Case 1: “It has always been like this here”
Situation: Employee C reports that bullying and cynicism have become normalized within their department. New colleagues quickly drop out.
Reflection as a Proactive Confidential Advisor:
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Where is the line between culture and habituation?
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Have there been previous signals?
Proactive response:
Link the conversation to broader observations:
- What is happening in this team?
- Present this as a pattern to HR or team leadership, including a suggestion for a team intervention.
Values to use: safety, transparency, courage.
Tool: culture scan at team level + anonymous pulse questions.
Tools for Proactive Confidential Advisors
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Case Reflection: Use cases as a starting point for conversations about culture, not merely as isolated incidents.
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Values Compass: Clearly state which values are central to your approach.
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Prevention Mirror: Compare observed signals with existing interventions. What is effective? What has become a mere formality?
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Micro-Interventions: Implement short, targeted actions: discussion prompts during meetings, a “quote of the week,” or mini e-learnings.
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Reporting as Advice: Use your insights to make concrete recommendations at the team or organizational level.