How we help
“What brought you here won’t get you there”. Hence, we are committed to Innovations in Management. Innovations that stem from our own practical experience and from world renowned academics at some of the best universities around the world.
Our expertise is to deeply understand the whole system – your purpose, strategy, organization and people. We help unearth the friction points in your system and get people talking about how to solve them so that actual solutions can be implemented. We partner with you as you align your leadership and build capability for continuously adapting and consistently delivering both short-term and long-term performance.
Our principles for collaboration
When you work with us, you can expect the following
Performance linkage
Ensure the focus of our work together is motivated by, and directly tied to, business performance.
Deep collaboration
Support you with counsel, structure, challenge, and outside perspective to focus and amplify your own leadership. Guide you by asking the right questions in the right order.
Conversations that matter
Create an environment where conflicts and hard truths become discussable.
Whole system focus
Help you embrace change along the full range of dimentions needed to get results (e.g., business goals and priorities, roles and accountabilities, business processes and systems, incentives, skills and capabilities).
Immediate and sustainable impact
Focus teams on hight-value initiatives that will generate immediate bottom-line impact. Shape these initiatives to incubate new capabilities and ways of working needed for long-term, sustainable success.
Extensive network with world leading academics
Access to deep expertise among some of the best Business Scholars around the world.
Our Value Model
Making innovations in management a reality requires deep collaborations between academics, practitioners, and consultants. Deep collaboration and trust is built over time. IM TruePoint and Center for Higher Ambition Leadership Europe work seamlessly together with clients and member organizations to innovate and co-create new knowledge and practice in the field of management.
Our Core Methodologies
Higher Ambition
Trusted and engaging companies are more innovative, have fewer quality issues, and attract the best employees. They have a Higher Ambition – a purpose and a business model that involves creating value together with stakeholders. This enables them to take on goals far beyond benchmarks, and be more entrepreneurial in getting there. Higher Ambition leadership is the art of leading these organizations. Not surprisingly, a higher ambition model is superior for financial success.
Higher Ambition Leadership: How Great Leaders Create Economic and Social Value
Fast-cycle Organizational Transformation – “The Learning Serpent”
Organizations are systems, i.e. interconnected and interdependent parts that need to work together for the system to deliver value to its stakeholders. If you want to achieve new levels of performance, or stay ahead of the changes, you need a change architecture that is agile and systemic. Our approach is based on an architecture that connects the leaders at the top (architects), with middle management (enablers) and the front-line leaders (entrepreneurs) and workers in fast-cycles of action and learning. With honest conversations at the center, everyone has a role to play, but we are all part of the system.
45-Degree Zone
The 45-degree zone can be used to facilitate the understanding of the fundamental need of managing the paradox of short- and long-term, and to explain that the sweet spot for making progress is in the 45-degree zone. This can open conversations on:
- Simple Diagnosis: If you want to achieve this aspiration, do you need that performance and these capabilities
- Initiative: Design an initiative to blend both the performance and capability agenda plus add a learning loop
- Roadmap: Use the model to craft an overall transformational roadmap that blends both dimensions
Avoiding the Great Training Robbery — integrate leadership development with strategy execution
Companies spend huge amounts of money on employee training and education, without getting a good ROI. For the most part, the learning doesn’t lead to better organizational performance, because people soon revert to their old ways of doing things. Silent Killers simply prevent people from applying what they’ve learned.
Our approach to Leadership Development address this through creating a favorable context for learning and growth, as well as integrating leadership development with real work, and connecting leaders across levels and organizational boundaries.
SFP — The Strategic Fitness Process
Clarifying strategic direction is hard.Getting your organization to embrace change can be harder.
The Strategic Fitness Process (SFP) translates powerfully into the today’s fast-changing, virtual world. Developed by TruePoint founders and HBS professors Michael Beer and Russ Eisenstat, it has been used at hundreds of leading companies to help:
- Implement new strategy
- Drive transformation
Ensure top-team alignment - Diagnose organizational effectiveness
- Strengthen effectiveness of new leaders taking charge
7 Silent Killers
The Silent Killers can be used to highlight a reoccurring systems dynamic, or syndrome in an organization, and hence, create awareness in a management team about the current state, from where development work can start.
7 Core Organizational Capabilities
The Core Organizational Capabilities are “what good looks like” in an organization when the system is functional and successful.
Contact us
Want to learn more? Let’s start a conversation
Wallingatan 12
Stockholm, Stockholm 11160, SE