Rolf supports the podcast #nytttänk who with a lot of heart and brain want to influence organizations to better leadership.
Hey, you didn't miss last week's cruel recruitment episode with Anna Rydbacken (formerly Bergman) from TNG ??? The way in which we systematically recruit to an organisation will ultimately largely determine what will happen or not happen both culturally and in terms of results. At the same time, most organizations (in my opinion) lack a deeper idea of how we select our future colleagues. Anna best sums up the challenge when she states that "A person can hypothetically do the same recruitment 2 times and then choose 2 different candidates!" Enjoy!
With sharpness, pedagogy and a lot of ingenious self-distance, Boel Sjöstrand Sjöstrand explains how to mix sensory measurement with behavioral science at Linkura, thereby teaching people and teams how to recover best to cope with everyday life better. Enjoy!
What a guy! Alexander concludes his section by saying "If you have such a CEO (Daniel Ek) and such an HR manager (Katarina Berg) for a company, then the culture sits throughout the organization!". Honestly, I think Daniel and Katarina should be seven-somethings happy to have such a passionate humble HR person as Alexander Westerdahl at Spotify.
Classically good section without touch sticks explaining the value of having a consciously trained culture acting on direction/ intention/ purpose (VAD) ... instead of traditionally detailed squiggly neatly written plans (HUR). As a leader developer, I'm happy all over my body when I hear a story like this. Enjoy!
Capital investment is about making the best possible decision and you get a sharp answer back if you have succeeded or not. However, all actors also have access to the same data at the same time. The competitive advantage is therefore about how to successfully refine the data, and then reason for the best measure based on the basis of the decision. To beat the competition, the brightest minds are needed in combination with an environment where team members feel safe to stand up for their opinion. But there is a problem, Swedish banks are among the worst among OECD countries in diversity, while (formerly) the Financial Centre London is at number 2. Something feels a little off!? I'll use Hedge Fund manager Sean George to help sort out the situation and the answer will actually be a little scary... but still hopeful! Enjoy!
I have a double-edged penchant for trying to find odd angles that put my finger on phenomena I want to increase my understanding of. The big misconception about how a team develops is about the belief that it happens by itself as long as we work long enough together. error! To develop a high-performance team, we all need to spend time on a meta-discussion about HOW we work with each other. Patrik Heikinpieti from the music group Mando Diao shows in this section that the soft questions have a much greater place in this than we might think... and then there will be some creativity too! Enjoy!
Would new effective behaviors related to, for example, purchasing or marketing communication happen if we did not internally continuously talk/ evaluate the topic within a purchasing/ marketing organization? Probably not! So how come we expect leadership to settle in an organization even though managers generally can't talk about leadership on a meta-level!? Here lies a strange paradox that I have the privilege of reflecting on together with my great role model Bengt Savén. Enjoy!
Maybe 2 years ago, I personally went on a smooch when one morning I had trouble getting out of bed. I was lucky enough to get off extremely lightly. Colleagues, friends and people I met during my managerial programs have not been so lucky. Exhaustion syndrome is not to be played with and seven-year-old treacherous. Together with the psychologist/researcher Giorgio Grossi, I'm trying to figure out what really happened that morning... Enjoy!
Hyper Island has a sickly good toolbox that they bravely thow through their website in themes such as Self-Leadership/ Team/ Innovation etc. CEO Helena Ekman gives us a taste. Why not cheer back by checking out the content and tipping off a colleague!? Enjoy!
When German Mercedes-Benz Trucks decides that they want 41-year-old Swedish Karin Rådström to run the organization, you should tip your ears. Why do you deliberately skip a bunch of German candidates from older generations and go to Karin instead? Somewhere here, I am personally convinced that there is an important story/ hint about what leadership we will need to see more of in order to future-proof large organizations. Enjoy!
To quote Robert Kusén – "Shit fries!!!" I just want this deep conversation about Leadership/ Lean to continue 4-ever. Thank you Scania Group and SSAB for building Robert, and congratulations to Tamro Sweden! Right now we're talking a lot of "psychological security" in the leadership world, and that's exactly what Robert is doing, so actively BUILD "psychological security" through this section, listen and you'll understand more. Enjoy!
