Goal
In a context characterised by high relational pressure and technical complexity, Planum identified the need to strengthen its internal relational infrastructure.
The initiative was initially launched to strengthen relational awareness and the ability to uphold professional standards, particularly amongst female technical staff, who are exposed to communication dynamics that can sometimes be ambiguous or demeaning. Subsequently, the need expanded to encompass the entire corporate ecosystem in order to:
- Breaking down communication barriers: Identifying and removing the physical, cultural and emotional filters that lead to misunderstandings and the loss of the message’s meaning.
- Eradicating passive-aggressive behaviour: Replacing toxic dynamics or a culture of constant complaining with a problem-solving-oriented corporate culture.
- Building a high-performing team: Striking the perfect balance between a high level of psychological safety (the freedom to express oneself and learn from mistakes) and high standards of accountability for results.
Activities
Designed by 365 Gradi and delivered in collaboration with Planum, the training programme unfolded organically across two classroom sessions, one in March and one in July 2026, involving a targeted group of 70 staff members.
The programme was led by Chiara Albertin (HR manager and business consultant), who was assisted by Elia Barbiero (occupational psychologist and trainer), and was structured in two main phases:
Phase 1: “The Architecture of Respect” (March 2026)
Focused on individual and collective awareness and on the protection of the individual.
- Bringing micro-aggressions to light: Recognising those minor incidents (the so-called “paper cuts”) that, in the long term, undermine one’s role and competence.
- The “Parole Giuste” Method: Introduction of a three-step response strategy (Strategic Pause, Technical Reorientation, Lexical Firmness) to bring every exchange back to an objective and authoritative level.
- Architecture of Affinities: A symbolic activity to map the exchange of skills and aptitudes within the group.
Phase 2: “Communication is action” (July 2026)
Focused on systemic action to guide the team beyond mere form, towards operational effectiveness.
- Overcoming the 3 Filters of Communication: Study and application of practical strategies to overcome Physical (clarity of language), Cultural (the pursuit of unity and belonging) and Psychological (deep empathy without judgement).
- The Safety/Accountability Matrix: Analysis of the team’s emotional zones based on the research of Amy Edmondson, to steadily guide the group out of the Anxiety or Comfort Zone and position it firmly in the Learning and High-Performance Zone.
- 10 Behaviours for Improvement: Sharing concrete daily actions S.M.A.R.T. Planning: Setting Specific, Measurable, Attractive, Achievable and Time-bound goals to align the team’s efforts towards measurable results.
Conclusions
The project highlighted how the quality of relationships constitutes a genuine organisational infrastructure.
Using the ‘Parole Giuste’ method, Planum has embarked on a process aimed at making language a tool for building, capable of fostering authority, collaboration and operational effectiveness.
The training sessions, in fact, highlighted that the quality of relationships constitutes a genuine organisational infrastructure. The main impacts generated at Planum were:
- Greater Role Mastery: Increased confidence and authority among individual professionals, with a marked reduction in emotional distress in high-pressure situations.
- Evolution of the Corporate Culture: A shift from potentially passive-aggressive dynamics to transparent behaviours centred on cooperative problem-solving.
- Replicable Tools: The team’s adoption of a ‘common framework’ and a shared language to manage day-to-day challenges on site and in the office.
- Operational Effectiveness: Greater clarity in the formulation of business objectives, reducing stress and optimising the results-orientation of the entire organisation.