From one-off initiatives to work that lasts
A good talk or a single programme is rarely enough. For mental training to have a real effect it needs to be embedded in the organisation, connected to your work environment efforts and followed up with measurement. We provide that strategic support all the way, from the first pilot to the follow-up you can take to the leadership team.
Caroline Spännar has more than twenty years behind her as an HR director in management teams, and that is the experience you get access to. We know how an HR budget is defended, what demands a procurement puts in place, and what it takes for an investment to survive the next reorganisation. The consulting work is for those of you who want to build something that stays.
What we help you with
Strategic grounding
We tie mental training to your goals and your work environment responsibilities, so the investment has a clear place and a clear owner.
Approach and pilot
We design a pilot programme together with you, choose the right team to start with and set goals that can be measured.
Measurement and follow-up
We measure before and after and compile the result in a report you can take to HR and the leadership team, and that holds up when someone scrutinises the figures.
Internal implementation
We support your wellbeing ambassadors and line managers so the work carries on even when we are not in the room.
Concrete support in your work environment efforts
Since 1 January 2025, AFS 2023:2 on the organisational and social work environment applies, placing a clear responsibility on the employer to prevent unhealthy workloads. We help you turn that responsibility into practical, documented measures, so that the preventive work both has an effect and can be evidenced.
A pilot, a measurement, a decision based on real figures
- Step 1
Pilot
We start with one or two teams where the need is clear and the manager is willing. Three to four months of programme with recurring sessions.
- Step 2
Measurement
We measure mental fitness and wellbeing before, after and some time after completion, so the effect becomes visible and connected to the work.
- Step 3
Roll-out
If the figures show development we scale up to more teams. If they do not, you have learned that cheaply, without a broad investment.
For the whole decision-making group
For the CEO who wants to see business value, the HR director who owns the question, the work environment manager responsible for OSA, and the line manager who wants to give their team the right tools. We meet each of them with what is relevant to them.
The model that gave 37 per cent
37%
increase in wellbeing among employees in Trollhättans Stad
Trollhättans Stad started with a pilot, measured before and after, and rolled out more broadly once the figures held up. That is how we work: focused, measurable and scalable.
Would you like to build work that lasts?
We go through your situation in twenty minutes and suggest a first step that suits your organisation.
Book an intro call