Engaged people

We humans feel good at work when we know what is the purpose of the organisation and when we feel we are part of making it happen.

Engaged people are productive, responsible and can work in ways that doesn’t create stress for themselves or others.

Well-being in life

We do not want to talk about well-being as a seprate topic, but rather take a more holistic perspective: If you want to feel well at work, you need to feel well everywhere else.

 
 

6:1

In discussions with successful teams that generate profit we have found a repeated commonality. In their discussions there was an average of six positive comments for each negative one.

Support occupational wellness

Supporting an occupational health and wellbeing culture means enthusiasm, productivity and collaboration. It means strengthening and developing the skills now and in the future, designing relevant interaction structures and fostering wellness. The focus should be on enabling wellness instead of eliminating illness.

Self leadership

 

Self leadership is self coaching, in which we pause to listen to our own inner voice. The goal of self leadership is to find a balance between being and doing. When people take responsibility for their own mental state, it is also possible to focus attention on achieving collective goals.

Self leadership through coaching:

  • Wellness improves
  • Productivity increases
  • Rushing about without direction changes to expertise

Developing work community skills

The challenge in working life is to nurture both productivity and wellness at the same time. The core question is, how can I affect enthusiasm for my own and others’ experiences, the appeal of work and pleasantness of work?

At the core of developing collaboration skills are:

  1. A work community’s functional principles: What principles and operating methods enable us to create a functional, healthy work community?
  2. Renewed work community skills: What are central work community skills today? How can we ensure development of collaboration skills?
  3. Agile experiments: What is the first small step and experiment that we can test together tomorrow?

This is how we can help:

  • Having meaningful discussions
  • Practising listening skills
  • Developing skills to ask questions respectfully

Supervision

In supervision we study work and our own attitudes towards it. At the same time we examine the effect of the surrounding world on changes in work. A supervision relationship is confidential and based on ethical principles and goal-oriented learning from the experience.

Central to our supervision are:

  • Respectful approach to work that strengthens resources
  • Enthusiasm and creativity
  • Systemic thinking
  • Intelligence in relationships

 

Difficult situations and conversations

Too many conflicts take up an organisation’s resources. In these situations helping is our field of expertise. We turn conflict into a learning opportunity.

This is how we can help:

  • We support discussion of conflicts
  • We act as an intermediary between different parties
  • We improve commitment and taking responsibility for a collective future

Occupational wellness management sparring

 

Investment in occupational wellness produces returns in the ratio 1:6. Occupational wellness radiates to the organisation’s profitability, efficiency, reputation and employer image.

Management of occupational wellness means management of relationships and strengthening of encounter structures. Occupational wellness is developed in forums with the organisation, groups and individuals.

We provide help with:

  • Tailoring of occupational wellness programmes
  • Building inclusive processes
  • Improving quality of interactions and wellness
  • Developing working life skills

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