Avoid "Man in the Middle"
Implementing a Partner Competency is susceptible to various risks. Often, the role of Business Relationship Management is poorly defined and/or does not have the strategic mandate. Moreover, sometimes the remit only extends as far as the customer request allows; bringing it into conflict with a divergent IT approach. As a consequence, the role can quickly become a "man in the middle" situation that causes stress and additional bureaucracy without adding any value.
A Full Understanding of The Situation
Correct diagnosis of problems which need solving are essential before any solutions are considered. A full understanding of the company's needs, existing capabilities and future of the business direction are required. This is done in order to assess the value that Partnering can bring to an organisation. The indicated analysis is embodied into the Diagnostic and framework we call "SDBP®".
A Unique Integrated Solution
Compared to other consulting organisations, we do not simply supply you with a report. Instead, as part of a series of interventions in deployment, we provide our expertise to partner in implementations and administer the training and recruitment necessary. Doing a diagnostic on Partnering, before providing any training and recruitment solution, places Baxter Thompson Associates ahead of all other generic recruiter and training providers. Our strategic focus is Partnering which ensures our proficiency and know-how..
Achieve Strategic Partner Status
Given the risks of deployment, as well as the reputation and investments at stake, allows the following: One, conduct an upfront diagnostic which validates the assumptions; second, set expectations with major stakeholders. It also de-risks future deployment quite significantly. In short, it sets up your team's role for Strategic Partner success.
We Have Done it Before
Baxter Thompson has been providing the insight for numerous companies for years. We know the common pitfalls and the skills required to fulfill the strategic mandate. Consequently, we know how to blend in the competency into the existing organisation's structure for the minimum amount of disruption.
PHASE 1
INITIAL CONSULTATION & PROPOSAL
We first propose a free, face-to-face meeting to better understand your requirements and to formulate an initial Project Brief. We aim to create clarity by asking the right questions [see below]. Please Contact Us Now if you'd like to arrange an initial consultation.
DEFINING THE PARTNER ROLE Learn more about Strategic Partnerships and what it could mean for your business.
PHASE 2
DIAGNOSTIC & RECOMMENDATIONS
The next step is an assessment of capability, senior manager interviews, best practice review, gap analysis and agreement on the best approach suited to adding value. This can be provided on a fixed price contract and the cost will depend on the size and complexity of the project.
Reconnaissance for IT is the unique framework we use to enable our diagnostic process; identifying best blend of the hard and soft skills needed for each specific client's situation.
PHASE 3
CHANGE MANAGEMENT
Change Management through the provision of some or all of the following:
INTERIM PARTNER and defining the strategy.
RECRUITING A PARTNER and delivering the programme benefits.
MENTORING THE ROLE Coaching to deliver a tailored blend of the Management Skills and the Influencing Skills as identified by SDBP® in Phase 2.
We've mapped out the different milestones on the road to Strategic Partner implementation see Partner Roadmap.
Increase the Possibility of Success With
SDBP®
By following our SDBP® framework, we can help you reduce the risks and lower the costs that are traditionally associated with investment in both information systems and staff. This is done by specifically identifying strengths and weaknesses within your IT function and your organisation as a whole. Executing this can significantly improve strategic alignment and enhance communication between different business functions.
By performing the SDBP® diagnostic first, it greatly increases the success of enabling the BRM competency in the organisation. Given a multitude of factors, the partnering role is subject to a huge amount of threats and opportunities. Assessing these upfront, identifies a much more nuanced approach to deployment and the type of solution required.
PHASE 1: INITIAL CONSULTATION
AND PROPOSAL
To help formulate an initial project brief, Baxter Thompson Associates aim to better understand your requirements by asking the right questions.
TAKE THE SURVEY
These questions and a face to face meeting will help us to assess how to deploy the diagnostic in your organisation. This will ensure you obtain increased competitive advantages and value from your IT function.
PHASE 2: DIAGNOSTIC AND RECOMMENDATIONS
Following the framework, a consultant reviews the main dimensions through a series of workshops, 1:1 interviews and providing a series of self assessments:
- Assessments are based on quick questionnaires.
- Interviews follow a standard format to allow consistency.
- The results are collated into a standard reporting template.
- The data and analysis allows comparison over a period of time to monitor improvement and benchmark against other organisations.
- Workshops gather sufficient information to enable an informed insight - not to "boil the ocean".
- Interviews with business partners and other CXO's start the strategic conversation.
EXAMPLE ANALYSIS
The analysis and recommendations will provide scenarios that help decide what long term roadmap is best suited to your organisation to ensure you get increased competitive advantage and increased value from your IT function.
PHASE 3: CHANGE MANAGEMENT
Option 1
INTERIM
Here is where one of our associates can act as your Interim Strategic Partner. This would aim to improve the level of partner relationship maturity in your organisation and to begin delivering the expected outcomes. Read more in Interim Strategic Partner.
Option 2
RECRUITING
When a suitable candidate is not already working for your organisation, we can help recruit a Strategic Partner externally. By understanding the competencies required, the personal attributes and the relationship skills that are essential for the Strategic role, we aim to save your organisation time and money. Learn how we do this in Recruiting a Strategic Partner.
Option 3
TRAIN
Where we train the Management Skills and coach the Influencing Skills. Skills that will be needed, either by an existing manager or an incoming candidate, to become an effective business relationship manager. Find out about our Training the Role campaign.
EXAMPLE ENABLEMENT PROGRAMME
EXAMPLE BUSINESS AS USUAL
