Creating sustainable and healthy organisations, families, class rooms and people

The bad news are that bad habits are not easily changes - habits of communication are no exception.

The good news are that practise makes perfect - or close - also when it comes to habits of communication.

The very good news are that Living Communication work with tools that are already part of our nature as human beings. It is often not learning new habits that challenge us, it is unlearning the old ones. When Living Communication work with habits, we work on reconnecting, training and systematically implementing something we already intuitively know. 

The best news are that it is the same tools that help us create healthy habits of communication whereever we go: in the work environment, the class room, in politics and in the inner dialogue. 

Working with the healthy inner and outer culture of dialogue leads to direct results, economic as well as human.

undervisning1 400 fit

Living Communication


- Work on changes in culture and systems, not just individuals 

The healthy organisation, family, class room and even the healthy individual are characterized by a culture of constructive communication and conflict resolution, that has equal focus on appreciation and challenge, empathy and honesty. Most of us have not learned to built and maintain such a culture. For most of us it is something that requires skills and practise. It is however rewarding when we committ and engage our selves in building such a culture. It has immediate effect on the learning environment, motivation, willingness to do our best, performance, productivity and bottom line results.

- transforms conflicts to creativity and connection

In our life, at work, in our families and any situation, where we are confronted with other people, we are challenged by our differences. Different expectations and values can lead to conflicts. Conflicts easilly drain the energy both at the work place, the class room and around the dinner table at home. Conflicts can also be the power and source of energy that increase the quality in our connections, deepen our relations and lead to new ways and better solutions. It all depends on how we handle them! A lot of us have not learned to handle conflicts or dialogue around challenges in a compassionate or effective way. That is a pity, because it is something we can easilly learn. With immediate effect on the atmosphere in our families and work lives. 

- Focus on the expectations of tomorrows communication and cooperation

Whether you are a leader, employee, teacher, parent or politician future expectations to communication seems already apparent. Being able to listen, acknowledge others, provide non-judgmental feedback and include are qualifications we will be evaluated by in the future. Living Communication introduce you for some of the most concrete and powerful tools to train your skills in these qualities, so that threory leads to practise. Because, it is tools that ...

- Work in debth

Many theories of communicaiton and motivation in management and leadership have their roots in management theory. Living Communication also work with theories developed in psycho theraphy. They provide debth, weight and a therapeutic effect that allows for a special connection among people, that bridges organisation needs with individual needs, resultating in increased passion, motivation and dedication among employees, students and family members.

- focus on needs before solutions

We work on creating connection - not only solutions and action - between parties in cooperation or conflict, both when working with children and adults. Thereby building the trust that ensures that misunderstandings, disagreements and conflicts rise as easilly again. 

- focus on both-and

We can have focus on both economy and people, the group and the individual, the organisation and the employee, the class room and the individual child. We can show sincere appreciation and at the same time provide respectful feedback, in acknowledgement of the fact that feedback is also important for our development and growth. We can be honest about our own values and needs and at the same time show respect and empathy for the values and needs of others. 



Assertive Honesty and Empatic Listening 

Is the key concept in Living Communications trainings in Communication and Dialogue. Assertive Communication is the ability to present and communicate what is important to you in a clear, confident and appropriate (non-aggressive, nonviolent) manner without going into ‘defense or explain mode’. The other, just as important, leg in constructive communication is Empatic Listening. Without listening there is no Dialogue, only monologue replaced by another monologue. Most of us have experienced the urge to take the word before we are anywhere near having listened to another person, particularly in pressured situations or conflict. And because others have a like urge we often end up in arguments where noone listens. And off course, when no one listens, no one is listened to. Researchers suggest that we are often unskilled in listening in the Western culture. Listening is an attitude. If it is not something you have a habit of doing, it will probably be somthing you need to decide to do. If you do it often, you will be rewarded by a new easiness. Assertive honesty and empatic listening is key to al constructive communication, dialogue, feedback and conflict resolutioin, and to results, performance and motivation. Experience the difference it does to create a culture based on assertive honesty and empatic listening in your company, class room or family.

Tell another story and watch the change

Tell another story

The way we act in our work environments, institutions and families reflects the culture we have accepted as legitimate. If we want to change our environments it is often more effective to change the culture we have legitimated rather than firing or handling individuals. Living Communication help identify the culture and story of your work place, class room or family, and find a new story to tell, thereby creating a new self fulfilling phofety. When we tell another story and institutionalize that story, we are confirmed that story, thereby legitimizing a different culture. Living Communication uses Marshall B. Rosenbergs Social Change circle to implement the proces.

Institutionalize the story

First step is to acknowledge the existing story. Next step is to identify a new story and then institutionalize it. We institutionalize the new story by creating structures and learn tools that make the new story will thrive. Which structures and tools makes it thrive? If we are looking for constructive dialogue and conflict resolution we create structures that support that kind os communication. Living Communication is specialized in institutionalizing structures and tools that make dialogue, motivation, passion and performance bloom.

Socialize the story

This is the phase of implementation. Structure and tools have no effect if they are not used in practise. That is why socialising is so important. All new learning require practise and inner leadership. Even simple tools, that speak to our nature, like those we work with in Living Communication. 

Enjoy the change

When we have created the structure that support our new story, and are implementing the tools through on-going practise, the we will begin to see the results. The new story help us act and behave so we confirm the new story. We have created a positive self fulfilling profety. It is important to see the little changes rather than focus on what is still lacking. That in it self will support a steeper learning curve.

Input & Output


Tools for dialogue, communication, assertiveness, conflict resolution, awareness exercises and inner leadership. Based on a wide range of theory and research within management and leadership theory, organisational theory, pedagogics, theories of learning, communication and awareness, with non-violent communication (NVC) as the primary practical tool of communication.


Increased fulfilment of the interpersonal and intrapersonal needs of organisaitons, institutions, families and individuals, inner leadership. Engagement, motivation, cooperation, presence, creativity, performance, productivity, vitality and well being.

Living Communications Custom Designed processes

Living Communication custom design processes that are fittet your organisation and its challenges 

Competence development in organisations is important. It is also important to consider how and who. Living Communication provides workshops for individuals, but recommend processes for the whole work environment. Research show that it can be difficult for individuals to come back with new skills from workshops and trainings if no-one else in the work place, school or family has had the same training. Individually aquired competence development is furthermore often lost investment, if the up-graded employee happens to leave the organisation. It makes a lot of sense to invest in kompetence development of the whole work group, ensuring that the new knowledge is spread more easily in the organisation - and stays, even when key employees are leaving. Living Communication provide custom designed processes within communication, feedback, dialogue, conflict resolution and inner leadership.

Living Communication work methodologically with 3 phases:


  • Preparation phase: includes clarifying challenges, needs, expectations and goals of customers and participants.
  • Learning phase: includes learning in the acknowledgement that we all learn in different ways. Living Communication provides learning that is variated, dynamic,inspiring, interactive and based on 4 learning dimensions: head, heart, sole and body. Executed with focus on connecting theory close to practise, with exercises based on the customers and participants own examples, humor, a relaxed atmosphere and language that is easily accessible and adjusted to participants
  • Follow up phase: it is important for anchoring the new learning that tools are used, practised and maintained. Living Communication provide support when challenges occur on the way to mastery of the new learning

Curiousity and constant learning is maintained through continues evaluations of practise and up-dating through new publications, workshops and meaningful exchange on professional network.