Leadership Summary ReportFor Erik Backman

Prepared on
April 26, 2024

Welcome to Your Customized Leadership Summary Report from vitalspark

This comprehensive leadership guide has been carefully crafted based on an in-depth analysis of Erik Backman's unique personality characteristics, using our robust 50+ Human Characteristic Spectrum Analysis.

We've decoded their primary and secondary personality types, their dominant attachment style, and their specific polarities to provide a nuanced understanding of their professional persona.

This guide delves into key areas such as Communication Styles, Emotional Intelligence, Decision Making, Conflict Resolution, and Goal Orientation, with an emphasis on understanding their roles in relationships, their emotional needs, challenges, and intrinsic strengths. The aim is to equip leaders with the knowledge and strategies needed to lead and empower Erik Backman effectively in various aspects of professional life.

By applying the insights from this report, leaders can tailor their approach to align with Erik Backman's personality traits and working style, ensuring they can connect, motivate, and engage with him in the most effective manner. This tailored approach is designed to enhance their performance, job satisfaction, and overall contribution to the team and organization, leading to significant growth in their professional life.

Read on to unlock a deeper understanding of how to lead and empower Erik Backman effectively. This knowledge is key to unlocking their potential for significant growth and success in their professional endeavors.

Understanding Erik Backman

Personality Type(s): Artisan

Highly Impacting Type(s): Innovator, Traditionalist, Peacemaker

Secondary Type(s): Visionary, Dynamo, Guardian, Companion, Adventurer

Attachment Style(s): Secure

Secondary Attachment Style: Avoidant-Secure, Anxious-Avoidant

Polarity: Masculine, Masculine-Harmonized Blend, Harmonized, Feminine

Secondary Polarity: NONE

Primary Motivator(s):

Highly Impacting Motivator(s):

Low/No Impact Motivator(s):


Introduction: Understanding Erik Backman

Erik Backman's personality showcases a vibrant mosaic of creativity, adaptability, and resilience. As someone who thrives on innovation and flexibility, they navigate through challenges with ease, always ready to explore new solutions. Their ability to harmonize traditional values with peacemaking tendencies underscores a unique leadership potential that balances groundbreaking ideas with a compassionate approach to team dynamics. Understanding Erik means appreciating their multi-faceted nature — from their visionary insights and dynamism to their unwavering reliability and warmth as a companion and adventurer. This blend not only makes them an inspiring figure but also a stabilizing force in any environment.


Erik's strengths lie in their innovative mindset and their exceptional ability to adapt to changing circumstances. Their creative solutions are not just about thinking outside the box; they redefine the box itself. This capacity for innovation is supported by a backbone of traditional values, allowing for a balanced approach to problem-solving. Erik's strengths are further enhanced by their ability to nurture peace and harmony within a team, ensuring that each member feels valued and heard. The following points dive deeper into the multifaceted strengths that Erik brings to any setting:

  • Exceptional ability to generate creative and innovative solutions.
  • Highly adaptable, effortlessly navigating through change and uncertainty.
  • Adept at balancing groundbreaking ideas with traditional values.
  • Strong propensity for fostering team harmony and collaboration.
  • Proven leadership in inspiring others towards a shared vision.
  • Reliable in roles requiring dependability and a meticulous approach.
  • Warm and approachable, making them an excellent mentor and ally.

Weaknesses (Challenges)

In the midst of their strengths, Erik may encounter challenges that stem from their intricate personality. Their innovative nature, while a formidable asset, may sometimes clash with highly structured environments that limit their creative expression. The balancing act between pioneering ideas and traditional values could lead to internal conflicts or indecision under stress. Moreover, their peacemaking tendency, although crucial for team cohesion, might delay tough decision-making. It’s important to recognize these challenges not as weaknesses, but as areas for growth and adaptation:

  • May struggle in overly structured or rigid work environments.
  • Possible internal conflict when balancing innovation with tradition.
  • Peacemaking tendencies could hinder prompt decision-making in conflicts.
  • Innovative ideas might be misunderstood or undervalued by conservative peers.
  • Occasional difficulty in maintaining focus on long-term projects.
  • The need for creative freedom could challenge direct authority.

Preferred Working Style

Erik thrives in environments that celebrate innovation and adaptability, valuing freedom and flexibility over rigidity. They excel when given the space to explore and implement their creative solutions, preferably within a collaborative framework that values diversity of thought. A working style that combines autonomy with impactful teamwork aligns perfectly with Erik's strengths, fostering both personal satisfaction and collective success. The ideal setting for Erik involves the following characteristics:

  • Encourages innovation and creative problem solving.
  • Offers flexibility and autonomy in task management.
  • Values a collaborative and inclusive team atmosphere.
  • Provides opportunities for growth and exploration of new ideas.
  • Supports a balance between traditional values and pioneering approaches.
  • Promotes open communication and appreciates diverse perspectives.

Preferred Leadership Style

Erik is naturally inclined towards a leadership style that is visionary and inclusive, blending innovative thinking with a deep appreciation for team dynamics. They inspire others by setting a forward-thinking direction while ensuring an environment where every team member feels supported and valued. Leadership to Erik means being ahead of the curve in ideation and implementation but doing so with a compassionate approach that builds trust and encourages collaboration. Their ideal leadership style encompasses these core principles:

  • Inspires and motivates with a clear, forward-thinking vision.
  • Employs a consultative approach that values team input.
  • Fosters an environment of trust, respect, and open communication.
  • Strikes a balance between innovative projects and traditional methodologies.
  • Encourages professional growth and development within the team.
  • Builds a culture of creativity and collaborative solution-finding.

Preferred Leader's Personality, Style, and Communication

For Erik, the ideal leader embodies the principles of innovation, flexibility, and empathy. They resonate with leaders who communicate clearly and inclusively, appreciating each team member’s contributions while steering the team towards shared goals. Such leaders excel in creating a space where creativity is nurtured, and diversity is celebrated, setting a tone of mutual respect and understanding. The most effective leaders for Erik possess these traits:

  • Communicates in an open, inclusive, and transparent manner.
  • Encourages innovation while respecting traditional processes.
  • Maintains empathy and understanding in all interactions.
  • Facilitates a collaborative and democratic decision-making process.
  • Commits to team development and fosters a supportive environment.
  • Adaptable, seamlessly adjusting strategies to meet evolving challenges.

Communicating effectively with Erik involves embracing their dynamic and creative nature, while also providing a stable and understanding foundation. Given their blend of personality types, including Artisan, Innovator, and Traditionalist, combined with a secure attachment style, Erik thrives in environments that foster open dialogue and an appreciation for new ideas as well as established traditions. It's crucial to approach conversations with clarity and a genuine interest in their perspectives, encouraging them to share their innovative ideas. Regular, honest feedback is also vital, as it aligns with their preference for clear, direct communication and supports their growth. Ensuring that feedback is constructive and aimed at guiding their creative endeavors positively impacts their sense of security and belonging.

To further enhance communication with Erik, consider incorporating strategies that respect their balanced blend of masculinity and femininity, as well as their secure attachment style. This means engaging in communication that is both assertive and empathetic, allowing space for exploration and expression without fear of judgment. Acknowledging Erik's achievements and providing reassurance will reinforce their secure attachment, making them more open to feedback and collaboration. Regular check-ins, where they can voice their ideas and concerns in a safe environment, will not only reinforce their value to the team but also encourage a continuous flow of innovation and harmony within group dynamics. By tailoring communication in this way, you underscore a commitment to nurturing their professional development while respecting their unique blend of attributes.


Daily Stand-Ups/Touch Points

Daily stand-ups or touchpoints are helpful for Erik, providing a consistent platform for sharing ideas, progress, and immediate challenges. These quick, regular interactions are important; they foster an environment of open communication, ensuring that Erik feels supported and connected to team goals. This frequency is crucial for Erik to feel seen and engaged in the ongoing projects and team dynamics.

  • Updates on current projects and immediate tasks.
  • Sharing of any challenges or roadblocks encountered.
  • Opportunities for brainstorming and creative input.
  • Avenues for offering and receiving immediate feedback.


Weekly communications are important for Erik. They offer a deeper insight into project developments, personal achievements, and areas needing improvement. This frequency allows for more detailed feedback and strategic planning, contributing significantly to Erik’s sense of progress and recognition.

  • Comprehensive updates on project status and upcoming tasks.
  • Recognition of achievements and constructive feedback.
  • Discussion of challenges and collaborative problem-solving.
  • Planning and adjustments for the forthcoming week.


On a bi-weekly basis, communication focuses on personal development and long-term project tracking. These discussions are important for Erik, as they align with their need for growth and understanding of their role in larger objectives. It’s a time to reassess goals, provide mentoring, and ensure alignment with team and individual aspirations.

  • Assessment of personal growth and development needs.
  • Review of long-term project goals and milestones.
  • Mentoring sessions focused on skill improvement.
  • Adjustments to roles and responsibilities, if needed.


Monthly meetings are vital for Erik, providing a broader platform to reflect on achievements, set new goals, and discuss broader team and organizational developments. These sessions are essential for Erik to feel deeply integrated within the team, contributing to a sense of safety, acceptance, and collective purpose.

  • Reflection on the past month’s achievements and learning moments.
  • Setting of personal and team goals for the upcoming month.
  • Updates on organizational changes or strategic directions.
  • Discussion of potential opportunities for innovation or improvement.


Quarterly reviews are vital for Erik, focusing on detailed evaluations of progress towards personal and team objectives, recalibrating goals, and strategic planning for the future. These in-depth discussions are essential, allowing Erik to align their innovative and traditional values with longer-term visions and feel valued within the organizational context.

  • Comprehensive review of quarterly achievements and challenges.
  • Recalibration of goals and objectives for the next quarter.
  • Strategic planning and alignment with organizational vision.
  • Feedback session focused on personal development and team synergy.

Addressing Immediate Needs

For addressing immediate needs, an on-demand communication approach is helpful. This ensures that Erik can quickly address any urgent issues or questions, fostering an environment of support and responsiveness. This form of communication is important, as it directly impacts Erik’s ability to feel safe, seen, and effectively contribute to immediate demands.

  • Rapid response to urgent issues or questions.
  • Availability of resources or assistance for unforeseen challenges.
  • Opportunity for immediate problem-solving and decision-making.

Motivating Erik involves recognizing their achievements and aligning their tasks with their interests. Strategies should focus on making them feel valued, capable, and an integral part of the team’s success. It's important to nurture an environment where they can express themselves creatively, take on new challenges, and feel supported in their endeavors.

  • Regularly acknowledge Erik’s contributions and creative solutions, making them feel seen and appreciated.
  • Encourage autonomy by allowing them to lead projects that align with their innovative tendencies and interests.
  • Provide opportunities for professional growth, such as workshops or courses that cater to their aspirations and skills.
  • Create a safe space for Erik to share ideas and concerns, ensuring they feel heard and respected.
  • Foster a collaborative team environment where Erik can work with others to brainstorm and implement new ideas.
  • Offer constructive feedback in a supportive manner, reinforcing their value and helping them grow.
  • Set clear and achievable goals that match their ambitions, giving them a sense of purpose and direction.

To further enhance Erik’s motivation, it’s crucial to recognize their desire for balance and harmony within the team. Making them feel infinitely powerful, valuable, safe, and loved can be achieved by:

  • Highlighting how their work contributes to the greater good of the team and organization, enhancing their sense of importance.
  • Ensuring they have a supportive network, fostering feelings of safety and belonging.
  • Valuing their need for creativity and expression, showing that their unique contributions are indispensable.
  • Encouraging peer recognition, allowing them to see the impact of their work through the eyes of their teammates.

By focusing on these strategies, Erik is more likely to feel empowered and motivated, driving them to achieve excellence while feeling confidently secure in their role and contributions.


Helping Erik manage stress involves understanding how their work environment and interactions can impact their well-being. By identifying potential stressors and implementing strategies to mitigate them, we can support Erik in maintaining high levels of creativity and productivity. Here are specific tips to help them navigate stress more effectively:

  • Encourage Erik to set clear boundaries around work hours to prevent burnout. Remind them it's okay to take breaks and disconnect.
  • Provide a platform for Erik to voice concerns or ideas. Regular check-ins can help them feel supported and heard.
  • Focus on creating an organized and predictable work environment, which can help reduce anxiety stemming from uncertainty.
  • Offer reassurance and constructive feedback, making sure Erik feels appreciated and secure in their role.
  • Help Erik prioritize tasks to avoid feeling overwhelmed. Teaching them time management skills could further alleviate stress.

Understanding Erik's need for a supportive and flexible environment is key to their stress management. Taking proactive steps to ensure they feel valued, connected, and satisfied in their role will not only diminish stress but also enhance their overall effectiveness. It's important to:

  • Implement team-building activities that boost camaraderie and allow Erik to feel part of a supportive community.
  • Encourage open discussions about mental health and stress management to destigmatize these important issues.
  • Promote a culture of wellness that includes access to resources such as counseling or mindfulness training.
  • Recognize and appreciate their contributions regularly, helping to reinforce their sense of belonging and value.

By acknowledging and addressing the unique stressors that may affect Erik, we can create a more conducive environment for their success, ensuring they remain motivated, engaged, and happy in their work.


Integrating Erik into team settings means leveraging their strengths in creativity and innovation while respecting their need for harmonious relationships and security. To ensure a seamless fit into a team, it’s essential to create an environment where Erik feels valued and encouraged to share their ideas. Their ability to think outside the box, combined with a strong sense of collaboration, makes them an asset in team dynamics.

  • Encourage Erik to take the lead on projects that require creative solutions, as they excel in environments that nurture innovation.
  • Facilitate team discussions that allow Erik to share their visions, ensuring they feel heard and their contributions are valued.
  • Provide Erik with clear expectations and structure within projects, helping them to feel secure and focused.
  • Recognize and celebrate Erik’s achievements in team meetings to bolster their sense of belonging and achievement.
  • Create opportunities for Erik to mentor peers, utilizing their strengths in guidance and support.

When considering the type of work Erik may enjoy and excel at, it’s evident that tasks which harness their creativity and passion for innovation will be most rewarding. On the other hand, work that is overly repetitive or lacks opportunity for personal input and creativity might not be as fulfilling for Erik.

  • Erik will likely enjoy:
    • Projects that allow for innovative thinking and creative problem-solving.
    • Roles that enable them to work collaboratively with others, sharing ideas and inspiring the team.
    • Tasks that benefit from their ability to balance new ideas with traditional approaches.
  • Work that may not be suited to Erik includes:
    • Repetitive tasks that offer little to no room for creative input.
    • Positions that isolate them from the team, limiting their ability to collaborate and share ideas.
    • Projects with rigid structures that do not allow for flexibility in approach or thought.

By focusing on these elements, Erik can be effectively integrated into team environments where their skills are not only utilized but also celebrated. This approach ensures that Erik remains motivated and engaged, contributing positively to team dynamics and achieving personal and collective success.

Professional Development Guidance

Supporting Erik's personal and professional growth involves recognizing their unique strengths and providing opportunities that align with these areas. Considering their affinity for innovation, creativity, and teamwork, development opportunities should encourage further exploration of these talents while also offering new challenges that foster growth.

  • Encourage Erik to participate in workshops or courses focused on creative problem-solving and innovative design thinking to further sharpen their skills in these areas.
  • Offer leadership training opportunities to help Erik develop their natural ability to inspire and guide others, building on their strength as a supportive and collaborative team member.
  • Provide exposure to cross-functional teamwork opportunities, allowing Erik to collaborate with various departments. This experience can broaden their understanding of different aspects of the organization and foster diverse thinking.
  • Recommend mentorship programs where Erik can both mentor and be mentored. This reciprocal relationship will enable them to share their knowledge and experiences while gaining new perspectives and skills.
  • Facilitate attendance at industry conferences or networking events to help them stay ahead of trends, encouraging continuous learning and innovation.

Further, considering Erik's balanced approach and need for security, it's important to ensure that opportunities for development are presented in a way that resonates with their need for clear goals and structured pathways. This approach will help them feel confident and supported in their journey:

  • Create a personalized development plan with Erik, setting clear, achievable goals and milestones. This plan should be revisited regularly to adjust objectives as needed based on their evolving interests and the organization’s needs.
  • Encourage reflective practices such as keeping a journal of professional goals, achievements, and learning experiences. This can help Erik see their progress and identify areas for further development.
  • Ensure that Erik has access to resources such as books, online courses, and professional development groups specific to their areas of interest.

By focusing on these strategies, Erik can continue to thrive both personally and professionally, ensuring their talents are maximized within the organization while also supporting their continued growth and development.


Resolving conflicts involving Erik requires a nuanced approach that respects their creative spirit, need for security, and desire for harmonious relationships. Given their natural inclination towards innovation combined with a balance of traditional values, it's essential to approach conflict resolution in a manner that validates their perspectives while encouraging collaborative solutions. Here are some strategies to effectively manage potential conflicts:

  • Encourage open communication by providing a safe, non-judgmental space for Erik to express their concerns and feelings.
  • Listen actively and empathetically to Erik's perspective, ensuring they feel heard and understood. This establishes trust and openness.
  • Aim for collaborative problem-solving by inviting Erik to participate in finding solutions that address everyone's needs and interests.
  • Highlight common goals and values to remind Erik and involved parties of their shared purpose and the importance of working together harmoniously.
  • Provide clear, constructive feedback that focuses on behaviors and actions rather than personal attributes. This helps maintain Erik’s sense of security and self-worth.

In situations where conflict arises between Erik and another team member, consider leveraging Erik's innovative approach and peacemaking skills as part of the resolution process:

  • Mediate the conflict by facilitating a structured discussion where both parties can share their views and work towards understanding each other's positions.
  • Discuss the impact of the conflict on team goals and dynamics to foster a collective sense of responsibility for maintaining a positive work environment.
  • Encourage Erik and the other party to identify adjustments or compromises they can individually make to resolve the conflict and prevent similar issues in the future.
  • Follow up after the conflict has been addressed to ensure that the resolution is effective and both parties feel satisfied with the outcome. This follow-up also reaffirms your commitment to a supportive work environment.

By adopting these strategies, conflicts involving Erik can be resolved in a way that maintains their sense of safety and acceptance, supports their desire for creative expression and teamwork, and ensures the overall health and productivity of the team.


Managing Erik's performance involves a sensitive and structured approach that aligns with their innovative spirit and need for stability and acceptance. Setting clear goals, monitoring progress, and providing feedback are crucial steps in this process, each tailored to Erik's unique characteristics and preferences.

Setting Goals

  • Involve Erik in the goal-setting process to ensure that objectives are meaningful and motivating to them. This inclusivity fosters a sense of ownership and engagement.
  • Ensure that goals are specific, measurable, achievable, relevant, and time-bound (SMART) to provide clarity and direction.
  • Balance the goals to include both short-term achievable targets and long-term aspirations that align with Erik's interests and strengths.
  • Incorporate opportunities for creativity and innovation within their goals to keep Erik excited and challenged.

Monitoring Progress

  • Establish regular check-ins to discuss Erik's progress, challenges, and any adjustments needed to meet their goals. This consistent support helps Erik feel secure and valued.
  • Use these discussions to celebrate achievements, no matter how small, reinforcing their sense of accomplishment and belonging.
  • Encourage Erik to share their insights and ideas during these check-ins, promoting a two-way dialogue that respects their input.

Providing Constructive Feedback

  • Deliver feedback in a supportive and positive manner, focusing on specific behaviors or outcomes instead of general critique.
  • Highlight Erik's strengths and achievements before discussing areas for improvement to maintain their confidence and motivation.
  • Frame feedback as an opportunity for growth and development, tying suggestions back to their goals and interests.
  • Offer practical examples and actionable steps Erik can take to address feedback, making it clear and easy to follow.
  • Follow up on feedback given to discuss progress and continue support, reinforcing that the process is collaborative and grounded in mutual respect.

When providing feedback, especially for areas needing improvement, it's essential to be clear, respectful, and empathetic. Understanding Erik's need for creativity and recognition, feedback should be framed constructively, focusing on solutions and growth opportunities rather than merely pointing out flaws. This approach ensures that Erik remains inspired to pursue their goals, feels supported in overcoming challenges, and appreciates the feedback as a valuable part of their development.

By adopting these approaches in setting goals, monitoring progress, and providing feedback, you can effectively support Erik's professional development in a way that resonates with their inherent traits and aspirations, ensuring ongoing motivation, satisfaction, and success.


To feel regulated and empowered, individuals need to experience being seen, safe, accepted, and protected. These needs, which can be met by a leader, partner, or through self-empowerment, are crucial for personal empowerment. The concept of being "seen" and "safe" resonates with our reptilian brain, which seeks recognition and security. Similarly, the mammalian brain craves "acceptance" and "protection," fulfilling our deeper need for belonging and safety. These four elements vary in meaning and importance to each person but are fundamental in fostering a sense of empowerment and well-being.

In relation to Erik Backman's diverse personality traits, understanding and fulfilling these core needs is essential for their overall empowerment and satisfaction. The blend of being an Innovator with a secure attachment style calls for an environment where Erik feels constantly seen for their unique contributions and innovations. Feeling safe within a stable and predictable workspace allows them to express their creativity without fear. Acceptance is key due to Erik’s combination of traditional and peacemaker characteristics, which thrive on harmonious relationships and validation from peers and leaders. Protecting Erik’s well-being involves respecting their need for autonomy (as indicated by their avoidant-secure tendencies) while also providing support, ensuring they feel both valued and understood. Recognizing the significance of these needs in the context of Erik’s personality, attachment styles, and polarities, fosters an empowering atmosphere that promotes personal and professional growth.


Leaders aiming to meet Erik's core needs should adopt customized strategies, ensuring alignment with his unique requirements and fostering a productive environment. Here’s an outline of strategies that can deeply resonate with these core needs:

Being Seen:

  • Acknowledge and celebrate Erik’s achievements in team meetings, enhancing their sense of visibility and value.
  • Provide platforms for Erik to lead and showcase their ideas, reinforcing that their innovative contributions are crucial.
  • Encourage Erik to share their thoughts in discussions, emphasizing that their voice is key to collective success.
  • Implement a feedback system that recognizes Erik's specific contributions, highlighting the impact of their work.
  • Customize role and responsibilities to capitalize on Erik’s strengths, showing that their skills are seen and utilized effectively.
  • Offer public recognition for Erik's accomplishments, further boosting their sense of being acknowledged within the team.

Feeling Safe:

  • Create a consistent and predictable work environment that allows Erik to feel secure in their daily routines.
  • Encourage open communication about Erik’s work-life balance, ensuring they do not feel overwhelmed.
  • Establish transparent processes for change and decision-making, allowing Erik to feel prepared and informed.
  • Offer support during challenging times, ensuring Erik knows they have a safety net.
  • Maintain confidentiality about Erik’s personal feedback and development plans, preserving their trust.
  • Implement strategies to manage workload effectively, preventing overburdening and stress.

Being Accepted:

  • Promote a team culture that values diversity of thought, where Erik’s unique perspectives are embraced.
  • Encourage team activities that leverage Erik’s strengths, showing that their traits are integral to the team.
  • Facilitate mentorship or buddy systems that connect Erik with like-minded colleagues, enhancing their sense of belonging.
  • Reinforce positive team dynamics that celebrate Erik’s contributions, fostering an inclusive atmosphere.
  • Validate Erik’s ideas and preferences in project assignments, ensuring they feel their interests are respected.
  • Organize regular team-building exercises that highlight Erik’s role, solidifying their acceptance within the group.

Feeling Protected:

  • Implement policies that safeguard Erik’s well-being, such as anti-harassment measures and mental health support.
  • Offer resources for professional growth, ensuring Erik feels invested in and secure about their future.
  • Encourage a feedback culture that is constructive and supportive, rather than critical, to protect Erik’s self-esteem.
  • Establish clear conflict resolution strategies that ensure a safe environment for voicing concerns.
  • Provide access to learning and development tailored to Erik’s career path, securing their professional journey.
  • Ensure that Erik’s work environment is physically safe and ergonomically sound, protecting their physical health.

In conclusion, effectively leading and supporting Erik Backman involves a nuanced understanding of their unique personality traits, preferences, and needs. By adopting leadership strategies that acknowledge Erik's innovative spirit, need for stability, desire for acceptance, and security, leaders can significantly enhance Erik’s engagement, motivation, and productivity. Key strategies include:

  • Ensuring Erik feels seen by acknowledging and celebrating their creativity and contributions.
  • Creating a work environment where Erik feels safe to express ideas and take risks.
  • Fostering an inclusive atmosphere where Erik feels accepted and valued as part of the team.
  • Providing protections that assure Erik their well-being and professional growth are priorities.

This tailored approach not only drives Erik's personal satisfaction and success but also reinforces the broader message of adapting leadership styles to meet the diverse needs of all team members. By doing so, leaders can build a more dynamic, cohesive, and resilient team. Understanding and addressing the individual needs of each team member, as illustrated through the support and development of Erik, ensures a thriving work environment where every member feels empowered to contribute their best.

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