Center for Properties (CEJ) – 360° Leadership Feedback

Center for Properties (CEJ) is the Capital Region of Denmark’s corporate center for buildings, operations, and logistics. It is responsible for a property portfolio of around 2 million square meters, from protected historic hospitals to major new builds, and plays a key role in creating the physical environment for the region’s hospitals and institutions. CEJ works across six units covering everything from building operations and energy optimization to property administration and logistics. The goal is to deliver functional, sustainable, and safe environments that support care, well-being, and efficient operations across the region.

www.regionh.dk/

Industry Facility Management

Solution Leadership Development Survey

360° leadership feedback can be a powerful catalyst for shared direction, stronger leaders, and continuous development. But how do you create that impact for 85 leaders with one common starting point? At Center for Properties (CEJ) in the Capital Region of Denmark, Ennova’s 360° leadership feedback was used to align leadership, strengthen dialogue, and embed lasting change in leadership practice.

THE CHALLENGE

A Shared Language for Leadership Across CEJ

Leadership in Center for Properties (CEJ) is a balancing act between operations, development, and humanity. Leaders are expected to create direction in a complex day-to-day reality with both technical and people-centered demands. That requires clarity, empathy, and a shared language for what “good leadership” looks like.

CEJ wanted to:

1. Strengthen each leader’s development through concrete, actionable insights
2. Create alignment and a shared foundation for leadership practice across the organization
3. Support the “One CEJ” strategy focused on collaboration, presence, and psychological safety

That’s why CEJ needed a solution that could combine data-driven insights with human reflection, a process where feedback isn’t just measured but turned into development.

“We wanted to align our leadership efforts around a shared foundation for good leadership, and the 360° leadership feedback program gave us exactly that. Leaders gained a language for how we work with clarity, dialogue, and psychological safety, and we can already see it positively influencing collaboration.”

Trine Demant, Strategy & Staff, Center for Properties

Core elements of the approach:

85 individual leadership evaluations with feedback from managers, peers, employees, and partners
A shared question framework reflecting CEJ’s leadership principles: empathy, clarity, and community
Strategic mapping of CEJ’s future development tracks with the executive team creating a shared foundation for the leadership needed to deliver on the strategy
A user-friendly digital platform that visualizes strengths, development areas, and perception gaps
Individual coaching conversations with Ennova’s senior coaches, turning results into concrete next steps
Close sparring with Strategy & Staff on embedding the work and next steps, connecting the effort to CEJ’s broader leadership agenda
Action learning as a method where reflection, experiments, and small actions lead to lasting behavior change

Program Phases:

Strategic kickoff and question framework design with Strategy & Staff and the executive team
Data collection across three leadership levels, supported by Ennova project management
Individual feedback conversations, team dialogues, and reflection
Follow-up workshop on psychological safety and the conditions for honest leadership dialogue—so feedback turns into action

According to Stephanie Semay Bäckström, Director, Ennova Consulting, CEJ is a strong example of how data and development can reinforce each other:

“CEJ’s success lies in the combination of speed and strong follow-through. They moved fast, but with depth. Every leader received concrete, actionable insights, and HR ensured learning was followed up in practice. That’s exactly where 360 becomes more than a measurement tool; it becomes a catalyst for culture change.”

LEADERSHIP DEVELOPMENT SURVEY

Turn 360° leadership feedback into actionable development

Ennova’s Leadership Development Survey provides clear, multi‑rater insights in a simple digital format, creating a shared starting point for leadership dialogue and follow‑through.

Used by Center for Properties (CEJ) in the Capital Region of Denmark, it creates a shared starting point for leadership dialogue and follow-through.

Discover our Leadership Development Survey

THE RESULT

Measurable Progress and high Leader Satisfaction

After completing the 360° leadership feedback program, CEJ’s leaders evaluated the process. Their feedback shows consistently high satisfaction and clear perceived value—leaders felt seen, challenged, and supported in their development.

Average satisfaction: 9.3 / 10

Professional competencies: 9.2
Social competencies: 9.4
Collaboration: 9.0

As Stephanie sums it up:

“The Capital Region scores 9.3 in satisfaction, and leaders describe the conversations as inspiring and concrete.”

Leaders Gained Stronger Self-Awareness and Reflection

Several leaders described the program as an eye-opener, especially the gap between how they see their own leadership and how others experience it.

“I realized that psychological safety starts with me as a leader. If I want my employees to speak up, even when it’s hard, I have to show that I can listen and receive feedback. That requires me to lead the way.”

- Mirije Medii, Unit Manager, Transport & Fleet Management

“I was told I needed to ‘be more of a leader.’ At first, it hit me hard, because I don’t want to be the old-fashioned leader who just sits at the head of the table and decides. But I learned that clarity can also be a form of care. When employees can’t agree, it can actually help that I step in and make the decision.”

- Per Gilstrøm Vesterager, Discipline Lead, Operations & Construction

“Getting direct feedback from employees felt vulnerable and at times tough. But it also made me more aware of both my blind spots and the strengths I need to hold on to.”

- Mario Thorsbøg, Discipline Lead, Outdoor Areas

From Insight to Action

CEJ leaders continue to work with insights from 360° leadership feedback through pitstop meetings (three annual leadership check-ins), where they share learnings and align on a shared direction for leadership across CEJ.

“Even if not everyone feels changes in their day-to-day yet, employee input is already in play. Leaders are working with it, and they’re working with themselves,” says Trine Demant, Strategy & Staff, Center for Properties.

From Insight to Anchored Leadership Practice

At Center for Properties, the impact is already being felt at multiple levels. The program has created a shared foundation for leadership, strengthened cross-organizational collaboration, and given HR a new tool for strategic development work.
New initiatives, pitstops, a leadership academy, and facilitated leadership groups are already in motion, helping make learning part of CEJ’s leadership DNA.

“We wanted to align our leadership efforts around a shared foundation for good leadership, and the 360° leadership feedback program gave us exactly that. Leaders gained a language for how we work with clarity, dialogue, and psychological safety, and we can already see it positively influencing collaboration.”
Trine Demant, Strategy & Staff, Center for Properties

As Trine emphasizes: ”The key is that leaders don’t see the evaluation as a one-off exercise, but as the start of a journey: They actively work with their feedback and take ownership of their development. That’s what makes the difference.”

As an external sparring partner, Stephanie adds:

“CEJ is a role model for how data can become the driving force in leadership development when HR and top management stand shoulder to shoulder. The combination of clear direction, data-driven insight, and psychological safety creates real culture change, and that’s exactly what we see happening in CEJ.”

NEXT STEPS

How CEJ will Build on the 360° Insights

The program didn’t just generate insight; it started a movement that CEJ is now converting into concrete development initiatives and learning communities.

CEJ has decided to repeat the 360° leadership feedback program in fall 2026, making leadership development a recurring part of the organization’s rhythm.

Already this fall, CEJ will hold a pitstop where leaders come together to share learning and specify how they will continue developing their leadership.

The focus will be on:

1. What leaders have learned, and how they will work with their development areas
2. Which offers and frameworks CEJ will establish for leadership development

As part of this, CEJ is establishing a discipline and team leader academy and several facilitated leadership groups, giving leaders a structured space to work with the themes that the 360° evaluation has surfaced.

The decision to repeat the program and expand connected development activities underscores that CEJ sees this as a long-term strategic initiative, strengthening leadership culture and quality across the organization.

The Essence: Data, Dialogue, and Development

CEJ has shown that when feedback is followed up with reflection, dialogue, and action, it creates real development. 360° leadership feedback has given leaders new self-awareness, strengthened psychological safety, and created a shared direction for good leadership.

As Stephanie sums it up: “CEJ is a role model for how data can drive leadership development when you dare to take honest feedback seriously.”

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