In the realm of leadership, technical skills and strategic thinking often take center stage. However, there's a crucial yet often overlooked aspect that separates good leaders from great ones: Emotional Intelligence (EQ). In this article, we explore why EQ is indispensable for effective leadership and how it can transform workplace dynamics.

At its core, EQ encompasses the ability to recognize, understand, and manage both our own emotions and those of others. In a professional setting, this translates into improved communication, stronger relationships, and better decision-making.

Here's why EQ matters:

In conclusion, Emotional Intelligence is not just a nice-to-have skill for leaders—it's a must-have. It underpins effective communication, builds trust and rapport, facilitates conflict resolution, cultivates resilience, and empowers others to thrive. As we navigate the complexities of the modern workplace, let's remember that true leadership begins with understanding ourselves and others on a deeper emotional level.

At Friisberg & Partners, we emphasize EQ while evaluating the leadership qualities of our candidates. We never forget to look beyond the CV, and consider the power of Emotional Intelligence. It could be the difference between a candidate who merely manages a team and a candidate who inspires greatness.

Thirty-three years ago I spent two years in the middle of my studies sailing in the Whitbread Round the World race on s/y UBF. It was a great experience. Then came work, family and all other priorities and duties. My friends often asked, if I would do the circumnavigating or an ocean racing leg again, should the opportunity arise? Hell yeah! I always answered but continued that no one would take a 58 year-old, grey haired and bearded office guy on-board... so not a chance.

But then luck kicked in the form of The Ocean Globe Race, a fully crewed retro race in the spirit of the 1973 Whitbread Round the World Race. There it was, my chance to relive my great adventure.

Sailing the Leg 3, from Auckland of New Zealand via Cape Horn to Punta Del Este of Uruguay, on a Nautor Swan 651, s/y Spirit of Helsinki was beyond great - as well as the team. 

One special element of this race is that no communication to and/or from the boat was allowed except some tweets to the organizers or in case of an emergency. So we were really 100 % offline for five weeks: no emails, no social media, no WhatsApp, no sms, no phone calls - totally disconnected from work and from families. 

During those five weeks, our universe was the boat, the ocean, the sky and the 14 team members - and being offline is inspirational.

It is possible.

You can actually live without emails, calls, news and social media for five weeks, no problem! I suppose we aren’t irreplaceable after all. My only concern was my family: was everything OK with them. That bothered me quite a lot. It was such a relief to get the phone from the sealed bag in in Punta del Este, to call home straight away and to hear that everyone was OK!

Should you have a job or a business, thorough preparation is required.

Planning of projects, managing the hand-overs to colleagues (a big thank you to my fellow colleagues at Friisberg!) and making sure that all administration eg. billing, taxes etc. are all well-planned beforehand. Nonetheless I was feeling a bit shaky when I opened my email after the five weeks offline, but fortunately there were no crisis, no big issues waiting there. My projects had gone well during and despite my absence and I had few calls from new clients waiting for my return.

Onboard we had our daily jobs and roles.

We hardly ever talked about our land based professional lives during the five weeks. The talk was around sailing, watch systems (work-schedule on board), competition, sail-trim, strategy, maneuvers, food, weather or sleep - not work. It was a time for something else for everyone. On the boat we were helmsmen, sail-trimmers, not CEOs or Executive Search Consultants. Thirty year-old Hilla, the only female on board was our most accurate and by far the fastest in celestial navigation with the traditional sextant. And our excellent second mate, 22 years old Aaro, told the four CEO's aboard what to do in the sail change.  And that worked well. Should we change our roles more often in the office work as well?

Now that I’m back online I challenge you to try being offline. Try it for a week or two at first - like on your next holiday.

The first step is to decide, then plan, and finally just to do it.

When we inspire others to understand and value women's inclusion, we forge a better world.

In the ongoing pursuit of gender equality, inclusion stands as a cornerstone principle, essential for breaking down barriers, challenging stereotypes, and creating environments where all women are valued and respected.

World-renowned feminist, journalist and activist, Gloria Steinem, reportedly once explained:

"The story of women's struggle for equality belongs to no single feminist nor to any one organization but to the collective efforts of all who care about human rights."

While progress has been made in advancing women's rights and opportunities, true gender equality remains elusive in many parts of the world. Inclusion is vital to drive meaningful change to a more equitable future.

Inclusion is not merely about representation; it's about creating spaces and systems where all women, regardless of their background, identity, or circumstances, feel valued, heard, and empowered. This means recognizing and addressing the intersecting forms of discrimination and marginalization that women from diverse backgrounds face, whether based on race, ethnicity, socioeconomic status, disability, sexual orientation, or gender identity.

Breaking down barriers is a central tenet of inclusive gender equality:

Women encounter various obstacles on their path to equality, including structural barriers such as discriminatory laws and policies, limited access to education and healthcare, and unequal opportunities in the workforce. Inclusive action involves identifying and dismantling these barriers to ensure that all women have equal access to resources, opportunities, and decision-making processes.

Challenging stereotypes is another vital aspect in the quest for gender equality:

Stereotypes based on gender, race, ethnicity, or other factors often limit women's potential and perpetuate harmful biases and discrimination. By challenging these stereotypes and promoting diverse representations of women in media, education, and leadership, we can create a more inclusive narrative that celebrates the richness and complexity of women's experiences and identities.

Creating environments where all women are valued and respected requires a cultural shift that prioritizes empathy, respect, and solidarity:

This entails fostering inclusive attitudes and behaviors at all levels of society, from families and communities to workplaces and policy-making institutions. It involves promoting ally ship among individuals and organizations, amplifying marginalized voices, and actively challenging discrimination and exclusion wherever it occurs.

To achieve inclusive gender equality, action is needed on multiple fronts:

Inclusion is not just a buzzword; it's a fundamental principle that underpins the pursuit of gender equality. By breaking down barriers, challenging stereotypes, and creating inclusive environments where all women are valued and respected, we can build a more just and equitable society for everyone.

It's time to take action and make inclusion a reality in our quest for gender equality:

The Impact of Artificial Intelligence on the Executive Leadership Landscape

In an era defined by technological leaps, artificial intelligence (AI) stands as a transformative force reshaping industries across the globe. The realm of executive leadership is no exception, as the advent of AI brings forth a wave of changes that will significantly influence how organizations identify, nurture, and leverage their top-tier talent.

Data-Driven Decision Making

AI is revolutionizing the way leaders make decisions. With advanced analytics and machine learning algorithms, executives can now rely on data-driven insights to inform their strategic choices. This shift not only enhances decision-making precision but also demands a new set of skills from executives, emphasizing the importance of data literacy at the leadership level.

Augmented Leadership Roles

As AI systems take over routine tasks, executives will find themselves freed from mundane responsibilities, allowing them to focus on more strategic, creative, and high-impact aspects of their roles. This augmentation of leadership responsibilities requires a paradigm shift, encouraging executives to develop a symbiotic relationship with AI tools to maximize efficiency and innovation.

Redefining Skills Sets

The rise of AI necessitates a reevaluation of the skills expected from executive leaders. While traditional leadership qualities remain indispensable, proficiency in understanding and leveraging AI technologies becomes a critical asset. Executives need to cultivate a deep understanding of AI applications relevant to their industry, ensuring they can harness these technologies to drive organizational success.

Ethical Leadership in AI Adoption

The ethical implications of AI adoption are a growing concern. Executives will play a crucial role in navigating the ethical landscape of AI, ensuring transparency, fairness, and accountability in its implementation. Leaders must proactively address ethical challenges, building trust both within their organizations and among stakeholders.

Global Talent Pool Dynamics

AI facilitates remote work, opening new possibilities for global collaboration. Executives can harness AI tools to identify, recruit, and manage diverse talent from around the world. This globalization of the talent pool requires leaders to adapt their management styles to accommodate diverse perspectives and work cultures.

Continuous Learning and Adaptability

AI evolves rapidly, and executives must keep pace. The expectation for continuous learning and adaptability becomes a cornerstone for effective leadership. Executives need to cultivate a mindset of lifelong learning, embracing new technologies and staying abreast of industry trends to lead their organizations through the dynamic landscape shaped by AI.

As artificial intelligence continues to permeate the business world, executive leaders face both challenges and opportunities. Embracing AI as a strategic ally, redefining skill sets, navigating ethical considerations, and fostering a global perspective are essential elements for executives to thrive in the AI-driven future.

The journey ahead requires leaders who can seamlessly integrate AI into their leadership style, guiding their organizations towards sustainable success in an ever-evolving landscape.

Key Intangible Factors Considered by Executives in Career Decision-Making.

After years of interviewing executives, we have identified a series of intangible benefits that they value when considering a career change and a new project, which they believe will determine their success.

Apart from the specific challenges of the company, the role, and the executive's experience and skills, the following are some of the key elements they consider when making a decision:

These elements vary when it comes to a listed company, versus an unlisted company. In the case of a listed company, they also consider the following:

These are basically differences in terms of shareholder pressure, financial regulations, access to capital, and strategic focus, which influence their decision-making.

In addition, whether a business is mature or not also introduces new elements into the mix before making a decision, depending on the stage of business development and the specific needs associated with each.   For example:

All of these are key elements to consider when defining an ideal executive profile for a position in a company and should be considered.

Why Humans Trump AI in Executive Search

In today's digital age, artificial intelligence (AI) has undeniably revolutionized various industries. With advanced algorithms, machine learning, and natural language processing capabilities, AI-powered recruitment tools promise efficiency, speed, and accuracy in talent acquisition.

Despite the technological advancements, we know that the human element remains indispensable in the Executive Search process - here's why:

We know that the human touch remains irreplaceable to attracting and retaining top talent.

At the Handelsblatt EnergySummit 2024, it once again became clear that although the energy transition in Germany has made progress and the share of renewable energies was 50% in 2023, it still poses many challenges.

In order to ensure security of supply, even on days with little wind and sunshine, gas power plants are to step in, initially powered by natural gas and in the future by hydrogen. The plan is to build 20 to 30 of these gas-fired power plants. The nationwide hydrogen core network will connect hydrogen locations such as power plants, storage facilities and import corridors. MAN Energy Solutions, for example, is providing hope as to how CO2-free local heating supplies can function in the future with large heat pumps. These are expected to supply around 25,000 households. The use of synthetic methane could also be interesting as it would have the advantage that the existing gas networks could be used for distribution.

These are exciting times!

Friisberg & Partners is pleased to be shaping this transformation in utilities and the decarbonization of the industry in Germany and Europe by filling key positions.

We have repeatedly been recognized by @WirtschaftsWoche as one of the best Executive Search consultancies in the German Energy sector because we succeed in finding executives with strong implementation skills.

By including your team in the decision-making, investing in the future of your workforce, being willing to try out new ideas, clear communication, and a bit of tech-savviness you, as a leader, will be ready to navigate in the tech revolution!

In the rapidly evolving digital landscape, leaders need to embrace a mindset of continuous adaptation. We’re in an era of ‘The Digital Age’ where new transformative tech and trends are reshaping everything, forcing us to revisit what effective leadership really means. There is however no doubt that it involves staying informed about emerging technologies relevant to their industry, understanding their potential impact, and proactively integrating them into their business strategies.

The leaders that successfully explore and leverage technologies such as artificial intelligence, machine learning and big data analytics are to gain major competitive advantages. However, if leaders resist adopting these new technologies, their companies might face challenges and fall behind in the market.

The question emerges: How does one navigate this rapidly changing landscape and stay ahead?

Well, digital transformation, which is a big term for a big change, is more than just incorporating new tools. It’s about changing the way your organization works, its culture, and how people think about their work. Hereby, the leaders play a crucial role in driving and managing this transformation, ensuring that it aligns with the overall business strategy. We have the pleasure of presenting five ideas on how you as a leader can successfully embrace and manage the digital transformation ahead to make it a success.

Inclusive Decision-Making:

By including the employees, the employees should have a say on where digitization could and should be adopted. When employees generate their own ideas about where digitization supports business, it is more likely to become a success. Include your employees!

Investment in Your Team’s Skills:

Developing talent and skills throughout the organization is a fundamental action for transformation and one of the most important in digital change efforts. This covers, defining roles and responsibilities, hiring digital talent and engaging integrators. The integrators are employees who understand both the business side and technical aspects and can translate and integrate the new digital methods and processes into the existing ways of working. Invest in your team!

Digital upgrade for day-to-day tools:

Give your daily tools and processes a digital makeover. With a strategic digital upgrade of the daily tools, you ensure to streamline operations and enhance efficiency. Be willing to try out new things!

Communicate the Change:

Clear communication is critical during a digital transformation. Telling the employees, the when, how and why it is changing and why the changes are important, helps the employees understand where the organization is headed. Explain the when, how and why!

Tech-Savvy Leadership:

You don’t have to be a tech expert, but possessing a basic understanding of key technologies is essential. Tech-savvy leaders can effectively communicate with their technical teams, make informed decisions, and lead their organizations into the future. Invest in yourself!

To summarize how to navigate in the tech revolution, leadership in the digital age is all about having a clear vision, being adaptable, and being open to new technologies. Bringing together these qualities is crucial for steady growth and lasting success in today’s tech-driven business world. These steps might seem simple at first but can be very effective for leaders to steer their organizations not just through digital changes but toward a future filled with innovation and prosperity.

Is your organization facing a larger tech transformation and looking to broaden your tech-savvy talent pool?

Feel free to reach out to your local Friisberg office

A new challenge for Executive Search

It is normal to quantify the right salary for a position, of any level, and especially for those that are classified as C-Level. Equally daily, during interviews with candidates, we recognise those soft skills that increasingly make the difference between one profile and another.

But have we ever considered what values can be of value to a candidate? Have we ever wondered what remuneration a candidate would be willing to revise for the right job?

In light of the ‘Conscious Quitting' phenomenon that characterised 2023, the HR world will have to reflect on this question and start taking into account the importance that a personal set of values can have for a candidate.  In fact, some studies brought to the fore by major national and international media, show that with reference to ‘Conscious Quitting', the choice, the decision to leave or change jobs due to ethical conflicts, is growing significantly.

The analysis of the problem conducted by Paul Polman, former CEO of Unilever, and by the EIB - European Investment Bank - highlights that in an historical moment characterised by wars and massive natural disasters that threaten our stability and our future, the Z Generation are very concerned about the world they will inherit and are willing to devote their time and talent to companies that are committed to providing them with a better future. Consequently, they are willing to quit when their companies let them down'. And it is not only young people who are fuelling this trend, but also Millennials and a minority of Enlightened Boomers.

The ideal candidate, in a future that is already here, will not only be the one who demonstrates that he or she has the expertise and soft-skills needed to fill a certain role or do a certain type of work, but it will become increasingly important to understand whether their values are shared by the ethos of the firm in which they will work and vice versa.

We are delighted to announce that V.E.R.A. Consulting will become part of Friisberg & Partners in Milan, offering Executive Search, Assessment, Executive Coaching and Organisational Development Consultancy.

As part of our dynamic and forward-thinking approach, we are thrilled to announce the opening of our new office in the vibrant city of Milan, Italy. This strategic move is a testament to our commitment to global expansion, fostering innovation, and cultivating strong relationships with clients and partners worldwide.

This reaffirms our successful global strategy to develop solid partnerships based on shared values and mutual esteem, integrating diversified skills and experience to offer our clients bespoke, forward-looking and extremely effective solutions.

From our central offices located in Sant'Ambogio, Aureliana De Sanctis and Giovanni Mantica will be the Partners dedicated to Executive Search. Thanks to their extensive experience within specific sectors, we know that they will strengthen and expand the presence of Friisberg & Partners throughout national and cross-border territories.

Milan, often regarded as the financial and fashion capital of Italy, serves as an ideal location for our new office. The city boasts a rich cultural heritage, a thriving business environment, and a strategic geographical position within Europe. Renowned for its historical landmarks, world-class cuisine, and influential fashion and design industries, Milan provides a unique backdrop that aligns perfectly with our values of excellence and creativity.

Our strengthened team in Milan brings several benefits to our valued clients and partners:

Enhanced Service Delivery: Proximity to European markets allows us to provide faster and more responsive services, addressing the unique needs of clients in the region.

Cultural Understanding: A local presence ensures a deeper understanding of our clients' cultures and business landscapes, enabling us to tailor solutions that resonate with their specific requirements.

Innovative Collaboration: By engaging with Milan's innovation ecosystem, we open up opportunities for collaborative projects that drive mutual growth and foster innovation.

Our strategically important office in Milan reflects our commitment to providing exceptional services, fostering innovation, and building lasting relationships on a global scale. We look forward to the opportunities and challenges that lie ahead, confident in our ability to thrive in Milan's dynamic business landscape.

We are ready to work together as one close-knit Team!

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