Manager’s
Overview

The Managers
Visibility

The Managers
Insight

The Managers
Willingness to change

What are your strengths?

To develop as a leader, it is important to be aware of your strengths. Strengths are the skills you are naturally talented at and which create the most value in the organisation. Identifying your strengths requires not only self-analysis, but also feedback from those around you. Many leaders may find it difficult to ask for feedback or receive it openly, but in a strong feedback culture, it is a natural part of development. In IPA Nordic’s approach, it is not about finding faults, but about recognising and strengthening what works best.

• Feedback must be constructive and based on recognition in order for strengths to be developed.
• What we pay attention to grows – that’s why we need to focus on building on what works well.
• Managers perform best when they work on their strengths rather than trying to fix their weaknesses.

How do you work best?

Effective self-management requires an awareness of how you work most productively. Some thrive in structured processes, while others are more intuitive and experimental. It is crucial to understand what creates flow and productivity for each individual leader so that working methods can be optimised. A leader who understands their own working style is better able to organise their work, prioritise and ensure that both time and energy are used correctly.

• Know your best working conditions – when and how do you work most effectively?
• Create systems that support your working style so you can focus on your most important tasks.
• Be aware of how your working style affects others and adapt it to the context.

What are your values?

Values act as an internal compass that guides our decisions and priorities. A leader who is aware of their values can make authentic decisions and create a credible leadership style. When values are clear, it becomes easier to navigate complex situations, handle dilemmas and provide direction for employees. In IPA Nordics’ approach, strong value-based leadership is essential for creating a stable and development-oriented organisation.

• Clear values create consistency in management decisions and give employees a sense of security.
• A leader should reflect on whether actions and decisions are in line with their own values and those of the organisation.
• Clear values lead to stronger collaboration and commitment from employees.

Where do you belong?

Leaders thrive best in environments where their skills and values are in harmony with the organisation’s culture. It is about understanding your own role and ensuring that you work in a context where you can create the greatest possible value. A leader who feels they are in the right place is more committed and better able to motivate their team.

• Know your strengths and values, and find the best organisational context for your leadership style.
• A good leader adapts to the organisation’s needs but remains authentic in their approach.
• Long-term success requires a match between the leader’s skills and the organisation’s direction.

What is your contribution?

Leadership is not just about managing processes and making decisions – it is about creating value. An effective leader is aware of how they contribute to the organisation’s goals, employee development and the culture of the team. Leaders who reflect on their contribution create more sustainable results.

• Ask yourself: What difference do I make to my team and my organisation?
• Make sure your contribution is aligned with the organisation’s strategy and vision.
• A strong leader continuously evaluates their contribution and adjusts their approach as needed.

My ability to change

Change is a constant factor in any organisation, and a strong leader has an agile and learning-oriented approach to new situations. The ability to adapt and learn from change is crucial for both personal and organisational success.

See change as an opportunity for growth and development.
Develop an agile approach where you can quickly adapt to new demands.
Learn from experience and feedback to continuously improve your leadership style.

How do I influence others?

Leadership is all about relationships, and a strong leader understands their impact on employees and the organization. How you communicate, give feedback and handle conflict has a huge impact on work culture. A leader with a strong understanding of their impact can create motivation, engagement and a positive work dynamic.

• Be aware of how your communication and behavior affects your employees.
• Create motivation through clear communication and credibility.
• Leave room for dialog and reflection – strong leaders are also strong listeners.

How do I develop my employees?

A leader is not only responsible for driving results, but also for developing employees. Talent development requires a conscious effort where employees are challenged, recognized and given the opportunity to grow in their roles. A strong leader creates a learning culture where employees dare to experiment and take responsibility.

• Provide continuous feedback and create a development-oriented culture.
• Identify employees’ strengths and create opportunities for growth.
• Inspire employees to take responsibility for their own development.

How do I create engagement and ownership?

Motivated employees create better results and engagement happens when employees see meaning in their work. A strong leader ensures that employees feel ownership over their tasks and have the opportunity to actively contribute.

• Communicate purpose and expectations clearly.
• Create a framework where employees feel accountable for their results.
• Recognize employees’ efforts and be an accessible sounding board.

How do I manage change in my organization?

Change can create uncertainty, but a strong leader ensures that the organization adapts smoothly. It’s about preparing, involving and guiding employees through change in a way that creates confidence and engagement.

• Communicate change clearly and early to build understanding.
• Involve employees so they feel part of the process.
• Provide direction and stability so that change doesn’t create unnecessary uncertainty.

How do I balance short-term and long-term goals?

Finding the balance between day-to-day tasks and strategic direction is an important leadership skill. A leader must be able to ensure operational efficiency while working towards long-term goals that create lasting value for the organization.

• Plan with a strategic perspective, but be flexible in your approach.
• Prioritize tasks to support both short-term results and long-term development.
• Make sure your team understands and works towards the overall goals.