Commercial and Business Insight

In the latest article I’ve figure out the first 2 step of mindset change using inside-out model that are : 1. Conduct situational assessment 2. Design Intervention considering 4 Level Influence Model Just to remind all of you, below is the illustration of 4 sequential step mindset change using inside-out model Step by Step of Mindset Change using Inside-Out Model  In this article, I’ll provide the next 2 step of mindset change that are : Implement the change and provide transformational coaching 1. Implement The Change First stage in the implementation plans is to define scope, objectives, and resources for each intervention we have designed. Then we need to define detailed implementation timeline for each intervention to have specific assignment, responsibility and accountability of each intervention. This is also used for excellence execution. Once the timeline is clearly defined, the big things is yet to come that is EXECUTION. Implementation of the change

In my previous post, I’ve share common technique to shifting people mindset and behavior. That are Outside-In and Inside-out. I’ve write about advantage of each technique and how they applied in business. Now I’ll focus on step by step to implement Inside out model as part of Change Management in the organization. Inside out model consist of 4 sequential step, as illustrated below Step by Step of Mindset Change using Inside-Out Model  1. Conduct Situational Assessment The objective of conducting situational assessment is to have critical mindset issue within organization. But before conducting situational assessment, we’ve to define what is the specific mindset we want to develop within organization to improve organization performance. Collaboration with senior management team is very critical step. Some times arrange mini workshop that attended by senior management team to define specific mindset need to be developed is very effective rather than 1-1 discussion. Once t

Recently, as the impact of unpredictable world economic situation a lot of organization perform Change initiatives to make their organization to be more adaptive with the challenge. Some of the change initiatives are performed in small scale while some other are performed in bigger scale and sometimes the change initiatives involving entire element of organization. In 2011, McKinsey Global Institute have conducted research for this topic and they found that 3 out of 10 change initiatives was failed to be implemented in the organization. This fact indicate that to make change is a big challenge and require great effort to make it happen. But there is even a bigger challenge when the organization try to make their change stick for few times ahead. What makes change to stick is a big challenge? To make the change sustainable mostly influenced by people mindset and behavior. Technical improvement could make dramatic performance improvement, but behavioural effect will make it sustain

Six Sigma since it’s originally developed by Motorolla at the end of 1986 and popularly introduced by General Electric in the mid of 1990 has helped many companies to increase it’s competitive advantage especially as cost leadership strategy. Billion US Dollar has been saved and contribute to higher profit of a lot of companies world wide. But the ultimate question is achieving 6 Sigma enough? Six Sigma process level guarantee process to be 99.99966% defect free or it’s only allowed the process to produce maximum 3.4 defect per 1 million product. For manufacture process, achieve 6 sigma process level is very outstanding achievement and could deliver it to be top world class manufacture, but for safety achieving 6 sigma is never enough. Let’s say in aviation industry, if it’s allowed for the jet machine to have failure 3.4 hour for every 1 million flight hour maybe it’s good number for some reason. But imagine if the machine is failure during the plane is on the 35k-45k above sea