In this final section, we round up the impact circle and address the importance of an impact culture. Impact management is not a task or responsibility of one person, it is important to involve the entire organization and keep them involved. To this end, a model for culture change is provided and some useful tips & tricks for the facilitator are summarized. The latter were gathered through interviews with organizations that have already gone through an impact process, and with their facilitators.
Navigating on impact ‘simply’ means that you also do something with the impact data, in your policy and daily operations. That you look for ways to include this data and knowledge in every future decision.
The following three topics have to do with impact culture and organisational development. Because no impact management can flourish if the entire organisation is not impact-oriented. We touch upon a few central themes here, as an apetizer. Because culture and organisational development is worthy of its own course.