What did we want to do?

“We are really good at investing in companies. We now want to be just as good at investing in our managers and employees. Not just through theoretical models but also through the personal development of each and every individual. It’s all about adding a dimension, about developing important skills, which are not taught at university. Investor takes a long-term perspective in its work and we want to take a similar long-term perspective on the development of our employees. The basic requirement is to be an attractive employer, to offer a broader range within the investment category and to give managers and employees access to more insights and tools – from self-knowledge and confident communication to the art of understanding and managing group dynamics. Which will also develop the team and the organization as a whole.”

What did we do in partnership with Move?

“In order to exploit the full potential in each and every employee, we invested in the development of their communication and negotiation skills, thereby giving them even better opportunities to succeed in their work. We started with an inspirational and positively received kick-off session, where, with the guidance of Move, we worked on motivation, communication, leadership, and meetings. This also included a review of employees’ individual behavioral profiles. Two development programs followed this: one for Investment Professionals and one for Investment Managers ­ with a learning team. It primarily involved training, reflection and defining skills from a theoretical starting point.”

What was the result?

“Our team consists of highly skilled analysts who work independently in a non-hierarchical environment. The course gave us really good insights and tools to use in our work as investors and managers – skills that help us communicate better and enhance each other through feedback. There was a certain amount of skepticism initially but, generally speaking, those who took part thought the program really helped them develop by offering them practical training on rhetoric, coaching, and feedback. The feedback training, for example, can be used both internally and externally in relation to our companies. Direct feedback makes communication clearer, which we believe is a really positive thing. An added bonus is that the training has built relationships between employees and the entire group now has a common language for discussing important issues around personal and organizational development. And we also have tools to help us move forward in complex situations – there’s always a way of sorting things out without coming to blows. And we love our Smart Cards – I keep mine in my briefcase and use them all the time!”

– Magnus Karlberg, Investment Manager, Investor