Henrik Melsom took on leadership responsibilities early. Already in 2008, he began his first demanding leadership position at Aker Solutions. He continued to take new steps internally at Aker, before joining Wood Norway in 2019. There too, he grew into new roles, until spring 2024, when he reached the top as Managing Director.

Along the way, leadership development programs have often been part of the journey. Although he gained value from several of them, he eventually reached a point where he felt he wasn’t living up to his own expectations.

“I was going through a demanding period at work with large, heavy projects. I had to figure out what I could do differently, and my first thought was that I needed coaching,” Henrik recalls.

Coaching as a leadership tool

He decided to seek out a coach and was recommended Toril Grave at TNG Consulting. Through coaching, Henrik was able to pinpoint exactly what he could improve. In addition to working with Toril, he also enrolled in the Coaching and Self-Leadership course.

“In various leadership programs, coaching has always appeared as part of the toolbox. It’s not just about giving advice, but about listening and asking the right questions,” says Melsom.

For him, the key to coaching-based leadership is creating space for employees to find their own solutions.

“Many people already have the answers, but often need help seeing them. It’s about avoiding assumptions and truly understanding what is being said,” he explains.

Henrik also highlights how coaching helps balance clarity and freedom.

“As a leader, you need to set clear expectations and give feedback, but at the same time provide people with responsibility and ownership. Coaching helps me adapt my leadership style to the situation, while also functioning as a tool in dialogue,” he says.

A before-and-after experience

Henrik describes the course as a turning point.

“I gained tools to understand my strengths and areas for development – including through the CliftonStrengths personality test. With this insight, I could create a concrete plan for becoming a better leader,” he says.

“The essence of the course was not only learning techniques but practicing them. Through coaching exercises, reflection, and feedback, I gained a deeper understanding of my leadership role.”

He emphasizes the importance of avoiding preconceptions.

“As leaders, we often tend to make quick assumptions about others. The course taught me to put this aside and instead focus on what is actually being communicated,” Henrik explains.

For him, the benefits have also extended into his personal life.
“The principles of coaching – listening and asking good questions – work just as well at home with family as they do in the workplace,” he smiles.

After completing the course, Henrik has continued to apply coaching actively, both in his leadership role and in collaboration with Toril.

“It’s been a dynamic process where I continuously evaluate and adjust my approach to develop both myself and my team.”

More than just a course

The course gave Henrik a toolbox he still uses actively.

“The most important part wasn’t just the knowledge, but how we learned through practical experience and reflection. I’ve also kept in touch with other participants to keep the learning fresh,” he says.

He sums up the impact like this:

“I’ve become more aware of my role as a leader, clearer in my communication, and better at balancing structure and freedom. For my employer, that means a leader who listens more, understands better, and develops the team in a sustainable way.”

With these experiences, Henrik has developed not only as a leader but also as a person.

“Being a good leader is not only about achieving goals but about creating an environment where everyone can grow. Coaching has given me the tools I need to do just that,” he concludes.

This article has been translated from Norwegian to make it available to a wider audience. Quotes and expressions may not be word-for-word, but we have sought to preserve the meaning.

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