Cursus Grensoverschrijdend Gedrag: Herkennen, Begrijpen en Aanpakken in Amsterdam

The course is suitable for anyone who wants to contribute to a safe and respectful working environment. It was originally designed for managers and HR professionals, but employees, team leaders, confidential advisers and prevention officers also get value from it. You do not need any specific prior education. What counts is your commitment to a healthy organisational culture and your willingness to reflect on behaviour.

Yes, on completion of the Inappropriate Behaviour course you receive a certificate of participation from Learnit. This certificate confirms that you took an active part in the course and covered the topics relating to recognising, understanding and addressing inappropriate behaviour. No test is required; participation and active contribution during the classroom day form the basis for the certificate.

Yes, the Inappropriate Behaviour course is also available in-company. In that case we deliver the course at your organisation's premises, tailored to your practical situation and specific issues. Beforehand we establish the learning objectives through an intake, so that the programme matches the prior knowledge and experience of the group. In the classroom, the standard version takes

During the Inappropriate Behaviour course you cover eight core topics: recognising inappropriate behaviour, the benefits of a proactive approach, the impact of unwanted behaviour, the role of leadership, holding a dialogue about unwanted behaviour, group dynamics, feedback as an instrument and practical conversation skills. The course lasts

No, no specific prior knowledge is required for the Inappropriate Behaviour course. The course is accessible to anyone within an organisation who wants to contribute to a safe working environment. Beforehand, an individual intake takes place in which your learning objectives and practical experience are mapped out. On that basis, the programme of this classroom course is tailored to the group.

The difference lies in practising with real behaviour. A book or e-learning gives you the theory on inappropriate behaviour, legal frameworks and conversation models, but it does not train your conversational skills. During this classroom day you alternate theory with practical exercises: you hold conversations about unwanted behaviour, experience group dynamics first-hand and receive direct feedback from the trainer and fellow participants. You work towards four concrete outcomes: insight into the dynamics of inappropriate behaviour, communication skills, strategies for intervention and prevention, and the legal and organisational perspective. An e-learning is suitable for learning concepts; this course is what you need as soon as you actually have to hold the conversation with an employee, colleague or team.

A code of conduct and a confidential adviser are formal instruments: they set out what is undesirable and provide a point for reporting after the fact. This course focuses on the behaviour before that stage: recognising signals, starting the conversation and intervening in the group dynamic. You learn to interpret inappropriate behaviour, use feedback as an instrument and handle difficult conversations. That makes it an addition, not a replacement. Organisations that only have a code of conduct often lack the conversational skills to make that code work in practice. If you already have a confidential adviser, this course helps managers and colleagues to spot situations earlier, so that fewer cases escalate into a formal report. For a complete policy you combine both: structure and behaviour.

A training course works best when you, as a manager, HR professional or employee, want to build up your own individual toolkit: learning to recognise signals, daring to have the conversation and knowing which interventions are appropriate. During the course you receive theory, exercises and feedback in a classroom setting with participants from various organisations. That also brings in fresh perspectives from outside your own team. Opt for a longer in-company programme or team coaching when there is already a concrete problem within a specific team, or when you want to guide a cultural change. In that case several sessions, observation and follow-up are needed. A code of conduct or confidential adviser course is something you address separately. Many participants take this course as a starting point and then decide whether follow-up interventions are needed within their organisation.