PPS Transformation Methodology
A major transformation requires a proven approach with effective leadership and management. The time required and the results achieved are primarily dependent on the process or approach. An overview of PPS's roadmap for successfully implementing change;
Phase 1 - What Transition
Why drivers, vision, strategies, business context
What scope: processes, organization, client needs, metrics & best practices, partners, measurable outcomes, change assessment
Approach methods, tools, people & communication
When timelines, relative priority

Who

 leadership, commitment & capability
Current state

vision, strategies, customers, processes, information, organization, management systems, staffing, financial, regulatory, partners
Phase 2 - Test the big picture
Processes design, implications, pilot
Information architecture, data, applications, priorities
Organization design, implications, priorities
Facilities & equipment design, application, priorities
Management system design, implications, pilot
Communications open house, news, e-mail
Transition strategy pilot results, measures, phases, sub-project plans
Financial Costs, benefits, P&L change, ROI, NPV, cash flow
Risks & Implications

Customers, employees, capability, financial
Phase 3 - Build & implement
Transition plan detailed plans, priorities, responsibilities, timing, impact, current operations, change, budgets, measures,
Process implementation procedures, simulation, work unit selection, training, rollout, design, pilot & rollout support processes
Information &
equipment systems		 request for proposal IS & engineering capability design, build & integrate maintenance & disaster plan
Management systems accountabilities, structure training & development retention & termination compensation, performance
Facilities architecture, engineering, demolition, construction
Phase 4 - Operate & assess
Leadership vision alignment, strategy, context, decision making, delegation accountabilities, coaching measurement
Management processes, accountabilities, measure, coaching continuous improvement, management systems
Information systems document as built & train support implementation
Equipment systems document as built & train support implementation
Facilities document as built & train support implementation
Assessment

outcomes, success, learning

The underlying assumptions in our approach are:

  • People have more potential than is usually visible in their work role.
  • People learn by asking questions, understanding theories, experimenting, in dialogue about our experience, practicing and reflecting.
  • People commit through feeling accepted, included and recognized for their contribution.
  • People lead by living and expressing their values and vision of the future now, creating the environment to enable others to achieve and ensuring purpose, direction, capability and capacity. Results follow.
  • Individuals and groups living and working in the system or organization must design and implement the way the system works.
  • Process leads, service follows; form follows function.
  • Vision, scenarios and broad perspective combined with information make for better decisions.
  • Goals and measurement drive continuous development.
  • Vision and purpose create momentum - they are essential to effect change.
  • An effective roadmap and experience accelerate achievement of the new reality.


Do you have the vision, commitment, momentum, capability or experience to lead and manage a system or organization-wide transformation?


>>>PPS offers:
  • Leader of leaders (click here for details) - an individual and/or team coaching process to create a cross-section of accountable transformation leaders
  • Bootcamp for leaders leading change (click here for details) - a 2 day workshop to learn and plan your successful transformation
  • Get a road map (contact us) - purchase a license of the PPS transformation methodology