Ulf Hillstedt

At ENABLING CHANGE we are always current to learn and to share. Every quarter we have our 'Talking change' topic, where we ask for your input on a change topic. Then we collect the inputs and share the learnings back. . Over the summer we're discussing "What recent changes have had the most significant impact on your workload, work environment and stress levels? Were these impacts positive or negative?" Please share your view in the comments below or send me an e-mail on lef@enablingchange.eu We will share all our learnings on 'The everyday impact of Organisational Change' shortly. #enablingchange #learning #givingback #change

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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!

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“Accurate diagnosis is key. Build inner strength to engage teams in meaningful discussions about tough questions.” As we navigate this era of extraordinary change, vital to create the right environment for people to speak openly and honestly. Stating the obvious – it starts with all of us doing the hard inner work so we can show up with an open mind and open heart – ready to hear whatever others have to say – whether we like the sound of it or not … Hence, why I so admire the work of Jaemin Frazer. Frankly, it’s so powerfully foundational it should be a standard part of professional development in all businesses. Jaemin is focused on resolving insecurity which he does with simple, powerful frameworks underpinned by deep compassion for what it means to be human. Really excited about this book launch and conversation with Jaemin Frazer, on Sunday 16 June, in Sydney. Please join us if you’d like the opportunity to understand a completely different way of being in the world – a more honest, deeply healing approach. Booking link: https://lnkd.in/gsZuES5C If you can’t join us, I strongly encourage you to read Jaemin’s books or listen to his podcast. Have a look at his website: The Insecurity Project (jaeminfrazer.com) “Grow strong, straight, together”   #peopleengagement #inclusion #empowerment #teambuilding #leadershipdevelopment #businessstrategy #culturaltransformation #innovation

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The benefits of engaging an Executive Interim Manager during challenging times Organizations often face periods of turbulence due to restructuring, the need for specialized expertise, or business-critical skills gaps. One effective solution is to engage an Executive Interim Manager, who can temporarily provide the necessary leadership and stability. Engaging an Executive Interim Manager offers significant benefits during challenging times, including immediate availability, expertise, objectivity, cost-effectiveness, and a focus on results. They provide essential stability, continuity, and knowledge transfer, helping organizations navigate crises and emerge stronger. Here are the key benefits: Immediate Availability: Interim Managers can start within a couple of days, offering swift solutions to critical leadership gaps and ensuring continuity during crises. Expertise and Experience: They bring specialized skills and a proven track record, allowing them to address challenges efficiently, especially in areas like turnaround management or major projects. Objective Perspective: Coming from outside of the organization, Executive Interim Managers offer unbiased viewpoints, helping identify and address issues that internal teams might miss, and making decisions free from internal politics. Cost-Effective Solution: Although an additional expense, Interim Managers avoid the long-term costs of permanent hires and resolve issues quickly, reducing potential losses. Focus on Results: Their success is measured by immediate impact, driving them to achieve specific goals aligned with the organization's needs. Leadership Continuity: Executive Interim Managers bridge critical leadership gaps between permanent leaders, providing stability and maintaining momentum, which reassures employees, clients, and stakeholders. Knowledge Transfer: Beyond solving immediate problems, they share expertise and mentor internal staff, strengthening the organization for future challenges. #interimmanagement #bestadvice #leadership

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Adapting to change is essential for keeping our company relevant in today's market. As marketers, we strive to create engagement and involve people in our activities, both across our organisation and among our target audience. This is why expertise in Change Leadership is vital to maximise the impact of our initiatives. Thank you, Anders Richtnér and Felix Carlsten, for highlighting this topic and giving us a glimpse into successful leadership. https://lnkd.in/dVpzyteB #Marketing #ChangeLeadership #ChangeManagement #Transformation #Engagement #Retention #MarketingEngagement #Leadership

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To all my HR colleagues check out our free webinar - The Missing Piece for HR - on July 10th and September 10th. Link to book in the comments

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Just did THE BEST workshop with Simo "Sumi" Routarinne! Thank you, Simo and thank you to all the participants! ❤️ What a way to wrap-up the week and start the weekend! For those of you who missed it, no, there are no recordings or replays...you snooze, you lose. 😉 However, it was a sneak peak of a program Simo and I are starting on May 3rd and that will run through the end of June. We'll be teaching you how to transform with heART: transform yourself, transform your organisation. So, if you have some training budget that's burning a hole in your pocket you can check the program out here https://lnkd.in/egai-Vz3? and sign-up there, too. We really hope you'll join us, transformation doesn't have to be scary and serious, it can be fun and joy-filled. #transformation #innovation #sustainability #creativity #art

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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 

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Well said Adam. What is your take on cognitive ability tests? Several studies suggest that IQ is the single best predictor of job performance. Personally I find that a mix of cognitive tests, structured (well structured that is!) interviews, and job knowledge tests along with personality assessments give the highest predictive validity

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Let this be a lesson for all you leaders and managers out there ... 👀 ⬇ Yesterday I attended a lecture from the Swedish epidemiologist Anders Tegnell organized by Mpya Sci & Tech. His leadership has received both criticism and praise, and offers valuable lessons - particularly under extreme pressure (just imagine setting the health guidelines for a country dealing with an epidemic 😖). He is not the typical energetic visionary leadership role model that you would expect to inspire an entire population. On the contrary; he is calm, rational, data-focused, and reflective. So what can we learn from his leadership style? 1. Prioritize data - He emphasized factual data in his legendary updates. 👨‍💻 2. Set sustainable goals - Early on, he recognized the unsustainability of long-term lockdowns and therefore avoided them. ♻ 3. Maintain calm and rationality - Amid global chaos, he focused on proven research; what has shown to work and what has not? 📚 4. Reflect and adapt - Confident in his data-driven decisions, he acknowledges past mistakes. With the information present at the time he would make the same decisions again, but now we have new info and learned from it (see the difference?) 🧐 5. Avoid excessive risk-aversion - he never took too many measures that were not proven to be effective. 🤧 6. Respect your audience - in contrast to many other countries the updates were made by an epidemiologist, not a politician. The focus was on transparency, motivating goals, and explaining outcomes instead of controlling behavior, endless guidelines, and confusing directives. 💡 He remains to be an inspirational figure. His calm, transparent, and data-driven style of leadership should be a message to the loud controlling leaders that we encounter daily. 🧠 #AndersTegnell #Leadership #AuthenticLeadership #Mpya

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It's not just about skills; it's about fit. Finding employees who align with your culture is key to productivity and team harmony. Explore the Job Fit Framework for strategic hiring insights. Join our webinar now!  #JobFitFramework #JobFit #HiringProcess

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What's the link between #talentattraction, #relocation and #gender, especially linked to the big industrial investments happening in #Sweden and #theNordics? This was something Mustafa Sherif and I discussed in the latest Urbanistica Podcast - Cities for People. See link to full episode in the comment section for more on this. https://lnkd.in/dqp7Qvph

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Nordic Interim Sweden celebrates 20 years!   One of our Talent Managers, Anette Ahlstedt, tells us why she chose to join the Nordic Interim team: “I enjoy working with people and building relationships with professionals and clients. I’m very interested in business and industry trends. To be able to contribute with creative solutions to complex organizational needs is very satisfying and it is very rewarding to see tangible results of a successful Executive Interim Manager and making a positive impact on the individuals’ professional journey.”   When should you turn to Executive Interim Management solutions? “Executive Interim Managers are brought in on a temporary basis to address specific challenges or manage a transition. It is a good way to get access to skills and competencies that you do not have internally.”   What is Nordic Interim’s USP? “Nordic Interim has the ability to deliver high quality Executive Interim Managers who meet or even exceed client expectations. We can successfully provide professionals in a timely manner, and they are up and running within just a couple of weeks. Our absolute strength is being one-team – we all work for our clients and Interim Managers, dedicated to see results. We live our values Care, Dare and Share in everything we do.”

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Thank you Essi Karvonen for the insightful webinar on emotional skills in effective leadership! Managing our emotions is key to resilience and awareness, both personally and professionally. Sailing (and surfing, sometimes!) through emotions helps us grow, become reliable and welcoming individuals, and maintain balance within ourselves and the world. #PRAXIAlliance #EmotionalIntelligence #LeadershipDevelopment

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How Agile Are You? June 25 at 11AM - Join our Interactive Webinar 🌟 In cooperation with Agile Business Consortium we will focus (again!) on the importance of having an Agile Culture. Curious how adaptable, flexible and innovative you are? Sign-up today ⬇️ https://lnkd.in/dW9BEbU9 #agileculture #agile #agility

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How Agile Are You? June 25 at 11AM - Join our Interactive Webinar 🌟 In cooperation with Agile Business Consortium we will focus (again!) on the importance of having an Agile Culture. Curious how adaptable, flexible and innovative you are? Sign-up today ⬇️ https://lnkd.in/dW9BEbU9 #agileculture #agile #agility

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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.

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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 ⬇

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