Buurtzorg: a revolutionary organisational model

The wake-up call

It is a grey morning in the Netherlands. A care worker – let’s call her Saskia – sits exhausted at her desk. Forms pile up in front of her while the phone rings without pause. She wanted to help people – instead she fights bureaucracy. Then the turning point: Saskia hears about Buurtzorg, an organisation that frees care workers from exactly these burdens and brings them back to what really counts – people.

This moment symbolises what Buurtzorg achieves. In this post you will learn why the model inspires organisations worldwide, how it works and what it could mean for your organisation.

The Buurtzorg model at a glance: simple, effective, human

Buurtzorg, Dutch for “neighbourhood care”, was founded in 2006 by Jos de Blok. The former nurse wanted a system that empowers care workers instead of smothering them with administration. The core of the model: self-organised teams.

• The teams: Small and autonomous; each team cares for around 50 patients
• Collaboration: Is the key to Buurtzorg’s care and operating model
• Minimal hierarchy: There are no managers, only a supporting back office
• Technology as enabler: A simple digital tool replaces bureaucracy

Organisation as a living system: three breakthroughs

Self-management: putting power in the team’s hands

Self-management means teams make their own decisions. No managers, no rigid structures. Instead, trust and ownership create a dynamic in which people can grow.

Wholeness: the person at the centre

Wholeness at Buurtzorg means the whole person counts – not only labour. Emotions, worries and personal strengths have space and value.

Evolutionary purpose: finding a higher goal

Buurtzorg has a clear mission: make care more human. But this purpose is not a static goal. It evolves and adapts to the needs of teams and patients.