Measurable values and real change!
We should be thankful for the crisis!
Does it sound strange?
It sure does at first, however the explanation is simple.
For revolutionary changes, and significant innovation there is a dire need for inspiration. Can prosperity and continuous growth be inspiring enough? Not really! From this prospect, market challenges, hardships, and daily struggles constitute a much more fertile soil for innovation and development.
The fact that companies worldwide have provided fewer resources for consulting, training and organizational services for over a year now is a natural and rightful reaction. Undoubtedly it is so, since these interventions are considered to be the least hurting ones and seem right in a short term period. When the goal is survival, sustainability and preserving of jobs, every penny is needed.
It is this medium and market environment that inspired the colleagues and leadership at Develor to place everything under a magnifying glass and rethink. We asked and answered important questions. Is our action and organization suited for the changing market of the future? Will we continue to be winners with the present team of colleagues, management and competences? Will the success stories of the past expert approaches and products mean real solutions to our clients?
We changed, and had to change the organizational structure, the management, our market and professional approach as well.
This brief guide is description of a conceptually new Develor approach. It presents a comprehensive attitude that is called the Develor Value Chain©. Furthermore, it displays a renewed topic-world (new Develor Knowledgebase) that may offer real answers to our partners’ changing needs, business challenges and objectives.
The first year of the crisis is over, but it is the year of 2010 that will be the dividing line in the life of every company. Short terms solutions, and cost effective actions will be replaced by measures that try to find a way out and seek preparation for growth. Those who will be able to find the right way and courageously stay the course, innovate and create value, will succeed.
The question today is not ‘what a good training is like?’ but whether it is able to create real business value.
According to Develor’s valued professional credo, the aim of the training is a lasting and positive change in behavior.
The new Develor concept still focuses on competence development, as its center, however it does not stop there because real business results can only be achieved through the implementation of complex tools that are in harmony with each other. Even the best developmental program can fail if there is no supportive organizational environment, and if the internal processes and systems are hindering the change and the reaching of goals.
Real business results can only be reached through well structured effective internal processes and systems, in harmony with competent and committed colleagues.
The Develor value chain at work
Every process must start with setting a clear goal: what is that particular business objective or result, where we want to grow? This could be acquiring market areas, improving the sales index, improving the internal effectiveness of the organization, enhancing the commitment of colleagues, or it may even be the decreasing of fluctuation.
The next step is diagnostics that helps to see who are the people who can contribute towards reaching the goals positively, and what are the processes which may cause hindrances. At this stage it is also worth examining the ability of the organization or of a given department within the organization to change.
In order to achieve real change, there is a need for change management. The people in question, their superviors, and posssibly every employee of the organization needs to be enabled to handle change. The hurdles are thus removed and change is supported with well planned communication strategies.
Thorough diagnostics serves as the foundation for the development of the relevant process (BPR), whereas the training of the colleagues is done with the help of sophisticated methods and experienced consultants.
The effect of the training evaporates fast if there is no conscious implementation support. This support can be provided with the help of both external and internal tools. It is crucial to choose the most suitable methods and people for this purpose, in accordance with the previously set goals.
Finally, it is important to measure the effects and results to see return on the investment and the possible areas for future development. Since we are evaluating the achievement of real business results, it is worth to do the measuring in the case of a complex process.
Summary: We have recognized that even the most complex trainings single handedly cannot bring about comprehensive organizational changes, or business results. A comprehensive intervention package is needed. The thorough process-regulating and competence development actions based on diagnostics support each other, especially if they are aided with change management tools and communication. Finally, implementation support is an indispensable element and measuring results is also suggested.
The Develor Value Chain creates true values through the processes, people and the organization as a whole.