Do you have an organization that is not keeping up to pace? Is there uneven workload and performance between different departments? Are there resistances and conflicts that do not help you where you want to go? Everyone stood and cheered on the kickoff and then… it was Monday again
We help you make your desired change a reality
What does it take to make a successful change ? A little carelessly, it is often said that 75% of change initiatives fail radically. Maybe it's even worse than that. Over the years, we at YesP have helped many organizations to achieve their change with the effect they strive for. What is the secret to success?
How it works
Organizational development in 5 steps
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- The development needs are clarified. What is to be developed or changed? Together with the management, the needs and expected effect are clarified
- Analysis of the current situation . What does it look like today? We analyze the company culture, openness to change, what prevents or may prevent the company or organization from achieving the desired effects.
- The change plan is designed. The cultural analysis gives us keys to how the change will take place with us, based on our ambitions and specific conditions. How is sustainable change and effect created based on cooperation, development, desire to perform and achieve or exceed the goals in the organization? On behalf of the management, driving group is appointed with the aim of creating energy and success in the change work.Quickly involving the entire organization is a crucial ingredient in reducing resistance and taking advantage of the will and drive of many.
- Make change a natural part of the job.
How it works
Organizational development in 5 steps
- The development needs are clarified. Vad är det som skall utvecklas eller förändras? Tillsammans med ledningen tydliggörs behov och förväntad effekt.
- Analys av nuläget. Hur ser det ut idag? Vi analyserar företagskulturen, öppenhet för förändring, vad hindrar eller kan komma att hindra företaget eller organisationen från att nå önskade effekter.
- Förändringsplanen utformas. Kulturanalysen ger oss nycklar till hur förändringen ska gå till hos oss, med våra ambitioner och specifika förutsättningar som grund. Hur skapas hållbar förändring och effekt som bygger på samarbete, utveckling, lust att prestera och nå eller överträffa målen i organisationen? På uppdrag av ledningen tillsätts en drivgrupp med syfte att skapa energi och framgång i förändringsarbetet. Att snabbt involvera hela organisationen är en avgörande ingrediens för att minska motstånd och ta vara på vilja och handlingskraft hos många.
- Make change a natural part of the job.
Prerequisites for step 4:
Make change a natural part of the job.
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- The company management needs to be role models and work with their own change, to lead together for success in the work. "Who do we as a management team need to be, for the best of the organization right now and in the future?".
- After that, everyone is involved in their regular meeting forums, management groups, departments, etc., for an open dialogue about joint development.
- Leaders' forum, all leaders meet regularly with focus on business issues, needs for change and the specific development journey.
- Forums for cross-functional groups are started where different roles and functions are mixed, partly to increase the understanding of the whole but also to solve specific challenges and problems.
- Individual coaching of managers and other key people gives additional drive to the change.
- Large meetings with everyone with a focus on business issues, the development journey and to celebrate successes, get skills input, inspire each other.
- The driving group follows up on successes and obstacles, designs the change process during the journey with its ear to the organization and with a close dialogue with the company management.
- The company management needs to be role models and work with their own change, to lead together for success in the work. "Who do we as a management team need to be, for the best of the organization right now and in the future?".
Prerequisites for step 4:
Make change a natural part of the job.
- The company management needs to be role models and work with their own change, to lead together for success in the work. "Who do we as a management team need to be, for the best of the organization right now and in the future?".
- After that, everyone is involved in their regular meeting forums, management groups, departments, etc., for an open dialogue about joint development.
- Leaders' forum, all leaders meet regularly with focus on business issues, needs for change and the specific development journey.
- Forums for cross-functional groups are started where different roles and functions are mixed, partly to increase the understanding of the whole but also to solve specific challenges and problems.
- Individual coaching of managers and other key people gives additional drive to the change.
- Large meetings with everyone with a focus on business issues, the development journey and to celebrate successes, get skills input, inspire each other.
- The driving group follows up on successes and obstacles, designs the change process during the journey with its ear to the organization and with a close dialogue with the company management.
Do you want to contact us?
Do you want to know more about how we can develop your organization for better performance and results? Contact us for a current list of references and experiences.
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