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A clear vision of the future of the and monitored throughout the life of
organization, aligned to the overall the program — creating a responsive
enterprise strategy, is developed to and flexible approach
convey a compelling picture to the
organization, i.e. how does the future High Performing Teams
state feel, what does it look like and Outstanding teamwork serves as an
what will the organization need to do enabler to develop change capabilities
differently to succeed. and secure results delivery. Our
rigorous high performing team (HPT)
A powerful business case is identified, approach takes a group of individuals
which is benefits driven, highlights the with specific roles and complementary
cost to the organization’s staff and skills and talents, and aligns them to a
stakeholders of staying where they are common purpose. A high performing
now, and helps them understand why it team consistently exhibits levels of
is desirable to change. creativity and collaboration that
produces extraordinary results. The
Change Wheel Capgemini HPT framework and tools:
Change Leaders Engaged and
Aligned Provides a structure and process for
Change-Specific Shared Vision, Strategy,
Communication and Powerful Business Case working with teams — from working
A key leadership alignment activity is
group to high performing team
to ensure demonstrated commitment
Provides consistency in approach to
Behavior and Culture Change Leaders from the leadership team and delivering managing and leading all teams in an
Gaps Addressed Engaged and Aligned
a consistent message about the change. organization
Creates focus for what teams need to
Leadership alignment:
Aligned Processes Stakeholders Prepared do to become effective
and Organization and Mobilized
Ensures that change leaders have the Is a process for creating change in the
skills and competencies needed to
business
Aligned Skills High Performing
drive successful change
and Competencies Teams Is a technique for mobilizing
Provides support to functional teams
individuals, teams and the business
to embrace and lead change
Change Management
Our collaborative way of working as consideration when a strategic decision Change-specific communication creates
joint teams ensures that there is a requires a shift in performance awareness, understanding, and dialogue
‘transfer of skills’ from consultant to expectations and the manner in which among constituent groups. It
client, ensuring ongoing capability and employees work on a day-to-day basis. establishes and/or strengthens the
self-sufficiency in the organization for Strategic decisions are likely to require messages, channels and ongoing four-
sustaining change and managing future a significant realignment of way feedback processes between
changes. The change initiative teams organizational behaviors when the leadership, employees, customers, and
will play a critical role to drive and changes caused by those decisions are suppliers. It ensures that the
model the future organization. implemented. communication framework and
channels support the organizational
integration, and it provides
Aligned Skills and Competencies Change-Specific Communication opportunities for feedback and two-way
Founded on a robust change readiness One of the most important means to communication.
assessment and people impact achieve progress in every area of the
assessment, we help organizations fill ‘change wheel’ is communication.
gaps in their capability from the outset. Stakeholder management allows us to
We don’t just look at the training needs recognize the level of commitment and
of those directly impacted by any communication that is required from
technology change, but take a holistic various key people for the change to
view of the needs of the whole succeed.
enterprise.
© 2005 Capgemini. No part of this document may be modified, deleted or expanded by any process or means without prior written permission from Capgemini