lars even rasmussen
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People are the critical competetive advantage …. and that includes you!

It is you, your people, teams and organisations that deliver results and develop the business. Your leadership is essential for the success of your organisation.

I offer services for leaders, people, teams and organisations to be at their very best every day:

  • Executive Coaching & Growth
  • Team Development
  • Assessment
  • Talent Programs and Development
  • Advisory and Consulting in Transformation

Explore the themes in the top menu and please contact me if you would like an informal discussion of how you, your team, organisation, and business can grow.

Transformation

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, change management, and design a HR Process Landscape to support this.

Please get in touch if you would like to share reflections on how transformation affects your organisation and how to work with it.

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 with increasing Volatility, Uncertainty, Complexity and Ambiguity (VUCA). This is the reality we must work with.

Add to the VUCA world new transformational Mega Trends like the Digital & Technological Revolution, Continued Interantionalisation, Climate & Environment, and the Future of Work & Organisation that are rapidly changing the business environment. 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. 

Executive Coaching & Growth

I offer individually tailored  executive programs to fuel your growth based on your situation and needs.

Please get in touch if you would like to have a discussion of how this could look for you, one in your team or one in your organisation.

“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 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.

Do not be mistaken; being senior leader during times of VUCA, change and transformation is demanding and tough. It will require your best every day. It requires time, effort, and investment in personal growth and the statistic on career failure and burnouts demonstrates clearly demonstrates that it is more important than ever.

Team

Do you face similar changes for your leadership teams? 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.

Please get in touch if you would like to discuss how you can work with your teams and how I can support.

Building High Performing (Leadership) Teams has for decades been a key 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 and performance management through shared and individual KPI’s and dashboards is no longer reality.

The circumstances under which Leadership Teams operate have changed fundamentally with increased change, volatility, uncertainty, complexity and ambiguity. Further, continuity in team composition is rarely seen, and new ways of working and organisational models calls for different leadership styles from individual leaders as well as leadership teams.

Assessment

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 and scientifically validated methods and tools.

Please get in touch if you would like to talk more about assessments and how this could strengthen your development, recruitment, promotion, and other talent decisions.

Let us be honest: Most often our decisions on talent are made on poor and less than professional application of practices, methods, and tools. 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 is obviously critical. Not only will it limit the organisation in growing, 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.

While an solid assessment will  is only half the way. Way too many times, people have been left with an assessment without concrete ways of working with it afterwards. This is why development or onboarding plans should be integrated in the assessment programs and even better with a rigorous following through.

Talent

I offer a structured approach to how you align your Talent Management System with your business environment and strategy and please get in touch if you would like to discuss how these questions relate to your organisation.

McKenzie declared the “War for Talent” in 1997 and the mindset around talent have not changed a lot ever since. In the original McKenzie report, the “war” was a pretty reactive approach to talent development: Due to future shortage of qualified talent, organisations needed to go to war to “conquer” talent.

However, in a world of transformation, where the relationship between employee and employer fundamentally change, where hybrid models for working remotely changes how to collaborate and engage  and where younger generations are looking for different purposes of a career, we have to start looking at Talent in a different way and with different approaches.

This raises the question of how well your current Talent Management System is prepared for the future. What is your Talent Philosophy and what is your  Talent Strategy and system to make it come to live?

About

I have worked with Executive Coahcing, Individual Growth, Team Effectiveness in Executive and Senior Leadership Teams, Organisational Development and Transformation throughout my career as internal and external coach, consultant, program leader and HR leader in international organisations like Maersk, Svitzer, and VELUX.

I come with an academic background as Ph.D. in Economics from Aarhus and Copenhagen Universities and have supplemented this with training in Industrial Psychology, certification in Existential Psychotherapy and an ICF certification in Executive Coaching.

Let's get in touch!

Do not hesitate to get in touch if you would like to discuss opportunities for how to development leadership in your organisation. I will be happy to be your sparring partner and brainstorm on ideas that fit your purpose.

Please also sign up for receiving my monthly newsletter. Here I will share perspectives on the latest thoughts and relevant topics for senior leaders and teams.

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