Focus on results
The Vitrum Change Approach is results oriented. That is evident, for example, from the fact that we perform a so-called after project audit one year after the implementation of the change. During this audit, the original change targets will be tested against reality one year after the change. Based on the audit results we measure the success of the change and we formulate suggestions for improvement in the form of a management letter.
Characteristic of the Vitrum Change Approach is the intention to actively involve the "target group" of a change in the process as much as possible. That takes place through active communication with the target group via intranet, plenary meetings and regular visits to the workplace of those involved. In addition, people are invited to participate in design teams, led by a Vitrum consultant. This increases employees' involvement with the change, Vitrum consultants are able to pass on their methods and techniques, employees learn new skills and the level of any resistance decreases. This so-called Change-by-Learning is a typical Vitrum approach.
Change-by-Learning involves setting up an intermittent change process, which is experienced by those involved as revolutionary, as a learning process. Despite the fact that a significant change needs to take place and despite stress and emotions coming into play, those involved are given the opportunity to indicate what they find difficult and what they want to learn or learn not to do any longer.
By viewing changes and designing them as a learning process, those involved are given the opportunity to develop their competencies in a safe environment. The boundaries between changing, work and learning fade, resulting in a reduction of implementation problems. Changes therefore become a positive learning experience for many people. Investing in the Change-by-Learning Approach can therefore also be viewed as investing in the learning ability of employees as well as managers.
Has our approach sparked your interest? Please contact us for a meeting!
Characteristic of the Vitrum Change Approach is the intention to actively involve the "target group" of a change in the process as much as possible. That takes place through active communication with the target group via intranet, plenary meetings and regular visits to the workplace of those involved. In addition, people are invited to participate in design teams, led by a Vitrum consultant. This increases employees' involvement with the change, Vitrum consultants are able to pass on their methods and techniques, employees learn new skills and the level of any resistance decreases. This so-called Change-by-Learning is a typical Vitrum approach.
Change-by-Learning involves setting up an intermittent change process, which is experienced by those involved as revolutionary, as a learning process. Despite the fact that a significant change needs to take place and despite stress and emotions coming into play, those involved are given the opportunity to indicate what they find difficult and what they want to learn or learn not to do any longer.
By viewing changes and designing them as a learning process, those involved are given the opportunity to develop their competencies in a safe environment. The boundaries between changing, work and learning fade, resulting in a reduction of implementation problems. Changes therefore become a positive learning experience for many people. Investing in the Change-by-Learning Approach can therefore also be viewed as investing in the learning ability of employees as well as managers.
Has our approach sparked your interest? Please contact us for a meeting!
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