{"id":80383,"date":"2021-10-26T03:01:51","date_gmt":"2021-10-26T01:01:51","guid":{"rendered":"https:\/\/blog.bluebeam.com\/se\/?p=80383"},"modified":"2021-12-17T11:23:09","modified_gmt":"2021-12-17T10:23:09","slug":"change-management-construction-part-3","status":"publish","type":"post","link":"https:\/\/blog.bluebeam.com\/se\/change-management-construction-part-3\/","title":{"rendered":"Vilken roll spelar ledare i byggbranschen n\u00e4r ny teknologi ska inf\u00f6ras?"},"content":{"rendered":"\n

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

Chefer leder m\u00e4nniskor, men kan ibland gl\u00f6mma bort att leda sin personal genom f\u00f6r\u00e4ndringar. Som chefer ansvarar vi f\u00f6r att leda m\u00e4nniskor fram till en f\u00f6r\u00e4ndring och st\u00e4lla krav p\u00e5 att de ska anamma de nya metoderna. Men det h\u00e4r fungerar inte alltid s\u00e5 bra som vi skulle vilja, f\u00f6r som vi diskuterade i v\u00e5r senaste artikel \u00e4r f\u00f6r\u00e4ndring n\u00e5got individuellt.<\/p>\n\n\n\n

Varf\u00f6r spelar ledare i byggbranschen en s\u00e5 stor roll vid till\u00e4mpningen av ny teknologi? Och vad m\u00e5ste de se till att g\u00f6ra f\u00f6r att ge sina team ordentligt st\u00f6d genom f\u00f6r\u00e4ndringen?<\/p>\n\n\n\n

Chefer spelar en viktig roll. De hj\u00e4lper till att bygga upp st\u00f6d f\u00f6r ett initiativ inom sina team, de arbetar f\u00f6r att uppfylla personalens behov, de befinner sig n\u00e4rmast den plats d\u00e4r f\u00f6r\u00e4ndringen sker och de utg\u00f6r frontlinjen i f\u00f6retagets arbete med att hantera och motverka motst\u00e5nd. Som chef jobbar man ocks\u00e5 med att bygga upp de anst\u00e4lldas f\u00f6rtroende. Om du som chef st\u00f6der en f\u00f6r\u00e4ndring och personalen litar p\u00e5 dig \u00e4r chansen st\u00f6rre att du uppn\u00e5r en h\u00f6g inf\u00f6randegrad.<\/p>\n\n\n\n

Hur kan du som chef bli en effektiv ledare n\u00e4r saker f\u00f6r\u00e4ndras? F\u00f6ljande \u00e4r n\u00e5gra saker som du kan fokusera p\u00e5:<\/p>\n\n\n\n

Kommunicera<\/strong>: Chefer \u00e4r de mest l\u00e4mpliga avs\u00e4ndarna av kommunikation. Om ditt f\u00f6retag har meddelat en ny f\u00f6r\u00e4ndring ska du se till att f\u00f6lja upp den med ditt team, kanske ocks\u00e5 med enskilda individer i teamet. Kommunicera till ditt team vad du tycker \u00e4r sp\u00e4nnande med f\u00f6r\u00e4ndringen. Hj\u00e4lp dem att f\u00f6rst\u00e5 vad de kan tj\u00e4na p\u00e5 att anamma den, och vilka riskerna \u00e4r om de inte g\u00f6r det. Understryk aff\u00e4rsnyttan med f\u00f6r\u00e4ndringen: varf\u00f6r de b\u00f6r delta i den, varf\u00f6r den sker och andra relevanta detaljer.<\/p>\n\n\n\n

F\u00f6respr\u00e5ka<\/strong>: Ledare m\u00e5ste f\u00f6reg\u00e5 med gott exempel och leva som de l\u00e4r. Personalen m\u00e4rker snabbt om chefen inte sj\u00e4lv \u00e4r med p\u00e5 f\u00f6r\u00e4ndringen. Om du sj\u00e4lv inte \u00e4r villig att g\u00f6ra \u00f6verg\u00e5ngen, varf\u00f6r ska d\u00e5 de g\u00f6ra det? Var proaktiv n\u00e4r det g\u00e4ller att f\u00e5 fram information om f\u00f6r\u00e4ndringen. P\u00e5 s\u00e5 s\u00e4tt kommer du att vara redo att svara p\u00e5 fr\u00e5gor fr\u00e5n personalen. <\/p>\n\n\n\n

Det st\u00e4rker personalens f\u00f6rtroende f\u00f6r dig som chef, och kan k\u00e4nnas lugnande f\u00f6r de som k\u00e4nner sig oroliga. Om du inte vet svaret forts\u00e4tter du att vara positiv och talar om att du ska ta reda p\u00e5 det och \u00e5terkomma.<\/p>\n\n\n\n

P\u00e5 tal om att vara positiv b\u00f6r du vara noga med att prata om f\u00f6r\u00e4ndringen i positiva ordalag \u2013 \u00e4ven om du fortfarande har egna reservationer. Som chef m\u00e5ste du g\u00e5 igenom din egen f\u00f6r\u00e4ndringsprocess. Om du inte riktigt \u00e4r \u00f6vertygad \u00e4nnu, och kommunicerar det till din personal, kommer de f\u00f6rmodligen inte heller att bli \u00f6vertygade. G\u00e5 igenom dina fr\u00e5gor eller reservationer med din chef eller j\u00e4mb\u00f6rdiga kollegor, men ha en positiv attityd inf\u00f6r ditt team.<\/p>\n\n\n\n

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

Ge st\u00f6d<\/strong>: Varje f\u00f6r\u00e4ndring som ditt f\u00f6retag introducerar kommer oundvikligen att (tillf\u00e4lligt) s\u00e4nka produktiviteten.  Som chef \u00e4r det ditt jobb att hj\u00e4lpa de anst\u00e4llda att engagera sig i f\u00f6r\u00e4ndringen. T\u00e4nk tillbaka p\u00e5 ADKAR<\/a> \u2013 var kan det h\u00e4nda att dina anst\u00e4llda har fastnat? \u00c4r det viljan som \u00e4r just deras hinder? Eller beh\u00f6ver de kanske annan eller b\u00e4ttre utbildning (ett kunskapshinder)? Var och en m\u00e5ste g\u00f6ra \u00f6verg\u00e5ngen p\u00e5 sitt eget s\u00e4tt och ta sin egen tid. Chefens uppdrag \u00e4r att coacha och hj\u00e4lpa dem.<\/p>\n\n\n\n

Anslut<\/strong>: Du befinner dig i frontlinjen och kan ta pulsen p\u00e5 din personal och deras k\u00e4nslor inf\u00f6r en ny f\u00f6r\u00e4ndring. Saknas det n\u00e5got i projektteamet? H\u00e4r kan du fungera som sambandsperson och rapportera till din kontakt i projektet om att det \u00e4r n\u00e5got som inte riktigt fungerar, oavsett om det handlar om budskapet eller utbildningen. Utg\u00e5 inte fr\u00e5n att dina anst\u00e4llda kommer att ge feedback \u2013 de kommer f\u00f6rmodligen inte g\u00f6ra det. Det \u00e4r mer troligt att de kommer att prata om det informellt, och d\u00e4rmed skapa \u00e4nnu st\u00f6rre motst\u00e5nd mot f\u00f6r\u00e4ndringen bland sina arbetskamrater.<\/p>\n\n\n\n

Hantera motst\u00e5nd<\/strong>: Motst\u00e5nd mot f\u00f6r\u00e4ndringar \u00e4r normalt. Men ett ih\u00e5llande motst\u00e5nd utg\u00f6r ett hot mot att lyckas med f\u00f6r\u00e4ndringen. Det vi accepterar \u00e4r i slut\u00e4ndan det vi fr\u00e4mjar. Att l\u00e5ta en anst\u00e4lld st\u00e4ndigt mots\u00e4tta sig en f\u00f6r\u00e4ndring skickar bara signaler om att hen kan mots\u00e4tta sig \u00e4ven framtida f\u00f6r\u00e4ndringar.<\/p>\n\n\n\n

Det finns tre s\u00e4tt att jobba igenom hanteringen av motst\u00e5nd:<\/p>\n\n\n\n

F\u00f6rebyggande hantering<\/strong>: Till\u00e4mpa principer f\u00f6r f\u00f6r\u00e4ndringsledning genom hela utformningen och till\u00e4mpningen av projektet. Genom ett effektivt f\u00f6r\u00e4ndringsarbete i projektteamet kan motst\u00e5nd motverkas direkt n\u00e4r det uppst\u00e5r.<\/p>\n\n\n\n

Proaktiv hantering<\/strong>: F\u00f6rs\u00f6k att redan i f\u00f6rv\u00e4g identifiera var du kommer att st\u00f6ta p\u00e5 motst\u00e5nd och fr\u00e5n vem. Hur kan du f\u00f6rekomma det och hj\u00e4lpa den anst\u00e4llde att g\u00f6ra \u00f6verg\u00e5ngen innan motst\u00e5ndet blir ett problem och hindrar projektet och personen fr\u00e5n att lyckas? <\/p>\n\n\n\n

Reaktiv hantering<\/strong>: Svara och reagera n\u00e4r du ser att det finns motst\u00e5nd. Kom ih\u00e5g att motst\u00e5nd \u00e4r en normal reaktion p\u00e5 f\u00f6r\u00e4ndring. Avsikten \u00e4r inte att straffa n\u00e5gon f\u00f6r att de inte vill f\u00f6r\u00e4ndras, utan att f\u00f6rst\u00e5 var de har fastnat och f\u00f6rs\u00f6ka hj\u00e4lpa till med \u00f6verg\u00e5ngen.<\/p>\n\n\n\n

M\u00e4nniskor reagerar olika p\u00e5 f\u00f6r\u00e4ndringar och det \u00e4r chefens jobb att hj\u00e4lpa dem igenom \u00f6verg\u00e5ngen. N\u00e4r allt fler f\u00f6r\u00e4ndringar inf\u00f6rs har chefen ett viktigt uppdrag att hj\u00e4lpa personalen att navigera i allt det nya. <\/p>\n\n\n\n

Som chef har man m\u00e5nga hattar i ett f\u00f6retag, men den allra viktigaste \u00e4r att leda m\u00e4nniskor. Underskatta inte vikten av att leda m\u00e4nniskor genom f\u00f6r\u00e4ndringar. Genom att hj\u00e4lpa din personal genom \u00f6verg\u00e5ngen till ett lyckat inf\u00f6rande, oavsett om det handlar om teknologi, processer eller n\u00e5got annat, m\u00e5ste du som chef och ledare skapa en mer positiv milj\u00f6 och st\u00e4rka personalens f\u00f6rtroende.<\/p>\n\n\n\n

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

Ledare och chefer spelar en specifik och praktisk roll f\u00f6r f\u00f6r\u00e4ndringsarbetet, s\u00e4rskilt n\u00e4r det handlar om att inf\u00f6ra ny teknologi<\/p>\n","protected":false},"author":654,"featured_media":80384,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[145,16712],"tags":[16830,16716],"class_list":["post-80383","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-innovation","category-people","tag-change-management","tag-technology","category-145","category-16712","description-off"],"yoast_head":"\nVilken roll spelar ledare i byggbranschen n\u00e4r ny teknologi ska inf\u00f6ras? - Built | SE<\/title>\n<meta name=\"description\" content=\"Ledare och chefer spelar en specifik och praktisk roll f\u00f6r f\u00f6r\u00e4ndringsarbetet, s\u00e4rskilt n\u00e4r det handlar om att inf\u00f6ra ny teknologi\" \/>\n<meta name=\"robots\" content=\"index, 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