everything.

It changes how we design programmes.
It changes how we facilitate teams.
It changes how we work with leaders.
It changes what we consider success.

Because if our work creates dependency on us, I have to question whether we actually developed the organisation — or simply made ourselves indispensable.

I don’t want a leadership team that performs brilliantly when I am in the room.

I want them to think better when I am not.

I don’t want organisations repeatedly coming back because they cannot move without us. I want them to develop the capability, language, courage and structures to move by themselves.

So yes, our intention is not to be needed.

But there is an important distinction:

We don’t want companies to need us.
We want companies to want us.

Want us because the conversations are sharper.
Because we challenge what has become comfortable.
Because another level of growth requires another perspective.

That is a very different relationship.
No dependency.
Just value.

11/09/2026

In this episode you can know more about this uncomfortable truth. https://youtu.be/7SILHUhYxEM?si=XMsJeSm8UZURYOnn

08/09/2026

I know what you’re thinking.

October is almost here.
Which means somewhere, someone is already opening the spreadsheet called Budget 2027.

Leadership development.
Culture.
Teams.
Talent.

And the temptation is to start filling in the boxes.

But before deciding what you are going to spend, there is a more interesting question:

What does your organisation actually need to become?

Not another training because it worked last year.
Not another leadership programme because leadership is on the agenda.
Not a list of topics that sound relevant.

Start with the gap.

Where are you now?
Where do you want the organisation to be in 2027?
And what needs to change in how people lead, decide, communicate and work together to get there?

At In2motivation, we can help you scan that space — connecting what is happening now with what you are trying to build.

Because a good development budget shouldn’t start with programmes.

It should start with perspective.

a leader.
And unapologetically intentional about what you develop.

06/09/2026

There is a difference between knowing many models and knowing how to think.

At In2motivation, we don’t build programmes by collecting someone else’s frameworks, adding our logo and calling it leadership development.

We produce a significant part of our own content.

Yes, our work is deeply informed by neuroscience, philosophy, psychology, behavioural science and some of the best thinkers in these fields.

But knowledge is our starting point, not our product.

We question it. Connect it. Challenge it against what we observe. And combine it with years of experience working with real leaders, real teams and real organisational dynamics.

Different specialists bring different lenses to the same problem. That combination allows us to see what a single model often cannot.

And that is precisely why our work is difficult to make “off the shelf”.

When we enter an organisation, we don’t ask:
Which programme should we deliver?

We ask: What is actually happening here?
What behaviours are shaping this culture?
Where is leadership getting stuck?
What are people saying, and what are they actually doing?
What knowledge will make a difference in this particular system?

Then we build.

Sometimes that means using established research. Sometimes it means combining disciplines that are rarely placed together. And sometimes it means developing a completely new framework because the existing ones simply don’t answer the question well enough.

That is the difference.

We don’t customise the cover page.
We customise the thinking.

In2motivation — Human Performance for a Changing World.

Adres

Amsterdam

Telefoon

+31681918098

Website

http://www.in2motivation.com/

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