A combination of factors put internal communication within Securex’s HR department under pressure. A flexible teleworking policy resulted in reduced physical presence, and the open desk environment meant colleagues were spread out, making collaboration more difficult. On top of that, the team’s bilingual nature added additional challenges.
However, the biggest hurdle was the conflict-avoiding feedback culture. Employees hesitated to address one another, leading to frustrations and a lack of connection between sub-departments. Securex wanted to make a change and opted for a targeted approach: the “Dare to Communicate” program.
Together with The Tipping Point, a tailored program was developed under the name “Dare to Communicate.” This program consisted of various learning interventions that laid the foundation for a culture of open communication.
1. Kick-off Inspiration Session
The program began with an inspiring session where employees and managers in the HR department explored “the art of communication” together. During this session, they mapped out their current communication as a team and established the foundation for the mindshift needed to create an open feedback culture.
2. Training: “Create a Safe Team Climate”
A training session was organized for six managers, focusing on creating a psychologically safe team climate. They explored what psychological safety is (and isn’t), how it forms the foundation for team feedback and success, and how to facilitate it within their teams.
3. Workshops: “Giving and Receiving Feedback”
The training sessions “Dare to Ask” and “Dare to Give” brought managers and employees from different sub-departments together. These sessions focused on practicing conversational techniques for asking and receiving feedback, giving constructive feedback, and managing reactions. Through a mix of theoretical insights and practical exercises based on real cases, participants were provided with concrete tools they could immediately apply in their daily work.
4. Kick-Forward Session
To conclude the program, the entire HR team came together to collect team agreements based on what they had learned throughout the program. By incorporating these new behaviors into their team charters, they transformed them into habits in their daily operations.
The program was also supported by digital Learning Boosters with job aids and handouts, ensuring the acquired knowledge was sustainably integrated into the work environment. Through this mix of interventions, Securex not only strengthened the communication skills of their employees but also created a shared language and culture around feedback.
The “Dare to Communicate” program not only brought the various sub-departments closer together but also elevated communication within the HR department to a higher level. Employees and managers felt more empowered to address each other constructively and to engage in conversations rather than avoid them.
The program achieved the following:
With this first step within the HR department, Securex has laid a strong foundation for fostering a proactive feedback culture centered on growth and collaboration, inspiring change in other parts of the organization as well.
A combination of factors put internal communication within Securex’s HR department under pressure. A flexible teleworking policy resulted in reduced physical presence, and the open desk environment meant colleagues were spread out, making collaboration more difficult. On top of that, the team’s bilingual nature added additional challenges.
However, the biggest hurdle was the conflict-avoiding feedback culture. Employees hesitated to address one another, leading to frustrations and a lack of connection between sub-departments. Securex wanted to make a change and opted for a targeted approach: the “Dare to Communicate” program.
Together with The Tipping Point, a tailored program was developed under the name “Dare to Communicate.” This program consisted of various learning interventions that laid the foundation for a culture of open communication.
1. Kick-off Inspiration Session
The program began with an inspiring session where employees and managers in the HR department explored “the art of communication” together. During this session, they mapped out their current communication as a team and established the foundation for the mindshift needed to create an open feedback culture.
2. Training: “Create a Safe Team Climate”
A training session was organized for six managers, focusing on creating a psychologically safe team climate. They explored what psychological safety is (and isn’t), how it forms the foundation for team feedback and success, and how to facilitate it within their teams.
3. Workshops: “Giving and Receiving Feedback”
The training sessions “Dare to Ask” and “Dare to Give” brought managers and employees from different sub-departments together. These sessions focused on practicing conversational techniques for asking and receiving feedback, giving constructive feedback, and managing reactions. Through a mix of theoretical insights and practical exercises based on real cases, participants were provided with concrete tools they could immediately apply in their daily work.
4. Kick-Forward Session
To conclude the program, the entire HR team came together to collect team agreements based on what they had learned throughout the program. By incorporating these new behaviors into their team charters, they transformed them into habits in their daily operations.
The program was also supported by digital Learning Boosters with job aids and handouts, ensuring the acquired knowledge was sustainably integrated into the work environment. Through this mix of interventions, Securex not only strengthened the communication skills of their employees but also created a shared language and culture around feedback.
The “Dare to Communicate” program not only brought the various sub-departments closer together but also elevated communication within the HR department to a higher level. Employees and managers felt more empowered to address each other constructively and to engage in conversations rather than avoid them.
The program achieved the following:
With this first step within the HR department, Securex has laid a strong foundation for fostering a proactive feedback culture centered on growth and collaboration, inspiring change in other parts of the organization as well.
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You don’t build a strong culture of dialogue with a one-size-fits-all approach. To make dialogue work effectively within organizations, we offer various formats tailored to different needs and situations. These tools help strengthen skills, drive change, and achieve learning objectives. Discover how our formats contribute to impact and sustainable results.
To build a culture of dialogue, developing strong communication skills is essential. This serves as the foundation for organizations to make conversations work effectively. To support organizations in this effort, we deliberately focus on three powerful levers to foster a thriving culture of dialogue: Psychological Safety, Leadership, and a Feedback Culture. Each of these elements contributes to a culture where conversations drive growth, innovation, and sustainable results.