How Haldex Brake developed a leadership culture that fuels energy, ownership, and engagement

Haldex Brake AB had a clear ambition: to build a workplace where employees feel engaged, take initiative, and have the freedom to drive things forward on their own.

But reaching that goal required a different kind of leadership – one grounded in presence, clear communication, and everyday interactions that support growth.

At Haldex, managers were seen as key to making this happen, not just as business drivers, but as culture builders. Our role was to support them in stepping fully into that responsibility.

We started by listening. To truly support change, you have to understand what’s really going on. So we conducted a thorough assessment of the organization – interviewing employees at different levels and visiting various parts of the business. The goal was to get a clear picture of both the current reality and the leadership’s ambitions.

From there, we designed a tailored development program combining training, reflection, and practical tools that could be used right away.

The first step was our course Leadership through communication, attended by all managers. The focus was helping leaders create the right conditions for people to grow – something we see as one of a leader’s most important responsibilities.

Key areas of training included:

• Creating safety and clarity
• Building trust and stronger relationships
• Holding better, more meaningful conversations
• Understanding how your leadership behavior shapes culture

Managers also took time to reflect on their own leadership – what was working well, what wasn’t, how aligned they were with company goals, and where they could shift or grow.

As a complement, they also participated in a full-day session on goal-driven leadership – an approach that’s less about control and more about setting direction and bringing people along. This kind of leadership tends to generate more energy, ownership, and ultimately, stronger trust between leaders and teams.

The initiative gave Haldex’s leaders both practical tools and fresh perspectives. They developed a clearer sense of how their communication impacts engagement and how they can actively shape the culture they want to build.

The goal-driven leadership approach made a big difference. It gave managers a more sustainable way to lead and gave teams a clearer sense of direction. The results were greater involvement, stronger collaboration, and a deeper sense of psychological safety across the organization.

Participants described the experience as highly relevant, well-targeted, and exactly what they needed. The training served as both a strong starting point and a real accelerator in Haldex’s ongoing journey toward stronger leadership and a culture that drives development, makes the most of people’s strengths, and puts real resources behind achieving results.