Case Studies

Leadership program: PostNord’s annual hackathon

Every year, PostNord identifies a number of high-potential specialists to participate in a hackathon and action-based innovation leadership program. The aim is to retain and develop these specialists, build a strong specialist pipeline, and enable specialist leaders to work on business development opportunities or business-critical challenges—from idea to implementation.

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Shaping the future of Malmoe Museum of Art creative collaboration

In the dynamic and ever-evolving world of museums, it is crucial to foster a vision that resonates with both the institution's internal team and its diverse audience of visitors. To achieve this, the museum embarked on a comprehensive journey to develop a deeply anchored vision, long-term objectives and operational yearly plans. This journey involved understanding the needs and perspectives of the museum's visitors, enhancing the work environment, and fostering effective team communication and collaboration.

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Strategic direction with a focus on learning and accountability

In the competitive landscape of retail, Kjell & Co recognized the need for a cohesive and strategic approach to ensure long-term success and operational execution. To achieve this, the management team embarked on a structured alignment process, integrating SWOT and PESTLE analyses to build a comprehensive understanding of their strategic position, and strategy deployment to have a structure for following up, drive accountability and ensure learning. This process aimed to define the company's strategic game plan and identify key priorities to achieve their 2027 breakthrough objectives.

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Implementation of strategy and employee involvement

One of NCC's larger construction departments recognized the need to identify their strategic drivers and foster a strong sense of ownership within the organisation. This approach aimed to simplify the implementation of various projects and ensure high standards of collaboration, communication, and decision-making. The department's manager was committed to developing the management team and enhancing their effectiveness.

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Strategic HR transformation to drive growth and performance

Telavox, experiencing rapid growth of 50-100% per year, faced significant challenges in attracting talent to key roles, managing high employee turnover, and developing a strong pipeline of leaders. The HR function was primarily focused on recruitment rather than acting as a strategic partner. To address these business-critical challenges, Telavox sought to define a comprehensive HR strategy and build a department capable of supporting their ambitious goals.

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Leader-led cultural integration for merger of acquired business unit

A high-tech company acquired another entity to complement its value proposition with an additional business area. The acquisition was expected to generate synergies and drive revenue growth. However, it was assessed that leadership needed enhancement, and the acquired company needed to be socially and culturally integrated with the new owner. This integration required a comprehensive change management approach, combined with project management, to ensure a smooth transition and alignment of values and culture.

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Large-scale cultural integration at an international market leader

As part of its international expansion, ST-Group acquired approximately fifteen entities, including some former competitors. The management team recognized the need to unify these diverse entities under a single set of values and a cohesive culture. This initiative aimed to create "one company" with shared values underpinning behavior and decisions, fostering a strong and unified organisational culture.

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Enhancing performance through leadership in structure and culture

Kjell Group aimed to enhance collective leadership and foster a performance-driven culture through clarity and feedback. The primary goal was to increase individual performance using a growth-oriented approach. This initiative involved identifying leadership roles, defining performance management capabilities, implementing a reward structure, and designing a comprehensive leadership learning journey.

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