Create changes, results and cohesion
in your company

The Realisation of the Desired Results Requires Targeted Organisational and Leadership Development

Organisational changes, strategic initiatives, desires for development, progress and/or establishment of new business can be diverse, but the realisation of the desired results and initiatives always starts and ends with the leadership team and the individual leader.

Our experience is that when the leader needs to be the natural focal point for the realisation of “the new”, then the leader can often, in a transitional phase, benefit from targeted upskilling, sparring, support and/or extra hands in relation to the implementation of “the new” in a working environment where “business-as-usual” must also be taken care of.

HJORT & FRØIK has extensive experience and competence in both organisational development, learning and technology implementation and leadership sparring, which we put together for effective and relevant organisational and leadership development. It is our experience that the optimal and most relevant organisational and leadership development takes place best when working purposefully in the company’s own context in relation to the specific changes and results that are desired to be achieved – rather than in relation to more general leadership skills and competences.

Therefore, HJORT & FRØIK’s leadership development programs and leadership sparring are always based on specific situations in the company and the reality in which the leader must lead and create results. If the organisation is facing changes that affect across the entire organisation, it is important that the leader is prepared in relation to how “the new” will affect not only the manager’s own employees and areas, but also what effects “the new” will have for employees across the organisation, and that there will be an opportunity to evaluate and perhaps rethink the ways of working and collaborating, as well as any need for new skills and new thinking.

Focused on your Company’s Own Challenges

Create Coherence Across the Company

Here, our focus in addition to the individual manager and his competencies is also on the employees, the management team, and how teams internally and teams across the organisation can complement, challenge and support each other – and at the same time create a cohesive force across the company.

Therefore, HJORT & FRØIK’s leadership development programs focus on developing and strengthening common understanding, cooperation and team spirit upwards, sideways and downwards in the organisation. Our thesis and starting point are that no leader alone is the “perfect” leader who can lift the company onwards alone. But together, leadership teams that share a coherent understanding of the challenges facing the company can collaborate, supplement, complement, and lift each other to create the desired results and changes faster and more effectively.

On the organisational side, our development programs are based on “the learning organisation”, which can be described as the interaction between individual learning by the individual manager and/or employee, and how this individual learning is subsequently incorporated into the company/organisation’s actions, experiences, knowledge and methods. “The learning organisation” requires an open and curious learning environment, where it is OK to make mistakes and learn from them in order to create and further develop the company’s culture – including implementing transformative changes in an environment where the individual can feel safe and secure performing tasks, and where the individual can gain recognition for contributing ideas, experiences and knowledge to the development of the organisation.

The Learning Organisation

The Company’s Core Competencies

An important factor is also that managers have the opportunity to assess where important core competencies are located in the company, and how they can be maintained and utilised in the best possible way, as well as how external competencies can be “brought into play”. Here, it is HJORT & FRØIK’s view that managers often look for new competencies in an overly narrow context and in a too narrow target group. We would like to help expand the view on the range of profiles/competencies that can contribute positively to the organisation’s development.