{"id":220,"date":"2023-06-02T14:14:21","date_gmt":"2023-06-02T12:14:21","guid":{"rendered":"http:\/\/msimonsson.se\/?page_id=220"},"modified":"2023-08-29T22:11:43","modified_gmt":"2023-08-29T20:11:43","slug":"affarsutveckling","status":"publish","type":"page","link":"https:\/\/msimonsson.se\/index.php\/affarsutveckling\/","title":{"rendered":"Aff\u00e4rsutveckling"},"content":{"rendered":"

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AFF\u00c4RSUTVECKLING<\/strong><\/p>\n

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Framtidsplanering i os\u00e4kra tider?<\/h1>\n

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Om vi l\u00e4rde oss n\u00e5got av de senaste \u00e5rens pandemi och oro i omv\u00e4rlden s\u00e5 \u00e4r det att vi kan vara f\u00f6rberedda p\u00e5 det ov\u00e4ntade. De flesta organisationer upplevde d\u00e4rf\u00f6r tv\u00e5 andra saker. Dels att ledar- och medarbetarska skakades om i grunden. Det var n\u00f6dv\u00e4ndigt med ett tydligare sj\u00e4lvledarskap. Men ocks\u00e5 att stressniv\u00e5erna har \u00f6kat under och efter pandemin. Det gick pl\u00f6tsligt inte att ”g\u00f6ra som vi alltid gjort”. N\u00e4r allting blev otryggt blev det tydligt hur viktigt det \u00e4r med tydliga strukturer och klara f\u00f6rv\u00e4ntningar i arbetet.<\/b><\/p>\n

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Erfarenheter visar att i de organisationer d\u00e4r chefer och medarbetare k\u00e4nde sig trygga med att ta ett aktivt sj\u00e4lvledarskap och blev tydligt informerade om vilka steg som togs f\u00f6r att beh\u00e5lla siktet p\u00e5 r\u00e4tt framtidsm\u00e5l ocks\u00e5 fungerade bra trots stora, genomgripande f\u00f6r\u00e4ndringar utanf\u00f6r den egna kontrollen. <\/span><\/p>\n

Det visar visar hur viktigt det \u00e4r med tydliga ramar och strukturer och en kunskap om vad som f\u00f6rv\u00e4ntas av mig som enskild medarbetare, oavsett plats i organisationen. Men \u00e4ven hur den kollektiva f\u00f6rv\u00e4ntningen p\u00e5 organisationen som helhet ser ut. Att framtidsvisionen delas av alla p\u00e5 alla niv\u00e5er s\u00e5 att vi klarar att ta ett aktivt sj\u00e4lvledarskap. Att g\u00f6ra r\u00e4tt blir enkelt eftersom det \u00e4r sj\u00e4lvklart. Framg\u00e5ng handlar om att f\u00f6renkla, g\u00f6ra r\u00e4tt fr\u00e5n b\u00f6rjan och att alltid ha slutm\u00e5let i sikte.\u00a0\u00a0<\/span><\/p>\n

\n

\u201dAtt dela ett begripligt m\u00e5l och f\u00f6rst\u00e5 sin egen roll g\u00f6r det enkelt att g\u00f6ra r\u00e4tt saker<\/span><\/em>\u201d<\/p>\n<\/blockquote>\n

Den tiden som l\u00e4ggs p\u00e5 arbetet med aff\u00e4rs- och verksamhetsplanen \u00e4r obetydeligt om det kopplas med en plan f\u00f6r att f\u00f6rankra den i vardagsbeslut p\u00e5 alla niv\u00e5er. D\u00e5 kommer varje litet beslut, varje litet steg att addera positiva effekter i arbetet mot slutm\u00e5let. Det spelar ingen roll om slutm\u00e5let handlar om vinst, mest nytta av varje kostnadskrona eller b\u00e4st arbetsmilj\u00f6. Varje steg blir ett steg i r\u00e4tt riktning. Skillnaden \u00e4r stor om du j\u00e4mf\u00f6r med de problem som uppst\u00e5r n\u00e4r otydliga m\u00e5ls\u00e4ttningar ger utrymme f\u00f6r olika tolkningar. N\u00e5got som alltid s\u00e4nker effektiviten oavsett om det \u00e4r i arbetsgruppen eller i styrelsen. L\u00e5t mig ber\u00e4tta mer om hur ni kan l\u00e4gga upp ert\u00a0 processarbete.\u00a0\u00a0<\/span><\/p>\n

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Bowens systemteori<\/h4>\n

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Nyfiken p\u00e5 Bowens systemteori?<\/h2>\n

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N\u00e4r jag b\u00f6rjade arbeta med Bowens systemteori som metod i verksamhetsf\u00f6r\u00e4ndring fanns det ingen bok p\u00e5 svenska. Jag valde d\u00e5 att \u00f6vers\u00e4tta den b\u00e4sta boken jag har l\u00e4st om Bowen som metod i organisationsf\u00f6r\u00e4ndring. ”Den stressade organisationen – varf\u00f6r smarta f\u00f6retag g\u00f6r korkade saker” <\/em><\/strong>\u00e4r skriven av en erfaren amerikansk organisationskonsult, Jeffrey A Miller. Den har formatet av en roman d\u00e4r huvudpersonernas beteende speglar metodens stora f\u00f6r\u00e4ndringspotential. Sm\u00e5 steg kan skapa stora f\u00f6r\u00e4ndringar om vi f\u00f6rst\u00e5r vad som h\u00e4nder i gruppen som system.<\/p>\n

Boken inneh\u00e5ller \u00e4ven den inl\u00e4sta ljudboken om du hellre lyssnar \u00e4n l\u00e4ser. Vill du ha ha ett eget ex? Maila mig och best\u00e4ll ditt ex.\u00a0\u00a0<\/p>\n

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+46 (0)70 640 59 60<\/h4>\n

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G\u00e5xsj\u00f6 165
SE \u2013 833 49 Hammerdal
Sweden<\/p>\n

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Om mig<\/a><\/p>\n

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Tj\u00e4nster<\/a><\/p>\n

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Artiklar<\/a><\/p>\n

[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.20.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_social_media_follow _builder_version=”4.21.0″ _module_preset=”default” text_orientation=”center” custom_margin=”12px||12px||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_social_media_follow_network social_network=”facebook” _builder_version=”4.20.0″ _module_preset=”default” global_colors_info=”{}” follow_button=”off” url_new_window=”on”]facebook[\/et_pb_social_media_follow_network][et_pb_social_media_follow_network social_network=”twitter” _builder_version=”4.20.0″ _module_preset=”default” global_colors_info=”{}” follow_button=”off” url_new_window=”on”]twitter[\/et_pb_social_media_follow_network][et_pb_social_media_follow_network social_network=”instagram” _builder_version=”4.20.0″ _module_preset=”default” global_colors_info=”{}” follow_button=”off” url_new_window=”on”]instagram[\/et_pb_social_media_follow_network][et_pb_social_media_follow_network social_network=”linkedin” background_color=”#007bb6″ _builder_version=”4.21.0″ _module_preset=”default” follow_button=”off” url_new_window=”on” url=”https:\/\/www.linkedin.com\/in\/msimonsson\/” hover_enabled=”0″ sticky_enabled=”0″]linkedin[\/et_pb_social_media_follow_network][\/et_pb_social_media_follow][et_pb_text _builder_version=”4.21.0″ _module_preset=”6b3407ee-7471-4166-9a60-f16ad6eec0e9″ text_text_color=”#FFFFFF” link_text_color=”#FFFFFF” text_orientation=”center” global_colors_info=”{}”]<\/p>\n

marie@msimonsson.se<\/a><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.20.0″ _module_preset=”default” custom_padding=”10px||10px||true|false” border_color_all=”#FFFFFF” border_width_top=”1px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.20.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.21.0″ _dynamic_attributes=”content” _module_preset=”6b3407ee-7471-4166-9a60-f16ad6eec0e9″ text_text_color=”#FFFFFF” text_orientation=”center” global_colors_info=”{}”]@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoiY3VycmVudF9kYXRlIiwic2V0dGluZ3MiOnsiYmVmb3JlIjoiQ29weXJpZ2h0ICZjb3B5OyAiLCJhZnRlciI6IiAuIEFsbCBSaWdodHMgUmVzZXJ2ZWQuIiwiZGF0ZV9mb3JtYXQiOiJjdXN0b20iLCJjdXN0b21fZGF0ZV9mb3JtYXQiOiJZIn19@[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

AFF\u00c4RSUTVECKLINGFramtidsplanering i os\u00e4kra tider?    Om vi l\u00e4rde oss n\u00e5got av de senaste \u00e5rens pandemi och oro i omv\u00e4rlden s\u00e5 \u00e4r det att vi kan vara f\u00f6rberedda p\u00e5 det ov\u00e4ntade. De flesta organisationer upplevde d\u00e4rf\u00f6r tv\u00e5 andra saker. Dels att ledar- och medarbetarska skakades om i grunden. Det var n\u00f6dv\u00e4ndigt med ett tydligare sj\u00e4lvledarskap. Men […]<\/p>\n","protected":false},"author":4,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"class_list":["post-220","page","type-page","status-publish","hentry"],"yoast_head":"\nAff\u00e4rsutveckling - Marie Simonsson<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/msimonsson.se\/index.php\/affarsutveckling\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Aff\u00e4rsutveckling - Marie Simonsson\" \/>\n<meta property=\"og:description\" content=\"AFF\u00c4RSUTVECKLINGFramtidsplanering i os\u00e4kra tider?    Om vi l\u00e4rde oss n\u00e5got av de senaste \u00e5rens pandemi och oro i omv\u00e4rlden s\u00e5 \u00e4r det att vi kan vara f\u00f6rberedda p\u00e5 det ov\u00e4ntade. De flesta organisationer upplevde d\u00e4rf\u00f6r tv\u00e5 andra saker. Dels att ledar- och medarbetarska skakades om i grunden. Det var n\u00f6dv\u00e4ndigt med ett tydligare sj\u00e4lvledarskap. 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