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An offering where the best can be promoted at the individual level, within teams, and the broader workplace system, while supporting the fulfillment of the development needs of individuals, teams, and the organization. (see also the “80% is Psychology” program)

Individual level

Stress can negatively affect well-being, affecting mental (and physical) health. Sometimes the stress cannot be directly influenced by the outside world itself. However, even in the most difficult and traumatic circumstances, it is possible to experience positive psychological growth internally. A psychological exchange and the benefit of coaching can play an important role in assessing and developing a greater awareness of well-being, resilience, mental strength, empowering attitudes, hope, and optimism. Psychological perspectives and coaching can help build, improve, and sustain these resources and support successful longer-term development.

Teams, Groups

Teams face constant change and challenges. Team resilience, described as a dynamic, psychosocial process, can help a group of individuals effectively protect themselves from the potential negative effects of stressors they collectively face. For example, processes exist by which team members positively use their individual and collective resources to adapt when they experience adversity. Resilient teams are more creative, productive, and flexible during difficult times. At the same time, team members may experience a higher level of well-being and greater readiness for future challenges.

  • What’s on your mind as a team?
  • What experiences of success can you share?
  • What (psychological) issues are you interested in?

Workplace system

Without motivated people collaborating more than they could achieve alone, no organizations would exist. Human psychology is, therefore, inextricably linked to understanding the structure and function of the organization. An active, positive attitude, or work engagement, is highly related to work performance and organizational results. Employees feel an identification with this even outside of official working hours.

Psychological conversations can bridge the organization’s need for success by meeting human needs for autonomy, mastery, and connectedness. Possible topics may include:

  • Learning and development
  • Workplace health and safety
  • Well-being, stress, and work-life balance
  • Workforce Planning and role definition
  • Coaching, mentoring, and professional development
  • (Self-) leadership
  • Change management
  • Perceptions, attitudes, culture, and climate