Department Journey

About the program

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

The departmental journey – tailored development for each team and function

The journey always starts with one individual gap analysis, where each participant identifies their strengths, driving forces and areas of development. Then we supplement with one department-specific gap analysis, which is based on ready-made templates for different roles, skills and professional areas. In this way, we capture both the individual's and the department's perspective - and create an overall picture of the current situation that becomes the basis for further development.

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 organization stands.

The department journey is based on the same basis as our other educations: self-leadership, responsibility and communication, but is always adapted to the reality of the business. The work integrates analyzes such as DISC and Big Five, to provide deeper understanding of roles, behaviors 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 an education that strengthens responsibilities, roles, communication and pace - so that the team works smoothly and creates results in everyday life.

Contents (body)

• Current situation mapping & desired outcome – where are we and where are we going?
• 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 reconciliations
• Start with 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 hit ends with one results session as documented in The result journey (goals, behaviors, measurement points).
• After the program 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 do one coordination with the CEO or responsible manager outside the team. It gives one independent image 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 organization

• 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

Book / Contact

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