Consultancy and Knowledge Center for Applied Ethics


Etikos has many years of experience in contributing to the development of public organizations across municipalities. We offer targeted and flexible processes at all levels, from local services to departments, staffs and management groups in administrations.

Policies and strategies development

Policies and strategies require involvement, values, and vision!


New policies and strategies requires involvement, values, and vision!

The municipalities are continuesly working with the development of new policies and strategies, that can set the direction for the development in the different areas of management. It is important that the new policies and strategies hold precise vision and values, so they can function both as a platform and a guide for management and employees. Vision and values must also be on the forefront of the development and make it clear, what the core task fundamentally is all about, and what the citizens can expect of the municipality. Etikos has an exstensive experience helping managements with the development of the value-related core in the new policies and strategies. With ethics as a tool we contribute to ensuring nuanced and balanced vision and values, which is on the forefront of development. We also help in designing concrete implementation plans with targeted interventions, which support the life of the new policies and strategies in practice for managements and employees.

In our processes to develop municipal policies and strategies we cooperate closely with the managements own consultants. We also offer to facilitate participatory and collaborative processes with all the relevant stakeholders, such as citizens, politicians, employees and managements.

Etikos’ processes concerning development of policies and strategies contribute to:

  • A targeting and flexible process, which combines the involvement of stakeholders with central development
  • A precise and nuanced formulation of the value-related core in the policy or strategy, which is on the forefront of the development in a specific area
  • The design of concrete implementation plans with targeting interventions, that support the implementation of the new policy or strategy in practice

Core task and professional integrity

Strategy development: core task importance


A common understanding of the core task is imperative!

The understanding of the core task is an important area of focus in public organisations, not least in a time where the welfare society is undergoing changes. A common understanding of why we are here, is crucial for organisational development and for problem solving in everyday life. Etikos brings ethics to the table as an effective and easily accessible tool to ensure an in depth understanding of value-related changes, which are taking place within the different spheres of management. At the same time ethics functions as a strong perspective in order to ensure a common understanding of this task at both management and employee level. In this way Etikos also contributes to the professional integrity of both management and employees in public organisations. I.e. the academic and professional identity as public servants.

Etikos’ processes concerning the understanding of the core task and the professional integrity contribute to:

  • An in depth understanding of the value-related shifts in the area
  • The development of a nuanced and precise understanding of the core task, which is on the forefront of development
  • A common understanding of the core task at both an employee- and management level
  • A common approach to handeling the build-in dilemmas in solving the coretask in practice

Paradigm shift and cultural development

Cultural development: finding a new footing


The conception of what public welfare is all about, is undergoing a change in the last years. Within the spheres of several administration areas a change in the view on the core-task and the professional role is occurring. More concretely these changes are about bringing conceptions such as co-creation, citizenship, rehabilitation and inclusion, more into focus, and helping to redefine what the core task is. This paradigm shift needs intentional cultural development on the organisational level.

Finding a new footing

The occuring changes are fundamental, which means that they don’t just deal with new ways of organizing the organisation, or new ways of planning the solving of the core task in practice – they also deal with attitudes, values, and culture. That is why there is a need for a new focus on the culture role, and on how management and employees can cooperate t0 develop the culture of the organisation.

Etikos has developed a goal-oriented concept to uncover and develop the culture of organisations. In this context the applied ethics works as a tool which in depth analyses attitudes and values of the culture. At the same time we focus on dilemmas in practice as a window to the values of the local culture.

Etikos can contribute with effective and goal-oriented culture processes. The local or transverse culture will be uncovered by use of qualitative methods in a flexible and effective manner and based on the analysis of the cultural outset, we can launch targeted initiatives for cultural development.

Etikos’ processes concerning cultural development contribute to:

  • A qualitative and goal-oriented uncovering of important aspects of organisational culture, which can barricade the development of the organisation.
  • An easy accessible and useful picture of the organisational culture, a cultural mirror, which can function as a concrete outset for the development of the organisational culture
  • Goal-oriented process-actions, where the development of the culture is being launched, and where management and employees are being equipped with concrete tools in order to be able to continue the development of the culture.

Cooperation and problem-solving

Cooperation and problem solving
Cooperation is essential for problem-solving!

Etikos has developed simple and easy accessible tools in order to ensure the ideal communication and investigating dialogue. We offer goal-oriented and flexible processes for both employees and leaders, where the tools are being trained based on concrete dilemmas from the employees’ and managers’ own lives.

Good cooperation

A good cooperation between employees in a specific department, across different departments, and between the employee and daily management, is of monumental importance in order to solve problems in public organisations. The collaboration will in reality be filled with dilemmas, since employee attitudes will not all be alike. Naturally the point of view on the challenges of the workday will differ from employee to employee, and naturally different professions will solve the same core task differently, with different tools and methods. That is why it is important to work with a common tool for handling dilemmas, which ensures a nuanced ethical reflection and an investigating dialogue.

Etikos’ processes concerning cooperation contribute to:

  • Strengthening of the professional cooperation with a special focus on the core task.
  • Increased understanding of each others perspectives on the different professions or staffs.
  • A common approach to handling dilemmas in the everyday
  • Shared tools in order to ensure an investigating and recognizing dialogue.


Below you can read about our approaches and methods, where we put a special emphasis on: practical ethics, culture, attitudes and values, and facilitating. 

In addition to our approaches and methods you can read about our different tools: conflict management, dilemma management, team coaching, and management sparring. If you need more information, or you would like to know more about how we can help you, you are more than welcome to contact us.

Practical Ethics

At Etikos we use practical ethics as the primary approach to the development of organisations. Organisations are bound together by culture, values and attitudes. Practical ethics is therefore an obvious approach to use, since it focuses on a better understanding of and working with the cultural field.

Etikos has developed a unique concept for practical ethics: The Ethical Method. The Ethical Method combines some of the most important ethical theories and principles in a comprehensive approach to ethical reflection, dialogue, dilemma handling, and cultural development.

Read more about our tools below.


Culture plays an important role in the everyday life of organisations, often without the organisation even being aware of it. Culture consists of values, attitudes, point of views, and perceptions, which effect what we do, how we think, and what we say during our everyday life. In organisations the culture has a crucial importance for how management and employees perceive their roles, their jobs, and their responsibilities.

Etikos has developmed a qualitative method to uncover and analyse the local culture. A method specifically suited to capture local interpretations, perceptions, and attitudes of the management and employees of a particular organisation.

Read more about our tools below.


Etikos designs and facilitates targeted and flexible processes, which focus on development.

Our learning approach is based on bringing clear and simple tools into play in order to create coherence between theory and practice.

Our facilitating is direct, open, and involving. We call it as we see it, and call upon everyone's responsibility. We give weight to integrity in our process design.

Read more about our tools below.

Dilemma management: dealing with ethical dilemmas

Ethical dilemmas


Etikos offers reflection for dealing with ethical dilemmas on both a management and employee level. Our dilemma handling is grounded in The Ethical Method and helps organizations that are seeking qualified dialogue- and reflection tools for everyday challenges. The purpose of the dilemma management is to provide help in situations where employees or managers start to doubt – there where you feel obliged to perform multiple actions at the same time, and where the ethical dilemmas give rise to disagreements and conflicts in the organization.

At Etikos our starting points are precisely those ethical dilemmas that organizations face in their daily practice. With The Ethical Method, organizations have a common language to reflect on what is difficult and challenging, and ensured a qualified tool to deal with the dilemmas that relate to this, e.g., cooperation, communication, professionalism and the decisions to be taken. We thus offer a way of dealing with dilemmas that helps to develop the organizations’ judgment and its ability to make decisions in an ethically qualified manner. Dilemma-handling thus also gives new perspective on the available options at all levels.


  • To provide tools for dealing with ethical dilemmas
  • To strengthen the ability to identify, analyse and manage dilemmas
  • To provide a common language to describe the ethical reflection
  • To get a greater dilemma awareness


  • Increased quality of professional work
  • Increased respect and understanding of diversity
  • Increased ethical awareness
  • Better judgment and decision-making capabilities
  • Increased confidence in the collegial relations

Conflict management on both managerial and staff level

Conflict management


As Etikos we offer dialogue tools to manage conflict in organizations on both a managerial and a staff level. Our conflict management is grounded in The Ethical Method and in The Good Dialogue, and helps organizations that want to manage conflicts ethically. We work with The Good Dialogue, which is an investigative, non-judgmental conversation practice, which emphasizes reflection, creating awareness and clarification.

We offer conflict resolution processes in which managers and/or employees are given tools to examine, discuss and handle conflicts and understand their complexity. On the one hand conflicts carry a risk of degradation and burnout, but they also provide an opportunity for development, new insight and growth. What matters is how these conflicts are handled. Conflicts should not be avoided – they should be handled in an ethically informed way. We thus offer conflict resolution, to improve understanding of personal differences and personal integrity. This in turn brings new options into view, reinforces the collegiate relationships and creates conditions for development and growth.


  • To give dialogue tools for handling conflicts
  • To provide a common ethical language to talk about conflicts
  • To improve understanding of personal differences
  • To become aware of the development potential in the conflict


  • Increased respect for personal differences
  • More confident collegial relations
  • Better psychological work environment
  • An organization in growth and development

Cultural mirror: looking at the culture of an organisation

Cultural Mirror


What is a Cultural Mirror?

The cultural mirror is a unique concept for managing cultural issues in the organisation, through analysis and change of the culture. The cultural mirror draws a precise and vivid picture of the culture in the organisation.

The cultural mirror makes it possible to work with cultural issues.

Cultural issues

  • Cooperation and work environment
  • Sick leave
  • Commitment
  • Alignment
  • Performance
  • Attracting and maintaining labor
  • Strategy execution
  • Agility


The cultural mirror clearly shows the culturally barriers, which enables the organisation to act upon them. The cultural mirror draws a precise picture of the current culture.

The effect is that it is actually possible on the culturally issues directly, which means that it is possible to make the wanted change in the organisations culture.

What is culture and why is culture important?

The culture plays an important role in the everyday life of the organisations, often without the organisations even noticing it. Culture is values, attitudes, perceptions, and point of views, which effect what we do, what we say, and what we think during the everyday.

In organisations the culture plays and important part in how management and employees percieves their roles, their jobs, and their responsibilites.

About the method

Etikos have in cooperation with researchers from Aarhus Univeristy and Copenhagen Buisness School developed a uniq concept for qualitative culture-development. The concept is based on an anthropological and organisation-theoretical understanding of culture, combined with Etikos’ own approach to applied ethics.


Team coaching: methods and approach

Team coaching and approach


Coaching and supervision are methods for the qualification of daily practice and the development of culture, collaboration or communication. At Etikos we use coaching and supervision as methods of learning with staff and managers, where the goal is to work through challenges about culture, collaboration or communication. Wherever there is something the organization wants to change, develop and improve about the common culture.

Etikos works dilemma-oriented, dialogical and reflective in supervision and coaching. Our approach is rounded off by an existentialist thinking. We therefore work with a strong focus on responsibility, (self-)reflection, choice and contact. That our approach is dilemma-oriented means that our learning processes always involve working with concrete ethical dilemmas from daily practice. The real-life stories and case studies are the focal point; only there where our wonderings, doubts, concerns or ambivalences are rooted in reality, can we work with responsibility, choice and self-reflection.

Our approach to coaching is exploratory and non-judgmental, putting particular emphasis on creating reflection, awareness and clarification of the choices and new options.

Our coaching is based on the following qualitative learning points and communication techniques:

  • We say what we see: we work with qualified mirroring, where we train the ability to say – honestly, clearly and respectfully – what we see and what we hear.
  • We believe in ‘talking to’ rather than ‘talking about’: Responsibility can only be taken in ‘talking to’ somebody: where the individual puts himself, his own dilemmas, and his own doubts, in the game.
  • We work from the belief that statements have consequences: statements must be followed by a door – we will return if something is unfinished. It is never too late to come back.
  • We work to promote the concrete observation and understated assessment- and evaluation measures intended to support learning and development.
  • We work with special concern for human integrity: express yourself clearly and accurately – and let the other person be.
  • We support, inspire and challenge to self-reflection, awareness and clarification.
  • We work with a meta-perspective as a qualifying perspective: we train the ability to take on a helicopter perspective, see the situation from the outside, take action in the moment – and not be complacent.
  • We believe there is gold hidden in doubt: we work with doubt’s potential in the qualification of decisions and actions, thereby functioning as a path to growth, development and contact.

Management-sparring and five focus areas


At Etikos we offer management-sparring in relation to concrete issues. With our approach we strengthen your attention and your skills in accordance with the five focus areas for good management:

WHY – fastened in your manangement-practice

With our approach to management-development, supervision, and coaching, we deal with the fundamental WHY, which drives you as a leader. Both your own principles and the organsational strategies and expectations.

Don´t polish the shit!

Acknowledge! – both opportunities and problems – call it as you see it.
We help you to uncover the fundamental matter as it is, and call it what it is – and from there make you conscious about the choices you can make.

Content over form

The form is important, but the substance is crucial.
We help you clarifying your potential, which gives content to your management-practice, and makes it possible for others to follow you – not only because you fill out a form, but because there actually is relevant and real content.

The actual reality

We help you create an overview of the organisation that you are a part of. We help you clarify your field of authority, and the bounderies of your authority, and thereby what you are able to change, and what lies beyond your grasp.

Dialogical Dicernment

We provide training in the art of reflection about the influence your actions and decisions have upon others and on the organisation as a whole.


How do we work?

Ethics, Values and Relations

A collaboration with Etikos will mean a collaboration centered in the question of WHY. Why do we act as we do? Why are we where we are? Why are the things we do the right things? It's the organisation's DNA that’s our specialty. It's the culture of the organisation. It’s the attitudes. We work so that the organisation and the organisations employees know why they act as they do. Organisations are unique. Human beings are unique. That is why we taylor our processes after the needs of the organisation. Ethics are our method and approach. Ethics has a way to cut to the core and lay bare the nerves of the innermost center of the organization. And that is where the big WHY is hidden.

  • Coretask and professional integrity
  • Collaboration
  • Cultural Change
  • Policies and development of strategies


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Christina Busk

Owner and founder. Tel: 2897 6999. Email:
“When we have an eye for ethics, we also sharpen the organizational profile, become aware of its culture, and create a community across disciplines. That is what we are passionate about at Etikos ”
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Lene Frølund

Senior Consultant. Tel: 2261 4194. Email:
“At Etikos we help people to meet the tough dilemmas and challenge the fixed ideas, prejudices and assumptions, so that we all become more aware of ourselves”.
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Uffe Lund

Development Consultant. Tel: 5179 7644. Email:
“At Etikos we give ethics a language and make it relevant for practice. We help organizations to put ethics on the agenda and to translate this into practice, to complement the organization’s core competences. Ethics has no professional preferences, which is why it is relevant and useful for professionals at all levels.”
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Mette Rosendal

Development Consultant. Tel: 2261 4194. Email:
“At Etikos we possess a great diversity in our educational background and we can offer the ethical method viewed from many different angles and traditions. We can therefore make ethics concrete – both to develop organizations, in creating a meeting between people”.
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Renze Klamer

PhD Researcher. Tel: 5223 8485. Email:
“I love reflecting on how employee happiness can come into effect in a managerial realm, which naturally focusses on instrumentality, efficiency, structures and control. It is this mission, deeply rooted in ethical thinking, that I am very fortunate to see reflected at Etikos”.


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