For few years the target organisation of this thesis has been investing in the development of the personnel competence regarding self-direction and self-management. In 2019, a new operating model including reorganisation was introduced in the organisation which supports the transition to self-organised teams and at the same time directs the personnel even more to self-direction. Above all the new operating model is a leadership model in which the development of operations and competence is intended to start within the team in addition to the individual self-management.

The aim of the research was to study the personnel´s experiences of the new operating model, to find out possible development needs and how self-direction has developed. The research methods used were a survey conducted using the Webropol form and submitted for to the entire personnel of the target organisation, and an interview survey conducted with a smaller group of managers and personnel representatives.

Based on the results of the research, most people think that they are either satisfied or at least somewhat satisfied with the new operating model, based on both the personnel survey and the responses to the interviews. Respondents are particularly satisfied with the support they have received from their managers in matters related to the change. For the most part, respondents also stated that there has been development in self-direction and self-management skills, but the challenge was that not everyone is capable enough to self-direct and support for that is needed. The responses stated that the new approach specifically guides towards self-direction and that managers have transferred responsibility more to the teams. On the other hand, some respondents felt that even more responsibility should be transferred. More time was also hoped for the development of competence and activities in the teams.

Development proposals were submitted to the target organisation, which were formed from research results, conclusions and from the thesis theory. Among the development proposals there were proposals to develop different kind of practices to support the teams. Also increasing understanding of the new operational model is still needed and clarifying the role of the managers. Supporting individuals in the development of self-direction were also among the development proposals.