People are by far the most critical
competitive advantage any organisation offers
It is people, teams and organisations that deliver results, develop the business through innovation and growth, and the ability to let people, teams and organisations be at their very best every day is crucial for the success of any organisation.
I offer a portfolio of services that will enable you, your organisation and business to be successful.
It is people, teams and organisations that deliver results, develop the business through innovation and growth, and the ability to let people, teams and organisations be at their very best every day is crucial for the success of any organisation.
I offer a portfolio of services that will enable you, your organisation and business to be successful.
I strongly believe in driving business results, innovation and transformation through people and throughout my career, I have worked with executives, senior leaders and program leads on their individual growth, with teams to increase their effectiveness, and with businesses to develop their organisation and drive transformation.
My engagemet with leaders at all levels has been in the capacity as internal as well as external coach and consultant. Further, I have taken up top and senior leadership positions in international organisations like Maersk, Svitzer, and VELUX as HR leader and Program Leader of various initiativies around digital transformation, cultural transformation, aquisitions and general organisational design and development.
As a foundation for my practical experience, I come with an academic background as Ph.D. in Economics from Aarhus and Copenhagen Universities. Over the years, I have supplemented this with training in Industrial Psychology, certification in Existential Psychotherapy and an ICF certification in Executive Coaching.
I strongly believe in driving business results, innovation and transformation through people and throughout my career, I have worked with executives, senior leaders and program leads on their individual growth, with teams to increase their effectiveness, and with businesses to develop their organisation and drive transformation.
My engagemet with leaders at all levels has been in the capacity as internal as well as external coach and consultant. Further, I have taken up top and senior leadership positions in international organisations like Maersk, Svitzer, and VELUX as HR leader and Program Leader of various initiativies around digital transformation, cultural transformation, aquisitions and general organisational design and development.
As a foundation for my practical experience, I come with an academic background as Ph.D. in Economics from Aarhus and Copenhagen Universities. Over the years, I have supplemented this with training in Industrial Psychology, certification in Existential Psychotherapy and an ICF certification in Executive Coaching.
Individual Growth and Executive Coaching
Programs customised your individual needs to accellerate your growth and career and deal with current challenges and opportunities.
Team Development
Programs for reaching the full potential of your team through agility, speed and collaboration.Â
Assessment
Application of best-practices and high quality tools to provide solid talnet assessments for development, recruitment and promotion.
Talent
Support to design and apply cutting edge talent programs to meet current and future needs of high quality talent.
Transformation and Culture
Support and advisory for organisational development and in building organisational capabilities and for transformation.
When the Greek philosopher Heraclitus stated 500 BC that “The Only Constant in Life Is Change” he probably didn’t imagine how true his words would be 2500 years later. While Heraclitus used the metaphor of a river to illustrate the flow of constant change in nature, you rather get the feeling of a waterfall and stormy waters when looking at the modern world. Regardless of which industry you are in and the size of your business, it is constantly subject to development, change and even transformation.
While we can recognise that these mega trends will hit us in some shape or form, understanding how we respond and take advantage of these, are completely different questions.
I offer expertise and advisory in how to approach transformation from a strategic point of view and how to translate this into concrete initiatives of capability building, cultural transformation, talent, and change management.
“What got you here, won’t get you there” was the title of Marshall Goldsmith’s famous book from 2007 about successful moves on the managerial career ladder. Clearly, the classical transitions between roles maintain to be primary triggers for personal development, however, “What got you here, won’t get you there” can be applied much broader. The speed of change and need for transformation across all industries underlines the fact, that senior leadership is all about continuous individual growth. What made you successful last year as senior leader, will not make you successful this year. Even less next year and the years to come.
I offer individually tailored programs to fuel your growth. Each program will be customized to your needs. We will focus throughout the program on the development goals and progression.
Building High Performing (Leadership) Teams has for decades been an objective for team leaders and organisations. With the words of Robert Hogan, the founder of Hogan Assessment, the general performance enablers of a leadership team is “to get Aligned, Along and Ahead.”
However, the classical modus operandi of a leadership team is long gone. The days where you with the same group of people undisturbed could follow an annual process is no longer reality – if it ever were.
Today’s leadership teams face other types of challenges and their role and how to collaborate must follow suit.
I offer Leadership Team Programs to build team effectiveness through working with both the structural element and dynamics matching the business reality for your team.
Let us be honest: Most often our decisions on talent are made on poor and less than professional application of practices, methods, and tools, and spiced heavily with various types of unconscious biases. No wonder that the success rates of recruitments and promotions are as low as they are.
Not having a solid foundation and assessment in talent decisions like development, recruitment and promotion is obviously not optimal, if not even dangerous. Not only will it limit the organisation, but it will also be a huge detractor for the best talent: If your top talent do not trust your judgement, they will leave to seek opportunities elsewhere.
I offer to conduct solid assessments of individuals, teams, and functions to strengthen your insights. The assessments methods, I use, are based on rigorous best-practices within interviewing, 360 data gathering, assessment centres and psychometric tools, like Hogan etc.
McKenzie declared the “War for Talent” in 1997 and the mindset around talent have not changed much ever since. Based on an assumption that few, specific critical roles in organisation has a huge disproportional contribution to the overall result of an organisation, Talent Management has been reduced to a race for and heavy investments in the few highly skilled and “High Potential” individuals who can take up these positions.
While it’s still critical to have roboust succession planning for the most senior roles, it is clear that a narrow focus on few individuals is not reflecting how people in general create value and we’ll need to rethink how we invest more broadly in talent development and in creating an environment where diverse talent thrives.
Further, we see strong trends and significant changes in how future talent will connect with organisations and work-life in general. No doubt that we will face stronger requests for ongoing feedback and development, and future talent will ask for room to explore alternative career routes. And don’t be mistaken, if we don’t manage to inspire, it will be followed by a firm decisions to exit and seek a meaningful career in a different organisation.
Together with a lot of other chaning aspects of future work, primarily driven by technology and internationalisation, we need to rethink our talent approaches for the future. This will involve new views on how talent look and where to find it, and I offer a structured approach to how you align with your business environment and strategy.
mail@larsevenrasmussen.dk
+45 51 29 07 93
+45 51 29 07 93
www.linkedin.com/in/larsevenrasmussen/
Strandboulevarden 77a, st.th.
DK-2100 Copenhagen O
Denmark
CVR: 36206780
