Lessons from Sweden: Collaboration Over Competition

Growing up in Sweden, Malin was immersed in a culture that values collective progress over individual achievement. She explained, “In Swedish schools, children are taught in mixed-ability groups. The idea is to collaborate with those who think differently from you. If you’re ahead, you help others catch up, and in doing so, you learn empathy and problem-solving.”

This approach, Malin argued, has broader implications for corporate structures.

“In Scandinavia, companies are less hierarchical. Decisions take longer because everyone’s input is valued, but once a decision is made, implementation happens quickly because everyone is already on board.”

Malin sees parallels between these cultural values and the ethos of B Corporations, of which Hattrick is a certified member. “When I discovered B Corp, it felt like coming home. It’s about recognising that great ideas can come from anywhere and working interdependently rather than hierarchically.”

Breaking Down Barriers to Honest Conversations

One of the recurring themes in Malin’s career is the need for honesty in corporate sustainability efforts. She recounted how many organisations struggle to balance ambition with authenticity.

“Businesses often set ambitious net zero targets but don’t know how to achieve them. This creates fear—fear of being called out for greenwashing or not making enough progress.”

Malin highlighted the importance of creating environments where employees feel empowered to ask questions and challenge claims without fear of repercussions. “If we want organisations to succeed in sustainability, we need to remove the fear of getting it wrong. Everyone makes mistakes. What’s important is that we learn from them and move forward.”

The Role of Carbon Literacy

At Hattrick, Malin has pioneered carbon literacy training as a tool for building awareness and engagement within organisations. The training equips teams with the knowledge to understand their role in the transition to sustainability.

“When we train leadership teams first, they see both the risks and opportunities. Then, when the training is rolled out across the organisation, it empowers employees to take ownership of the company’s sustainability goals.”

Malin shared an example of a company where sustainability training had a transformative effect. “After the training, employees began pushing the leadership to accelerate progress. It was no longer just the responsibility of the sustainability team—it became a shared mission.”

The Danger of Greenhushing

Malin also touched on the growing trend of greenhushing, where companies avoid publicising their sustainability efforts for fear of criticism. “Greenhushing creates an atmosphere of mistrust. If employees sense a lack of transparency, it erodes confidence in leadership. The opposite—openly acknowledging challenges and areas for improvement—builds trust and engagement.”

She believes that embracing imperfection can be liberating for organisations.

“No company is fully sustainable, and admitting that is powerful. It allows you to speak confidently about your progress while being honest about where you need to improve.”

A Magic Wand for Corporate Culture

When asked what she would change about the corporate world, Malin’s answer was clear: honesty.

“We need to stop pretending we’re further along than we are. If we start having honest conversations, we’ll move so much faster.”

She likened this shift to her experiences in Swedish schools, where collaboration and mutual support were the norm. “If we bring that mindset into the corporate world, where everyone is willing to help each other succeed, the progress we can make is incredible.”

Building a Culture of Shared Responsibility

Malin’s insights offer a roadmap for companies looking to embed sustainability into their operations. By fostering collaboration, embracing transparency, and investing in education, businesses can create cultures where sustainability is not an obligation but an opportunity. As Malin put it, “It’s not about perfection. It’s about progress—and that starts with people.”

The Journey to Self-Awareness

Ryan’s reflections began with his formative experiences in sales, where he first discovered the value of connecting authentically with others. “I always wanted to leave people feeling better after interacting with me,” he shared, highlighting the foundational mindset that would later shape his approach to leadership.

Despite early career success, Ryan faced a pivotal moment at Yellow Pages.

“I spent two weeks trying to sell by the book and failing. My dad told me, ‘You’re not being yourself.’ That’s when I realised authenticity was my strength.”

This shift in perspective led Ryan to embrace emotional intelligence as a tool for building trust and fostering relationships.

Leading Through Personal Adversity

The podcast delved into how Ryan’s personal challenges shaped his leadership philosophy. Setting up Jago came at a time of immense pressure—his first child was diagnosed with kidney disease, and his second faced a severe brain injury at birth. “Normal isn’t the default,” Ryan reflected.

“These experiences taught me resilience and deepened my understanding of empathy.”

Through these trials, Ryan developed a leadership style that prioritises humanity over metrics. “It’s not about profit first—it’s about people. That’s the kind of leader I aspire to be, and it’s what I aim to cultivate in others.”

Redefining Leadership with Emotional Intelligence

At Jago, Ryan has embedded EQ into personal branding and leadership development. He described the process as one of introspection and alignment:

“You have to look inward to understand your strengths, values, and purpose. That’s the starting point for authentic leadership.”

This approach is more than philosophical. It’s deeply practical. “Consistency is key,” Ryan said. “When leaders show up the same way for everyone—whether it’s a CEO or an intern—it builds trust. Emotional intelligence helps leaders see the ripple effects of their behaviour.”

Practical Steps for Heart-Led Leadership

The conversation outlined clear strategies for leaders to incorporate emotional intelligence into their daily practices:

1. Commit to Self-Discovery: Ryan emphasised the importance of understanding one’s own story. “Our experiences—good and bad—shape our leadership style. Facing them honestly is transformative.”
2. Foster Empathy: Listening actively and responding thoughtfully are hallmarks of empathetic leadership. “It’s not about being agreeable but about genuinely understanding others’ perspectives.”
3. Integrate Values into Decision-Making: “When leaders align their actions with their values, they build cultures that prioritise integrity and respect,” Ryan noted.
4. Model Consistency: Leaders who exhibit predictable, fair behaviour create environments where trust flourishes.

The Shift Toward Purpose-Driven Leadership

While progress is slow, Ryan expressed optimism about the future of leadership. “There’s a growing appetite for leaders who lead with empathy and purpose,” he observed. However, he cautioned against surface-level adoption of these principles.

“It’s not just a branding exercise. Authenticity requires real introspection and intentionality.”

One of Jago’s most compelling success stories involves a client in the finance sector who balances a high-pressure role with mentoring aspiring professionals. “He’s proof that you can succeed commercially while staying true to your purpose,” Ryan shared. “Leaders like that inspire change not just within their organisations but across industries.”

A Better Way Forward

Ryan’s vision for the future of leadership is rooted in emotional intelligence and a commitment to purpose. “If I could change one thing about the commercial world, it would be to see more leaders prioritising empathy over profit,” he said.

“Empathetic leaders create better cultures—and better cultures shape a better society.”

This insight serves as a powerful reminder: leadership isn’t just about strategy or results. It’s about the impact leaders have on those around them. By embracing emotional intelligence, today’s leaders have an opportunity to redefine success and leave a lasting legacy.