The quality of leadership, more than any other single factor, determines the success or failure of an organisation. DNV has a comprehensive and coordinated programme to develop leadership performance.

We have started on an ambitious journey of having a global impact for a safe and sustainable future, growing our organisation, and developing new and established markets. It is a journey that will require excellent leadership, flawless management and the hard work of every manager in our organisation.

A guideline related to people management, leadership expectations and common leadership requirements have been launched. All of these form the basis for developing and evaluating leadership performance in DNV.

Guideline related to people management
The guideline is a means to improve people management in DNV and to avoid burnout among managers. It includes two basic parameters; chargeability rate for line managers, and the maximum number of direct reports that a manager should have.

Leadership Expectations
DNV’s Vision (core of the circle) and Values (inner circle), are relevant for all employees. The Leadership expectations are valid for managers on all levels in the organisation (outer circle in figure below). The four areas of Leadership expectations are closely linked to DNV’s Vision and Values.

Common leadership requirements
To be able to select, evaluate and develop managers in DNV, common leadership requirements have been developed, based on the leadership expectations. These requirements describe which specific leadership performance and behaviours are expected from managers on different levels.