- Goal orientation
- Benchmarking and industry best practices
- Project management and success factors
- Change management: Kotter, Vector Change Coach etc.
- Improvement models: CMMI, SPICE, Six Sigma, Lean Development etc.
- Cost and benefits, ROI calculation
- Concrete case studies from Vector change projects: Reorganisation, Introducing a new technology, Agile and Lean transformation, Post-Merger integration
1) Approach change in a sufficiently large context. Small changes might at first glance seem easier to implement, but they will not attract employees. Change needs a strong vision, which emotionally attracts people and encourages them to join the effort. Small changes do not appeal and will not convince people to put energy into it. They immediately feel that it is not thought through, and will not last. Embed change, technically and organizationally, in an increasingly corporate context. Design and communicate the change as a whole. Divide it into increments – as we practice in agile development.
2) Implement changes in short cycles. Improvements need to deliver concrete value within three to six months for practical use. Use appropriate techniques to deliver value, such as Kotter framework, CMMI, Scrum or Lean. Measure your development with performance indicators, such as cycle time, rework, or budget and time deviations, and evaluate where you need to improve. Target with a specific change a concrete improvement result. Connect pilots and roll-out to your overall product plans so that improvements will be tangible in daily life.
3) Professionally manage change. Change requires strong leadership and intensive change management in order to attract people and sustainably change the culture. Use the experiences and the impact of a partner, as a constant reminder and change advocate. His core competence is to streamline processes and deliver lasting change, whereas the core competence of our company is developing and producing of electronic systems. Often change projects are handled in parallel to the entire daily load, and soon people feel overwhelmed on all ranks. Entrust operational expertise for change to an external partner who has the experience and who is committed to deliver.
This training will be tailored to your enterprise and your needs. We will focus on those things, which are necessary for the participants, while ensuring a solid and systematic approach with state of the practice change methodology.