PEOPLE: HOW DOES THE FUTURE LOOK LIKE?

In spring 2025, we hosted a fireside chat with Sofia Wiker, People and Culture Manager, and Stefan Långström, Chief People and Culture Officer. Our conversation covered FORCIT’S HR policies, training initiatives, and the impacts of global events on their personnel, influencing both policy decisions and proactive measures. We also discussed what it’s like working in the explosives industry today and in future.

The chat was hosted by Timo Rantanen, a sustainable professional and writer.

INTERVIEWER: Looking ahead, what do you see as the most crucial HR activities for FORCIT in the next three years?

STEFAN: The most critical aspect for us will be managing change effectively. This includes adapting to shifts in the global security landscape, societal transformations, globalization, and emerging factors like artificial intelligence. While changes are constant, their impact can sometimes be unpredictable. Therefore, our readiness and ability to proactively adjust or initiate necessary changes are essential.

SOFIA: Exactly. We’ve already laid the groundwork by activating crisis management protocols, updating governing documents, and scheduling practical exercises for 2025. Our goal is to remain prepared rather than being caught off guard. Communication is key; we must ensure clear, frequent, and transparent communication, including acknowledging uncertainties when they exist. Effective communication builds confidence and prepares the organization for agility.

INTERVIEWER: How do you plan to strengthen this organizational flexibility?

STEFAN: Emphasizing internal communication and information sharing will be crucial. Employees must understand the rationale behind changes to effectively embrace them. Leadership plays a pivotal role in ensuring transparency and fostering an environment where changes are viewed constructively rather than disruptively.

SOFIA: Recently, we’ve integrated new personnel and operations from Orica, requiring us to review and update our internal procedures and work instructions. We conducted several recent training sessions for managers, particularly around delegating workplace safety and environmental responsibilities. This structured delegation supports our commitment to close, effective leadership, particularly in critical areas like safety and work environment.

INTERVIEWER: What specific measures will you implement to facilitate positive responses to change?

STEFAN: Successful change management involves understanding that individuals respond differently. Recognizing these differences within our teams will enable us to support each other effectively. Some may embrace changes rapidly, while others require thorough preparation. Understanding these varied responses allows us to better coordinate our efforts and move forward cohesively.

SOFIA: Precisely. Our ongoing development of concrete behaviors outlined in the “FORCIT Way” emphasizes flexibility and effective adaptation. Continuous dialogue with employee representatives ensures mutual understanding and fosters flexibility from both the employees’ and employer’s perspectives. Our mutual adaptability is essential for navigating future challenges successfully.