Change that does not take hold everywhere
A successful pilot does not yet mean a change will succeed organisation-wide. Without a structured kick-off it is not clear to everyone what the objectives are and what is expected of them. If training is missing, employees lack the skills to get started with the new way of working. New systems are then used insufficiently as well, simply because people cannot handle them well. The result is a change that stays stuck in part of the organisation, instead of being rolled out everywhere.
From kick-off to fully operational
We start with a structured kick-off, in which we clarify the objectives and bring everyone involved in line. From there we set the rollout of the new processes in motion, step by step through the organisation. Employees receive training, so they build the skills needed to work with the change. Finally we activate the new systems, so the organisation is technically ready for it too. This way the change does not stay on paper but becomes part of daily practice.
From idea to daily practice
The result is a change that has not stayed stuck in part of the organisation, but has been rolled out everywhere. Everyone knows the objectives, works according to the new processes and is equipped with the right skills. The new systems have been fully activated as well and are used in daily practice. So the organisation has not only started the change, but has genuinely finished it. With that, the change is not a project, but the new way of working.
