Company Presentation - Encourage AB

1. PRESENTATION

2. High
performing
individuals
and
high
achieving
organizations,
requiring
personal
maturity
and
superior
leadership
ability
Identify,
initiate
and
develop
high
performers,
professionally
and
personally
while
simultaneously
contributing
to
organizations
We
believe
all
clients
have
the
capacity
to
create
lasting
change,
when
sponsored
in
accessing
and
acting
upon
necessary
resources
VISION
CLIENTS
MISSION
Encourage
is
a
global
service
provider,
sponsoring
clients
in
Scandinavia,
across
continental
Europe
and
in
UK
and
US
PRESENCE
OUR
PURPOSE

3.
HONESTY
–
current
situation
≠
desired
outcome
You
can
only
actively
change
something
you
are
aware
of
How
clear
is
your
vision?
How
well
do
you
fulCill
it
today?
OPTIONS
–
create
new
and
better
alternatives
There
are
many
ways
to
reach
your
desired
outcome
How
can
you
create
options?
How
will
you
evaluate
them?
PERSISTENCE
–
plan
for
and
act
on
obstacles
ahead
Success
requires
effort
and
a
conviction
it
can
be
achieved
How
committed
are
you?
How
will
you
deal
with
setbacks?
ENCOURAGEMENT
–
provide
challenge
and
support
Major
change
requires
energy
and
courageousness
Who
challenges
you
to
be
your
best?
Who
sponsors
you?
OUR
BELIEFS

4. H.O.P.E.™
MENTORING
gear
up
leaders
with
great
responsibilities
H.O.P.E.™
ONBOARDING
support
a
newly
hired
key
employee
H.O.P.E.™
CHANGE
enable
continuous
improvement
efforts
H.O.P.E.™
SELECTION
secure
a
superior
recruiting
process
H.O.P.E.™
COACHING
explore
an
individual’s
unique
talent
H.O.P.E.™
CAREER
support
an
employee
moving
onwards
H.O.P.E.™
LEADERSHIP
develop
necessary
skills/roles
of
a
leader
H.O.P.E.™
TALENT
establish
key
talent
management
processes
H.O.P.E.™
TEAM
create
high
performing
and
healthy
teams
IDENTIFY
INITIATE
DEVELOP
OUR
SERVICES

5. • 2nd
opinion
of
candidates
using
structured
and/or
case
interview(s)
• Interview
Training
Workshop
• Individual
Interview
Training
• Upgrade
organization's
recruiting
strategy
and
recruiting
processes
• Design
an
recruiting
organization
including
candidate
evaluation
tools
FOR
ORGANIZATIONS
REQUIRING
SUPERIOR
RECRUITING
PROCESSES
H.O.P.E.™
-­‐
SELECTION
Service
overview
at
www.encourage.se/pdf/hope-­‐selection.pdf

6. H.O.P.E.™
-­‐
SELECTION
2ND
OPINON
2ND
OPINION
OF
CANDIDATES
• Evaluates
relevant
work
experience,
business
acumen
and
personal
maturity
through
in-­‐depth
conversation
around
relevant
credentials
of
candidate
(e.g.
CV)
• Assesses
leadership
aptitude,
decision
making
style
and
cultural
Cit
using
THE Endeavour core
competence
model
§ Envision
–
imagineer
future
relevant
to
all
§ Engage
–
earn
right
to
lead
others
§ Enact
–
prioritize
and
execute
tasks
§ Enlighten
-­‐
provide
effective
feedback
• Assesses
problem
solving
skills
through
case
methodology
Service
overview
at
www.encourage.se/pdf/hope-­‐selection.pdf

7. H.O.P.E.™
-­‐
SELECTION
INTERVIEW
SKILLS
INTERVIEW
TRAINING
WORKSHOP
• Cover
basic
interview
techniques
for
managers
interviewing
high
performers
• Listening
skills
• Questioning
skills
• Basic
personality
theory
• Evaluation
methods
• Generic
interview
process
• Covers
advanced
methods
for
observing
and
interpreting
non-­‐verbal
communication
• Introduces
basic
evaluation
forms
and
tools
• Individual
follow-­‐up
on
interview
training
with
real
candidates
at
the
client’s
premises
• Encourage
sits-­‐in
and
gives
feedback
on
performance
and
potential
areas
of
improvement
of
interviewer
INDIVIDUAL
INTERVIEW
TRAINING
Service
overview
at
www.encourage.se/pdf/hope-­‐selection.pdf

8. UPGRADE
RECRUITING
TOOLS
AND
PROCESSES
• DeCine
generic
candidate
proCiles
of
organization
(WHO)
• Specify
necessary
competencies
of
position(s)
(WHAT)
• Identify/evaluate
potential
candidate
sources
(WHERE)
• Design
efCicient/accurate
recruiting
processes
(HOW)
• Design
appropriate
recruiting
organization
(ROLES)
• Create
document,
templates
and
tools
for
immediate
implementation
(FORM)
H.O.P.E.™
-­‐
SELECTION
DESIGN
CREATE
REAL
JOB
DESCRIPTIONS
• Specify
skills
and
experience
necessary
to
succeed
in
role(s)
• Identify
"critical
situations"
of
role(s)
Service
overview
at
www.encourage.se/pdf/hope-­‐selection.pdf

9. SUPPORT
TRANSITION
TO
A
NEW
JOB
OUTSIDE
AN
ORGANIZATION
H.O.P.E.™
-­‐
CAREER
• Create
an
effective
presentation
of
participant’s
experiences
• Identify
preferences/potential
employers
and
initiate
contact
• Prepare
for
interviews
and
tests
through
real-­‐time
simulations
• Secure
a
great
job
as
the
next
step
in
a
participant’s
career
Service
overview
at
www.encourage.se/pdf/hope-­‐career.pdf

10. PROGRAM
H.O.P.E.™
-­‐
CAREER
CONTENT
Enlist
meeting
Basic
Regular
Supreme
• Identify
potential
careers
based
on
personal
vision
• Identify
and
initiate
contact
with
important
network
nodes
• Develop
and
execute
on
action
plan
for
realizing
vision
• Prepare
for
interviews
through
real-­‐time
simulations
• ReCine
participant's
verbal
and
non-­‐verbal
imapact
• Audio/video
record
mock-­‐interviews
for
in-­‐depth
feedback
• Telephone/e-­‐mail
support
on
ad-­‐hoc
basis
during
program
2h
4
x
2h
Additional
3
x
2h
Additional
3
x
2h
Additional
• Draft
personal
vision
of
future
work/life
situation
• Update
participant’s
presentation
material
(CV
&
letter)
• Initiate
immediate
next
steps
in
participant’s
job
search
Service
overview
at
www.encourage.se/pdf/hope-­‐career.pdf

11. H.O.P.E.™
-­‐
COACHING
• Establish
current
situation
and
desired
outcome
of
a
coachee
• Identify
multiple
pathways
to
achieve
the
desired
outcome
• Agree
on
necessary
action
steps
to
close
current
gap
• Challenge
assumptions
and
provide
support
to
coachee
INCREASE
PARTIVCIPANT’S
GENERAL
OR
SPECIFIC
PERFORMANCE
LEVEL
Service
overview
at
www.encourage.se/pdf/hope-­‐coaching.pdf

12. H.O.P.E.™
-­‐
COACHING
• Evaluate
personal
Cit
between
coachee
and
coach
• Draft
vision
for
desired
outcome
for
issue
at
hand
• Agree
on
process
forward/establish
coaching
contract
Enlist
meeting
Basic
Advanced
Mastery
• ReCine
vision
with
short
and
long
term
targets
• Identify
obstacles
and
limiting
beliefs
of
coachee
• Develop
and
execute
on
action
plan
for
realizing
vision
• Evaluate
process
&
realignment
of
desired
outcome
• Integrate
behavioral
changes
in
everyday
situations
• Update
action
plan/targets
for
realizing
reCined
vision
• Evaluate
process
&
realignment
of
desired
outcome
• Explore
overt
and
covert
sub-­‐identities
affecting
performance
• Update
action
plan/targets
for
realizing
expanded
vision
2h
4
x
2h
Additional
5
x
2h
Additional
5
x
2h
Additional
PROGRAM
CONTENT
Service
overview
at
www.encourage.se/pdf/hope-­‐coaching.pdf

13. H.O.P.E.™
-­‐
MENTORING
• Create
a
compelling
vision
for
leader
role
and
a
plan
for
reaching
it
• Establish
necessary
commitment
among
important
stakeholders
• Balance
individual’s
focus
on
short
term
needs
vs.
long
term
impact
• Address
personal
growth
needs
identiCied
before/during
mentoring
FOR
LEADERS
WITH
NEW
RESPONSIBILITIES
Service
overview
at
www.encourage.se/pdf/hope-­‐mentoring.pdf

14. H.O.P.E.™
-­‐
MENTORING
Enlist
Meeting
Leadership
Foundation
Direct
Leadership
Indirect
Leadership
PROGRAM
CONTENT
Initial
session
Level
1
Level
2
Level
3
• Draft
personal
leadership
vision
in
current
role
• Identify
personal
strengths
and
development
areas
• Indicate
immediate
steps
to
reach
leadership
vision
• Self-­‐assessment
of
leadership
preferences/ability
• THE Endeavour®
—
explore
fundamental
leadership
processes
• Develop
a
plan
for
realizing
leadership
vision
• 360°
-­‐
feedback
on
leadership
style/effectiveness
• THE Endeavour®
—
explore
direct
leadership
roles/challenges
• Roles
covered;
Guide,
Instructor,
Teacher,
Mentor
and
Executioner
• Real
Time
-­‐
feedback
on
leadership
authenticity
and
distribution
• THE Endeavour®
—
explore
indirect
leadership
roles/challenges
• Roles
covered;
Model,
Sponsor,
Co-­‐Designer
and
Abdicator
Service
overview
at
www.encourage.se/pdf/hope-­‐mentoring.pdf

15. H.O.P.E.™
-­‐
ONBOARDING
• Reduce
time
to
get
individual
up
and
running
in
a
new
position/role
• Minimize
risk
of
unwanted
attrition
due
to
cultural
miss-­‐understandings
• Create
a
compelling
vision
for
new
role
and
a
plan
to
realize
it
• Establish
necessary
network
among
internal
and
external
stakeholders
• Balance
individual’s
focus
between
short
term
needs
vs.
long
term
impact
• Address
growth
areas
identiCied
during
evaluation/recruiting
process
FOR
INDIVIDUALS
RECRUITED
OR
TRANSITIONING
INTO
POSITIONS
Service
overview
at
www.encourage.se/pdf/hope-­‐onboarding.pdf

16. H.O.P.E.™
-­‐
ONBOARDING
PROGRAM
CONTENT
• THE Endeavour®
—
explore
fundamental
leadership
processes
• Secure
early
wins/networks
with
major
stakeholders
• Develop
an
action
plan
for
realizing
participant's
vision
• THE Endeavour®
—
explore
direct
leadership
roles/challenges
• Enlist
a
committed
team
and
leverage
support
structure
• Roles
covered;
Guide,
Instructor,
Teacher,
Mentor
and
Executioner
• THE Endeavour®
—
explore
direct
leadership
roles/challenges
• Identify
system
obstacles/resources
to
realize
vision
• Roles
covered;
Model,
Sponsor,
Co-­‐Designer
and
Abdicator
• Draft
vision
of
what
success
looks
like
in
position/role
• Develop
a
learning
agenda
with
concrete
deliverables
• Indicate
immediate
steps
to
reach
vision
Enlist
Meeting
Leadership
Foundation
Direct
Leadership
Indirect
Leadership
Initial
session
Level
1
Level
2
Level
3
Service
overview
at
www.encourage.se/pdf/hope-­‐onboarding.pdf

17. H.O.P.E.™
-­‐
CHANGE
ENVISION
WORKSHOP
• Create
a
compelling
vision,
using
THE Endeavour
change
model
CHANGE
MGM
WORKSHOP
• Understand
enablers
and
inhibitors
of
sustainable
behavioral
change
STORYTELLING
WORKSHOP
• Create
change
through
revising/
updating
organizational
narratives
ENABLE
CONTINUOUS
IMPROVEMENT
EFFORTS
Service
overview
at
www.encourage.se/pdf/hope-­‐change.pdf

18. ENVISION
WORKSHOP
H.O.P.E.™
-­‐
CHANGE
CREATE
COMPELLING
VISIONS,
USING
THE Endeavour
CHANGE
MODEL
• ENVIRONMENT
—
when&where
of
change
• BEHAVIOURS
—
what
of
change
• CAPABILITIES
—
how
of
change
• BELIEFS
—
why
of
change
• VALUES
—
which
values
of
change
• IDENTITY
—
who
of
change
• SYSTEM
—
for
whom
of
change
• SHADOW
—
what
else
of
change
• ALTERNATIVE
—
who
else
of
change
Service
overview
at
www.encourage.se/pdf/hope-­‐change.pdf

19. H.O.P.E.™
-­‐
CHANGE
UNDERSTAND
ENABLERS
AND
INHIBITORS
OF
SUSTAINABLE
BEHAVIOURAL
CHANGE
• Identify
supporting
and
limiting
beliefs
• Leverage
core
values
inCluencing
change
• Establish
organizational
identity/shadow
• Fundamental
group
and
systems
theory
CHANGE
MGMT
WORKSHOP
STORYTELLING
WORKSHOP
CREATE
CHANGE
THROUGH
REVISING/
UPDATING
ORGANIZATIONAL
NARRATIVE
• Identify
origin
story/narrative
of
an
organization
• Unearth
limiting
and
supporting
beliefs
• Create
metaphors
as
a
vehicle
for
change
• Conduct
a
Hero’s
journey
to
update
narrative
Service
overview
at
www.encourage.se/pdf/hope-­‐change.pdf

20. H.O.P.E.™
-­‐
LEADERSHIP
• Leading
Self
(module
1)
• Leading
Others
(module
2)
• Leading
Systems
(module
3)
• New
Leader
Narrative
(module
4)
• Individual
Leader
Mentoring
DEVELOP
NECESSARY
LEADER
SKILLS
AND
ROLES
Service
overview
at
www.encourage.se/pdf/hope-­‐leadership.pdf

21. PROGRAM
OUTLINE
H.O.P.E.™
-­‐
LEADERSHIP
LEADING
SYSTEMS
LEADING
OTHERS
LEADING
SELF
INDIVIDUAL
SUPPORT*
* Individual Leader Mentoring is an optional part of program
** 4th module New Leader Narrative is an optional part of program
Individualized
support
to
reach
leader’s
vision
Adapt
leadership
to
companion’s
needs
-­‐
Create
effective
goals/visions
-­‐
Engaging
and
communication
skills/behaviours
-­‐
Prioritization
and
decision
making
capabilities
Adapt
leadership
to
system’s
realities
-­‐
Identify
supporting
and
limiting
beliefs
-­‐
Operationalize
core
values
-­‐
Establish
identity
and
deal-­‐breakers
-­‐
Basic
group
and
system
theory
Fundamental
Leadership
-­‐
Envision
-­‐
Engage
-­‐
Enact
-­‐
Enlighten
Increase
self-­‐
awareness
Explore
team-­‐
dynamics
NEW
LEADER
NARRATIVE**
Expand
leader’s
narrative
through
storytelling

22. H.O.P.E.™
-­‐
TALENT
• How
to
attract
the
best
candidates
• How
to
develop
them
effectively
and
sustainably
over
time
• How
to
retain
key
employees
• How
to
release
employees
timely,
ethically
and
professionally
ESTABLISH
TALENT
MANAGEMENT
THROUGH
A
COORDINATED
SYSTEM
Service
overview
at
www.encourage.se/pdf/hope-­‐talent.pdf

23. H.O.P.E.™
-­‐
TALENT
• Present
processes
and
tools
of
Talent
Management
(TM)
• Identify
"critical”
situations
when
implementing
TM
• DeCine
candidate
proCile(s)
of
organization
(WHO)
• Specify
necessary
competences
of
organization
(WHAT)
• Design
development
processes
of
organization
(HOW)
• Design
an
efCicient
TM
organization
(ROLE)
• Create
templates
and
tools
for
immediate
implementation
(FORM)
TM
OVERVIEW
WORKSHOP
UPGRADE
TM
PROCESSES
DESIGN
NEW
TM
TOOLS
Service
overview
at
www.encourage.se/pdf/hope-­‐talent.pdf

24. H.O.P.E.™
-­‐
TEAM
MBTI
WORKSHOP
• Provide
insights
on
each
individual’s
strengths
and
unique
gifts,
and
indicate
areas
for
team
development
ENLIST
WORKSHOP
• Address
a
team
as
a
system
deCining
behaviors
(what),
capabilities
(how),
beliefs
(why)
and
core
values
(which)
necessary
to
deliver
value
to
all
relevant
constituencies
(for
whom)
EPIC
WORKSHOP
• Explore foundation of high performing
teams - adaptability to situational need,
regardless of individual members personality
ESTABLISH
AND
DEVELOP
HEALTHY
AND
HIGH-­‐PERFORMING
TEAMS
Service
overview
at
www.encourage.se/pdf/hope-­‐team.pdf

25. H.O.P.E.™
-­‐
TEAM
MBTI
-­‐
WORKSHOP
ENLIST
-­‐
WORKSHOP
• Identify
how
to
increase
productivity
and
promote
satisfaction
teams
by
deCining
a
collective
vision
• Re-­‐iterate
organizational
values
and
create
a
team
charter
going
forward
based
on
updated
team
vision/roles
• Design
team
speciCic
actions
and
address
the
team
as
a
system
• Identify
personal
preferences
regarding
how
we
gather
information,
energize,
make
decisions
and
use
structure
• Explore
how
we
inCluence
and
are
inCluenced
by
others
• Overview
of
8
functions
of
a
human
brain
(C-­‐G
Jung’s
Types)
EPIC
-­‐
WORKSHOP
• Increase
team
members
engagement
skills
by
learning
how
to
better
adapt
to
members
with
different
behavioral
style
• Learn
to
adapt
to
4
archetypical
personalities
;
Energizers,
Producers,
Integrators
&
Cognitors
given
your
own
preferred
behaviours/
leadership
style
Service
overview
at
www.encourage.se/pdf/hope-­‐team.pdf

26. SAMPLE
CLIENTS

27. “We cooperate with Encourage on a regular basis as our second opinion partner in our own recruitment of new consultants to Alumni.
Mats' assessments of candidates are always of the highest quality and he always challenge us in our view of the specific individual and
how well he/she will match the position at hand. As an advisor, Mats is crisp in his recommendations, very thorough and a highly
sympathetic individual to work with.”
– Jan Hemmingson, MD Nordic , Alumni AB
"Having already recruited a strong team, performing at a high level, our challenge was to further grow Hansoft, while maintaining our
effectiveness, hence the need for increased leadership capacity. To provide the necessary tools and self-esteem to face this challenge
we introduced the H.O.P.E Leadership program amongst all our leaders. The program delivered above expectations, not only did we
mange to enter the ”larger” organization successfully, we also kept vital processes intact and strengthened our corporate culture with
increased job satisfaction for everybody as result”
– Patric Palm, VD, Hansoft AB
"Encourage has been a good partner in developing our processes including recruitment and talent inventory. Mats has guided us and led
us on track, he has also been involved with our customized leadership training, and made splendid efforts for that. Mats is great to work
with, he has expertise and is very humble.”
– Eva Dahl, Director of HR, Cederquist Advokatbyrå
"We have engaged Encourage for both group and individual coaching sessions. Mats is a committed and inspirational facilitator who
uses effective tools to educate and develop our team of consultants. With his help we have had both fun and “aha” moments and gotten
to know ourselves and our co-workers better. With several years of experience of working with Mats, we highly recommend him to any
individual or organization looking for professional HR development help.”
– Anna K Dalgaard, Partner, HealthNavigator
“Encourage has been a very valuable resource for us in our work with both our recruitment process and in developing our management
team with the help of Myers Briggs. Mats is a very good consultant, he quickly grasps the situation and makes a crystal-clear analysis.
He has an unusual combination of a sharp brain and a humble kindness”
– Annika Holmius, Director of HR, East Capital
OUR
FEEDBACK

28. MATS EKLUND
Founder
&
CEO
(born
1970)
EXPERIENCE
McKinsey
&
Company
as
Consultant,
Recruiting
&
Integration
Manager
and
Manager
responsible
for
Trainings
at
the
Scandinavian
ofCices
McKinsey
&
Company
Manager
of
Professional
Development,
Sweden
Alumni
AB
with
primary
focus
on
career
coaching
and
HR
consulting
Lectures
at
Stockholm
School
of
Economics
on
Talent
Management
and
at
IFL
as
faculty
and
Director
of
Leadership
Programs
EDUCATION
M.Sc
in
Business
and
Administration
from
Stockholm
School
of
Economics
M.Sc
in
Forestry
from
SLU
and
Psychology
at
Stockholm
University
NLP
Trainer
and
Master
Practitioner
from
Robert
Dilts
&
Richard
Bandler
CertiCied
Coach
by
C2C
Academy
and
by
CoachU
Group
Mastery
from
Michel
Grinder
and
Trance
from
Stephen
Gilligan
Integrative
Psychotherapy
from
Ravi
Welch
and
Change
Institute
OTHER
MERITS
CertiCied
in
MBTI,
Firo-­‐B,
IDI,
HAS,
Ravens
&
LAB
ProCile
Group
leader
of
minor
Cield
hospital,
only
soldier
ever
to
graduate
with
perfect
score
10:10:10
from
military
medical
school
at
A4/I5
Awarded
McKinsey
Colleague
of
the
year
2000:
“for
his
enormous
devotion
to
make
new
and
old
feel
welcome”
OUR
VISION
We
believe
all
clients
have
the
capacity
to
create
lasting
change,
when
sponsored
in
accessing
and
acting
upon
necessary
resources
OUR
MISSION
Identify,
initiate
and
develop
high
performers,
professionally
and
personally
while
simultaneously
contributing
to
increased
organizational
health
OUR
CLIENTS
High
performing
individuals
and
high
achieving
organizations,
requiring
personal
maturity
and
superior
leadership
abilities
for
testimonials
www.encourage.se
OUR
PRESENCE
Encourage
is
a
global
service
provider,
supporting
individuals
and
team
clients
in
Scandinavia,
across
Europe
and
in
the
US
Developed
Leadership
and
Talent
Management
platform
THE Endeavour®
www.the-­‐endeavour.com
ENCOURAGE
from
Latin
cor
(heart)
–
to
support
and
challenge
(founded
2004)

29. CONTACT
info@encourage.se
www.encourage.se
+46
(0)70
666
5456
encourage_ab
(skype)
VISIT/MAIL
Encourage
AB
Tegnérgatan
28
2nd
Lloor
SE-­‐113
59
Stockholm