{"id":35811,"date":"2026-06-29T15:07:23","date_gmt":"2026-06-29T13:07:23","guid":{"rendered":"https:\/\/egn.com\/dk\/?p=35811"},"modified":"2026-06-29T15:07:24","modified_gmt":"2026-06-29T13:07:24","slug":"who-looks-after-the-boss","status":"publish","type":"post","link":"https:\/\/egn.com\/dk\/who-looks-after-the-boss\/","title":{"rendered":"Who Looks After the Boss?"},"content":{"rendered":"\n<p class=\"is-style-lead\"><em>&#8220;Ledertrivsel bliver ofte betragtet som et personligt anliggende. Men i virkeligheden er det et strategisk organisatorisk anliggende,&#8221;<\/em> siger erhvervspsykolog og ledelsesekspert <strong>Lill Palmblad<\/strong>.<\/p>\n\n\n\n<p>Ledere forventes at s\u00e6tte retning, tr\u00e6ffe sv\u00e6re beslutninger, st\u00f8tte deres medarbejdere og navigere i en verden pr\u00e6get af konstant forandring. Alligevel er der et vigtigt sp\u00f8rgsm\u00e5l, som sj\u00e6ldent bliver stillet:<\/p>\n\n\n\n<p id=\"h-hvem-passer-pa-chefen\"><strong>Hvem passer p\u00e5 chefen?<\/strong><\/p>\n\n\n\n<p>If\u00f8lge <a href=\"https:\/\/egn.com\/dk\/moed-egn\/lill-palmblad\/\" type=\"person\" id=\"32835\">Lill Palmblad<\/a>, der er medforfatter til bestselleren <em>Hvem passer p\u00e5 chefen,<\/em>nu udkommet p\u00e5 engelsk som <em>Who Looks After the Boss?<\/em>, er ledertrivsel en af de mest oversete drivkr\u00e6fter bag organisationers performance.<\/p>\n\n\n\n<p>Forud for hendes kommende <a href=\"https:\/\/egn.com\/dk\/events\/who-looks-after-the-boss\/\" type=\"event\" id=\"35685\">EGN Global-webinar<\/a> har vi talt med hende om, hvorfor ledertrivsel fortjener en plads p\u00e5 enhver direktionens dagsorden.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-ledelse-er-hojrisiko-arbejdsmiljo\">Ledelse er h\u00f8jrisiko arbejdsmilj\u00f8<\/h2>\n\n\n\n<p>Selvom ledelse giver mening, indflydelse og mulighed for at g\u00f8re en reel forskel, indeb\u00e6rer lederrollen ogs\u00e5 en s\u00e6rlig kombination af psykiske belastninger.<\/p>\n\n\n\n<p><em>&#8220;Forskningen har identificeret en r\u00e6kke psykosociale risikofaktorer, som p\u00e5virker menneskers sundhed og trivsel. Det s\u00e6rlige ved ledelse er, at mange af disse risikofaktorer er til stede p\u00e5 samme tid \u2013 og s\u00e5 med ekstra pres ovenp\u00e5,&#8221;<\/em> forklarer Lill.<\/p>\n\n\n\n<p>Ledere balancerer konstant i krydspres mellem prioriteter og interessenter, tr\u00e6ffer beslutninger p\u00e5 et ufuldst\u00e6ndigt grundlag, st\u00f8tter medarbejdere gennem vanskelige situationer og bliver l\u00f8bende vurderet fra alle sider &#8211; af medarbejdere, kolleger og deres egen ledelse.<\/p>\n\n\n\n<p><em>&#8220;Ledelse rummer store muligheder for mening og indflydelse. Men organisationer er ogs\u00e5 n\u00f8dt til at anerkende, at det er et af nutidens mest kr\u00e6vende arbejdsmilj\u00f8er.&#8221; tilf\u00f8jer Lill.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-de-forste-tegn-er-ofte-usynlige\">De f\u00f8rste tegn er ofte usynlige<\/h2>\n\n\n\n<p>Mange organisationer tror, at de let vil opdage, n\u00e5r en leder begynder at mistrives. Men if\u00f8lge Lill overses det alligevel ofte.<\/p>\n\n\n\n<p><em>&#8220;De fleste forventer tydelige symptomer p\u00e5 stress hos personen. Men ofte viser de f\u00f8rste advarselstegn sig i kvaliteten af ledelsen,&#8221;<\/em> p\u00e5peger Lill.<\/p>\n\n\n\n<p>Beslutningsprocesserne bliver langsommere. Sv\u00e6re samtaler bliver udskudt. Ledelse bliver mere reaktiv end proaktiv. Samarbejdet i ledergruppen sv\u00e6kkes, og konflikter bliver vanskeligere at l\u00f8se.<\/p>\n\n\n\n<p><em>&#8220;Det er sj\u00e6ldent, at en leder pludselig bare v\u00e5gner op en morgen og ikke l\u00e6ngere kan lede. Langt oftere ser vi, at ledelseskapaciteten gradvist bliver udhulet,&#8221;<\/em> forklarer Lill.<\/p>\n\n\n\n<p>I stedet for udelukkende at fokusere p\u00e5 den enkelte leder b\u00f8r organisationer stille et andet sp\u00f8rgsm\u00e5l.<\/p>\n\n\n\n<p>Kvaliteten af ledelse afspejler ofte rammerne for ledelse. I stedet for at sp\u00f8rge: &#8216;Hvad er der galt med lederen?&#8217;, b\u00f8r vi sp\u00f8rge: &#8216;Har vi skabt de betingelser, der g\u00f8r det muligt for lederen at lykkes?&#8217;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-ledertrivsel-er-et-faelles-ansvar\">Ledertrivsel er et f\u00e6lles ansvar<\/h2>\n\n\n\n<p>I mange \u00e5r er ledertrivsel blevet betragtet som noget, ledere selv m\u00e5tte h\u00e5ndtere. Den tankegang b\u00f8r \u00e6ndres, mener Lill.<\/p>\n\n\n\n<p><em>&#8220;Ledertrivsel skabes ikke i enrum. Den opbygges gennem relationer, kultur og st\u00e6rke lederf\u00e6llesskaber,&#8221;<\/em> forklarer Lill.<\/p>\n\n\n\n<p>Organisationer b\u00f8r skabe rammer, hvor ledere \u00e5bent kan tale om b\u00e5de det, der begejstrer og giver dem energi, og det, der belaster dem. Ledergrupper b\u00f8r v\u00e6re fora b\u00e5de for st\u00f8tte og sparring \u2013 og for effektivt samarbejde og beslutninger.<\/p>\n\n\n\n<p>Den \u00f8verste ledelse spiller samtidig en afg\u00f8rende rolle.<\/p>\n\n\n\n<p><em>&#8220;CEO&#8217;er p\u00e5virker ledertrivslen hver eneste dag gennem de prioriteter, de s\u00e6tter, de ressourcer, de fordeler, og den kultur, de skaber.&#8221; uddyber Lill.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-at-investere-i-ledelseskapacitet\">At investere i ledelseskapacitet<\/h2>\n\n\n\n<p>I sidste ende handler ledertrivsel om meget mere end at forebygge stress og udbr\u00e6ndthed. Ledertrivsel handler om kapacitet.<\/p>\n\n\n\n<p><em>&#8220;Sp\u00f8rgsm\u00e5let er ikke, hvordan vi fjerner presset fra ledelse. Ledelse vil altid indeb\u00e6re pres. Det afg\u00f8rende sp\u00f8rgsm\u00e5l er, om vi giver ledere de rette betingelser for at h\u00e5ndtere presset p\u00e5 en god m\u00e5de,&#8221;<\/em> forklarer Lill.<\/p>\n\n\n\n<p>Organisationer, der investerer i ledertrivsel, styrker deres evne til at tr\u00e6ffe gode beslutninger, navigere i usikkerhed og fastholde ledelse af h\u00f8j kvalitet over tid.<\/p>\n\n\n\n<p>Derfor er samtalen vigtig netop nu<\/p>\n\n\n\n<p>Ledelse har \u00e6ndret sig markant gennem det seneste \u00e5rti. Forventningerne til ledere vokser fortsat, mens kompleksitet og usikkerhed er blevet permanente vilk\u00e5r.<\/p>\n\n\n\n<p><em>&#8220;Vi har brug for god ledelse mere end nogensinde f\u00f8r. Samtidig er lederjobbet blevet mere kr\u00e6vende og i mange lande bliver det stadig sv\u00e6rere at tiltr\u00e6kke nye ledere,&#8221;<\/em> siger Lill.<\/p>\n\n\n\n<p>Derfor mener hun, at ledertrivsel ikke kun handler om nutidens ledere. Det handler ogs\u00e5 om fremtidens ledelse.<\/p>\n\n\n\n<p>Hvis vi \u00f8nsker bedre ledelse, er det derfor p\u00e5 tide at stille det helt grundl\u00e6ggende sp\u00f8rgsm\u00e5l: <strong>Who Looks After the Boss?<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Ledertrivsel bliver ofte betragtet som et personligt anliggende. Men i virkeligheden er det et strategisk organisatorisk anliggende.<\/p>\n","protected":false},"author":41,"featured_media":35686,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3],"tags":[],"class_list":["post-35811","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"acf":[],"yoast_head":"<title>Who Looks After the Boss? - EGN Danmark<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/egn.com\/dk\/who-looks-after-the-boss\/\" \/>\n<meta property=\"og:locale\" content=\"da_DK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Who Looks After the Boss?\" \/>\n<meta property=\"og:description\" content=\"Ledertrivsel bliver ofte betragtet som et personligt anliggende. 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