Can you please help us in building a culture that supports Better Ways of Working?
Vodafone Group plc is a British multinational telecommunications company. Its registered office and global headquarters are in Newbury, Berkshire, England. It predominantly operates services in Asia, Africa, Europe, and Oceania. As of November 2020, Vodafone owned and operated networks in 22 countries, and had partner networks in 48 further countries. Its Vodafone Global Enterprise division provides telecommunications and IT services to corporate clients in 150 countries.
Vodafone needed to assess the corporate culture of its customer to determine their readiness, resistance, willingness to change and embrace BWOW. Furthermore, they needed an assessment of the stage of their organizational development/status and thus the key drivers for embracing BWOW. And finally, they expressed a need to elicit key dilemmas faced by the Vodafone customer, and/or how adopting BWOW would manifest in different dilemmas, or different priorities and thus how BWOW can contribute to resolving such dilemmas and thereby deliver business benefits to the Vodafone customer.
Recognize
In the first phase we further clarified on what BWOW means in practice and how to diagnose resistance to change, elicit dilemmas in this specific context. We co-developed a pilot online diagnostic and (software) access tool for Vodafone to be able to search and retrieve from customer responses to online tools.
Respect
We co-developed a workshop program to induct selected internal Vodafone champion group members and completed the online diagnostics (as themselves or simulating a customer). In these workshop(s) we developed their skills and knowledge of using THT approach with Vodafone customers in BWOW. We finalized this phase by reviewing and fine-tuning online diagnostic where appropriate.
Reconcile
Vodafone core team applied the diagnostics and follow the BWOW methodology with client organizations with some initial ‘hand holding’ by THT. We configured software vehicle for Vodafone to share successes and best practice (e.g. forum, blog) – access restricted to ‘certified’ Vodafone staff (that those, who have been ‘trained’ to use online tools and THT dilemma methodology).
Realize
Vodafone extend number of ‘certified’ staff by running any further workshops themselves and subsequently, Vodafone developed the process themselves without dependence on THT (although THT available for further support as and when required).
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