Lene Gammelgaard

1
Change will be the only constant...

• Lene Gammelgaard Sandeep Sander
• 2nd June 2005
• Change2WIN
• Rungsted Strandvej 213
• DK-2960 Rungsted Kyst
• Denmark
• Tel [phone]
• sandeep.sander_at_sanderman.com

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Introduction to Change2WIN

• Change2WIN is your future partner for making
  change happen to develop and implement your
  winning formula
• Vision creation and anchoring within the
  organisation and external
• Strategy development and implementation with
  emphasis on what to do differently
• Concept development with particular focus on
  Top Line Growth
• Development of corporate identity including
  branding and improved communication
• Management Development often involving persons
  who have achieved extraordinary results like Lene
  Gammelgaard who climbed Mount Everest or Jesper
  Bank, who twice won the Olympics and now is
  Americas Cup challenger together with Top
  Professors from leading business schools.
• Change Management making change happen,
  effectively and in a positive way

Change2WIN offers true innovation and the ability
to turn ideas into reality !
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Vision
Vision Creation Anchoring
Corporate Identity
Strategy Development
Concept Development
Management Development
Target Group

• Non-Executive Board members
• Board members

Change Management
1. Vision
Objectives

• Provide senior managers with the right frame of
  mind to lead their companies into the future
• Tools for managing vision creation and anchoring

8 weeks
Method/Process
1-2
3-4
5-6
7-8

• Pre-analysis
• Design, plan, communicate
• Workshops
• Reporting

• Discussion, decisions,
• communication
• Action to create outcome
• Measure results, communicate

Pre-analysis
Design, plan, communicate
Workshops
Reporting
Tangible outcome
Discussion, decisions, communication

• Managers capable of leading their organisations
  by providing the leadership necessary
• Managers able to motivate and inspire employees
  by having a vision of where the organisation is
  going
• Managers capable of turning vision creation into
  actual concept and ideas implemented throughout
  the organisation
• A common understanding of the company vision

Action to create outcome
Measure results, communicate
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Vision
Corporate Identity, Branding Communication
Corporate Identity
Strategy Development
Concept Development
Management Development
Target Group

• Senior managers
• Specialists

Change Management
2. Corporate Identity
Objectives

• Develop a homogeneous strategy incorporating
  corporate identity, branding and corporate
  communication
• Develop tools
• Increase value adding

6 months
5
1
2
3
4
6
Method/Process
Pre-analysis

• Pre-analysis
• Design, plan, communicate
• Workshops
• Reporting

• Discussion, decisions,
• communication
• Action to create outcome
• Measure results, communicate

Design, plan, communicate
Workshops
Reporting
Discussion, decisions, communication
Tangible outcome
Action to create outcome
Measure results, communicate

• Establish Brand Essence, Core Identity, Extended
  Identity
• Establish Value Propositions, Brand Relationship
  and Brand Positioning
• Establish internal and external communication
  procedures

5
Vision
Strategy Development Implementation
Corporate Identity
Strategy Development
Concept Development
Management Development
Target Group

• Few managers or all managers

Change Management
Objectives
3. Strategy Development

• A unique positioning compared to competitors
• A unique value chain with unique products
• Clear de-selection of products and a decision
  about what one will not do
• Activities fitting together and strengthening
  each other
• Continuity with continuous improvements

12 weeks
1-3
4-6
7-9
10- 12
Method/Process
Pre-analysis

• Pre-analysis
• Design, plan, communicate
• Workshops
• Reporting

• Discussion, decisions,
• communication
• Action to create outcome
• Measure results, communicate

Design, plan, communicate
Workshops
Reporting
Discussion, decisions, communication
Tangible outcome
Action to create outcome
Measure results, communicate

• An organisation where all share the same vision
  of the future
• An organisation capable of telling its employees
  and those outside where they want to go
• An organisation with the tools necessary to
  attain the goals set out

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Vision
Concept Development
Corporate Identity
Strategy Development
Concept Development
Management Development
Target Group

• Senior managers
• Line managers
• Specialists

Change Management
4. Concept Development
Objectives

• Develop new tools aiding strategy and
  organisational development
• Improve organisational effectveness
• Increase competitive advantage
• Increase value adding

12 weeks
1-3
4-6
7-9
10- 12
Pre-analysis
Method/Process
Design, plan, communicate
Workshops

• Pre-analysis
• Design, plan, communicate
• Workshops
• Reporting

• Discussion, decisions,
• communication
• Action to create outcome
• Measure results, communicate

Reporting
Discussion, decisions, communication
Action to create outcome
Tangible outcome
Measure results, communicate

• New concepts improving organisational
  effectiveness
• New concepts supporting the strategy and vision
  of the company

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Vision
Management Development
Corporate Identity
Strategy Development
Concept Development
Management Development
Target Group

• Top 10 of Managers

Change Management
5. Management Development
Objectives

• To develop management development tools which
  accurately reflect the needs of the organisation
  and its managers
• Prepare the company for future challenges
• Toolkit for Management Development
• Develop a common understanding

12 months
Q1
Q2
Q3
Q4
Method/Process
Pre-analysis

• Pre-analysis
• Design, plan, communicate
• Workshops
• Reporting

• Discussion, decisions,
• communication
• Action to create outcome
• Measure results, communicate

Design, plan, communicate
Workshops
Reporting
Discussion, decisions, communication
Tangible outcome
Action to create outcome
Measure results, communicate

• Development programmers addressing identified
  skill gaps
• Management development as a professionally
  managed tool
• Managers capable of addressing modern
  organisational challenges, able to cope with the
  demands placed upon them

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Vision
Change Management
Corporate Identity
Strategy Development
Concept Development
Management Development
Target Group

• Few managers or all managers

Change Management
6. Change Management
Objectives

• Change the perception of change as a negative
  thing
• Toolkit for Change Management
• Provide managers with the skills to maximise the
  benefits possible from a change process

12 months
Q1
Q2
Q3
Q4
Method/Process
Pre-analysis

• Pre-analysis
• Design, plan, communicate
• Workshops
• Reporting

• Discussion, decisions,
• communication
• Action to create outcome
• Measure results, communicate

Design, plan, communicate
Workshops
Reporting
Discussion, decisions, communication
Tangible outcome
Action to create outcome
Measure results, communicate

• An organisation prepared for change
• Managers not apprehensive of change
• Managers with the positive perception that where
  there is a change there is a challenge

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Management Development References

• We have worked in 23 countries with managers
  from leading companies, including

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Project examples
ABB, Germany (www.abb.com) ABB is a leader in
power and automation technologies that enable
utility and industry customers to improve
performance while lowering environmental
impact. In total more than 102.000 employees.
Operating in 100 countries. Examples of our work
Presentation to key clients and partners about
Team building and relationship building in a very
competitive environment
AllianceF Politikerin Forum, Switzerland
(www.alliancef.ch) A unique Swiss network of
female opinion leaders - professional women
within politics (including the Minister of
Finance), business, public administration Examples
of our work Preparing for long term strategy
rather than short term thinking because things
take time in politics and only results count!
Capvis, Switzerland (www.capvis.com) CapVis
Equity Partners AG Zurich advising the CapVis
Funds, is the leading private equity house for
medium-sized management buy-outs in Switzerland.
Track record includes twenty-five successful
investments in European companies since 1990. In
addition to investing in management buy-out
transactions, they provide expansion capital
financing to well-established, fast-growing
companies or buy-out shares from minority
shareholders. Core markets are Switzerland,
Austria and Southern Germany. In total only 18
employees. Operating in 3 countries. Examples of
our work Strategy Concept Development How to
build a vision and through mission and strategy
achieve substantial bottom line results. Target
group Key Account Customer and Senior Executives
from business partners
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Project examples
LEGO, Denmark (www.lego.com) LEGO products are
sold all over the globe. They are one of the
world's largest toy manufacturers and the largest
in construction toys. In total more than 8.300
employees. Operating globally with manufacturing
facilities in 6 countries. Examples of our work
Out of box thinking in the think tank the
development centre. Selling of the vision
together with the owner and the CEO. Vision and
strategy implementation. Target Group Employees
at all levels approx. 1.000 employees
Scandinavian Airlines, Sweden(www.sasgroup.net)
SAS is currently the leading carrier in the
Nordic countries, and is also a founding member
of the Star Alliance. It operates out of two
primary hubs, the Stockholm-Arlanda Airport and
the Copenhagen Airport in Kastrup. Oslo Airport
is serviced mainly with connections from the
Swedish and Danish SAS hubs. The SAS fleet has
130 aircraft. In total more than 32.500
employees. Operating globally, with 146
destinations within Europe, North America and
Asia. Examples of our work Creating crisis
awareness and installing prepareness for change
needed to survive. Building Customer Equity.
Target Group Employees at all levels,
especially customer facing staff and the global
sales marketing team
IBM, WorldWide (www.ibm.com) IBM provides
customer solutions through the use of advanced
information technology. These solutions include
technologies, systems, products, services,
software and financing. In total more than
319.000 employees. Operating globally in 170
countries. Examples of our work Concepts and
tools from vision building and how to carry
through to realisation despite obstacles. Target
group Country Managers
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Project examples
Deutsche Bank (www.db.com) As a lean, dynamic,
focused universal bank, Deutsche Bank ranks among
the global leaders in Corporate Banking and
Securities, Transaction Banking, Asset Management
Private Wealth Management, and has a
significant Retail Banking franchise in Germany
and other selected countries in Continental
Europe. In total more than 65.400 employees.
Operating in 74 countries. Examples of our work
Human Capital Assessment. Building on successes.
Concepts and inspiration for how to do even
better. Target group Best performing Senior
Executives from all over Europe
Egmont, Denmark (www.egmont.com) Egmont, founded
in 1878, is one of Scandinavias leading media
groups. They create and tell stories ranging from
print to plasma screen, from entertainment to
education, from intellectual to popular culture.
Egmont encompasses weeklies, magazines, comics,
books, film, TV-programmes, textbooks, games,
content for mobile services and electronic
entertainment. In total more than 3.500
employees. Operating in 21 countries. Examples of
our work Complete Management Development
program, including how to achieve seemingly
unrealisable goals. Concept for self motivation.
Stop complaining about the crisis now start
working on the future successes. Target group
International Senior Executives
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Profile Lene Gammelgaard

• Has worked in 15 countries with management and
  employees to develop their potential further,
  often first as global key note speaker or coach
  and then as implementation consultant
• Has hands-on experience within vision creation,
  organizational strategy and concept development,
  development of people beyond their present
  potential and implementation
• First Nordic Woman on Mount Everest in 1996.
  Planning and leading several expeditions with
  professional clients, for example to the summit
  of Kili Manjaro
• Founded Lene Gammelgaard Consult in 1996. Has
  previously worked as financial analyst
  specialised in stock listings and turn arounds,
  global purchasing manager in a textile company
  and was co-founder and manager of Institutes for
  Drug Addicts
• Degree in law specialised in organisation and
  tax. Is also educated as journalist and
  psychotherapist
• Personal interests include acquiring new
  professional knowledge, trekking, yachting and
  art, including being an abstract painter
• Fluent in English, German and Scandinavian
  languages, speaks French and has Danish as mother
  tongue

Lene has sold more than 500,000 copies of her
books and worked with more than 300,000 persons
world wide. She has an outstanding track record
on improving performance in companies
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Profile Sandeep Sander

• Has worked in 23 countries with managers from 55
  countries, mainly on Change Management and
  Management Development as well as Strategy
  Development and Implementation
• Competencies and experience witin areas like
  sales, marketing, branding and HR
• Areas of interest include Creativity, Concept and
  Strategy Development, Leadership, Knowledge
  Management and Globalization
• Started his first company at age 25 and has since
  started and sold several companies
• A unique network to leading business school
  professors and practioners
• MBA from INSEAD, France and two management
  degrees from Copenhagen Business School
• Has until recently lived in the UK and now lives
  in Denmark
• Married to Gitte and they have 3 children age 8,
  10 and 12. Board Member of the Royal Danish Yacht
  Club and active yachtman
• Fluent in English and Scandinavian languages,
  understands German and French and has Danish as
  mother tongue

Sandeep Sander founded SanderMan in 1989 and
had Egmont as the first client. He now focuses on
Top Management Challenges and works as advisor to
several Chairmen, CEOs and company owners, using
his broad experience an extensive network to
create results.