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A better team in Høje Taastrups arts centre

When Poul Damkjær (In the middle of the picture) took over the leadership in Høje-Taastrup municipality’s spare time and arts centre in the spring of 2006, was it at a time, where the centre for a longer period of time have had an unstable management, and this had also an effect on the confidence and team spirit among the employees.

Therefore he searched for inspiration to build a more visible and reliable management cultur, and contemporary get all the employees to focus on new ways to rebuild and develop good working methods, in the centre. The sparetime and arts centre takes care of the central administration in relation to Høje-Taastrup municipality’s various sparetime- and culture offers, which includes; sport arenas, associations, libraries, music, theatres and so on. “I read the book ‘seven good habits’, and particioated in an open workshop – ‘The seven good habits for coaches’ in the fall of 2006” Poul Damkjær explains. “During this workshop I found out, that there this was very usefull, and there were certain tools I could use to create valuefocus and establish continuosly valuemanagement. Exactly these methods were very usefull in the centre, which in a longer period of time have had no leadership.”

After the workshop Poul Damkjær and two of his co-workers startet by defining what the needed to control the management and development. Together with Fredi Falk Vogelus (to the left in the picture at the top of the page and benieth), they created a tailor-made two days workshop program for all the employees in the centre.

“The two days in June 2007 were incredible for all the employees, and got them united with a common language, which were very useful in our further development.” Poul Damkjær remembers. “Maybe we should have created a more concrete business plan for our own development work after the workshop, but I feel under all circumstances, that we got a better team after the workshop, where people respected each other, and all their differences.”

During the two day long tailor maid workshop in June 2007, our employees in the centre got to work with new tools and focusmethods, which gave them a united language and united starting-point. This created bigger comprehension for each other and strength in the intern communication.

Meanwhile focus were aimed for, how humans are different as types, and that the type you are, both have meaning of how you understand and react with different people, and how you are presenting yourself.

The awareness of our existents of the personal and natural differences was an “eye-opener”, which changed the vision on the acceptation of all individuals’ different handle and reaction patterns. Earlier on the differences could lead to distraction and frustration, and develop intolerance, but now these differences are considered as something positive and valuable in each individual.

“Even though we didn’t make a managementplan after the workshop in June, something positive happened anyway” Lotte Ingvartsen explains, who works as AC-Head-Clerk in the sparetime and arts centre. “Generally there were more peace daily and the grumble disappeared. I think, that this is caused by our understanding of each other, and we now can see the different working methods, which all individuals have.

Clerk, Rie Dalman, who was hired in the start of 2007, could obviously see a change in the atmosphere after the workshop. “I was just started, when we came into this workshop, and I could obviously see a change – And I have to admit, that I experienced a great positive development compared to the past. Even though it continuously was busy, the atmosphere was good. Something did really happen – and all the “damn-sounds” were suddenly gone”, Rie Dalman describes.

On a follow-up day in November 2007 together with the consultant Fredi Falk Vogelius, did Poul Damkjær and his co-workers again got the progress going in the intern development. And they did make a management plan, which should help them in the future as a team, and as an individual hold on to the development-elements.

Among other things, one established a Buddy-System, where the employees in pairs (Buddy to Buddy) could help each other by practice and improve the usage of different planning-tools and priority-tools with exchanging of inspiration and best practice experience. With this deal the Buddy-conversations the new habits should be a part of the work.

“The Buddy-system is running, and we are holding on to each other, to the things done, which needs to be done, so we automatically get better to manage”. Explains the special consultant, Bo Petersen (to the right at the top picture). “Personally I have got good benefit from discussing, what really are the important roles. Generally I’ve also become more deliberate about how important it is the consult your calendar and to set realistic deadlines on your tasks. Once you get a better comprehensive view and work mere directly, which makes your work more efficient.

I think, that there is a lot to get in this system. We have established – meaning priority, management, Buddy-Maker and so on. We all act more responsible, helpful and directly in the daily life” Bo Petersen concludes.

Personal Coaching, which crates development and results

A lovely kick in the right direction

A good rond of coaching could be the road out of a working hell. Pharmacist Anne Holm tried it, when she was ‘stuck’ at the work. This gave her a huge energy boost, clarification, and the courage to change her job.

She took off. The impact worked so strong on Anne Holm, after the first coaching conversation.

After a long period of time with destroying stress at the job and a sick note, which were imminent to stay for a long time, Anne Holm decided, that something had to happen. ”I was almost a living dead on my work, and could feel, that I had to do something drastic. I couldn’t no longer just keep on working on the routine and ignore the signals.” Anne Holm explains about the time, before she ended up in the warm chair at Coach Fredi Falk Voglius. Anne Holm could just like that in the middle of all the despondent and stress, feel that, when the thoughts about the future popped up, the energy came back. All she needed was a bit of help to set a kind of structure on the daydreaming.


A Coach course at Fredi Falk Vogelius from the consultant house Nymand & Vogelius consist of a personal test followed by two to four conversations of one to two hours. At the first conversation you make the personal test. When Anne Holm sat down to answer the questions of the test, she had the boxing gloves on. She barely had any energy to make an hour long test about her career, which have had all different situations. “The test was different, because I couldn’t figure it out, even though I tried several of tests. Some of the statements seemed somehow irrelevant and by that means, that I surrendered to the spontaneous. It was quite funny.” Anne Holm remembers. The result was also by following, and according to Anne Holm, the results were some of the most exact descriptions, ever made of her. Coach Fredi Falk Vogelius often use a special type of test called: “California Psychological Inventory (CPI)”, because it isn’t easy to figure out. “That’s the reason why it is so brilliant to academics and well educated people, who normally can figure out the most test, without knowing, what they have to answer, to be presented as they want to.” Says Fredi Falk Vogelius. He uses the test to get a quick picture of the person, and to have something concrete to talk about before the first coaching conversation. “The test is not a list of result, and it never stand alone. The test is no matter what supplied with a dialogue. But it is good to use, to set up some hypotheses about the person you are about to talk with. The test can get to the core very quickly, and by that means set turbo on the process.” Fredi Falk Vogelius explains.


Anne Holms first coaching conversation was like a journey with the speed of a rocket aimed for the core of the case. “The first conversation was like an energy injection. I took off from there with my confidence sky high” She explains. At the first conversation Fredi Falk Vogelius is focused to find out, what the Client wants from these conversations and puts up a success criterion. The first step towards the road of clarification is to get people to admit, where they are now, and which resources and problems they contaion. “I don’t do ‘problems’, but instead put my focus on, how I can improve their strengths. If you improve your resources, and do what you are good at, it gives you a energy boost of confidence and self-esteem, and if you do that, your problems will be decreased.” Fredi Falk Vogelius explains. The conversations is about focusing on power of the individuals and define a goal, they want to work towards. It can be an improvement of your competences, a new job, a change in your career, etc. At the conversation Anne Holm opened her eyes for her resources and potential through the hypotheses, which the coach sat up from the results of the test. “I really experience some recognition and new inspiration. I got happy for myself, and went home from there, and made a new CV with a bobbling feeling of, that I have plenty of competences.” Anne Holm says. THE COACH DOESN’T SHOULDER CLAP YOU The second coaching conversation took place app. 14 days after the first, and was very focues on the goals Anne Holm sat up, on how she could attain them. “The second conversation was very tangible, and I found out, what my dream job was, and what I needed in my work” She says. Basically Anne Holm got a bunch of tools to move on with her business idea, and she still works to realize it.

»Coaching is, to go from where you are to where you want to be,in the most simple way and with the most efficient resource of yours.«

Fredi Falk Vogelius, ICF Professionel Certificatedt Coach
Today, Anne Holm is back at her job, but with a new recognition and a lot of plans of her future. She highly recommends to use a coach, if you suddenly feel like you are stuck at your job. Because there are certain situations, where the network of your colleagues, friends and family, just isn’t enough. “In the hell I was in, I needed some serious impulses from a person, who didn’t know me. I didn’t need other people’s opinions like “You can make it, you are strong”. Those kind of etiquette and labels as people put on you in a lot of situations to give energy to move on. It just didn’t work in my situations, where I was under stressed and on the road of total destruction. That was the reason why, I needed a coach to help me move on, and build new pictures and reactions of me” Anne Holm explains. Fredi Falk Vogelius sees this as one of the coaches’ forces, who don’t have opinions on a person in advance. “I see all as an undescribed magazine, which contains all the resources they need, to move on. I’m not as judging as a HR-department can be, or talk like you, as you network of friends can do. The fact that I’m not familiar with your personal history and behavior creates a new and fresh picture of you.” He says. He emphasizes, that a coaching coruse isn’t an eternal line of appointments in your calendar. It is a proportional short and intesiv process over a few months. “ I do all I can to help people get “selv helping”. People have to learn from the coaching, so they can move on. That’s my hops.” Fredi Falk Vogelius emphasizes. For the sake of Anne Holms jobsituation, she wished to be anonymous, which means, that Anne Holm isn’t her real name, but the name is only known by editorial staff.