As someone working closely with C‑suite executives at Friisberg & Partners International I’m curious to find out what makes leaders excel. A recent statistic from EY immediately stood out:
It’s no coincidence. Sport develops resilience, teamwork, discipline, and decision-making under pressure all the qualities that make leaders thrive. As EY puts it, while we’re all competing in the war for talent, there’s another battle ongoing: the fight for gender parity. Women gain a crucial advantage when sport becomes a lever to level the playing field.
Yet, too many girls step away from sport early. By the age of 16, 64% of girls have stopped participating, often due to fear of judgment, low confidence, or academic pressures. These numbers show why it’s so important to encourage girls and women to stay active and share the lessons learned along the way.
I’ve seen the impact of this personally. I’ve been rowing since 2009 and, since 2016, have balanced a full-time career with training and competition, including years in GB high-performance programmes, at Molesey Boat Club, Oxford Brookes University, and with The Paralympic British Rowing Team. Managing work alongside rowing taught me lessons in focus, resilience, and leadership that continue to shape how I operate today.
Alex Wenyon pictured with Frankie Allen at The International Para Rowing Regatta
The EY article argues that athletes often become exceptional leaders because of the unique pressures and demands of sport. As a cox, I learned to:
These are the same skills that make for an effective C‑suite executive: clear decision-making under pressure, motivating diverse teams, and adapting strategy on the fly.
While this was extremely rewarding, it included many hours a day driving to training, family sacrifices and annual leave being used up on competition. The experience taught me lessons about resilience, focus, and balance that I now bring into my work with executives:
Sport teaches you that leadership is not just about personal excellence - it’s about lifting the entire team and sustaining performance under pressure, but my main takeaway is to make sure you enjoy the journey. Otherwise, what's the point?
Whether you’re in high-performance sport, a professional environment, or both, the crossover is clear:
The EY article highlights female athletes as future leaders but the principle applies to all leaders: the lessons learned in sport create exceptional, adaptable, and resilient leaders.
I acknowledge that I sometimes didn't get the balance right along the way which left me burnt out, but the reminder of why I was doing this, always pulled me through.
So how can we close the gender gap? Keep showing up for women's sport. Simple.
When Friisberg supports Swedish clients in acquiring foreign businesses, or when we audit management teams in acquired units, we frequently hear echoes of the same reactions: ‘What is Scandinavian business culture all about?’ These reflections often stem from an expectation that “Scandinavia” acts as a uniform system, yet nothing could be further from the truth.
Scandinavia is a region, not a country. Within it lie nations such as Sweden, Norway, and Denmark - each with subtle but consequential differences in how work is done, how leaders lead, and how people relate.
Many say ‘The Finnish design, the Swedes build, the Danes sell and the Norwegian buys’. Michael Karlsson from our Swedish office offers his take on the cultural nuances in Sweden.
Swedish organizations tend to emphasize equality. You might see senior executives grabbing lunch in the staff canteen, and open dialogue is encouraged, even when expressed views diverge from the majority.
One of the more striking, and sometimes frustrating, behaviours to outsiders is how decisions are made: only after lengthy discussion and with broad buy-in. Some see this as overly cautious or consensus-driven, and I agree it can be slow at times.
Swedish managers are typically strong on defining objectives, but less directive about execution. Topics like politics or religion are avoided. Emotions are usually kept in check, confrontation is muted, and critical feedback is often delivered indirectly.
Outside office hours, Swedes generally respect strong boundaries. Socializing outside work is limited unless it’s an organized event. At the same time, benefits such as generous parental leave, extended holidays, and solid pension contributions are highly valued and contrast favourably with many local norms elsewhere.
For many acquired firms, the Swedish way can feel frustrating and not very transparent: the deliberative decision process, indirect communication, and strict work–life boundaries represent a different rhythm than they’re used to.
And for businesses entering Sweden from abroad, a common and unexpected hurdle is the cost and legal obligations tied to Swedish employment norms - especially around parental leave, vacation entitlements, and pension contributions.
But those very attributes - equality, fairness, and balance - are also what many come to admire and adopt over time.
At Friisberg, our experience blends local insight with global reach.
We regularly support clients navigating cross-border transitions, whether via management audits, integration projects, or executive search mandates.
Our role is not just to explain culture, but to bridge it helping clients connect foreign ways of doing business with Swedish norms sustainably.
Note: These insights reflect common patterns observed in professional settings. Every individual and organisation is unique, and no culture can be defined in absolute terms. Our aim is to highlight trends that international leaders may encounter when working across borders, and to share how Friisberg helps clients navigate these differences with respect and effectiveness.
When I sit in board meetings, I can usually tell within minutes whether there is a genuine people voice in the room.
It is not about someone from HR being present, it is about whether the conversation shows empathy, curiosity and an understanding of how people actually work - what motivates them, what holds them back and what builds trust or creates fear.
Many boards still see HR as a function rather than a lens. They value human capital as a cost centre instead of a strategic asset and that is where the problem begins.
The Data Behind the Gap
Despite years of progress in governance and diversity, UK boards remain light on people expertise.
The message is clear: Boards constantly talk about people yet rarely include a people expert in the conversation.
The Real Risk of Excluding HR
Almost every major board crisis of the past decade has started with people.
Cultural drift, leadership misalignment, or poor communication, but none of these problems can be solved by finance or compliance alone.
Boards that lack HR expertise often miss early warning signs such as rising attrition, inconsistent leadership behaviour, or disengagement at key transition points. By the time those issues reach the boardroom, the damage has usually been done.
Having a senior HR voice at the table changes that. It ensures that discussions about numbers also include context about morale and capacity, that risk assessments consider human behaviour, not just systems and that succession planning becomes proactive instead of reactive.
The Strategic Power of HR Insight
Exceptional HR leaders have a rare ability to read an organisation, they see patterns in people behaviour that others overlook.
A skilled HR Director reads an organisation the way a CFO reads a balance sheet., not in numbers, but in signals. They see how leadership tone affects retention, how structure influences motivation and how culture shapes performance.
When that insight is present in the boardroom, decision-making improves, strategy becomes more realistic and more humane and companies make better calls on growth, transformation and risk because they understand the capacity of the people behind the plan.
I recently spoke with Tess Hilson-Greener who has 30+ years of global experience leading HR transformation across corporates, government, and private equity-backed businesses. She commented,
“HR is changing from a supporter of strategy to a shaper of it. It enables boards to see beyond metrics and into meaning understanding not just what was delivered, but how it was achieved and at what human cost or gain.
“In the decade ahead, HR’s will take on new board-level roles such as Chief People Strategists, AI Governance Officers, and Workforce Architects sitting alongside CFOs and COOs as equal stewards of organisational intelligence and value creation.
“The HR professionals who recognise this shift early will lead the organisations of the future invited onto boards by merit, not mandate. They will earn their place through insight, foresight, and measurable impact, redefining what leadership looks like in the AI-centred decade ahead.”
The UK Context
The UK’s regulators and investors are already signalling that people insight is no longer optional.
The FRC Corporate Governance Code 2024 expects boards to explain how culture supports strategy, not only how performance links to targets. The Investment Association Stewardship Priorities 2025 list human capital management alongside climate and technology as a top focus for governance.
People expertise has become strategic and boards that fail to include it risk appearing out of touch.
Why It Matters to Investors and CEOs
Investors increasingly recognise that culture and leadership quality determine whether strategy translates into performance. A London Business School Governance Insight Study 2024 found that boards with HR representation achieved 17% higher return on invested capital following major organisational change compared with those without.
For CEOs, a people-focused voice at board level acts as ballast, because it grounds decisions in reality and sends a signal across the workforce that people truly matter.
Why Friisberg UK
At Friisberg & Partners International, we believe leadership begins with people so when we assess or advise boards, we look carefully at how directors listen, challenge and communicate.
We work closely with HR Directors across the UK who are redefining what modern leadership looks like. They are commercially sharp, emotionally intelligent and structurally influential. They are not back-office operators, they are strategic anchors.
Our role is to help boards recognise that value and embed it in governance. When people insight informs strategy, performance follows.
Final Reflection
The strongest boards understand a simple truth: you cannot govern what you do not understand and you cannot understand an organisation without understanding its people.
Question for reflection: If your board was making a critical decision tomorrow, who would be the voice reminding them what it means for the people who make it happen?
When Friisberg supports international clients entering or acquiring companies in Germany, the conversation quickly turns to what many call “the German way of doing business.” For foreign firms, Germany’s cultural traits can be both reassuring and surprising combining precision and structure with a distinctly collaborative mindset.
German business culture values clarity, order, and defined responsibility. Hierarchies exist and are respected, yet leaders are expected to be rational rather than authoritarian. Authority is derived from expertise and competence rather than position alone.
Unlike in the UK, where pragmatism may drive quicker calls, or Sweden, where consensus dominates, German leaders expect decisions to be based on thorough analysis and detailed preparation. This process can appear slow to outsiders, but once a decision is made, implementation is swift and precise.
German professionals typically communicate in a clear and straightforward manner. Euphemisms and indirect hints, common in British or Swedish workplaces, are rare. “No” means no, and criticism is delivered plainly, though constructively.
Documentation matters. Contracts, meeting minutes, and project plans are carefully prepared and meticulously followed. Foreign partners used to more informal or verbal agreements often need to adapt quickly to this emphasis on the written word.
Work hours are respected as professional time, and personal lives are kept largely separate. Unlike in the UK, where colleagues often socialize outside the office, or Hungary, where personal networks blend with business, Germans generally prefer to keep professional and private spheres distinct.
There is a strong cultural emphasis on efficiency and productivity during working hours, rather than staying late to demonstrate commitment. Punctuality is non-negotiable - arriving even five minutes late to a meeting may be perceived as unprofessional.
For international businesses, the rigidity of structure and adherence to process can feel daunting. Negotiations are typically thorough, with a strong focus on detail, legal frameworks, and risk management. Casual improvisation or “figuring it out as we go” is rarely accepted.
On the other hand, once mutual trust is established and agreements are in place, foreign companies often find German partners to be highly reliable, consistent, and long-term oriented.
Germany is one of Europe’s largest and most competitive markets. For international companies, succeeding here requires more than meeting compliance standards, it demands a genuine understanding of how German’s work, decide, and lead.
Friisberg, with its presence across Germany and Europe, bridges these cultural nuances. We help clients align their leadership and organizational practices with local expectations without losing sight of their global identity.
For those entering the German market, cultural awareness is not just a courtesy. It is a strategic advantage.
Note: These insights reflect common patterns observed in professional settings. Every individual and organisation are unique, and no culture can be defined in absolute terms. Our aim is to highlight trends that international leaders may encounter when working across borders, and to share how Friisberg helps clients navigate these differences with respect and effectiveness.
As global tensions rise, Sweden’s defence strategy is undergoing significant changes, influencing both business practices and executive leadership. We recently asked our audience, how should businesses respond to emerging military-related obligations in Europe? The results?
50% = Align with EU defence plans
17% = Stay neutral, core focus
17% = Ethical-based cooperation
17% = Ask Govt for clear policy
We sat down with Friisberg Partner Michael Karlsson, who observes how these shifts in defence strategy are reshaping executive search and corporate resilience in Sweden.
Since reinstating conscription in 2017, Sweden has a selective service system where only a small percentage of 18-year-olds are called up, though this may increase due to the Ukraine crisis. Under Sweden’s Totalförsvarsplikt (Total Defence Obligation), businesses, especially those providing critical infrastructure, are required to maintain contingency plans and may need to release staff for military or civil defence duties during crises.
The Russian invasion of Ukraine has intensified the demand for executives with military and strategic experience. Organizations are increasingly seeking leaders with crisis management expertise to navigate geopolitical risks and enhance resilience.
Diversity in leadership - across gender, culture, and professional experience boosts Sweden’s defence strategy by fostering innovation and adaptability. A broad range of perspectives is key to building resilience in the face of future threats.
CEOs must now integrate security and continuity into their business strategies, especially regarding supply chain and cyber risks. Discussions about offering lower taxes in exchange for employees participating in military training reflect Sweden's readiness to adapt to changing defence priorities.
At Friisberg, we’re committed to promoting co-opetition within Sweden’s defence sector, encouraging collaboration among stakeholders to drive innovation and strengthen the country’s defence capabilities.
Sweden’s NATO membership has reshaped defence priorities and increased the focus on leadership in defence tech and the public sector. The country’s defence strategy now emphasizes preparedness and resilience, marking a new chapter in Sweden’s security landscape.
Over the years, I have worked with many boards and have seen first-hand the difference that strong Non-Executive Directors can make. The best ones share certain qualities that go far beyond technical expertise or impressive CVs - they bring balance, perspective and courage to the boardroom.
For me, these qualities can be summed up in what I call ‘The Seven Cs of a Good NED’.
A capable NED combines sound judgement with practical wisdom. They know their craft and understand how organisations really work. It is not about knowing everything, but about knowing what matters most, and when to step in.
Curiosity keeps a board alive. The best NEDs never stop asking questions, not to trip people up, but to see things from every angle. They read beyond the board pack, stay connected to the business and are genuinely interested in the people who make it run.
Boards work best when there is mutual respect and trust. A collaborative NED listens carefully, values differing opinions and builds bridges between executives and non-executives; they understand that the board’s strength lies in collective wisdom, not individual authority.
Good challenge is at the heart of governance. It means testing ideas without undermining confidence and the best NEDs know how to ask hard questions in a constructive way, keeping discussions focused and purposeful.
Confidence allows a NED to hold their own when opinions diverge, but it also means having the humility to admit when they do not know something. The right balance of confidence and modesty brings credibility and respect around the board table.
Being a NED is not an honorary title, it requires time, preparation and genuine involvement. The most effective NEDs are those who show up fully, engage deeply and stay informed between meetings.
Courage is what separates a good NED from a great one. It is the willingness to speak up, even when it is uncomfortable and courage means standing firm on matters of ethics, accountability and fairness. It is about doing what is right, not what is easy.
In every strong board I have seen, these seven qualities appear in some form. They are not static attributes, but habits that grow through experience, reflection and self-awareness.
As governance expectations continue to rise, the best boards are those that recognise the human side of leadership. The Seven Cs provide a simple framework, but living them takes discipline, empathy and resolve.
At Friisberg UK, we focus on finding people who genuinely embody these seven traits. True board calibre is not measured by titles or tenure, but by attitude, integrity and the ability to influence wisely. Our work lies in recognising these qualities early, even when they are not obvious on paper, and bringing together boards that are both capable and courageous in equal measure.
When Friisberg partners with international clients investing in or acquiring companies in Hungary, we often hear reflections on how different the local business culture feels compared to Western Europe. While Hungary is firmly integrated into the EU and global markets, its business practices remain shaped by a unique history, strong national identity, and Central European pragmatism.
Friisberg has a long-established presence in Hungary and across Central Europe. Our consultants understand the nuances of local culture while operating as One Firm, globally connected. We support clients not only in executive search but also in management audits, integration, and leadership development ensuring that international businesses entering Hungary can adapt effectively while building trust and credibility.
For companies seeking to navigate Hungarian business culture, the key is not just compliance with local law, but respect for authority, patience in negotiation, and a readiness to build strong personal relationships.
Note: These insights reflect common patterns observed in professional settings. Every individual and organisation is unique, and no culture can be defined in absolute terms. Our aim is to highlight trends that international leaders may encounter when working across borders, and to share how Friisberg helps clients navigate these differences with respect and effectiveness.
When companies expand internationally, much of the focus is on strategy, regulation, and finance. Yet time and again, our work at Friisberg shows that it is culture, not numbers, that makes or breaks a cross-border venture.
We see this clearly when supporting acquisitions, management audits, or leadership appointments across our 40+ global offices. A business may acquire the assets and systems of a foreign company in a matter of weeks, but winning the trust, engagement, and commitment of its people requires cultural fluency.
For leaders, failing to understand these nuances can slow integration, erode trust, and undermine performance.
At Friisberg, our consultants combine deep local knowledge with international reach. Whether it is a Swedish firm acquiring in Central Europe, a UK company expanding across the Atlantic, or a global investor entering Hungary, our role is to help leadership teams bridge cultural differences.
We do not just conduct executive search or management audits - we interpret cultures, equipping clients to adapt, integrate, and thrive across borders.
To bring these insights to life, we are launching a series that explores business culture across different countries where Friisberg operates. Each article will highlight the workplace norms, leadership styles, and cultural surprises that matter most for international businesses.
And more perspectives will follow.
The world’s most successful international businesses know that culture is not soft, it is strategic. It shapes leadership, decision-making, employee engagement, and ultimately, financial performance.
At Friisberg, we help organisations see culture not as a challenge to overcome, but as an opportunity to create stronger, more resilient leadership.
Note: These insights reflect common patterns observed in professional settings. Every individual and organisation is unique, and no culture can be defined in absolute terms. Our aim is to highlight trends that international leaders may encounter when working across borders, and to share how Friisberg helps clients navigate these differences with respect and effectiveness.
AI isn’t just a technological shift, it’s reshaping the way we think about work, culture, and even how we connect with one another. Few topics spark as much debate, but avoiding the conversation isn’t an option. The real questions we must confront are clear: how will AI transform the way we work, and how will it redefine the way we live and communicate on a broader scale?
Predictions about AI’s impact on the world of work are wildly divergent ranging from fears of mass redundancies to expectations of only minor industry shifts. Some see the potential for economy-shaping growth and whole new sectors of employment, while others anticipate little more than incremental gains. The only certainty is that the future remains uncertain.
With the Trades Union Congress’ recent report calling for business leaders and the UK government to build an AI innovation strategy with workers and business practices at the core of its approach, it is clear that AI isn’t just a technology strategy – it’s a leadership test. The TUC is right to raise concerns: if left unchecked, AI risks entrenching inequality, but with the right leaders, it can drive inclusion, innovation, and long-term growth. Rapid technological advancement only delivers widespread social progress when business leaders and working people are empowered.
At Friisberg, we see the organisations that thrive are those where Boards put people at the centre of their AI strategies – the key question is how leaders can best prepare for that responsibility.
In the Executive Search field, human insight, critical thinking, and expert judgement are non-negotiables in the successful placement of candidates. Yet in the high-stakes world of talent acquisition, AI can be utilised as a powerful ally, rather than as a threat. Recent insights have shown the array of benefits that AI can reap in the world of Executive Search.
A 2025 Frazer Jones study found that AI can speed up C-suite hiring at a rate of 30-50%. Executive placements are notoriously time-sensitive and delayed hires at the C-suite level can cost companies millions in missed opportunities, weakened leadership, and organisational drift. With AI accelerating candidate identification and matching by up to 50%, firms that integrate AI gain a distinct edge in delivering results faster, without sacrificing quality. In an industry where timing is often the differentiator, this kind of efficiency is transformative.
Most traditional headhunting still leans heavily on professional networks and platforms like LinkedIn. However, today’s top talent isn’t always broadcasting their availability, or even their full potential, online. HelloSky, an AI talent and company intelligence platform, is a noteworthy case study. In a Business Insider profile, founder and CEO, Alex Bates, provided an insight into the ways in which AI can be better utilised by those in Executive Search.
By aggregating data from non-obvious sources and applying sophisticated pattern recognition, these AI tools surface “hidden” candidates who may not appear in standard searches, but are high-value prospects based on career trajectory, skill alignment, or cultural fit.
Reducing time wasted on day to day menial tasks can allow Executive Search experts to spend more time investing in leadership assessment and client relationships. With human judgement at the core of these critical decisions, automating the monotonous can only improve the quality of placements.
In the near future, tools that generate live org charts, attrition risk models, and predictive talent maps, will become standard in leading firms as they are increasingly informed by data analytics.
Firms will increasingly invest in AI tools. According to a 2024 McKinsey report, over 90% of companies reported increasing their budgets for AI across HR and talent acquisition and Executive Search firms will not be immune to this wave. From intelligent sourcing tools to platforms that assess leadership potential or simulate team dynamics, the range of AI solutions is expanding rapidly. Firms that fail to invest in these technologies risk falling behind, both in efficiency and in the ability to deliver value to increasingly tech-savvy clients.
At Friisberg, we see this not as a threat, but as an opportunity. The combination of cutting-edge AI tools combined with our deep human expertise is where real value lies. Technology can accelerate processes and surface new insights, but only people can assess cultural fit, potential, and leadership qualities.
The future of Executive Search will not be AI instead of humans, but AI with humans.
I’m currently wearing three different hats: Senior Executive Search Consultant, local Partner and people manager, and Finance Director for the entire Friisberg company.
What I really enjoy most is facing highly complex circumstances, projects and interactions that force you to think out-of-the-box, to stretch beyond your current knowledge and skills-set, to challenge the understanding of who you are and to constantly reinvent yourself. I often try to do things that scare me and to constantly push the limits of the “doable” - as St. Francis of Assisi wisely noted: "Start by doing what's necessary; then do what's possible, and suddenly you are doing the impossible."
Some people believe that the Executive Search consultant is a magician or superhero capable of finding any profile (any combination of requirements) in any geography for any contractual terms without any communication/coordination or support from the client company. In fact, we have found solutions in cases of extremely challenging search projects but very often it is all about redefining the expectations without compromising with the goal and/or the mission.
What we as Executive search consultants face, are more and more complex requirements as part of the assignment brief. The search of the ideal candidate includes considering succession planning aspects, stronger emphasise on cultural fit and specific leadership style, diversity considerations, specific team role contributing to the Board efficiency/balance etc. It is more and more the case of somehow contradictory requirements – both zoom in and zoom-out capacity, or team oriented but able to stand alone attitude, tough but empathetic personality etc. In this challenging context the system thinking, the straight talk and the passion to pull it off are the names of the game.
I approach each human being with unconditional respect and genuine curiosity, I listen to understand, I try to be fair without judging. I believe in kindness, grace and generosity as being fundamental when working with people.
I’m an aspiring independent filmmaker – I write, direct and co-produce short live action films - I have made five already.
I started out as a stage performer, then briefly moved into theatre directing, but it was filmmaking that truly captured my creative heart. My journey has taken me from student shorts to international festivals.
My short films have screened across Europe, the U.S, and beyond - winning awards for direction, performance, cinematography, and more. Highlights include THE CREATURE premiering at the iconic Chinese Theatre in Hollywood, L+T at the Cannes Film Market, and most recently, FRECKLES, which began its festival run by winning four major awards at TMFF Glasgow - Best Film, Best Director, Best screenwriter, Best Lead actress and was nominated for Best cinematography.
Each project has deepened my love for visual storytelling and my drive to explore emotionally powerful human stories through film.“
I’m currently working on my first feature film project – the script is in development and with my producer we are exploring various options to finance it.
Hiring a perfect leader may be as hard as casting the perfect lead.
I’ve learned a lot from some of the most acclaimed movie directors that have discovered and nurtured rising stars. Martin Scorsese is famous for casting actors not for their resume but for their raw energy and authenticity. He discovered the then unknown Lorraine Bracco (Goodfellas). “It’s not about experience“, he claims,“ but about instinct and truth.”
Steven Spielberg (discovered Christian Bale, among others) on the other hand values emotional intelligence and the ability to listen, to be present even in silence. Greta Gerwick is working a lot with emerging talent like Beanie Feldstein and Florence Pugh – she is casting for something unpredictable; she bets on actors that can surprise you.
But mostly, like Kathrine Bigalow, I’m looking for this very special spark in the eyes…
Business leaders and filmmakers might operate in different worlds - but both are tasked with turning vision into reality through people. Directors create compelling stories on screen. CEOs create impact in markets. Both must lead teams, inspire creativity, and make high-stakes decisions under uncertainty.
Below is some advice Executives could borrow from filmmakers
Find something that you really love… and let it consume you! 😊
