We make bosses to humans and humans to leaders.

Sustainable change requires sustainable people.

In a sustainable culture, humans are the most important competitive assets for the company.

There are leaders with humanistic values that strengthen the competitiveness of the companies.

It draws people who want to develop.

Sustainable Change Management

Avoid failing with the digital transition through a magnetic culture!

What is a magnetic culture?

The boss as a superman or superwoman does not fit in today. The manager cannot handle the role of the problem solver, the conflict manager, or like a parent guide the organization’s employees in the right direction. It probably never worked that great, but today it is more obvious than before that it does not work at all. The digital revolution makes it impossible to keep that kind of leadership.

If you hold onto the idea of yourself as the “super boss” the risk is that others will perceive you as the significantly slower and weaker version of Clark Kent.

How do you manage the challenges of the digital revolution?

Challenges like:

  • Managing the consequences of far-reaching decentralization of decisions and powers, but at the same time ensures that deviations are avoided.
  • That self-organized teams become effective with a culture that strengthens the team’s efficiency?
  • A new approach in the teams that means that everyone must understand that they actually do not have a manager anymore.
  • That the management itself adjusts its way of working to the consequences of digitalization?

(more…)

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Latest Updates

Today, employees need to interact more with the customers and “and see themselves in the customer’s shoes”. They constantly need to be on alert to the customer’s needs. This means a paradigm shift in our way of cooperating at work. Digital companies are so much more than their digital products, service commitment, and customer relationships.… Read More

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what do our customers think?

What do former participants of the training think?

The dynamics and affection of the group gave me so much. The course structure with various exercises that together created each module was insightful

“Trust (belonging), conflict, openness, fears, passive values are very good building blocks”.

I found my inner compass, gained completely new insights that will help me in developing my leadership.

”Understand that everything comes back to myself. I can’t change without really believing in what I do. Values, integrity, etc. ”

I’ve gained many insights. To be here and now, dare to be me. At the same time, I can see fields that still are a bit ”white”. That is, I have to get to know myself even more.

”Sustainable change management is up-to-date, it’s great. Provides security. This course is a tool for contemporary development.”

I think this is a part of a future management program! Successful leaders and organizations of tomorrow must gain more understanding of the cultural impact of leadership in the organization and how to change this leadership based on trust and transparency. Having gained insight into my own inner compass has given me tools to become an even better leader.

Learning about oneself at a deeper level than many other courses provides an opportunity for self-reflection with a connection to a theory that is relatively easy to grasp. I really can recommend several managers and management teams to attend this training individually or together.

open course - Sustainable Change Management - Gothenburg

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