The Implementation phase of an operational improvement project builds on the Assessments that have already been performed, whether they were done internally or by PPI, e.g.
- Is there a clear understanding of how the essential business operations in question are really functioning today?
- Is there agreement on what aspects of the key business processes need to be changed?
- Is there a clear picture of what the desired state of the improved operations will look like?
PPI works with clients to achieve implementation goals in a variety of ways. Please click on the tabs below for more information:
The Migration Plan is the practical blueprint for implementation. It delineates and prioritizes how to go from the Current to the Desired State.
To develop a realistic Migration Plan to achieve the desired goals, PPI works with clients to:
- Identify gaps
- Apply SBU constraints & competing considerations
- Select priorities and determine tasks
- Allocate resources
- Define Critical Success Factors
- Recognize dependencies
- Implement measure & control plans
The complexity of the changes and the nature of the organization are key factors in determining how the implementation will actually be performed. The details are therefore different for every situation. To ensure that implementation is successful, PPI emphasizes the following:
- Supporting the redesigned business operations and processes with appropriate enabling IT
- Using capability tests to ensure the practicality of desired changes, e.g. turning non-value-added activities into value-added ones
- Connecting Process Improvements with Performance Management processes
- Developing revised performance metrics (including both leading and lagging indicators) to increase accountability and results
- Utilizing multiple communication channels and change management tools to increase buy-in and turn commitment into internalization
Change management is a vital part of PPI's commitment to performance improvement.
Most attempts by organizations to undertake significant change do not reach their goal. From 50% to 80% of large-scale change initiatives end in failure, despite all the planning and resources they soaked up.
Why? Change is inherently difficult for individuals - even harder for organizations composed of many different individuals, not to mention the inertia of their own history on top of it. Frequently, businesses undertake change without having accurately diagnosed the real source of their problems, secured sufficient commitment from the people affected, or allocated resources appropriately.
In a problem with this many variables, there are no guaranteed solutions. But careful planning and good management can go a long way towards helping successful change take place.
PPI uses proven methods and techniques that can help guide an organization through the perils of change, both large and small scale. Examples include:- Establishing a Shared Sense of Urgency
- Mobilizing Commitment
- Achieving Short-Term Wins
- Developing a Comprehensive Communication Strategy
- Instituting Training Services to Support Change
