What do we rely on when complexity hits, answers are unclear, and decisions carry real consequences?

In the latest episode of the Atlas Copco Group People Podcast, Cecilia Sandberg, SVP & Chief Human Resources Officer, and Jessica Clarke, Group VP Talent & Learning, explore power skills - judgment, courage, sensemaking and ethical decision‑making. These are the capacities we turn to when situations are uncomfortable, ambiguous, and far from black and white.

Often overlooked or labelled as “soft,” power skills are anything but. The conversation highlights why these skills matter more than ever in today’s complex world – and what happens when they are not trained or supported. From ethical fading and silence to weakened trust and decision‑making, the risks are real. Yet with the right frameworks, reflection and practice, power skills can be strengthened before a crisis hits.

As the episode makes clear, training power skills is not just about individual capability. It is about shaping a culture that is more trustworthy, adaptive, human and future‑ready – where people feel equipped to act with integrity, even under pressure.

Tune in to discover why power skills are essential for navigating complexity, and how practicing values, judgment and courage today prepares us for the decisions of tomorrow.

At Atlas Copco Group, empowering people to thrive through trust, inclusion, and a growth mindset is at the heart of our culture. Our innovation is fueled by passionate people committed to growing and reaching their full potential. In this episode, Cecilia Sandberg, Head of HR for Atlas Copco Group, is joined by Jessica Clarke, Group VP Talent & Learning, to explore what transitions are, why they are so difficult, and how we can navigate through them.

Change is everywhere - new technologies, reorganizations, hybrid work models, shifting customer expectations. Yet, research shows that 70% of change initiatives still fail - not because the strategies are wrong, but because the transition isn’t supported. As Jessica shares, “It’s the human side that makes or breaks it.” The conversation unpacks the psychology of transitions, shines a spotlight on the “Neutral Zone” as defined by the William Bridges model of transitions, and offers practical ways to accelerate through it using behaviors rooted in collaboration, curiosity, experimentation, and resilience.

Change is the external event, while transition is the internal process. Change is the new job title; transition is adjusting to new responsibilities and identity. The Neutral Zone - the messy middle between the old and the new - is both challenging and full of possibility. It’s where real growth and innovation happen, but also where most transitions fail if not supported. Leaders and individuals alike are encouraged to normalize this phase, create forums for questions and reflection, celebrate micro-wins, and protect time for learning and feedback.

As the episode concludes, the message is clear: understanding transitions isn’t just a leadership skill - it’s a life skill. Supporting transitions is mission critical; when people feel guided through the Neutral Zone, they emerge stronger, more adaptable, and more aligned with the new beginning. Cecilia sums it up: “Change is the event. Transition is the journey. And it’s in that journey that growth happens.”

Tune in to discover why the supporting transitions is not a “nice to have” but it’s mission critical. When people feel guided through the Neutral Zone, they emerge stronger, more adaptable, and more aligned with the new beginning. Listen to the episode here.

What truly defines a strong employer brand? And how do we turn employees into genuine brand ambassadors? In the latest episode of our Atlas Copco Group People Podcast, Cecilia Sandberg, SVP & Chief Human Resources Officer, and Dorna Eriksson Shafiei, VP Talent & Learning, explore the real impact of employer branding in today’s competitive talent landscape.

“Employer branding isn’t about slogans or glossy campaigns - it’s the lived reality of our people,” says Dorna. Authenticity is key: research shows employees trust each other’s stories far more than corporate messaging. When our values are reflected in everyday experiences, we create a culture where people feel proud to share their journey.

"I like to think of it as a mirror: your employer brand should reflect who you really are, not who you wish you were. And when those two align—your promises and your reality—that’s when you have something really powerful to share." Dorna continues.

“There is one key dimension that matters when you want to turn employees into true brand ambassadors, and that is alignment. If our values are truly embedded in how we attract, recruit, promote, and reward people, then employees don’t have to be ‘trained’ to be ambassadors. They just live it”, ads Cecilia.

The episode dives into practical ways to build a brand that attracts and retains top talent. Pay and benefits matter, of course. But what really tips the balance today are things like meaningful work, flexibility, growth opportunities, and inclusion.