{"id":79890,"date":"2021-06-03T09:47:05","date_gmt":"2021-06-03T07:47:05","guid":{"rendered":"https:\/\/blog.bluebeam.com\/se\/?p=79890"},"modified":"2021-09-09T19:56:45","modified_gmt":"2021-09-09T17:56:45","slug":"intro-change-management-construction","status":"publish","type":"post","link":"https:\/\/blog.bluebeam.com\/se\/intro-change-management-construction\/","title":{"rendered":"Intro till f\u00f6r\u00e4ndringsarbete f\u00f6r ledare i byggbranschen"},"content":{"rendered":"\n

Illustration av Rae Scarf\u00f3<\/em><\/p>\n\n\n\n

T\u00e4nk dig tillbaka till ett tillf\u00e4lle nyligen d\u00e5 ditt byggf\u00f6retag presenterade n\u00e5got nytt. <\/p>\n\n\n\n

Hur k\u00e4ndes det? Godtog du f\u00f6r\u00e4ndringen med \u00f6ppet sinne? I \u00e4rlighetens namn fanns det f\u00f6rmodligen \u00e5tminstone en liten del av dig som tvekade. Det \u00e4r en naturlig reaktion f\u00f6r n\u00e4stan alla som st\u00e5r inf\u00f6r n\u00e5got nytt, och det \u00e4r d\u00e4rf\u00f6r som det \u00e4r s\u00e5 viktigt att formellt till\u00e4mpa f\u00f6r\u00e4ndringsarbete f\u00f6r att ta sig fram i dagens f\u00f6r\u00e4nderliga f\u00f6retagsmilj\u00f6er.<\/p>\n\n\n\n

Vad \u00e4r f\u00f6r\u00e4ndringsarbete?<\/strong><\/h3>\n\n\n\n

N\u00e4r man h\u00f6r ordet f\u00f6r\u00e4ndringsarbete kommer man os\u00f6kt att t\u00e4nka p\u00e5 kalkylblad i Microsoft Excel eller interna loggar \u00f6ver kontinuerliga \u00e4ndringar av p\u00e5g\u00e5ende jobb. Men det finns en annan typ av f\u00f6r\u00e4ndringsarbete som \u00e4r \u00e4nnu viktigare att hantera.<\/p>\n\n\n\n

Det handlar om de f\u00f6r\u00e4ndringar som dina medarbetare upplever. I byggbranschen \u00e4r framg\u00e5ng f\u00f6rknippad med processer, men det \u00e4r inte ovanligt att dina beslut som f\u00f6retagsledare och de f\u00f6r\u00e4ndringar som besluten kan leda till \u00e4r h\u00f6ljda i dunkel f\u00f6r dina medarbetare. F\u00f6r\u00e4ndringsarbete \u00e4r en strukturerad process som hj\u00e4lper dig att leda m\u00e4nniskor genom f\u00f6r\u00e4ndring f\u00f6r att uppn\u00e5 \u00f6nskat resultat.<\/p>\n\n\n\n

Varf\u00f6r \u00e4r det h\u00e4r viktigt?<\/strong><\/h3>\n\n\n\n

F\u00f6r\u00e4ndringar p\u00e5g\u00e5r hela tiden. Det kanske tydligaste exemplet just nu \u00e4r alla f\u00f6r\u00e4ndringar till f\u00f6ljd av covid-19-pandemin. Alla aspekter av samh\u00e4llet \u2013 \u00e4ven byggbranschen \u2013 tvingades snabbt anpassa sig till det nya normala. Det gjorde i sin tur att f\u00f6r\u00e4ndringarna b\u00f6rjade ske i en takt som vi aldrig tidigare varit med om.<\/p>\n\n\n\n

Som f\u00f6retags\u00e4gare kan man f\u00f6rest\u00e4lla sig hur detta medf\u00f6r att m\u00e4nniskor regelbundet blir introducerade till nya saker. Det \u00e4r sv\u00e5rt att st\u00e4ndigt uts\u00e4ttas f\u00f6r f\u00f6r\u00e4ndringar, f\u00f6r det finns en gr\u00e4ns f\u00f6r hur mycket var och en av oss klarar av.<\/p>\n\n\n\n

Jag brukar f\u00f6rest\u00e4lla mig att varje m\u00e4nniska har en f\u00f6r\u00e4ndringshink. Varje f\u00f6r\u00e4ndring personen upplever fyller p\u00e5 hinken. Var och en av oss har bara en hink \u2013 vi har inte f\u00f6rm\u00e5nen att kunna skilja mellan f\u00f6r\u00e4ndringar i privatlivet och f\u00f6r\u00e4ndringar i arbetslivet.<\/p>\n\n\n\n

Varje f\u00f6r\u00e4ndring vi upplever, vare sig den \u00e4r liten eller stor, fyller p\u00e5 hinken med en stor eller liten droppe i taget. Till slut kan hinken sv\u00e4mma \u00f6ver, vilket leder till n\u00e5got som vi kallar f\u00f6r\u00e4ndringsm\u00e4ttnad. En individ som har n\u00e5tt den punkten kan inte bearbeta nya f\u00f6r\u00e4ndringar effektivt och det d\u00e4r nya projektet g\u00e5r honom eller henne f\u00f6rbi.<\/p>\n\n\n\n

Vad kan man g\u00f6ra?<\/strong><\/h3>\n\n\n\n

F\u00f6r\u00e4ndringsarbetet kr\u00e4ver att f\u00f6retags\u00e4gare och f\u00f6retagsledare arbetar medvetet. Det \u00e4r viktigt att komma ih\u00e5g att f\u00f6r\u00e4ndringar sker p\u00e5 individniv\u00e5.<\/p>\n\n\n\n

Det optimala resultatet n\u00e4r man inf\u00f6r n\u00e5got nytt \u00e4r hundraprocentig acceptans. Visst vore det toppen att uppn\u00e5 det s\u00e5 fort som m\u00f6jligt? Med ett effektivt f\u00f6r\u00e4ndringsarbete kan man som ledare g\u00f6ra det, men det kr\u00e4vs fortfarande att varje enskild individ klarar att hantera och utf\u00f6ra den \u00f6nskade f\u00f6r\u00e4ndringen.<\/p>\n\n\n\n

H\u00e4r \u00e4r n\u00e5gra saker att fundera p\u00e5 n\u00e4r du ska f\u00f6rbereda ditt f\u00f6retag inf\u00f6r n\u00e4sta stora f\u00f6r\u00e4ndring:<\/p>\n\n\n\n

Identifiera f\u00f6r\u00e4ndringens storlek \u2013 \u00e4r den stor och omv\u00e4lvande eller liten och inkrementell?<\/strong><\/h3>\n\n\n\n

Om f\u00f6r\u00e4ndringen \u00e4r stor och omv\u00e4lvande beh\u00f6ver man \u00e4gna mer tid och resurser \u00e5t att hj\u00e4lpa medarbetarna att orientera sig i det som \u00e4r nytt. Om den \u00e4r mindre m\u00e5ste man fortfarande f\u00f6lja de grundl\u00e4ggande principerna f\u00f6r f\u00f6r\u00e4ndringsarbete, men det kr\u00e4ver mindre tid och energi.<\/p>\n\n\n\n

Vem st\u00f6der f\u00f6r\u00e4ndringen?<\/strong><\/h3>\n\n\n\n

L\u00e4r dig f\u00f6rst\u00e5 vilka som kommer att st\u00f6dja den aktuella f\u00f6r\u00e4ndringen i ditt f\u00f6retag. Varje initiativ beh\u00f6ver en effektiv sponsor p\u00e5 r\u00e4tt niv\u00e5. Sponsorer beh\u00f6ver g\u00f6ra mer \u00e4n att bara ge st\u00f6d till f\u00f6r\u00e4ndringen genom sitt budskap \u2013 de m\u00e5ste vara aktivt involverade under hela processen.<\/p>\n\n\n\n

Skapa r\u00e4tt budskap<\/strong><\/h3>\n\n\n\n

Varf\u00f6r ska f\u00f6r\u00e4ndringen ske? Varf\u00f6r just nu? Vad h\u00e4nder om man inte genomf\u00f6r f\u00f6r\u00e4ndringen? Vilken betydelse har det f\u00f6r medarbetaren?<\/p>\n\n\n\n

Beroende p\u00e5 f\u00f6r\u00e4ndringens storlek b\u00f6r man vara beredd p\u00e5 att l\u00e5ta budskapet komma fr\u00e5n flera avs\u00e4ndare. M\u00e4nniskor vill f\u00e5 informationen fr\u00e5n f\u00f6retagets eller sin egen chef f\u00f6rst \u2013 inte genom ett vardagligt samtal med en kollega. Det \u00e4r l\u00e4tt h\u00e4nt att det f\u00f6rsta n\u00e5gon f\u00e5r h\u00f6ra om en f\u00f6r\u00e4ndring \u00e4r ett rykte, och den informationen \u00e4r oftast inte helt korrekt.<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Chefer beh\u00f6ver f\u00e5 veta hur man leder medarbetare genom f\u00f6r\u00e4ndringar. De m\u00e5ste d\u00e4rf\u00f6r vara de f\u00f6rsta som f\u00e5r veta vad som ska h\u00e4nda.<\/p>\n\n\n\n

Ge cheferna tid att sm\u00e4lta f\u00f6r\u00e4ndringen f\u00f6rst. De befinner sig i frontlinjen n\u00e4r det g\u00e4ller att bem\u00f6ta fr\u00e5gor fr\u00e5n medarbetarna. Om chefen \u00e4r d\u00e5ligt informerad om den kommande f\u00f6r\u00e4ndringen riskerar man att fel budskap n\u00e5r medarbetarna. Det skapar s\u00e4mre f\u00f6rtroende f\u00f6r f\u00f6r\u00e4ndringen och kan leda till st\u00f6rre motst\u00e5nd.<\/p>\n\n\n\n

M\u00e4nniskor f\u00f6r\u00e4ndras i sin egen takt<\/strong><\/h3>\n\n\n\n

Varje individ m\u00e5ste jobba sig igenom sin egen acceptans av f\u00f6r\u00e4ndringen. Om du som f\u00f6retags\u00e4gare eller f\u00f6retagsledare f\u00f6rst\u00e5r och m\u00f6ter de enskilda personerna d\u00e4r de befinner sig kan du p\u00e5skynda processen. Det \u00e4r inte alltid som det fungerar att anv\u00e4nda samma strategi f\u00f6r alla.<\/p>\n\n\n\n

Det h\u00e4r \u00e4r n\u00e5gra grundl\u00e4ggande principer att fundera p\u00e5 till en b\u00f6rjan. M\u00e5nga av de h\u00e4r sakerna \u00e4r enkla att g\u00f6ra i teorin, men oftast inte i praktiken. Men med en avsiktlig tankeprocess som s\u00e4tter m\u00e4nniskor i f\u00f6rsta rummet kan du hj\u00e4lpa ditt f\u00f6retag att f\u00f6r\u00e4ndras snabbare, s\u00e5 att verksamheten kan anpassa sig och blomstra mitt bland alla f\u00f6r\u00e4ndringar som sker i branschen.<\/p>\n\n\n\n

Se hur enkelt det kan vara att bli digital. P\u00e5b\u00f6rja teknikresan med Bluebeam.<\/strong><\/h2>
<\/div><\/div>
F\u00e5 reda p\u00e5 mer<\/a><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

I en v\u00e4rld d\u00e4r os\u00e4kerheten blir allt st\u00f6rre och den nya tekniken utvecklas allt snabbare g\u00f6r ett byggf\u00f6retag klokt i att studera principerna f\u00f6r f\u00f6r\u00e4ndringsarbete<\/p>\n","protected":false},"author":654,"featured_media":79891,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[144],"tags":[16752],"class_list":["post-79890","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-projects","tag-leadership","category-144","description-off"],"yoast_head":"\nPsykologin bakom f\u00f6r\u00e4ndringsarbetet i byggbranschen - Built | SE<\/title>\n<meta name=\"description\" content=\"Genom att studera principerna och psykologin bakom f\u00f6r\u00e4ndringsarbetet i byggbranschen klarar man b\u00e4ttre att ta sig fram genom os\u00e4kerhet.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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