What makes a good leader? Anyone looking for a single definition would do well to stop looking. There are many variations of leadership, probably as many as there are leaders. And we find them everywhere: In politics, in sports – even at home. Unsurprisingly, the workplace is no exception.
ALTEN’s leadership work is based on the conviction that the best way to stimulate development is by working together. That employees develop each other through continuous skills development, with leaders working to provide the right tools. That’s what we’re talking about when we talk about ALTEN working with a Coaching Leadership.
— For me, it’s about encouraging and supporting ideas and thoughts that the employees themselves come up with, says Peter Ankréus.
Peter is a member of ALTEN’s extended management team and works as Division Manager Engineering Regions at ALTEN, which means that he has almost the whole country as his workplace. In his daily work, he coaches both employees and other managers, with the aim of improving the conditions for development.
— A Coaching Leadership doesn’t necessarily mean that the leader in question has all the answers and feeds that knowledge to the co-worker. Instead, dare to challenge the individual to find the solution to the problem themselves. We are all different, but what we have in common is that we want to be seen and appreciated. Feedback on work done is important with the aim of increasing each employee’s self-awareness and self-esteem so that they in turn function even better in the team. Motivation doesn’t just appear; it comes when you feel you’re making progress and achieving positive results.
The annual career interviews, which take place with each employee, are considered the hub of this approach. It’s a great opportunity to map out the path of one’s future together with one’s manager and answer vital questions in relation to the path forward: Where am I going right now? Where do I want to go and how do I get there?
— I meet as many different people as I do different dreams and visions. What is success and happiness, really? The most important thing for me is to listen to what it means to the person I’m meeting and what they’re willing to invest to achieve it. That’s a good starting point.
“Don’t forget to dream! Think of it like Pippi (Longstocking) does: ‘I’ve never tried that before, so I’m sure I can do it’.”
A successful example
Someone who has experienced the Coaching Leadership from a different perspective is Madeleine Trinh. She is a consultant at ALTEN, currently working as Production Engineer at Scania, and agrees with the view that responsiveness is an important characteristic for a successful Coaching Leadership.
— I think one of the most important things is to develop an understanding of the individual in question. That’s the key to the leader being able to move you in the right direction.
In 2021, Madeleine felt she was ready for a new, bigger challenge. She was looking for more responsibility with a new placement in a new location. Through close and active dialogue, Madeleine and her managers were able to match her needs with those of the client.
— The dialogue was very open from the beginning, where I felt I could be clear about my ambitions and had plenty of room to express my thoughts and concerns. In this way, I’ve been able to move in the direction I want. I’m very grateful to those who helped to facilitate my internal move
— Try to get to know and let yourself be motivated by the people around you, who you find inspiring and who have already made an amazing journey!
A Coaching Leadership is a shared responsibility
So a Coaching leadership thus requires a leader who is responsive and creates an understanding based on the needs of the individual. But – does it also require something from the person at the other end of the dialogue? Madeleine stresses the importance of being able to express one’s needs and be clear about what one wants in order to create the best possible conditions for individual development. To dare to ask for help, to dare to share the responsibility.
— One of my insights is that this kind of leadership goes both ways. Communication is probably the most challenging part, probably because it’s the most important factor.
“Let yourself be motivated by the people around you, who you find inspiring and who have already made an amazing journey!”
Peter is on the same page: collaboration is key. A challenging mindset and encouragement from the leader are essential parts and takes cooperation a long way, but it’s not done without work and clear demands from the one being led.
— If you believe that commitment is created by having the opportunity to work on what you’re passionate about, while at the same time having the opportunity to achieve your career dreams, then ALTEN could be the right place for you.
— And whatever you do – don’t forget to dream! Think of it like Pippi (Longstocking) does: “I’ve never tried that before, so I’m sure I can do it”. That’s a wonderful mentality to carry with you into new challenges.
