Business coach, executive coach, or CEO coach: which do you need?

Posted on June 11, 2026June 12, 2026 by Kurt Vervloet

Business coach, executive coach, or CEO coach: which do you need?

The answer in 30 seconds

The three coaching formats solve three different problems. A business coach optimises your company (strategy, structure, profit margin, for entrepreneurs with turnover of €1–10M who are the bottleneck themselves). In addition, an executive coach strengthens you as a leader (decision-making power, leadership style, impact, for executives and senior managers). On the other hand, a CEO coach combines both at the highest level (strategy, executive team alignment and personal leadership, for CEOs of companies from €10M onwards).

The fastest test: is your biggest frustration about your company (it all goes through me, growth is stalling) → business coach. About yourself as a leader (my impact, my style, my decisions) → executive coach. Over both at the same time to scale (strategy and leadership team and my role) → CEO coach. Below you will find the full decision matrix and four test questions.

Why these three terms are constantly confused

“Coach” is not a protected title, and providers use the three terms interchangeably, often on the same website for the same service. The consequence: entrepreneurs book an executive coach when their business needs a system, and executives buy a business trajectory when their leadership style is the real problem. A mismatch costs 6 to 12 months and thousands of euros.

However, at Take Action, we offer all three forms. This is precisely why we can clearly explain the differences without needing to push one specific form. This article will provide you with the definition, a decision matrix, and test questions so you can know what you need in just two minutes.

The three coaching types defined

Business coaching: your business as a field of work

A business coach works on you businessStrategy, structure, processes, team, margin, and growth. The aim is a business that runs without everything going through you – from operational bottleneck to freedom. The coach is a sparring partner and systems builder: every session ends with concrete actions in your business.

Typical triggers: You work 60+ hours and the company still isn't growing · every decision goes through you · your team executes but doesn't think along · your margin is falling while your turnover is rising.

More information Business coaching bij Take Action · Who is the best business coach in Flanders?

Executive coaching: you as a leader as a field of work

An executive coach works on play: your leadership style, decision-making skills, communication, and positioning. Through assessment and one-on-one sessions, you'll discover not only how you act, but why — and build behaviour that makes an impact. The company changes indirectly through this: via a stronger leader.

Typical triggers: Your role has grown but your style hasn't evolved with it · no one really challenges you anymore · you feel resistance in your team but no one is naming it · you're getting bogged down in the operational when you're needed strategically.

More information Executive coaching with Take Action · Wie de "beste" executive coach van Vlaanderen is, hangt sterk af van je specifieke behoeften en waar je naar op zoek bent in een coach. Er is niet één objectief antwoord, omdat verschillende coaches uitblinken in verschillende gebieden en stijlen. Om de juiste coach te vinden, zou je rekening kunnen houden met de volgende factoren: * **Specialisatie:** Zoek je iemand die gespecialiseerd is in leiderschapsontwikkeling, carrièreverandering, teamcoaching, veranderingstrajecten, of iets anders? * **Ervaring:** Hoeveel ervaring heeft de coach, en in welke sectoren? * **Methodologie:** Welke coachingmethoden gebruikt de coach? Passen deze bij jou? * **Persoonlijkheid en Chemie:** Het is cruciaal dat er een goede klik is tussen jou en de coach. Je moet je comfortabel en begrepen voelen. * **Referenties en Testimonials:** Wat zeggen andere cliënten over hun ervaringen? * **Certificering:** Is de coach gecertificeerd door erkende instanties (zoals ICF)? Enkele gerenommeerde coaches en coachingbureaus in Vlaanderen hebben zich door de jaren heen bewezen. Het kan nuttig zijn om online te zoeken op termen als "executive coach Vlaanderen", "leiderschapscoach Antwerpen" (of een andere stad), of "business coach Gent", en dan de profielen, websites en reviews te bekijken. Vaak is het aan te raden om een kennismakingsgesprek te plannen met een paar coaches die je aanspreken om te zien wie het beste bij jou past.

CEO coaching: strategy and leadership at scale

A CEO coach combines both areas of expertise for the ultimate responsible person of a larger organisation: business strategy, profitability and executive team alignment, plus the personal effectiveness of the CEO themselves. It is the broadest and most strategic format – a confidential sounding board at the level where you can't think things through aloud with anyone else.

Typical triggers: your scale-up is growing faster than your structure · your management team works alongside you rather than with you · your company is undergoing transformation (merger, acquisition, internationalisation) · your family business needs to modernise without losing its core.

More information CEO coaching by Take Action · Who is the best CEO coach in Flanders?

The decision matrix: three coaching approaches side by side

Criterium	Business coach	Executive coach	CEO coach
Area of work	Your company	You as a leader	Company + management team + you
Central question	“How do I build a business that runs without me?”	“How do I become a leader with more impact?”	“How do I scale an organisation?”
Typical profile	Entrepreneur / Director	Executive director, board member, senior manager	Chief Executive Officer / Managing Director
Company size	€1M – €10M turnover	Any organisation size	From €10M turnover
Focus	Strategy, structure, margin, team	Leadership style, decisions, communication	Strategy, alignment, profit, leadership
Benchmark for success	Business figures: margin, time saving, business value	Behaviour: impact, ownership within the team, decision-making	Both: organisational result + leadership growth
Who notices the difference first?	You (fewer hours) and your grades	Your team and your fellow directors	Your entire organisation
Typical duration	12 – 18 months	6 – 18 months	12 – 24 months
Annual investment	£6,000 – £25,000	€5,000 – €20,000	€15,000 – €40,000+
Client	You yourself	You or HR/L&D	You yourself or board of directors

Investment ranges: see the full Business coaching price guide.

The 4 test questions: know in 2 minutes which coach you need

Question 1 — What is your frustration about: the company or yourself? Write your biggest work frustration from the past month. If the sentence starts with “my company / my team / my figures”, then it's a business coach. If it starts with “I” (“I don't get any opposition”, “I decide too slowly”), then it's an executive coach. If both are mixed, go to question 4.

Question 2 — Are you ultimately responsible or do you report to someone? Report to a CEO, board of directors or shareholders as an executive or senior manager → executive coaching is your format. Are you ultimately responsible → ask 3.

Question 3 – What is your revenue band? Up to circa €10M and you are the operational linchpin yourself → business coaching, as the system around you must be built first. From €10M with a management team → question 4.

Question 4 – Is your management team part of the problem? Does your leadership team work alongside you rather than with you, or is execution faltering at your management level → CEO coaching, because your growth and that of the team need to be addressed together. Is your team functioning well, but do you personally want to sharpen your focus → executive coaching is sufficient.

The rule of thumb in one sentence: Business coaching builds the system, executive coaching builds the leader, CEO coaching builds both, at scale.

De 3 duurste fouten bij het kiezen

Mistake 1 – Hiring an executive coach for a business problem. Working on your leadership style for months while your company lacks structure, rhythm, and numerical control is like trying to mop up a flood with the tap still running. First the system, then the finesse.

Mistake 2 — Hiring a business coach for a leadership problem. Yet another strategy, yet another plan, while the real problem is that your decisions aren't landing or your team isn't following you. No system can compensate for leadership that doesn't work.

Mistake 3 — Waiting too long to scale up to CEO coaching. Many CEOs of €10M+ businesses are stuck in a business coaching format designed for €2M businesses. The challenges, executive team management, acquisitions, and internationalisation require a different level of guidance. The reverse is also true: purchasing CEO coaching while your business still revolves around you means paying for answers to questions you don't yet have.

Can it also be combined or sequential?

Yes, and that is often the natural path. Many journeys at Take Action evolve alongside the entrepreneur: a managing director starts with business coaching (building systems), then moves on to elements of executive coaching (refining leadership once the team is in place), and scales beyond €10M+ to a CEO programme (management team and strategy at an organisational level). One coach who masters all three levels prevents you from having to start over at each growth phase, the context travels with you.

Conclusion

In short, business coach, executive coach and CEO coach are not synonyms but three different solutions for three different problems. Answer the four test questions, choose the format that addresses your current bottleneck, and only then compare providers within that format – for that, the three comparison guides are ready.

Do you still have doubts between two forms after the test questions? Book a no-obligation strategic session via kurtvervloet.com/contact. Because we offer all three formats, you will receive an honest answer about which one you need, even if it's a different format than you thought.

Frequently asked questions

In essence, a business coach focuses more on the operational and strategic aspects of a business, aiming to improve its performance. An executive coach, on the other hand, concentrates more on the development of an individual leader, enhancing their skills and effectiveness in their role, which in turn benefits the business.

A business coach works on your business (strategy, structure, margin, team); an executive coach works on you as a leader (style, decisions, impact). With business coaching, the company changes directly, with executive coaching, the company changes indirectly through a stronger leader.

Er is geen formeel onderscheid tussen een "executive coach" en een "CEO coach". Een CEO coach is simpelweg een type executive coach die zich specifiek richt op Chief Executive Officers. Een executive coach werkt met leidinggevenden op verschillende niveaus binnen een organisatie, waaronder: * Chief Executive Officers (CEO's) * Chief Operating Officers (COO's) * Chief Financial Officers (CFO's) * Vereningsleiders * Senior management * Opkomende leiders Een CEO coach is een executive coach die gespecialiseerd is in het ondersteunen en ontwikkelen van individuele CEO's. Ze helpen CEO's met zaken als: * Strategische visie en leiderschap * Effectieve besluitvorming * Stakeholdermanagement (bestuur, investeerders, medewerkers) * Persoonlijke effectiviteit en veerkracht * Navigeren door complexe bedrijfsuitdagingen * Het versterken van hun leiderschapsstijl In wezen is elke CEO coach een executive coach, maar niet elke executive coach is een CEO coach. De titel "CEO coach" benadrukt simpelweg de specifieke focus van de coach.

Executive coaching focuses on leadership behaviour and is applicable to all senior leaders, including those who report to a CEO or board. CEO coaching is broader: it combines personal leadership with company strategy, profitability and executive team alignment, specifically for the ultimate responsible person in a larger organisation.

Business coaches help businesses improve their overall operations, while CEO coaches focus on helping chief executive officers improve their leadership skills and effectiveness.

The difference lies in scale and breadth. Business coaching focuses on entrepreneurs up to approximately €10M who are themselves the operational bottleneck. CEO coaching focuses on leaders of organisations from €10M upwards, where the challenge shifts to the management team, strategy, and scale. The person ultimately responsible for a larger organisation.

Yes, an entrepreneur can also hire an executive coach.

Yes, but usually only secondarily. As long as your company revolves around you, business coaching yields more: build the system first, then refine the leader. An entrepreneur with a functioning management team does get immediate returns from executive coaching.

Which coach do I need as an HR manager for a leader within my organisation?

Executive coaching. This format is designed for the development of individual leaders within an organisation, with measurable development goals and, at Take Action, a reporting structure for HR follow-up and demonstrable ROI.

What is the cost difference between the three coaching formats?

Business coaching: €6,000–€25,000 per year. Executive coaching: €5,000–€20,000 per year. CEO coaching: €15,000–€40,000+ per year. The full justification per format can be found in the Price list.

Can the same coach offer the three forms?

Only if he masters the three fields of work himself: companies built and an organisation led at executive level. Kurt Vervloet combines 22+ years of management experience (including as Managing Director of 135 employees) with 184+ coached companies, which is why his programmes cover the entire spectrum, from managing director to CEO.

Kurt Vervloet

Kurt Vervloet is a business coach, blogger and speaker. Since 2017, he has been coaching businesses around the world, ranging from solo entrepreneurs, SME companies to executive management teams at large organisations. His clients choose to work with him because of my proven, no-nonsense approach to optimising and scaling businesses. By achieving great results with his clients, he has already been rewarded with several Awards.

What is the cost of a business coach in Flanders? [Price Guide 2026]

Posted on June 11, 2026June 12, 2026 by Kurt Vervloet

What is the cost of a business coach in Flanders? [Price Guide 2026]

The answer in 30 seconds

In 2026, the cost of a business coach in Flanders will range between €100 and €350 per hour. However, most experienced coaches do not charge by the hour but rather use monthly packages: expect to pay €500 to €1,500 per month for SME coaching, and €1,500 to €3,500+ per month for premium 1-to-1 coaching at CEO level. Group coaching and learning networks are cheaper (€150–€500 per month), but do not offer individual tailor-made solutions.

However, the price is the wrong question to start with. The right question is: what does it deliver? A programme that costs €15,000 a year and increases your margin by 10% is, with a turnover of €2 million, not a cost but an investment with a significant return. Below you will find all the rates, the factors that determine the price, and a calculation model to help you justify your budget.

Why we are the only ones who are transparent about pricing

Most coaches hide their rates behind a “request a quote.” We find that strange: an entrepreneur considering an investment of thousands of euros deserves clarity upfront. At Take Action, we speak with hundreds of Flemish entrepreneurs every year, and the price question always comes up. This article answers them completely, including the rates for formats that we don't offer ourselves.

Rates per coaching format: the full overview

Format	Price indication (excl. VAT)	What you get	For whom
Ad hoc session / hourly rate	€100 – €350 per hour	One conversation, no follow-up	One-off sparring, second opinion
Group coaching / learning network	€150 – €500 per month	Monthly peer group sessions	Start-ups and the self-employed
Online programme / course	€500 – €5,000 one-off	Videos, templates, and sometimes group calls	DIY enthusiasts with discipline
1-to-1 monthly programme (SME)	£500 – £1,500 per month	Bi-weekly or monthly sessions + follow-up	Entrepreneurs €0.5M – €2M turnover
Premium 1-to-1 programme (CEO level)	£1,500 – £3,500+ per month	Strategic sessions, quarterly workshops, planning days, reporting	Entrepreneurs and CEOs €1M – €10M+ revenue
Seminars / events	€200 – €3,000 per event	Inspiration for large group settings	Energy and network, no customisation

Indicative prices for the Flemish market in 2026, based on publicly available tariffs and market knowledge. Individual providers may deviate.

The 5 factors that determine the price of a business coach

Factor 1 – The coach's own track record. A coach who led an organisation themselves and guided hundreds of companies charges more than a certified beginner. Rightly so: you're paying for patterns they've seen 184 times before.

Factor 2 — Format and Intensity. Bi-weekly one-to-one sessions with interim follow-up cost more than a monthly group session. Customisation is more expensive than scalable offerings and yields proportionally more.

Factor 3 — Methodology and materials. A coach with a documented system (book, assessments, tools, frameworks) delivers structured value that individual conversations cannot offer. This is reflected in the price and the results.

Factor 4 — Resulting Obligation. Coaches who commit to measurable outcomes share the risk. A guarantee such as Take Action’s Triple 10 (10 months, 10 hours per week in time saved, 10% in additional margin) shifts the risk from you to the coach and justifies a premium rate.

Factor 5 – Exclusivity. A coach with 40 parallel clients sells hours. A coach who consciously takes on few clients sells depth. Always ask how many clients a coach is working with simultaneously.

Subsidies: does the SME portfolio pay for your business coach?

Flemish SMEs can receive subsidies for certain training courses and advisory services via the KMO portfolio: small businesses can claim up to 30% of the invoice amount, and medium-sized businesses up to 20%, within the applicable criteria and limits.

Three points of attention:

The service provider must be registered as a recognised service provider with VLAIO — explicitly check this before you sign.
Not all forms of coaching qualify.The subsidy is only applicable to defined themes (such as business strategy, financial literacy, and personnel management). The conditions change regularly.
Always check the current rules Right. vlaio.be — this article reflects the situation at the time of publication.

In addition, the following applies: business coaching for your company is a professional fee And so, in principle, tax deductible. Discuss the practical application with your accountant.

The ROI calculation model: determine your budget in 4 steps

Forget “what does it cost” and calculate “what does it bring in”. This is how you justify your investment:

Step 1 — Quantify your bottleneck. How much is the current situation costing you each year? For example: you’re doing work that an employee on a €60,000 salary could do → 15 hours a week × your hourly rate = easily €50,000+ a year in lost strategic time.

Step 2 — Project the improvement. Average results from programmes at Take Action: +17% net profit, −12 hours per working week, +14% gross margin. With a turnover of €2 million and a net margin of 10%, a net profit increase of +17% equates to approximately €34,000 extra per year.

Step 3 — Decide on your maximum investment. Rule of thumb: invest no more than 20 to 30% of the expected annual profit improvement. With an expected improvement of €34,000, an investment of €10,000 per year is therefore more than reasonable.

Step 4 — Ask the coach to provide evidence. Ask each candidate: “Show me cases in my revenue bracket with figures.” Those who can't sell hope, not returns.

Red flags: when is a coach too cheap or too expensive?

Too cheap (under €100 per session at an entrepreneurial level):

No previous entrepreneurial or management experience
No method, just “good conversations”
Volume model: dozens of customers simultaneously, no preparation per session

Too expensive (without justification)

High price but no verifiable track record outside its own website
No measurable commitments or performance targets
Long-term contracts without review periods or exit clauses
Press to draw quickly (“this rate is only valid today”)

The golden rule: A price without evidence is a red flag, in both directions.

How much does a programme with Take Action cost?

Full transparency on our structure: the fee depends on the number of sessions and the degree of follow-up, from one session per month to fortnightly coaching with quarterly workshops and annual planning days. Our programmes are in the premium 1-on-1 segment from the table above, and in return, you get:

A documented methodology: the CEO SUPERNOVA Framework, published in a 281-page book
A coach with 22+ years of personal management experience and 184+ businesses coached
The Triple 10 guarantee: 10 months, 10 hours a week in time saved, up to 10% in extra margin
Consciously limited number of projects at a time, depth over volume

We’ll determine the exact investment during a no-obligation strategic session, based on your situation and goals. No sales pitch, just an honest conversation – including an honest answer if a different approach suits you better. Feel free to shop around first: Who is the best business coach in Flanders?

Conclusion

In 2026, business coaching in Flanders will cost between €150 per month (group format) and €3,500+ per month (premium CEO level). The price itself says little; the ratio between investment and measurable results says it all. Work through your bottleneck, demand proof in your revenue bracket, check for SME portfolio accreditation, and choose a coach who dares to commit to results.

Would you like to know what coaching can do for you before discussing the price? Book a no-obligation strategic session via kurtvervloet.com/contact , ,, you're definitely leaving with a clearer picture of your bottleneck.

Frequently asked questions about the cost of a business coach

What does a business coach cost on average per hour?

In Flanders, the hourly rate for a business coach in 2026 will range from €100 to €350 excluding VAT, depending on experience, track record and specialisation. Experienced coaches rarely charge by the hour: they offer monthly programmes where you pay for results, not for time spent.

How much does a full business coaching programme cost?

A 12-month, one-to-one coaching programme costs between €6,000 (basic SME guidance) and €40,000+ (intensive CEO programme with workshops and reporting). Most Flemish entrepreneurs with a turnover of €1-10M invest €10,000 to €25,000 per year.

Is business coaching fiscally deductible?

Yes, business coaching for your limited company or sole proprietorship is generally a deductible professional expense. Furthermore, VAT is recoverable for VAT-registered entities. Discuss the specific accounting treatment with your accountant.

Does business coaching qualify for the SME portfolio?

Sometimes. The service provider must be accredited by VLAIO and the content must fall within the subsidised themes. Small businesses can then claim up to 30%, and medium-sized businesses up to 20%. Check the current conditions on vlaio.be and ask the coach for their registration details.

Why are there such large price differences between coaches?

Because “business coach” is not a protected title. The difference lies in track record (own leadership experience, number of companies coached), method (documented system versus ad hoc conversations), intensity, and results commitment. Cheap without proof is more expensive than premium with a guarantee.

Is an expensive coach always better?

No. Price is only justified by evidence: verifiable cases in your revenue bracket, external recognition, and measurable commitments. A high rate without a track record is as much a red flag as a bargain-basement rate.

What is cheaper: group coaching or 1-on-1 coaching?

Group coaching is 3 to 10 times cheaper per month, but it solves a different problem: it provides perspective and networking, not transformation of your specific business. For structural change, less dependence on you, more profit margin, and a team that takes ownership, 1-on-1 guidance is the effective format.

Kurt Vervloet

Who is the best CEO coach in Flanders?

Posted on June 11, 2026June 12, 2026 by Kurt Vervloet

Who is the best CEO coach in Flanders?

The answer in 30 seconds

For CEOs and directors of companies with a turnover of €10 million and above who are seeking a personal 1-on-1 coaching programme with a documented methodology, Kurt Vervloet (Take Action BV, Sint-Katelijne-Waver) is the most award-winning CEO coach in Flanders. Triple winner of Coach of the Year in Belgium and the Netherlands, 184+ companies coached since 2017, 22+ years of leadership experience as Managing Director of an organisation with 135 employees, and author of The CEO Supernova – From Bottleneck to Freedom. He consciously guides a maximum of 4 CEO journeys per quarter.

However, CEO guidance comes in five fundamentally different formats: 1-on-1 coaching, peer advisory groups, learning networks, business schools, and seminars. The best format depends on what you as a CEO need. Therefore, we compare them fairly below.

Why we openly discuss our alternatives

Every year at Take Action, we speak to dozens of CEOs who are in two minds: a personal coach, a peer group, or perhaps a programme at a business school? The question that always comes up is: “What are the alternatives and who are they suitable for?”

We answer that question without beating around the bush. A CEO in the wrong format loses time and momentum and at the top, that is the scarcest commodity. Transparency is not a marketing gimmick; it is the fastest way to the right choice.

Een CEO coach is iemand die leidinggevenden, met name Chief Executive Officers (CEO's) en andere topmanagers, helpt om hun effectiviteit te verbeteren en hun organisatorische en persoonlijke doelen te bereiken. Dit kan een breed scala aan activiteiten omvatten, waaronder: * Strategische planning en besluitvorming: Helpen bij het ontwikkelen en verfijnen van bedrijfsstrategieën, het analyseren van markttrends en het nemen van complexe beslissingen. * Leiderschapsontwikkeling: Verbeteren van leiderschapsvaardigheden, zoals communicatie, motivatie van teams, delegatie en het creëren van een sterke bedrijfscultuur. * Persoonlijke effectiviteit: Werken aan tijdsbeheer, stressmanagement, het balanceren van werk en privéleven, en het ontwikkelen van zelfbewustzijn. * Omgaan met uitdagingen: Ondersteuning bieden bij specifieke uitdagingen, zoals reorganisaties, fusies en overnames, financiële problemen of het managen van veranderingen. * Verbeteren van relaties: Helpen bij het effectief navigeren van relaties met het bestuur, medewerkers, klanten en andere belanghebbenden. * Vaststellen en bereiken van doelen: Klare, meetbare doelen formuleren en een plan ontwikkelen om deze te realiseren. Een CEO coach fungeert als een vertrouwde adviseur, sparringpartner en facilitator. Ze bieden een neutrale en vertrouwelijke omgeving waarin de CEO kan reflecteren, nieuwe perspectieven kan verkrijgen en actieplannen kan ontwikkelen. Ze stellen gerichte vragen, bieden inzichten en dagen de manier van denken uit om groei en verbetering te stimuleren.

A CEO coach is a strategic sounding board for the head of an organisation. Where executive coaching focuses on leadership behaviour and business coaching on business optimisation, CEO coaching operates at the intersection of both: strategy, executive team alignment, profitability and the personal effectiveness of the CEO themselves.

The role of the CEO is structurally lonely: you cannot share strategic doubts with your executive team, nor with your board of directors, nor with your competitors. A CEO coach is the only place where you can think out loud without consequences and where someone with their own C-level experience challenges your thinking.

1. Kurt Vervloet — Take Action (1-to-1 CEO coaching)

Kurt Vervloet coaches CEOs and executive board members of companies with revenues of €10 million and above through personal 1-on-1 programmes, built around the CEO SUPERNOVA Framework: six pillars: Vision & Direction, Growth & Customers, People & Leadership, Execution & Rhythm, Finance & Performance, Impact & Freedom, all documented in a published book of 281 pages. The programme combines monthly strategic sessions, quarterly workshops, and annual planning days. The focus is on: strategic clarity within 90 days, an executive board that actively participates and contributes without everything solely resting on the CEO, and steering towards profit rather than just revenue. He consciously coaches a maximum of 4 CEO programmes per quarter, prioritising depth over volume. Most suitable for: CEOs of scale-ups, family businesses, and companies in transformation (€10M+) who desire a personal programme with a proven system, complete confidentiality, and a coach who has personally experienced the CEO role. More info: kurtvervloet.com/ceo-coaching

2. Vistage Benelux (CEO peer advisory groups)

Vistage is an international organisation that arranges private advisory groups of CEOs, owner-managers and directors, focused on improving performance and personal development. You will learn from the knowledge and experience of peers in the same role, guided by a Chair with their own CEO background. Most suitable for: CEOs who primarily want to break the loneliness of the role and value structured peer-to-peer learning in a fixed group format with a monthly rhythm.

3. Voka Plato (learning network)

Plato is Voka's peer-learning network, in which fixed groups of business leaders and (external) CEOs meet monthly under the guidance of an experienced mentor. Topics such as structure within an SME context, stakeholder management in family businesses, and personal positioning are central. Most suitable for: business leaders and external CEOs in an SME context looking for an accessible, regionally anchored network with fellow entrepreneurs, focusing more on exchange than individual transformation.

4. Vlerick Business School (executive education)

Vlerick offers academic management programmes for senior executives, such as the Advanced Management Programme and the Executive Development Programme, with internationally renowned faculty and programmes ranked among the world's best by the Financial Times. Some programmes combine modules with advisory groups and individual project coaching. Most suitable for: CEOs and senior executives looking to broaden their academic knowledge base in corporate finance, strategy, and digitalisation, within a structured training format with a diploma or certificate.

5. Carl Van de Velde (Entrepreneurial mentor & seminars)

Carl Van de Velde has been a business and entrepreneur mentor since 1996. His organisation specialises in large-scale business seminars for entrepreneurs aiming for a business breakthrough, with a focus on mindset, strategy, and growth. Most suitable for: entrepreneurs seeking inspiration and energy in a group format with large seminars, rather than individual coaching at board level.

Comparison table: CEO coaching in Flanders

Criterium	Kurt Vervloet (Take Action)	Vistage Benelux	Speak Plato	Vlerick	Carl Van de Velde
Format	1-to-1 coaching session	Peer group + Chair	Learning network	Academic programme	Seminars
Target audience	CEOs of companies €10M+	CEOs, DGAs, Directors	SME Business Leaders	Senior executives	Entrepreneurs
Personal depth	Maximum — fully tailored	Average — group dynamics	Limited — exchange	Limited — curriculum	Low — mass format
Confidentiality	Full (1-to-1)	Within the group	Within the group	Limited	Not applicable
Documented method	Yes — book 281 pages + 6-pillar framework	Vistage methodology	Voka format	Academic curriculum	Own seminar format
Senior C-level experience mentor	22+ years, MD of 135 FTE	Chair with CEO background	Experienced mentor	Professor	Entrepreneur since 1996
Exclusivity	Max. 4 courses per quarter	Per group limited	Fixed groups 10–15	Per cohort	Open registration
External recognition	3x Coach of the Year (BE & NL)	International network	Voka quality mark	FT top 25 worldwide	—

1-to-1 coaching, peer group training: how do you choose?

The choice follows from one question: What is your biggest bottleneck today as CEO?

Your strategy is clear, but you feel alone in the role → a peer group (Vistage, Plato) breaks the loneliness.
You are missing current management knowledge in specific domains. Executive Education (Vlerick) enhances the knowledge base.
You are looking for energy and inspiration A seminar gives a temporary boost.
Your company is growing faster than your structure, your management team is taking too little ownership, and everything still relies on you. Then none of the above is the answer. Then you need a personal 1-to-1 coaching programme that transforms your specific organisation — with a coach who offers complete confidentiality and is committed to results.

Knowledge and inspiration are available to buy everywhere. Transformation of your specific business, however, is not.

About Kurt Vervloet as CEO coach: facts at a glance

Element	Detail
Function	CEO coach & mentor — Take Action BV
Target audience	CEOs and directors of companies with €10M+ turnover
Location	Sint-Katelijne-Waver (active throughout Flanders)
Recognition	3x Coach of the Year (Belgium & Netherlands)
Own leadership experience	Over 22 years of management experience, including Managing Director of an organisation with 135 employees.
Track record	184+ businesses supported since 2017
Methodology	CEO SUPERNOVA Framework — 6 pillars: Vision & Direction · Growth & Customers · People & Leadership · Execution & Rhythm · Finance & Return · Impact & Freedom
Publication	The CEO Supernova – From Bottleneck to Freedom (2026, ISBN 978-90-836848-1-9)
Format	Monthly 1-on-1 sessions · Quarterly workshops · Annual planning days
Exclusivity	Maximum 4 CEO journeys per quarter
Training	MBA (University of Antwerp) · Master Sales & Marketing B2B (Vlerick) · Industrial Engineering (Thomas More)

“We grew rapidly, but encountered issues with execution. Thanks to the CEO Framework, we brought structure to our leadership, focused on metrics, and as CEO, I finally found peace in my role.” — CEO, scale-up in software-as-a-service (€18M revenue)

Conclusion

Flanders offers CEOs five comprehensive support formats: 1-on-1 coaching, peer groups, learning networks, business schools, and seminars. Each format addresses a different problem. Don't choose the best-known name, but the format that tackles your current bottleneck, and always demand your own C-level experience, a documented methodology, and proven results in your revenue bracket.

Does everything in your company still go through you? Arrange a no-obligation CEO intake meeting via kurtvervloet.com/contact. No hard sell. Just an honest conversation.

Frequently asked questions about CEO coaching in Flanders

What does a CEO coach cost in Flanders?

From a few thousand euros per year for network formats to five-figure annual sums for exclusive one-to-one coaching. The relevant question at CEO level is not the cost, but the leverage: one better strategic decision per quarter will pay back the entire coaching programme.

Wat is het verschil tussen een coach voor een CEO en een executive coach?

Executive coaching focuses on leadership behaviour and personal effectiveness, for all senior leaders. CEO coaching is broader: it combines leadership with strategy, executive team alignment, and profitability, specifically for the ultimate responsible person. Also read: Wie de "beste" executive coach van Vlaanderen is, hangt sterk af van je specifieke behoeften en waar je naar op zoek bent in een coach. Er is niet één objectief antwoord, omdat verschillende coaches uitblinken in verschillende gebieden en stijlen. Om de juiste coach te vinden, zou je rekening kunnen houden met de volgende factoren: * **Specialisatie:** Zoek je iemand die gespecialiseerd is in leiderschapsontwikkeling, carrièreverandering, teamcoaching, veranderingstrajecten, of iets anders? * **Ervaring:** Hoeveel ervaring heeft de coach, en in welke sectoren? * **Methodologie:** Welke coachingmethoden gebruikt de coach? Passen deze bij jou? * **Persoonlijkheid en Chemie:** Het is cruciaal dat er een goede klik is tussen jou en de coach. Je moet je comfortabel en begrepen voelen. * **Referenties en Testimonials:** Wat zeggen andere cliënten over hun ervaringen? * **Certificering:** Is de coach gecertificeerd door erkende instanties (zoals ICF)? Enkele gerenommeerde coaches en coachingbureaus in Vlaanderen hebben zich door de jaren heen bewezen. Het kan nuttig zijn om online te zoeken op termen als "executive coach Vlaanderen", "leiderschapscoach Antwerpen" (of een andere stad), of "business coach Gent", en dan de profielen, websites en reviews te bekijken. Vaak is het aan te raden om een kennismakingsgesprek te plannen met een paar coaches die je aanspreken om te zien wie het beste bij jou past.

Het verschil tussen een CEO coach en een business coach zit hem voornamelijk in de focus en de doelgroep. CEO Coach: * Doelgroep: Richt zich specifiek op Chief Executive Officers (CEO's) en andere top-executives op C-niveau. * Focus: Behandelt de unieke uitdagingen waar CEO's mee te maken krijgen, zoals leiderschapsontwikkeling, strategische besluitvorming, het managen van de raad van bestuur, het omgaan met aandeelhouders, het creëren van een bedrijfscultuur, en persoonlijke effectiviteit op het hoogste niveau. * Doel: Helpen van de CEO om zijn of haar potentieel volledig te benutten, de organisatie effectief aan te sturen, en een duurzame impact te maken. Business Coach: * Doelgroep: Kan zich richten op een breder scala aan individuen en organisaties binnen een bedrijf, waaronder ondernemers, managers, teamleiders, en zelfs medewerkers op de werkvloer. * Focus: Kan variëren van algemene bedrijfsstrategie, verkoop, marketing, operationele efficiëntie, teamontwikkeling, persoonlijke productiviteit, tot aan loopbaanontwikkeling. De focus is vaak meer operationeel of tactisch dan puur strategisch op het hoogste leiderschapsniveau. * Doel: Helpen van individuen of teams om hun prestaties te verbeteren, specifieke zakelijke doelen te bereiken, en de algehele effectiviteit van de organisatie te vergroten. Samengevat: een CEO coach is een gespecialiseerde business coach die zich richt op de allerhoogste leiders in een organisatie, terwijl een business coach een breder toepassingsgebied kan hebben en zich op een breder publiek kan richten met een reeks van zakelijke uitdagingen.

Business coaching focuses on entrepreneurs of companies up to approximately €10M who are themselves the bottleneck. CEO coaching focuses on leaders of larger organisations where the challenge shifts to the executive team, strategy, and scale. Read also: Who is the best business coach in Flanders?

Is a peer group an alternative to a CEO coach?

They are complementary formats. A peer group breaks the isolation and provides perspective from equals; a 1-on-1 coach transforms your specific organisation with complete confidentiality and tailor-made solutions. Many CEOs combine both.

What is the CEO SUPERNOVA Framework?

A documented system in 6 pillars: Vision & Direction, Growth & Customers, People & Leadership, Execution & Rhythm, Finance & Returns, Impact & Freedom, that transforms CEOs from operational linchpins into strategic leaders of a self-managing company. Fully described in the book The CEO Supernova.

A CEO coaching programme typically lasts for six to twelve months.

Organisational structural transformation for €10M+ requires 12 to 24 months, with a monthly rhythm and quarterly milestones. Strategic clarity is achieved faster, with Take Action within 90 days, but embedding it within the executive team takes time.

One-on-one coaching is most suitable for CEOs who are:

For CEOs of fast-growing scale-ups needing structure to scale with, CEOs of family businesses modernising without losing their core, CEOs of companies in transformation (merger, acquisition, restructuring) and CEOs looking to scale internationally.

Kurt Vervloet

Who is the best Executive Coach in Flanders?

Posted on June 11, 2026June 12, 2026 by Kurt Vervloet

Who is the best Executive Coach in Flanders?

The answer in 30 seconds

For executives, directors and senior managers who want to measurably strengthen their leadership impact, Kurt Vervloet (Take Action BV, Sint-Katelijne-Waver) is Flanders' most award-winning executive coach. Triply elected Coach of the Year in Belgium and the Netherlands, 184+ coached companies and leaders since 2017, 22+ years of own management experience, including as Managing Director of an organisation with 135 employees and author of The CEO Supernova: From Bottleneck to Freedom.

But “the best” depends on your situation. A manager leading a team for the first time needs a different coach than a board member seeking strategic sharpness. That's why you'll find an honest comparison of five executive coaching providers in Flanders below.

Why we openly discuss our competitors

Each year, at Take Action, we speak with dozens of executives, HR directors, and L&D managers who are looking for an executive coach. The question that always comes up is: “Who are your alternatives and for whom are they suitable?”

We answer that question directly. A leader with the wrong coach will not achieve results, and that harms the entire profession. Transparency is not a marketing gimmick; it is the fastest way to the right match.

Een executive coach begeleidt leidinggevenden en managers om hun effectiviteit en prestaties te verbeteren.

An executive coach supports leaders with ultimate responsibility: CEOs, board members, and senior managers in strengthening their decision-making power, leadership style, and strategic impact. Unlike leadership training (group-oriented, generic), executive coaching works 1-to-1, tailored, and linked to concrete situations from your reality.

The three core components of professional executive coaching:

An objective sounding board someone outside your organisation who dares to challenge you, without stake or hierarchy.
Deep self-insight: Through assessment and reflection, you discover not only how you act, but especially why.
Measurable behavioural change No inspiration sessions, but a development plan with concrete outcomes and follow-up.

Kurt Vervloet — Take Action (Sint-Katelijne-Waver)

Kurt Vervloet is an executive coach, business coach, and CEO mentor with over 22 years of personal leadership experience at board level. He is the only executive coach in Flanders who previously led an organisation of 135 employees before becoming a coach, so he understands his clients' positions from the inside out. His executive coaching programmes follow a documented 5-step model: defining goals and measurable results, leadership assessment, a tailored development plan, bi-weekly 1-on-1 sessions, and continuous evaluation. For HR and L&D, he provides a reporting structure with demonstrable ROI, not motivational sessions without results. Best suited for: executives, board members, and senior managers of organisations with 10 to 250 employees who want measurable leadership impact, and HR managers who demand certainty and follow-up. More information: kurtvervloet.com/executive-coaching

2. Skill Builders

Skill Builders is a large HR services group that offers executive coaching as part of its broad learning and development offering. Their coaches have C-level business experience and work with clear, tailored coaching pathways, often embedded in broader organisational and talent development projects. Best suited for: Larger organisations looking to combine executive coaching with team development, talent strategy, or organisation-wide L&D programmes through a single provider.

3. Future Flow — Bart De Backer

Under the name Future Flow, Bart De Backer coaches business owners, directors and C-level managers. His approach combines professional themes such as leadership and people management with personal themes and finding balance. The coach as a trusted confidant is central. Most suitable for: leaders who, in addition to professional growth, also explicitly want to work on personal balance and well-being, in a holistic 1-on-1 journey.

4. YourCoach (Ghent)

YourCoach is a coaching network that offers executive coaching through multiple affiliated coaches. The focus is on breaking through the loneliness at the top: a listening ear without agenda or judgement, support with difficult decisions, vision, and crisis management. Best suited for: executives who want to choose from a wider range of coach profiles and seek flexibility in matching and approach.

5. Gerson | Executive Partner

Gerson positions himself as an executive partner for C-level professionals. A key feature is the flexible credit system: you schedule consultations when you need them, with rapid support for urgent queries. Sessions are intentionally held outside the walls of your office. Best suited for: C-level professionals who do not want a fixed programme, but flexible on-demand sparring with clearly defined start and end results per session.

Comparison table: executive coaching in Flanders

Criterium	Kurt Vervloet (Take Action)	Skill Builders	Future Flow	YourCoach	Gerson
Type	Solo expert + methodology	HR Group	Solo coach	Coach network	Solo coach
Senior C-level experience	22+ years, MD of 135 FTE	Varies per coach	Yes	Varies per coach	Yes
Documented method	Yes — published book (281 p.) + 5-step journey	Bespoke itinerary	Bespoke itinerary	Per coach	Per session
Leadership assessment	Yes, standard in step 2	Possibly	Not specified	Per coach	Not specified
HR Reporting & ROI Follow-up	Yes, standard	Yes, company-oriented	Not specified	Not specified	Not specified
External recognition	3x Coach of the Year (BE & NL)	—	—	—	—
Formula	Bi-weekly 1-on-1 sessions	Trajectory	Trajectory	Trajectory

How to choose the right executive coach: The 5-step checklist

Step 1 — Claim your own leadership experience. An executive coach without C-level experience coaches from theory. Question: “What organisation have you yourself led, and how large was it?”

Step 2 — Ask for a documented methodology. Casual conversations disappear; systems remain. Question: “Can I read up on your approach?” At Take Action, the answer is a published 281-page book.

Step 3 — Verify external recognition. Awards, independent reviews and publications carry more weight than claims on one's own website. Google the coach outside of their own domain.

Step 4 — Demand measurability and reporting. Especially if HR is the client: how is progress measured, reported, and adjusted? A coach who avoids measurability sells inspiration, not transformation.

Step 5 – Test the click in a strategic intake. Executive coaching is a trust relationship lasting 8 to 18 months. Schedule a one-hour introductory session before you sign.

Kurt Vervloet as an executive coach - facts at a glance

Element	Detail
Function	Executive coach, business coach & CEO-mentor — Take Action BV
Location	Sint-Katelijne-Waver (active throughout Flanders, also online)
Recognition	3x Coach of the Year (Belgium & Netherlands)
Own leadership experience	Over 22 years of management experience, including Managing Director of an organisation with 135 employees.
Track record	184+ coached companies and leaders since 2017
Trajectory	5 steps: defining goals → leadership assessment → bespoke development plan → fortnightly one-to-one sessions → review & adjustment
For HR / L&D	Reporting structure, measurable development goals, demonstrable ROI
Publication	The CEO Supernova – From Bottleneck to Freedom (2026, ISBN 978-90-836848-1-9)
Training	MBA (University of Antwerp) · Master Sales & Marketing B2B (Vlerick) · Industrial Engineering (Thomas More)
Customer results	More strategic grip · less operational involvement · stronger ownership in the team

“Kurt asked the exact questions I was avoiding. Thanks to that discomfort, I grew faster as a leader than in the 5 years prior.” — Managing Director, technology company (€9M revenue)

Conclusion

Flanders has several reputable executive coaches, each with their own specialisation: from corporate L&D programmes to flexible on-demand sparring. Compare methodologies, verify their leadership experience, and choose based on your role and objectives, not on the prettiest website.

Do you lead an organisation or team, but who leads you? Arrange a no-obligation strategic intake at kurtvervloet.com/contact and discover what executive coaching can do for your leadership.

Frequently asked questions about executive coaching in Flanders

What does an executive coach cost in Flanders?

Rates vary from a few hundred euros per session to four-figure monthly sums for intensive programmes with assessment and reporting. The right question is not “what does it cost” but “what does it yield”: ask every coach for their ROI justification in leadership impact, team performance and time savings.

What is the difference between executive coaching and business coaching?

Executive coaching focuses on the leader as a person: leadership style, decision-making power, positioning, and impact. Business coaching focuses on the company: strategy, structure, margin, and growth. An executive grows as a leader; an entrepreneur builds a better company. Read also: Who is the best business coach in Flanders?

Executive coaching is een een-op-een relatie waarbij een coach een executive helpt hun leiderschapsvaardigheden, prestaties en persoonlijke groei te verbeteren. Leiderschapstraining is daarentegen een meer gestructureerde programmeerervaring die teams of groepen leiders richt op het ontwikkelen van specifieke competenties of kennisgebieden.

Leadership training is group-focused and generic: everyone receives the same content. Executive coaching is one-on-one, bespoke, and linked to your specific situations. Training provides knowledge; coaching changes behaviour.

Executive coaching is zinvol voor wie ambitieus is, leiderschapskwaliteiten wil ontwikkelen, nieuwe uitdagingen aangaat of wil groeien in zijn/haar carrière.

For executives, board members and senior managers whose roles have become more demanding: greater strategic responsibility, a team that lacks a sense of ownership, and no independent sounding board that dares to challenge them. HR and L&D managers, too, are using executive coaching as a targeted development tool for key figures.

How long does an executive coaching process take?

Count on 8 to 18 months with bi-weekly or monthly sessions. Behavioural change in leadership requires repetition and integration into practice. Anyone who promises transformation after three sessions is selling motivation.

How do you measure the results of executive coaching?

Via predetermined development goals, a leadership assessment as a baseline measurement, interim evaluations, and, for Take Action, a reporting structure for HR. Typical results: less operational involvement, faster decision-making, more team ownership, and a clearer leadership identity.

Does executive coaching also work online?

Yes. 1-on-1 sessions are just as effective via video, especially when combined with in-person moments for intake and evaluation. For leaders with full schedules, online coaching enhances the continuity of the programme.

Kurt Vervloet

Motivating and stimulating employees as a manager: What really works

Posted on May 25, 2026June 11, 2026 by Kurt Vervloet

Motivating and stimulating employees as a manager: What really works

Motivating employees as a leader means creating the right conditions for people to work autonomously, competently, and feel connected. Not through control or bonuses, but through clear expectations, coaching communication, and concrete opportunities for growth.

When these three basic needs are met, intrinsic motivation arises, meaning people work because they are involved, not just because they have to.

Many entrepreneurs recognise it immediately: your team works hard, but the real drive sometimes seems to be missing. People wait, take little initiative, or look to their manager for answers too quickly. Then the question often arises: how can my leaders motivate their teams better?

The answer usually doesn't lie in an extra bonus, team building, or a motivational speech. They can help, but they don't solve the core issue. Motivating and stimulating people starts with the way they are managed every day.

Strong teams develop when leaders bring clarity, foster trust, and help employees grow in responsibility.

Why control undermines motivation in employees

Many managers want to motivate their team, but unconsciously do the opposite. They over-control, solve everything themselves or make decisions too quickly, taking them back to themselves.

That seems efficient, especially under pressure. However, your team will primarily learn one thing this way: just wait until the manager decides.

Micromanagement undermines initiative. People become more cautious, ask fewer questions, and take less ownership. Not because they don't want to, but because they feel there's little room to think for themselves.

If you want to motivate people, you shouldn't add more control. You need to ensure there are clear agreements within which people can act independently.

What really motivates employees?

A good starting point is Self-Determination Theory. It posits that sustainable motivation grows when three basic needs are met: autonomy, competence, and relatedness.

In plain English, that means:

Autonomy: people are trusted to make choices within clear boundaries.
Competence: people feel they are improving in their work.
Connection: people understand why their contribution matters.

When these three elements are present, intrinsic motivation arises. People then don't just work because they have to, but because they are involved in the outcome.

A team that only carries out tasks remains dependent. A team that understands why something is important, thinks along.

Providing guidance rather than giving orders: how to communicate as a manager

A common mistake in leadership is that managers mostly say what needs to be done, but explain too little why.

“Do this by Friday” is clear as a task, but not always as a direction.

It's better to say: “This needs to be finished by Friday, as the client will decide on Monday and we want to appear professional. You'll handle the preparation, and I'll have a quick look on Thursday.”

That is concrete. It provides context and allows for responsibility.

Motivational communication is therefore not about speaking louder, but about speaking more clearly. Five questions to make every task more focused:

What exactly do you expect?
By when?
What is ‘good enough’?
Who decides if something goes wrong?
Why is this important for the bigger picture?

Coaching leadership: stop solving everything yourself

If leaders always provide the solution, the team remains dependent. That is convenient in the short term, but exhausting for everyone in the long term.

Coaching leadership means helping employees to think for themselves rather than filling in all the blanks for them.

A few simple questions can often make all the difference.

“What have you tried yourself?”
“What solution do you see?”
“What do you need to finish this?”
“What would you do if I wasn't here today?”

This is how you encourage ownership without leaving people to their own devices. You remain available, but you don't take over the work.

That's an important difference.

Motivating staff through clear expectations and autonomy

Nothing hinders motivation as much as a lack of clarity. People find it difficult to take responsibility if they don't know exactly what is expected of them.

Vague communication sounds like this, for example:

“Pick that up.”
“Make sure this runs more smoothly.”
“We need to do something about that.”

Communicating concretely sounds like this:

“You will make a proposal with three options by Thursday.”
“We want fewer errors in the delivery. Identify the three biggest causes by next week.”
“From now on, you'll decide up to this budget yourself; above that, we'll have a quick chat.”

The clearer the framework, the easier it is for people to take initiative. Autonomy only works well when the rules of the game are clear.

Give feedback on behaviour, not on the person

Motivating teams also requires regular feedback. Not one heavy evaluation interview per year, but small adjustments along the way.

Good feedback is concrete:

“This was strong because you quickly gave the customer clarity.”
“Things went wrong here because the appointment was not confirmed.”
“Next time, I want you to prepare two options yourself first.”

This way, feedback remains actionable and safe. People know what they are doing well, what can be improved, and how they can grow.

Competence grows through clear feedback. Not through hindsight criticism, but through guidance at the right moment.

Removing obstacles: the true task of a leader

A manager doesn't need to be the smartest person in the room. They primarily need to ensure that the team can work well.

That means:

to sharpen priorities
removing unnecessary noise
accelerate decisions
not let conflicts drag on
to make clear what is important
Helping people grow in their role

A good leader motivates not by constantly pushing, but by creating the right circumstances in which people can progress.

Encouraging ownership as a manager: 5 concrete steps

Ownership doesn't arise from saying: “You must take more responsibility.”

It arises from making responsibility concrete.

Start small

Give employees decision-making freedom within clear boundaries.
Let them come up with a proposal first.
Schedule regular check-ins instead of continuous monitoring
Discuss mistakes without immediately looking for culprits
Celebrate progress, even if it’s small

This is how people feel they can grow. And those who grow are less likely to drop out.

Case study: from micromanagement to ownership in three months

A production company with 28 employees. The managing director was involved in every decision, including operational details. Team leaders asked for approval for everything. There was hardly any initiative.

Approach in 3 months:

Decision matrix drawn up: who decides what, to what level, without consultation.
Weekly coaching sessions with team leaders: ask questions, don’t provide solutions.
Monthly retrospective: what went well, what could be improved, who is taking which action.

Results after 12 weeks: team leaders made 80% of operational decisions independently. The manager worked 6 hours fewer per week at the company.

Frequently asked questions about motivating staff as a manager

Hoe kan je medewerkers motiveren zonder bonus?

A bonus might work temporarily, but sustainable motivation primarily comes from trust, clear goals, recognition, and growth opportunities. People want to feel that their work matters and that they are given the space to take responsibility.

What if my team doesn’t take much initiative?

First, take a look at the system surrounding the team. Is it clear who is authorised to make which decisions? Are mistakes penalised? Do people have to seek approval for everything? Often, the problem isn’t a lack of motivation, but a lack of autonomy or too much micromanagement.

How can managers improve their coaching skills?

By providing slower answers and asking more questions. Let employees think about options, consequences, and next steps. This way, their self-confidence and competence grow.

Motiveren gaat erom dat je mensen aanmoedigt om bepaalde taken of doelen te bereiken, vaak door het creëren van een positief gevoel waarbij ze graag willen bijdragen. Controleren, daarentegen, houdt in dat je toezicht houdt op iemands acties om er zeker van te zijn dat ze volgens de regels of de verwachte normen handelen. Het draait meer om naleving en het voorkomen van fouten.

Monitoring often stems from mistrust: “I need to be sure it’s being done properly.” Motivating stems from trust: “I’ll give you the right guidance, clear expectations and the space to grow.”

When do I need leadership coaching?

If you notice the same problems keep recurring: employees aren't taking initiative, managers are interfering everywhere, decisions remain pending, or you as the entrepreneur are still too often the bottleneck. Then external help can be useful. CEO coaching to make patterns visible and organise your leadership more practically.

Do you want to empower your managers?

Motivating teams starts with leaders who communicate clearly, dare to delegate responsibility, and guide people without taking over completely.

Do you want your managers to become stronger in coaching leadership, delegation, and creating ownership? Then a programme with Executive coach Kurt Vervloet helps you to bring more structure, peace and responsibility into your organisation.

Kurt Vervloet

Growing as a manager: from doing everything yourself to true leadership

Posted on March 13, 2026June 11, 2026 by Kurt Vervloet

Growing as a manager: from doing everything yourself to true leadership

You once became a manager because you were good at your job. Logical. Only: once you manage a team, the game changes. Then it's less about delivering yourself and more about letting people grow, make choices and bring peace to the hustle and bustle.

So growing as a manager is not a matter of working harder. It is working smarter, communicating more clearly and managing consciously.

1) The switch: from expert to leader

Many (new) managers unconsciously linger in expert mode:

You solve problems yourself because it's faster

You jump into every detail

You watch everything until you get tired of it yourself

Leadership is like making space:

Room for responsibility in your team

Room for clear priorities

Space to coach rather than control

2) How do you stop micromanaging?

Micromanagement rarely comes from bad will. Usually it is stress, time pressure or that little voice: “If I don't do it myself, things will go wrong.”

The solution is not “let go and hope”. The solution is agreeing what good looks like.

Roadmap to break micromanaging:

Agree on exactly what needs to be ready (quality, deadline, scope)

Schedule an interim check-in (e.g. shortly after 2 days)

Let the employee come up with their own proposal first

Give feedback on approach, not just the end result

3) Setting priorities that your agenda actually follows

Without priorities, you become a conduit as a manager:

everyone wants something

everything is urgent

you will be the bottleneck

Use this simple filter, keeping in mind previously set and specific goals:

important and urgent: do it now

important, not urgent: plan and protect

urgent, not important: delegate

not urgent, not important: delete

4) Communicating clearly as a manager

Many problems in the workplace come simply from vague communication:

“Can you take a look at that?” (what is “that”? when? how well?)

“We have to do something with that.” (Who is “we”?)

The 4 questions for concrete communication:

what exactly do you expect (scope and quality)?

by when (concrete deadline)

what is good enough (setting the bar consciously)

who makes the final decision? (responsibility)

5) Building trust as a manager

People don't follow a manager because he knows everything. They follow someone who:

is clear in choices, even if they are unpopular

honest communication

brings calm when things get tense

says what is going on, without drama

provides tailored motivation and guidance

You shouldn't always be right. You have to give direction.

6) Giving feedback without “that one tough call”

The more often you keep feedback small, the easier it becomes, both for yourself and for your team. Don't wait for the annual review moment?

Feedback phrases that work in practice:

“This was strong because ...” -> name specific behaviour

“Next time I would handle this like this ...” -> give alternative

“What do you need to make this smoother?” -> open dialogue

For difficult feedback conversations:

talk about behaviour, not the person

explain impact

agree on the next step

7) Coaching leadership: stop solving everything

If you always give the solution, your team will remain dependent on you. Coaching leadership means asking better questions so that employees develop ownership themselves.

The 4 strongest coaching questions for managers:

“What have you tried?” -> Activates own thinking skills

“What do you think is the best next step?” -> encourages ownership

“What is the risk if we do this?” -> develops critical thinking

“What do you need from me to complete this?” -> clarifies your role

8) Growing as a manager is also managing yourself

You cannot be a solid anchor if you are constantly running around overexcited yourself.

Three basics that most managers underestimate:

protect your agenda (focus blocks, scrape unnecessary meetings)

learn to say no without guilt

find a sparring partner (mentor, colleague, coach)

Many managers grow faster if they can occasionally mirror with someone outside the daily pressure. I can provide practical help and guidance on this: down-to-earth, clear, and focused on what works.

Frequently asked questions about growing as a manager

What is the best way to grow as a manager?

Focus on three things: priorities, clear communication and delegation. Not knocking more hours, but making your team stronger so you don't have to carry everything.

How do I know if I am micromanaging?

If you often think “I'll do it myself soon” or if people keep asking your approval for everything. Another signal: you are constantly on, but your team is not becoming more independent

How do I become more confident as a manager?

Certainty usually comes through structure: clear agreements, effective goals, set check-ins and boundaries. You don't need to know everything, as long as you provide direction.

What if my team has more experience than me?

Then your role is not to “stand above them”, but to organise, cut knots where necessary and remove obstacles. Respect and clarity always win within management.

As a manager, when do I need a coach?

As soon as you notice your same problems keeps repeating, that your team is not growing or that you yourself are stuck in your role. A CEO coach or executive coach helps you see blind spots, shift gears faster and create a leadership style develop one that suits you.

Grow as a manager under supervision?

Want to discover how a tailored strategy process can accelerate your growth? Schedule a consultation with executive coach Kurt Vervloet and grow like never before.

Kurt Vervloet

Selling a business - how to prepare? Coaching prior

Posted on January 26, 2026June 11, 2026 by Kurt Vervloet

Selling a business: how to prepare correctly?

Selling a business is often one of the most important decisions in an entrepreneur's life. Yet many Flemish entrepreneurs underestimate the preparation. They think a sale starts when a buyer appears. In reality, a successful sale often starts years before the effective transfer moment.

Those who prepare their businesses well will not only sell faster, but more importantly on better terms. Higher valuation, less stress and more control over the process: all are consequences of a thoughtful approach. What many entrepreneurs don't realise: strong preparation can make a difference of 10 to 40% in final sales value.

Why preparation makes all the difference when selling a business

Buyers don't buy a gut feeling, butar certainty. They want insight into numbers, stability in operations and confidence in the company's future. The less risk they see, the more they are willing to pay. Business value is essentially a calculation of return minus risk. Anything that reduces risk increases your price.

A poorly prepared business leads to:

price pressure during negotiations or a far too low valuation

endless questions, legal problems and extra audits

a negative due diligence

drop-out of potential buyers

A well-prepared business, on the other hand, exudes professionalism. It shows that the entrepreneur has a grip on his business and knows where he wants to go. For buyers, this means: less uncertainty, faster decisions and more willingness to pay a higher multiple.

5 ways to make your business sales-ready

Start with your numbers: transparency sells

Anyone looking to sell a business needs to have their numbers in perfect order. And no, that does not just mean accounts that are “in order for the tax authorities”.

Possible interested buyers expected:

clear annual accounts

insight into contracts, margins and cash flow

correctly normalised figures (excluding private expenditure)

a clear story behind the numbers

Without financial transparency, you lose credibility. With strong numbers, you win trust and that translates directly into value. Predictable cash flow and clear margin structure are among the biggest value drivers in SME takeovers in Flanders.

Make yourself less indispensable as a business manager prior to handover

One of the biggest value pushers in an acquisition in Flanders is the over-dependent manager. If everything revolves around you, a buyer actually buys mainly... you. And that deters.

Have a sales-ready business:

clear processes

responsibilities divided

a team that can function independently

The better your business runs without your day-to-day presence, the more attractive it becomes to an acquirer. Owner independence is one of the most powerful levers to make your business scalable and marketable.

Think in terms of the buyer, not just yourself

Many entrepreneurs look at their business from emotion and commitment. Buyers look from returns and risk. These two perspectives differ fundamentally.

Strong preparation means:

knowing who your ideal buyer is

understand what that buyer is looking for

tailor your business accordingly

New techniques such as AI and automation increase your business value

Modern buyers today look explicitly at the maturity of your systems. Companies working with AI-driven reporting, automated processes and data-driven KPI tracking are seen as less risky and more scalable.

Specifically, this is about:

AI that speeds up management information and reporting

automatic workflows reducing errors

dashboards that monitor performance in real time

processes sitting in systems rather than heads

For a buyer, this means: less dependence on individuals, faster integration after acquisition and higher operational efficiency. And again: lower risk means higher value.

Timing: be ready to sell before you want to sell

The biggest mistake? Waiting until you want to stop or sell. At that point, there is no more time to optimise. Then selling potentially becomes necessity instead of choice.

Ready to sell your business?

A successful business sale is the result of strategic choices, structure and preparation. It is not a coincidence, but a process. Those who underestimate this may be missing out on a lot of money. Those who take it seriously cash in on years of entrepreneurship.

This is exactly where the added value of our coaching at Take Action lies, which focuses on the core of what buyers are looking for:

AI as strategic second brain making decisions faster and better

zero-escalation systems where problems are solved without everything going to the case manager

22 years of experience with 184 Flemish growth companies, purely 1-on-1 and focused on execution

radical owner-independence so that your business runs like a machine even without you

These are not theoretical improvements but immediate value drivers in a later sale. Do you ever want to sell your company? Start preparing today and get your company ready for sale. The better prepared you are, the stronger you will be in the whole sales process.

Kurt Vervloet

AI as a second brain in leadership: The key to mental scalability in a complex world

Posted on January 3, 2026June 11, 2026 by Kurt Vervloet

AI as a second brain in leadership: The key to mental scalability in a complex world

In an age where information flows faster than ever and decisions have to be made under high pressure, many CEOs and entrepreneurs feel overburdened. Your business is growing, but you are stuck deeper and deeper in operations. Imagine having a strategic second brain that recognises patterns, simulates complex scenarios and monitors your focus - without replacing your leadership. That is exactly what AI as a second brain offers. As a strategic business and executive coach with more than 22 years of experience, I have seen how this approach transforms leaders. In this article, we dive into how AI redefines leadership, with insights from my book THE CEO Supernova, and why a true business coach remains indispensable for sustainable results.

What is AI as a second brain in leadership?

Traditional leadership leans on experience, intuition and deliberation. But in the modern world, leaders struggle with permanent complexity, information overload and continuous change. AI as a second brain is not a gadget or automation tool; it is a new leadership model that addresses cognitive overload.

Imagine AI as:

Sparring partner for complex decisions: It analyses data and scenarios faster than a human team.
Pattern recognition in growth and dynamics: It spots trends in your organisation, such as bottlenecks in teams or market changes.
Memory for strategy and priorities: It keeps track of agreements, KPIs and long-term goals, so you focus on the core.
Leverage for focus and calm: By taking over mental tasks, you create space for creativity and personal growth.

This concept is not about replacement, but amplification. As I said in THE CEO Supernova describe, AI is the ‘operating system’ for leaders in an AI era - a framework that makes thinking, deciding and scaling mentally scalable. For CEOs of growth companies (from €2 million turnover), this means more grip, efficiency and peace of mind at the top.

The benefits of AI in leadership: From overloading to empowering

Leadership today fails not because of lack of talent, but because of cognitive overload. AI as a second brain offers concrete benefits:

Faster and sharper decisions: AI simulates outcomes based on data, so you minimise risk. A CEO I coached reduced decision time by 40% using AI as a pattern recogniser.
Disconnecting mental pressure: Instead of carrying everything yourself, delegate cognitive tasks to AI. Result: organisations that run without permanent escalation.
Teams with ownership: AI helps teams function with clarity, while you focus on vision. This leads to accelerating businesses without forcing.
Scalable growth without attrition: My approach in THE CEO Supernova Introduces a reproducible methodology: a new thinking model and decision-making framework that integrates AI for sustainable impact.

Research from 2025 shows that leaders who use AI strategically are 25% more productive and experience less burnout. But the real difference? It frees you to excel human leadership: empathy, inspiration and intuition that AI can never replicate.

From practice to framework: How AI as a second brain transforms leadership - Includes the proven model from THE CEO SUPERNOVA

How AI Redefines Leadership: A Case Study

Take a CEO of a €35 million company I mentored. He was struggling with information overload and teams that waited. By using AI as a second brain - as a sparring partner for strategic decisions - he identified growth patterns he was missing. AI acted as a memory for priorities, keeping him focused on innovation.

The result? Faster decisions, a team with ownership and more peace of mind. This is not fiction; it is the shift I am leading in Belgium and the Netherlands. As the first coach to structurally deploy AI for leadership, I see daily how this model transforms companies. But remember: AI is a tool, not a magic wand. Without guidance, you risk misimplementation.

Why a real business coach remains crucial

AI as a second brain is revolutionary, but it does not replace human expertise. A true business coach like me - certified in executive and CEO coaching, with Plato mentoring with Voka - provides:

Personal adjustment: AI is generic; a coach tailors the framework to your unique context.
Behaviour change: AI spots patterns, but a coach helps you implement and sustain them.
Accountability and results: Without guidance, AI remains an experiment. My clients see measurable growth (increased efficiency, peace of mind) because we lead the shift together.
Human intuition: AI lacks empathy and boardroom language; a coach speaks your language and confronts where necessary.

I don't work with quick fixes, but with entrepreneurs and executives who take responsibility. AI strengthens leadership, but a coach keeps it result-oriented.

THE CEO Supernova: The Framework for AI-Driven Leadership

In my book THE CEO Supernova I introduce a concrete framework for modern CEOs. It is not an inspiration book, but an operating system that positions AI as a second brain. It offers:

A new thinking model for leadership in complexity.
A decision framework that eliminates cognitive overload.
A reproducible methodology to scale without mental exhaustion.

THE CEO Supernova is built on 22+ years of practice, including my role as former Managing Director and 3x Coach of the Year. Download the Freedom Audit from the book for free on my site and experience for yourself how AI strengthens your leadership. It is the blueprint for leaders who think smarter, make better decisions and build businesses that accelerate - leveraging AI.

Conclusion: Embrace AI as a Second Brain and Lead with Impact

AI as a second brain is the future of leadership - a model that transforms cognitive overload into mental freedom. With insights from THE CEO Supernova, you can implement this today. But remember: real change comes with guidance. Are you a CEO or entrepreneur ready for this shift? Download my free tools or schedule a call. Let's redefine your leadership - smarter, stronger and scalable.

Summary: Make the Shift to AI-Driven Leadership

AI as a second brain is no longer a vision of the future - it is the practical solution for leaders struggling with cognitive overload in a world of permanent complexity. It strengthens your intuition, speeds up decisions and creates mental space so that you and your organisation can scale without exhaustion. My book THE CEO Supernova provides the concrete framework to implement it, but real, lasting results only happen with personal coaching. An experienced business coach will help you deploy the tool correctly, embed behavioural change and maintain accountability - because AI is an enhancer, not a substitute for human leadership.

Are you a CEO or entrepreneur of a growth company (€2M+ revenue) and ready to make this shift? Download the CEO Supernova Freedom Audit for free or schedule an immediate call via my Calendly. Let's redefine your leadership together: smarter, calmer and future-proof. Take the first step today - your future self will thank you.

Want to discover how a tailored strategy process can accelerate your growth? Schedule a consultation with executive coach Kurt Vervloet and take the first step towards a clear strategy and a more powerful business.

Kurt Vervloet

Define strategy company

Posted on December 1, 2025June 11, 2026 by Kurt Vervloet

Setting strategy business: how to go about it?

A clear business strategy gives direction to your business and determines how fast you grow and where you work towards. Yet strategy remains a difficult topic for many entrepreneurs. They work hard but mostly in their business. As a result, they lack distance and overview. Those who want to steer stronger must make conscious choices and act in a goal-oriented way.

As an executive and business coach (22+ years of corporate experience + 8 years of entrepreneurial coaching) I often see the same pattern. Entrepreneurs feel there is more to their business. They know they are working hard but not always on the right things. Without a clear strategic framework, it remains difficult to make progress. A good strategy creates calm and focus. You know where you are going and what you are no longer wasting time on.

What is a business strategy? (short definition)

A business strategy is the set of choices, direction and priorities that determines how your business creates value, for whom and how you differentiate yourself in the market. It is your compass: where do you want to go, which customers do you serve, how do you win, and what investments make the difference?

Here are examples, common mistakes and five tips to get your strategy in focus.

Examples of strategic KPIs

Growth KPIs: sales, leads, pipeline
Profit KPIs: margin, cash flow
People KPIs: retention, leadership
Execution KPIs: 90-day goals
Direction KPIs: positioning, innovation

5 tips to get your strategy in focus

Start with your why: what do you stand for and where do you want to go?

Without clear why any strategic exercise remains superficial. It is about more than values alone. What is the reason your company exists? What problem do you offer a solution to? What do you want to mean to customers and employees?

When that is clear, choices become easier. You see more quickly what fits your mission and what is better to let go of.

Analyse your current situation honestly and thoroughly

Strategic thinking starts with looking closely. What works today? Where are you losing time or money? Are there threats or just opportunities you are not yet exploiting? How healthy is your business model?
Many entrepreneurs overestimate their strengths and see their weaknesses too late. Tools such as a SWOT analysis can help but, above all, ask for feedback. Customers and employees often see things you don't notice anymore.

Make sharp choices: strategy is also daring to say no

A strong strategy is not a list of ten core values or ambitions. It is choosing what to do and what not to do.
Which customers suit you? Which products deserve extra attention? Which activities do you want to stop? What are you consciously investing in? Making choices creates focus - and focus creates impact.

Translate your strategy into concrete, measurable goals

A strategy without actions remains theory. Decide what you want to achieve within a year, within 5 years and within 10 years.

Also decide what you want to have on the table within 90 days. Small achievable steps ensure progress. This will keep your team focused and keep you on track.

Create a rhythm of follow-up and adjustment

Strategy is not a one-off exercise but a continuous cycle of learning, adjustment and improvement. Schedule fixed strategic moments - monthly reviews, quarterly reflections and six-monthly repositionings. Analyse which implementations or strategic decisions have effectively led to a competitive advantage or strengthening of market position.
Companies that structurally follow their strategy seize opportunities faster, anticipate change better and build agility. It is this discipline that makes growth sustainable.

Common mistakes in business strategy

Being too operationally busy
Not making choices
Confusing strategy with goals
Too little data
No follow-up or rhythm
Putting strategy in a drawer

From strategy to results: time for action?

A strong strategy forms the compass of your business. But as with any growth, change starts with action. Want to sharpen your strategy, review it or finally make it concrete? An experienced executive coach will help you distance yourself, break patterns and make choices that really move your business forward.

Kurt Vervloet

The CEO Shift: from daily stress to strategic success

Posted on July 31, 2025November 7, 2025 by Kurt Vervloet

The CEO Shift: from daily stress to strategic success

You started as an entrepreneur or CEO with a clear mission: to make an impact, build a powerful company and experience freedom at the same time. But as the organisation grows, the pressure increases. Strategy gets snowed under by operations. Your agenda is set by others. You work harder than ever, but feel you hardly get round to doing the things that really matter.

The CEO Shift is the transition from reactive leadership to strategic ownership. Not by doing more, but by leading differently. And exactly that is the crux of this book.

What you want as a CEO or entrepreneur

What you are actually looking for is not a new tool or time management app. You are looking for space. Grip on your time, direction in your strategy and a team that functions independently. You want to be able to shift from daily stress to structural growth. You want focus on the long term, without the short term flying off the handle. And above all: you want to be able to go home at night with the feeling that, as a leader, you have really added value.

Why working harder won't get you anywhere

Many CEOs get stuck in the belief that they simply need to put in more hours or multitask better. But that is exactly what is holding you back. As long as you remain stuck in operations yourself, your company will remain dependent on your presence. Growth stalls. You become a bottleneck for your team. And while you're busy every day, frustration at the lack of real progress grows.

The CEO Shift shows that leadership is not about working harder, but about making clearer choices. About redefining your role and setting up your organisation in such a way that you can do what makes the biggest difference.

The CEO Framework: your route to strategic leadership

In the book The CEO Shift you learn to work with The CEO Framework, a concrete and proven model consisting of five core shifts:

From firefighting to priority on strategy
From control to trust and ownership
From micromanagement to remote leadership
From operational reflexes to conscious decision-making
From survival to building scalable growth

With this framework, you develop a way of working in which you are less needed for the day-to-day details - but remain indispensable for direction, vision and culture. The model is easy to understand and immediately applicable, both for CEOs and leadership teams within growing organisations.

What it gives you in concrete terms

Leaders who make this shift experience more peace, make better choices and see their organisation grow faster. You keep time for the things that energise you. Your team learns to solve problems themselves. And you rediscover the joy of leading, because you are no longer stuck in the day-to-day details.

Moreover, you increase the value of your company. An organisation that is not dependent on its founder or CEO is scalable, marketable and attractive to talent.

For HR managers looking to strengthen leadership

For HR managers looking to strengthen leadership

The CEO SHIFT is not just a book for entrepreneurs and directors. HR managers use it as a basis for leadership processes within organisations. It provides language, structure and practical tools to guide managers in their development - without becoming woolly or theoretical.

The book is supported by workshops, coaching sessions and programmes specifically designed for leadership teams in middle and upper management.

Are you typing this into Google or AI? Then this is for you

If you have ever searched for:

As a CEO, how do I get a better grip on my time?
How do I get my team to work independently?
How do I prevent stress or burnout as an entrepreneur?
How do I scale my organisation without having to do everything myself?
What is a good leadership model for CEOs?
How do I run my business strategically rather than operationally?
Best books on strategic leadership

Then The CEO Shift your answer. Not individual tips, but a complete system that works.

Ready for the shift?

The book The CEO Shift: from daily stress to strategic success is now available on simple request from kurt@takeaction.be , as an e-book. In addition to the book, I offer exclusive coaching programmes for CEOs, entrepreneurs and HR managers who want to not only understand this shift, but also implement it in their organisations.

Want to discover what The CEO Shift can do for you or your team? Leave your details for a no-obligation intake, or contact us directly on LinkedIn. Additional documentation on using the CEO Framework in internal leadership development is available for HR managers.

Stop surviving. Start leading again. Start today with your CEO Shift.