Optimized results creation through increased self-awareness and leader role consciousness, strengthened ability to handle new challenges and improved confidence when performing leadership duties

We are convinced that leadership is personal. Most people can learn the key leadership techniques. However, the personal maturity of the leader and a confident leadership behavior are what define the individual’s leader profile. The need to develope varies. Some leaders need to develop in order to be considered for new leader opportunities. Others need to become even more confident in their current leader position to create even stronger results.

We offer Customized, Individual Leader Development Programs. Development goals, program contents and duration are agreed with the individual client and leader person.

From “a group of managers” to a Management Team – raising team consciousness and implementing practical measures to achieve results that are stronger than only the sum of the members’ individual contributions

The need to develop management as a team may come up due to a number of different reasons: E.g., a new top manager wishes to shape his own management team, or members of the group resigns and are replaced by new members, conflicts within the group, poor cooperation, or simply that the management meetings are perceived as a waste of time, etc. For a group of managers to function as an effective team the team members need to have common, interdependent goals. Trust and confidence between the members are also key. If these basics are not in place, the group will not create add value, the management meetings become very focused on details, operational and dominated by single individuals’ need to expose themselves.

We offer customized, practical and inspiring management team development processes based on each team’s needs and situation.

Unique technology and practical method that provides leaders with individual, relevant and specific feedback based on the individual leader’s actual situation

We often experience that leaders are missing feedback on their leadership. To the extent that leaders are evaluated and do get feedback, only the superior leader is involved, and his/her assessment is based on a limited selection of performance areas/KPIs. Other important stakeholders like the leader’s colleagues and employees may have very relevant opinions based on their perspective that should have been shared with the leader for him/her to get a complete impression of his/her strengths and development opportunities. Also, not all leadership aspects are equally important. Hence, Leader Feedback Survey findings are most relevant when the leader practice scores are measured against the degree of importance.

We offer 360-based Leader Feedback Survey with simple-to-read result reports that show each topic’s degree of importance scores, the leader’s performance scores and any gap between importance and performance.

Practical support to boards and executives that want to ensure that the company is governed and managed effectively and operates according to high ethical standards

The headline of this section reflects terms that are used for address topics with similar meanings. “Governance» is mainly used in connection with “corporate governance” or “good governance”. In practical terms governance is about distribution of accountabilities and authorities, in particular regarding the individual role/position’s contribution to the overall goal achievement. However, in our experience, clearly defined distribution of accountabilities and authorities, e.g., between corporate and line functions, and between central and de-central functions, etc., is equally important. «CSR» – Corporate Social Responsibility – includes both external and internal affairs concerning the companies’ social responsibilities. «Ethical Compliance» continues to be an essential area of responsibility for executives that want to govern and lead the operation not only within the legal framework, but also based on the highest ethical standards.

We offer support to boards and executives with establishing policies, procedures, authority matrixes, Code of Conduct, etc. We also offer practical implementation support including customized training programs.

How to reduce «noise», increase employees’ change-acceptance and organize for future development through use of «best practices»

When operations face the need for change, irrespective of reason, key success factor is how the change process is planned and executed. Change involves a large spectrum of issues and challenges that need to be dealt with to get a successful result. Insight into acknowledged change management principles, the laws and regulations that apply, and the ability to communicate well with all involved parties are imperative. Change that involves organizational restructuring, change of reporting lines, roles and responsibilities is challenging, in particular to leaders. Need for downsizing and lay-offs is concerning to all involved.

We have been through all of this before and are able to offer leaders expertise and experience-based advice and practical support during the planning and execution of single change and more extensive change processes

The journey to a new and more suitable position

Regardless of reason, a career development or change phase may bring people out of their comfort zone: Whilst positive and exciting when it is a voluntary and desired phase, it may be very challenging and concerning when come unexpectedly and is imposed by the employer. When the employer and the leader have diverging opinions about the circumstances, the situation becomes even more demanding. The employer may struggle to understand if there is a legal and appropriate way to resolve the issue, while the leader focuses on his/her legal protection and best interest.

We offer employers and executives support in finding the best possible solution for both parties. We offer customized and individual programs for executives who are looking for a new and suitable position. We team up with each client and are personally committed to providing the individual with the expertise and human support needed to ensure a more effective and successful journey than feared.

Has a relation become destructive or counterproductive? Then it’s time to intervene

Conflicts may be both necessary and useful. However, disagreements or behavior that are commonly seen as unacceptable may lead to dysfunctional conflicts that need to be handled. On the work arena, handling conflicts is normally a leader job. Easier said than done. Many leaders hesitate to act reason being that they do not know how.

We offer advice, techniques and training of leaders who want to strengthen their conflict handling skills. We also offer practical support in specific conflict cases