Forandringsledelse – stabile forankringer

Change Management-Stable anchorages

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

A Tool for Transition

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.

20 years of Practical Experience

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

Forandringsledelse – stabile forankringer

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.

Frame

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

Speed

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

  • Technical
  • Political
  • Cultural

People

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