“Our leaders are busy, but strategic momentum has stalled.”
Leadership development that helps people grow and moves your strategy forward
You have capable leaders. They take responsibility, put out fires and optimise operations. But your strategy is moving too slowly because your leadership development is not connected to what your leaders actually need to achieve.
Through this 12-month programme, your leaders will grow into the leaders your strategy needs. You will see the progress in the decisions they make, the conversations they have and the way they help others grow.
— Behavioural change in 8 out of 10 leaders within 90 days
— 8 out of 10 CEOs report greater momentum on their strategy after 6 months
— 8 out of 10 clients still use the tools 2 years after completing the programme
The strategy is clear. Your leaders nod. So why does so little change?
Your leaders have agreed on the strategy. This time, it will happen. Three months later, day-to-day reality is unchanged.
Ofte er det ikke strategien, den er gal med, og lederne er hverken uengagerede eller inkompetente.
We have seen this in more than 100 programmes. Changing behaviour requires leadership development to do three things at once: start with each leader’s own reality, build new skills that are used in daily work and adapt the conditions in which leaders are expected to succeed.
“My leaders have become administrators of their own functions’ operations rather than drivers of our shared strategy.”
"We have an ambitious strategy, but day-to-day operations consume all our energy and attention.”
"We talk strategy, but we still lead the way we always have.”
"We have trained and trained, but it has not changed how we lead day to day.”
"The strategy lives in a document, not in the organisation’s daily work.”
Read
How we transform your reality together
Leadership across boundaries: Vaillant broke down silos between countries and departments, and its leaders now lead the way in building a shared Nordic culture.
From operational optimisation to strategic momentum
8 out of 10 CEOs report greater progress on their strategy after 6 months.
Leaders work on the leadership situations that matter most to the strategic objectives. They develop the skills to have better conversations, set clearer priorities and lead change with greater impact. They gain the courage to make difficult decisions and enable more of their people to contribute. When people grow, strategy moves forward.
— Challenge Based Learning as the design framework
— Leaders work on specific strategic leadership projects
— Momentum is measured and made visible throughout the programme
— Development plans are aligned with each leader’s line manager.
From fragmented leadership to shared habits and language
8 out of 10 still use the tools 2 years after completing the programme.
Leadership development is built into the routines leaders already follow: calendars, one-to-one meetings and recurring meetings. The tools are used in daily work rather than left until the next leadership seminar. Leaders use the same language across leadership levels, so conversations support growth for both themselves and the people they lead.
— Facilitated peer groups after each module
— Structured one-to-one coaching between each leader and their manager
— Check-ins that maintain momentum between modules
— A shared toolkit across the organisation
Leadership in action: Schneider Electric gave its leaders a shared language and was selected as one of the Group’s few “smart factories”.
From unclear frameworks to the right conditions for success
8 out of 10 leaders change their behaviour within 90 days.
Leaders are able to lead in the way you want because the conditions around them have improved. They have more mandate, more time and greater ownership to lead in the direction you have set.
— Work on the conditions for leadership across seven dimensions
— Ongoing initiatives that create better conditions for leaders to lead
— C-level involvement and ownership
From leaders working in isolation to a strong leadership community
95% extend the partnership after the initial programme.
Leaders now work across functions and draw on their collective intelligence. They use the same simple tools when challenges arise and have developed a shared language. Trust grows across the leadership team, making it easier to reach out before problems escalate.
— A shared language and simple tools for leadership
— Peer groups that support knowledge sharing and sparring on leadership challenges
— Stronger relationships across the organisation
What we do differently
We do not sell isolated strategy programmes or a series of training days. Neither creates change. Instead, we work alongside you to create a new reality.
We differentiate ourselves in two ways: how we involve employees and leaders in the transformation to build real alignment and ownership. And, just as importantly, our hands-on partnership with you. We coach you and practise new ways of working together until the change is underway, and the simulated strategic reality meets the behavioural reality.
Purple reality
Purple Reality is our mental model for bringing strategy and behaviour together in everyday practice. Read more about it here.
A structured programme tailored to your situation.
We examine current leadership practices and the conditions for leadership. This includes interviews with leaders, employee focus groups and a combination of culture assessments, 360-degree feedback and a leadership assessment tailored to your organisation. You gain a shared view of where leadership and its conditions need strengthening, and where to act first. You start seeing value within 4–8 weeks.
We design the development process together with you, based on the analysis. It combines different formats that work together, so leaders develop from their own reality, apply new skills in their day-to-day work and improve the conditions they need to succeed.
Leaders practise the situations that matter most to strategic momentum. Each leader works on the areas they need to develop in their daily role. A development plan connects the programme with both short- and long-term goals.
Every quarter, we meet with the senior leadership team to review progress across 7 dimensions of leadership. You leave with clear priorities for what needs to change in the next quarter and who owns each action.
Learning is built into the routines leaders already have: peer groups, one-to-one sessions with their own manager and virtual check-ins between modules. We track progress throughout, helping new behaviours become habits.
Duration
6-12 months.
First impact
Initial impact after 30 days. Stronger engagement and visible changes in behaviour after 4–6 months. A stronger culture after 12 months.
FAQ
Will the programme be tailored to us?
Yes. We start with your reality, not a standard model. The programme is built around the specific challenges and opportunities your leadership team is facing right now.
How much time will our leaders need to take out of their day-to-day work?
Less than most people expect. The programme is designed for busy leaders and is built into the work you are already doing, rather than added alongside it.
Can you guarantee results?
We do not guarantee specific numbers, but we measure progress throughout the programme, so you can see the impact rather than simply feel it. The programme is also designed to embed the changes, so the impact continues after we leave.
Can we stop along the way if we are not seeing value?
Yes. You are not committed to completing the full programme if it is not making a difference, or if you no longer believe in it.
How quickly can we get started?
Quickly. We begin with a short online meeting, followed by a session where we define your needs together. You then receive a proposal and a plan. It can take just a few weeks from first contact to getting started.
Book a 30-minute dialogue with us.
Get everyone to take ownership of your growth by next quarter (without a new strategy or off-the-shelf training).