Inspiring change, development & growth
In Dialogue approach
Our work finds its theoretical basis in narrative, social constructionist and systemic approaches that stress the relational aspect of organisational life. Furthermore we find inspiration in the appreciative and solution focused approaches which put the focus on strengths, resources, hopes and dreams as an asset for future practice.
Dialogue to create clarity and understanding
Our societies are becoming increasingly global with high levels of diversity, and fast change around. For organisations to thrive in such complex surroundings, it becomes important to strengthen the communicative and relational competences of people in the organisation to ensure cooperation and thus innovation across traditional professional and cultural boundaries.
Organisations and communities consist of complex system of individuals, teams and groups, who all try to do their best from their own perspective. We believe that everyone has good reasons to do what they are doing, even though these reasons are not obvious to others. For that reasons the most efficient way to innovate and manage change processes is to involve people from all levels in dialogue. We have experience with structuring the dialogue so that people can express what they would like others to hear - in ways that these others can actually listen to it. Through giving everybody a voice and through having everybody listening to the good reasons of others it becomes more clear which next steps to make.
Reflection in action - contextualised learning
Research shows that learning is situated in the context and cannot easily be transferred from one setting to another.
For this reason we always contextualise learning events by taking peoples' real life organisational experiences, actions and challenges, as the starting point. Courses are built up step by step on a dynamic interaction between theory and practice, using real-life cases from the group. Consultations focus on dialogue on the actual challenges and strategic goals of the organisation. Participants are always met with the belief that they are competent and have good reasons to do what they are doing. Rather than "good advice" and quick fixes, we are curious about these reasons, ask questions and invite people into a reflection on preferred ways of dealing with the challenges. In other words we respect local realities and challenges and try to stimulate reflection in action. We believe that this will increase the transferability and sustainability of the learning outcome.
Embedding into practice
Our work is not a goal in itself - our work is a measure to support you in reaching your organisational goals. In our experience it takes both broad involvement in dialogue and reflection on action as well as management commitment to ensure that new ideas are embedded into the everyday practice. For any service we therefore offer both preparatory talks as well as follow up with management and possibly other important stakeholders. The purpose is to ensure that diverse perspectives have been heard and taken into account, and that the purpose of the intervention or learning event is clear and fits the overall organisational goals. Furthermore we want to support the management in taking the outcome further and ensuring the best value from the efforts. In other words we strive for ongoing meaningful conversations and organisational learning and change beyond the training- and meeting room.