All conflicts can be resolved
Basis for decision-making
A management tool
We offer an outside perspective and help find constructive solutions
DECISION-MAKING BASIS
What is a decision basis?
A decision basis is a management tool used to identify a specific conflict-related issue and to provide external, action-oriented input on how best to address and resolve it—considering the specific context and available resources.
- Management wants a comprehensive overview and fresh eyes on collaboration, behavioral or well-being challenges in the employee group or organization as well as concrete solution proposals.
- Management wants a solid and legitimate basis for working with and prioritizing work and resources for the work environment and well-being.
- Management wants an assessment and solutions for more specific issues, such as conflicts between certain students and employees or conflicts in certain classes.
- Management wants to confirm or deny rumors or concrete suspicions of, for example, bullying, social control, threats or violent/intimidating behavior - as well as suggestions to prevent, handle and solve the given problem.
We uncover hidden realities and shed light on blind spots
In our experience, we contribute valuable knowledge and often find connections and perspectives that lead to completely new angles and solutions - solutions that often do not address the acute problem directly, but instead identify more fundamental causes that can be solved much more easily, which then means that what is seen as the acute challenge disappears.
Action, conflict objectivity and resource efficiency
By having an external basis for decision-making, management can demonstrate and signal action and a desire for thoroughness and objectivity.
Management and organizations can avoid spending unnecessary time and resources on assumptions, attitudes and emotions and focus their energy where it is meaningful, constructive and effective from a conflict management perspective.
Management also ensures that they have a sufficient and action-oriented basis for decision-making if there are indeed circumstances that call for action.
A decision basis is a report that contains very concrete assessments and recommendations.
Data basis
The data basis for conclusions can be inherently different. However, we often combine the available data (well-being surveys, workplace assessments, etc.) with observation of behavior and interviews with key stakeholders. In our experience, the knowledge gained from this combined approach is very concrete and solid. At the same time, it is a constructive way to prepare the ground for a constructive and forward-looking process with a focus on collaboration and personal responsibility, regardless of whether it is us or you who will be facilitating a subsequent process.
The data collection itself is thus the beginning of solving a given problem. We make sure that relevant parties are consulted and involved, that we are sure of what is actually important and essential to the various parties, and what the various parties see as possible solutions and their own contribution - including what the individual parties consider fruitful or important in connection with any subsequent process or actual solution to the problem.
We help you with Surveys
An investigation is a more comprehensive basis for decision-making where, for example, the case description, assessments and recommendations are to be used in a wider circle than immediate management, or where the matter under investigation requires solid written documentation, precise and well-substantiated recommendations as well as solid and concrete assessments and conclusions.
Methodology
The information collection method(s) that best support objectivity, validity and fulfillment of the purpose of the study will be used.
- After a long period of conflict escalation, employee representatives express distrust in management, and management expresses distrust in part of the employee side. In order to resolve a deadlocked situation that should not continue to escalate, an investigation is carried out to ensure that all parties have been heard, that all issues are part of the basis for the investigation, and that concrete recommendations can be made on how the parties can move forward constructively in the given context.
- After a very poor well-being survey in a large municipal organization, where bullying and very inappropriate behavior is described, but without it being clear what it is more specifically about and who it concerns, an investigation is initiated to ensure management and organization a solid foundation for precise problem understanding and concrete and targeted action.
- A large privately owned company with branches in a number of countries is experiencing significant challenges in the collaboration between management/organization and employee groups in mission-critical specialist functions, resulting in poor well-being, an elevated level of conflict and incipient employee turnover. These are the same employee functions that present challenges in collaboration across the individual countries. A study is commissioned to investigate the causes of the cross-national challenges - whether they are the same or whether there are nuances that require local solutions, and what can be done to solve the challenges within the given framework at a global, national and local level.
- A large department in a government agency is experiencing significant collaboration challenges between several groups of employees, including key employees with mission-critical tasks. The situation has deteriorated to the point where well-being and the performance of the core task is compromised, as employees have isolated themselves in small camps and are unable or unwilling to work together. There is a lot of attention from the director level, and there is also political attention. A study is commissioned to describe what the problems are and to come up with concrete recommendations for solutions that are constructive and feasible in a politically controlled organization.
- A municipal department had had five different managers for four years, all of whom had resigned as a result of difficult working relationships with a section of the employee group. Some managers felt bullied, and the employees who were in conflict with the changing management felt that management interfered too much and in too much detail in their work. There was also a lot of blunt and blunt communication and behavior towards managers in both team and joint meetings. Some of the employees had personal relationships with the political level, and at the same time, blood-red well-being surveys on both the management and employee side had resulted in the municipal director, area director and HR manager being directly involved. A study was commissioned to describe what the problems were, whether it was the same problems that persisted or new ones that arose, and to come up with concrete recommendations for constructive solutions - as well as a plan for facilitation and implementation.
We help with overview, insight, prioritization, solutions and concrete action.
