Bad behavior is often tolerated in the name of “performance,” especially during fast growth. In this episode we sit down with Britt Bargfeldt, VP of Group Talent and HR Development at Stark Group, to challenge that trade-off and show what it looks like to scale results without sacrificing decency. Stark has in recent years grown from 5,000 to 20,000 employees across Northern Europe through major acquisitions, and Britt shares the practical people strategy choices that helped the organization keep moving and keep its standards.

We get specific about how culture becomes measurable: a clear leadership model, engagement survey follow-up, performance talks that include how people thrive, and real consequences when leaders act against values. Britt explains why “decency” is not soft, it is a prerequisite for sustainable performance, retention, and credibility. We also unpack why Stark runs with a small group headquarters, what autonomy really means in practice, and which HR elements stay non-negotiable so data and expectations stay consistent across countries.

Then we go deep on Stark’s leadership development program “Future Fit” designed to close the gap between leading 5,000 and leading 20,000 in a volatile world shaped by AI, economic shifts, and cross-cultural complexity. Expect a candid look at emotional intelligence, trust, leading upward, learning agility, and how to design training that actually sticks through cohorts, coaching, mentorship, and real exposure to the business. Subscribe and share this with a people leader who cares about the “how,” and leave a review with the leadership behavior you think should never be rewarded.

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