A changing world requires leadership that gets to the heart of the matter.
Less can be more - also in management
Leading change
Today, change is part of everyday life, not the exception. Management and frontline staff succeed in change by supporting people at the right time, breaking down barriers and building trust. With Guidin's methodologies, coaching and dashboards, we help spot the moments that matter most and support teams through the stages of change.
Managing the emotional climate
The team atmosphere is reflected in how people cope, learn and succeed. Management and frontline staff influence the emotional climate by identifying feelings early, talking openly about issues and leading by example, even when things are difficult. With Guidin's methods, coaching and measurement tools, we make the emotional climate visible and support skills that build trust and the energy to do well.
Managing skills
Skills matter, but they do not develop by themselves. Management and front-line staff succeed when they know how to identify key competences, turn them into concrete skills and support learning as part of their daily work. With Guidin's methodologies, coaching and measurement tools, we help to make competence development clear, focused and genuinely alive in everyday life.
Succeed in leadership with Guidin.
Make sure your changes are successful
Successful change is not just about good planning, it is about getting people on board. We help change leaders understand the human side of change and manage it on a day-to-day basis - proactively and systematically.
With Guidin's data, management and frontline staff get regular insights into how the change feels to staff: what the emotional climate is in each group, where friction arises and what skills are needed to make the change a success.
With Guidin, managing the human side of change becomes a natural part of everyday life, not an extra task in the midst of a rush. At the same time, we support communication and leadership so that change is proactive and focused on the right things - not just reacting to problems.
Our approach is solution-focused and people-centred. We draw on researched frameworks such as the ADKAR model, but put them into practice in a clear and fluid way.
Examples of changes we can support:
- The period after the change negotiations
- A new strategy
- Developing a culture of hybrid work
Turning goals into concrete action
Guidin's coaching supports the organisation's strategy and develops leadership on a day-to-day level. Objectives are directly linked to current challenges so that learning leads to concrete results.
We use data collected from the work community and metrics developed by our organisational psychologists. Because change is only visible when it is felt in everyday life, we offer a 100% satisfaction guarantee for our coaching.
- Strategic direction - how to drive change towards objectives?
- Models of action - how to deal with challenging situations in everyday life?
- Barriers and enablers - what needs to be dismantled or strengthened?
- Interaction - how to build trust and commitment?
Better decisions with HR data
With Guidin's metrics, you can quickly and easily outline the essentials of your organisation's situation. Real-time analysis and clear data views help you understand where to focus your leadership and frontline work.
Guidin is not a traditional survey tool. It is a constantly evolving measurement tool that combines human scientific understanding with the basic principles of modern management. Guidin turns data into understanding - and understanding into action.
- Experience of change - what factors prevent or support change?
- Emotional climate - what kind of emotions are there in the workplace right now?
- Strategic competences - how well do you have the necessary skills?
- 360° feedback - a multifaceted view on leadership and collaboration
Results that matter - our customers tell us.
People decide, facts confirm
70%
change projects fail when the people's perspective is ignored.
McKinsey & Company 2020
100%
about change creates fears, concerns and coffee-table discussions. Whether you like it or not.
Guidin, Measuring the experience of change, 2024
Do you recognise these patterns of thinking?
Emotions cannot be measured or dealt with in any meaningful way, so talking about them is ignored.
When feelings are made concrete, they are easier to discuss and learn about together. Guidin models the emotional climate in clear curves and metrics that even engineers appreciate.
Resistance slows down change and should not be given too much weight.
Resistance to change often reflects stress, lack of clarity or a need to be heard. The insight Guidin provides helps to lead change more effectively.
The training takes you out of your everyday life to learn common things, which you can apply to your everyday work.
Guidin's coaching is based on the organisation's own measurement results and current situations. The training focuses on the phenomena that the work community faces on a daily basis.
The frontline workers are used to taking responsibility and they will get the job done, even if change is difficult.
Guidin's model recognises that first responders are often under pressure from two directions. Their feelings and stresses need to be taken seriously - they too need space to deal with change and support to get through it.