Holistic LeadershipHolistic Leadership
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Leadership development for leaders, teams and organisations

From gap to results. All the way.

For CEOs, HR leaders, managers and management teams who want to turn leadership development into clearer behaviours, better decisions and results that can be followed over time.

We do not begin with a standard programme. We begin with the progress you want to create, clarify the current state in relation to that direction and build the development journey that is actually needed.

  • Analysis before content
  • Practical training in real situations
  • Structured review that makes progress visible
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25 minutes. No preparation. Personal and without obligation.

  • Over 40 years of leadership experience
  • 26 documented client testimonials
  • Analysis before content
  • Progress reviewed over time
  • Boliden
  • BMW
  • Swedbank
  • The Swedish Armed Forces
  • Danderyd Hospital
  • University of Gothenburg

Client result: Boliden

Leadership with reach from one of Sweden’s largest mining operations across Boliden Mines

Individual coaching and mentoring for a senior leader in an organisation where complexity, people, technology, safety and significant business value meet.

Patrik Gillerstedt in a light blue shirt with the Boliden logo

From leading Aitik to a central role with reach across Boliden Mines

Patrik Gillerstedt

Former General Manager, Boliden Aitik

During our work together, Patrik led an extensive mining organisation through approximately 40 managers and around 460 employees, with substantial operational and financial responsibility and demanding leadership requirements in a complex industrial environment.

Today, Department Manager, Mining Technology, Boliden Mines

A central leadership role within Boliden Mines, where Mining Technology supports the mining operations with specialist expertise in mining technology, planning, development, problem solving and the design of future mining operations.

Boliden

The assignment

When the work began, Patrik was General Manager of Boliden Aitik and led his organisation through approximately 40 managers and around 460 employees.

Leadership took place in a complex industrial environment with substantial production values, rigorous safety requirements, extensive technical systems and many simultaneous decisions.

Our work did not begin with a standard programme. It began with Patrik’s real day to day responsibilities as a senior leader.

The work

Coaching and mentoring with Torbjörn Källström were linked directly to current decisions, leadership situations and the challenges Patrik faced in his daily responsibilities.

The work focused on personal leadership, structure, decision making, management practice and the ability to create results and development through other managers.

Torbjörn’s own experience as a CEO, manager, chair of the board and leader became part of the senior sparring.

The progress

Patrik describes how the work gave him both personal and professional insight.

He strengthened his personal leadership, created clearer structure and gained a qualified sounding board for complex leadership questions.

Patrik has since moved into a central leadership role within Boliden Mines as Department Manager for Mining Technology.

Mining Technology works closely with Boliden’s mining operations and supports them in areas including mining technology, mine planning, technical development, problem solving and the design of existing and future mining areas.

This is a role in which leadership and the specialist organisation have an impact far beyond a single mine.

A different way to create development

We begin where others often finish.

What you do not get

  1. A standard programme prepared in advance

  2. Content before analysis

  3. Training in what you already master

  4. Inspiration without a connection to everyday work

  5. Follow up that only measures completed activities

  6. A certificate as the final destination

What you do get

  1. A development journey built around real needs

  2. Analysis before content

  3. Focus on what needs to change

  4. Practical training in real situations

  5. Follow up of behaviours and results

  6. Visible progress that continues

How the whole system works together

A complete system for meaningful progress

Four parts. One coherent responsibility. Development that can be followed over time.

  • Research informed knowledge
  • Proven leadership experience
  • Practical training in real situations
  • Structured follow up over time

  1. Holistic Leadership

    A holistic perspective, responsibility and quality throughout the process.

    Read more

  2. The tailored development journey

    Content and training are shaped around the starting point, goals and needs.

    Read more

  3. Nova Deep Insight

    Analysis and feedback create deeper self insight.

    Read more

  4. The Results Journey

    Insights are translated into commitments, practice and follow up.

    Read more

AnalysisPracticeOwnershipResults

Practical value in everyday work

What actually becomes different?

Every assignment has its own desired progress and starting point. Development should always become noticeable in everyday work.

01

Clearer responsibility and authority

Decisions are made at the right level and more people understand what they are responsible for.

02

Better decisions

Strategic ambitions are translated into priorities and action more quickly.

03

More courageous conversations

Important issues are addressed earlier, more clearly and more constructively.

04

Stronger management teams

The team develops a shared direction, greater trust and clearer responsibility.

05

More confident leadership

Leaders understand their patterns, their impact and what they need to develop.

06

More visible results

Behaviours and development goals are reviewed until the change becomes noticeable.

Development should not only be felt. It should be visible in everyday work.

THE WHOLE ORGANISATION

From owners’ intentions to everyday behaviours

Development needs may exist within the individual, the team, management or the organisation’s governance and structure. Sometimes one area is enough. In other cases, several levels need to develop in parallel to make the same progress possible.

Our development journeys are therefore clear entry points to different needs, not isolated standard solutions. We begin where the gap is greatest and keep the whole assignment connected until the change becomes noticeable.

  1. Individuals and leadership

    For managers and leaders who want to strengthen self insight, courage, decision making and sustainable leadership.

    Explore the Leadership Journey

  2. Teams and management teams

    For teams that need clearer responsibility, stronger collaboration and a shared direction.

    Explore the Compass Journey, Team

  3. Owners, boards and organisations

    For organisations that need to connect strategy, culture, leadership and execution.

    Explore the Organisation Journey

One entry point can be the beginning. Several areas can then be united in the same development assignment.

See how the development journeys connectGet a recommendation

WHEN DEVELOPMENT BECOMES NOTICEABLE

Our clients describe the progress best

The effect of leadership development is not confined to the programme itself. It becomes noticeable when decisions are clearer, relationships grow stronger, people act differently and the organisation develops. These are some of the changes our clients describe in their own words.

  • Over 40 yearsof experience
  • 26documented client testimonials
  • Personal trainingin the client’s reality
  • Structured follow upover time
  1. Anders Henricsson, VD på Metapraxis Nordic AB

    Anders Henricsson

    CEO, Metapraxis Nordic AB

    ”Created value far beyond what I expected.”

    Starting point
    Business challenges and a need for support with difficult questions.
    Support provided
    Tailored mentoring for Anders and his team, grounded in the realities of the business.
    Progress
    Anders describes renewed energy to address difficult matters and value beyond his expectations.
    Read the full client story
  2. Anders Söderqvist, Nordic Manager på Micro-Epsilon Sensotest AB

    Anders Söderqvist

    Nordic Manager, Micro Epsilon

    ”A tangible improvement in my work and my relationship with the team.”

    Starting point
    A need for stronger collaboration and a better relationship with the team.
    Support provided
    Personal guidance and leadership development closely connected to everyday work.
    Progress
    Anders describes a tangible improvement in his work and his relationship with the team.
    Read the full client story
  3. Suzanne Jalkesen, Marketing Professional på Dormer Pramet

    Suzanne Jalkesen

    Marketing Professional, Dormer Pramet

    ”Helped me find new clients shortly after we began.”

    Starting point
    A need for professional development and a better balance in everyday life.
    Support provided
    Coaching with constructive feedback and a holistic perspective.
    Progress
    Suzanne describes new insights, better balance and support in finding new clients.
    Read the full client story
See more client resultsBook an introductory conversation

TEAM AND SENIOR EXPERIENCE

The right expertise for every assignment

Each assignment is led by the expertise that best matches the client’s real needs. We work as a coordinated team with shared responsibility for quality, progress and results.

SHARED FOUNDATION

We have not studied leadership from a distance. We have lived it.

Torbjörn is responsible for the whole, the methodology, quality and followed up results.

  • Over 40 years of practical experience
  • Experience as a CEO, manager and chair of the board
  • Licensed leadership trainer and mental trainer
  • Advanced expertise in coaching and psychology
  • Professional assessment tools
  • Structured quality assurance
  • Follow up over time

PRACTICE IN EVERYDAY WORK

Development continues between sessions

Participants practise a small number of prioritised behaviours in real situations. Feedback and follow up make progress visible.

  1. 01Prioritised behaviours
  2. 02Practice in everyday work
  3. 03Feedback and adjustment
  4. 04Follow up on behaviours and results

The Results Journey connects goals, practice and progress over time.

COORDINATED SPECIALIST EXPERTISE

The right specialist when the need arises

The client gains access to the right specialist when the need arises, with Holistic Leadership retaining overall responsibility.

Holistic LeadershipCoordinates the whole
  • Psychology
  • HR
  • Board work
  • Finance
  • Artificial intelligence
  • Organisation
  • Sales
  • Change management
  • Brand

One partner. Several specialist capabilities. One shared responsibility.

FREQUENTLY ASKED QUESTIONS

Taking the first step should be straightforward

Do we need to know exactly what we need?

No. Helping you clarify what genuinely needs to change is often part of our work. We begin with where you want to go. We then examine your current situation and what stands in the way. From there, we identify the gap and determine which next step can create the greatest value.

Do you work with standard programmes?

No. We use proven methods, assessments, tools and training elements, but the development journey is shaped around your reality. The content is determined by the starting point, goals and needs. The client shapes the journey, rather than the programme shaping the client.

Can you support both one leader and an entire organisation?

Yes. We work with individual leaders, teams, management teams, owners, boards and entire organisations. Some assignments focus on the individual. In others, leadership, culture, strategy and organisation need to develop together. We begin where the need is greatest and build further where the effect matters most.

How do you follow up the results?

We agree what the development should lead to and then follow behaviours, commitments and results over time. Practical training, reflection, feedback and results reviews help ensure that development does not stop at a useful insight. We continue the follow up until the change becomes noticeable in everyday work.

How long is a development journey?

It depends on the starting point, the goal and the progress that needs to be achieved. Some assignments are more clearly defined, while other development journeys continue for longer.

For organisations with several leaders, teams or development initiatives, we can work with a jointly agreed monthly investment. This creates a flexible approach in which support can be directed where it provides the greatest value over time.

We therefore do not restrict a development journey to a standard duration. Lasting change often requires behaviours, ways of working and collaboration to be practised and followed up over time. The aim is an approach that is sustainable for both the people and the organisation and continues until the change becomes noticeable in everyday work.

What happens during the introductory conversation?

During approximately 25 minutes, we begin with the progress you want to create. We then explore your current situation and what may prevent you from getting there. The conversation requires no preparation and involves no obligation. If we believe we can create genuine value together, we will outline a possible next step. If we are not the right partner for you, we will say so.

Torbjörn Källström with his dog in a warm mountain landscape with birch forest

A first step

Tell us what you want to create. We will help you find the way forward.

In 25 minutes, we begin with the progress you want to create. We then clarify the current state, the need and a relevant next step. No preparation is required and the conversation involves no obligation.

If we are not the right partner for you, we will say so.

Book an introductory conversationCall +46 76 106 15 10

25 minutes. No preparation. Personal and without obligation.