Community is one of the most important aspects of a healthy and happy human life. Communities can be formed in many places - whether it's at the after-school club, on the neighbourhood street or at work, which is the subject of this article. This is because the work community is crucial to ensuring job satisfaction for employees. At Mystery Makers, we help companies promote wellbeing in the workplace. 

In this article you will learn more about what a working community is, how it is best created in the workplace and also learn more about the concept of team spirit. A concept we work with daily in our Mystery Hunt or Mystery Room.

A working community is a group of people who, in a work context, have to solve a common core task, which is why a sense of community naturally arises, as co-operation across the group can be crucial to solving the task. A healthy work community promotes well-being in the workplace as it provides a deeper sense of purpose and a sense of belonging. If an employee feels that their contribution is important to the common core task, they will experience a greater sense of well-being and job satisfaction.

In a strong work community, trust is one of the most important pillars, as a strong work community requires that everyone trusts each other's skills and knowledge in their specific field. Another prerequisite for a strong community is that everyone involved in the workplace is clear on what the common core task is. If the team represents different departments, it's only natural that they will have different views on what the task consists of, which is why communication is very important to ensure that everyone feels properly equipped to work together.    

There are many ways to create a sense of community in the workplace. One of the most important things is that all employees feel connected to their workplace in one way or another and feel that they belong and that their contribution is important. One way to create a sense of community in the workplace is to do some fun activities together. That way, everyone gets out of the office landscape and sees each other in new situations and from new perspectives. One of these activities could be on a Mystery Hunt or in a Mystery Room, where you work together to solve mysterious puzzles. It's a fun way to create learning through play, and it has the embedded effect of naturally enhancing wellbeing in the workplace. 

The definition of team spirit is: "a sense of belonging and willingness to put the community and the organisation or company you are a part of above the individual", and it is precisely this feeling that we try to work with on our Mystery Hunt or in our Mystery Room. You create a good team spirit if you are able to put yourself aside for the sake of the community and the common core task. We have written an article about Five tips to become a winning teamIt gives a great insight into the types of people that typically make up a strong team and how to foster these types of people to strengthen team spirit. Everyone has an important role to play in the team, and the team is only stronger when it works together. Our job is to challenge your ways of working together to make your team spirit stronger as you slowly realise that you all have an important contribution to solve the puzzle.

At Mystery Makers, we're used to helping all kinds of organisations boost their team spirit and restore healthy wellbeing and strengthen the workplace community. Helping you is our shared core mission, and if you'd like to learn more about how we can contribute to your work community, please feel free to Contact us already today.

Even the most well-functioning teams and collaborations can lead to conflict. We know this because we work with large and medium-sized organisations on a daily basis, with a special focus on conflict management in the workplace. In a day with Team development with us Through fun team-building exercises, you can strengthen your communication and cross-functional relationships, all with a view to ensuring that any conflicts that inevitably arise are dealt with appropriately. 

Our Team Development takes place in one of our Mystery Rooms, where we use our experience and expertise to challenge and advise teams in their workplace conflict management. And let's get back to the topic of this article, which is proper conflict management in the workplace. 

Conflict is a natural part of any workplace, but it's how these conflicts are handled that can make a crucial difference in the working environment among your employees. In this article, we'll explore what conflict management in the workplace is and also introduce a number of effective dialogue tools that can hopefully help build the right bridge between employees. 

Before we dive deeper into conflict management in the workplace, it's important to understand what conflict actually is. On a lexical level, it is a clash between two parties. 

A clash doesn't sound like a good thing, of course, but if handled correctly, it can actually provide both parties with new insights and create internal development within the team. The important thing to remember is that the conflict is not between the parties, but rather from the parties towards the problem. We'll come back to this point later, but first let's introduce one of the many tools available for identifying and tackling conflict. Conflict resolution in the workplace is all about being constructive, and what could be more constructive than a staircase?

The Conflict Ladder is an effective tool for evaluating how to handle a conflict appropriately and correctly. The ladder illustrates how conflicts escalate and presents some solution ideas for each step. It is a useful model to refer to collectively in the workplace when you want to discuss how far a conflict has progressed. 

It's rare that all parties to the conflict have a common understanding of when the conflict has started or is starting, or what has caused or is causing it. However, there is often agreement on where the conflict is on the staircase. 

It can serve as a good starting point to discuss what is needed to de-escalate the conflict and avoid escalating it further. The conflict ladder is one of many effective dialogue tools. 

Below we will introduce a more conversation-based dialogue tool that can help parties manage conflict by creating greater clarity around the problem.

Building bridges between people is about creating connections and understanding, even in times of conflict. This can be achieved by using dialogue tools that promote effective communication and conflict resolution. Below we've listed four methods that can facilitate good communication between parties: 

1. Active listening
2. Empathy
3. Open questions
4. Neutral third party

Active listening involves giving full attention to the other person's views without interrupting or judgement. Active listening not only shows respect for the other person, but it also opens up a more constructive conversation where you can both be heard and understood. 

Putting yourself in the other person's shoes can be a great tool for resolving conflict. You can do this by empathising and trying to understand the other party's perspective and feelings. This can break down barriers and create a more positive climate where the other party feels seen.

Asking open-ended questions invites a conversation where there is an opportunity to deepen your views. Therefore, ask open questions to deepen the understanding of the conflict. Having open-ended conversations allows for an exchange of ideas and eventually an opportunity to find a common solution.

A neutral third party can help facilitate the conversation and ensure that both parties have the opportunity to express themselves. This could be a manager or an external conflict resolution professional.

In addition to resolving existing conflicts, it's also crucial to prevent future conflicts, and with our Team development help you with. Conflict management in the workplace is about more than just resolving disagreements. 

It's about building bridges between people through effective dialogue tools. Active listening, empathy, open conversations and a neutral third party are the keys to managing conflict constructively. 

By investing time and resources in conflict management, organisations can create a more harmonious work environment that promotes both productivity and collaboration. At Mystery Makers, we help many organisations identify their pitfalls in a team through fun team exercises. If you want to read more about it, you can read about our Team development or fill out our contact form.

Motivated and engaged employees are at the heart of every successful organisation. They are the driving force behind innovation, productivity and well-being in the workplace. But how do you achieve this engaged and motivated work environment? It could be on one of our Mystery Hunts or in one of our award-winning Mystery Rooms. They create good times, laughter and employee motivation.

Employee motivation and employee engagement are two of the most important elements in building a healthy and productive work environment. And these two factors go hand in hand, as employees who feel motivated tend to engage more actively in their work.

But what motivates employees? The answer will vary from person to person, but some common elements include praise and recognition, healthy challenges, responsibility and opportunities for personal and professional growth. It can also be through self-management, which you can read more about in the article Self-management in the modern workplace.

Job satisfaction and employee motivation are closely related. Because when employees are motivated, they generally feel more satisfied with their work. This creates a virtuous circle where happy employees become more motivated and thus more motivated to do their jobs. One way to promote job satisfaction is to create an environment where employees feel valued and seen. Recognising their efforts and achievements can go a long way in increasing their motivation and well-being.

Employee motivation also has a direct impact on wellbeing in the workplace. When employees are motivated, they are more likely to enjoy their work and work environment, which can lead to lower stress levels, less conflict and higher job satisfaction.

Mystery Makers specialises in creating unique and memorable experiences that can be key to boosting employee motivation in your workplace. Here are some ways our activities can help increase engagement and motivation in your team:

Our Mystery Room and Mystery Hunt require close co-operation and teamwork to solve, giving employees the opportunity to work together outside the daily routine of the workplace and strengthen their relationships. When they experience success together in our challenging experiences, it can create a stronger sense of unity in the workplace.

Our puzzles and mysteries challenge participants intellectually and encourage creative thinking. Employees are given the opportunity to solve complex tasks and find innovative solutions, which can lead to success and boost their confidence.

When the team solves a puzzle or escapes an escape room, the reward is not only the thrilling experience, but also the feeling of success and pride. 

Participating in a Mystery Makers experience is not only fun, it's also engaging. Participants become part of a fascinating story and must work together to achieve a common goal. Everything that happens in our escape rooms can be transferred to their work, where they will feel more engaged and build a closer team feeling. Our activities promote a sense of wellbeing and team spirit, and we find that employees take the sense of belonging and joy from our experiences back to the workplace, which can have a positive impact on wellbeing and collaboration. 

By choosing Mystery Makers for your next corporate activity, you can give your team the opportunity to strengthen their bond, improve collaboration and increase employee motivation and engagement in a fun and exciting way.

Contact us via this form and let's have a non-binding conversation about how we can help increase your team spirit with our Team Development and playful exercises.

Does your company need to retain talented staff and ensure they find their working lives meaningful? If so, this starts right from the onboarding process. And this is where Mystery Makers come into the picture. Through our play-based learning approach, we provide clarity on how a company can get to know its employees much better and, in doing so, ensure a meaningful working life from day one. 

It's an illusion when we look for the so-called work-life balance and think we can divide ourselves into the work person, the leisure person and the family person. Because we are only one person with one life," says philosopher and businessman Morten Albæk to Kristeligt Dagblad in connection with the publication of his book "Ét liv. One time. One person. How we forgot to live a meaningful life". And this is one of many views on the very popular concept of work, life and the balance in between. 

But what does this concept actually mean? And what does it mean for organisations to ensure a meaningful life for their employees? We try to answer all these questions in this article on work-life balance.

Work-life balance refers to a (in some people's minds utopian) state where a person manages to maintain a harmonious balance between their work life and their personal life. It involves, among other things, finding time and energy for what is spent at work and the activities that contribute to one's personal quality of life.

In modern society, many experience a hectic work culture that can lead to overwork, stress and lack of time for personal needs and commitments. Achieving work-life balance is important as it contributes to wellbeing, reduces stress levels in the body and prevents burnout. Finding the right balance helps maintain a healthy mental and physical state which, among other things, improves productivity in the workplace.

Maintaining a balance between work and private life is essential for a healthy quality of life. This means being able to separate work-related tasks and obligations from personal interests, family life and leisure activities. Work-life balance is therefore not merely a luxury, but a necessity for achieving a healthy and fulfilling lifestyle in today’s fast-paced society. And for managers in Danish companies, this means that they must, to a far greater extent, accommodate their employees’ individual wishes and needs regarding how they find meaning in their working lives – provided, of course, that they wish to uphold the principles of work-life balance.

But what is it that Morten Albæk is opposing when he criticises this new trend? 

He would almost certainly agree that every human being is entitled to a healthy, harmonious and stress-free life. His objection lies in the notion that a person can completely separate themselves from their work life when they step out the door, as after all, it takes up a large percentage of their everyday life. He agrees that there should be room for family life and leisure activities, but he encourages managers in Danish companies to ensure that their employees find meaning in their work life, so that they don't run up against the wall in pursuit of a happy work-life balance. Below, we'd like to share a number of ways to find harmony between work and personal life.

Time management and planning: To ensure you have time for everything you want to do, time management and planning can be a great tool. Make a realistic plan for both work-related tasks and personal activities. This will make it much easier to prioritise your tasks and allocate time to each of them.

Delegating tasks: It can be difficult to ask for help, but if you want a harmonious work-life balance, it is absolutely essential that you are able to switch off from work, both at the office and at home. That way, you can make more room for the things that contribute to your quality of life.

• Identify important tasks: Decide which tasks are most urgent or important and focus on those first.
• Use technological tools: Use time management tools, apps or calendar features to structure your day and keep track of your tasks.
• Learn to say no: Be realistic about your limits and capabilities. Learn to say no to unnecessary tasks or commitments to protect your time and energy.

It is important to set clear boundaries – both for yourself and for those around you – regarding when you are working and when you are not. So start by setting clear boundaries between work and your personal life to prevent work from constantly encroaching on the time set aside for leisure activities. Also, cultivate healthy habits and take time to relax; you need to recharge in the same way as your phone’s battery. And give yourself permission to prioritise your own wellbeing. This could, for example, mean saying yes to a well-deserved break or even a holiday to warmer climes. 

Establishing clear boundaries and prioritising yourself is crucial to achieving and maintaining work-life balance. Quite simply, it's about creating a balance between work and life outside of work to ensure a healthy and sustainable lifestyle.

As we mentioned earlier in the article, it's important that companies get to know their employees' wants and needs for a more harmonious life. We would venture to say that getting to know your employees is a very good investment for your company. And we mean from the day they walk in and have their first day of work. Start the onboarding process with a Mystery Hunt or a trip to one of our award-winning Mystery Rooms. To find out more about how we can help you and your organisation, please fill in the form below Our contact form.

In a time when sustainability is not only about the environment, but also about people, creating a sustainable workplace is more important than ever. 

Sustainability is about much more than climate and environment. It's also about people. And at a time when well-being in the workplace is paramount, it's more important than ever to ensure a sustainable work culture. A workplace where wellbeing, development and community go hand in hand with responsibility and a long-term culture. And where the onboarding process paves the way for a sustainable work culture from day one. 

At Mystery Makers, we help organisations strengthen team culture and create a dynamic foundation for job satisfaction and unity. Both for new and more experienced employees.

Work culture is the invisible bond that binds colleagues together and defines how we collaborate, communicate and solve tasks. A classic definition of work culture is that it is the shared values, norms and behavioural patterns that characterise a workplace. Culture is reflected in everything from meeting styles and decision-making processes to how new employees are welcomed.

A healthy and sustainable working culture is essential for ensuring that employees thrive, feel valued and recognised, and want to stay. It starts right from the onboarding process, when new colleagues get their first important impression of the workplace’s identity.

When working with sustainability in work culture, it's not just about values on paper, but about living communities in practice. A strong team culture is one of the most important elements of a dynamic work environment. This is where you create:

• peace of mind
• trust and 
• Ownership in the team

And it requires that companies dare to invest in shared experiences and learning.

A dynamic environment is created when employees feel involved, challenged and connected, both professionally and personally. When teams do not just collaborate on tasks, but share values and a common goal.

A sustainable working culture starts with an onboarding process that goes beyond access cards and IT logins. It’s about introducing new employees to the culture – both the formal and the informal aspects. It’s about showing them how collaboration works in practice. And, not least, making them feel like an important part of the team from day one.

At Mystery Makers, we focus on enhancing precisely that experience through activities such as a Mystery Hunt and a visit to a Mystery Room, where cross-functional teams must solve tasks together, get to know one another and build relationships through play and collaboration. This creates a dynamic onboarding process that brings the company culture to life right from the start and strengthens both team spirit and job satisfaction.

A sustainable workplace:

• Prioritising well-being and safety

• Work consciously with onboarding and cultural understanding

• Have a visible work culture

• Build strong team relationships through activities and reflection

• We are constantly evolving and developing, whilst showing respect for both people and the organisation

When these elements are in place, you’re not just creating a good workplace; you’re creating a workplace that can stand the test of time.

If you would like to learn more about how you can have a team development day at MysteryMakers, you are always welcome to contact us. We are ready to have a no-obligation conversation about how we can help you become a high-performing team. Fill out this form contact form, then we’ll have a look at it. 

At Mystery Makers, we help companies build stronger teams and foster a more vibrant working culture, both in onboarding phases and in daily collaboration. Our mission is to promote well-being, learning and cohesion through learning through play.

Corporate culture isn’t something that’s set out in the HR policy. It’s something you feel. In the way people talk to one another. In how new staff are welcomed. And in the energy that arises when teams pull together. A strong corporate culture is the backbone of any organisation, and the foundation for both well-being and results.

At Mystery Makers, we work every day to strengthen organisational culture. We help teams bond, build trust and lay the foundations for a culture where everyone feels like an important part of the whole, right from their first day of onboarding.

If you need to define corporate culture, it often means the sum of the values, norms and behaviours that characterise a workplace. It's about how decisions are made, how co-operation works and how people treat each other in both good times and bad.

In other words, company culture is the invisible system that guides daily life and influences engagement, wellbeing and performance. A strong company culture can create a work environment where employees thrive, stay longer and perform at their best. And it all starts with, How new employees are greeted.

Onboarding is not just a practical introduction. It's cultural communication. When new employees walk through the door, it's the company's first and perhaps most important chance to show what your company culture is really like. How do you collaborate? What do you value? How do you feel the sense of community? How do you celebrate a victory? How do you deal with defeat? 

A thoughtful onboarding process It not only provides clarity and a sense of security, but also reinforces the company’s values. New staff members should feel seen, included and welcomed into the community. This is achieved not only through induction sessions, but to a large extent through social activities where they can experience the culture first-hand.

Organisational culture is not developed in a meeting room. It is created in everyday life and through relationships. And in the hustle and bustle of everyday life, it can be a challenge to find the time and space to nurture that culture, but that is precisely why it is crucial to make it an active priority. 

In our experience, the companies that are most successful at strengthening their culture have one thing in common: they make room for human connections. This is especially true in onboarding phases, where new staff need to quickly feel part of the team, both professionally and socially.

A high performance culture is not just about ambitions and KPIs. It's also about psychological safety, trust and clarity of direction. When employees know what is expected and when they feel safe enough to contribute and take responsibility, engagement and quality of work increases.

However, a high-performance culture does not emerge of its own accord; it requires a conscious working culture in which there is room to make mistakes, learn and grow together. At Mystery Makers, we create an environment where teams can practice collaboration, strengthen relationships and feel how their contribution makes a difference. This is where a strong culture starts to germinate. Just like the tomato plants.

At Mystery Makers, we offer experiences and activities that aren’t just entertaining – they foster learning, relationships and culture. When we bring teams together for a Mystery Hunt or a visit to a Mystery Room, participants get to see each other in new roles, which opens the door to new insights into everyday collaboration and communication.

It is a strong complement to onboarding processesbecause it:

• Creating cross-functional relationships from day one

• Anchoring company values in practice

• Supports a positive work culture

• Motivate and engage new employees

A strong workplace culture is not just a competitive advantage; it is essential for retaining talented staff and fostering a sense of well-being. Through targeted onboarding activities and culturally rooted teambuilding experiences, we help you make your company culture vibrant and sustainable.

Then feel free to contact us. We're ready to help you create a company culture that people can feel and, most importantly, want to be a part of.

Self-management came back onto the agenda in particular when the COVID-19 pandemic took hold across the world. In Denmark, we felt the impact, amongst other things, when the country went into lockdown in March 2020. A great many Danish workplaces had to send their staff home, and it was particularly those who usually worked from a desk who now had to practise self-management. In this blog post on self-management, we’ll take a closer look at what self-management is, how Mystery Makers can help create self-managing teams, and also explore whether self-management works in practice when implemented in the workplace, and, if so, what pitfalls to watch out for. Our skilled team coaches at Mystery Makers have more than 10 years’ experience observing the cream of Danish business life in our Escape Room, and that is precisely why we know how the strongest and most effective teams collaborate most effectively to, amongst other things, solve complex problems.

Let’s start by looking at what self-management actually is and how it is used in Danish workplaces. Broadly speaking, self-management is an approach in which employees take responsibility for their own tasks, make decisions and manage their own work processes. Self-management involves a high degree of autonomy and independence, whereby employees are strongly encouraged to take the initiative, demonstrate responsibility and be proactive in their work. It also involves the ability to prioritise, organise and evaluate one’s own performance, as well as being self-motivated and able to work independently with minimal external supervision. Essentially, it is about creating a working environment where employees are largely “left to their own devices”, both in an open-plan office and when working from home.

Self-management has many benefits that can lead to more motivated employees and greater efficiency. That's why we've put together a series of points below to help you learn more about how you can apply and greatly benefit from self-management in your workplace. We want to explore why self-management is important and also why it can be a strength in the workplace. 

Self-management gives employees greater autonomy and responsibility for their own work tasks. This can help increase motivation, engagement and job satisfaction as employees feel more involved and have more influence over their work.

When employees are empowered to make decisions and take responsibility for their work, it can lead to increased productivity and efficiency. Self-management allows for faster decision-making, flexibility and adaptability, which can result in better business results.

Self-management creates an environment where employees are encouraged to think creatively and also come up with new ideas and solutions. By giving employees the freedom to express their creativity and explore innovative approaches, the organisation can benefit from their unique perspectives and contributions.

When employees are able to manage themselves, there is less need for micro-management and constant monitoring from the manager. This frees up time and resources for both employees and managers to focus on more strategic tasks and development initiatives.

Self-management allows employees to develop and refine their competences. When they take responsibility for their own learning and development, they can acquire new skills, challenge themselves and grow professionally.

It seems that self-management is in many ways the way forward in modern Danish workplaces, but how can you as a workplace help create a self-managing team? We offer some advice on how to do this below.

1: FOCUS ON CLEAR GOALS AND EXPECTATIONS

2: BUILD TRUST AND AUTONOMY

3: PROMOTE OPEN COMMUNICATION AND COLLABORATION

4: SUPPORT LEARNING AND DEVELOPMENT

For many, self-management can promote employee engagement, creativity and efficiency. It can also create a more dynamic and flexible workplace where employees can feel more freedom with responsibility. At Mystery Makers, we can identify your team's individual strengths and help you become a self-managing team with our Team Development programme. Contact us today and let's have a no-obligation chat about how a day of Team Development can empower you!

5 tips

What is your superpower when collaborating with your team? And what are your colleagues' superpowers? Read more about this below, where we will give you advice on how to optimise your teamwork and become a high performance team. In addition, at the bottom of the page you can find articles with inspiration for the same.

Just before you and your team step into one of our Mystery Rooms for your team development, you'll be introduced to our 5 tips for being a winning team. These tips are designed to give you an insight into how to become a high-performing team. The purpose of your team development day with us is to turn you into effective teams. On a day like this, there are plenty of development opportunities, and we'll guide you through them to become high performing groups and teams. 

Each of you decide what you think your superpower will be based on the five tips. Are you best at being Curious about the task, thinking out loud, keeping track of the many clues, being a motivating colleague, or keeping the spirit high?

In collaboration with behavioural experts, we have created the 5 tips based on observations of 10,000 professional teams in our Mystery Room game. We compared our observations with research on the collaborative dynamics of high performance teams. It turns out that these five things characterise high performance teams in Mystery Room as well as in real-life workplaces.

The really interesting thing about these five tips is that people often misjudge their own role. In a Mystery Room, you’re placed in a setting where the usual workflows and the rest of the hierarchy break down; it’s during these golden minutes that you really get to know one another.

Below we elaborate on our 5 tips to prepare you for your team development day at Mystery Makers.

1: Be curious

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2: Think out loud

Read more

3: Stay organised

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4: Keep going

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5: Have fun

Read more

To be best prepared for a day of Team Development at MysteryMakers, we recommend first and foremost that you familiarise yourself with the above 5 tips for being a winning team. In addition, we'd like to share a series of articles with you that you can dive into during the coffee break, at the next team meeting or in the armchair on a homeworking day. They'll be here and we'll update it regularly: 

Skills development in the workplace is absolutely crucial to ensuring that staff do not get stuck in a rut; it is therefore time to strengthen internal skills development. The day-to-day routine is all well and good, but if an employee is to maintain their interest in their usual tasks, their professional and personal skills need to be challenged from time to time – and that’s where we at Mystery Makers would like to help. Our experience tells us that it is both personal and professional skills that come into play when you come to Team development with us. They are both important for you to be in balance at work, and our Team Development programme is all about developing the competencies you already possess. They can be hard to spot, but when you get a pair of fresh and observant eyes, you'll realise that the need for competence development might be exactly what you need in your workplace. 

What do we mean by that? We'll tell you. At Mystery Makers, we're not results-orientated, and for us, there's no right or wrong answer when it comes to competence development. We're actually more concerned with how you get there. That's why the focus needs to shift away from competences and towards the specific tasks you're given. It's not about learning new competences, it's about strengthening the ones you already have. Our competency development is strategically designed to challenge and strengthen your personal and professional competences. Our strategy is called learning through play, and it almost goes without saying what that means. Play is at the centre of the learning you will receive. 

Employee skills development requires an investment in both time and resources, but it can have a significant positive impact on your organisation, your team and the overall wellbeing of the workplace. With the right skills development, employees will feel more engaged, productive and satisfied in the workplace, which can hopefully lead to better results for the organisation as a whole. Providing space to get to know each other outside the four walls of the office and within four walls that are definitely not what they seem is also a great way to strengthen the social bond.

In its simplest form, competency mapping is about identifying the different competences that a group of people in a team possess. This is done in order to assess where there are strengths and weaknesses in the group and where action should be taken. There are many different types of competency mapping. It could be via competency mapping, a competency chart or a competency model. At Mystery Makers, we take a slightly different approach, which you can read more about below. 

We've said it before, but a good point doesn't hurt to be repeated. We're not results-orientated, we're interested in the journey to get there. That's why we haven't prepared a mapping of competences that you need to meet to win the game we're asking you to play. And with that said, it's still a truth with modifications. Prior to your visit, you will be introduced to our Five tips for being a winning team. However, it is not a set of competences that each of you must live up to in order to be successful in our eyes. It is a set of guidelines for a type of team that, in our experience, works very well together. In all likelihood, the five competences will be represented on your team, and it is our joint task to ensure that they are strengthened.

As we mentioned earlier, we haven't mapped competency mapping. This is because competency mapping can involve many different methods, and for us, the most important thing is that through this mapping you learn to strengthen your collaboration. You will automatically show us what competences you possess when the game starts, and that's how it should be. That way, your behaviour is not fixed by a schedule or rehearsed in advance. It's raw, and that's how we like it! To best help you, we want you to be completely honest in your behaviour. It's not about exposing your strengths and weaknesses, but rather focusing on the different observations we make to strengthen your internal collaboration. 

We therefore conduct a thorough mapping of the competences you have shown us. The purpose of this competency mapping is to create a clear picture of the competences that are available in your team and that can help you achieve certain goals or tasks. Skills mapping can be useful in many different contexts, and our primary task is to strengthen your skills so that you can take them back to the open office community and strengthen your cross-functional collaboration.

At Mystery Makers, we are both good at and happy to help companies strengthen their collaboration, and we do this with our Customised Team Development. And just Development is important to emphasise in this context. We know that for some people it can be a bit overwhelming to have their competences mapped in this way, but it's important for us to emphasise that we don't want to put you on display, nor do we have any expectations that you're perfect. We want you to see a day with Team Development as a special opportunity to Develop yourselves. Everyone has a development potential deep down, and we want to bring it out into the light and show it to you. 

If you want to learn more about team development at Mystery Makers, please contact us.