All conflicts can be resolved
Psychological Health at Work
Knowledge & tools for a good psychological work environment
Do you have specific health and safety challenges?
Whether it's colleague conflicts, conflicts with citizens or dissatisfaction with management or the organization, it's crucial to find out what's more important than anything else, what's "old stuff", what's "stories" and what's real - and what can be constructively done about it in the given context.
Some things cannot be solved or imagined when the parties themselves, including the organization, are a direct or indirect part of the "narrative" and may be or be perceived as parties to the conflict. Therefore, it is often also important for the organization to ensure that there is confidence in objectivity in investigating - and working with - the challenges.
We often find overlooked connections and new ways to solve the challenges you've seemingly gone out of your way to solve.
We adapt the strategy to your reality and needs to solve your challenges within your organization's framework and capabilities.
We can help you figure out what's up and what's down, and what things might make sense to do in order of priority. We bring a fresh perspective on the issues and a solid and concrete solution strategy.
- We establish a confidential space for process and sparring.
When there are challenges in mental well-being and collegial collaboration
Conflict is impossible to avoid. When the mental wellbeing of employees or managers is not in order, frustration, conflict and dissatisfaction get in the way of core tasks, constructive collaboration and constructive behavior and communication. In this way, relationships and cooperation between colleagues, management and the organization can be strained.
But it is possible to manage and resolve difficult conflicts and create a good culture where disagreements and conflicts are handled proactively and constructively. We can help you with that.
- What is a bad workplace assessment or a current collegial conflict really about, and what does it take to solve the challenges exactly where they exist, in a way that strengthens psychological safety, well-being and collaboration.
- Preparation of action-oriented decision-making documents or reports.
- Practical tools, methods and instructions to manage and resolve your conflicts constructively and create good working relationships in your team and department - a common language.
- Establishing a collegial culture where you talk about what's important in a timely and constructive way.
- Very concrete feedback and conflict resolution agreements both between colleagues one-on-one and in team and group contexts.
- Establishing and facilitating a very concrete and evidence-based framework for behavior and communication that supports core mission, community and well-being.
- Frame and facilitate behavioral, communication and cultural change.
- Facilitate a good cooperation and collaborative climate between management and employee representatives so that unnecessary conflicts are avoided and the ongoing collaboration on mental well-being is constructive and concrete.
- Facilitate a constructive, transparent and evolving conversation between management and employees.
- Support, advice and sparring to support the process and change, solution and development needs.
- We can support implementation in practice, whether you need mediation, supervision, consulting, sparring and competence development or help with cultural change.
- We make sure that new initiatives, a new direction and a new culture become a reality.
"The elephant in the room only becomes a problem if there are no tools and experience to address and manage it."
When culture eats strategy for breakfast
Sometimes new knowledge, methods and tools are not enough, because it's the culture that needs to change. On average, it takes 18 months to change a culture, and the prerequisite for culture change is a clear process design and continuous training in "the new methods, tools and agreements". This doesn't mean that you can't make positive, visible and noticeable changes very quickly, but it does mean that if you want to make sure that these changes are permanent and become part of "this is how we do things without thinking about it", you need more than one theme day if you don't want to be back to square one six months later.
- From a 'talk about' to a 'talk to' culture.
- From "We may talk a bit harshly to each other, but it doesn't matter..." to "We talk to each other in a way that both old and new employees can feel comfortable with".
- From "Why aren't things under control here" to "I and we solve and take responsibility for the things we can solve ourselves".
- From "Management and employee agendas are fundamentally contradictory" to "Management and employees are united in ensuring that the core task is performed in the best possible way and in a way that supports well-being and the psychological work environment".
- From "Nothing seems to be done by management when there are conflicts" to "What management does when there are conflicts is clear and reasonable".
- From "A heavy-handed or conflict escalating approach in special citizen cases".
Why external help for culture change
Sometimes culture change in practice requires external help to support, facilitate, train or coach the process. As it is often management that will initially have to facilitate and drive a culture change process, it can be a good idea to use external help for time reasons alone to avoid overloading the management task or the manager.
In addition, there may be an element of the people who have directly or indirectly been involved in producing the culture to be changed may have blind spots that make it difficult to detect when their own or others' behavior and communication is actually helping to maintain the old culture.
This can mean that cultural change processes do not reach their goal or take unnecessarily long to complete, with unnecessarily high costs for the psychological work environment as well as for the organization's resources and efficiency.
We can help you with competence development, culture change and culture development that supports psychological safety, constructive collaboration and high well-being - and that works in your practice.
- Get started quickly when the need arises.
- With a voucher for our services, all you have to do is call and we'll get started.
- Read more about our voucher program here.
