Leadership development
We know that the best results are achieved when leadership development is closely linked to the participants' strategic and operational everyday lives, and when the participants are actors and not passive listeners in their own learning process.
Services
Typical assignments may be:
- Change management
- Strategic management
- Operational leadership
- Team development
- Communication
- Conflict management
- Culture and values
- Mental training
Approach and working method
We emphasize that leadership development should be linked to the company's business challenges and to real improvement needs in the organization. In this context, we will use the participants' own everyday challenges as a starting point for training and exercises rather than general cases.
- You have control over the numbers and know the root cause of the deviations
- You rarely get surprises in the numbers.
- You have good processes for closing budget variances (because they will come)
- The controllers are forward-thinking and at the forefront of business development
- You avoid rather than have to explain afterwards.
- You have well-detailed budgets and prepare ongoing forecasts.
- There is full focus and control on the balance sheet in the accounts
- You have optimal liquidity management (little capital is tied up in operational operations)
- You know where in the business you make money
Approach and working method
We emphasize that leadership development should be linked to the company's business challenges and to real improvement needs in the organization. In this context, we will use the participants' own everyday challenges as a starting point for training and exercises rather than general cases.
This will mainly concern:
- Work processes and deliverables (the results I am responsible for)
- Competence and employee development (the people I lead)
- Communication and behavior (me as a leader)
Would you like to know more about how we work?
We are a company with skilled professionals with extensive experience in our field.
Leadership development program
Our basic principle is that participants in a leadership development program should primarily be able to train in their own arena, i.e. in their own work situation. The joint meetings in such a program will constitute a “test laboratory” for their own leadership behavior.
We use a variety of learning methods and principles, and we will alternate between the use of role training, observation, feedback and experience exchange, which will be further illuminated with relevant management theory. Our methodology involves leaders training in an open and supportive dialogue across departments and levels.
As a common thread in all learning processes, we use an element of performance management. This means that each manager prepares personal development and performance goals, and then continuously monitors these. The goals will be directly related to their own role and responsibility for results.
Our theoretical foundation is described in the book “Results Management in Theory and Practice” by John Erik Stenberg (Considium, Asker 2013).
Leadership coaching
The purpose of leadership coaching is to create an arena for discussing both professional and more personal issues as a leader within a safe, yet challenging framework.
Coaching is based on the premise that the client is responsible for their own development and for preparing topics for discussion. The consultant's responsibility is therefore to identify relevant issues and to help ensure that these are processed so that they can be handled in a responsible and effective manner.
The guidance discussions will normally elaborate on the following topics:
- own behavior and how it is experienced
- delegation and management
- own authority
- own role as leader
- conflict management and handling of dilemmas
- own time management and prioritization
- preparations for important and/or critical situations
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