Gitte Nipper

Do I look proud at this picture? 🥹 It's because I am! 👏 Last week, Ida Marie Engmose og Sofie Krumbach Nielsen defended their thesis — impressively and with great confidence  💪 ...and since I had the great pleasure of supervising them for the last six months, it was my privilege to be the first to congratulate them 🥇 🔎 In their thesis, they explored hybrid work collaboration, and more explicitly how hybrid work life is constructed - what narratives do we create around hybrid work? And what are the implications of these? Their findings are extremely relevant in light of the many organizations that are currently withdrawing remote work policies as they simply lose more than they gain by organizing flexibly. And that's a problem — in so many ways! Just to mention a few... ➡️ Organizations exist and operate in a hyper-complex world, and there is a need to accommodate local adaptability through flexibility - both in terms of time and space, but also in task solution. ➡️ We live very different lives, we live longer, and there is a need to revisit how we organize life in the workplace. ➡️ It is an expectation from the workforce across generations. What Ida Marie and Sofie demonstrated in their study is that in our everyday work life, we tend to construct narratives that support our own meaning-making around hybrid work ✅ In other words, we can insist on flexible work (or not), but we cannot succeed in practice as long as the meaning around it is diverging ✅ Kudos 👊 for a great and important finding, Ida Marie and Sofie — thanks for inviting me on your journey!

158

9 Kommentarer

🌟 Day 3 Highlights from Cannes Lions 2024 🌟 The third day at Cannes Lions was packed with insights and forward-thinking discussions. Here are some key takeaways: 🎯 CMOs in the Spotlight – Mars Wrigley, Nubank, and NIVEA Beiersdorf Our day started with an inspiring session from three dynamic CMOs. They emphasized the importance of ambition, strategic vision, and empathy. A good CMO surrounds themselves with smart people and focuses on balancing immediate and future demand. The standout advice? Shift from FOMO (Fear of Missing Out) to JOMO (Joy of Missing Out). 🔧 Redesigning the Marketing Organization of the Future In a session hosted by LinkedIn, B2B CMOs discussed the necessity of embracing change and building a human-centric culture. It's vital to hire amazing people, redefine roles, and consistently use KPIs. The key takeaway: balance data-driven decisions with consumer insights to drive growth. 🌱 Increasing CMO Impact by Driving Humanized Growth The Institute for Real Growth highlighted the importance of cross-functional collaboration and understanding stakeholder pain points. CMOs must work closely with stakeholders, build trust, and stay curious. Remember, 20% of your role is marketing, 80% is stakeholder management. 💡 Effectiveness: The New Frontier by IPA Three frontiers for effectiveness were presented: pricing power, humor, and the integration of the Triple P (Profit, People, Planet). Advertising builds pricing power, making customers more tolerant to price increases. Humor in advertising drives higher ROI, sales, market share, and profit. These sessions underscored the evolving role of CMOs and the need for adaptability, strategic vision, and a focus on humanized growth. #CannesLions2024 #CMO #MarketingInnovation #Sustainability #Effectiveness  

20

Welcome Henrik Perrin to Circle Networks! 𝗪𝗵𝗼 𝗜 𝗮𝗺 My name is Henrik Perrin. I live with my wife Anna-Karin and our cat Svante in the middle of the deep forests of Bergslagen, 70 km north of Örebro. You could also say that is more or less right in between Stockholm and Oslo. I have tried to live in the big cities of Sweden, both Stockholm and Gothenburg, but always had the longing back to the closeness of trees, blueberries, the sounds of birds in may and the smell of mushrooms in august. Do not get me wrong, I am a people person. I love to meet old and new friends and to do my job as an educator and coach. But at the end of the day, nature is my haven of tranquility and recovery. 𝗧𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝗮𝘁 𝗜 𝗱𝗼 𝗳𝗼𝗿 𝗮 𝗹𝗶𝘃𝗶𝗻𝗴 As I said above, I am an educator and facilitator in stressreduction and "difficult talks". I teach and do workshops for managers and coworkers to find out exactly what stresses you the most at the workplace, and together we search for the most effective way to manage and reduce that stress. We all have very little time, so the solution must be time effective and quite simple to implement into your everyday work. You know, those small changes of habits that gives the biggest possible ripple effect. I also teach and coach managers in how to handle difficult talks and situations. You know, when someone has misbehaved, under performed, starts conflicts or if you have a bully in the group. Maybe you have someone around you all day that really needs a new deodorant? There are ways to say and do things that change these situations from possible conflicts to a feeling of cooperation. The way you talk, the place you choose, the level of assertiveness you feel when you talk etc, all matters and can work for the benefit of all involved. 𝗪𝗵𝘆 𝗜 𝗷𝗼𝗶𝗻𝗲𝗱 C𝗶𝗿𝗰𝗹𝗲 N𝗲𝘁𝘄𝗼𝗿𝗸s I have been in different networks but have always felt more or less uncomfortable with all the people around me that are only interested in themselves first. Everybody wants to tell everybody else about themselves but nobody is asking any real questions. Shallow courtesies and empty phrases are exchanged in a rapid pace over lunch and afterwards I have felt empty and small. (I am 194 cm tall). But in Circle Network I feel like a person, someone who has something to offer to other people, not because of my job, but because I am me. For the first time I long for the networkmeetings every week. In CN, I don´t have meetings with competitors or even colleagues, I meet future friends. And I rather make business with professional friends, than friendly professionals. Hope to see and meet you all. Henrik Perrin If you want to meet Johan and register for our upcoming events: https://lnkd.in/dWkm9g9T

8

1 Kommentar

What do they have in common and what are their differences?   It is two mock-ups of a book – little sister and big sister. 🥳Little sister – Energetisk Ledelse came out in September 2023 – written in Danish. 🥳Big sister – Energetic Leadership is coming out 18th June 2024 – written in English.   Two books which has a lot in common. 📚They talk about “When modern life design collides with old leadership habits, it is time to tap into intuition and unleash the energetic sense of the future” – the subtitle. 📚They inspire you to explore 9 future trends. 📚They give you magic and irritation, two vital components for increasing your awareness and consciousness. 📚They come with questions and reflection to help you going forward. 📚They are energy – like you. 📚They like you just as you are.   🥳They want to help you create organisations and businesses in new ways 🥳They want to release the hidden potentials. 🥳They want you to have fun and be happier together with others.   Are you curious for more?   SIGN UP and get the Introduction to Energetic Leadership now – find link in comments   #energeticleadership #future #business #humans  

7

3 Kommentarer

Looking for some summer-reading? Would you like to understand more of what the future business and sustainability agenda and ambitions could potentially look like? Checkout Henning de Haas and my book on how to "reimagine the Value Chain from a regenerative approach". This is what you will discover: ⭐ What's driving the change away from the industrial thinking? ⭐ What role does nature play? ⭐ What does a regenerative ambition entail? ⭐ How can you transform your business? - and use digitalization to do so... Can be purchased right here: https://lnkd.in/d_q-rwfc Purchase it as an e-book: https://lnkd.in/dZwFiuN6 #regeneration #sustainability #supplychain #strategy

10

1 Kommentar

Jag är inbjuden av den brittiska utbildningsinstitutet Care Knowledge för att tillsammans med Michael May och professor Nigel Tubbs prata om ”Conversations in Practice - Purpose, Style and Authenticity” Webinariet är gratis och riktar sig till alla inom hjälpande yrken. Tack för inbjudan Sarah Leon och för att du introducerade mig Tim Anstiss. Länk i kommentarerna. Här är den engelska beskrivningen. This webinar is about listening, thinking and talking and how these essential skills are used in conversation. Dialogue is often the foundation for understanding and human connections that can result in learning and personal development, trust and confidence, and motivation to change. Unapologetically philosophical, this webinar will consider the complexity of conversations, the assumptions we make about them and their power to transform our thinking, wellbeing and relationships. Expect to question whether conversation skills are appropriately valued in our practice and feel motivated to be more proactive and intentional about developing your listening, thinking and speaking skills. There's a lot at stake if we don't do this well and we can help people to change their lives for the better when we do.   Learning outcomes: * Critically reflect on the importance of conversations and the value placed on them in our practice * Develop a broader understanding of the impact well-developed conversation skills can have on our own wellbeing, our ability to motivate positive change and the wellbeing of those we are in conversation with * Critically examine the assumptions that we bring to conversations and reflect on what they mean for our ability to be authentic and present with other people * Feel motivated to be more proactive and intentional about developing your listening, thinking and speaking skills.

79

23 Kommentarer

Leadership and Mental Health in the Workplace: A Necessary Evolution In recent years, a significant shift has been observed in how we approach and discuss mental health issues within professional settings. Leaders are increasingly called upon to manage aspects of human life that were once confined to the private or therapeutic sphere, such as stress, anxiety, depression, and personal crises like divorce or loss. The World Health Organization identifies mental health challenges, including stress and anxiety, as major global health concerns projected to impact societal wellbeing through 2030. This trend is echoed locally by the National Health Profile, which shows a decline in mental wellness across various demographic groups. Younger workers entering the workforce are particularly vocal and aware of their mental health needs, setting new expectations for leadership and workplace culture. This generational shift underscores a broader transformation where mental health issues are no longer seen as taboos but as integral aspects of our professional lives. Leaders face a critical challenge: to adapt and foster workplace environments that not only comply with legal standards but also offer genuine support and flexibility. This involves recognizing the role of work in providing structure and meaning, especially during turbulent times. As mental health concerns become more prevalent in the workplace, leaders must actively participate in creating supportive and adaptable environments. This is not only vital for maintaining workforce productivity but also for enhancing the overall wellbeing of employees and leaders alike. The message is clear: modern leadership must evolve to accommodate the real and often painful human experiences that employees bring to work, enabling them to find both support and meaning in their professional lives. Thank you Johanne Grant, PhD from Novo Nordisk Foundation and Cecilie Demkjær Schultz Pedersen from LEAD - enter next level for making this clear in this important opinion piece in Børsen. #leadership #mentalhealth

10

A Journey Through Leadership and Healthcare Patricia Enocson recently left her role as HR Director for Karolinska Sjukhuset and is now looking forward to a career as an Executive Interim Manager in the USA. We have talked to her about leadership and the challenges within the healthcare sector.  What challenges does the healthcare sector face, especially after the pandemic? "The challenges are significant, particularly in ensuring the right skills and finding experienced healthcare professionals. The workload is still high after the pandemic, and we need to think about new professional categories, analyse how future healthcare will look like, and how it will be administered, both at home and in our hospitals. Managers and HR functions, in general, must adapt for the future; we can’t stand still but anticipate the upcoming needs from a broader perspective. One important thing the pandemic brought with it is the realization that rapid adaptation is possible. At Karolinska Sjukhuset, HR became an active and equal partner; it's important that HR is not a separate guild but integrated into the business. CEO, CFO, and HR form an important trio to support managers so that together we can drive the business forward." What attracts you to start a career as an Executive Interim Manager? "After five years at Karolinska Sjukhuset, I want to try the role as an Interim Manager. Operationally driving change, development, and improvement for specific needs and projects appeal to me. I want to explore new industries in personnel-intensive, international, and profit-driven organizations. Executive Interim Management gives me a fantastic opportunity to share my experiences and to support management and staff. As an interim, you have to give your all; there are no 40-hour weeks. I have myself engaged Interim Managers and know that they are 'up and running' within two weeks, which provides an enormous boost when facing challenges and lacking the right expertise." Read our interview with Patricia here: https://lnkd.in/dd8GMxgi #interimmanagement #hr #healthcare 

35

🌍 Significant Milestone in Climate Litigation: Supreme Court Grants Review to Aurora’s Case 🌍 It marks a crucial victory for the youth organization Aurora in their groundbreaking lawsuit against the Swedish state for inadequate climate policies that threaten human rights. The Supreme Court’s decision to grant a hearing to this case is a pivotal moment in climate litigation. This development is not just about environmental action but could underscore the robustness of swedens legal system in addressing new legal challenges. The relationship between national courts and the European Court of Human Rights is instrumental in shaping how human rights are integrated into climate actions. And I believe that the recent developments at the European Court of Human Rights are the main reason why the hearing is granted. Drawing from my own experiences participating in a moot court competition (ECoHR)during university, I understand the complexities involved in such cases. This background gives me a deeper appreciation of the significance of this decision and the sophisticated legal arguments that will likely ensue. As we await further proceedings, this case could set a vital precedent for how environmental issues are treated under human rights law not only in Sweden but in Europe and perhaps even globally. #ClimateChange #HumanRights #LegalPrecedent #EnvironmentalLaw #Aurora

5

A pivotal question in modern recruitment: Is it more important to assess candidates' potential and personality than their previous experience? When we discuss this with our clients there is a tendency to raise an eyebrow and make a small a sigh. Why is that 🙄 Join in as my colleagues Helena Marteus and Moa Palm discuss this fun subject with Linnea Bywall.

9

The Chinese concept of "face" (面子 or miànzi) embodies a cultural understanding of respect, honor, and social standing. Actions or words perceived as disrespectful can cause someone to "lose face." This idea extends to organizational settings. Imagine you're a relatively new manager tasked with recruiting for your team. You want to ensure your manager is satisfied with your choice. You have two candidates: 😎 Candidate A - Experienced and comes with a complete toolbox of skills 🤗 Candidate B - No experience, but has the personality and drive for the job Will you be brave enough to take a risk on Candidate B, or will you play it safe to avoid "losing face" with your manager? To learn more about this fascinating and relevant topic, sign up for the webinar hosted by PharmaRelations together with Helena Marteus, Moa Palm, and Linnea Bywall ⬇

7

2 Kommentarer

I had the privilege of visiting Danfoss' headquarters in Nordborg alongside my German colleague in the European Parliament Delara Burkhardt. With Danfoss having employees and fabrics on both sides of the border, it was an obvious opportunity to discuss common agendas for jobs and green solutions. Our discussions shed light on a pivotal truth: we don't need to wait for future climate technologies to catalyse the green transition; the solutions are within our reach today. Despite challenges like Germany's heavy reliance on fossil fuels, there's immense potential for change. Our conversations centered on the transformative power of energy-efficient technologies in shaping a sustainable future. According to Danfoss' estimates, implementing these solutions by 2030 could slash EU CO2 emissions by a staggering 40 million tons annually. Exploring Danfoss' facilities, including their innovative low-emission supermarket, provided tangible examples of how businesses and policymakers can collaborate to drive change. As I emphasized, energy efficiency isn't just about environmental benefits; it's about enhancing energy security and reducing dependence on imported fuels, like Russian gas. At Danfoss, I witnessed firsthand their commitment to leading by example, demonstrating that sustainable practices can align with business success. Our collaboration underscores the shared responsibility we hold in achieving a greener, more resilient future for Europe and beyond. Jydske Vestkysten covered the visit (in Danish): https://lnkd.in/d463iUQm #Sustainability #GreenTransition #EU #ClimateAction

59

Through creativity we are one step ahead. How? Birna Dröfn Birgisdóttir explains this impressively - also using her own life story.   Especially in times of dizzying dynamics of change, innovative strength is a decisive success factor if companies no longer want to be driven by events, but also want to become the drivers and shapers of events. Creativity is a key quality for this. But how can this factor be systematically promoted in companies? "A question that is asked far too rarely in companies," says the creativity expert @BirnaDröfn from Iceland, whose impression I can only confirm.   Today I had a very inspiring call with the Keynote- and Tedtalk speaker (https://lnkd.in/eWc3Mdaa) and researcher on this topic. We were connected through Sven Schneider, Head of Future Business Design at Miele. (Many thanks at this point, dear Sven 😊) In Iceland, he sees creativity deeply woven into the cultural DNA and says that we can learn a lot from this country.   In our conversation, I also remembered a keynote by Phoebe Tickell at the IDG Summit in Stockholm last year. One of her key messages was: We don't lack rationality - it has brought us this far. What we lack is imagination. It is the source of the change we need now. Today was another such wake-up call - the question: "How can we systematically increase the qualities of creativity and imagination as an absolute prerequisite for innovation dynamics in companies?"   Any other small hacks, tips or sources worth listening to are welcome!

13

3 Kommentarer

Is marketing and sales competence important in a board room? According to Niloo’s research it is not perceived as important and few boards have this competence. How can this be? Please could the board representatives and selection committes out there explain this to me? I’d love some more understanding on this important topic.

15

7 Kommentarer

What happens when two organizations with a similar mission get together and dream? 💭 Last Friday happens. It started with a phone call a few months ago from Jesper Broberg Bang, founder and partner at Gejst Studio. I first met Jesper and a few others back in 2020 when we were all a part of a collection of change-makers supporting Learning Mission. Our paths have crossed many times since, all with the same purpose to create schools where children can dream, be themselves and belong. Jesper asked "Loni, shouldn't we find out how to work together on something?" Despite crazy schedules and an impending summer holiday, we found a date in the calendar and brought together Imagine If and Gejst. Together, we dreamed. Of what problems we see. Of which ones we want to solve. Of our hopes for success and the consequences of if we fail... or simply choose to do nothing. Half way through the day, students from Byskolen Gnist joined us to share their perspectives on school. It affirmed the course we had started on... but perhaps added even more urgency to the cause. Each student talked about a past experience in school where they felt excluded and like they didn't belong. Byskolen had given them a chance to start over and with that shared understanding, they have been able to create a new community. But all the other kids? They're still in the old schools. They cannot wait for the calendar to become easy or for funding to come through or for the pitch-deck to be perfect. We actually have a responsibility to act with our experiences and unique set of skills... and now an exciting plan is in motion. For me, the Dream Day was a lot more than Post-It's on a board. It represents the necessary shift into acting collectively around a common purpose and mission. We don't have to do it all ourselves... and really, we probably shouldn't. A big thank you to Jesper, Helene Linnet Aaskov, Ciara Caitlin Coogan, Jonas Kalsgaard Lynggaard and Caja Fournaise for a really, dreamy day. I'm really looking forward to doing some important work together. #pbl #projectbasedlearning

27

2 Kommentarer

This article in Dagens Industri says future foresight is trending: "To prepare yourself and your organization for an increasingly complex future is more important than ever in times of health crises and geo-political uncertainty...Future foresight, or future studies, means systematically explore potential future scenarios and their consequences." As the article mentions, working with scenarios is not a new trend. Already in 1996, I got the chance to work in a really interesting scenario project at Ericsson, called "Ericsson 2005". We explored different possible futures with telecom & IT in focus. One was called "Content is King", which visualized a world where those who create and own the content are the winners. Quite close to where we've ended up. At that time, not many would have placed their bets on that future - but at least we started thinking along those lines (ok, maybe not hard and fast enough, but still...). Many years later, I worked with scenario planning again, this time at ICA. I even got the chance to develop my scenario skills at Saïd Business School, University of Oxford and orchestrated scenario workshops with my then colleague Cecilia Meldahl to prepare the organization for an increasingly complex future. My last project at ICA was ICA's first future report, in which we, among other things, explored future food scenarios for 2040. I strongly believe in the power of scenarios as a way to open our eyes to what could be possible - and sometimes even seemingly impossible. #scenarioplanning #futureforesight #futurestudies #framtidsscenarios https://lnkd.in/gWRwp9T5

30

A Journey Through Leadership and Healthcare Patricia Enocson recently left her role as HR Director for Karolinska Sjukhuset and is now looking forward to a career as an Executive Interim Manager in the USA. We have talked to her about leadership and the challenges within the healthcare sector. What challenges does the healthcare sector face, especially after the pandemic? "The challenges are significant, particularly in ensuring the right skills and finding experienced healthcare professionals. The workload is still high after the pandemic, and we need to think about new professional categories, analyse how future healthcare will look like, and how it will be administered, both at home and in our hospitals. Managers and HR functions, in general, must adapt for the future; we can’t stand still but anticipate the upcoming needs from a broader perspective. One important thing the pandemic brought with it is the realization that rapid adaptation is possible. At Karolinska Sjukhuset, HR became an active and equal partner; it's important that HR is not a separate guild but integrated into the business. CEO, CFO, and HR form an important trio to support managers so that together we can drive the business forward." What attracts you to start a career as an Executive Interim Manager? "After five years at Karolinska Sjukhuset, I want to try the role as an Interim Manager. Operationally driving change, development, and improvement for specific needs and projects appeal to me. I want to explore new industries in personnel-intensive, international, and profit-driven organizations. Executive Interim Management gives me a fantastic opportunity to share my experiences and to support management and staff. As an interim, you have to give your all; there are no 40-hour weeks. I have myself engaged Interim Managers and know that they are 'up and running' within two weeks, which provides an enormous boost when facing challenges and lacking the right expertise." Read our interview with Patricia here: https://lnkd.in/dG2KJAhC #interimmanagement #hr #healthcare 

37

Phrancesca is back!! Listen to her explain our model. Interested to learn more? Wish to join Phraktion? Or you have a project in mind? We would love to set up a discussion

16

1 Kommentar