Better thinking together. Better decisions.
How much of your team's thinking goes unused?
A team can have a wealth of experience, expertise and insight. But that only makes a difference when people can draw on it together—and when it shapes how they work.
Have you ever been in a situation where people listen to respond rather than understand? The same voices dominate the discussion. And a meeting can end before everyone is clear on what was actually decided.
Puhetila helps make hidden patterns visible—and turn those insights into better ways to speak, listen, think and make decisions together.
No preparation needed. No commitment to a programme.
Does this sound familiar?
A meeting can run smoothly—and still leave a lot of good thinking unused.
- An important thought goes unsaid.
- A different view is dismissed too quickly.
- The loudest or quickest people take up the most space.
- People listen while waiting for their turn to speak.
- The meeting runs smoothly, but no real shared understanding emerges.
- A decision is made before everything relevant is on the table.
- People speak more honestly by the coffee machine than in the meeting.
- Not everyone knows what was decided or what happens next.
The problem isn't necessarily a lack of expertise.
It's that the expertise already in the room isn't fully used.
These aren't just meeting problems. The same patterns affect how people discuss difficult issues, challenge one another, make decisions, handle change and work together every day.
Why this matters
Small moments in meetings can have a big impact on the business.
Weaker decisions
Important information never reaches the table.
Slow execution
People understand the decision differently and head in different directions.
Weaker commitment
People who don't feel heard are less likely to commit fully.
The same issues keep coming back
The same questions reopen from one meeting to the next.
Expertise goes unused
Quieter, more reflective perspectives are lost.
False consensus
People assume everyone agrees while difficult issues go unspoken.
And the other way round:
- Better conversations
- more relevant information
- better decisions
- stronger commitment
- faster action
Where culture becomes visible
Meetings reveal how a company really works.
The way people speak, listen, challenge one another, handle difficult issues and make decisions is part of a company's culture. Improving these interactions goes beyond communication skills or meeting techniques. It changes how people work together—and, through them, how the company works.
The core of Puhetila
Puhetila changes company culture by changing how people engage with one another.
Change starts with people. When individuals change how they act, teams begin to work differently. As those changes spread through the organisation, the culture begins to change too.
- Individual
- interaction
- team
- culture
- company
How Puhetila works
We look beyond how you think you work. We look at what actually happens.
Puhetila starts with real situations, rather than assumptions about how people should behave. We observe what happens and build the work from there.
- 01
Real work
We work with a real meeting, conversation or workshop that would be happening anyway.
- 02
Observation
We watch from the outside, using video where useful, and point out moments that are easy to miss when you're part of the conversation.
- 03
Understanding
We review what we observed together in a safe setting: what happened, why it happened and how it affected the conversation.
- 04
Practice
We try new ways of speaking, listening and making decisions there and then, using your own situations.
- 05
Change
New habits carry over into day-to-day work and begin to shape how the team thinks and acts together.
A constructive way to use video
Video can be unforgiving. We use it with care.
The aim is not to
- find fault
- embarrass anyone
- show people what they did wrong
Instead, we
- make hidden patterns visible
- find insights people can use
- practise better ways of working in a safe setting
What changes
Five changes you can see in everyday conversations.
- 01
Ideas become clearer without conversations getting longer.
People learn to identify what matters in what they want to say—and say it clearly.
Less explaining. More clarity. Get to the point sooner.
- 02
Listening becomes understanding.
Instead of waiting for their turn, people listen for what the other person is really trying to say.
Ask before assuming. Clarify before drawing conclusions.
- 03
More people contribute to the conversation.
Good discussion doesn't depend on the loudest or quickest thinkers taking up the most space.
Notice how much space you take—and make room for others.
- 04
It becomes easier to disagree.
The team practises bringing unfinished thoughts, questions and different views into the conversation constructively.
The aim isn't agreement. It's the confidence to think together.
- 05
Conversations lead somewhere.
When ideas are expressed clearly and responded to, it becomes easier to build shared understanding.
What did we understand? What did we decide? What happens next?
As these small habits change, people gradually change how they work together. That can mean better decisions, smoother collaboration, more open conversations and a stronger ability to move things forward together.
Puhetila doesn't add more expertise to the room. It helps your team make better use of the expertise already there.
Three perspectives
Three ways to look at the same situation.
We always look at the work through three perspectives. All three experts don't need to attend every session in a longer process, but each perspective is part of the overall work.
Kati Malvila
Interaction, group dynamics and sharing space
How do people meet each other and work together?
How do listening, sharing space and relating to different views show up in everyday work? Whose voice is heard, which perspectives are left out, and how does a shared way of working take shape?
Mikko Leppilampi
Expression, presence, courage and influence
How does your own behaviour affect others and the shared work?
How do presence, expression and courage show up in the way you meet others, take responsibility, say what matters and influence what happens around you?
Jarkko Iitiä
Strategic thinking, argumentation and decision-making
How does shared thinking turn into direction and action?
How are the essential issues brought to the table, how are different views weighed, and how does shared thinking move on to decisions, commitment and follow-through?
Who it's for
Puhetila is for companies that want to understand and improve how people work together.
The work might focus on a leadership team, managers, an individual team, people in customer-facing roles, a period of change or the wider organisation.
- Leadership teams
- Managers
- Teams
- Key people
- Customer-facing roles
- Times of change
- Whole organisation
A leadership team is often a natural place to start. But the aim isn't to work with just one group. It's to help the company improve how people work together.
How we can start
No one-size-fits-all package.
We start with your real situation and build the work around it. Here are three ways to begin:
- One situation
- broader work
- longer-term change
One day
A focused first experience of Puhetila.
- 6–10 people
- Preparation
- Observation, with video if appropriate
- Coaching
- Debrief
- Practical observations and next steps
From €6,900 + VAT
Overnight or two days
Deeper work, with more time to experience, practise and reflect together.
From €11,900 + VAT
Longer process
For lasting change across several teams or in how the whole organisation works.
- Duration approx. 9 months
From €42,000 + VAT
The overall price depends on factors such as the number of participants, duration, location and scope of the work. The prices shown include the Puhetila coaches' work. Travel and accommodation costs, as well as any venue, catering and programme expenses, are invoiced separately. The final price is agreed in conversation.
Puhetila isn't for everyone.
Puhetila may not be the right choice if:
- you only want an enjoyable away day and aren't interested in examining how you work together
- you're looking for a single quick fix
- you're not ready to look openly at your own ways of working
Puhetila is for organisations willing to look honestly at how people work together—and change their habits based on what they discover.
Questions
Questions that usually come up at this point.
No. A leadership team is often a natural place to start, but Puhetila can also work with managers, teams, key people, customer-facing staff or the whole organisation. The focus depends on where the company wants to improve collaboration and culture.
How material is recorded, who can access it and how long it is kept are agreed with the client before filming. Material can be deleted once the agreed work is complete.
Material is never used in marketing without separate written permission. We're happy to sign an NDA.
We agree on this in advance. The group is prepared before anything is reviewed, clips are short and no one is singled out as an example. The work can also be done without video.
People are usually aware of the camera at first, but their attention soon returns to the work itself. We look at recurring patterns, not individual gestures.
No. It works particularly well for groups that already work well but want to make more of their expertise.
No. You can start with a single day.
The length depends on the package you choose. It can be a one-day session, a two-day programme or a longer development process. We agree on the scope and the schedule together.
We start as soon as possible, depending on your needs and our current availability. First we talk about your goals and situation, then we agree on a suitable approach and schedule.
We listen to your situation, explore together whether Puhetila is the right approach and outline a suitable way to get started. It takes 30 minutes and needs no preparation.
Yes. We tailor the starting point to your situation and the size of the group.
How to get started
Let's look at how your organisation works together.
We'll start by discussing your situation, your goals and where you'd like collaboration to improve. Then we'll decide together whether Puhetila is the right approach.
In a 30-minute conversation, we'll:
- understand your situation
- explore whether Puhetila is right for you
- outline a suitable way to get started
- tell you directly if we don't think Puhetila is the right fit
30 min · No preparation needed · No commitment
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