AI was already being explored across Scania – but at very different levels. The challenge wasn't simply to teach people about AI, but to turn individual experimentation into shared learning, new ways of working and business value.
How do you get people to explore what AI means for their actual work – and get teams to drive the change together?
Together with Scania, Helloo created an AI Literacy journey that combines individual learning and hands-on AI experimentation with structured team conversations.
Participants explore how AI can impact their own tasks and workflows, test AI themselves and bring their discoveries back to the team. The team then learns together - sharing what works, what doesn't and what they want to do differently.
“One of the strengths of Helloo is that people can have honest conversations without feeling observed by consultants or external facilitators. That creates a surprisingly high level of trust.”
The ambition is to move from scattered individual AI use to a new normal where teams use, learn and leverage AI together.
Turning AI literacy into team capability - and AI investment into changed ways of working.
“The real value is not that people learn something new. The value is when teams turn individual insights into new ways of working.”
We want to give our teams the best conditions to collaborate, grow and succeed. By providing smart and practical team development strategies, we make it easier for our talented employees to support each other, work seamlessly, and achieve great things together – even in a fast-paced environment.
I believe that you can achieve great teamwork when you have clear goals, good communication and when everyone feels safe and heard. Helloo gives our teams a simple and engaging way to grow together. The structured, time-efficient approach makes it possible for every team to manage their own pace. And the engaging design promotes psychological safety in the team, where shared ground rules come naturally.
One cornerstone is to build the world’s most motivated team and we believe that Helloo will be an important part of that journey. By building trust and openness in our teams we unkock the full potential of diverse ideas and perspectives, leading to smarter decisions and better collaboration. Our leaders gain deeper understanding of their teams, and an inclusive culture ensures that every voice is heard and valued.
In complex organisations, the challenge is not a lack of ideas — but turning direction into consistent priorities, decisions, and actions in everyday leadership. At the same time, change only takes hold when leaders reflect, align, and act together — with a shared understanding of what is expected.
“The challenge is not a lack of ideas — it is turning direction into consistent priorities, decisions, and actions in everyday leadership.”
To address this, Vattenfall designed the LEADership Team Journey — a structured, organisation-wide approach reaching more than 2,000 leaders.
Defining leadership expectations is one thing. Making them real across an entire organisation is another.
“The challenge is to reach many people in a consistent way — and create a leadership philosophy that applies to everyone.”
One voice creates a shared starting point. All leaders are guided through the same experience - ensuring a consistent message across the organisation.
“We needed a way to reach all leaders in the same way — with the same message and the same experience.”
That voice triggers hundreds of dialogues, where leaders reflect on what the expectations mean in practice, in their own context. Leaders engage at their own pace, connected to real work. They reflect, align, and define how they lead going forward.
The result is not just learning — but action.
The journey has unlocked new kinds of conversations across the organisation.
“These are dialogues I’ve never had before — not in this company, and not in others.”
Across Vattenfall, this has led to thousands of concrete leadership commitments applied in everyday work.
“We are seeing shifts in how people actually behave, not just how they think. One voice becomes the stone — creating ripples of change that resonate across the organisation.”
That is how leadership becomes real.
That is how change resonates.
That is how performance follows.
