Leadership and executive development

Although our world constantly develops, leadership will continue to be at the core of business success, inspiring and attracting talent.

An impactful leader is aware of his own strengths and weaknesses and can successfully transform the leadership according to situations, teams and individuals.

When we work with management teams, we clarify where the desired impact comes from and provide tools to increase this impact. The journey to impressive leadership is different for everyone, which is why we always take into account the requirements of your organisation's situation, strategy and business environment.

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Hybrid leadership – from the workplace to the networkplace

Work continues to evolve, not least during the past few years. We are facing an ever more complex workplace, or networkplace, where leaders guide organisations and their people across digital, physical, social and mental spaces and technologies.

Leadership concerns

Major leadership concerns encompass the risk of diminishing creativity, innovation, and spontaneous development. Additionally, challenges may arise in cross-team and cross-functional communication, hindering tacit knowledge sharing. Other potential issues include a decline in team spirit, reduced motivation, and engagement among team members, as well as individual disengagement and compromised well-being. Furthermore, there is a risk of obstacles in effectively onboarding new employees into the work community.

How does hybrid leadership differ?

Hybrid leadership needs to be more individualised for each team member. It requires more time, planning and focus than before and cannot happen “on the go”. Leaders need to work actively on developing team spirit, team and goal alignment, engagement and motivation.

Leaders need to trust team members to deliver results when out of sight. Hybrid leadership also requires online facilitation skills to be able to engage team members, increase creativity, knowledge-sharing and team spirit.

Learn how we can support you to successfully lead in hybrid

We can support you in themes such as

  • Clarity and purposeful vision
  • Impactful communication
  • Engaging leadership in the networkplace
  • Smart teamwork and collaboration
  • Harnessing technology content by Microsoft

Executive management teams

A successful management team ensures its renewal, clarifies the interaction of their team and the way they work, and strengthens the coaching way of leading. A well-functioning management team renews itself and develops its operations based on the strategy. The group mirrors its renewal to the organisation's capability and competence needs.

Through our development programmes and coaching, management teams renew themselves on an individual and a team level. While the team strengthens its capabilities, competence, and way of working, individual management team members build their own development plan as a leader. We combine different development and group coaching methods, surveys, mapping, and self-assessment methods to support renewal.

Examples of management team development themes:

  • Management team operations in leading change
  • Identifying and managing strategic capabilities
  • Leading culture
  • Tasks and objectives of a new management team
  • Development and management of strategic competencies
  • Management team diversity, team dynamics and interaction

Coaching leadership

A basis for a successful company is a healthy workplace where everyone feels they have a purpose and can be heard. The management team often plays a crucial role in maintaining a positive and forward-looking spirit. Its consistent and systematic way of working is reflected in the rest of the staff and makes the entire company's operations more efficient.

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Leadership and management

Does your organisation's leadership support your strategy?

Through our solutions, leaders get the tools to implement the strategy and make it functional in their own team.

A good, impactful leader understands the kind of management suitable for their organisation and its operating environment. Our development solutions identify impactful management skills and the strengths of the leader. We help the leader understand how to lead, renew and support individual team members in developing their competence.

Self-management is an essential part of leadership. A leader needs to know themself well, and their strengths, and understand what motivates them to be able to lead others well. We support the leader's growth by using a number of methods, including self-assessments, strength mapping, 360-assessments and coaching processes.

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Contact us for more information

You can reach out to us using the adjacent form.

Alternatively, feel free to contact Mari or Michael directly.
Image of Mari Tasanto
Mari Tasanto
Growth Area Director, Customised Solutions
+358 40 048 8004 mari.tasanto(a)hankensse.fi
Image of Michael Röllich
Michael Röllich
Commercial Director
+358 40 519 7696 michael.rollich(a)hankensse.fi

Did you know that you can incorporate coaching into all of our customised solutions?

Read more about coaching

Customer stories

Additional information

What is coaching leadership?
Coaching leadership for an effective corporate culture

In a modern company, managers work in a coaching style. They involve everyone in decision-making and problem-solving. Coaching leadership can be seen throughout the workplace, promoting an open company culture.

What is coaching leadership?

Coaching leadership is about positive collaboration based on a good relationship in which the manager listens, asks questions and encourages team members in different situations. Work gets done efficiently when the interaction is open and respectful.

Coaching leadership ensures that each employee commits to personal goals and targets and actively searches for approaches and methods that work. Therefore, coaching leadership increases employees' ability to manage themselves and their desire to develop their work to achieve their goals.

A leadership style based on coaching is essential for a functioning workplace. It creates a safe atmosphere where the focus is on the success and challenges of employees. Managers and supervisors are ready to support whenever an employee asks for or needs help. This means they look for solutions together; it does not mean managers should have ready-made solutions to challenges.

A coaching approach in the management team

The management team members should be aware of how significantly they influence the company's culture through their actions. Employees will also adopt this approach when the management team is committed to listening to each other, having a continuous dialogue, developing their work and focusing on solutions.

When it comes to the internal development of the management team, a coaching approach means that the focus is on the team's activities, cooperation and interaction. It is crucial to consider how to get top experts in their field to collaborate and build a team where everyone's skills are needed. It is essential to ask what is required of each individual and the management team as a whole to achieve the goals and get results.

Developing leadership skills is the responsibility of every member of the management team and other leaders. Knowing one's strengths and development areas is essential because leadership development starts with knowing oneself and with the ability to lead oneself. A good workplace needs leaders who are comfortable with themselves.

Coaching leadership is connected to a company culture that defines how people work with each other and how goals are achieved. An open and trusting atmosphere promotes a functioning corporate culture, which is ultimately the only force driving the company forward.

Culture can and should be led.

Good leadership supports the implementation of an organisation's strategy

It's been a while since leadership was about someone giving orders and others obeying. At its best, leadership is about interaction, listening to each other, supporting and showing direction. People leadership, in particular, focuses on day-to-day work, emphasising collaboration and a good atmosphere.

Good people leadership is needed to implement a company's strategic goals and development projects. A hands-on leader ensures that their team works toward achieving goals. There are leaders at different levels of the organisation: middle managers, team leaders, project managers and project experts, and top management has people who need good people leadership.

The hands-on leader makes sure everything goes smoothly

The importance of hands-on management can be seen in how well the day-to-day work flows. The leader is the coach and practical support to employees. They make sure that the team understands the tasks and goals. They also organise conditions that enable employees to receive the support and resources they need to succeed in their work.

Everyday management can significantly impact the working atmosphere and team dynamics. Good practical leadership involves giving positive and constructive feedback so employees feel they are meaningful and valued team members. Encouragement boosts employees' commitment to their work and activities aimed at achieving goals.

Successful daily interaction and information flow are essential for activities to go smoothly. Often, the leader communicates information between top management and employees. They must ensure that communication is clear, transparent and regular. Communication must also be a dialogue; the employee is listened to, and their opinions are considered in decision-making.

The people leader is the one who knows the employees best and can support the development of talent. They can identify the strengths of employees and where they need to improve and can guide them constructively towards learning. The leader often also has the authority to create opportunities for training, mentoring and career development.

Support needed for people leadership

Leadership is challenging work that requires compassion and people skills. At its core is the ability to communicate, collaborate and engage in practical work whenever needed. It also requires balancing different interests and considering the organisation's goals and people's needs. Sometimes conflicts are inevitable, and challenging situations arise that require strong decision-making skills.

Leaders must know themselves and know how to manage themselves. An excellent leader sets an example and influences team members with their behaviour and attitude. That's why it is vital that the hands-on manager knows their strengths and challenges and wants to develop as a leader.

Leaders need support and often coaching to perform their work to succeed as a leader. That's why we support managers and leaders to grow and develop as people leaders.