Dilemmatraining, integriteit en morele oordeeksvorming.
  • We have just come out of a crisis: a whole team has gone wrong and made some wrong ethical decisions. We don’t blame them personally but we definitely want to avoid any other incidents. We would like to make all our teams resilient to moral temptations. How do we go about it? What should we change in our organisation?
  • "We come from a very rule-oriented organization and are now slowly making the transition to an organization with more self-managing teams and greater participation of our employees . One of the critical success factors will be that teams and employees deal in an honest way with this freedom and responsibility . How can we support them? How can we move from a vision on integrity that departs from distrust to a vision of integrity that is grounded in trust?"
  • "I often see that our employees are struggling to address a colleague if they believe that this colleague has done something wrong or something that is ethically questionable. How do I make sure that addressing or questioning is not immediately perceived negatively - how do I create a culture of accountability?"
  • "We have a code of ethics and a value charter and a beautiful brochure with our vision and mission statements. They're beautiful documents, but they don’t live. How do we ensure that these documents come alive and are seen as supportive and relevant by our staff?"
  • "Ethics and integrity are an important part of our mission and vision. But I find it hard to translate these concepts to the day to day activities of our teams and employees. I don’t feel comfortable talking about such ’fluffy’ topics. I would prefer to frame those concepts in a supportive and stimulating and professional way. How can I do that?"
  • We see integrity within the organization primarily as professional responsibility. People want to do their job well, but regularly have to deal with difficult moral issues. What choice do you make and why?

    The organization benefits from a structure and culture that supports and encourages professional responsibility. The quality of an organization depends on the moral competence of the individual employee.

    Ethical conduct should be managed proactively via training of ethical decision making skills, explicit ethical leadership and conscious management of the organization’s ethical culture.

    We design and implement a process-oriented integrity approach that allows for open dialogue and inquiry into integrity dilemmas.

    How can we help you work on integrity?

    Training 'Ethical decision-making'
    Dilemma training.
    Training 'Professional moral judgment.'
    Training 'Moral judgment from inner balance.'
    Leading with integrity.
    Training 'Integrity and confidential information.'
    Moral leadership.
    Value Reflection in team and organization.
    Workshop 'How to create a culture of responsibility and trust?'
    Workshop 'Ethical Managerial Problem-solving.'
    Training "How do I facilitate a professional moral dialogue?'