HLP entwicklungspartner GbR . Voltastraße 31 . D-60486 Frankfurt . info@hlp-entwicklungspartner.de
Telefon: 0049(69)43 00 ...
ep TRANSFORMABILITY
What is TRANSFORMABILITY?
2
Transformation is …
ONGOING STATE of movement and change of
people and org...
ep TRANSFORMABILITY
PRINCIPLES: The TRANSFORMABILITY Manifest
3
1. Human Centric Spirit „Potential in the front“:
We alway...
ep TRANSFORMABILITY
TRANSFORMABILITY – new understanding of Change
4
Unexcited routine
Human centric
Collaborative
Potenti...
ep TRANSFORMABILITY
TRANSFORMABILITY - 5 modules for new change capabilities
5
ep TRANSFORMABILITY
Transformation CANVAS – the common ground
6
We learn and use a simple universal „Transformation-Gramma...
ep TRANSFORMABILITY
Top Management Homebase & Cockpit
7
Quality time reserved for the transformation
Vital and visible sig...
ep TRANSFORMABILITY
LEARNING-ARENAS are sprint based actions on the job
8
8
R&A
3
R&A
4
Methods
Experience
Knowledge / kno...
ep TRANSFORMABILITY
STANDARDIZED LEARNING ARENAS for large scale change
9
Modular/Catalogue
Standardized–qualityassured
Tr...
ep TRANSFORMABILITY
TRANSFORMABILITY FACILITATION with Services & Pool
10
TRF@ME18 Facilitation
Design standard transforma...
ep TRANSFORMABILITY
How TRANSFORMABILITY works
Principles of TRANSFORMABILITY
Transformability is the responsibility of
to...
HLP entwicklungspartner GbR . Voltastraße 31 . D-60486 Frankfurt . info@hlp-entwicklungspartner.de
Telefon: 0049(69)43 00 ...
HLP entwicklungspartner - Überblick
Dr. Jens-Peter Abresch
Fabian Berg
Jörg Eigenbrodt
Clemens Frowein
Dr. Werner Jung
And...
Unser Beratungsverständnis
HLP entwicklungspartner beraten Unternehmen der privaten Wirtschaft, öffentliche Institutionen ...
HLP entwicklungspartner GbR . Voltastraße 31 . D-60486 Frankfurt . info@hlp-entwicklungspartner.de
Telefon: 0049(69)43 00 ...
16
ep TRANSFORMATION DESIGN
17
Upcoming SlideShare
Loading in …5
×

TRANSFORMABILITY - agility for future organizations

2,274 views

Published on

TRANSFORMABILITY is a new way of adressing Organizational Change: Human centric, ongoinig, learning-based. It's hot!

Published in: Business
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
2,274
On SlideShare
0
From Embeds
0
Number of Embeds
113
Actions
Shares
0
Downloads
17
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

TRANSFORMABILITY - agility for future organizations

  1. 1. HLP entwicklungspartner GbR . Voltastraße 31 . D-60486 Frankfurt . info@hlp-entwicklungspartner.de Telefon: 0049(69)43 00 820-00 . Telefax: 0049(69)43 00 820-10 . www.hlp-entwicklungspartner.de Dr Jens-Peter Abresch Fabian Berg Clemens Frowein for Organization-Transformers and Enterprize-Movers
  2. 2. ep TRANSFORMABILITY What is TRANSFORMABILITY? 2 Transformation is … ONGOING STATE of movement and change of people and organizations BUILDING CAPABILITIES, with which strategies and innovation can break through and come to the ground (from slides to reality). LEARNING & DEVELOPMENT under very high pressure and while ongoing business. TRANSVERSAL learning far beyond boarders of units and divisions. TRANSFORMABILITY is… the organization-wide ability of management and staff to change and transform – with pride, motivated, ambitious and professional the dedicated design of the journey of learning, capability building and changing the art of transformational leadership and management craftsmanship to change reaching humans in their innermost and really moving organizations TRANSFORMABILITY helps… to envision a whole new understanding of organizational change – ongoing, dynamic, human centric, collaborative, inspiring (brain friendly) to permanently keep transformation on the agenda and in the heads of all people in the organization to foster the understanding on all levels that change and transformation is an ongoing learning process to win a clear and detailed understanding of the new capabilities required for change to find the best tailor made ways how to systematically reach new capabilities and skills to touch humans minds and heard by making them the master of transformability Organizations today need to build the ability to constantly change – as success critical discipline
  3. 3. ep TRANSFORMABILITY PRINCIPLES: The TRANSFORMABILITY Manifest 3 1. Human Centric Spirit „Potential in the front“: We always focus on our strength, we try to unfold the best within ourselves. We trust that we are capable to achieve more – yet undiscovered treasures are out there in our reach. We know that it is and will be tough and painful. It‘s not our deficits but our potentials that are the real fuel for our TRANSFORMABILITY. 2. Routine „Transformation is always“: We understand learning as an ongoing part of our business – it is NOT a project, event or program. It is a natural core process of every organization like e.g. budgeting. We design and lead transformation unexcited and permanent, year by year in a recurring cycle. 3. Leadership is „Training the Organization“ (TO)“: Our understanding of leaders and managers with respect to transformation as „Trainers of the Organization“: practice, practice, practice, observe, evaluate, criticize and encourage. Win people, build up and do not squeeze resources. We strongly believe that the Trainer of the Organization is an essential part of the leadership repertoire of the future. The way we learn together and collaborate is our fundamental innovation. 4. On-the-Job „Transformation integrated in daily work“ We learn while our business is running, in reality, on the things that happen every day, products, innovations, processes that we want to transform. Learning is not a “Second World” or “Off Site Event” – it is the arena of our day to day business. 5. „Simply binding“ Transformation Grammar: Our business is complex - that’s why we transform and learn in an uncomplicated way. We relay on simple models, one pragmatic language and a common understanding of TRANSFORMABILITY. We share the principals and we use the Transformation-Canvas as our common model and grammar; we relay on that joint experience in human centric learning.
  4. 4. ep TRANSFORMABILITY TRANSFORMABILITY – new understanding of Change 4 Unexcited routine Human centric Collaborative Potential & resource based Learning & training as key lever Experiment, prototype, just do Constantly prioritize & reframe Simple common language Experience, inspiring, motivating “transformation as part of life” Alarmed & exceptional events “Burning platforms” Focus on deficits & problem solving Focus on resistance Complicated change architectures Management (without learning) Recurring analysis & diagnosis “Change everything and fast please” Lost in Translation Telling and top down communication
  5. 5. ep TRANSFORMABILITY TRANSFORMABILITY - 5 modules for new change capabilities 5
  6. 6. ep TRANSFORMABILITY Transformation CANVAS – the common ground 6 We learn and use a simple universal „Transformation-Grammar“. That‘s how we investigate our joint ambitions and our situation. That's how we together deeply understand and intelligently design our learning journey. That‘s how we agree and commit on our way and steering. The Transformation Canvas is our core instrument for collaboration, engagement and commitment. Transformation-Canvas Benefits Common language Intuitive, easy to apply Creates dialogue Gamified, fun to work with Largely scalable
  7. 7. ep TRANSFORMABILITY Top Management Homebase & Cockpit 7 Quality time reserved for the transformation Vital and visible sign as leaders of transformation Head Coaches responsible for specified TRF levers Homebase as learning Arena of Top-Management Result driven with transformation KPI’s Steering with common grammar Regular review (every quarter) Focus on result-pressure points Focus TOP-MANAGEMENT HOMEBASE COCKPIT The Transformation HOMEBASE is the dedicated space to work on transformation: Design, revisit, evaluate, revise, learn. Best practice: In 6-8 Homebases per Year the top management team comes together for 3-5 days in inspiring working location with mostly camp/open space mode.
  8. 8. ep TRANSFORMABILITY LEARNING-ARENAS are sprint based actions on the job 8 8 R&A 3 R&A 4 Methods Experience Knowledge / know how TRY – EXPERIMENT – DO REVISE - LEARN Team based / self organized High density Constant priorities S P R I N T S : Review & Recharge (Pit-Stop) Learning Loop (1st & 2nd degree) Additional injection of knowledge R&A 1 RESULTATS S2 S3 S4 S5S1 FUELwith: KnowledgeInjection R&A 2
  9. 9. ep TRANSFORMABILITY STANDARDIZED LEARNING ARENAS for large scale change 9 Modular/Catalogue Standardized–qualityassured Transform- Dialog (Forum) Leadership Academy (TdO) Fixe-Sub-Module Transform- Canvas-Design- Workshop CED-Workout HCD, 7 Skills Customer Insights Process- Design- Workshop Action Learning Module Agile TRF-Team- Meetings Leading with TRF-KPI‘s Mission Workshop Open Space Conference TRF Gamification „my TRF challenge“ Case Clinic
  10. 10. ep TRANSFORMABILITY TRANSFORMABILITY FACILITATION with Services & Pool 10 TRF@ME18 Facilitation Design standard transformation services Consults on learning arenas and services TO & Core-Teams design TRF with Canvas Design levers Choice of services from Menu .. Pool (Trainer, Facilitators) Support by service .. The Facilitation is constantly supporting the leaders and staff in their learning processes. There may be a pool of professional supporters (Trainers, Facilitators, Moderators).
  11. 11. ep TRANSFORMABILITY How TRANSFORMABILITY works Principles of TRANSFORMABILITY Transformability is the responsibility of top management Transformation is always – an ongoing process throughout the organization Transformability is human centric and driven by resources and potentials (not deficits) Transformability is capability building through learning “on the job” Leaders and managers get a new part of their role – Trainer of the Organization . As such they design and execute the learning journeys Transformability is based on simple and intuitive models and grammar – all speak the same language Transformability id the discipline of the future in a rapid changing world.
  12. 12. HLP entwicklungspartner GbR . Voltastraße 31 . D-60486 Frankfurt . info@hlp-entwicklungspartner.de Telefon: 0049(69)43 00 820-00 . Telefax: 0049(69)43 00 820-10 . www.hlp-entwicklungspartner.de HLP entwicklungspartner – Wir über uns Unsere Leidenschaft „Wie lassen sich Organisationen als vitale Orte gestalten, wo Menschen ihre Fähigkeiten entfalten können und dadurch nachhaltige Wettbewerbsvorteile für die Unternehmung erreicht werden?“
  13. 13. HLP entwicklungspartner - Überblick Dr. Jens-Peter Abresch Fabian Berg Jörg Eigenbrodt Clemens Frowein Dr. Werner Jung Andreas Pöchhacker Thomas Schmitt Wir unterstützen das Management und die Mitarbeiter von Unternehmen und Organisationen in Prozessen der Ausrichtung und Entwicklung. Unser Maßstab guter Beratung ist ein wirkungsvoller und nachhaltiger Beitrag zum Nutzen und zur Leistungsfähigkeit der durch uns beratenen Unternehmen und Organisationen. Als Berater verbinden wir immer Kompetenz im Thema mit der Fähigkeit komplexe , soziale Veränderungsprozesse zu moderieren und zu steuern. Die Beratung ist getragen von der Mitverantwortung für das Gelingen der gemeinsamen Arbeit. Überblick: • Gründung 1. Januar 2011 • 7 Partner; Partnerschaft mit HLP Swiss • Assoziierte Berater und umfassendes Partnernetzwerk • Gemeinschaftsunternehmen HLP Swiss • „Community of Professionals“ • Organisationsberatung und Coaching • Ziel: „High Impact“ Beratung Die Gesellschafter 13
  14. 14. Unser Beratungsverständnis HLP entwicklungspartner beraten Unternehmen der privaten Wirtschaft, öffentliche Institutionen und kirchliche Organisationen. Zu unserem Team gehören derzeit 7 Partner. Alle Kollegen verfügen über langjährige Erfahrungen in der Managementberatung. Unser offenes Geschäftsmodell bedeutet, dass wir unsere Leistung mit einem starken Netzwerk an Beratern und Partner erbringen können. Dies ermöglicht uns, für unsere Kunden maßgeschneiderte Beratung und Teams anzubieten. Wir haben kein Interesse an möglichst großen Beratungsinterventionen – unser Geschäftsmodell richtet sich nur auf die Qualität der Beratung. Unsere Unternehmensphilosophie zielt auf langfristige, partnerschaftliche Kundenbeziehungen mit einer hohen Vertrauenskultur zwischen Beratern und Kunden ab. Wir verkaufen keine Beratungs-produkte; wir werden vielmehr von unseren Kunden in ihre Entwicklungsprozesse einbezogen. Unser Geschäft entsteht weniger durch klassische Akquisition als vielmehr durch persönliche Weiterempfehlung. Unser Antrieb ist echtes, immer auch persönliches Interesse, die Managementkompetenzen und Organisation unserer Kunden weiterzuentwickeln, mit allen ihren Besonderheiten, ihrer Kultur und Geschichte, ihrer Ausrichtung. Als Erfolgsmaßstab unserer Arbeit gilt uns die langfristige Stabilität der Kundenorganisation. Unsere Kunden schätzen uns als Impulsgeber und Ratgeber bei der Ausrichtung, der Gestaltung ihrer Prozesse, der Professionalisierung ihrer Projektarbeit, der Verbesserung der Führung und der Zusammenarbeit. Unser Beratungsansatz beruht auf nachhaltiger, auch mühevoller Entwicklung und Veränderung. Wir sind weder bessere Fachleute noch bessere Manager als unsere Kunden. Wir unterstützen Organisationsentwicklung aus der Rolle des externen Partners, mit Respekt vor den Fähigkeiten und Kenntnissen unserer Kunden. Dazu gehören gleiche Augenhöhe mit unseren Auftraggebern, Mut zu kritischen Rückmeldungen, angemessene Konfrontation sowie offener Umgang mit unseren eigenen beraterischen Möglichkeiten und Grenzen. Unsere Erfahrungen zeigen, dass wir in Organisationen erfolgreich sind, die eine solche Art von Beratung suchen: Kunden also, die sich verändern wollen und dabei eine echte Entwicklungspartnerschaft wünschen. 14
  15. 15. HLP entwicklungspartner GbR . Voltastraße 31 . D-60486 Frankfurt . info@hlp-entwicklungspartner.de Telefon: 0049(69)43 00 820-00 . Telefax: 0049(69)43 00 820-10 . www.hlp-entwicklungspartner.de HLP Swiss Managementberatung GmbH · Wankdorffeldstrasse 102 · Postfach 261 · CH-3000 Bern 22 Telefon: +41 31 972 06 12 · post@hlp-swiss.ch · www.hlp-swiss.ch 15
  16. 16. 16
  17. 17. ep TRANSFORMATION DESIGN 17

×