For two decades, we have been helping ICT organisations that need to change. In doing so, we try in good faith to get everyone involved in the change on board and make them enthusiastic: after all, change is fun, isn't it.....?
But to be perfectly honest: in practice, many people do not like that at all. TransitieProfs 'sells' the transition to - and the securing of control over - digital innovation. In practice, it turns out that this cannot be sold, because we have to entrust this to each other for several years actually. After all, who are we to tell you that we can or must help? Surely your organisation can do that itself?
No recognition = no cooperation
We are currently invited every week by organisations that are faced with the task of change: ICT must become the basis of (digital) innovation. Sometimes this is voluntary and often imposed from above. In practice, the first meeting is seldom pleasant: it's not as if you spontaneously bump into each other at a party, so to speak. If we try to put ourselves in your shoes as a discussion partner at the first meeting (in order to understand this), we cannot expect you to immediately say: welcome, help us with a transition, because we cannot do it alone. Nor should we expect you to already think that we are the 'success formula' in the change: and rightly so. We try to learn from every acquaintance and if you make a sum of it, it turns out: sometimes a first conversation is immediately pleasant, with mutual recognition, but regularly we are out the door after an hour: misunderstood, no 'match', unbelievable, etc. Not even a chance of cooperation. While we really want to help. Weird, ..... right? Actually, it is not, because it appears to be mainly due to the 'having' to change instead of the 'wanting' to change.
Everything you are ready for is ready for you
By now we understand better and better why we are sometimes outside again 'with our beautiful story'. We talk a lot about this among ourselves, because it's not nice for anyone. We think we have an explanation and a solution for this.
It is probably all to do with changing behaviour. Personally, I find that a very unpleasant word: as if we have to go into therapy or something. Change is hard enough, let alone when it comes to our behaviour: what is wrong with our behaviour?
TransitieProfs has an approach that, in our opinion, is already quite 'attuned' to change, in which behavioural change is at the centre:
Invent together, prove together, secure together: multiannual
However, due to our experiences with introductions that sometimes did not go well, we looked at the 'official' phasing of behavioural change in combination with our approach and came up with the following:
So what do we think? Well, we are probably sometimes just 'too early' in making introductions. TransitieProfs turns out to be a good discussion partner when an organisation has passed a phase of recognition and is ready to explore which strategy fits best with the demand from the organisation. And ideally, that is an adventure, we think, and certainly not an imposed project. And when we meet in that phase of exploration, the acquaintance always immediately gives a lot of mutual energy.
When do we have to 'dis' each other?
Ont- moet is a nice word: if we don't have to do something, but rather want to, that means we have to, right? We think the ideal moment to get acquainted is when nothing is required from the management or directors yet. And that is exactly why we started organising Master classes for each phase of our approach.
Through these sessions, we are not 'forced' together, because what is required (as it turns out) immediately creates resistance. That is actually our best learning moment after 20 years of experience:
Master classes are low-threshold, customised per phase and above all: based on what you and your employees have already thought up.
We supplement these ideas with our practical experiences during the session. This creates mutual trust on a voluntary basis and above all: it creates your management, instead of imposed management.
To be perfectly honest: we at TransitieProfs wish we had thought of that much sooner. Nothing seems to give our team more energy and inspiration than to assist you and your organisation without any obligation.
Author: Dennis Daalhuizen - Director/Owner TransitieProfs