4 Q&A Interview about regenerative leadership with Marianne Evie Storgaard, Partner Promentum and former life science executive

1)  What is new about regenerative leadership and organizational development? "Regenerative" means to restore or bring forth new life. For too long, we have structured and managed our organizations in ways that deplete both the system and the people within it. Many organizations have become transactional, focused on hard KPIs and efficiency at the cost of wellbeing and resilience. We now see increasing levels of stress-related illness and disengagement — not just unsustainable for the individual, but also for long-term organizational performance. In nature, ecosystems are regenerative: they renew, heal, and sustain life. This regenerative logic has largely been forgotten in modern management. With GenZ entering the workforce — a generation seeking connection, creativity, and flow — we are called to lead differently. They want to be seen, heard, and included. They want to co-create, not just comply. Regenerative leadership creates the conditions for life to thrive — for the organization to become a healthy, resilient system where people feel energy, purpose, and ownership. And when people thrive, results follow. We need human wellbeing, social cohesion, and a business logic that supports life — including the life of our planet 2)  Why does regenerative leadership create specific value in life science? The regenerative mindset puts life at the center — which naturally resonates with life science as an industry. We are all here to protect or enhance life. Regenerative leadership builds on the same principle, but applies it internally: to the way we lead, collaborate, and build organizations. It is a shift from control to trust — from telling people what to do, to setting direction and inviting ownership. Leaders define the strategic boundaries; within them, people are free to act, create, and take responsibility. That unlocks energy, talent, and commitment. Life science is filled with highly skilled professionals operating under complex conditions and high demands. When we trust them to make informed decisions and contribute fully, we avoid bottlenecks, reduce silo mentality, and enable cross-functional collaboration. That’s what it takes to meet the scale and pace of innovation today — and to remain sustainable in the long run, especially for the next generation of employees. 3)  Are there companies you see successfully working with regenerative principles? Yes — though many do not label it “regenerative,” I see companies like Zealand Pharma working with these principles in practice. Their approach to employee involvement and purpose-led collaboration reflects key regenerative elements: people feel engaged, empowered, and connected to the larger mission. Many other organizations are curious and interested, but also recognize that deep transformation of hierarchical, control-driven systems takes time. That’s why many start small — initiating change in microcultures or local teams. It is a gradual shift, where new behaviours and mindsets coexist with the old structure until the system is ready to evolve. Some of the tangible benefits of working regeneratively include: - Stronger wellbeing and healthier work environments – reducing absence and stress - Easier attraction and retention of talent - Higher quality in execution and decision-making - Improved efficiency and productivity – without burnout - A purpose-driven employer brand that resonates and lasts 4)  Why is there a shift in how we must lead for future success and sustainability? We are at a point where the systems we depend on — ecological, economic, social — are under strain. Climate breakdown, social inequality, and burnout are pressing us to rethink. The cost of stress in the workplace is rising, both humanly and economically. According to a Danish survey from Lederne, 61% of 1,500 leaders expect future shifts in how organizations are designed and led. Traditional organizations have often followed an extractive logic: taking from people and resources without giving back. Even sustainability, as currently practiced, often focuses on minimizing harm rather than generating net positive impact. To truly create a future where both people and the planet can thrive, we must go further. We must become regenerative. At the core of a regenerative organization is relationship — not only between people, but between people and the systems they work in. These organizations understand that strong, nourishing relationships are the foundation of trust, creativity, and resilience. They invest in listening, dialogue, and shared ownership. They nurture connection — because connection fuels contribution. And contribution builds healthy, adaptive, and future-fit organizations. Curious? Feel free to reach out and learn more: https://www.linkedin.com/in/marianne-evie-storgaard-0b859542/ www.promentum.dk