{"id":55170,"date":"2021-11-09T21:05:55","date_gmt":"2021-11-09T20:05:55","guid":{"rendered":"https:\/\/www.pphr.dk\/rekruttering\/"},"modified":"2025-04-11T11:58:58","modified_gmt":"2025-04-11T09:58:58","slug":"profiles-and-analyses","status":"publish","type":"page","link":"https:\/\/www.pphr.dk\/en\/profiles-and-analyses\/","title":{"rendered":"Profiles & Analyses"},"content":{"rendered":"

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Profiles & Analyses<\/h1>\n

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People & Performance offer a large portfolio of various tools utilised in leadership and business development on different levels.<\/p>\n

[\/et_pb_text][et_pb_button button_url=”https:\/\/www.pphr.dk\/en\/contact\/” button_text=”Contact us” button_alignment=”left” _builder_version=”4.17.6″ custom_button=”on” button_text_size=”14px” button_text_color=”#FFFFFF” button_bg_color=”#465D0D” button_border_width=”12px” button_border_color=”#465D0D” button_border_radius=”3px” button_letter_spacing=”1px” button_font=”|900||on|||||” button_icon=”E||divi||400″ button_icon_color=”#ffffff” custom_margin=”2rem||||false|false” button_text_color_hover=”#edbb5f” button_letter_spacing_hover=”1px” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”on|desktop” button_text_color__hover=”#FFFFFF” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”on|hover” button_letter_spacing__hover=”2px” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][\/et_pb_button][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” disabled_on=”off|off|off” admin_label=”Categories” _builder_version=”4.16″ _module_preset=”default” background_color=”RGBA(0,0,0,0)” use_background_color_gradient=”on” background_color_gradient_stops=”#ffffff 78%|rgba(217,217,217,0.34) 100%” background_color_gradient_start=”#ffffff” background_color_gradient_start_position=”78%” background_color_gradient_end=”rgba(217,217,217,0.34)” custom_padding=”6rem||8rem||false|false” custom_padding_tablet=”1rem|1rem|3rem|1rem|false|true” custom_padding_phone=”” global_colors_info=”{%22gcid-01d52b91-888a-4360-8bf2-df06995b266a%22:%91%93}”][et_pb_row custom_padding_last_edited=”on|tablet” _builder_version=”4.16″ _module_preset=”default” width_tablet=”100%” width_phone=”” width_last_edited=”on|tablet” custom_margin=”||0px||false|false” custom_padding_tablet=”||0px||false|false” custom_padding_phone=”||0px||false|false” global_colors_info=”{}” width__hover_enabled=”off|desktop”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font=”|300|||||||” header_font=”||||||||” header_2_font=”|700|||||||” header_2_font_size=”38px” header_2_letter_spacing=”1px” header_2_line_height=”1.4em” header_3_font=”|900||on|||||” header_3_text_color=”#6B7D3D” header_3_font_size=”13px” header_3_letter_spacing=”1px” header_3_line_height=”2em” text_orientation=”center” width_tablet=”100%” width_phone=”” width_last_edited=”on|tablet” module_alignment=”center” animation_style=”slide” animation_direction=”bottom” locked=”off” global_colors_info=”{}”]<\/p>\n

We have described some the tools we utilise below.<\/h3>\n

Profiles & Analyses<\/h2>\n

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<\/h5>\n
Our consultants have great experience in translating and using our many profiles and analyses, so that they benefit both employee, leader, team, and organisation the best way possible. <\/span><\/h5>\n
\u00a0<\/span><\/h5>\n
On this site you have the possibility to see some of our many profiles and analyses, we offer and how we use them. <\/span><\/h5>\n

[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_2_line_height=”1.8em” header_5_line_height=”1.8em” width=”100%” global_colors_info=”{}”]<\/p>\n

<\/h5>\n

Some of our tests can be ordered directly in our webshop,<\/a> while you have the possibility to hear further regarding our many possibilities by contacting us here.<\/a><\/span>\u00a0<\/span><\/p>\n

[\/et_pb_text][et_pb_button button_url=”https:\/\/pphr-shop.com\/” button_text=”VISIT OUR WEBSHOP” button_alignment=”center” _builder_version=”4.17.6″ custom_button=”on” button_text_size=”14px” button_text_color=”#FFFFFF” button_bg_color=”#465D0D” button_border_width=”12px” button_border_color=”#465D0D” button_border_radius=”3px” button_letter_spacing=”1px” button_font=”|900||on|||||” button_icon=”E||divi||400″ button_icon_color=”#ffffff” custom_margin=”2rem||||false|false” button_text_color_hover=”#edbb5f” button_letter_spacing_hover=”1px” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”on|desktop” button_text_color__hover=”#FFFFFF” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” 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animation_direction=”bottom” locked=”off” global_colors_info=”{}”]<\/p>\n

Shed light on the personality of the individual in a business situation and predict work performance, values, and potentials.<\/h3>\n

Hogan Assessment<\/h2>\n

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At People & Performance we use Hogan Assessment to shed a light on the personality of the individual in a business situation and predict work performance, values, and potentials.<\/p>\n

Hogan Assessment distinguish between three different test profiles:<\/p>\n

\u00bb Hogan Personality Inventory (HPI) measures personality and describes how you manage stress, interact with others, approaches work tasks and solve problems.<\/p>\n

\u00bb Leadership Forecast Values (MVPI) describes your core values, goals, and interests, all creating a background for how to understand what kind of job and work culture you thrive within.<\/p>\n

\u00bb Hogan Development Survey (HDS) measures behaviour, that can undermine or limit your ability to build relations and perform in the job.<\/p>\n

We use frequently Hogans in leadership development, as a part of executive coaching, leader sparring, management teams, leadership assessment and in recruitment.<\/p>\n

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build a common language about behaviours and attitudes<\/h3>\n

A world of DiSC<\/h2>\n

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At People & Performance we work with the analysis tool DiSC in different ways, depending on which area of the organisation is to be optimised.<\/p>\n

DiSC is one of the world’s most recognised personality testing tools and it has a documented impact on leadership and team performance. DiSC offers an easy-to-understand personality profile that allows you to build a common language about behaviours and attitudes.<\/p>\n

At People & Performance we offer a variety of DiSC\u2019, for example Workplace and Five Behaviour. We provide a comprehensive report with specific inputs on the development of team performance that can be used by both managers and teams. In addition, DiSC provides the opportunity to increase your self-awareness and improve communication, collaboration, and influence. DiSC thus points out how to achieve high performance through teamwork.<\/p>\n

 <\/p>\n

[\/et_pb_text][et_pb_button button_url=”https:\/\/pphr-shop.com\/” button_text=”BUY DISC ON OUR WEBSHOP” button_alignment=”left” _builder_version=”4.17.6″ custom_button=”on” button_text_size=”14px” button_text_color=”#FFFFFF” button_bg_color=”#465D0D” button_border_width=”12px” button_border_color=”#465D0D” button_border_radius=”3px” button_letter_spacing=”1px” button_font=”|900||on|||||” button_icon=”E||divi||400″ button_icon_color=”#ffffff” custom_margin=”2rem||||false|false” button_text_color_hover=”#edbb5f” button_letter_spacing_hover=”1px” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”on|desktop” button_text_color__hover=”#FFFFFF” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”on|hover” button_letter_spacing__hover=”2px” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][\/et_pb_button][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ background_enable_color=”off” background_image=”https:\/\/www.pphr.dk\/wp-content\/uploads\/2022\/02\/disc-people-and-performance-scaled.jpg” parallax=”on” custom_padding=”10%|5%|10%|5%” background_last_edited=”on|tablet” background_enable_image_tablet=”off” global_colors_info=”{}” custom_padding__hover=”|||”][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ _module_preset=”default” width=”100%” max_width=”100%” custom_margin=”0px||0px||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/www.pphr.dk\/wp-content\/uploads\/2022\/02\/disc-people-and-performance-scaled.jpg” title_text=”disc – people and performance” align=”center” disabled_on=”off|off|on” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.18.0″ _module_preset=”default” custom_padding=”0rem||0rem||false|false” global_module=”239499″ global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ custom_padding_last_edited=”on|phone” _builder_version=”4.18.0″ _module_preset=”default” background_enable_color=”off” background_enable_image=”off” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|phone” custom_margin=”1rem||1rem||true|false” custom_padding=”4rem||2rem|2rem|false|false” custom_padding_tablet=”|1rem||1rem|true|true” custom_padding_phone=”|1rem||1rem|true|true” box_shadow_style=”preset1″ locked=”off” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.18.0″ _module_preset=”default” border_color_left=”#FFFFFF” global_colors_info=”{}”][et_pb_blurb title=”Hvad er forandringsledelse? ” url=”#Hvad-er-forandringsledelse” image=”https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/cropped-site-icon-pphr.png” alt=”people-and-performance-cropped-site-icon-pphr.png” icon_placement=”left” image_icon_width=”80%” content_max_width=”547px” _builder_version=”4.17.3″ _module_preset=”default” header_font=”|700|||||||” header_text_color=”#465D0D” header_font_size=”16px” image_icon_custom_margin=”0px||||false|false” image_icon_custom_padding=”0px||||false|false” global_colors_info=”{}”][\/et_pb_blurb][et_pb_blurb title=”Hvad er god forandringsledelse?” url=”#Hvordan-h\u00e5ndterer-du-modstand-mod-forandringen?” image=”https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/cropped-site-icon-pphr.png” alt=”people-and-performance-cropped-site-icon-pphr.png” icon_placement=”left” image_icon_width=”80%” content_max_width=”547px” _builder_version=”4.18.0″ _module_preset=”default” header_font=”|700|||||||” header_text_color=”#465D0D” header_font_size=”16px” image_icon_custom_margin=”0px||||false|false” image_icon_custom_padding=”0px||||false|false” global_colors_info=”{}”][\/et_pb_blurb][et_pb_blurb title=”Hvorfor er forandringsledelse vigtigt?” url=”#Hvorfor-er-forandringsledelse-vigtigt” image=”https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/cropped-site-icon-pphr.png” alt=”people-and-performance-cropped-site-icon-pphr.png” icon_placement=”left” image_icon_width=”80%” content_max_width=”547px” _builder_version=”4.17.6″ _module_preset=”default” header_font=”|700|||||||” header_text_color=”#465D0D” header_font_size=”16px” image_icon_custom_margin=”0px||||false|false” image_icon_custom_padding=”0px||||false|false” global_colors_info=”{}”][\/et_pb_blurb][et_pb_blurb title=”Hvordan skaber du en forandringskultur?” url=”#Hvordan-skaber-du-en-forandringskultur?” image=”https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/cropped-site-icon-pphr.png” alt=”people-and-performance-cropped-site-icon-pphr.png” icon_placement=”left” image_icon_width=”80%” content_max_width=”547px” _builder_version=”4.17.3″ _module_preset=”default” header_font=”|700|||||||” header_text_color=”#465D0D” header_font_size=”16px” image_icon_custom_margin=”0px||||false|false” image_icon_custom_padding=”0px||||false|false” global_colors_info=”{}”][\/et_pb_blurb][et_pb_blurb title=”Kom i gang med forandringsledelse” url=”#Kom-i-gang-med-forandringsledelse” image=”https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/cropped-site-icon-pphr.png” alt=”people-and-performance-cropped-site-icon-pphr.png” icon_placement=”left” image_icon_width=”80%” content_max_width=”547px” _builder_version=”4.17.3″ _module_preset=”default” header_font=”|700|||||||” header_text_color=”#465D0D” header_font_size=”16px” image_icon_custom_margin=”0px||||false|false” image_icon_custom_padding=”0px||||false|false” global_colors_info=”{}”][\/et_pb_blurb][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.18.0″ _module_preset=”default” custom_padding=”|||0rem|false|false” global_colors_info=”{}”][et_pb_text _builder_version=”4.18.0″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” border_width_all=”2rem” border_color_all=”#FFFFFF” border_width_top=”0rem” global_colors_info=”{}”]<\/p>\n

People & Performance har arbejdet med forandringsledelse i over 15 \u00e5r, og vi giver i denne guide en gennemgang af, hvad der ligger bag begrebet forandringsledelse og besvarer nogle af de mest relevante sp\u00f8rgsm\u00e5l om emnet.<\/p>\n

Vi befinder os hver ude p\u00e5 gulvet hos b\u00e5de danske og internationale virksomheder og tr\u00e6ner deres ledere i at h\u00e5ndtere forandringer.<\/p>\n

L\u00e6s mere om forandringsledelse eller spring direkte til et af afsnittene herunder.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row module_id=”Hvad-er-forandringsledelse” _builder_version=”4.18.0″ _module_preset=”default” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|tablet” custom_padding=”2rem||||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.18.0″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”||14px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

Hvad er forandringsledelse?<\/h1>\n

Forandringsledelse handler om evnen til at lede en forandringsproces<\/a> i en virksomhed eller organisation. Succesfuld ledelse af forandringer kr\u00e6ver, at lederen har den rette viden og de rette kompetencer til at underst\u00f8tte processen.<\/p>\n

I dag er forandringer mere et vilk\u00e5r end et projekt, der eksempelvis bliver sat i gang, n\u00e5r nye systemer skal implementeres. Virksomheder skal v\u00e6re i stand til at tilpasse sig hurtigt skiftende omst\u00e6ndigheder. Derfor er evnen til at forandre sig hurtigt ogs\u00e5 blevet vigtigere for b\u00e5de leder og medarbejdere.<\/p>\n

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Hvad er god forandringsledelse?<\/h1>\n

Mens forandringer f\u00f8rhen typisk handlede om at implementere nye metoder, systemer og v\u00e6rkt\u00f8jer, handler vellykket forandringsledelse i dag i h\u00f8j grad ogs\u00e5 om det, vi kalder de \u201dbl\u00f8de\u201d elementer. Det indeb\u00e6rer ofte nye samarbejdsformer, v\u00e6rdier eller andre omr\u00e5der, hvor selve forandringen betragtes som en l\u00e6ringsproces.<\/p>\n

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Lederens rolle i forandringsledelse<\/h3>\n

For at lede en forandring succesfuldt, har du som leder brug for viden om facilitering s\u00e5vel som evnen til at mobilisere de folk, der skal drive forandringen.<\/p>\n

Det kr\u00e6ver en ny forst\u00e5else af lederrollen, hvor du som leder ikke er den alvidende superhelt, der \u201dhar regnet den ud\u201d og skal f\u00f8re medarbejderne hen til en ny tilstand. I stedet er du netop ogs\u00e5 selv et menneske, der skal h\u00e5ndtere og forst\u00e5 forandringen i dialog med medarbejderne. Det kr\u00e6ver b\u00e5de et \u00e5bent sind og konkrete v\u00e6rkt\u00f8jer.<\/p>\n

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Forandringsledelse handler om at f\u00e5 medarbejderne med<\/h3>\n

Ledelse er blevet et yderst komplekst felt, og det kan v\u00e6re sv\u00e6rt for b\u00e5de leder og medarbejdere at bevare overblikket. Samtidig sker forandringer oftere og som regel fra noget kendt mod noget ukendt.<\/p>\n

Organisations\u00e6ndringer og forandringsledelse skal gerne g\u00e5 h\u00e5nd i h\u00e5nd. I de organisationer, hvor medarbejderne oplever, at alt er i forandring, kan det f\u00f8re en lang r\u00e6kke negative konsekvenser med sig som eksempelvis \u00f8get talentafgang, flere stresssygemeldinger og en udpr\u00e6get demotivation.<\/p>\n

For at undg\u00e5 dette og nogle af de andre typiske barrierer imod forandringer, er der brug for at skabe stabilitet og holdepunkter, der kan fungere som anker eller pusterum undervejs i forandringen. For at forandringsdeltagerne kan kaste fuld energi ind i forandringerne, er der alts\u00e5 brug for en sikker kerne, som, medarbejdere og ledere kan v\u00e6re sikre p\u00e5 ikke vil forandre sig.<\/p>\n

Samtidig g\u00f8r den \u00f8gede kompleksitet, at hverken medarbejdere eller ledere kender endem\u00e5let. Derfor er det vigtigt at aktivere medarbejderne og skabe ejerskab, s\u00e5 de er med til at igangs\u00e6tte og skabe forandringen.<\/p>\n

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Hvorfor er forandringsledelse vigtigt?<\/h1>\n

Forandringscyklusser er forkortet i mange brancher. Det betyder, at der bliver introduceret flere forandringer, og at de introduceres med kortere og kortere mellemrum. Desuden g\u00f8r matrixorganiseringen de fleste steder, at kompleksiteten \u00f8ges, ligesom den internationale konkurrence \u00f8ger behovet for specialisering. Kravene bliver i nogle organisationer direkte modstridende.<\/p>\n

Alle disse bev\u00e6gelser g\u00f8r, at forandring er blevet en ny normaltilstand. Tidligere var der f\u00e5 forandringer i gang p\u00e5 samme tid. I dag er der mange. Stigningen i hastighed, kompleksitet og antallet af forandringer kalder p\u00e5 god ledelse. Det kalder dog ogs\u00e5 p\u00e5 l\u00e6ring, da det ikke l\u00e6ngere er muligt at planl\u00e6gge og forudse en forandring fuldt ud.<\/p>\n

Derfor taler vi ogs\u00e5 om forandringsl\u00e6ring<\/em> frem for forandringsledelse<\/em>. Forandringsl\u00e6ring stiller st\u00f8rre krav til dialogen mellem medarbejdere og leder og fokuserer i h\u00f8jere grad p\u00e5 opbygning af nye forst\u00e5elser frem for implementering af nye v\u00e6rkt\u00f8jer.<\/p>\n

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Forandringsl\u00e6re<\/strong><\/h3>\n

Forandringsl\u00e6ring kr\u00e6ver, at teamet s\u00e6tter noget p\u00e5 spil, og at b\u00e5de team og leder har mandat og mulighed for at handle. Forandringsl\u00e6ring knytter sig is\u00e6r til forandringer, der indeb\u00e6rer innovation eller v\u00e6sentlige \u00e6ndringer af samarbejdsformer og forretningsmodeller. Disse forandringer er mere en f\u00e6lles l\u00e6ringsrejse end en proces, hvor lederen leder medarbejderne et nyt sted hen.<\/p>\n

Din rolle som leder skifter derfor ogs\u00e5 fra at skulle lede medarbejderne et nyt sted hen til at skulle v\u00e6re den, der muligg\u00f8r, at medarbejderne skaber forandringen. Det sker ikke altid uden modstand.<\/p>\n

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Case<\/h4>\n<\/div>\n<\/div>\n

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Forandringsledelse i M&J Recycling<\/h3>\n

<\/em><\/h5>\n
\u201cVi har f\u00e5et et f\u00e6lles sprog og f\u00e5et fremmet samarbejdet p\u00e5 tv\u00e6rs af organisationen\u201d<\/h5>\n
Ruth Lundorff, Head of HR i M&J Recycling.<\/h5>\n

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Forandringsledelse handler om Change Leadership<\/em><\/h1>\n

Mange forandringstilgange bygger p\u00e5, at modstand mod forandringer skal nedbrydes eller overvindes for at f\u00e5 mennesker til at forandre sig. Men det g\u00e5r ikke l\u00e6ngere.<\/p>\n

De nye vilk\u00e5r i forandringer kr\u00e6ver en vis grad af handlefrihed der, hvor forandringen skal ske \u2013 eksempelvis mellem s\u00e6lgere og kunder. Derfor handler forandringsledelse ogs\u00e5 om Change Leadership<\/em><\/a> og om at mobilisere mennesker og ikke kun Change Management<\/em>. I den sammenh\u00e6ng g\u00e6lder det ofte om at mobilisere de medarbejdere, der skal drive forandringen, og her er det vigtigt at h\u00e5ndtere modstanden mod forandringer hensigtsm\u00e6ssigt og at skelne mellem faglig modstand<\/em> og menneskelig modstand<\/em>.<\/p>\n

Det typiske scenarie er, at en topledelse har beskrevet en vision for st\u00f8rre forandringer. Hensigten med visionen er, at den i sig selv skal mobilisere medarbejderne til at drive forandringen. Problemet ved det er bare, at organisationens medarbejdere oftest drives af to konkrete faktorer:<\/p>\n

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