For organisationsTrainingsSelf-management and internal modes of operation

Training for teams and specialists

Self-management and internal modes of operation

How do the nervous system and internal parts affect our behavior, focus and cooperation?

We may know how we want to behave in a work situation, but when under stress, uncertainty or a lot of responsibility, we still act habitually - start controlling, overwork, take on the responsibility of others, avoid uncomfortable conversations or become more critical of ourselves and others than usual.

This hands-on training will help you notice when a familiar inner working mode is activated, understand its protective logic and effect, and regain more room for choice before acting. The goal is not to eliminate reactions, but to learn to notice them earlier and choose a more suitable course of action for the situation.

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Practical information

Duration2-2.5 hours

Formatin contact or online

Recommended group size8-20 participants

Preliminary worknot necessary; if desired, a short self-reflection can be added

Form of workshort input parts, individual reflection, analysis of work situations, practical exercises and voluntary discussion

Do you recognize any situations?

You want the job to be done well, but you stay to check the details even when it is no longer necessary.

You want to be a supportive colleague, but you also take on what should be another person's responsibility.

You want to avoid making a mistake, but you spend more time and energy on the task than the situation requires.

You want to maintain good cooperation, but you put off having an awkward conversation or setting a clear boundary.

You want to move forward quickly, but you respond to the growing pressure with more and more effort and notice your limits only late.

These reactions do not mean that there is something wrong with the person. It is often a once-useful way to maintain control, avoid mistakes, or maintain a sense of security. The question is whether the familiar working mode will also help in the current situation or will it start to limit focus, energy and cooperation.

What operating modes are we looking at?

During the training, we use the treatment of internal parts in the language of working life. The goal is not to divide people into types, but to give words to reactions that many already feel in themselves.

The controller tries to reduce uncertainty by keeping as much as possible in his hands.

A perfectionist wants to avoid mistakes and may spend more time on a task than the situation requires.

A savior is quick to notice the needs of others, but can also take on what should be another's responsibility.

An avoidant postpones an uncomfortable conversation or decision to temporarily reduce tension.

The critic tries to improve the result by drawing attention to mistakes, but can reduce self-confidence and openness.

The overexertionist responds to the pressure by investing even more and notices his own limits only late.

Neither operating mode is inherently bad. It is important to notice when it supports coping with the situation and when it starts to limit the possibilities of action.

What do we do in training?

State and automatic response

Let's look at how stress affects attention, interpretation of the situation and behavior. The participant learns to notice their own early signs before the habitual response takes over.

My familiar work modes

Each participant chooses one or two work modes that are activated more often in his work and examines what they try to achieve and what their impact might be.

Impact on focus and cooperation

Through practical work situations, we look at how different modes affect focus, setting priorities, keeping boundaries, asking for help and cooperation.

Regulation and more informed choice

We practice simple ways that help to notice the reaction earlier, stop for a while and restore enough choice space to act more appropriately to the situation.

One new experiment in real life

Each participant chooses one recurring work situation in which he wants to notice his usual mode earlier and test a more conscious response.

The focus of the training is not general theory, but the participant's own working situations and the choices made in them.

What will the participant and the team get?

a common, non-judgmental language for describing automatic work responses

a better understanding of the triggers and protective goals of one or two of your own work modes

a clearer picture of how these modes affect focus, boundaries, responsibility and cooperation

a practical "My Work Modes Map"

one simple way to restore your choice space

one specific work situation and new way of doing things to try out after the training

The goal of training is not to eliminate operating modes. The goal is to learn to notice their activation earlier, understand their potential impact and retain more opportunity to choose.

Who is the training suitable for?

The training is suitable for a team, a group of specialists or a mixed group that wants to:

understand why people react differently in situations of stress and uncertainty

notice the effect of automatic patterns on focus and cooperation

improve the clarity of responsibility, boundaries and expectations

develop a common and more non-judgmental language for talking about difficult reactions

increase people's awareness of their own behavior and the impact on others

Training is not therapy or personality assessment. Participants do not have to share personal experiences more than they want to. We work through real life examples, individual reflection and voluntary discussion.

Format and customization

The examples and exercises of the training are adapted to the roles of the participants, the nature of the work and the current needs of the organization.

Further development

Noticing one operating mode and making one new choice is an important start. A more permanent change occurs when a person learns to recognize the same pattern earlier in different situations, restores his choice space and repeats the new way of acting in real work.

The training can be used as a stand-alone introduction or linked to a longer team development collaboration where patterns related to responsibility, boundaries, feedback and collaboration are examined in more depth.

How does booking a training work?

Step 1

You send an inquiry and briefly describe your need.

Step 2

If needed, we arrange a short call to clarify the goal, participants, and format.

Step 3

I propose a suitable solution and send you an offer.

Let's talk about your need

Would you like to better understand in your team what drives people's behavior in difficult situations?

We talk about your team's needs and find a suitable focus.

Ask for an offer