Foster strong relationships in your organization through dialogue
When organizations don’t do anything, communication diminishes and the climate deteriorates. For this reason, it is necessary to have regular communication opportunities, foster a sense of togetherness and trust, and maintain feelings. However, a mere game-style team building, for example, will only have a temporary effect, just like a party. It’s important to include an element of dialogue, an element of exchanging ideas with each other.
Create Opportunities for Dialogue
Employees will feel more empathy for each other by having “real conversations” where they can understand each other.
Align Your Understanding of Policy
Vertical communication, or the proper communication of strategy and policy and alignment of ideas, increases the operational efficiency of the organization.
Have a Common Experience
By having the same experience with everyone, you will have a common memory and increase your sense of camaraderie.
Team Retreat & Strategy Workshop
Organize a team workshop to discuss strategy and effective action plans while creating strong and team bond.
Organizational Culture Innovation (System Coaching)
Find the issues in organizational culture and facilitate the change into more open and positive organizational culture by overcoming cultural and language gap.
Division Kick-Off Retreat
Company A experienced a culture where there was a gap between the president and the employees. The employees were also not willing to show their true feelings. We brought everyone in the department together for a 1 day kick-off session. During the session, the president shared his policies and everyone discussed about them. They also got to experienced the importance of teamwork and conducted activities to reflect on the current state of the organization, leading to a great start of the year.
Company B was experiencing a high turnover rate due to the accumulation of unseen dissatisfaction. Therefore, an online questionnaire and interviews were conducted to pick up the employees’ voice and identify the issues. Based on this, feedback was given to the middle manager for further improvement.