{"id":80442,"date":"2021-11-08T03:01:50","date_gmt":"2021-11-08T02:01:50","guid":{"rendered":"https:\/\/blog.bluebeam.com\/se\/?p=80442"},"modified":"2022-05-09T12:45:28","modified_gmt":"2022-05-09T10:45:28","slug":"change-agility-technology-adoption-construction","status":"publish","type":"post","link":"https:\/\/blog.bluebeam.com\/se\/change-agility-technology-adoption-construction\/","title":{"rendered":"D\u00e4rf\u00f6r \u00e4r \u201dchange agility\u201d nyckeln till effektiv implementering av teknologi"},"content":{"rendered":"\n

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

Det s\u00e4gs att det enda som \u00e4r konstant \u00e4r f\u00f6r\u00e4ndring. Man kan till och med s\u00e4ga att vi ser det som en sanning. Det \u00e4r n\u00e5got vi r\u00e4knar med.<\/p>\n\n\n\n

Men n\u00e4r vi st\u00e4lls inf\u00f6r f\u00f6r\u00e4ndringar reagerar vi alla helt olika. Vissa kan snabbt anpassa sig till f\u00f6r\u00e4ndringar medan andra beh\u00f6ver mer tid \u2013 och en del tar l\u00e4ngre \u00e4n vad som \u00e4r \u00f6nskv\u00e4rt. Varf\u00f6r \u00e4r det s\u00e5? Oavsett hur bra olika principer och b\u00e4sta praxis har anv\u00e4nts i f\u00f6r\u00e4ndringsarbetet s\u00e5 finns det en individuell faktor som p\u00e5verkar hur snabbt det \u00e4r m\u00f6jligt att f\u00f6r\u00e4ndra en organisation.<\/p>\n\n\n\n

Denna faktor kallas f\u00f6r \u201dchange agility\u201d, och lyckligtvis \u00e4r en persons change agility inte statisk. Det finns saker som kan g\u00f6ras, b\u00e5de p\u00e5 individuell och organisatorisk niv\u00e5, f\u00f6r att \u00f6ka en individs m\u00f6jligheter att f\u00f6r\u00e4ndras snabbare.<\/p>\n\n\n\n

Vad \u00e4r change agility och varf\u00f6r \u00e4r det viktigt?<\/strong><\/h3>\n\n\n\n

Change agility avg\u00f6r hur snabbt en person kan anpassa sig till nya utmaningar som uppst\u00e5r. Kan personen implementera och integrera nya kunskaper, eller till och med helt \u00e4ndra riktning om det kr\u00e4vs?<\/p>\n\n\n\n

Ju mer agile n\u00e5gon \u00e4r \u2013 i den ungef\u00e4rliga betydelsen \u201dr\u00f6rlig\u201d eller \u201dsmidig\u201d \u2013 desto enklare har personen att anpassa sig till f\u00f6r\u00e4ndringar. Oftast medf\u00f6r det \u00e4ven ett mindre motst\u00e5nd till f\u00f6r\u00e4ndringar. Men, som sagt: en persons change agility \u00e4r inte fast, den \u00e4r flytande. Hur kan du f\u00f6rb\u00e4ttra din change agility? Och vilka \u00e4r varningstecknen p\u00e5 att det kan bli sv\u00e5rt?<\/p>\n\n\n\n

Vi b\u00f6rjar med varningstecken.<\/p>\n\n\n\n

P\u00e5 organisatorisk niv\u00e5 b\u00f6r du vara uppm\u00e4rksam p\u00e5 tidigare misslyckade f\u00f6r\u00e4ndringar. Det spelar ingen roll om f\u00f6r\u00e4ndringen misslyckades p\u00e5 grund av d\u00e5lig f\u00f6r\u00e4ndringshantering eller om sj\u00e4lva f\u00f6r\u00e4ndringen var fel. Att f\u00f6retaget har en historia med misslyckade f\u00f6r\u00e4ndringar skapar d\u00e5liga f\u00f6ruts\u00e4ttningar f\u00f6r framtida f\u00f6r\u00e4ndringar.<\/p>\n\n\n\n

Det inneb\u00e4r inte att man alltid ska genomdriva en f\u00f6r\u00e4ndring. Det betyder helt enkelt att insyn och \u00e4rlig kommunikation med personalen \u00e4r av h\u00f6gsta vikt. Ber\u00e4tta varf\u00f6r f\u00f6r\u00e4ndringen inte l\u00e4ngre \u00e4r aktuell. Utan denna f\u00f6rst\u00e5else kan f\u00f6r\u00e4ndringar upplevas som nyckfulla, vilket g\u00f6r att n\u00e4r nya initiativ lanseras kan de l\u00e4tt ses som \u201dbara det senaste infallet\u201d. <\/p>\n\n\n\n

D\u00e5lig f\u00f6r\u00e4ndringshantering \u00e4r ocks\u00e5 ett varningstecken.<\/p>\n\n\n\n

Om ett f\u00f6retag inte ger personalen tillr\u00e4ckligt st\u00f6d i arbetet med f\u00f6r\u00e4ndringen kan de anst\u00e4llda utveckla ett negativt f\u00f6rh\u00e5llande till f\u00f6r\u00e4ndring. Personalen v\u00e4nder sig till organisationen och till ledningen f\u00f6r att f\u00e5 den information och utbildning de beh\u00f6ver f\u00f6r att lyckas. T\u00e4nk tillbaka p\u00e5 ADKAR-modellen<\/a>: varje steg av ADKAR \u00e4r ett moment d\u00e4r n\u00e5gon kan fastna och tappa intresset.<\/p>\n\n\n\n

Det \u00e4r viktigt att se till att personalen f\u00f6rst\u00e5r varf\u00f6r f\u00f6r\u00e4ndringen \u00e4r n\u00f6dv\u00e4ndig, att visa hur den kan vara f\u00f6rdelaktig och att ge dem r\u00e4tt utbildning i r\u00e4tt tempo. Gl\u00f6m inte att f\u00f6rst\u00e4rka positiva beteenden och att rikta om de negativa. <\/p>\n\n\n\n

\u00d6verv\u00e4g om organisationen \u00e4r m\u00e4tt p\u00e5 f\u00f6r\u00e4ndringar.<\/p>\n\n\n\n

Hur m\u00e5nga initiativ och prioriteter ansvarar dina teammedlemmar f\u00f6r? Hur h\u00f6gt tempo \u00e4r det i projektet? Om det sker f\u00f6r mycket alltf\u00f6r snabbt riskerar du att m\u00e4tta organisationen p\u00e5 f\u00f6r\u00e4ndringar. N\u00e4r en person n\u00e5r den punkten spelar change agility inte l\u00e4ngre n\u00e5gon roll, det finns helt enkelt inte plats f\u00f6r fler initiativ.<\/p>\n\n\n\n

F\u00f6r\u00e4ndringsm\u00e4ttnad (\u201dchange saturation\u201d p\u00e5 engelska) \u00e4r ett individuellt fenomen, men n\u00e4r det sker blir resultatet detsamma f\u00f6r alla. Niv\u00e5n p\u00e5 medarbetarnas prestationer och engagemang sjunker vilket p\u00e5verkar projektets resultat.<\/p>\n\n\n\n

Hur kan du f\u00f6rb\u00e4ttra change agility?<\/strong><\/h3>\n\n\n\n

Om d\u00e5lig f\u00f6r\u00e4ndringshantering \u00e4r ett varningstecken \u00e4r bra f\u00f6r\u00e4ndringshantering sj\u00e4lvklart ett botemedel.<\/p>\n\n\n\n

Bra f\u00f6r\u00e4ndringshantering f\u00e5r personalen att k\u00e4nna st\u00f6d genom \u00f6verg\u00e5ngen vilket f\u00f6renklar processen. N\u00e4r detta blir standard \u00e4r det mindre troligt att motst\u00e5nd uppst\u00e5r inom organisationen.<\/p>\n\n\n\n

M\u00e5nga metoder f\u00f6r att f\u00f6rb\u00e4ttra change agility handlar om individuellt ansvar. Jag ser change agility som en muskel \u2013 ju mer du tr\u00e4nar muskeln, desto starkare blir den. Genom att avsiktligt uts\u00e4tta dig sj\u00e4lv f\u00f6r f\u00f6r\u00e4ndringar (stora eller sm\u00e5) kan du tr\u00e4na upp din change agility. <\/p>\n\n\n\n

Jag har gjort \u00f6vningar med team d\u00e4r vi introducerar en ny f\u00f6r\u00e4ndring varje m\u00e5nad. F\u00f6r\u00e4ndringen \u00e4r vanligtvis liten och inte arbetsrelaterad.<\/p>\n\n\n\n

N\u00e5gra exempel: skicka ett tackkort som du l\u00e4nge har t\u00e4nkt skicka, gr\u00e4v ner dig i YouTube-videor om ett \u00e4mne du inte kan n\u00e5got om eller f\u00f6r ett \u00f6ppet samtal med n\u00e5gon om ett \u00e4mne d\u00e4r ni inte \u00e4r \u00f6verens.<\/p>\n\n\n\n

Du handlar allts\u00e5 inte om n\u00e5gra stora f\u00f6r\u00e4ndringar. Men de kan f\u00e5 dig att k\u00e4nna dig lite ovan, lite obekv\u00e4m. N\u00e4r vi r\u00f6r oss utanf\u00f6r v\u00e5ra bekv\u00e4mlighetszoner men med kontroll \u00f6ver situationen \u00f6var vi p\u00e5 v\u00e5r change agility. N\u00e4r vi \u00f6var upp v\u00e5r f\u00f6rm\u00e5ga att prova p\u00e5 nya saker l\u00e4r vi oss att en f\u00f6r\u00e4ndring oftast inte \u00e4r n\u00e5gon stor grej. Att tr\u00e4na upp denna muskel hj\u00e4lper till att skapa sj\u00e4lvf\u00f6rtroende inf\u00f6r framtida f\u00f6r\u00e4ndringar \u2013 f\u00f6r\u00e4ndringar vi inte kan kontrollera.<\/p>\n\n\n\n

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

Ett annat s\u00e4tt att \u00f6va upp din change agility \u00e4r att bli medveten om hur du t\u00e4nker kring f\u00f6r\u00e4ndringar. <\/p>\n\n\n\n

Ta lite tid att fundera p\u00e5 saken: vad har du vanligtvis f\u00f6r reaktion n\u00e4r du st\u00e4lls inf\u00f6r en f\u00f6r\u00e4ndring? \u00c4r du redo att k\u00f6ra? \u00c4r du nyfiken och vill ta reda p\u00e5 mer? Eller tvekar du och \u00e4r lite skeptisk?<\/p>\n\n\n\n

De flesta av oss hamnar i mitten. Det \u00e4r naturligt att vara nyfiken och vilja ha mer information. Om du tvekar och \u00e4r skeptisk, varf\u00f6r? Hur kan du f\u00f6r\u00e4ndra ditt perspektiv s\u00e5 att du \u00e5tminstone blir nyfiken p\u00e5 f\u00f6r\u00e4ndringen? Att kontrollera hur vi t\u00e4nker kring f\u00f6r\u00e4ndringar och att f\u00f6rs\u00f6ka ha ett positivt tankes\u00e4tt hj\u00e4lper oss att anpassa oss mer effektivt.<\/p>\n\n\n\n

Ansvaret f\u00f6r att f\u00f6rb\u00e4ttra en organisations change agility faller p\u00e5 s\u00e5v\u00e4l f\u00f6retaget som dess enskilda individer. Ditt f\u00f6retag har ett ansvar f\u00f6r att ut\u00f6va god f\u00f6r\u00e4ndringshantering, att se \u00f6ver niv\u00e5n av f\u00f6r\u00e4ndringar och att coacha och vidareutveckla personalen s\u00e5 att de kan lyckas med arbetet. <\/p>\n\n\n\n

Individen ansvarar f\u00f6r att reflektera \u00f6ver sina upplevelser, hitta m\u00f6jligheter att f\u00f6rb\u00e4ttra sitt tankes\u00e4tt och tr\u00e4na upp sina change agility-muskler. N\u00e4r ett f\u00f6retag tar ansvar f\u00f6r att leda personalen genom f\u00f6r\u00e4ndringar p\u00e5 r\u00e4tt s\u00e4tt, och n\u00e4r personalen tar ansvar f\u00f6r den egna utvecklingen \u00f6kar deras gemensamma change agility.<\/p>\n\n\n\n

Det skapar m\u00f6jligheter f\u00f6r \u00e4kta tillv\u00e4xt.<\/p>\n\n\n\n

\"F\u00f6r\u00e4ndringshantering<\/div>

Vilken roll spelar byggledare inom f\u00f6r\u00e4ndringshantering n\u00e4r ny teknik ska inf\u00f6ras?<\/strong><\/h2>
<\/div><\/div>
VISA MIG<\/a><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

Change agility avg\u00f6r hur snabbt en person kan anpassa sig till nya utmaningar. D\u00e4rf\u00f6r \u00e4r det ett anv\u00e4ndbart verktyg f\u00f6r effektivt inf\u00f6rande av ny teknologi inom byggbranschen.<\/p>\n","protected":false},"author":654,"featured_media":80443,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[145,16712],"tags":[16830,16716],"class_list":["post-80442","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":"\nD\u00e4rf\u00f6r \u00e4r \u201dchange agility\u201d nyckeln till inf\u00f6rande av ny teknologi- Built | SE<\/title>\n<meta name=\"description\" content=\"Change agility avg\u00f6r hur snabbt en person kan anpassa sig till nya utmaningar och \u00e4r ett anv\u00e4ndbart verktyg f\u00f6r inf\u00f6rande av ny teknologi inom byggbranschen.\" \/>\n<meta name=\"robots\" content=\"index, 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