LEADERSHIP DEVELOPMENT PROGRAM 

September 2019- March 2020

HR AWARD 2021: MOST INNOVATIVE HR CONSULTING, Category of Leadership Development Solution Provider

An innovative program for the development of leadership skills and the introduction of a new culture with central pillars: coaching, stakeholders’ participation, and ancient Greek philosophy with impressive results.

Client: Alfa Laval Greece

The challenges we had to face.

Alfa Laval Greece, part of the Swedish multinational Alfa Laval Global, is an industrial company that offers “Industrial & Marine Equipment, and Technical Support eg olive oil processing and production solutions.  In 2018-19, after a great effort during the financial crisis, Alfa Laval Greece presented rapid growth. At the same time, Alfa Laval Global has introduced new core values, core leadership skills, and corresponding behaviors. A new leadership culture is appropriate to effectively address the new challenges of the VUCA global environment.

Purpose

The HR of the wider region (Adriatic) of Alfa Laval Global to which Alfa Laval Greece belongs and the General Manager of Alfa Laval Greece invited me due to my previous experience in the successful introduction of a new culture in companies in Greece to design a tailor-made project with the below goals.

-The leaders and future leaders of Alfa Laval Greece embrace the new leadership culture and respond effectively to the business opportunity of growth.

The 3 pillars of the program were

1. 1:1 & Team Coaching for the Executive Team & CEO
2. 360 evaluation with Stakeholders ‘feedback and feedforward about leaders’ progress during the whole program
3. Building trust.

Results

A new leadership culture has been successfully introduced,

Executives’ subordinates worked better. Working with the leadership team, the rest of the staff evolved with it and the climate improved.

The executive team became stronger with better relationships.

Executives became coach leaders, gained more satisfaction, self-awareness, self-confidence, assertiveness, time and stress management, improved image, better physiology, cooperation and mutual support, promotion, and greater willingness to undertake new projects and processes.

The CEO has been promoted.

The numbers have improved even during the corona era!

Innovations

The whole project was innovative from the beginning, the methodology of the program from the concept to the presentation of the results.

We started with the company’s need to capitalize on the development of the industry and find the next leaders and we ended up building a new leadership culture and a strong team and of course an even better CEO.

Specifically

• The approach to understanding the new leadership culture and to evaluate for each executive by himself and the stakeholders, before and at the end of the program.
• The onboarding workshops
• The 360-evaluation tool we created remains in the company as its own evaluation model of the new culture (leadership skills, values, attitudes).
• The utilization of the ancient Greek philosophy in the coaching process strengthened the leadership skills that each executive chose to improve.
• The use of mindfulness in the process
• The individual presentations of the executives, “My personal journey” at the end of the program