Lisbeth Hedberg Partners AB

LEADERSHIP ASSESSMENT

USE PERSONAL FEEDBACK TO DEVELOP YOUR LEADERS AND RETAIN TALENT

Organizations need to look beyond today and plan ahead for the future.¬†Lisbeth Hedberg uses proven analytical skills and methodologies to enable¬†you to identify ‚Äď and retain ‚Äď your best talent.¬†We support you in assessing and developing your leaders and management¬†on a case-by-case basis to ensure you have the right skills in place for the¬†future.¬†Our processes encourage engagement between the individual and the client.¬†We provide you with a structured report about the individual which you can¬†use as a powerful source of information for future development and in your¬†competence planning.

Lisbeth Hedberg uses ‚Äėbest-on-the-market‚Äô processes and new tools approved¬†by STP (Stiftelsen f√∂r till√§mpad Psykologi) and/or ITC (International Test¬†Commission). Examples include IQ tests, MBTI (Myers-Briggs Type¬†Indicator), JTI (Jungian Type Index), EQi Emotional Intelligence (BarOn ‚ÄstDaniel Goleman), 360 Feedback and TDA (Team Diagnostic Assessment ‚ÄstTeam Coaching International) to accurately assess individuals and teams.

‚ÄúAlways invest for the long term.” ‚Äď Warren Buffett

 

 

assesment-2CASE STUDY 1

ALIGNING A CROSS-BORDER MANAGEMENT TEAM

Challenge:
Large Nordic company was changing its business model and leadership roles due to a greater need for communication and collaboration across borders.The management team needed to increase their engagement in strategic issues and to find a way to implement these changes in the rest of the organization. Ineffective communication was a problem.
Solution

Solution:
Lisbeth Hedberg gathered information and assessed it on a team level. Workshops and team coaching focusing on behavior change, heightened awareness and wider perspectives was used to improve collaboration on the management team. Coaching continued for six months and the process was later assessed. 

Outcome:
Assessments after the six-month coaching showed a more aligned and effective management team. Meetings became more focused on co-responsibility and on strategic issues. Departmental collaboration, team alignment, positivity and the awareness of the importance of how to create sustainable change had all improved.

CASE STUDY 2

DEVELOPING A GLOBAL TALENT POOL

Challenge:
Publicly-listed industrial company with around 5,000 employees needed to evaluate and develop its pool of talent for future global management. The company was going through rapid market changes, globalization, M&A activity and was shifting its strategy from technology-focused local leadership to a customer and business-driven global leadership.
Solution

Solution:
Lisbeth Hedberg assessed and analyzed the talent pool and leadership on different levels, and in cooperation with an international partner. Tailoredbusiness cases and simulation were used to highlight the new business and leadership focus. Recommendations on next steps were given.

Outcome:
Strengths and weaknesses were highlighted, and issues about leadership challenges for the future were addressed. Individual development plans and activities were clarified in a cost-effective way. Training, job rotation, coaching and mentoring was put in place to continue the process.

CASE STUDY 3

TAKING OVER UNCOMPLETED BUSINESS IN MERGER SITUATION

Challenge:
New CEO in an industrial company faced profitability issues, lack of consistency (several CEO changes in recent years), and an uncompleted merger between two well-known international brands.
Solution

Solution:
Lisbeth Hedberg conducted an individual assessment of management teams and facilitated the results.CEO was provided with coaching and strategic advice.

Outcome:
Using personal relationships, the necessary changes were targeted and could be implemented quickly. Part of the management team was changed based on evaluations of the strengths and weaknesses of the team. Individual development requirements and specific goals were defined.