The following KivaQ facilitator training in Helsinki 10.1.2019 (In Finnish).

Jos uskot työtiimin voimaan, kun parannetaan työhyvinvointia, tuottavuutta, tuloksellisuutta ja kannattavuutta niin osallistu tähän koulutukseen, jonka jälkeen voit käyttää KivaQ-menetelmää ilman lisenssimaksua.

KivaQ menetelmä koostuu kahdesta osasta, työhyvinvointikyselystä (7 kysymystä) ja kehittämisworkshopista. Kyselyn tarkoitus on kartoittaa työpaikan nykyisen työhyvinvoinnin tilaa, sekä toimia työhyvinvoinnin kehittämisen mittarina. Workshop on aktiivinen vaihe, joka aktivoi ja tuo kaikki tiimin jäsenet oman työpaikan työhyvinvointiasian ja yhteisen hyvän kehittämisen äärelle. Systemaattinen seuranta (2-3 kertaa noin 3-6 kuukauden välein) antaa tarvittavaa tukea ja varmistaa yhdessä sovittujen toimenpiteiden toteutuksen.

Aika: Torstai 10.1.2019 klo 08.30-16.30

Paikka: KivaQ-fasilitaattorikoulutus järjestetään yhteistyössä HENRY ry:n kanssa.

Osoite: HENRYn Oivallusverstas, Pohjoisesplanadi 33 A, 3.krs, Helsinki

Ilmoittautumiset 3.1.2019 mennessä tästä https://henry.kehatieto.fi/henrykotisivut/ilmoittaudu_tapahtumaan.aspx?id=888. Koulutukseen otetaan mukaan enintään 14 osallistujaa ilmoittautumisjärjestyksessä.          

Kouluttajat: Kouluttajina toimivat KivaQ-menetelmän kehittäjä, työterveyshuollon erikoislääkäri Ove Näsman ja kehityspsykologian maisteri Sabina Simola-Ström.

Koulutuksen hinta on HENRY ry:n jäsenille 300 €/henkilö + alv 24% (ei-jäsenet 450€/henkilö) ja se sisältää koulutuksen, workshop-oppaan, 7 ppt-lomaketta, sekä aamiaisen, lounaan ja iltapäiväkahvin. Koulutuksen materiaali on saatavana myös ruotsiksi ja englanniksi. Ilmoittautuneet saavat s-postitse etukäteen KivaQ-oppaan ja mahdollisuuden vastata KivaQ-työhyvinvointikyselyyn.

Lisätiedot:

sabina.simola-strom@kivaq.fi  044 5596947

ove.nasman@kivaq.fi                 0400 218537

Tervetuloa mukaan!

 

KivaQ Oy Ab launches new KivaE equality questionnaire to promote equality at workplace

Press release 23.2.2017

 – We want to encourage workplaces to promote equal treatment of all employees. Diversity can be an asset: the broader the variety of genders, nationalities, minorities or various ages etc., the better the possibilities to innovate and develop, said KivaQs CEO Ove Näsman at a press conference in Helsinki.

KivaE questionnaire has 9 standard questions and is available in Finnish, Swedish and English.  With the KivaE questionnaire it is easy to identify possible experiences of discrimination or inappropriate treatment. The questionnaire also demonstrates the different roles played by top-management, middle managers and employees in promoting equality.

– With the KivaE it is easy to evaluate the current situation and plan concrete actions for promoting equality. When employees are treated fairly and all workplace actors from top down understand their own responsibilities, it is much easier to develop pleasant work environment. This in turn improves productivity and profitability, emphasized KivaQs Development Director Tarja Arkio.

Since the requirements of legislation on equality as well as research from the field were taken into account when planning the questionnaire, the KivaE is also a usefull tool for drafting the mandatory equality plan at workplace. During the development phase KivaE was successfully piloted in the company ALM Partners and the municipality Kristinestad and became accepted in the 100 acts for gender equality project in Finland.

The questionnaire can be ordered from KivaQs webpages. The fee includes the right to use the KivaQ analysis module that enables engaging presentation of the results to the personnel. The client can also add 1-20 tailor-made additional questions to the questionnaire.

Read more on Kiva-E questionnaire

Further information:

Ove Näsman, ove.nasman@kivaq.fi, +358 (0)400 218537

Medical doctor on openness

This article was first published in Finnish by HENRY ry

Are you surprised that a medical doctor writes about openness? Usually doctors are very strict with their professional confidentiality!

Professional confidentiality is a sacred matter to doctors and it must be respected. Professional confidentiality concerns information on patient-doctor relationship that can be given to manager or management only with the permission of the patient. However, an occupational health doctor and the entire occupational health team have much more information on working life, working conditions and personnel. This information could – I personally believe that it should – be given not only to the management, but to the entire personnel to improve work wellbeing, productivity and profitability.

After my 30-year long career as an occupational health specialist I have focused on developing work wellbeing for the past 7 years. I have developed questionnaires and workshops that rely on the principles of openness and transparency.

In Finland the well-functioning occupational health system focuses on the individual, whereas human resources focus on developing the entire organisation. However, to guarantee the wellbeing of an individual employee and that the job runs smoothly it is very important to focus on the team. I believe that even more attention should be paid to teams in the future since colleagues and managers have crucial importance on wellbeing.

Demands to create new innovations lead nowhere without action. According to KivaQ’s experience the teams themselves are able to make the jobs run smoothly when they are given the possibility to do so. An open and structured workshop that involves all the team members and the superior is effective and promotes openness and trust in the work community. These bottom-up workshops are an excellent method to develop innovative culture in the entire work community and as a result the number of innovations increases.

An excellent example of openness is the municipality of Kimitoön that used the KivaQ work wellbeing questionnaire in 2016 and 2017. The municipality decided, according to its strategy that aims at increasing openness, that all the municipal employees have access to the results of the surveys and can analyse them with the help of the user-friendly KivaQ analysis module.

In practice the HR department sent each employee the code and password to access the analysis mode. The questionnaires did not include questions with open text box to avoid personal remarks and personified discussions. The personnel was divided according to sectors so that each group had more than one manager.

According to the 2017 questionnaire, 27,6 % of the respondents had used the possibility to analyse the results themselves in 2016. 69,2 % of the respondents valued the open questionnaire as good or excellent. Only 1,5% thought that the open questionnaire was poor or very poor. 29,3% respondents decided not to take a stand on openness.

The response rate rose by 10 percentage points from 2016 to 2017 and was 58,4. We are waiting for the 2018 results with great interest. The response rate can be increased significantly. It would be interesting to know if the relatively low response rate 48,4 in 2016 was due to openness or if it increased despite of openness?

The municipality will try to increase employees interest toward the questionnaire by publishing the results one question at a time. We believe that people read these short bulletins that consist of few lines more often than long reports.

KivaQ’s vision is that in the future the superior takes more and more responsibility for developing the work wellbeing of his or her team. Could it be so that the team independently decides on how and when to execute a work wellbeing questionnaire? This kind of own-initiative questionnaire could supplement the questionnaire for the entire organisation that is usually carried out by the human resources department.

What do you think is the most important goal for a work wellbeing questionnaire? Could it be that a) every employee understands the importance of work wellbeing and b) becomes enthusiastic and engages in developing work wellbeing in the team? I am convinced that if these goals are met by increasing openness, also work wellbeing, productivity and profitability improve. Should you also try to increase openness in your next work wellbeing questionnaire?

Ove Näsman
Medical doctor and specialist in occupational health
KivaQ Oy Ab

KivaQ and HENRY ry organise a facilitator course on November 9th 2017 (In Finnish). If you are interested in a facilitator course in English or Swedish please contact ove.nasman(at)kivaq.fi

KivaQ Facilitator course on November 9th in Helsinki

Welcome to our one-day course to improve your skills and knowledge on leading and developing work wellbeing! The course is aimed at those interested in developing work wellbeing and with suitable background education and/or practical work experience.

KivaQ Ltd organises the course together with The Finnish Association for Human Resources Management – HENRY ry for the third time. HENRY’s members get a discount of  -33 %.

The training will be held in Finnish but the material is available in English.

Time: November 9th 2017 from 8h30-16h30
Place: HENRY’s Oivallusverstas, Pohjoisesplanadi 33 A, 3rd floor, Helsinki

During the training you will learn to use the KivaQ work wellbeing questionnaire and analyse its results. In addition, you will learn to lead KivaQ development workshops. The participants will get KivaQ Diploma and can thereafter facilitate KivaQ workshops without any licence fee.  

The instructor, MD Ove Näsman, has developed both the KivaQ Questionnaire and the KivaQ Workshop, the latter with the professor emeritus Juhani Ilmarinen from the Finnish Institute of Occupational Health.

The price for the course is 300 €/person for HENRYs members and 450 €/person for others (+24% VAT). The price includes the KivaQ Questionnaire, Workshop-guide (available in English), 7 power Point slides as well as breakfast, lunch and snack.

Registration by the latest November 6th. The maximum number of participants is 14.

Feedback from previous cources: “Excellent tool”, “Thanks for a great course!”, participants’ score for the speaker 3,8/4.

 

Further information:

Ove Näsman ove.nasman(at)kivaq.fi, 0400-218537

Programme

November 9th 2017

08.30 Breakfast
09.00 Course begins, presentation of participants
09.15 Introduction to KivaQ Method
10.00 KivaQ Questionnaire
11.15 KivaQ Workshop  – Planning development areas in pairs, summary in group

12.30 Lunch

13.30 Prioritizing development areas
15.00 Coffee break
15.15 Planning concrete actions in pairs, summary in group
16.00 Discussion & Diplomas
16.30 Course ends

 

KivaQ joins 100 acts for gender equality project to celebrate the centenary of Finland’s independence

KivaE equality questionnaire, developed by KivaQ Ltd, has been accepted as an act in 100 acts for gender equality project. The project is a part of the celebrations and official programme of the centenary of Finland’s independence in 2017. It is coordinated by The National Council of Women of Finland and Council for Gender Equality.

          Our aim was to develop a tool that is easy to use and helps companies and organisations promote equality from their own perspective, says KivaQ’s Development Director Tarja Arkio.

          With the KivaE questionnaire it is possible to indentify possible experiences of discrimination or inappropriate treatment due to i.e. gender, age or ethnic origin. The questionnaire also demonstrates the different roles played by top-management, middle managers and employees in promoting equality. Those responsible for drafting the mandatory equality plan at workplaces also benefit from the questionnaire, says Arkio.

KivaE Questionnaire has already been tested in the municipality of Kristinestad, where more than 200 employees responded. The results were presented to the management board of the municipality and to the personnel. Kristinestad will use the results when drafting its equality plan. In addition, the questionnaire has been piloted in training sessions organised by different organisations, ie. by the NGO Sector of the Federation of Professional and Managerial Staff YTN.

The user friendly, on-line questionnaire will be published before the end of the year. Companies and organisations can order the survey easily from KivaQ webpage in Finnish, Swedish or English.

Further information on 100 acts for gender equality project is found at project’s homepage   or from  tarja.arkio@kivaq.fi

KivaQ’s new Development Director is Tarja Arkio

Tarja Arkio (MSSc, BA) has been hired as Development Director of KivaQ.
Arkio is responsible for managing the KivaQ GoesGlobal -project and developing a new KivaE(Equality)-questionnaire. Arkio has previously worked as a Senior Advisor for Akava, where she was responsible for work well-being and equality issues.

– KivaQ will expand its business and is looking for new opportunities in foreign markets. Arkio´s know-how provides us with new possibilities to develop KivaQ’s services. We have excellent opportunities to export Finnish know-how in work wellbeing and equality, says Ove Näsman, CEO of KivaQ.

– I am enthusiastic about the possibilities offered by KivaQ. Its services are tested both scientifically and in practice and are impressive in their simplicity. Next we shall focus on creating new services and taking Finnish know-how to foreign markets, says Tarja Arkio.

SAMSUNG CSC

 

About importance of leadership

For over 30 years I was working as a company doctor at a steel factory. During those years I noticed a clear shift in the personnel´s attitude toward the superiors. In the past, having the right title was more than enough to achieve authority, but today especially the near-leader (= a persons immediate superior) acquires his/her authority through his/her own actions and behavior.

Thanks to the well functioning educational system organizations are now facing the fact that the subordinates have more knowledge in their job than their superiors. As far as I know this is the truth not only for many organizations in Finland, but also for organizations globally. Because of this employees often need to take, and also should be given the possibility to take, more responsibility for their own jobs. Therefore, shared leadership is relevant and should be an issue in todays working life. In Finland Tekes – the Finnish Funding Agency for Innovation has nailed it by launching the campaign “Finland needs 5 000 000 leaders” (same amount as the total population = everyone should be a leader) where self-leadership is introduced parallelly with near-leadership http://bit.ly/1ztGagh.

Already for years Mediona has used an engaging method for developing the wellbeing at work in organizations. Over the time I have noticed that “Leadership” seldom arises as a development area during the development workshops, although we know how strongly the leadership affects the wellbeing at work. Is it possible that the leadership is a topic too sensitive to bring up when the superior sits next to you? I myself, believe this often is the reason, and this is why we have developed the development method Metal Age® Leadership ­– a new way for developing both near-leadership and self-leadership.

Still, we don’t say that superiors shouldn’t participate in conventional leadership educations, but are these really enough? I suspect that the leadership jumps to a totally different level if the superior is brave enough to together with his or her own team open-mindedly develop both his/hers own near-leadership and the self-leadership of his/hers co-workers.

Our workshop for developing the near-leadership and self-leadership takes about 4 hours and includes the following steps:

  1. Reviewing the results of a recent work wellbeing questionnaire.
  2. Finding the development areas for a) near-leadership and b) self-leadership. Group work in pairs. Superior works together with the facilitator separately from the others.
  3. Summary of the development areas suggested by the subordinates. The superior do not participate in this stage.
  4. Discussion and planning of the concrete actions for developing the leadership. The actions and the schedules are agreed on together. Everyone participates.
  5. Decisions about a possible follow-up and a new work wellbeing survey.

I want to challenge all leaders – take the next step and start developing the leadership together with your own team including all your subordinates. I’m convinced that not only the subordinates’, but also the leader’s own work wellbeing will improve after only a half a day of interactive leadership development.

– Ove Näsman

To internationalize or not to internationalize, that is the question!

Our methods for measuring and improving wellbeing at work, KivaQ and Metal Age, seems to work very well in Finnish enterprises and organisations. I have presented the methods in close to twenty countries around the world and the response has always been very good. Wellbeing at work is an issue today in most developed countries and is part of the strategic leadership in many enterprises.There is a demand for practical and scientifically tested methods assisting enterprises in improving not only wellbeing at work but also productivity and profitability.

Finland is one of the leading countries when it comes to developing wellbeing at work. Finland is small but the global market is endless. The Finnish government encourages  SME:s to internationalize. The new jobs are created in SME:s.

On October 1st 2014 i listened to William Frost  at Turku WTC presenting his book Small  Company – Big World and got some good advice. The Finnish government  (ELY-keskus = Centre for Economic Development, Transport and the Environment)  actively supports SME:s in their struggle to internationalize. This support is very valuable for SME:s like our company with very limited or no export experience. On October 9th I attended a Scandinavia-seminar at the ELY-keskus and had continued discussions on November 7th.

We are now convinced that we want to internationalize and that it will be fun. I strongly believe that we will succeed. In a year we will know. I hope that many other SME:s will internationalize for the benefit of the whole population in Finland.

– Ove Näsman