This week's inspiration is Kristoffer Ömar, Head of Logistics & Retail at Swedemount Sportswear. Kristoffer has in many contexts driven and managed extensive change projects. Do you want to know his concept for success?

What are the keys to successfully running large/challenging change projects?

My approach to driving change is that I, as a leader, must understand and possibly change my own patterns or ways of working. If I understand the change to be implemented, then I have also laid the foundation for me to own the project or journey to be made!

We need to set up a framework for which areas and activities we can measure during the journey. Then the target picture becomes clear! I work with stages that are perceived as easy / simple initially to show the small changes that can be demonstrated and provide positive outcomes for the organization. This often leads to a "We can feel"! It also gives a strength in the organization to venture into the larger projects!

It is important to be honest with yourself! Do I understand the change? Can I stand up for it? Will they lead to the company improving? If I have the answers to these questions, I have the basic security to involve, coach and challenge, which leads to commitment and ownership.

"Change affects everyone and it starts with me leading"

How do you know as a leader that "you are on the right track"?

The right path is not always the easy path! One thing I've learned is to explain the intention early on and be transparent about what it is. Never wrap a weak description of a change that becomes unclear, then the result is usually "the wrong way". Dare to be open as a leader, in my opinion, it creates an understanding that the journey is not always mapped out and that we must help each other to succeed. Ask for feedback and stop and reflect together with your employees. And through the set milestones that exist, a good basis is usually created for communicating about and following the "right path"

How do you ensure that "you are doing/acting right" as a leader?

Get a sounding board, dare to ask for feedback and preferably a 360-degree perspective on yourself as a leader - then you get everyone's perspective. It is also important to set aside time early on for follow-up - major changes are often difficult to estimate in terms of timetable, costs and unforeseen events. By having a plan for yourself and your leadership, you are "one step ahead"!

‍