The loneliness at the top.
The CEO is often surrounded by people who'd rather not deliver bad news. It's structural, not personal — and it can be hard to see from the inside.
The loneliness at the top. Read More »
When the company grows faster than its organization.
Growth reveals what was missing from the start. Magdalena Hagström Ståhl on what happens when the organization falls behind the business—and what should be done about it.
When the company grows faster than its organization. Read More »
Getting to know me – Part 3: My greatest loss became my greatest fuel.
In January 2026, I lost my best friend. We had known each other for 26 years. She fought cancer for eight of them. That is a long time to fight. It is a long time to love someone and watch them fight. And it is a long time to prepare for a goodbye that you are never truly ready for.
Getting to know me – Part 3: My greatest loss became my greatest fuel. Read More »
Personality tools are not an answer – they are a better question.
HEXACO and Big Five are research-based personality frameworks – not answers, but better questions. Magdalena Hagström Ståhl on how psychometrics should actually be used in recruitment.
Personality tools are not an answer – they are a better question. Read More »
GRIT – why it matters more than being the smartest person in the room.
The most brilliant person in the room will quit the moment it stops feeling meaningful. The most resilient will push through when everything falls apart. That is the person you want on your team.
GRIT – why it matters more than being the smartest person in the room. Read More »
AI can screen CVs. It cannot assess people.
AI saves time in recruitment – but it cannot assess people. Here is what you need to know before you let an algorithm make the selection.
AI can screen CVs. It cannot assess people. Read More »
A welcome email is not onboarding.
A welcome email is not onboarding. The first few months define more than most leaders realize – and getting it right demands more than most are prepared to give.
A welcome email is not onboarding. Read More »
Right person, wrong timing – what do you do?
You have found the right candidate – but the timing is off. What do you do? Here are the most common mistakes managers make in this situation – and what actually works.
Right person, wrong timing – what do you do? Read More »
The HR function most growth companies are missing.
Most growth companies have no dedicated HR function – and that is entirely understandable. But HR issues do not disappear just because no one owns them. They accumulate. And when they finally surface, the cost is always higher than expected.
The HR function most growth companies are missing. Read More »
Three conversations most managers keep avoiding – and what it has cost them.
Most managers know which conversations they should be having – but keep finding reasons to put them off. Three recurring patterns from 25 years in HR.
Three conversations most managers keep avoiding – and what it has cost them. Read More »
Your culture is what your managers do when you are not in the room.
Culture is not values on a wall. It is what actually happens when no one is watching – and it is always a direct reflection of your leadership.
Your culture is what your managers do when you are not in the room. Read More »
What separates a good manager from a great leader?
A good manager delivers results. A true leader builds the capability to deliver results again — without being in the room. That is a crucial difference.
What separates a good manager from a great leader? Read More »
The interview question that reveals more than any other.
There is one interview question that reveals more about a candidate than five pages of CV. Here it is – and here is why it works.
The interview question that reveals more than any other. Read More »
Gut feeling is not enough. Here is what actually determines a successful hire.
After 25 years, the answer is simple – but not always easy. What determines whether a hire succeeds is the process. Not gut feeling. Not the LinkedIn profile. Not the first impression.
Gut feeling is not enough. Here is what actually determines a successful hire. Read More »