We completed the Talent Green House Program* six months ago, and I’ve taken some time to reflect on the experience. I am immensely grateful to have been selected for the program, even though I hadn’t officially started with the company yet. There were three of us participating, each receiving different forms of support. We began by connecting with our roots in Sweden, had assignments with amazing support from a coach, and every Friday we enjoyed meaningful sessions with various leaders and managers. It felt like attending a live leadership podcast. These Friday sessions were always my favorite. Why?

Imagine compressing years of leadership journeys into an hour-long session filled with tips and tricks. While we need to experience and learn our own lessons, these “preparation packages” from seasoned managers and leaders provide us with significant advantages.

I’ve identified common patterns among the leaders and managers, which I’ve tried to recap, reflect upon, and practice:

• Caring About Future Foundations: Leaders often ask, “What footprint do you want to leave behind?” They emphasize leaving a legacy for future generations. If you were to leave today, would you be proud of the footprints you left? This recurring theme inspired my earlier article, “What Footprint Will You Leave Behind?”
• Encouraging an Entrepreneurial Mindset: Leaders challenge us to step out of our comfort zones. If you feel confident in what you’re doing, you might be too comfortable. It’s time to embrace change and new challenges, turning them into opportunities. Our company frequently discusses the entrepreneurial mindset, with “unleash entrepreneur” being a key leadership capability.
• Situational Leadership: This is one of my favorite topics, which I will elaborate on later. In essence, it’s about leaders adapting their style to the development levels of their team members. One approach doesn’t fit all. The SLII model by Blanchard offers valuable insights, and I’ve found the training immensely useful, having completed it twice in different years.

• Yin and Yang Philosophy: This philosophy emphasizes balancing opposites, like self-confidence and humility. It is describing an opposite but interconnected, self-perpetuating cycle. It’s hard to define the fine line. This is a challenging but crucial aspect of leadership, and I plan to delve deeper into the philosophy in the future.
• Coaching Skills: Effective leaders help people find their own answers rather than providing them. This skill is crucial for fostering personal development within the team without making decisions for them or neglecting their growth. Leaders must balance encouraging strong plans and ambitions in their team members without feeling threatened. My professional life changed significantly with my coach’s support. And I know coaching should start with a genuine interest in helping people.
• Mindful Leadership: A manager once shared, “This too shall pass,” reminding us that nothing is permanent. His actions and demeanor consistently reflect this mindset. As someone diagnosed with anxiety disorder, I practice mindfulness through reading, listening, writing, painting, thinking, breathing, and exercising. I remind myself, “Worrying doesn’t take away tomorrow’s troubles; it takes away today’s peace.”

My personal development journey continues. This foundation has led me to the BD Master Class**, for which I was nominated this year. Next year, I will participate in the Next Generation Leader Program with Social Entrepreneurship – Dela V Project, providing an opportunity not only for personal growth but also to contribute back to society. I hope to make a meaningful impact.

Talent Green House Program*: A program designed by our company as a regional plan for young potential talent.

BD Master Class**: A program created by our global purchasing development team for business developers.