Leadership Development

Leadership development at Zephyr Consulting, helps leaders gain greater awareness of oneself and the world / organization they are a part of. Developing emotional self-awareness is a crucial first step in effective leadership because it lays the foundation upon which emotional and social intelligence is built. Emotional self-awareness also helps leaders link their emotions to the effectiveness of their interactions with others

Why choose Zephyr Consulting:

We are quick to create a trusting atmosphere that makes leaders feel challenged

Great focus on creating positive impact in the organization (measuring the impact before, during and after)

Practical experience as leaders working in a global context (we have taken the medicine we prescribe)


Leader know yourself

The role of leaders is facing big changes. Increased internationalization has created a growing need for a combination of the Scandinavian (softer) leadership style in combination with the ability to deliver continuous good results that contribute to the bottom line.

Good leadership is about being able to set the direction and achieve results through others. As former leaders of the armed forces at home and abroad, we know that good leadership comes from whether you can lead yourself or not. You stand stronger as a leader when you know yourself.

The goal of a course with us is to increase the manager’s insight into individual strengths and weaknesses, and, through recognition and intensive training, create a basis for good leadership in practice.

In our leadership development process, we are close to the individual and are not afraid to challenge the participants in the intersection between culture, employees and results. We present challenges that bring the individual outside their comfort zone and allow one to seriously learn something about oneself and others.

These realizations help each leader unlock his or her potential and benefit the organization, the team and the individual. Our experience is that most companies and organizations have a huge potential that is not fully exploited.

Leadership development with value

We have a strong focus on leadership development that creates value in the company, which is why our development process includes concrete and tangible management tools from operational to strategic level.

We feel that today the task of the manager is largely to be able to combine “getting on the helicopter” with managing operations and at the same time developing the employees and the organization. Facing this reality means that we, in our leadership development process, focus on giving the leader an increased knowledge of themselves and provide the manager with tools that help him or her to:

  • Lead in relation to purpose and values.
  • Conduct employee development, including feedback and difficult conversations.
  • Support overall goals by breaking them down into concrete actions incl. follow up.
  • Ensure continuous learning.
  • Ensure well-being and motivation.

Our approach to leadership development

Our leadership development course is a mix of tests (personality profiles, 360-degree surveys), theory, practical exercises and assignments combined with “Playful Learning”. Playful Learning is used because this approach is often the crucial difference between passive knowledge and a value-creating behavior change.

In Playful Learning we primarily use the LEGO® SERIOUS PLAY® method.

The method is a recognized and proven tool for strategy development, innovation and team development, etc. The method has been developed at LEGO® Company in collaboration with leading researchers within strategy and organizational behavior. The tool makes use of the diversity of the LEGO® brick. LEGO® elements therefore function as three-dimensional models of business issues and challenges. Research shows that when we use our hands in a creative process, we express our thoughts and ideas in a more precise and nuanced way. This means that they are easier to understand and remember.

Our ambition

Our ambition is that our leadership development courses relate to everyday life, which is why we also measure the effect of the efforts and clarify where the individual leader can advantageously prioritize his or her efforts.

We have an extensive theoretical toolbox that, combined with many years of hands-on experience, allows us to use the tools that have the most impact in the current situation.

Our leadership development process is ALWAYS adapted to the individual business / organization’s current values, situation and challenges.

Personality profiles and 360-degree surveys

We want to give our customers a deeper insight into who they are and why they react as they do. In this regard, we use e-stimate, which provides an understanding of people’s strengths and development areas. The profile is used because it is very easy to understand and easy for people to incorporate into their everyday life. Learn more about e-stimate here: https://www.e-stimate.com/

Example of Leadership Development

This is how we work

Group of business people having a meeting at office

1. Clarification of Needs

The process starts with an initial meeting where we’ll clarify what you need. We look at your organizational setup, values, employee metrics and strategy, as well as your wishes for the outcome of leadership development. This allows us to get a picture of where it is most important to focus the efforts. For us, it is important that you as a company get a solution that is worth the investment and can be felt even after we have finished the task. Normally, we will get back to you with a proposal for solving the task within a week, after which we agree on the further process.

2. Agreement/Activities

Once we agree on the scope of the agreement, we begin to define:

  • Purpose
  • Success criteria
  • Scope (duration, participants etc.)
  • Types of measurements (team/department, happiness at work or employee satisfaction measurements)
  • Follow-up and feedback (usually we will have 1-2 feedback meetings during the process)

3. Evaluation

The process concludes with an evaluation meeting.

The purpose of this is multi-faceted:

  • To check if success criteria are met (we always measure before and after)
  • To obtain feedback on our performance.
  • To provide feedback from our side on any observations that may have relevance to the organization going forward.

We believe in continuous improvement as a means of staying ahead.

Finally, we agree any follow-up activities.