Strong leadership is a factor for success in terms of financial results. Holmen's objective for leadership is to inspire courage, commitment and responsibility on the part of the company's employees. Leaders who are able to commit themselves and motivate their employees generate power and potential in their teams and inspire them to perform better.

Manager at Holmen

The company's aspirations for leadership, values and management by objectives are described in Holmen's leadership philosophy, entitled 'Manager at Holmen'.

Leadership development

Recently appointed managers at Holmen are offered a place on the programme 'New Manager at Holmen'. The programme aims to inform about Holmen's leadership philosophy and the fundamental tools of leadership and theories that underpin the philosophy. The programme lasts 3 days and because it is attended by managers from different parts of the Group, participants also gain access to a network of other managers, which the participants consider to be highly important during their management careers.

New managers are also allocated a local tutor to ensure they make a good start. These tutors are colleagues with several years of management experience. The tutor helps with navigation through the initial management period, by serving as a sounding-board and mentor.

Holmen's Group-wide leadership programme, known as HGL, is a 15-day development programme for all managers who have attained a certain level of management experience. The programme provides both theories and tools for use in day-to-day work, but also looks at strengths and areas for development of the participants, making the programme a personal journey of development.

Holmen has previously had an International Management Program (HIMP), which is an international business skills programme that aims to develop the managers and specialists who deal with strategic issues and who are regarded as having good potential for further development. The programme will be reviewed and revised in 2017.

Leadership is exercised not only by those with a management role including employee supervision; it is also commonly practised during processes of change and development by specialists without any direct employee supervision. For this target group, Holmen runs a programme entitled 'Leading without being a manager'. The programme lasts for 4 days and is taken up by around 15 people per year.

Assessment of managers and employees

The employees and managers who have the qualities for – and are interested in – progressing to higher-level duties are identified through a skills provision process. This also contributes to the order of succession for important positions being secured. During the process, special emphasis is placed on bringing women's talents to the fore.

Employee surveys are another means of evaluating our activities and leadership. The survey results provide Holmen's business areas and staff units with an indication of what works well and what needs to be enhanced. Each department creates an action plan that is integrated into the business's development activity.

Performance reviews, in which personal objectives and activities are identified, and values and ambitions are discussed, are an important tool for both evaluation and development. The manager plays an important role in inspiring participation in and commitment to the company's business plan and strategic objectives, as well as setting performance demands.

Holmen AB, P.O. Box 5407, SE-114 84 Stockholm, Sweden. 

Tel: +46 8 666 21 00  E-mail:


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