Team: repair collaboration
Use perspective-taking and restorative conversations to talk openly about what collaboration needs.
Make it safe to speak up,and keep collaboration moving.
From safe conversations to difficult feedback, build a team with mutual trust and continuous improvement.
When a team goes quiet, something may not be getting heard.
A 2024 survey by 104 Job Bank found that 30.8% of job changers cited dislike of their manager's leadership style. When people can ask questions and disagree safely, teams can discuss real problems early.
104 Job Bank, 2024 Employee C.E.O. Work Values Survey
- People are leaving and managers don't know why.
- Meetings look harmonious, but no one raises the real issues.
- Conflict keeps building and collaboration turns into friction.
Build psychological safety, trust and engagement.
- Psychological safety
- Willing to raise problems
- Empathetic communication
- Fewer misunderstandings
- Team trust
- Supports engagement
- Constructive feedback
- Drives shared improvement
Safe conversations start with a single response
Designed by psychologists, with workplace scenarios and role-play that make each method concrete.
“I'm worried we won't make this deadline.”
“Which part is hardest? Let's work out how to adjust it together.”
Managers: safety-building leadership
Practise questioning, listening and specific feedback, balancing expectations and trust.
Start from what your team needs.
L3
友善溝通實戰：團隊理解與協作工作坊
Ease team friction through perspective-taking, respectful communication and restorative conversations, and build rapport and trust.
View courseL5
心理安全感領導初階：建立安全對話
Practise asking, empathetic listening and non-defensive responses so people speak honestly and the team feels psychologically safe.
View courseL6
心理安全感領導進階：困難情境管理與團隊韌性
Handle performance feedback, difficult conversations and conflict, repairing collaboration while keeping both expectations and trust.
View courseAfter class, the Mental Coach App keeps the practice going.
All related coursesMaking abstract psychological skills learnable.
Psychological training system
Turning psychological concepts into methods you can practise.
Workplace role-play
Bringing conversations and responses into real practice.
After-class app practice
Connecting classroom methods back to daily work.
Taking the methods into real classrooms.
A smart mobility startup: Practising trust and respectful communication
Through perspective-taking and scenario discussion, practising clear requests, listening and collaboration.
Read the event recap
Wanwei: From feedback to shared improvement
Practising store management conversations through emotional regulation, SBI feedback and blameless reviews.
Read the event recapBefore you plan, you may want to know.
Does psychological safety mean not expecting performance?
Psychological safety lets problems and different views be discussed, and it still needs clear requirements. The course practises stating expectations clearly with respect and understanding.
Can we start with manager training?
Yes. Start with safe conversations in L5, then extend to difficult situations and performance support in L6 as needed; for whole-team participation, choose L3.
Our team already has conflict. Is a workshop the right next step?
Start by describing the current situation and your expectations, then discuss participants, exercises and the right format with a consultant.
Let the next conversation be where trust begins.
Let's find the right place to start your training.
Discuss your needs