Dr. Aram Seddigh

Cell offices, office landscapes, activity-based offices and hybrid working methods – what are the differences and what opportunities and limitations does each solution entail?

“He who has a why to live for can bear almost any how,” the philosopher Friedrich Nietzsche allegedly stated. And quite rightly – a strong vision that is rooted in the company’s challenges and opportunities can give the project stability and facilitate change for employees. During this workshop, we support your management team or steering group in developing your vision and fill the concepts with relevant content.

During this lecture, current research findings are presented linked to how different types of offices and working methods affect employees’ health and productivity. What does the research tell us about what we need to focus on in order to achieve a functioning office design and way of working? How do we handle the challenges associated with each design, and how do we realise the opportunities?

Creating participation in projects related to changes in working methods is a success factor. Participation gives employees better insight and creates predictability, but above all, participation gives the project group the opportunity to understand the needs of the business and resolve knots that hinder the efficiency of the organisation. In this workshop, we go through your intended process and discuss how and around what we can create participation.

Change is a natural part of our lives. Despite this, it is common for changes in office layouts and working methods to stir up a lot of thoughts and feelings. During this lecture, the reactions that usually occur during the change are presented, as well as how you can lead the change so that the transition to the new way of working is successful.

During this workshop, employees get the opportunity to get acquainted with different types of workspaces that can be found in a flexible office. Afterwards, they get the opportunity to choose which surfaces they prefer for which activities. This workshop not only gives employees an understanding of how the new office can be used, but also gives the project team an insight into what preferences the employees have.

People have a limited capacity for handling information. A well-functioning environment gives the individual the conditions to use their capacity in the best way. During this lecture, how environments should be created to give the individual the support he or she needs, is presented. This also touches on what demands different office layouts and ways of working put on individuals.

Before the transition to the new way of working, it is wise to make a comprehensive presentation of how the physical, digital and organisational work environment are intended to work. During this workshop, we meet the employees and go through the new way of working and present how it can help them succeed in their work.

One concept that is on the rise is Agile offices and working methods. But how do we create a work environment that supports employees who work agilely. And what is the difference between creating good conditions to work on projects?

It happens that the workplace strategy has not been able to focus on the risks and opportunities that the project has to deal with. Risks can be about conditions related to change management or the project’s opportunities to keep schedule and budget. During this workshop, we go through risks and opportunities with a focus on how they can be managed or realized. This workshop is usually held with the project team.

A trust-oriented leadership usually facilitates a flexible way of working. But a trust-oriented leadership means that highly present leadership where each individual receives the support he needs to carry out his tasks in a good way. During this lecture, what leadership means is presented, and concepts such as trust-friendly and trustworthy are defined.

Personality is highlighted as an important factor when it comes to how we thrive and perform in different types of offices and working methods. Is this true? And how strong is the role of the personality in relation to the demands that the tasks place on the individual in relation to  output?