Pirkanmaan Jätehuolto

Foundation of leadership culture reform created together

Top experts in world-class circular economy activities deserve the best leadership. This was the starting point when Pirkanmaan Jätehuolto (Tampere Solid Waste Management) contacted Gofore. Its leadership culture has been completely transformed in six months.

Foundation of leadership culture reform created together

Top experts in world-class circular economy activities deserve the best leadership. This was the starting point when Pirkanmaan Jätehuolto (Tampere Solid Waste Management) contacted Gofore. Its leadership culture has been completely transformed in six months.

“We have grown from a traditional waste management company into a world-class circular economy expert with a net positive carbon footprint. We want to be forerunners in all respects, which is why we also aimed to develop our leadership culture.” says Pirkanmaan Jätehuolto’s CEO Harri Kallio.

The leadership culture development has been addressed one item at a time, regarding both mindset and practices.

“During the last six months, we have carried out a comprehensive reorganisation, meaning for example, that the former management group work has been replaced by what we call ‘daily and direction groups’, and development discussions have been changed to ‘My direction’ discussions, focusing on people’s strengths and potential.” says Pia Räihä, Head of HR.

The organisation chart has also been changed to reflect the current leadership culture, remote working practices have been redefined, and combining work and private life has been made easier.

How can all this happen in just six months?

Systematic approach formed the basis of leadership culture change

According to Kallio, the change in leadership culture is about embedding strategic thinking at all levels of the organisation.

“The need to reform concerns everyone. A major undertaking like this cannot be started without a proper plan, or performed at management level only.”

Creating a foundation for a new leadership culture began with consideration of current and future challenges and people’s needs and expectations with the existing management group, followed by discussions with team leaders and finally the entire staff.

“Permanent change can only be created by listening to the staff’s needs and wishes. Each organisation has its own characteristics, and there can be no ready-made pattern. Ability to reform stems from people.” say Jere Talonen and Eeva Kiiskinen, Gofore’s reform ability and leadership coaches, who have been working with Pirkanmaan Jätehuolto.

Räihä feels that Gofore has introduced the kind of systematic approach required to get staff involved.

“Without a proper system, chaos would have ensued, because it is obvious that changes of this magnitude create resistance. Cooperation with Gofore created a solid framework for change.”

The foundation of a leadership culture is created by the systematic involvement of staff. Cooperation with Gofore created a solid framework for change.

Pia Räihä, Henkilöstöpäällikkö, Pirkanmaan Jätehuolto

It takes a while for a leadership culture to take root

According to Kallio, a change in leadership culture is not possible without the full support of the owners and the Board, because instantly quantifiable results are not achieved overnight.

“For people to embrace new opportunities, the strategy and roadmap must be on a general level and communicated to people understandably and enthusiastically. We will assess the results in a year or two, once the new culture and practices have become second nature.”

Both Kallio and Räihä believe that things are moving in the right direction.

“We’ve had some very encouraging feedback. The measures taken will enable the company to achieve its strategic targets, because staff now feel that they are doing the right things and expressing themselves. And that is what the success of an expert organisation hinges on.” says Räihä.

Kallio and Räihä express their heartfelt thanks to Gofore.

“Together, we created a direction for the development of the leadership culture. The Gofore people were there to support us. We received proper guidance and were really well looked after. The cooperation was not only refreshing but also very professional. Whenever we feel like taking the next step, we’ll know who to contact.”

Together, we created a direction for the leadership culture’s development. We received proper guidance and were really well looked after.

Pia Räihä & Harri Kallio, Henkilöstöpäällikkö & toimitusjohtaja, Pirkanmaan Jätehuolto

Cooperation with Gofore was not only refreshing but also highly professional. When we feel like taking the next step in leadership culture, we’ll know who to contact.

Harri Kallio, Toimitusjohtaja, Pirkanmaan Jätehuolto

Highlights

Comprehensive change

New leadership culture in six months

Foundation created by systematic approach

Clear plan to get people involved in the change

Enabling strategy implementation

Allowing people to express themselves

Expertise

The skills & competences utilised in the project

Renewal

Get in touch!

Ville Suvanto

Digital Society

ville.suvanto@gofore.com

+358 40 765 6158

Foundation of leadership culture reform created together