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Three approaches that true leaders use to strengthen the safe space

Successful return to work after burnout: We highlight six key elements of this challenging transition phase: resilience, scope of tasks, those involved in the support process, communication.

The key to successful teams lies in the safe space. In this article, Jörg Eugster explains what characterizes a safe space and how leaders can strengthen it.

To enable peak performance and develop a group into a high-performance team, one thing is particularly important: a safe space. Comprehensive studies by Prof. Amy Edmonson of Harvard Business School show that psychological safety is the key to successful teams. This article explains what characterizes a safe space. It also highlights three approaches that managers can use to strengthen the safe space. We borrow (with a wink) from three heroes of the past who exemplify these crucial leadership qualities: Christopher Columbus (discovering and exploring through questioning), Mahatma Gandhi (transparency, kindness, appreciation), and Robin Hood (standing up for the weak and absent). In this way, we strengthen a productive and trusting environment and promote a safe space for every team member.

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Conflict Management for Managers

Burying one’s head in the sand when it comes to taking a stand seems to be a widespread phenomenon far beyond Switzerland. Or to put it another way: only one in four leaders handles conflicts in a way that achieves results. The consequences are disastrous not only for the work environment but also for productivity.

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Do I have burnout, depression, or long COVID? How to recognize the differences and what you can do about it.

Often the quality of life is already quite limited by the time we start pondering the question whether or not we are suffering from burnout. Those affected are often unsure what exactly ‘the problem’ could be. Questions arise such as: ‘Is it something physical, or am I simply under a lot of stress and not getting enough rest?’ And, of course, the question ‘What can I do about it?’

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Three reasons why leaders struggle with feedback

Feedback is the lifeblood of growth. Yet studies show that many leaders are ill-equipped to handle critical feedback. In this article, we outline the three main reasons: ignorance, complacency, and fear of hurting others. Apart from this, we also present an initial approach to solving this problem.

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