In-Company Training

Target group: anyone interested in increasing their sense of wellbeing in the workplace

All learning starts with self-reflection. In this humanistic coaching programme, we guide you on the path of  self-exploration and give central stage to human dignity as an expression of authenticity.

This coaching programme will help you reflect on questions such as: What drives me? What do I value, and why? What gives purpose and meaning to my life? What do I expect from (personal and/or professional) relationships? How can I feel more fulfilled at work? 

Coaching based on humanistic principles means we view human beings as valuable beings  with inherent dignity, who strive for wellbeing rather than wealth.  We take a holistic view of human nature; we celebrate human complexity and do not isolate any aspect of the human person to explain behavior. 

 Our coaching programmes are tailor made based on an intake interview.  

Target group: intercultural team members

Higher levels of DEI maturity lead people to feel dignified, which is related to higher levels of experienced wellbeing at work. This applies to the individual level of experience and perception, but can be extended to teams, management, organizational and even societal and ecological levels of being.

The programme is based on the following vision on DEI:

Diversity. Human beings are all different and of equal value. However, we are definitely not identical. In our diversity lies our shared humanity. We all want to be respected in our humanity, with all the variety that is present within the human family. We all deserve equal opportunities at work. Yet equal opportunities do not necessarily lead to equal outcomes. People are not all the same.

Inclusion. Each human being is free to be and express who they are, without apologizing or hiding, and without harming others. The experience of inclusion and belonging is about awareness, learning about differences and similarities, making room for variety without judgment.

Equity. We are all human, we all want to belong, and we are also all completely unique individuals. Our life experiences, our dispositions, our characters and so on define who we are, and who we are becoming. The uniqueness of being and becoming is related to appreciation and care for the individual, stimulating continuous development.

This online programme is offered in 5 interactive sessions, including plenary discussion and peer learning in (short) breakout groups. In between sessions, we offer participants reflection questions aiming to stimulating participants to apply topics in real work situations.

Session overview: 

Session 1: Kickoff and introduction

Session 2: Diversity: respecting universal value patterns 

Session 3: Inclusion: awareness of cultural differences

Session 4: Equity: appreciation of unique individuals

 Session 5: Flourishing: closing and commitment

Target group: intercultural teams

In his two-day workshop, the development of cultural competence is a shared responsibility.  

In this workshop,  team members  will increase awareness and appreciation of their own cultural value patterns and those of their colleagues. They will learn to recognize and understand the different value patterns, and how they impact cooperation, communication and leadership expectations. 

Through dialogue, participants will reflect on the value patterns present in the team in the context of the corporate and professional culture, evaluating threats and opportunities in their capacity to build cultural competence.

This workshop is fully customized to your business reality, and includes a minimum of three pre-workshop interviews and online cultural profiling for all participants. 

Target group: leaders of culturally diverse teams

In this two-day workshop, we support leaders who aim to lead based on human dignity. Protecting inherent human dignity is not enough in order for team members to flourish. Putting human dignity at the core of leading (culturally diverse) teams requires the ability to manage tensions on various levels.

The experience of human dignity is not just universally human, it is also culturally specific and extremely personal. Although diversity characteristics on the individual level influence the experience of human dignity, it is a deeper level of diversity, based on different prioritization and substantiation of drives and values, that is key in addressing the differences present.

Tensions between organizational drives and values on the one hand, and drives and values important to team members on the other hand, cannot be resolved, but can be managed to protect, respect and promote human dignity. Managers can facilitate this process using their moral and practical wisdom; phronetic leadership.

Leaders and managers have a special role when it comes to creating a culture of human dignity. On the first day, leaders learn how to work on emotional equanimity, moral mindfulness, self-care and self-development. On day two, leaders learn more about facilitating the process of creating a humanizing, inclusive and caring culture. By absorbing inhumane organizational practices, balancing differences between team members, and caring and developing team members from a place of love, not control, leaders will explore how they can lead with human dignity.