1. Create a vision that commits — not just inspires
A strong vision is more than a management document — it must reach the people who will make it a reality. People need to be able to recognize themselves, understand how vision affects them, and see their role in the whole.
👉 The vision must answer the question: What does this mean for me?
👉 Use concrete examples and tell stories that create both intellectual and emotional resonance.
When people understand why and why now, you build both motivation and direction.
2. Build trust through open and honest communication
Uncertainty is inevitably changing. Silence reinforces it. Open communication builds security — and trust.
✅ Be honest: Also share what is difficult.
✅ Actively listen: Acknowledge feedback — and follow up.
✅ Be Consistent: Regular updates create predictability.
3. Give people ownership — not just tasks
Transformation succeeds when it happens to people — not to them.
➡️ Involve employees early.
➡️ Assemble multidisciplinary teams with responsibility and trust.
➡️ Recognize the contributions — ownership is created through participation.
4. Develop skills and security for the future
Change can feel threatening. Lack of expertise creates fear. Investing in learning provides security and momentum.
🎯 Offer targeted training.
🎯 Make future opportunities visible.
🎯 Communicate that no one is left behind.
5. Be honest about what change actually requires
Real transformation means that something has to be changed -- and perhaps sacrificed. Not all processes, roles or structures will persist.
🔹 Be open about consequences.
🔹 Support those who have to readjust.
🔹 Take the necessary steps — with respect and clarity.
Leadership is as much about courage as empathy. Both are needed to build trust.
6. Lead with emotional intelligence
Behind KPIs and strategy documents are people with emotions. Change can trigger both inspiration and resistance.
🎧 Be present — see how change is experienced.
Recognize emotions — normalize stress and insecurity.
🌟 Go ahead — show calmness, courage and faith in the process.
7. Experiences from reality — when people are forgotten
Example 1: Constant rearrangement — zero anchoring
A business I worked with changed structure almost annually to be “agile”. The result? Fear of challenging, low risk appetite, and short-term ownership of initiatives. The constant chase actually impeded propulsion—activity did not turn into effect.
Example 2: Culture on Gloss Paper
Another company proudly showed off its values, but when the transformation came, employees weren't heard or involved. Confidence weathered. Behind the facade existed a disconnected culture in which commitment was exchanged for resistance.
The common denominator? The people were forgotten, and the initiatives failed.
8. Build a culture of collaboration and celebration
Transformation is a team effort. Silos must be broken, efforts must be recognized, and victories must be celebrated.
🎉 Highlight progress — even the little ones.
🤝 Facilitate interdisciplinary collaboration.
💬 Create arenas for learning and sharing.
9. Keep the transformation alive over time
The launch is the start -- not the end.
🔁 Reinforce desired behaviors through leadership and incentives.
🔄 Listen and customize along the way.
🧭 Keep management focused — what is followed up gets done.
Conclusion: Humans are at the heart of all transformation
You can have the best technology on the market and a crystal clear strategy. But without trust, ownership and commitment from your people, you don't get an effect -- only change on paper.
Do you want to succeed?
Start with the people. Listen to them. Lift them. And lead them through—with courage, openness and respect.
Mer om
Strategic Business Development
Being a leader for leaders - some honest reflections from the role of leader in Eager
