Leadership Development
Our leadership development programs support your organization in developing the leadership culture and manager capabilities that drive results.
What coaching leadership means in practice
What are the benefits of coaching leadership
How to lead with a coaching approach as a manager
Effective tools to support coaching leadership in everyday work
Toward a self-directing organization through coaching leadership
At the heart of coaching leadership is every team member’s experience of growing their own capabilities. As work conditions and demands change, the ability to develop and leverage employee strengths becomes increasingly important.
As work evolves, leadership must evolve with it. Coaching leadership is a way of leading where the manager doesn’t provide ready-made answers but helps people find them on their own.
In practice, this means a leader who listens more than they speak, asks more than they direct, and supports the growth and utilization of each employee’s strengths. As a result, people take more responsibility, teams operate more independently, and the organization can respond to change more quickly.
Coaching leadership is not soft leadership. It is effective leadership.
You will learn:
What coaching leadership means in practice
What are the benefits of coaching leadership
How to lead with a coaching approach as a manager
Effective tools to support coaching leadership in everyday work
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
How to define the role and responsibilities of the management team and the cornerstones of the leadership
How to identify the strengths and development areas of the management team and its members
What are the most common challenges in executive team work and what are the best practices
How to agree on ways of working, tasks and goals for the executive team
Shared direction, roles and responsibilities in Executive Team
The executive team is the most important team in any organization. Yet our Great Executive Team Study 2026 reveals that 39% of Finnish organizations fail to achieve their key business goals. The same study shows clearly: organizations that do achieve their goals consistently rate their executive team performance higher across all areas. The quality of executive team work and organizational success go hand in hand.
Development doesn’t happen by itself. Successful executive teams stand out by investing in how they work together, regularly assessing their own strengths and development areas, and deliberately building the trust that enables open discussion even on difficult topics.
This program covers the core responsibilities and tasks of the executive team and helps the team identify its strengths and development areas both as individuals and as a team. Shared leadership principles and practices are defined as a foundation. We explore different leadership challenges, the role of interaction, and key themes around time management and prioritization. We get familiar with best practices in executive team work and agree on concrete ways of working going forward.
The content of the program is tailored together with decision-makers based on the team’s situation and needs.
You will learn:
How to define the executive team’s role, responsibilities and leadership principles
How to identify the strengths and development areas of the team and its members
What are the most common challenges in executive team work and what are the best practices
How to agree on ways of working, tasks and goals for the executive team
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
The principles of holistic listening, giving feedback and mutual engagement
Building an atmosphere of openness, trust and respect
Ways to understand and manage diverse team
Effective interaction and communication for leaders
Interaction is an important leadership skill that can be practiced and learned. As a manager, it is frustrating to end up in situations where misunderstandings or misinterpretations get in the way of shared success.
Sometimes the answer lies in looking in the mirror, but often what makes the difference is our ability to understand and leverage differences and individual strengths. Good interaction is built on presence, listening, open questions, giving and receiving feedback, and appreciating diversity. Open and honest communication is at the heart of it all.
You will learn:
The principles of holistic listening, giving feedback and mutual engagement
Building an atmosphere of openness, trust and respect
Understanding and leading diversity
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
The importance of choosing one’s own role and approach
The role of the workplace community and each team member in creating a safe working atmosphere
Courage to have emotional conversations and use them to create trust as a basis for cooperation
Succeeding as a leader in challenging situations and discussions
Workplace communities are complex networks of relationships where friction and tension inevitably arise. Conflicts aren’t a bad thing if they lead to finding solutions together and developing more effective practices. The problem arises when difficult situations are left unaddressed and allowed to fester out of sight.
Addressing issues early is an act of leadership. Leaders and supervisors play a key role in resolving difficult situations consistently and constructively, which requires the courage to raise issues even when it feels uncomfortable. Every member of the work community also shares responsibility for how well collaboration and interaction function.
In this training, you’ll gain practical tools for recognizing and handling challenging situations, as well as understanding the emotional reactions connected to them. You’ll practice how to raise difficult issues constructively, how to listen and respond in the way each situation calls for, and how to move things forward so that collaboration is strengthened rather than conflict.
You will learn:
To make a correct situational analysis as a basis for constructive solutions
The importance of choosing one’s own role and approach
The role of the workplace community and each team member in creating a safe working atmosphere
Courage to have emotional conversations and use them to create trust as a basis for cooperation
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
The core principles of leading as a manager through change
Understanding change, its demands and opportunities from both individual and organizational perspectives
Effective tools and models that support success in change
Strengthening your own and your team’s resilience in change
Communicating in change and working successfully with your team’s change response
Successful change management
Change management is the hardest part of leadership. Without change management skills, changes fail, teams become overloaded and deadlines and budgets are missed. A skilled change leader takes their team through both individual change projects and the ongoing challenges of a constantly evolving environment, while building a genuinely change-capable organization.
Successful change leadership requires three things: shared understanding of direction, building a participative work culture where change moves forward together rather than top-down, and careful execution built on these foundations. It is also possible to prepare for change resistance in advance, which makes success more likely and everyday life more manageable.
You will learn:
Communicate more clearly and create shared direction in change
Build a more participative work culture where change moves forward together
Apply effective tools and models that support success in change
Lead execution in a planned way that keeps direction clear
Recognize the signs of change resistance in advance and address them constructively
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
Understanding how building a high-performance culture supports business results, employee engagement and organizational renewal at the same time
Inspiration to develop a workplace where people can succeed together
Tools for strengthening performance, motivation and accountability
Perspectives on improving performance, wellbeing and business impact
New perspectives on developing leadership in a changing environment
Performance leadership
In many organizations, performance management lives and dies by development discussions and goal-setting spreadsheets, disconnected from everyday work and business. Traditional approaches are no longer enough as the demands of knowledge work increase and expectations of quality of working life grow.
In this program we build a practical understanding of how building a high-performance culture can simultaneously support business results, individual success and organizational renewal. We go through research, practical examples and concrete perspectives on how goal-orientation, accountability and continuous development can all move forward together.
Designed for leaders, managers and HR professionals who want to build a high-performance culture sustainably.
You will learn:
What a modern high-performance culture means and why old ways of working are no longer enough
How goals, priorities and management practices affect organizational performance
How to build a culture that supports accountability, learning and continuous development
What factors strengthen the success of individuals, teams and the whole organization
How performance can be developed in a way that supports both business results and employee experience
What practical approaches organizations use to renew their culture
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
The responsibilities and obligations of a manager
Identifying your own strengths and development areas as a manager
Defining the cornerstones of your own leadership
Making an impact through your leadership and interaction
Performing more effectively in different leadership situations
Mastering the principles of of a leadership role
This program is designed for managers who want to strengthen the foundation of their leadership and develop consciously in their role. The content is always tailored to the profile and needs of your organization’s managers, and connected to your existing leadership models and guidelines.
The program gets to the heart of management work: what good leadership means in practice and how it shows up in everyday life. Each manager identifies their own strengths and development areas and builds a clear red thread for their leadership and their own personal way of leading.
We explore the importance of interaction in management work and practice encounters that build trust and motivation in teams. We also dig into different leadership challenges: how to act in difficult situations, give feedback constructively and support team performance. Time management and prioritization themes help managers find balance between their own work and leadership responsibilities.
The program combines theory and practice, and participants leave with concrete tools and insights they can apply the very next day.
You will learn:
Your role, responsibilities and what great leadership looks like in practice
Your personal strengths and areas for growth as a manager
Your own leadership style and how to lead with intention
How interaction and presence shape trust and team motivation
Practical tools for challenging leadership situations
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
Identify the behavioral patterns that support or limit your own effectiveness
The courage to use feedback and reflection as tools for continuous development
Readiness to develop your leadership intentionally in a changing environment
Perspectives on strengthening your impact with people, teams and the organization
Developing self-awareness as a leader
In this program we explore how self-awareness affects a leader’s decision-making, interaction, resilience and ability to lead change. When a leader recognizes their own strengths, behavioral patterns and blind spots, they can act more consciously, build trust and lead the organization more consistently.
When leading yourself sustainably, you use your resources more wisely. You will notice that every choice you make has a positive effect on the results of your work and to your wellbeing.
The program combines research, practical experience and concrete perspectives on how self-awareness can be developed as part of everyday leadership. If desired, the experience can be deepened with an individual assessment profile: the Big Five personality profile or the Peili behavioral profile gives leaders a concrete mirror of their own behavior and helps identify both strengths and development areas at the individual level.
The goal is to help leaders strengthen their own effectiveness and interaction skills, and create better conditions for others to succeed.
You will learn:
New perspectives on developing your own leadership
Strengthening conscious presence, interaction and self-leadership
Tools for strengthening your effectiveness, interaction and decision-making
Practical ways to increase awareness of your own behavioral patterns and their impact on others
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
Team & Organizational Development
Our programs help your team members succeed together. We develop the ways of working, team spirit and collaboration skills that drive real results.
What self-management really means
What benefits you can achieve through self-management
The best methods for putting self-management into practice
How to avoid the most common pitfalls of self-management
How to achieve a daily sense of control, accomplishment and meaning at work
Self-management as an enabler of shared success
Effective self-management means the ability to guide your own actions toward goals without constant external direction. It is not simply working independently but a comprehensive skill that includes a clear understanding of your own responsibilities and goals, the ability to prioritize and make decisions, the skill to recognize your own resources and limits, and the courage to take ownership of both successes and failures.
Self-management doesn’t emerge on its own. It requires sufficient psychological safety, clear structures and shared ways of working that enable independent action without constant verification.
For individuals, effective self-management shows up as stronger engagement and a greater sense of meaning. When people can influence their own work and see the results, motivation grows and the risk of burnout decreases. Problem-solving skills and professional confidence develop at the same time.
For teams, self-management means faster decision-making and more flexible responses to changing situations. When team members take ownership beyond the boundaries of their own role, collaboration flows more naturally and silos come down. The result is better performance and a stronger sense of togetherness.
For organizations, the benefit is strategic. A self-managing organization scales better because leadership capacity is not the bottleneck. Decisions are made closer to the customer and the situation, improving both speed and quality. The organization’s ability to renew itself grows because development ideas emerge where the work actually happens.
We recommend combining this program with coaching leadership or performance management development.
You will learn:
What self-management really means
What benefits self-management brings at individual, team and organizational level
The best methods for putting self-management into practice
How to avoid the most common pitfalls of self-management
How to achieve a daily sense of control, accomplishment and meaning at work
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
Accurate situation analysis as the foundation for constructive solutions
The importance of choosing your own role and approach
The courage to have emotionally charged conversations and use them to build trust
The ability to handle challenging conversations and recover from them
Challenging interactions and conversational intelligence
Interaction inevitably generates friction and tension from time to time, both within work communities and with stakeholders such as customers. Conflicts aren’t necessarily a bad thing if they lead to finding solutions together and developing more effective practices.
The problem arises when difficult situations are left unaddressed. Unresolved conflicts erode trust, weaken team spirit, and drain energy away from actual work. Over the longer term, they show up as increased turnover, a weaker customer experience, and added strain on leadership.
Difficult situations need to be handled consistently and in a way that allows for constructive progress. In this training, you’ll gain practical tools for handling challenging issues and situations, as well as understanding the emotional reactions connected to them.
You will learn:
Accurate situation analysis as the foundation for constructive solutions
The importance of choosing your own role and approach
The courage to have emotionally charged conversations and use them to build trust
The ability to handle challenging conversations and recover from them
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
The importance of feedback for your own work and the team
How to give constructive feedback
How to receive and respond to feedback
How to build a stronger and more useful feedback culture in your organization
Giving feedback and developing feedback culture
Giving and receiving feedback is one of the cornerstones of teamwork, leadership and performance development. A strong feedback culture directly impacts organizational performance: when people receive regular feedback on their work, they develop faster, become more committed and perform better. The absence of feedback is not a neutral state. It shows up as recurring mistakes, growing tension, declining motivation and ultimately as turnover, especially among top performers.
Without continuous feedback, performance management is only half-done. Managers lose touch with the real situation in their team, problems surface too late and development discussions carry too heavy a burden alone. A feedback culture makes performance management an everyday practice, not a once-a-year process.
In this program we build a shared understanding of the importance of feedback and go through concrete practices for giving, receiving and strengthening feedback culture as part of everyday leadership and teamwork.
The best results come when development happens simultaneously across the whole organization. We recommend running this program in parallel for the entire staff, managers and leadership. When a shared language and way of working are built at the same time, the change becomes embedded in the culture rather than remaining an individual exercise.
Consider combining this program with broader performance management development.
You will learn:
The importance of feedback for your own work and the team
How to give constructive feedback
How to receive and respond to feedback
How to build a stronger and more useful feedback culture in your organization
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
Recognizing your own and others’ strengths and ways of working
Leveraging diversity to strengthen collaboration and team performance
Building trust and open interaction
Building shared understanding as the foundation for how the team works
Strengthening collaboration through team and self-awareness
The best teams don’t happen by accident. They are built on people’s ability to understand both themselves and each other.
When team members recognize their own strengths, ways of working and motivating factors, collaboration becomes smoother. When they also learn to appreciate differences rather than letting them create friction, trust grows and shared goals are achieved more effectively.
In this program we explore how self-awareness and mutual understanding affect collaboration, interaction and performance. The team learns to recognize where different ways of working come from and how to turn them into a strength.
We use scientifically validated assessment tools such as the WorkPlace Big Five personality model (WPB5) and 360-degree assessments. These provide concrete insights into the strengths and development areas of both individuals and the whole team, and create the foundation for even more effective collaboration.
You will learn:
How self-awareness affects collaboration and team dynamics
Recognizing different working, interaction and decision-making styles
Concrete ways to build a more effective and trusting team
Building a team where everyone’s strengths are put to better use
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
How to identify the team’s current strengths and challenges and create a shared vision of direction and goals
The most important tools for effective interaction within the team
What makes a high-performing team and what capabilities set them apart
How to increase your team’s performance through psychological safety and shared ways of working
How to identify your own and your team members’ strengths and put them to better use
Becoming a high performing team
The team is the most important performance unit in any organization. When a team works well, it shows directly in results, quality of work and people’s wellbeing. Yet teamwork doesn’t develop on its own: it requires shared direction, effective interaction and a deliberately built culture where everyone can give their best.
In this program we build the team into a unit that doesn’t just complete tasks but truly thrives. We go through the team’s current situation, identify development needs and strengthen the capabilities that separate great teams from average ones. We use practical tools that show up in everyday work immediately after the program.
The program is customizable from a one-hour keynote to larger programs based on the organization’s teamwork needs.
Team programs deliver the best results when leadership also supports the change. We recommend combining team-specific programs with individual coaching for the manager or team leader, especially when the team is in a challenging situation, going through major change or has a new composition. This ensures development happens simultaneously at both individual and team level, and the manager can put learnings into practice the very next day.
You will learn:
Identifying the team’s current strengths and challenges and creating a shared vision of direction and goals
The most important tools for effective interaction within the team
What makes a high-performing team and what capabilities set them apart
Increasing team performance through psychological safety and shared ways of working
Identifying your own and your team members’ strengths and putting them to better use
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
How change affects individual and team performance and how to build better ways of working through it
Ways to strengthen resilience and psychological safety in change
Regulating thinking and feelings by strengthening psychological flexibility
Building resilience and the ability to succeed in change
Change affects organizations on many levels. It is important to recognize where we are in the change process as a group, as a team and as individuals, because people go through change at different speeds. A shared understanding of the phases of change helps leaders and teams act more wisely in the moment.
Success in change management comes from every team member taking ownership of their role in making the change work. When people actively support change from their own position, a shared change culture is built where change happens through people, not to them.
We can also strengthen our own resilience — our ability to flex through change: how to tolerate change-related stress, solve the challenges that arise and seek support when needed. Resilience is not an innate trait but a skill that can be developed, and it shows directly in the ability to maintain performance even in the face of uncertainty.
You will learn:
How change affects individual and team performance and ways to act more effectively through it
Recognizing change-related stress and its causes
Ways to strengthen resilience and psychological safety in change
Regulating thoughts and emotions by building psychological flexibility
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
What cognitive ergonomics is and why it is worth investing in
Observing your own level of cognitive ergonomics and considering your work environment’s cognitive load
Best practices for developing and maintaining cognitive ergonomics both at work and in your free time
Cognitive ergonomics
Today, our work is above all cognitive work or “brain work”. It is more important than ever to take care of the well-being of our most important work tool!
Along with the workload, we are challenged by continuous disturbances, interruptions, and a multi-source flood of information, as well as work becoming increasingly independent of time and place. Familiar operating models and our way of working require updating so that we have the necessary skills to manage our own work and maintain cognitive ergonomics.
You will learn to recognize your own situation, understand what drains and what restores you, and leave with practical habits for everyday life.
You will learn:
What cognitive ergonomics is and why it is worth investing in
Observing your own level of cognitive ergonomics and considering your work environment’s cognitive load
Best practices for developing and maintaining cognitive ergonomics both at work and in your free time
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
Creating the right mindset and focus at work
The most common productivity killers and how to get rid of them
The most important tools for knowledge workers and how to use them effectively: calendars, to-do lists, email, meetings etc.
Concrete practices you can put into action immediately
Achieving more with smarter ways of working
Even successful international companies don’t invest enough in training smarter ways of working and time management. Yet working smarter and managing time effectively are key to improving both productivity and employee experience.
The way you manage your daily work has a significant impact on the quality and output of everything you do.
You will learn:
Creating the right mindset and focus at work
The most common productivity killers and how to eliminate them
The most important tools for knowledge workers and how to use them effectively: calendars, to-do lists, email, meetings and more
Concrete practices you can put into action immediately
Duration:
Customizable from a one-hour keynote to larger development programs.
Languages:
English and Finnish
Event types:
live, remote
None of these meet your needs?
We customize the training based on your needs. Whether it’s a team day or a customized lecture, fill out the form below and we’ll get in touch with you today. Training events are available in Finnish and English.
Are you interested?
Fill out the form below and we will contact you today!
If you wish, you can also contact us by phone or by booking a free time directly from the calendar. You can find the contact information at the bottom of the form.
Contact us:
Jukka Joutsiniemi
Co-founder
Developer of leadership & organizations
Or book a free sparring session directly
from my calendar here or the button below
Lifted is a trusted development partner for organisations navigating growth and change. We are known for our results-driven leadership and team development and coaching services.
Through tailored, strategy- and culture-led development initiatives, helping your organisation succeed.
Lifted Oy is a Finnish company, founded in 2014.
Reach us at
+358 (0) 44 2711 487
lifted@lifted.fi
Sofiankatu 4 C, 00170 Helsinki, Finland
Business ID: 2603736-2
