Through our ways of working we want to support leaders who wish to continue their learning and personal growth.
In co-operation with our customers we build various types of activities and processes. They can be very specific or more comprehensive. We combine various formats like e.g. training, work-shops, seminars, theory sessions, coaching and process work.
Through the years we have built and implemented development processes aiming at leaders at all levels of the organization – senior leaders, new leaders, future leaders, leadership teams, team-leaders, experts and people in specific key positions
We offer services in the following areas:
Leadership and vertical development
It is well known by everybody that today´s rapid global development is a constant driver of new conditions that affect both society and organizations various ways. Complexity will continue to escalate. A natural consequence is that leaders need to grow and develop their capacities in several ways. But the situation also calls for a different kind of leadership. In fact, both leaders, employees and consultants, need to develop more than new competencies. We also need deeper awareness and growing personal maturity to meet the complexity we face.
Developing awareness is part of so-called vertical developmentand includes both cognitive and emotional learning. Deep reflection and moments of confusion facilitate new insights and opens the door to new perspectives. Doing this type of “inner work” is necessary for the type of mature leadership necessary if we are going to improve our capacity to handle the demands of a complex everyday situation.
In our work with leadership development we strive to create processes that will facilitate both deeper and broader awareness.
The world becomes more complex all the time and less predictable and most of the organizations are constantly implementing new strategies, structures and processes. Often, the outcome is not what one hoped for. The reason isn’t rarely that the prevailing culture slows down or purely counteracts change. Culture needs to be taken into account for an organization to develop in an effective way.
We support organizations to develop a more co-creative culture to be able to improve all the more challenges one is faced. With a co-creative culture, we mean a culture where different interests with different perspectives at tackling problems and how it should be handled, together to create a new and sustainable solution.
We support management that strives to make a difference and finds new ways to handle complex and multi-compromising change. Together with the management teams we work to develop an organization culture, the ability to give a holistic view and other important key abilities.
A consequence of the community and business life’s development is that most organizations continually have to handle issues that are characterized by great uncertainty. We see that many management groups find themselves in a situation which is different and maybe more difficult to grasp than ever. To carry on acting in a similar manner by the same perspective that one has learned throughout the years won’t be enough for those who want their organizations to keep up with the development. To be a part of management includes responsibility on the ability to co-creative and mature leadership both at a group level and with the individual leader.
How management teams perceive their reality, handle problems and relates to each other has a great effect not only on the group but also the organization as a whole.
The management team’s ability to have a more comprehensive view and deeper instincts has a decisive significance for which results can be achieved. The group’s approach and acting affect all and indicates towards the organization what is really “perceived as important”. The management team has through its role and position a specific responsibility for those norms and the cooperative culture that develops in the operation. Sometimes, the management team without being aware of it, happens to be the biggest obstacle for the development one wants in the organization. That is why it is rather important that the management team gives time to reflect deeply over questions that don’t usually appear on the agenda.
We support organizations as well as work with direct conflict handling like in the strategic task to create long term perspective and knowledge about conflict resolution. We mean that the ability to handle conflict is a critical competence striving to develop cooperation and problem solving with both the manager and the co-workers.
When someone raises their voice in a meeting, some people may think of it as a sign of conflict meanwhile others barely notice it or shrugs it off and forgets it as soon as the meeting is over. Even though people react differently we are still strongly affected of what we perceive as disturbing in important relations
Our humanity unites us, bottom line, we have the same needs but every individual is at the same time unique in its way to be and relate to the surroundings. In the work life we are often tested in our ability to understand others point of view and reactions. Our own and other people’s needs and wishes aren’t always in tune and the business’ demand also possess their own specific logic. It can sometimes be difficult to solve it so the situation feels controllable and reasonable for those involved. Our experience is that it can be of great help in context to increase understanding for your own and others way to perceive and relate to the dilemma on conflicts and also to gain perspective on what opportunities and frames can be found within a given situation.
Conflicts can be open or more hidden but they always affect relations, trust and the ability for a flexible solution. This also means that conflicts can in the long run affect not only people’s well-being but also the business’ success and results. To understand the conflicts nature, how they can escalate and how to work for a viable solution is a handy competence not only for the manager but also for everyone else that works in the organization.
A negotiation is a two-way functioning communication process with the purpose of coming up with a decision where at least one of the parties wants something from the other one.
The question in matter is part of the negotiation and that is the rational part. Here is where one documents what both parties has agreed upon so that others who weren’t present also understand the agreement. But a negotiation is also a communication process between at least two people. That is the irrational part of the negotiation. How does the relation between the parties look like and what mood is present at the negotiation table? We will now enter a more diffuse area that’s about relations, trust, feelings, human needs and more. As a negotiator you’ll need to be aware of these subjective parameters. If not, there is a great risk that your feelings will steer and determine your behaviour in a way that isn’t convenient for you. An effective negotiator has a well thought negotiation technique and a solid negotiation attitude.
Individual manager guidance
As a manager and leader, you are often faced new situations. Even if experience and personal growth increases the ability to face more complex problems, there will always be new challenges.
To sit down for a moment of reflection together with a coach can give another perspective and insights both regarding the situation you’re in and the goals and results that need to be achieved.
-We work with individual manager guidance so that you can take your organization to the next level.
-We also work with coaching to being able to handle special situations for example conflicts, change, strain/stress and more. In the coaching, you’ll receive as leader the opportunity to focus and go in depth with the dialogue regarding your most valued challenges.