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Work experience

Mar 2008Present

Business Developer

Danske Bank

To analyse and decsribe business strategies and business meassures. To analyse and assess whether a given idea or a solution to a problem justifies the establishment of a development project. To identify and document the primary business drivers associated with given solution based upon the target group. To analyse and assess the business risks in a given project including traceability and reusability for existing and future processes and systems. To analyse and assess whether a proposed solution are influencing business-critical systems components. To identify, analyze and develop processes in the organisation and its product that are ripe for enhancing and improvements.

To help move from Lotus Notes to Microsoft SharePoint.

Aug 2002Feb 2008

Workflow Consultant

CCI Europe

Workflow Consultant at CCI Europe in charge of analyzing how newspapers are able to gain the maximum benefit from their CCI NewsDesk and NewsGate systems. Working with analyzing -

 Analyse af arbejdsgange og organiseringen blandt nogle af verdens største aviser Change Management konsulent Analyse, design, test og implementering af valgte løsninger Udarbejdelse af kravsspecifikationer Besvarelse af RFP/RFI materiale fra potentielle kunder “Trusted Advisor” overfor både eksisterende samt nye kunder Afholdelse af workshops Produkt Manager liaison

Feb 1999Jun 2002

Internet Supporter - Event Crew Manager

TDC Internet




Aarhus Universitet

BA English/Spanish

Århus School of Business


Microsoft SharePoint


Working on web strategy and using social media concepts as leverage to make customers and users combine and excel.


Soccer/football - Both playing and watching.


Analytical and theoretical empirically-rooted hands-on IT professional with personal insight, empathy and good communication skills. I focus on creating common understanding using myself as leverage. 

I focus on the business strategies and initiatives. Sustainable and continuing relationships both internal and external to the organization are my key drivers. 

I thrive of teamwork and I believe that the sparring that comes out of this is the driving force that creates good synergy. I excel in communication and have a “thing” for working with of online strategy combined with social media. I hold in high regard my ability to apply concepts in practice. I have lately found a great interest in applying Scrum into practice - and I love it!


MA Thesis - Individual Learning in the Organizational Context

The aim of the paper is to define some fundamental insights into the concept of organizational learning. Our assumption is that most organizations, however keen on working with organizational changes and learning they may be, do not have a clear understanding of how the individuals in the organization through learning contribute to the ongoing development of the organization. Hence the goal of this paper is to provide a framework for both defining and describing individual learning and how to lift it to the organizational level.Using the theories of Peter Senge, David A. Kolb and Henry Mintzberg amongst others, we draw focus on an assumption that in order to fully exploit the human resources available in the organization, it is imperative that the individual understands its part in the overall process.

Basing our approach on socialkonstruktivisme we first discuss how Peter Senge’s learning organization according to our beliefs attempts to build a learning organization without making a thorough introduction and discussion on the very pillar of the concept; learning. In lacking this perspective the learning organization also disregards the importance of the fact that organizations cannot learn, however individuals in the organizations can.After an introduction to cognitive learning as presented by Knud Illeris we turn to the works of David A. Kolb and his learning circle. The aim of this section is to high light the basic ideas revolving the concept of learning, which we later use for reference in discussing the organizational learning.The shift between the individual and organizational levels is done with reference to the section in the paper called the foundation for organizational learning, where we discuss some of the consequences when regarding the organization as a one subject made up of multiple individuals. In doing so we present a tool for bridging the gap between individual and organizational learning using the group as leverage, hereby drawing focus to which measures must be taken into account when trying to develop a truly learning organization.

In the final part we apply the theories presented in the paper on the organization hereby laying the framework for a better understanding of the processes behind the concept of organizational learning..