transformability - agility for future organizations

HLP entwicklungspartner GbR . Voltastraße 31 . D-60486 Frankfurt . [email protected]

Telefon: 0049(69)43 00 820-00 . Telefax: 0049(69)43 00 820-10 . www.hlp-entwicklungspartner.de

Dr Jens-Peter AbreschFabian BergClemens Frowein

for Organization-Transformersand Enterprize-Movers

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What is TRANSFORMABILITY?

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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

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PRINCIPLES: The TRANSFORMABILITY Manifest

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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.

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TRANSFORMABILITY – new understanding of Change

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� 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

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TRANSFORMABILITY - 5 modules for new change capabilities

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Transformation CANVAS – the common ground

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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

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Top Management Homebase & Cockpit

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� 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 HOMEBASECOCKPIT

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.

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LEARNING-ARENAS are sprint based actions on the job

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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

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S2 S3 S4 S5S1

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Kn

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R&A

2

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STANDARDIZED LEARNING ARENAS for large scale change

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Mo

du

lar

/ C

atal

ogu

e

Stan

dar

diz

ed

–q

ual

ity

assu

redTransform-

Dialog (Forum)Leadership

Academy (TdO)

Fixe-Sub-Module

Transform-Canvas-Design-

Workshop

CED-Workout

HCD, 7 Skills

Customer

Insights

Process-Design-

Workshop

Action LearningModule

Agile TRF-Team-Meetings

Leading with TRF-KPI‘s

Mission Workshop

Open Space Conference

TRF

Gamification„my TRF

challenge“

Case Clinic

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TRANSFORMABILITY FACILITATION with Services & Pool

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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).

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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.



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?“

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

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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.

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HLP Swiss Managementberatung GmbH · Wankdorffeldstrasse 102 · Postfach 261 · CH-3000 Bern 22

Telefon: +41 31 972 06 12 · [email protected] · www.hlp-swiss.ch

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transformability - agility for future organizations

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