Well-being and efficiency

Well-being and efficiency in the team

– practice empathetic and constructive communication

From good intentions to a common language

A well-functioning team is a team with differences, which understands and uses these differences constructively. In any team, four functional areas are often handled by four personality types to ensure that things run smoothly. Many teams want to do well in their tasks, achieve their common goal, and get along with each other, but without a common language for differences, reaction patterns, and needs, misunderstandings, frustrations, and inappropriate assumptions often arise.

We train on a common foundation

We need to have the theory and basic knowledge in place before we start working with everyday situations. That is why we spend at least the first three sessions getting the team up to speed. It is possible that one or more members of the team already know some of what we are going to cover, but see it as an obvious opportunity to train, fine-tune, or gain a new perspective on an area.

Workshop 1: The Focus Model and a Common Language

Training in empathetic communication and a common language using the Focus model from Garuda and the four personality types, including the strengths, challenges, preferred focus, communication, motivation, dynamics, and behavior of each personality type in a team.

This gives the team:

Insight into your own strengths, challenges, behavior, communication, and needs
Insight into and understanding of others' strengths, challenges, behavior, communication, and needs
A common language and understanding of what they themselves and others may have in mind in a collaboration
Focus on what already works and talk about what can be challenged and developed in the team.

The Focus Model from Garuda

The Focus Model and the four personality types from Garuda A/S are humorous, visual, and very human. The model is a concrete conversation tool that quickly strengthens our self-insight and gives us an understanding of others. It makes it easy to train and facilitate a constructive dialogue about differences and dynamics, often with a laugh and a smile on our lips, because we easily recognize ourselves and each other in both our strengths and challenges.

Workshop 2: Values – from words to actions

Values only create direction and followership when they are translated into concrete behavior. For one personality type, the value of responsibility can, for example, be "translated" into delivering quickly and efficiently, while for another personality type, it is carried out through thoroughness, analysis, and documentation. All personality types act on the basis of positive intentions, but without a common clarification and concrete agreements on actions and behavior, values are often interpreted and lived out differently and create conflict. The values of the organization are the foundation for the organization's culture and the way people work together.

Here, we make the values practical and concrete:

Reflection and joint facilitation regarding how different personality types understand and express the same values differently – unless otherwise agreed
Sparring joint concrete agreements on how values are lived and expressed in everyday life through concrete actions and behavior
Agreements on how the team will handle dialogue and shared responsibility if/when specific actions "slip through the cracks."
Practice the agreements so that everyone knows how to ask questions, remind each other, and follow up in a respectful manner.

Workshop 3: Constructive communication and handling disagreements

It is often the way we communicate and handle disagreements that determines whether diversity becomes a strength or a challenge in a team. One person may be quick, direct, and have no need to share their thoughts, while another may be more reflective and need to sleep on it. No one is right or wrong; everyone has strengths and challenges, and everyone often has "something at stake." The goal is not to avoid disagreements, but to train and develop confidence and skills to be able to take and handle disagreements constructively and professionally.

Here we work with:

How personality types communicate and react under pressure
Increases understanding of what may be "at stake" in the different types and makes us aware that we often give what we ourselves need.
Discusses what often happens when two or more people in a team frequently disagree with each other.
Practice specifically how we can handle similar situations in the future.

A fixed framework for all workshops

Arrival, today's goals/objectives, review of tasks and appointments
Teaching and theoretical review of the day's topic/theme
Training in theory and models using cases from your own everyday life
Facilitation and joint reflection
Collection
Training agreements and commitment for next time

Book a clarifying conversation

Book a 30-minute exploratory conversation. The conversation will take place over the phone or online and is non-binding.

Award for well-being and efficiency in the team

Prior to any collaboration, we hold an initial dialogue meeting where we discuss goals, objectives, roles, framework, and number of participants, as well as wishes for knowledge, reflection exercises, tools, and cases tailored to your everyday life. After the meeting, we send you a customer-specific, written proposal with prices.

Had the pleasure of Charlotte as facilitator for the start-up of our APV. At the same time, we agreed on content around stress, influence and roles. Charlotte is extremely professional in her role as facilitator and is FANTASTIC as a teacher/presenter. Hereby my warmest recommendation!