When we at Tailor Business Consulting help our customers implement successful change, we start by developing a clear implementation plan that covers from A to Z in the process, and also raises full awareness of what exactly is to be changed and where the changes are to happen in the organisation.
Organization
Authority and Roles
Working Methods
Competences
Personal Behaviour
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Everyone can implement and change, which is part of virtually every manager's everyday life. But not everyone can execute change in a way that really works and creates value for the company. On one hand, the effective change process depends on the business analysis behind it. And on the other hand, it depends on those who are to implement the changes, and on the ones that the changes involve and impact.
"Change management" has become a very broad concept, and in many ways a word that is diluted. Therefore, changes can also be too much for employees who experience one change after another, whuch does not create any value. Exercise makes mastery, which one should not chew off. Change without rationale simply creates uncertainty, errors and decline in productivity.
It is therefore vital that, in its implementation plan, attention is paid to the value that the change will create, and attention to how the change interferes with the following areas:
- Organisational Structures
- Authorities and Roles
- Processes and Working Methods
- Skills and Abilities
- Personal Behavior
Change is not "just" a movement of the business processes from A to B. Almost all changes will have different meanings for different employees, their roles, their position in the authority hierarchy, their work processes, methods, etc. Therefore the change manager must have an understanding of the diversity of the consequences of change, and an understanding of who is also influenced in different ways during the process of change. Without such understandings, you will most certainly run into "incomprehensible" resistance to change.
At Tailor Business Consulting, we have extensive experience with implementation, and know what it takes to ensure successful changes that continuously have the intended effect into the future, and not just create little ripples on the surface, which in a short while will ebb out again.
If you want a dialogue on how we can help you grow your business or solve other management-related challenges, please feel free to contact us for a noncommittal meeting.
Organisation
When implementing organisational changes, it is important to have an eye for both academic, structural, communicative and psychological aspects, hence organisational changes usually awaken a certain amount of anxiety and fear in the organisation, because implementation of change almost inevitably creates a portion of uncertainty among the individual in relation to whether the impacts are positive or not for the particular individual. - Who will be the new leader? - How is my relation with him / her? - What does the change means for the team? - And does anyone end up taking my tasks and responsibilities away from me? Etc.
For this very reason, it is essential to plan organisational changes very carefully, so that no room for unnecessary uncertainty, conspiracy and fantasies come around - as these are proportional to the fact that the productivity of the company declines, and in the worst case experiences a degree of dysfunctionality soon making the relief of this into the main challenge.
If you want a dialogue on how we can help you grow your business or solve other management-related challenges, please feel free to contact us for a noncommittal meeting.
Authority and Roles
When implementing changes that affect the roles of employees and managers, the authority is most often influenced by the individual, as authority can be both personal and role-driven. For this very reason, it is important to make the necessary analysis in relation to the impact an implementation has on those, and thus ensure both clear guidelines, authority differences, role descriptions, etc.
Unfortunately, it is all too often seen that a management afraid of facing conflicts does not take the dialogues upfront when roles and authorities are changing in the organization, which means that employees / mid-level managers and even top executives, etc. end up in conflict on who is responsible for what and who decides what. It can be particularly challenging in matrix organisations.
At Tailor Business Consulting, we help our customers through a well-defined process that ensures that role descriptions and authority issues are reconciled before execution, so that there is special attention to where the challenges will arise, rather than staying passive and end up getting it all in the "back".
If you want a dialogue on how we can help you grow your business or solve other management-related challenges, please feel free to contact us for a noncommittal meeting.
Working Methods
When you as a manager want to implement new ways of working to make things more efficient. For example will an increase in order inflow and an increased earning often mean that employees may for some time feel some kind of loss of competence, as what they have previously done and felt comfortable with now suddenly have to be done in a different way.
Changes can be more or less profound. Most people want to make their work better and easier if possible. But when it comes to changes that bring the employees out of the comfort zone, it is important to plan implementation professionally.
At Tailor Business Consulting we help our customers through a professional methodology that ensures that all elements are taken care of before final execution, same as the execution is organized to be as gentle to the employees as possible.
If you want a dialogue on how we can help you grow your business or solve other management-related challenges, please feel free to contact us for a noncommittal meeting.
Competences
When the management has set the direction, the structure and the way to carry out the work, it is important in - especially larger - implementations to "dress up" employees and mid-level managers to the new expectations becoming the new reality after the change is completed. Therefore, competence development is a prerequisite for a good implementation plan.
Competence development is available in many forms, i.e. everything from large educational program to the manager's one2one training sessions, where the employee is trained to do his new or changed tasks.
At Tailor Business Consulting, we help our customers through a professionally organised methodology that ensures work schemes to be reconciled before final execution, and to give special attention to areas of challenge.
If you want a dialogue on how we can help you grow your business or solve other management-related challenges, please feel free to contact us for a noncommittal meeting.
Personal Behavior
Behavior is one of the most difficult topics to deal with in implementation - as behavioral patterns are deeply rooted in the character of the individual supervisor and employee. Nonetheless, behavior is one of the most important components of a successful implementation. If the behavior is not properly changed, it is pointless to change direction, structure, working methods and educate etc., if nothing changes anyway. Therefore, it is essential to ensure the motivation of the individual when implementing.
At Tailor Business Consulting we help our customers through a well-designed and professional methodology that ensures that the behavior of the individual in the organisation is reconciled before final execution, in a way that special attention is paid to individual challenges where they are likely to arise.
If you want a dialogue on how we can help you grow your business or solve other management-related challenges, please feel free to contact us for a noncommittal meeting.
