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

What is the key to successfully driving larger/challenging change projects?

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

You need to set up frameworks for which areas and activities we can measure during the journey. Then the goal becomes clear! I work with stages that are perceived as easy/simple initially to show the small changes that can be demonstrated and give a positive outcome for the organization. This often leads to a "We can feeling"! It also gives the organization the strength to dare to take on the larger projects!

It is important to be honest with yourself! Do I understand the change? Can I stand up for it? Does it lead to the company improving? If I have the answer to these questions, there is a basic security for me to involve, coach and challenge, which leads to engagement and ownership.

"Change affects everyone, and it starts with me as the leader"

How does a leader know they are on the "right path"?

The right path is not always the easy one! One thing I've learned is to explain the intention early and be transparent about what it involves. Never sugarcoat a weak description of a change that becomes unclear, as the result will often be the "wrong path." Dare to be open as a leader; in my opinion, it creates an understanding that the journey is not always mapped out, and we must help each other to succeed. Ask for feedback and take time to reflect with your colleagues. And the established milestones often create a good basis for communicating about and following the "right path."

How do you ensure that "you do/act 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 for follow-up early on. Major changes are often difficult to estimate in terms of timeline, costs, and unforeseen events. By having a plan for yourself and your leadership, you are "one step ahead"!

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