The Department Journey

About the programme

1 year • approx. 20 h • SEK 79,000 Ex VAT

The departmental journey – tailored development for each team and function

The journey begins with an individual gap analysis and a department specific gap analysis. Together they clarify the desired state, the current state for the function and the gap between them. The analysis provides the basis for priority goals, behaviours and interventions.

Based on these insights, we design together with the client a action plan which is unique to each department. For example, a sales department can focus on strengthening the work with prospecting, customer dialogues and conversion, while a purchasing department can work on negotiation, supplier cooperation and cost efficiency. The HR team, in turn, can develop strategic working methods, recruitment processes and culture building – all depending on where the organisation stands.

The department journey is based on the same basis as our other programmes: self-leadership, responsibility and communication, but is always adapted to the reality of the business. The work integrates analyses such as DISC and Big Five, to provide deeper understanding of roles, behaviours and team dynamics.

The result will be independent, interconnected and goal-oriented departments who work towards common goals – with clarity, trust and pace. The departmental journey provides both structure and energy, helping each team transform its potential into concrete results, profitability and sustainable success.

We use them The 10 self-leadership chapters as a backbone and builds from there a programme that strengthens responsibilities, roles, communication and pace - so that the team works smoothly and creates results in everyday life.

Contents (body)

• Desired state & current situation mapping – where are we going and where are we today?
• Roles, responsibilities & expectations – clear game rules and decision paths
• Communication & meeting routines – smooth flows without bottlenecks
• Feedback, learning culture & psychological security – courage, trust and pace
• Constructive conflict management & difficult conversations – energy versus solution
• Reflection & development – create insight and learning that drives change
• Self-leadership & balance – sustainable performance over time

Layout

• About 20 hours over 12 months in workshops and coaching reviews
• Start with the desired state, gap analysis and joint planning for the journey
• Practical tasks between the occasions to anchor new working methods
• Measurement points which follows up behaviours, results and interactions in everyday life

follow up and results – our hallmark

• Each session ends with a Results Journey review documented in the workbook (goals, behaviours, measurement points).
• After the programme we follow up with two online meetings of 1 hour via Teams (after about 1 month and 3 months) to ensure that the action plan lives on.
• Transparency: Before the first follow up, we hold a coordination meeting with the CEO or responsible manager outside the team. It provides an independent view of the progress and possible obstacles. Then we move into the team's follow up with praise where it works - and support where it's needed.

Effect for the organisation

• Self-propelled departments which delivers evenly, reduces bottlenecks and creates a noticeably better working climate
• Measurable improvements in communication, responsibility and pace – with external confirmation through management reconciliation
• Business benefits that last – stronger culture and profitability through functioning structure and interaction

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