Session

✨🎆💫Happy New Year from the team at Session! 💫🎆 ✨ At Session, we’re closing out 2025 by focusing on the good. We are so grateful to the clients and coaches who have trusted us this year. Whether you listened to our podcast, attended a webinar, or partnered with us for leadership training or coaching - thank you for being part of our journey 🙏❤️ Wishing you all a New Year filled with sustainable choices, community feelings and not least - grit, happiness and growth 🍀. See you in 2026 💫 🎆 Happy New Year! 🎆

People & Culture often carries one of the heaviest responsibilities in any organization ⚖️ Before the new year kicks in, we’re excited to share our final article of 2025, written by the one and only Dr. Thomas Zoëga Ramsøy from Neurons. In the article, Thomas touches upon a well known dilemma of People and Culture (P&C): On the one hand,  they are expected to safeguard empathy, trust, and culture; the very human fabric of work 🤍. On the other hand, they are asked to justify decisions in the hard language of cost, risk, and performance 📊.Too human, and it’s dismissed as “soft.” Too data-driven, and it’s accused of losing the people. As Thomas puts it:  “The suggestion that one must choose between human empathy and data-driven rigour feels overly simplistic; this perceived chasm is, in fact, a fundamental flaw in how we design our measurement systems.” In the article, Thomas proposes a different path. One built on three integrated pillars of data-driven P&C: Objective, behavioral, and subjective data. Not as separate dimensions, but as a single diagnostic system that helps organizations spot early warning signs, understand why performance is shifting, and act from a space of intention rather than upon instinct 🎯. Curious how this changes the role of P&C, and the conversations we have with leadership? 📖 Find the full article linked in the comments below. Dive into the article and let’s discuss 👇: ➡️ Which pillar is your organization strongest in? ➡️ And which one do you tend to overlook? #PeopleAndCulture #FutureOfWork #HRStrategy #DataDrivenHR #Leadership

🎄 Happy Holidays ✨ The holiday season can look different for each of us. For some, it brings rest, celebration, and time with others. For others, it invites reflection, quieter moments, or a mix of emotions 🍃💭. Often, it’s all of these at once, and that’s okay. No matter if you’re celebrating Christmas or not, we hope the days ahead offer moments of reflection, and presence, in whatever way feels right for you 🕯️❄️. Merry Christmas ⭐ , Happy Holidays 🎅 🤶 and Season Greetings 💚 from the Session Team

Pausing before the Holiday Season ⏸️🤍 At a recent Session Coaching Community meeting, the Session coaches gathered to create space for an honest conversation about the year; the challenges, the shifts, and what we’re carrying forward. End-of-year reflection matters because it helps us make sense of learnings, moments and movements  🌱. It gives voice and words to feelings and experiences that may so far have only lived in the body, and creates space to notice what might have changed in how we think, lead, listen, and show up. In our end-of-year community call, our coaches shared reflections on growth, fear, intuition, belonging, hope - and why our work as coaches matters 🌟 . We ended up formulating new mantras for the year ahead - not as goals to chase, but wisdom to return to, when things might feel uncertain or complex. In today's carousel we give you a glimpse into a few of the learnings that were formulated at the meeting - from the people who hold space for others every day through their coaching 🙏🤍 As you look back on this year and ahead to the next ✨: What have you learned, and what mantra would you want to guide you? 💭 #LeadershipReflection #CoachingCommunity #EndOfYearReflection #PeopleAndCulture

🎧 Why Strengths, Not Titles, Are Shaping Modern Development What happens when an organization challenges one of the most ingrained assumptions of working life; that development is synonymous with promotions, titles, or linear career paths? 🔍 In our latest podcast episode, we explore SOL (Strengths and Learning), a People & Culture initiative developed at Styrelsen for Grøn Arealomlægning og Vandmiljø and recognized with Dansk HR’s Prize 2025. Through conversations with parts of the team behind the initiative, we explore how development was deliberately moved out of the training room and embedded into everyday work. 🧠 Rather than responding to the call for clearer career paths with traditional frameworks, the team chose to pause and ask a more fundamental question: What actually creates meaningful development for employees? 🌱  The answer led them away from fixed career ladders and toward a strengths-based approach rooted in dialogue, daily sparring, continuous feedback, and a shared language around learning. 🛠️ The episode unpacks how this mindset translated into concrete tools, new ways of working, and an entirely reimagined approach to performance and development conversations, making learning something that happens continuously, not only during courses or promotions. 🎥 A powerful moment in the video below, reminds us that a strengths-based approach to development is deeply connected to mindset. Growth happens when people are encouraged to build on what gives them energy 💪⚡ A huge thank you to Karen Lynggaard Thøgersen Vibeke Jansen and Sofie Christine Lauritzen for spearheading the initiative and unfolding it in this latest episode of Session’s podcast “Work in Progress - Session with People and Culture”. 👉 Tune in to listen to the full episode, linked in the comments below, or find the episode on your favorite podcast channel 🙌! #PeopleAndCulture #LeadershipDevelopment #LearningAtWork #GrowthMindset #FutureOfWork

Traditional HR Has Long Fallen Short. Human-First Is the New Standard of Work. Back in September 2022, we sat down with Rachel K. to discuss the evolution of HR and the rise of People & Culture as a strategic, human-first function. Fast forward to today… and the conversation hasn’t aged at all. As this infographic shows, the shift was driven by more than new tools or policies. The pandemic, remote work, and changing workforce expectations exposed the limits of traditional HR, accelerating the need for: 🤝 Human-centric employee experiences 🧭 Values-driven cultures 🚀 Performance enablement, not control 🌱 Wellbeing, growth & authenticity at work Rachel’s perspective on People as a Product, values alignment, adaptability, and human-first leadership continues to resonate, especially in high-growth and startup environments where change is constant. If anything, these ideas feel even more urgent today. 👉 To dive deeper into Rachel’s perspectives and the broader conversation on People & Culture, check the link in the comments below. 💬 Is human-first work a competitive advantage, or still underestimated in your company? Let us know in the comments below. #PeopleAndCulture #FutureOfWork #HumanFirst #EmployeeExperience #HRTransformation

🌱 Fixing Weaknesses to Fueling Strengths: A New Approach to EOY Conversations For years, many organisations followed a familiar pattern: hiring people for their strengths, and then using performance reviews to highlight everything they aren’t good at. As Vibeke Jansen, Udviklingskonsulent i Styrelsen for Grøn Arealomlægning og Vandmiljø, explains in our latest webinar, even her Head of Department recognized how counterproductive that approach had become. Not because anyone meant harm, but because the old MUS structure unintentionally encouraged leaders to zoom in on weaknesses instead of nurturing what people naturally excel at. 🌟 That realisation became a turning point. With the introduction of a new MUS concept, the focus has shifted from: ❌ “How do we correct you?” to ✅ “What gives you energy, and how can we give you more of it?” This mindset shift has changed the tone of the entire dialogue: • Employees can say openly, “this isn’t where I shine,” without fearing extra tasks in that exact area. • Strengths are no longer seen as something to “balance out” but as something to cultivate. • People leave with a clearer path toward the work where they truly thrive. 👇 What do you think, should performance conversations always start with strengths? Share your perspective in the comments. #LeadershipDevelopment #WorkplaceCulture #EmployeeEngagement #StrengthBasedLeadership #HRInnovation

💤We are all a bit tired - aren’t we? 😴 Well, if you are, you are not alone… ⚪ PwC reports that 53% of employees feel there’s too much change happening at once ⚪ And a survey by Capterra found 71% of employees say they feel overwhelmed by the amount of change in their job That overwhelm does not necessarily announce itself in a loud manner. It shows up subtly: Slipping motivation, slower adoption, increased pushback, and that “another change already?” feeling. Here’s what many orgs overlook: Change fatigue isn’t just an employee issue,  it’s a leadership and management issue. ➡️ Research shows employees want strategic direction from senior leaders, but they look to their immediate managers for the human, contextual guidance that makes change actually land. Meaning: A people-centric, proactive approach matters. The path has to support sustainable change, not constant change. 💬 👇 Are you also seeing and feeling signs of change fatigue? Then please share what’s breaking, what’s working, and what needs to shift in order for you and your organization to get some energy back. Your insights might help someone else. #ChangeFatigue #HRInsights #PeopleFirst #Leadership #EmployeeExperience

Why are so many HR leaders revisiting the conversation around happiness at work? 💬 Because it’s becoming impossible to ignore its impact on engagement, retention, and performance. 📈 With 20+ years of international HR experience, Lars Kure Juul has spent his career helping leaders unlock the potential of people and organizations. And one theme keeps coming back: happiness at work is a strategic necessity. ⭐️ In his article (link in comments) and book on Organizational Happiness, Lars dives into Organizational Happiness, not as a feel-good initiative or an employee benefit, but as a strategic priority. As he puts it in the video below, well-being programs and titles like “Chief Happiness Officer” can only take us so far if they aren’t embedded into how the organization actually operates. 🧭 With the average person spending 90,000 hours at work in a lifetime, companies can not afford to treat happiness as an add-on. Lars reminds us that real engagement comes from purpose, strengths, compassion, and a culture where people are set up to excel, not just left to endure. 🌱 His insights challenge us to elevate happiness from a wellness program to a business imperative, because when people feel fulfilled and connected to their work, performance naturally follows. 🚀 👉 Dive into the full article linked in to in the comments to discover Lars’ perspective on why Organizational Happiness matters now more than ever, and what it truly takes to build a workplace where people show up with energy, ownership, and meaning. #OrganizationalHappiness #EmployeeEngagement #FutureOfWork #PeopleAndCulture #HRLeadership

📘 The HR Guide for Closing 2025 Strong and Winning in 2026 is Here The last stretch of 2025 is here, and HR leaders are - like everyone else - facing one of the most complex moments in recent years. ⚡ Tight talent markets, employees seeking purpose and growth, and evolving technology means that every decision HR makes counts. Research shows that organizations excelling in people strategy and digital readiness outperform others by 2–6x, proving that HR’s impact is no longer “soft.” It’s just as much strategic as it is measurable, and crucial for business success. 📊 Our latest guide lays out 5 actionable moves HR leaders can take today to create workplaces where people grow 🌱, technology empowers rather than replaces 🤖, systems actually work , culture drives performance, and DEI becomes a real, measurable advantage 🌍. 💡 Question for HR leaders: With the year closing fast, which area (if not all) will you aim to prioritize to make a real difference before 2026? 📎 Find the full guide linked in the comments below! #HRStrategy #PeopleFirst #TalentRetention #DigitalReadiness #CultureMatters #DEI