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Get everyone on Board

ProMES means organisational change. It is not something that you do for a while and then go on with something else. It stands and falls with the participation of employees, their supervisors and upper management. This is why we focus on a solid preparation phase to get everyone on board.

Before we start we conduct a checklist that gives both our customers and ourselves a good overview of the actual situation in the team and/or the organisation. Then we team up for system development. Ideally, a ProMES design team consists of all team members, one or two of their supervisors and two external ProMES experts, the ProMES Facilitators. The developmental process is an integral part of ProMES and it helps teams to clarify goals, prioritise roles and responsibilities. Thus, it is a valuable team development process.

Step 1: Determining the Teams' Vision and Objectives

At the beginning of the process the team derives it's own goals from the organisational strategy. What is our contribution to the big picture? How can we translate the organisational philosophy into our daily work? What is our big goal? Normally, team members agree upon three to eight objectives that describe the work of the team as comprehensively as possible. It is important that all fundamental aspects of team performance are considered.

Step 2: Determining Indicators for Effective Teamwork

The team identifies indicators, which validly measure and represent the tasks of the team. It is important that these indicators are seen as influential and are understood by everybody. The facilitator shapes the process using central questions and helps the team in to indentify good indicators.

Step 3: Weighting of Indicators

ProMES is a step by step process. These steps are being determined in the weighting phase. Thus, goals are being visualized, priorities are being clarified and the foundation for effective team development is created.

Step 4: Receiving Feedback

After system development, feedback begins. In monthly intervals, indicators are measured and a team productivity index is calculated. Thus, team development becomes visible and explainable.

Step 5: Putting an Action Plan into Practice

After every feedback session a new action plan is developed. The most important indicators determine the next steps. Clear goals help with the development of a successful team.

Ensuring Long-Term Quality: Facilitation Training and External Audits

In the first six months the teams are guided by the facilitators. Subsequently there are biannual audits, at which the current status and potential modifications to the system are being checked. We also offer training and coaching for internal facilitators. It gives you the chance to work independently with ProMES.

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