Every organisation strives towards the set goals. For some this seems easy and leads to success while others face a seemingly constant struggle. We help our clients to improve their leadership practice, competences and capacities, to clarify operations and processes, and to excel in both productivity and well-being. In addition, we offer tools to measure, lead and develop organisational culture.

Ethical Leadership

Many managers and organisations believe that the quality of their leadership is better than it actually is. A key part of leadership and in particular of the development of ethical leadership is honest and skillful self-reflection. Leaders influence the overall tone of the organisation's activities through their own example. Each employee carefully considers how their own boss acts, and the workplace practice is aligned accordingly - regardless of what the formal guidelines or principles are.


Ethical and Energetic Management Teams

The collective ability of the management team to lead together will determine the future of an organisation. No organisation will be able to surpass the capacity of its management team. A winning management team achieves amazing results and facilitates a flourishing organisation. This success however depends on people. Working on oneself and engaging in a wide-ranging process of reflection paves the way for change and strengthens ethical leadership competencies.



Executive Coaching

Top management is often a lonely position with heavy responsibilities for business results. The leader does not always seem able to find the time to stop and think about the broader priorities. The complexity of the system and the amount of detail involved requires clear-headed, high-quality thinking. In a leadership position one has to bear both responsibility and worries alone. Concerns cannot be shared with others. In addition, colleagues do not always dare to challenge or offer honest feedback to fuel one’s personal development. 


Operation Juuriharja

Operation Juuriharja is an amazing development program, intended for ambitious and courageous leaders. Leaders who want and dare to examine critically the ethical dimensions of their own leadership and to systematically build the ethical capacity of their own organisation.

During the process, your leadership value base becomes clearer, your ability to address ethical dilemmas and your portfolio of tools and instruments to help you lead ethically - promoting both justice and productivity - are broadened. In this way, your work as a leader becomes an increasingly conscious and effective task.


Values as the Basis for Action

Now is the time for a renaissance of values. People are searching for purpose and meaning in their work. In the midst of constant hassle and time performance pressure, we all long for solid ground for what we are doing, something we can rely on.

Values are the foundation of an organisational culture. At best they steer leadership and our everyday work in a flexible, adjustable and meaningful way. Unnecessary rules can be put aside. Shared values ease collaboration and make it easier to foresee future trends and events.


Code of Conduct

The organisation’s means of achieving its objectives are curtailed by laws and regulations. In addition to the external constraints of the organisation, it is necessary for it to align itself with its own ethical principles. Ethical principles should safeguard the realisation of strategic objectives, taking into account both internal and external expectations: "Why and on which specific issues should our business ethics be ensured and strengthened?"


Group Coaching

Sharing ideas and coaching support leads us down the road of continuous development and strengthens the sense of common direction. Group coaching is a flexible tool in producing new solutions to the different emerging situations in an organisation. Group coaching builds a shared commitment to bringing new ideas and approaches into practice. Group coaching is particularly suitable for the development of managers and other professional groups.


Effective and Efficient Operational Culture – Lean

In a nutshell, lean operational culture is concerned with maximising the production of value while minimising waste, thereby creating more for less for the customer. What is special about this way of thinking is the fact that the purpose is not to achieve productivity improvements by making people work faster, but rather to find ways and means to work smarter and to waste less time and effort. The essence of lean is in operational culture, in which the workload, the effectiveness of processes and inefficiencies are discussed openly, and developed incessantly.


Bold and Responsible Management

Ethical and energetic leadership development stems from the everyday experience of leaders and managers; from successes to less glamorous commonplace situations, which the leaders wish to share and where they seek new solutions. Solutions based on the organisation’s values streamline the organisation. These can be identified through the means of moral imagination.


The Development of Teams

A new team needs to ‘get into gear’ quickly while even old teams sometimes require some freshening up. Every team needs regular debates on the justification for its existence. Discussion on the strategic purpose of work is important, as is the feeling that every member is a valuable part of the whole.  Team coaching supports the team (i.e. development, account or project team) and its members to utilise its potential better than before and meet its goals.


Strategic Measurement of Organisational Culture

Hofstede - Strategic Measurement of Organisational Culture

Creating a new strategy often requires a change in corporate culture. There is, in itself, no good or bad organisational culture, rather the value of organisational culture lies in its ability to support the attainment of strategic objectives

Studies have shown that only about 10% of strategies are successful in terms of being implemented as intended. If you feel that despite your best efforts, your strategies forever remain only half-accomplished, or that changes are implemented only partially, it may be advantageous to assess your organisational culture.


Corporate Ethical Virtues

The ethical culture of an organisation has been proven to strengthen e.g. innovativity. The development of an ethical culture begins by identifying the factors and policies that either promote or impede the ethically sound activities of an organisation. The identification of risks is supported by the Corporate Ethical Virtues indicator, an instrument developed by Professor Muel Kaptein. CEV is an ideal tool for the senior management of an organisation, HRD, as well as for the internal audit and those responsible for the evaluation and development of the Code of Conduct.


Leadership EDGE© 360°

Developing as an ethical leader is based on one’s ability to reflect on one’s own actions, thinking and emotions. The feedback received from others is important to one’s growth. Leadership EDGE© 360° is a tool to measure ethical leadership competence which has been developed by Juuriharja. The foundation of the measure lies in the cycle of ethical leadership development (Heiskanen & Salo, 2007).


Peili™ Behaviour Profile

A person's understanding of their own behavioural patterns often differs from perceptions held by others. Therefore, results based solely on self assessment often provide an incomplete picture and fail to adequately define development goals. The feedback given by others can reveal development areas that one has been unable to identify. In addition, it often highlights those strengths that the person has not identified.


Extended Disc

It is essential for effectiveness and wellbeing at work that individuals are able to build on their strengths. Well-functioning collaboration requires knowing and making full use of other people’s strengths and diversity of the group. Extended Disc charts one’s personal behaviour, with its inherent strengths and development areas. This provides marked added value: both results and meaningfulness of work improve.



Risk of misconduct is always present in business operations.

To discover problems and take action, it is important to offer a whistleblowing channel that makes it possible to tackle problems.