埃森哲变革心态.pptVIP

Copyright ? 2010 Accenture. All rights reserved. 31 Low Risk Medium Risk High Risk Value Proposition How strong is the business case? Vision of the Future How clear is the vision? Plan for the Journey How clearly defined are the steps to achieving the future state? Sponsorship and Support How much support truly exists? Implementation Readiness How skilled are individuals in the technical and organizational aspects of transformation? Resistance How much resistance exists? Infrastructure Support How will our organizational infrastructure support the project? Competing Initiatives How will other projects and initiatives impact the transformation? Executives Management Empl oyees 分析调研结果 沟通调研结果 执行和监督持续进行的 变革管理行动计划 变革接受度调研步骤 2 3 4 5 6 确定调研对象 1 发送调研问卷 收集问卷反馈 Copyright ? 2010 Accenture. All rights reserved. 32 变革接受度调研维度 变革进度调研问卷中的题目从四个维度展开：方向（ Navigation ）、领导（ Leadership ）、能力 （ Enablement ）、 责任（ Ownership ）。 这个四象限模型源自位于瑞士的全球顶尖商学院 IMD 的研究成果。 Navigation Ownership Leadership Enablement 宏观 微观 供给 “ I can ” 需求 “I will” 领导 ? L1-Sets and communicates direction? ? L2-Leads change? ? L3-Resolves issues and barriers? 能力 ? E1-Clearly defined roles and responsibilities? ? E2-Adequate training and support? ? E3-Effective communication? 责任 ? O1-Specifies what needs to be delivered (process, tools, etc.)? ? O2-Frontline involvement in implementation? ? O3-Buy-in from frontline on benefits of change? ? O4-Drives out benefits? 方向 ? N1-Clearly defined Transformation goals and benefit? ? N2-Approach to change appropriate? ? N3-Pace of change achievable? Copyright ? 2010 Accenture. All rights reserved. 变革心态管理方法总结 ? 识别利益关系人，特别是针对关键利 益关系人，分析其关注点，采取不同 的应对措施 ? 建立变革网络，延长核心变革项目组 的触角到变革终端 ? 通过培训，帮助变革对象掌握变革后 所需的知识技能 ? 通过有效沟通，使变革对象正确理解 变革，并且实现对变革进程的即时双 向信息反馈 ? 变革进度评估的结果源于两个主要的 信息渠道： – 问卷调查 – 访谈变革利益关系人 ? 分析结果，为利益关系人管理以及培 训和沟通计划提供输入，以确定