Norsk Hydro

Starting point: Leadership development with a shared direction

• New strategy and ambitions for the company's future
• A desire to become “more alike than different” and take leadership to the next level through shared leadership development
• A desire for unified leadership across the organisation
• The goal of a shared leadership foundation with a common mindset, language and best practices for leadership

Challenges: Differences in leadership culture and leadership behaviour

• Historically rooted local autonomy within and between departments
• Differences in leadership practice lead to inconsistent handling of everyday challenges
• A focus on results overshadows the leadership behaviour that creates the results
• Leaders solve problems instead of changing the behaviour that creates them

Process: Analysis, behavioural design and leadership training

• Kick-off and analysis of current leadership practice, future requirements and the differences between current and desired behaviour and culture
• Interviews and observations of managers and employees
• Connecting insights and developing behavioural design for recognisable situations in day-to-day leadership
• Presentation of insights and joint alignment of direction and expectations with the management team and leadership group
• Rollout and embedding of shared leadership practice through leadership training and support for everyday execution

Outcome: More leadership time and shared leadership practice

• Freed-up leadership time and fewer tasks and problems bouncing back to managers
• A shared leadership language, tools and focus across the organisation and its locations
• Practical training in applying and embedding value-creating leadership behaviour in everyday work
• Leaders know how to develop their employees' and their own competencies faster and with greater effect

Decisive turning points in developing a shared leadership culture

• A shared leadership style and mindset set the direction for and motivate everyday leadership behaviour
• Rapid learning increases engagement and job satisfaction
• Accountability and collaboration are strengthened through behavioural design using both analogue and digital tools