how does the next generation of general management at a.m.i. look like? how are we going to manage...
TRANSCRIPT
How does the next generation of General Management at A.M.I. look like?
How are we going to manage this Change?
How much of a TEAM are we?
Walter Egle
3 Head Company General
ManagementMarc / Markus /
Martin
General Manager Sales & Marketing
A.M.I. Medical Products
Marc Jablonowski
General Manager R & D
A.M.I. Medical Products
Martin Hohlrieder
General Manager A.M.I. Services &
A.M.I. ManufacturingMarkus Sonderegger
A.M.I. Management Structureas of 1st. of July 2014
14/03/31/WE
Marc, with the support of Klaus, will look after world wide sales & marketing of our AMI Products.
Markus, will look after the development of our AMI Services (OEM) business and manufacturing sites.
Martin, will look after R&D, Product Idea Evaluation Process, Regulatory Issues and our IP – Strategy.
Company General
ManagementM&M&M
A.M.I. Management Structureas of 1st. of July 2014
14/03/31/WE
Strategic Business Development
A.M.I. Supervisory BoardSteering Commitee
Board Meetings4 times / year
General Assembly Meeting
AMI Shareholders once / year
For you, as our long term business partner / friend, it is important to know, that such Change in our Management will not change the type of company, A.M.I. represents to its partners!A.M.I. remains the same company……………the next generation management is familiar with our traditions and values!Traditions and values, who helped our Group to become successful and to enjoy a growing business.
Let‘s have a look on how we are going to exercise this change, together with our partners and employees!
Change in Company Management
Team Members / Business Partners / Employees Don‘t Like Change!
1.) We‘ll try and do our best, to understand how change will affect the members of our TEAM / Group!2.) Change may make Team / Group Members feel awkward! Change puts people in unfamiliar situations, which erodes confidence!3.) Team / Group Members may think first of what they have to give up! Team/ Group Members may immediately concentrate on what losses the change will cause, not what gains it will bring!4.) Team / Group Members may feel alone! Level of communication they were used to, may brake down?5.) Change causes life and work adjustments?
Change in Company Management
Team Members / Business Partners / Employees Don‘t Like Change!
6.) Team / Group Members may handle such change differently! Not all people are alike! Some adapt better to change than others.7.) Team / Group Members may immediately claim a lack of resources? Just realize, that such complaint might be of course just another way of resisiting what is uncomfortable to us: Change!8.) Let‘s be consistent in our attempts to make this Change work for All of us…..would be great, if this Change will be forgotten by the end of year and the Group works together as good (or even better) as it did, during the last 14 years!
Change in Company Management
How are we going to survive the change environment / period?1.) We plan for the Change and we ask ALL Team / Area Managers to participate
in the plan, how change should occur!Please feel free to provide your input, on how this Change should
occur in regards to your position within the Group (as our Business Partner / employed manager), till end of April 2014!
This will allow us, to evaluate your comments and to consider them, when the new company management will take over, as of 1st. of July.2.) We invite All of you, to take ownership of the change!3.) We‘ll try to communicate our decisions in regards to this Change to All Group Members, in an open and immediate manner. We would like you to know, the reasons behind decisions, which may not meet your own expectations.4.) We hope to create a positive expectation among ALL Team / Group Members! Nobody regrets winning a lottery, despite the immense changes such a win brings!
Change in Company Management
How are we going to survive the change environment / period?5.) Let‘s consider our Area Manager Meetings as a kind of Support / Influence Network! All members are invited to monitor the introduction of change and to come up with suggestions, on how to make the change work better!6.) Allow mistakes! It is sometimes necessary to take risks to make change. Sometimes those attempts fail! Don‘t punish or blame the responsible people that takes risks…………be generous – at least for a certain period of time – and give them and/or yourself a chance to improve…..to change again.7.) Let‘s keep the applied steps simple! Complex change – and we are indeed talking about a complex change, which get‘s a good number of int‘l key partners involved, which put‘s a different type of company management structure in place…………must be accomplished one bite at the time………..and here we are again, asking all Team / Group Members to be patient, if the new structure does not work as it should, right from the beginning on!
Change in Company Management
How to Tell a Team from a Mob?Are we a Team?
• On Teams, members understand their interdependence and work to support each other.
In mobs, members they are grouped together for administrative purposes only. They continue to work independently, sometimes at cross purposes, with others.• On teams, members are commited to goals they helped to establish!
In mobs, members weren‘t involved in establishing goals.• On teams, members apply their talent and knowledge to help find solutions
for the organization.In mobs, members are told what to do. Suggestions are not
encouraged.
Change in Company Management
How to Tell a Team from a Mob?Are we a Team?
• On Teams, members work in an environment of trust and encourage questions from each other.
In mobs, members distrust the motives of colleagues.• On teams, members communicate openly and honestly.
In mobs, members are cautious about what they say. They hide their cards from fear of being trapped.• On teams, members recognize conflict as part of normal interaction and use
such situation as opportunity to work out new ideas. Conflicts are resolved quickly and constructively.
In mobs, members don‘t differentiate confrontation from conflict. Conflict situations are left unresolved.
Change in Company Management
How to Tell a Team from a Mob?Are we a Team?• On Teams, members participate in decisions taking. Team members have
input into the process to achieve positive results for the team!In mobs, members may or may not participate in
decisions……..conformity (going along with what the leaders say) not results, is the driving factor!
A lot of comments, questions…………….iniating a thought process, about our A.M.I. Group………..the way we work, how we deal with each other, how flow of information runs, how we support each other………?????
I think, we have made a lot of progress, towards the formation of a true TEAM, during the last couple of years! Together, we have created something very special!Our work on further strengthening the TEAM does not end………..it remains a challenge………….but………Yes, We Can………….and this is what will make us succeed in our markets – today and in future!