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Purpose-driven leadership, five tips

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Five tips for a purpose-driven leadership

Purpose-driven leadership means that you share the same vision and goals. Your focus as a leader should be on creating the conditions for your employees to succeed with their goals. Leadership does not have to be difficult. Here are five tips on what you can do to:

  1. Common purpose – Inspire and create participation by being transparent with the company’s direction and the overall goals.
  2. Clarity – Set clear expectations for each individual. By being clear about what to do, we also create security.
  3. Inclusive – Dare to trust that everyone can if they only get the right conditions. Let the how come from the employee. Build trust by sharing experiences and knowledge so that others grow with their tasks.
  4. Present – Listen to your employees. Take the time to ask how they are and if they need your support. There are no shortcuts here, you as a leader must be interested and also want to act on what you hear. Being present creates trust.
  5. Feedback – Do not wait to give feedback on things that you notice. Address it directly, especially the positive feedback. Being seen and heard creates dopamine, which gives us joy, enthusiasm and creativity.
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Corporate culture, visions and strategy

A corporate culture is the norms, values and attitudes that create behavior, which is the basis for a company. How do we want your company to be? A clear corporate culture creates a safe environment where employees know what is expected, what behaviors are accepted.

This has a major impact on the company’s ability to succeed financially. In the end, customers should feel that what the company says in its marketing and sales is what they encounter in all contacts with employees.

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Clear goals with Hoshin Kanri

Clear goals with Hoshin Kanri

Setting and working with clear visions and goals in a company is a key to growth. Do you find it difficult to set goals and get all employees involved in the development process? Getting everyone in the company involved in the implementation of management’s plans and goals is a challenge. But there is a great tool to help you – Hoshin Kanri.

Hoshin Kanri is a key tool in quality development and, for example, LEAN. The tool helps organizations set a direction and work with the right things to develop.

The process of Hoshin Kanri

We have implemented the tool in our platform so that you as a company can work efficiently and structured with your development, from management all the way down to each employee.

The steps in Hoshin Kanri:

  1. The company’s management develops a strong vision that answers the question “Why does the company exist?”. The management team defines important goals. If they are achieved, they will create a competitive advantage for the company. These are big goals that are usually three to five years ahead.
  2. The management team divides the goals into annual goals. What should we as a company achieve within the next year?
  3. From the annual goals, it is identified which focus areas are important to address in order to be able to achieve the annual goals. What areas need to be improved? From there you can define the activities that need to be done.
  4. In the fourth step, you define your actual improvement goals. What needs to be done now, who is responsible and when should it be ready. In the platform, you can directly in the tool give responsibility to a leader in the organization who then gets that improvement goal and can start working with the execution of the goal.

At each step in the process, one also looks at the relationships between the parts. It gives a reflection and insight that everything is connected and that an improvement goal actually affects the long-term goal you have as a company.

Read more about goal management

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Employee development

employee development

Employee development

The world is changing at a rapid pace and as a company you need to keep up. You need to ensure that your employees continuously develop.

Prioritizing employee development ensures that team members’ skills continue to be strengthened in accordance with industry trends and best practices.

You must ensure that your employees are attractive to other companies. If companies invested in staff development, 94 percent of employees would stay longer, according to Clear Company. How do you work with your employee development today?

Continuous development

Developing does not only mean optimizing an individual’s skills for a particular role. It is about continuous learning that helps them take steps forward on their individual career paths. We believe that the employee needs to own their development, but that it is to the employer’s advantage to encourage further training by providing or facilitating both internal and external opportunities for learning.

employee development

Four reasons to invest in employee development

Loyalty – get employees to stay longer

Nobody wants a dead end, a job at a company that does not value its employees. A record number of employees are currently leaving their jobs in search of better employers who provide opportunities for career development.

Another reason why employees quit their jobs is due to a lack of opportunities for a balance between work and leisure.

In an autumn report from Monster 2021, 45 percent of the employees surveyed said that they would be more likely to stay in their current jobs if they were offered more training. Develop your employees’ skills and they will reward you with improved performance and higher loyalty.

Employee development is a long-term investment that can help retain your talents. With 45 percent of Swedes considering looking for a new job in the next 12 months, according to Microsoft’s survey from August 2021, it is more important than ever to allocate resources to retain employees.

Better results – increase productivity

A US survey by ClearCompany shows that 74 percent of employees believe that lack of development prevents them from reaching their full potential. Only 29 percent of the organizations in the survey had clear development plans, which meant that many employees felt undervalued and underdeveloped. This will inevitably lead to a less committed workforce and higher turnover.

Investing in employee development makes your employees feel good and perform better. Development opportunities

improves productivity. As simple as that. Allowing employees to build up their skills and knowledge increases their self-confidence, which makes them perform their work more efficiently and productively.

Attract new talent

Employee development is an attractive employee benefit. If you do not start investing in your team and developing your employees, they will find another employer that offers it. The competition to find new staff is tough in many professions and it is important to show that you have a plan and a commitment to the employees.Companies that invest in employee development are more profitable

Companies that invest in employee development are more profitable

Training and development plans not only increase productivity, employee development also increases profitability. When companies offer clear development programs, they have a 24 percent higher profit margin and 218 percent higher income per employee than companies without development programs, according to Forbes.

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