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As a starting point, change is always frightening for the parties involved and can mean resistance, so we always work with change management in our services
Change management is a tool that makes a transition more present, tangible and motivating so that employees embraces the new opportunities that change brings. It is also a tool to respond to uncertainty and frustrations at work.
Change is basically always scary for the parties involved and can mean resistance, so we always work with change management in our services.
This means that we put great emphasis on taking care of the soft elements of a change, such as communications, which companies tend to underestimate.
We ensure that the agreed changes are implemented in the best possible manner with the greatest possible understanding among employees and management.
We have 20 years of practical experience in change management and has developed a culture-change-model (CAP – also known as Change Acceleration Process), which takes into account all the stages, an organization typically must go through to achieve successful implementation of strategic projects.
We work with three dimensions: The frame, that is, the conditions for change, pace, which is time frame and expected deadlines, and the people, where the focus is on motivating and communicating to employees
Questions about consultancy services?
Phone: + 45 88 77 60 06
E-mail: info@lsvgroup.com
Introduction to the Project Plan
The phases of the model are introduced into the project plan of the project and have as much weight as any other activities planned. In the “transition stage” of the model, it is advantageous to have an external consultant as they do not have political or emotional shares in the opposition that arises and can therefore better access it constructively and objectively.
Ensure a total renewal of job description
Ensure a visible consistency and reward model
Ensure fast and efficient communication
Ensure practical learning groups among the employees
Secure Soft KPI’s
Smarter Organization
Incorporate change management milestones into the overall plan
Incorporate different training set-up
Incorporate quantitative milestones
Build in time for resistance to change
Build in time and space for three types of resistance
Develop mission and vision for change
Develop an elevator speach for both success and failure
Develop the necessity of change
Develop a personal evaluation plan
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