Good tools help you install trust in collaborations

Everything gets easier when you have the right collaboration tools and you’ve learned to use them properly. When we have the right methods and tools, the team can concentrate on the work and get good results without wasting time.

Development and collaborative methods based on


Radical Collaboration®

True collaboration feels fantastic. It’s a thrill to be part of a group of people working effectively towards the same goals—and at the same time having fun along the way. It’s where there is a high degree of openness, trust and flexibility in collaboration, where everyone’s knowledge and experience comes into play, and where people are listened to with awareness and sensitivity. 

The good news is, everyone can learn how to do it, and Radical Collaboration is an effective method for installing trust in collaborations.

The Human Element®

People perform at their best when they can stay grounded. Inner psychological safety provides the best opportunity to communicate clearly and support others without losing overall sight. The Human Element helps you understand how we people, as humans, affect each other. You learn to understand your own feelings and the feelings of others in a new way, so you can be authentic and non-defensive in stressful situations.

Interest-based Negotiations

You can spend time and effort searching for a solution to your problems, but it can be hard to get to know everyone’s interests—and sometimes we’re too busy to do it well.

Knowing how to use a structured problem-solving method like interest-based negotiations can offer the best resolution for all interested parties. It offers win-win, creative solutions, more trust, better collaboration between partners, and it saves you from future conflicts and renegotiating.

Customer Impact®

When you get to know yourself better, you can better help your customer feel seen, heard and understood. It’ll increase your chances of getting satisfied customers to come back again and again.

Strong profiling tool for individual and team development

Jungian Type Index


Do you want to start a group development process in a team, that has little or no experience with personal and group development tools? – JTI is the answer!

Or do you need fresh input to your own personal development process? – Again, JTI could very well be the answer!

Jungian Type Index is a development tool that is easy to use and valuable to both individuals, groups and organizations. JTI may be used in leadership development, as well as in mapping and developing group processes.

JTI is also valuable for personal guidance for career development, conflict management and organizational culture development.

JTI identifies the mental preferences of the person based on four important parameters:

  • Where do I prefer to direct my attention?
  • How do I prefer to receive information/impressions?
  • What is my preferred decision making?
  • Which lifestyle do I prefer?

The JTI test consists of 56 double-statements, and as a test person, I am asked to select the statement in each pair most accurately describing me.

The result of these choices is a four-letter code, that indicates my personal preferences as either

  • Extroversion or Introversion
  • Sensing or Intuition
  • Thinking or Feeling
  • Judgement or Perception

A total of 16 different codes or Jungian Type Indexes exist each with their specific strengths and weaknesses. By knowing my type and thus my preferences, I can optimize the use of my strengths and compensate, when other mental preferences are more suited to the specific situation or problem at hand. By knowing the types of my colleagues, I get a much better understanding of how to collaborate with them and combine the strengths of the entire team for better decision making and more effective collaboration.

Carlsen&E uses JTI in collaboration with CfL – Centre for Leadership in Denmark.

Effective work strategies for you with

Systemizer profil

It’s not whether or not you’re right—because you know you are! Often, you figure out the solution to challenges before most others, but getting them to see it your way is difficult since they don’t have at the skills you do.

Sound familiar? You might find that the best way to express yourself is by being direct, since it’s the easiest way of encouraging others around you to do better. Yet somehow, they feel threatened by your expertise. They say you’re too critical, lacking in empathy and unable to collaborate, even though your intentions are all toward creating the best outcome.

Perhaps you’ve gone through a myriad of courses focusing on collaboration, communication, team building, conflict-resolution and leadership. Or maybe you’ve had many conversations with management suggesting that you be more open, flexible and slightly less critical with others.

If you recognize yourself stuck in this type of situation—even just a little—then we can help you get out of it.

An inclusive culture can require a


We all carry stereotypes within ourselves. When we want a change in culture, it’s important to uncover the unconscious cultural and social standards and critically analyse them. We want to break that paradigm to create lasting cultural changes to the norm—and that’s how you can benefit from our Normvrid.

The more different perspectives we can quickly bring forward in a team, the better able we are to produce diverse, innovative ideas toward solving problems. We need to reduce the number of blindspots. When we look at solutions that include several dimensions, our final decisions become more long term, more viable and more successful. A more diverse team has every opportunity to communicate efficiently and engage a wider range of target groups. Normvrid® offers better solutions and a healthier sense of well-being.