Leading People Through Turbulent Times

Modern people management can be a complex task for the manager responsible for ensuring that employees thrive and work well together while fulfilling the core task in the best possible way. The work culture has changed and this places new demands on leadership communication, leadership behavior, tools, methods and strategy - especially when conflict situations arise.

Today's workforce is largely characterized by anti-authoritarian values, where equality and emotional balance, as well as the need for decisions and tasks to "make sense", have become very prominent. At the same time, part of the employee group is still characterized by more hierarchical values, where the starting point is that there is always "someone who decides more than others", for example based on seniority, skill, formal or informal position or leadership position. This difference has a significant impact on what the two groups each need and consider to be good people management. Most of the time this doesn't lead to major conflicts, but once conflicts arise, it can be a challenge to manage and come to terms with the challenges or conflicts experienced by the employee group.

Dissatisfaction from the employee group can be expressed in several ways and be about different things.

This could be a newly created department or team where a new culture needs to be established or where brand new employees are expected to adopt the existing culture.
It can also be about parts of the employee group experiencing high work pressure, which in combination with restructuring, downsizing or new business processes, interfaces, new colleagues or a new manager, can mean that dissatisfaction is turned towards the HR manager, who is caught between the needs of the employee group and demands and conditions from above or from outside.

Regardless of what the issues are or were originally about, in the process of the organization, management and employees trying to agree or "get along", there is often a growing focus on the manager's conflict management - or lack thereof - as well as the manager's communication, decisions and general management style.

We can help you - and you - quickly gain insight, overview, concrete methods, tools and a strategy for constructive and effective handling of challenges and conflicts, whether it's about difficult colleague conflicts or difficult cultural change, or whether the conflict is between employees and management.

We can help from a distance and we can be right in the engine room. We help with what it takes to deal with the challenges constructively as quickly as possible and subsequently establish a culture of safety, well-being and companionship.