Supervisory work and leadership

A passion for leadership

In our view, inclusive and people-centered leadership is situational and systematic, and always fair and transparent. Personal renewal first requires willingness, followed by courage and permission to do things differently. Leading a business is, in practice, about leading people toward agreed actions and an open dialogue on commitment.

Through strong supervisory work, company culture is renewed and maintained — a culture where people enjoy working and are motivated to strive toward shared goals. We provide leaders and supervisors with perspectives and tools that enable leadership in line with agreed principles.

Leadership development means commitment to continuous improvement and a positive employee experience. This strengthens the leader’s role as a role model and direction-setter. Natural leadership promotes openness, trust, and collaboration within the workplace. At the same time, it increases employee motivation and commitment to common goals. Ultimately, these elements together lead to a better customer experience and long-term business success.

A shared direction through partnership

At the core of everything we do are the client organization’s values and strategy, supported in practice by the principles of a learning organization. The objective may be, for example, the tailored alignment of leadership practices or personal growth as a supervisor.

The coaching programs delivered by Spring House are highly practical and interactive. We are a partner who, through diverse perspectives, makes the current state visible and clarifies a shared direction. We get people talking and, in doing so, increase shared understanding of strengths as well as the need for changes in ways of working.

Examples of solutions

The dialogical 360-degree leadership assessment is a developmental process

We conduct 360-degree leadership assessments to support leadership development. At its best, a 360 assessment is a shared, developmental team process that constructively identifies both strengths and areas for improvement. The supervisor personally engages respondents in the assessment and ensures that everyone wants to be involved in developing the team. A critical success factor is investing in a strong launch and clear initial communication. Informing participants, conducting the assessment, and facilitating the feedback round are already part of developing supervisory skills.

The assessment process involves active engagement throughout, and the results are used to create a personal, long-term, and motivating development program. This enables real impact on thinking, communication, and everyday actions with one’s team members. We utilize various assessment tools provided by our partner MLP. Let’s work together to find the most suitable overall solution for you.

Impact through the right tools

In what situations does a company’s management turn to Spring House and seek the support of a coach? According to our executive coach Tea Widgrén, this often follows a change in the business or operating environment, such as an acquisition or the realization that leadership culture needs renewal. The need for change may also be triggered by, for example, the results of an employee satisfaction survey.

Together with you, we consider how leadership development can achieve the best possible outcome and impact. Objectives are defined carefully in advance. To ensure change truly happens, we always aim to influence people’s behavior. Companies do not make decisions or change, people do. “Changing or reshaping everyday actions is at the core. Even a small change in how things are done can lead to a significant difference in outcomes,” Tea summarizes.

Leadership development inspires

Spring House Oy has delivered Specialist Vocational Qualification in Leadership and Business Management programs in cooperation with experts from Sasky and Business College Helsinki. The training is aimed at leaders and supervisors who want to develop their leadership in a practical way and strengthen their capabilities in today’s changing operating environment.

Participants gain new perspectives, concrete leadership tools, and the skills needed to develop their own areas of responsibility. At the same time, they learn to reflect on their own actions and strengthen their professional growth.

Long-term investment lays the foundation for leadership growth

Our client Hesburger is committed to being the best workplace in its industry, and strong leadership is a core part of this strategy. Collaboration with Spring House has played a key role in achieving this goal since 2012.

Together, we have delivered both vocational qualifications in supervisory work and leadership as well as themed leadership coaching programs and leadership assessments. We understand the realities and demands of Hesburger’s everyday work. We have witnessed inspiring stories of growth and development, as well as the power of team spirit in our coaching programs. Hesburger demonstrates how long-term investment in people development creates a strong foundation for well-being at work and leadership growth.