Leading in change
Expertise in leading individuals and organisations through change is crucial to achieving the desired effects of business development. Whether the change is taking you through a digital transformation, developing a management group or revamping the work process, it must be led in a conscious, methodical way as part of all other management activities. Shifts in individuals and organisations are achieved by meeting people and understanding their perspective, and based on that creating drive and motivation to move towards the shared desired position.
Change management is also about creating the right conditions for the change, dealing with resistance, and leading systematically so as to avoid negative consequences. Prové’s change management provides a framework and approach to achieve lasting change in both structures and people, which brings the expected effects from your investment.
New management approach for greater cooperation
The aim of the assignment was to create consistent, standardised management and control, with good cooperation between the county council and municipalities, in a particular area of medical devicesRead more
Models and methods
The model and method are adapted to the client’s situation
Prové uses standard and proprietary models and methods to bring about change. Many of them are used across areas of expertise. We have the skill and ability to assess the client’s needs, and take responsibility for creating the best combination for each project, ensuring that genuine change and desired effects occur.
Models and methods
PROSCI is a method where the focus is on reaching out to and motivating all employees before, during...
PROSCI is a method where the focus is on reaching out to and motivating all employees before, during and after a change. The method and its tools are effective and useful in all types of change. Prové’s PROSCI-certified consultants lead and manage the organisational and individual challenges in the change process, the aim being to achieve a shorter project time, higher employee satisfaction and lasting results.
Prové’s proprietary effect analysis tool is a simple method focusing on the desired results of the change. Effect...
Prové’s proprietary effect analysis tool is a simple method focusing on the desired results of the change. Effect analysis creates a dialogue and a shared experience for everyone involved, and the ability to focus on the desired outcome generates positive energy. The result is an effect map, a visualisation for communicating regarding effects, and what needs to be done to achieve the desired outcome.
Communication and buy-in are fundamental to successful change management, so a stakeholder analysis is conducted early on in...
Communication and buy-in are fundamental to successful change management, so a stakeholder analysis is conducted early on in the process, and also lays the foundation for a communication plan. The stakeholder analysis results in a stakeholder map, a visualisation of who the stakeholders in the change are, along with their demands, expectations, wishes and needs.
Target group analysis
A target group analysis is a method of identifying the target groups involved in the change, and establishing...
A target group analysis is a method of identifying the target groups involved in the change, and establishing to what extent they should be involved in the change process. The target group analysis is used when planning the change process, and the composition of various work groups, reference groups and so on. It’s also used when drawing up the communication plan.
Change readiness assessment
Change readiness is mapped and analysed prior to change planning, and looks at the scope of the change...
Change readiness is mapped and analysed prior to change planning, and looks at the scope of the change and its impact on the business and the workforce. The results indicate what level of support the change has, and highlights any areas that could potentially entail risks related to the change. The assessment forms the basis for the stakeholder analysis, communication plan and risk management.
The SCARF model summarises a number of social situations that are important and sensitive to us as humans,...
The SCARF model summarises a number of social situations that are important and sensitive to us as humans, and the aim is to minimise threat and maximise reward. Prové uses SCARF to support its change management. By better understanding why someone reacts strongly in a situation related in some way to status, safety, independence, belonging or fairness, we help employees to become productive faster during and after a change.
The ADKAR model describes different steps and their sequence, which an individual must go through in order to...
The ADKAR model describes different steps and their sequence, which an individual must go through in order to feel that a change has been successful. The model is central to leading and influencing change at the individual level. ADKAR is used as a guide when Prové develops plans and activities for the change, and is particularly useful when employees show signs of resistance.
Appreciative inquiry (AI) entails the change management focusing on the aspects that encourage employees to perform, that customers...
Appreciative inquiry (AI) entails the change management focusing on the aspects that encourage employees to perform, that customers are happy with, and that engender commitment and a joy of working. The change process starts from common goals and in highlighting the success factors, strengths and abilities that exist in the company, while devoting less time and energy to problems. AI is an evolved way of creating relations that increase the ability of individuals to cooperate and change.
Turning words into actions
As employees, we are both required and have the opportunity to contribute to the development of the organisation....
As employees, we are both required and have the opportunity to contribute to the development of the organisation. Employeeship means that every individual has a responsibility to use their potential in the best way, to establish solidarity with colleagues and other business areas, to show care, respect and loyalty, and to play a part in their own and other people’s joy of working. Work in this area looks at personal attitude and how it affects developments, the importance of taking personal responsibility, and the ability to break ingrained patterns.
Facilitation of meetings is one of Prové’s most extensively used tools, and it lays the right foundation for...
Facilitation of meetings is one of Prové’s most extensively used tools, and it lays the right foundation for involving the client’s workforce. Facilitation is about planning and leading meetings in a way that engenders participation, creativity and an experience. The facilitator leads groups through the process of achieving results in line with agreed objectives, results which participants feel they can take ownership of.
What we can do
The hallmarks of a successful project are conscious, structured working methods to succeed in a fast-changing world.Read more
What we can do
Individual, Group and Leadership Development
By working in a focused way to develop the potential and effectiveness of individuals, groups and leaders, we create the conditions to bring about change and genuinely increase operational benefit.Read more
What we can do
Digitalisering innebär att med hjälp av IT skapa ökat värde för verksamheten och dess kunder. Det kan medföra förändring av affärsmodell, erbjudande eller arbetssätt.Read more
What we can do
Prové measures and develops the existing culture and core values of an organisation.Read more
Get to know us
People first, because we know it works.
People first is our basic philosophy, whether customers or colleagues. Our entire development process is based on trust, and we know that culture and structure in interaction bring about real change.Read more