Nouveau : P-Val lance le blog www.lesmondesdepval.com
Ce blog vise à développer la communauté des "créateurs de Monde".
Sur un ton moins "corporate" et plus ouvert sur les enjeux de société que le site pval.com, il vous permet d'échanger sur la mise en oeuvre d'une démarche Monde dans tous les cas d'application que vous pourrez imaginer.
Il accompagne la publication du livre " Changez de Monde pour réussir votre stratégie" qui sortira le 22 octobre 2010 aux éditions Pearson Village Mondial.
Nouveau : les études sur les Mondes de vos clients
Etre à l’écoute de votre environnement et de vos clients est le geste clé pour définir une stratégie efficace qui s'affranchit du prisme de votre monde actuel.
P-VAL réalise des études sur les Mondes de vos clients qui vous permettent d'initier des stratégies en rupture qui nourissent vos projets à moyen terme.
Voici les études de Mondes clients que nous avons réalisées récemment. Elles révèlent des pistes d'action que les acteurs n’avaient pas en tête de manière claire.
Pour commander ces études où pour analyser la faisabilité d'une étude répondant à vos besoins, merci de nous contacter : plusvalue@pval.com
Mondes clients Une piste pour faire évoluer son Monde Le monde des collectivités locales dans la crise financière et budgétaire. Objectif : définir l'impact de la crise sur leurs relations avec les opérateurs publics et privés de transports Les opérateurs valorisent exclusivement la "gagne" de l’appel d’offre. L’appel d’offre gagné, ils se désintéressent de la relation commerciale au quotidien avec la collectivité locale. Ils sont surpris de ne pas être reconduits ! L’état de grandeur à intégrer : alimenter le client collectivité locale en idées "commerciales" tout au long de la vie du contrat gagné par l’appel d’offre. Le Monde de la distribution dans le secteur de la Manutention Objectif : passer d’un modèle produit à un modèle service en organisant le partage de valeur Le réseau externe de distribution qui devient prestataire de service s’affranchit en partie du constructeur du produit. Il déplace la marge du produit vers le service. L’enjeu pour le constructeur est de reprendre le contrôle de la relation client par des solutions qui lient produit et service et de définir des schémas de coopération innovants avec son réseau de distribution. Le monde des ventes complexes : les processus d’achat –vente en B to B Objectif : améliorer la performance commerciale La relation commerciale doit se comprendre comme une passerelle entre deux Mondes qui doivent coopérer. Le décryptage du cycle d'affaire dans l'oeil des clients est une source directe de progrès dans la relation commerciale ou dans les propositions. Le monde bancaire dans les marchés Entreprises Objectif : intégrer les modes de fonctionnement des clients pour devenir leur banquier de référence La relation actuelle est encore essentiellement transactionnelle, représentative d’un monde Marchand presque pur. L'argent est à la fois la finalité et le moyen de la relation. De nouvelles frontières de coopération entre la banque et l'entreprise émergent dans la gestion des flux ou le capital investissement. L'étude du Monde des clients et de l'identité de la banque permet de définir une différenciation globale par la relation client et d'éviter une bataille sur les marges.
Do you really know your organisation's world?
Understanding and assessing your organisation’s culture or “world” can mean the difference between success and failure in a fast and complex business environment. In the same time, senior managers often have a view of our organisation’s world that is based more on hope than a view grounded in objective facts.
Imagine you were asked to describe your organisation to an outsider. How would you answer the following questions ?
- Around here what is really important, what makes you great?
- Around here who get promoted? On which principles?
- Around here what behaviours get rewarded?
- Around here who fits in and who doesn’t?
- What ten words would you use to describe your company?
In reality, what management pays attention to, and rewards are often the strongest indicators of the organisation’s culture and way of behaving. This is often quite different from the values it verbalize or the ideals it strives for.
- Does your management encourage or discourage innovation and risk taking?
- Does it reward employees challenging old ways of doing things?
- Is rapid change the norm or does management protect the status quo?
- Does the organisation value excellence in depth or is the mentality simply “just ship it”?
- Is well being of employees a deep concern or is management completely focused on task performance and KPI ?
This kind of inquiry on your actual world can give insight into the real way your organisation is running and some of its underlying values and norms. It may not even resemble the world management thinks it has created!
Don’t fool yourselves!
It is critical that you find out who you really are as well as striving for you want to be. Our World assesment can provide measurable data about the real organisation values and norms that can be used to foster transformational changes your company may need. It can dispel management’s illusions about what really matters and will tell them how far off the mark things really are. Management may find that it is not practising what it preaches. However telling the CEO the truth about the organisation he run is often dangerous to your career progress. Delivering such a message needs a bullet-proof methodology, communication skills and a willingness to take risks and confront conflict.
The content of your today’s world drives your practices and behaviours.
Your world operates at both conscious and unconscious level. Your world drives your organisation and it’s actions. It is somewhat the “operating system”. It guides how employees think, act and feel. It is dynamic and fluid. A “world” could be effective at one time, under a given set of circumstances and ineffective at another time. There is no generically good / bad world. Some worlds are fitting your strategy and your business environment; others are just driving you in the wrong way at full speed!
One of the critical factors in understanding a corporate world is the degree to which it is leader-centric. If the CEO avoids conflict and tend to sweep it under the carpet, don’t be surprised if you see avoidance of conflict played out throughout organisation. The behaviour modelled by the management team profoundly shapes the culture and practices of the organisation. What managers emphasize, reward and punish tell you what is really important. Their reaction in a crises as well as what they routinely talk about, all sets the tone of the culture. The CEO could play the role of the guardian of the old world or act as a change agent set up to drive the company into a dramatically new world.
Why assessing your own world?
If you want to maximize your ability to attain its strategic objectives, you must understand if the prevailing culture supports and drives the actions necessary to achieve it’s strategic goals. World assesment enable a company to analyse the gap between the current and the desired world. This picture can be used to design interventions (bridges) to close the gaps and bring specific elements of culture into line. You may only need to change some practices and values while keeping a few precious core values intact, rather than embarking on a futile change to change the entire culture.
A dominant world might be pervasive throughout a big organisation and across business units and borders. But often subcultures coexist. They can share certain characteristics, norms, values and belief, or be totally different. They can function cooperatively or be in conflict with each other. They can differ by function (engineering vs marketing), by business units or by geographic region.
It could be both undesirable and unrealistic to try to homogenize the worlds across the whole organisation. Still a thoughtful assesment of the different current worlds can facilitate identity building and alignment of values and strategic goals across subcultures
Corporations that are growing fast must hire a large number of new employees. It is critical that these new hires get a good fit with the current world. If an individual is out of synch than the organisation’s cultural antibodies will attack. However there must also be a good fit with the world that you are trying to create. We could help providing assesment of the compatibility between the candidate’s personality, values and behaviours and both the current and desired world.
In more and more business change pace is increasing. Only organisation that adapt to this fast changing environment can survive, however, as Built to Last, by Jim Collins has demonstrated, enduring great companies are built on both a solid foundation of timeless core values, but also on the ability of their behavioural practices, secondary values, norms and cultural symbols. The secret of a lasting company is its ability to manage both continuity and change. Getting a profile of the today’s world and the desired one will enable your organisation to cope with technical or markets changes, deregulation and aggressive competition, new business models, growth, mergers and acquisitions.
Executive are frequently analytical and quantitative in their orientation. Having short and clear data on the world’s challenge they have to cope with is critical for them. P-VAL can provide theses deep insights in a few days and help top managers to behave as real leader that is act as the creator of a world to which people want to belong
Laurent Dugas is a partner of P-Val. He wrote books about complex selling and articles about cultural transformation. He works for big international companies.