About UpMe
Founded on experience. Built for reality.
UpMe is created for leaders and organisations that want development to be relevant, concrete and possible to put into practice.
Why UpMe exists
Development needs to move closer to reality.
The name UpMe reflects a simple idea: helping leaders, teams and organisations bring forward more of the capacity that already exists — but that does not always come fully into play in everyday work.
I founded UpMe after many years in environments where leaders and key people are expected to manage greater responsibility, faster change, broader issues and higher expectations — often without easier conditions. In many organisations, the challenge is not a lack of commitment or capability, but getting the right things to happen when pace is high, priorities compete and work needs to be delivered through others.
In those settings, it becomes clear that development must stay close to reality. It needs to help leaders and teams see more clearly, choose more wisely, communicate better and act more consciously in the situations that actually determine how work gets done.
The purpose of UpMe is therefore to make development more useful: closer to everyday decisions, relationships and priorities — and more clearly connected to the capability leaders, teams and organisations need to lead, collaborate and create results in a demanding environment.
Peter Dynér Founder · UpMe
Why choose UpMe
Experience and structure – without losing touch with reality.
UpMe is built on practical experience from leadership, commercial development, change and performance responsibility in complex environments. That means the development work does not start in a model, but in the reality where leaders, teams and organisations need to act.
The structure exists to create clarity, quality and momentum. At the same time, each assignment needs to be adapted to the role, situation and organisational reality where development is expected to matter.
How UpMe works
Development needs a clear path from situation to action.
The work is shaped around the situation where development needs to be visible. This makes the process more concrete, more useful and easier to follow up.
Understand the situation
We begin with the role, context, goals, responsibility and the situations where development needs to matter.
Choose the focus
The development work is concentrated on a limited number of areas that are relevant to the assignment and the participant’s everyday work.
Work close to reality
Conversations, reflection and exercises are connected to decisions, priorities, communication and concrete behaviours.
Follow up movement
Development is followed up so insights can be translated into action, learning and practical effect over time.
Professional · Human · Ethical
Three principles that shape how UpMe works.
Professional
Clear parameters, thoughtful formats and respect for the assignment’s purpose, roles and expectations.
Human
Development needs to take account of the individual, the role and the context — not only models, goals and methods.
Ethical
Trust requires confidentiality, integrity, clear boundaries and professional responsibility.
Clear boundary
Not inspiration that quickly disappears — development that can be used.
UpMe is not built for
- Generic inspiration without follow-up.
- Loosely held conversations without clear direction.
- Theoretical models that sit too far from everyday work.
UpMe is built for
- Development with a clear frame, relevant focus and practical usability.
- Conversations that help the participant see more clearly and act more consciously.
- Processes where insights are connected to responsibility, decisions, behaviours and follow-up.