Five pillars on how to create high engagement and sustainable success at your workplace!

Our movement starts with a big opportunity - that only 15% of employees are engaged in their work worldwide. Imagine all the innovation, creativity, speed, smartness, synergies and profit that are getting lost, because of this fact. We truly believe that we all need to apply new mindset, knowledge, communication, and behavior to change this. To be able to create organizations that humans and humanity need. Organizations that our world needs.


The evidence is clear; increased engagement equals higher profit. Studies from Gallup shows a 17% higher productivity, 20% higher sales and 21% higher profitability among companies with high engagement levels!

If you are aiming for prosperity we want to highlight these five pillars:

  1. Reinforcing a human-oriented culture and building trust

  2. Applying a growth mindset, unlearning, and learning in new ways

  3. Creating effective teams and collaborating for real

  4. Making everyone leaders and focusing on growing facilitation skills

  5. Re-inventing leadership and organizations - with engagement as core

You probably heard about these topics before. The tricky part is how to actually do it. How to drive transformation and change, in culture and leadership. We, the co-creators of this movement, have been working hands-on with unleashing the potential of teams and individuals. Our movement is about connecting all the dots, collecting even more input and sharing our knowledge with you.

That is why our series of books will contain concrete tools and step-by-step instructions on how to do things. How to communicate. How to run workshops. Right now we are running a crowdfunding campaign on Kickstarter to make our series of books hit the offline and online bookstores. Please, view our video and find out more about the campaign here! At the campaign, you can join our force of backers by pledging. For example, you can pre-order the first issue in the series of books!

Below you find more information on what the books will be about. We hope that you want to make the shift, together with us.

1. Reinforcing a human oriented culture and building trust

Today's organizational systems and beliefs were born in the industrial age. A common mindset is to view the company as a machine where the people are resources that are wrong or right, worn-out our functioning, talents or non-talents. For hundreds of years, we have tried to become robots - focusing on rational decisions and productivity. But now, the robots are outperforming us humans on many levels. We believe that it is time to switch focus - and instead, direct attention to empowering all the fantastic aspects of being human. We believe in social and humanity-centered workplaces that reinforce openness, empathy and people’s core qualities.

When trust increases, prosperity increases, and vice versa. The Great Place to Work survey highlights year after year that the most successful companies have high trust cultures. And, the more complex the problem is, the deeper the trust level has to become in a team to be able to deliver a solution. Also, last year’s study by Google showed that creating a psychologically safe environment was the most crucial building block for high performing teams. A way to increase trust is to increase openness.

We want employees to feel safe enough to bring their whole self to work. Our series of books will give you methods on how to create trust in your relations, and step-by-step instructions of how to lead sessions that build trust in your team.

2. Applying a growth mindset, unlearning, and learning in new ways

Research by Stanford professor Carol Dweck, shows that organizations with employees leaning towards a Growth Mindset are more successful. Team members with this orientation are motivated to improve using feedback, changing and adapting skills, behaviors, and attitudes faster, get inspired by teammates’ achievements and are willing to share knowledge and help others succeed.

In a rapidly changing environment, we need to learn new things all the time. We need to unlearn how we view learning, as something static that we gain in school. Most children born in the west today will become over 100 years old. Hypothetically they could have more than 6 different professions in life. Companies need to build in learning, reflection and knowledge sharing in their processes and culture; and when they are using leadership programs and courses, they need to make sure that the methods used are based on how our brains are working. Experienced-based learning and the AGES learning model are areas to explore.

Our series of books will give you concrete ideas on how to train your growth mindset, as well as leading others to do the same. Having a growth mindset is the base for lifelong learning.

3. Creating effective teams and collaborating for real

If we want to create long-lasting results, we need to build effective teams. Groundbreaking work by for example Susan Wheelan, SCARF theory by David Rock and the Appreciative Inquiry movement, give us clear guidance of what a team needs to unlock progress. It covers topics such as purpose, goal setting, roles, commitment, inclusion, autonomy, leadership, feedback, decision making, norms and conflict management.

Imagine how many times you have been in a meeting or workshop where people only try to win each other over, where they do not listen and use suppression techniques, etc. For us, collaboration is about using the strengths and knowledge of every individual, unlocking creativity and creating sustainable win-win solutions. We believe in the use of structured methods, behavior and communication to unlock progress. Our methods are based on the latest research from behavior studies and the neuro-leadership field.

Our series of books will give you knowledge and methodology on how to increase successful collaboration in your workplace. We will give you ideas on how you can create an effective team, step by step, and how to adapt your way of leading depending of what the team needs.

4. Making everyone leaders and focusing on growing facilitation skills

Self-leadership is about having a developed sense of who you are, what you can do, where you are going, and an ability to influence how you communicate, feel and behave. For some, it is about finding your purpose, being true to yourself, and act according to your values. Studies actually show that knowing your own values will increase your engagement rate more than knowing the values of the company you work for. When teams have high self-leadership skills people automatically discuss purpose, expectations, assumptions, ownership, and commitment.

Collaboration is not easy. Being in a group may threaten our status, control, and autonomy, according to the SCARF theory. Everyone needs to gain insights into what is triggering our social brain, and make sure to award the brain instead of threatening it. Helping a team to achieve its purpose and goals, over time or in a specific session, is a skill in itself. It is called facilitation. People with facilitation skills are good at sensing what a team needs, in every single moment. They introduce questions, different models, and methods to unlock progress. We believe that everyone benefits from increasing his or her facilitation skills. Actually, in self-organizing teams, the “facilitator hat” moves from person to person.

Our series of books will provide you with hands-on tools on how to improve your self leadership skills, as well as building a culture based on ownership and self leadership in your organization. It will also cover the topic of facilitation, and give you hands-on tools on how to explore this skill.

5. Re-inventing leadership and organizations - with engagement as core

To sum it all up, we would like to quote Dr. Dale Hunter, a leader from the facilitation movement: “Earth is running out from energy resources, but there is a source of energy that has scarcely been tapped”. That source is us. Humans. When we work together. To increase engagement we need to talk about purpose, build trust, focus on core strengths, reinforce learning, using appreciative language and distribute ownership.

Digitalization, globalization, and, the need for innovation towards increased sustainability, stresses a paradigm shift both when it comes to how we view leadership and how we structure our organizations. Being a leader, when taking above topics into account, is definitely something else than leadership in a traditional, hierarchical, performance-driven and profit-oriented organization. However, we believe that moving towards this direction will increase employee engagement, client satisfaction, sustainability, and profit. We also believe that focusing on the above topics may re-invent your organization from within.

Our series of books will explore new models of leadership and organizations, combined with step-by-step instructions on how you can transform your team.

It is time for a shift.

Our co-creators are pushing that shift every day and our series of books will be at the forefront of that shift. The thought of it makes us very happy.

We absolutely love that you share, comment and like! But, what we really need right now, is you to financially back our movement in our ongoing crowdfunding campaign. For example, you can preorder books, join an open session or order plenty of books or a learning session for your company. If we get funded, we will start the collaborative writing. If not, you will get your money back. It is a low-risk bet :)

This project will change the life of many people, leaders, and employees - thanks to you. Back the project by clicking here!

Love and prosperity / The Co-creators of The Book Of Collaboration

Maria Nohlström, Doberman

Jonas Höglund, Fjord

Nina Sandström, Hyper Island

Dawn Hoenie, The Purpose

Petra Heinonen, Optinova

Christer Hedberg, Stendahls

Emma Egnell, Hej Engagemang &

Johan Book, Hej Engagemang!

Jesper Ek, Hej Engagemang!

Niklas Delmar, Hej Engagemang!

Therés Systimetsä, Geek Girl Meetup

Klara Kviberg, CoLabX

Maria Distner, Tengbom

Samuel Hedberg, Hyper Island

Åsa Silfverberg, The Collaboration Lab

Anna Gullstrand, Studio How & Fröjd

Roger Sjögren, The Collaboration Lab

Bella Funck, Hyper Island

Florian Disson, Levelup Marketing

Evelina Borseman - Corda Consulting

Maria Telenius - Punk Production

Eva Selleck, The Collaboration Lab



  • Gallup - State of the Global Workplace

  • FIRO - Will Schutz

  • The Learning Spiral

  • Integrative Model of Group Development - Susan A Wheelan

  • Openness/Trust spiral - Anders Wendelheim / Core Consulting

  • Self Leadership - Self Leaders

  • Feedback Ladder

  • SCARF - David Rock / Neuroleadership Institute

  • AGES Learning Model - Dr. Lila Davachi, Dr. Tobias Kiefer, Dr. David Rock and Lisa Rock - Neuroleadership Institute

  • Appreciative inquiry - The 4D Model - The "AI Commons"

  • Great Place To Work

Anna Gullstrand