安達(dá)信-轉(zhuǎn)變促成的基本方法-wenkub
2023-02-02 17:52:15 本頁面
【正文】 Develop overall munication strategy for each phase of the change process ? Design detailed ponents of munication plan for each phase of the change process (. objectives, messages, sender, medium, frequency, and feedback mechanisms) ? Assess effectiveness of munication strategy on a regular basis ? Conduct recognition programs and events to celebrate success stories Build Leadership Capacity amp。 stakeholder mitment 6. Align anizational design amp?！? ? “ The No. 1 error in SAP installations is failure to invest adequately in change management.” “在 SAP的實(shí)施中，第一號(hào)錯(cuò)誤就是沒有充分關(guān)注轉(zhuǎn)變管理 ” Michael Hammer麥克爾 哈默博士 Computerworld, “ Secrets to SAP Success (SAP成功的秘密 ) ,” September 8, 1997. 技術(shù)的因素 人的因素 未來 狀況 目前 狀況 實(shí)現(xiàn) 領(lǐng)導(dǎo)能力 個(gè)人和團(tuán)隊(duì)能力 轉(zhuǎn)變架構(gòu) 溝通與交流 績(jī)效管理 企業(yè)文化 實(shí)現(xiàn) 進(jìn)行所期望的轉(zhuǎn)變， 評(píng)估結(jié)果并確定轉(zhuǎn)變計(jì)劃的調(diào)整 設(shè)計(jì) 制定轉(zhuǎn)變計(jì)劃來縮短差距。二 OO一年八月 Change Enablement 轉(zhuǎn)變促成的基本方法 Why Are You Here? ? Change Enablement should be a core petency of all BC practitioners. ? Change Enablement should be a part of all integrated solutions that we provide to our clients. ? Our Change Enablement philosophy allows us to customize our consulting approach to meet each client39。確定在轉(zhuǎn)變過程中的主要任務(wù)和活動(dòng)。 performance management systems 7. Build individual amp。 Stakeholder Commitment ? Identify key stakeholder groups and assess their mitment to the change process ? Develop strategy to muster political sponsorship and make leadership mitment visible throughout change process ? Educate leadership on “human side” of change ? Determine leadership roles and behaviors required to support the change process ? Assess leadership team petencies ? Develop customized training curriculum for leadership team ? Provide individual coaching and feedback to leadership team members, as needed Align Organizational Design amp。 A Q amp。 Team Capacity to Change ? Educate employees on “human side” of change ? Assess potential sources of resistance to change ? Develop coaching and feedback strategies to overe areas of resistance to change and facilitate individual transitions ? Determine new skills and petencies required to implement the change process ? Conduct training needs assessment ? Design skill acquisition strategy ? Design training events and materials ? Conduct individual/team training sessions and activities Align Culture and Change Process ? Conduct cultural audit to identify anizational values ? Identify behaviors and values required to successfully implement the change process ? Review fit between required values and current anizational culture ? If necessary, define new anizational values and behaviors ? Design ongoing events to reinforce and sustain the desired behavioral changes 建立轉(zhuǎn)變的能力是戰(zhàn)略性發(fā)展的需要 建立轉(zhuǎn)變的能力是一個(gè)漸進(jìn)的過程 轉(zhuǎn)變的過程必須與業(yè)務(wù)目標(biāo)和考核目標(biāo)結(jié)合起來 有效的轉(zhuǎn)變過程需要對(duì)組織架構(gòu)進(jìn)行系統(tǒng)性的審視 轉(zhuǎn)變的過程只能“促成”，而不能“管理” 轉(zhuǎn)變的原則 轉(zhuǎn)變的原則 轉(zhuǎn)變的過程同時(shí)包含了組織的轉(zhuǎn)變和個(gè)人的轉(zhuǎn)變 行為的轉(zhuǎn)變是對(duì)預(yù)期的需求滿足程度的反映，情緒因素大于智力因素 對(duì)轉(zhuǎn)變的抵制是不奇怪的，它取決于當(dāng)事人對(duì)轉(zhuǎn)變結(jié)果的預(yù)測(cè) 為數(shù)不多的轉(zhuǎn)變促成最佳實(shí)踐決定了大多數(shù)轉(zhuǎn)變的成敗 轉(zhuǎn)變的策略是需要因地制宜的 ? 保
教學(xué)課件相關(guān)推薦
鄂ICP備17016276號(hào)-1