{"id":1920,"date":"2026-10-21T11:13:11","date_gmt":"2026-10-21T09:13:11","guid":{"rendered":"https:\/\/chiefofstaff.se\/?page_id=1920"},"modified":"2026-10-21T11:19:44","modified_gmt":"2026-10-21T09:19:44","slug":"losning-organisations-silos","status":"publish","type":"page","link":"https:\/\/chiefofstaff.se\/sv\/start\/affarsproblem\/silos\/losning-organisations-silos\/","title":{"rendered":"L\u00f6sningsf\u00f6rslag: Organisationssilos"},"content":{"rendered":"\n<h3 class=\"wp-block-heading ext-animate--on\">Varf\u00f6r det inte alltid \u00e4r optimalt med organisationssilos<\/h3>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Organisationer av olika slag, har med tiden kommit att bli allt effektivare i sina enskilda delar och samtidigt fungera allt s\u00e4mre som helhet. Under l\u00e5ng tid har specialisering, uppdelade ansvarsomr\u00e5den och separata budgetar bidragit till ett arbetss\u00e4tt d\u00e4r varje funktion utvecklar sina egna m\u00e5l, prioriteringar och processer. Silos v\u00e4xer fram, ofta utan n\u00e5got uttryckligt beslut. Det som \u00e4r rationellt f\u00f6r en avdelning beh\u00f6ver d\u00e5 inte vara r\u00e4tt f\u00f6r organisationen. Resurser suboptimeras, kompetens binds i parallella initiativ och beroenden mellan verksamhetsomr\u00e5den f\u00f6rblir osynliga. K\u00e4rnan i problemet \u00e4r att ansvaret f\u00f6r delarna \u00e4r tydligt, medan ansvaret f\u00f6r samspelet mellan dem \u00e4r oklart. N\u00e4r ingen har ett uttalat uppdrag och mandat att samordna helheten riskerar tv\u00e4rfunktionella fr\u00e5gor att falla mellan organisatoriska gr\u00e4nser. Samtidigt belastas ledningsfunktionen av operativa beslut, \u00e5terkommande avst\u00e4mningar och konkurrerande f\u00f6r\u00e4ndringsinitiativ. Utrymmet f\u00f6r strategisk analys, gemensamma prioriteringar och l\u00e5ngsiktig utveckling krymper. Organisationen blir upptagen av sin egen administration snarare \u00e4n av det v\u00e4rde den ska skapa. D\u00e4rmed f\u00f6rsvagas ocks\u00e5 f\u00f6rm\u00e5gan att se verksamheten utifr\u00e5n. Kunder, medborgare och samarbetspartner m\u00f6ter en sammanh\u00e4ngande organisation, men h\u00e4nvisas ofta mellan interna funktioner med skilda perspektiv och ansvar. Deras behov riskerar att underordnas organisationsschemat, interna rutiner och lokala resultatm\u00e5tt. Verksamheten blir alltmer in\u00e5tv\u00e4nd, trots att dess relevans avg\u00f6rs av omv\u00e4rlden. Att bryta silot\u00e4nkandet handlar d\u00e4rf\u00f6r inte fr\u00e4mst om fler m\u00f6ten eller ytterligare samordningskrav. Det handlar om att ge helhetsperspektivet en tydlig plats i styrningen, synligg\u00f6ra gemensamma resursbehov och f\u00f6rena funktionernas ansvar med organisationens samlade uppdrag. F\u00f6rst d\u00e5 kan intern effektivitet oms\u00e4ttas i faktisk verksamhetsnytta och ledningen f\u00e5 b\u00e4ttre f\u00f6ruts\u00e4ttningar att leda hela organisationen, inte bara dess delar.<\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>Konsekvenserna blir bland annat:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Suboptimering av resurser och kompetenser.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Dubbelarbete mellan avdelningar.<\/li>\n\n\n\n<li class=\"ext-animate--on\">L\u00e5ngsamma beslutsv\u00e4gar.<\/li>\n\n\n\n<li class=\"ext-animate--on\">F\u00f6rs\u00e4mrad kund- och medborgarupplevelse.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Otydlig ansvarsf\u00f6rdelning f\u00f6r tv\u00e4rfunktionella fr\u00e5gor.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Bristande innovationsf\u00f6rm\u00e5ga.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Sv\u00e5righeter att prioritera utifr\u00e5n verksamhetens samlade behov.<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Grundorsaken \u00e4r ofta att ingen har ett uttalat mandat att f\u00f6retr\u00e4da helheten. Ledningsgrupper tenderar att representera organisatoriska delar snarare \u00e4n v\u00e4rdefl\u00f6den, kunder eller verksamhetens samlade resultat. Organisationen blir d\u00e4rmed in\u00e5tv\u00e4nd och styrs av intern logik ist\u00e4llet f\u00f6r extern efterfr\u00e5gan.<\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>\u00d6nskat l\u00e4ge:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Helheten blir en definierad och styrd ansvarsdom\u00e4n.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Beslut fattas utifr\u00e5n verksamhetsnytta snarare \u00e4n avdelningsnytta.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Kund-, medborgar- eller marknadsperspektivet integreras i styrningen.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Gemensamma resurser optimeras \u00f6ver organisatoriska gr\u00e4nser.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Tv\u00e4rfunktionellt samarbete blir norm ist\u00e4llet f\u00f6r undantag.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Organisationens fokus flyttas fr\u00e5n att vara in\u00e5tv\u00e4nd (introv\u00e4rt) till att fokusera p\u00e5 kundv\u00e4rde (extrov\u00e4rt)<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on\"\/>\n\n\n\n<h3 class=\"wp-block-heading ext-animate--on\">Kunskapsomr\u00e5den som kr\u00e4vs eller beh\u00f6ver nyttjas<\/h3>\n\n\n\n<figure class=\"wp-block-table ext-animate--on\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Omr\u00e5de<\/strong><\/td><td><strong>Varf\u00f6r det beh\u00f6vs<\/strong><\/td><\/tr><tr><td><strong>Organisationsutveckling<\/strong><\/td><td>F\u00f6r att f\u00f6rst\u00e5 och f\u00f6r\u00e4ndra strukturella hinder<\/td><\/tr><tr><td><strong>Verksamhetsarkitektur<\/strong><\/td><td>F\u00f6r att kartl\u00e4gga v\u00e4rdefl\u00f6den, ansvar och beroenden<\/td><\/tr><tr><td><strong>F\u00f6r\u00e4ndringsledning<\/strong><\/td><td>F\u00f6r att skapa acceptans och nya arbetss\u00e4tt<\/td><\/tr><tr><td><strong>Strategisk styrning<\/strong><\/td><td>F\u00f6r att s\u00e4kerst\u00e4lla att helheten prioriteras<\/td><\/tr><tr><td><strong>Portf\u00f6ljstyrning<\/strong><\/td><td>F\u00f6r att prioritera resurser tv\u00e4rfunktionellt<\/td><\/tr><tr><td><strong>Kund- och anv\u00e4ndarcentrerad utveckling<\/strong><\/td><td>F\u00f6r att flytta fokus fr\u00e5n interna perspektiv<\/td><\/tr><tr><td><strong>Processutveckling<\/strong><\/td><td>F\u00f6r att optimera fl\u00f6den snarare \u00e4n funktioner<\/td><\/tr><tr><td><strong>Data- och beslutsstyrning<\/strong><\/td><td>F\u00f6r att skapa transparens kring prestation och resursutnyttjande<\/td><\/tr><tr><td><strong>Ledarskap<\/strong><\/td><td>F\u00f6r att etablera ett gemensamt ansvar f\u00f6r helheten<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Kompletterande omr\u00e5de: <strong>Chief of Staff-funktionen<\/strong><\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Just vid siloproblem \u00e4r detta omr\u00e5de s\u00e4rskilt relevant d\u00e5 det handlar om att etablera en organisatorisk funktion vars huvudsakliga uppdrag \u00e4r att koordinera, prioritera och f\u00f6retr\u00e4da helhetsperspektivet.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on\"\/>\n\n\n\n<h3 class=\"wp-block-heading ext-animate--on\">F\u00f6rslag till l\u00f6sning p\u00e5 kort sikt<\/h3>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>1. Inr\u00e4tta ett &#8221;Helhetsforum&#8221;<\/strong>. Ett tv\u00e4rfunktionellt styrforum etableras direkt under VD, generaldirekt\u00f6r eller h\u00f6gsta ledningen. Syfte:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Hantera fr\u00e5gor som sp\u00e4nner \u00f6ver flera organisatoriska omr\u00e5den.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Prioritera resurser ur ett organisationsperspektiv.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Identifiera konflikter mellan lokala och gemensamma m\u00e5l.<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Sammans\u00e4ttning:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">VD\/GD<\/li>\n\n\n\n<li class=\"ext-animate--on\">Chief of Staff<\/li>\n\n\n\n<li class=\"ext-animate--on\">Aff\u00e4rs-\/verksamhetsansvariga<\/li>\n\n\n\n<li class=\"ext-animate--on\">HR<\/li>\n\n\n\n<li class=\"ext-animate--on\">Ekonomi<\/li>\n\n\n\n<li class=\"ext-animate--on\">IT<\/li>\n\n\n\n<li class=\"ext-animate--on\">Operativ verksamhet<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>2. Kartl\u00e4gg organisationen utifr\u00e5n utsidan-in<\/strong>. Ist\u00e4llet f\u00f6r att utg\u00e5 fr\u00e5n organisationsschemat kartl\u00e4ggs:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Kundresor<\/li>\n\n\n\n<li class=\"ext-animate--on\">Medborgarresor<\/li>\n\n\n\n<li class=\"ext-animate--on\">Tj\u00e4nstefl\u00f6den<\/li>\n\n\n\n<li class=\"ext-animate--on\">Leveransfl\u00f6den<\/li>\n\n\n\n<li class=\"ext-animate--on\">Aff\u00e4rsprocesser<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Resultatet blir synligt:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Var kunder f\u00f6rloras.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Var v\u00e4ntetider uppst\u00e5r.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Var ansvar faller mellan stolarna.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Var resurser dubbelanv\u00e4nds.<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>3. Inf\u00f6r gemensamma KPI:er<\/strong>. Ett vanligt silosymptom \u00e4r att varje avdelning m\u00e4ts p\u00e5 egna m\u00e5l. Exempel:<\/p>\n\n\n\n<figure class=\"wp-block-table ext-animate--on\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Nuvarande<\/strong><\/td><td><strong>F\u00f6reslagen<\/strong><\/td><\/tr><tr><td><strong>Avdelningens budget<\/strong><\/td><td>Kundv\u00e4rde<\/td><\/tr><tr><td><strong>Lokala projektm\u00e5l<\/strong><\/td><td>Genomloppstid<\/td><\/tr><tr><td><strong>Egna leveranser<\/strong><\/td><td>Tv\u00e4rfunktionellt resultat<\/td><\/tr><tr><td><strong>Resursutnyttjande<\/strong><\/td><td>Total verksamhetseffektivitet<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Minst 30-50 % av ledningsgruppens m\u00e5l b\u00f6r vara gemensamma.<\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>4. Tills\u00e4tt en Chief of Staff<\/strong>. Organisationen beh\u00f6ver en funktion med mandat att:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Samordna ledningsgruppens arbete.<\/li>\n\n\n\n<li class=\"ext-animate--on\">S\u00e4kerst\u00e4lla tv\u00e4rfunktionell samverkan.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Synligg\u00f6ra organisatoriska beroenden.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Driva strategiska prioriteringar.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Vara &#8221;\u00e4gare av helheten&#8221;.<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Chief of Staff ska inte ers\u00e4tta linjechefer utan komplettera dem.<\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>5. Synligg\u00f6r resursanv\u00e4ndningen<\/strong>. Genom portf\u00f6ljstyrning skapas en samlad bild av:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Projekt<\/li>\n\n\n\n<li class=\"ext-animate--on\">Initiativ<\/li>\n\n\n\n<li class=\"ext-animate--on\">F\u00f6rb\u00e4ttringsarbeten<\/li>\n\n\n\n<li class=\"ext-animate--on\">Utvecklingsresurser<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">M\u00e5nga organisationer uppt\u00e4cker att samma specialist anv\u00e4nds i 5-10 initiativ samtidigt utan central samordning.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on\"\/>\n\n\n\n<h3 class=\"wp-block-heading ext-animate--on\">F\u00f6rslag till l\u00f6sning p\u00e5 l\u00e5ng sikt<\/h3>\n\n\n\n<h4 class=\"wp-block-heading ext-animate--on\">M\u00e5lbild: Fr\u00e5n funktionsorganisation till v\u00e4rdefl\u00f6desorganisation<\/h4>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Den l\u00e5ngsiktiga l\u00f6sningen \u00e4r inte att avskaffa specialistfunktioner utan att komplettera dem med styrning utifr\u00e5n v\u00e4rdefl\u00f6den. Organisationen f\u00e5r tv\u00e5 perspektiv:<\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>Vertikalt ansvar<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Kompetens<\/li>\n\n\n\n<li class=\"ext-animate--on\">Personal<\/li>\n\n\n\n<li class=\"ext-animate--on\">Budget<\/li>\n\n\n\n<li class=\"ext-animate--on\">Metoder<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>Horisontellt ansvar<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Kundnytta<\/li>\n\n\n\n<li class=\"ext-animate--on\">Leveransf\u00f6rm\u00e5ga<\/li>\n\n\n\n<li class=\"ext-animate--on\">Aff\u00e4rsresultat<\/li>\n\n\n\n<li class=\"ext-animate--on\">V\u00e4rdefl\u00f6den<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>Skapa en permanent strategisk samordningsfunktion<\/strong>. Exempel:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Chief of Staff Office<\/li>\n\n\n\n<li class=\"ext-animate--on\">Strategy Office<\/li>\n\n\n\n<li class=\"ext-animate--on\">Enterprise Transformation Office<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Ansvar:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Strategisk koordinering<\/li>\n\n\n\n<li class=\"ext-animate--on\">F\u00f6r\u00e4ndringsportf\u00f6lj<\/li>\n\n\n\n<li class=\"ext-animate--on\">Prioriteringar<\/li>\n\n\n\n<li class=\"ext-animate--on\">Ledningsst\u00f6d<\/li>\n\n\n\n<li class=\"ext-animate--on\">Organisationsanalys<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>Inf\u00f6r helhetsansvar i ledningsgruppen<\/strong>. Varje medlem ska:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Ansvara f\u00f6r sitt omr\u00e5de.<\/li>\n\n\n\n<li class=\"ext-animate--on\">Medansvara f\u00f6r hela verksamhetens resultat.<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Bonusmodeller, m\u00e5l och uppf\u00f6ljning m\u00e5ste spegla detta.<\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>Etablera kontinuerlig organisationsdiagnostik<\/strong>. Minst tv\u00e5 g\u00e5nger per \u00e5r genomf\u00f6rs analys av:<\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\">Samarbetsm\u00f6nster<\/li>\n\n\n\n<li class=\"ext-animate--on\">Beslutshastighet<\/li>\n\n\n\n<li class=\"ext-animate--on\">Kundupplevelse<\/li>\n\n\n\n<li class=\"ext-animate--on\">Interna beroenden<\/li>\n\n\n\n<li class=\"ext-animate--on\">Resursbelastning<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">P\u00e5 s\u00e5 s\u00e4tt uppt\u00e4cks nya silos innan de blir permanenta.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on\"\/>\n\n\n\n<h3 class=\"wp-block-heading ext-animate--on\">Ansvar och drivning (RACI)<\/h3>\n\n\n\n<figure class=\"wp-block-table ext-animate--on\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Aktivitet<\/strong><\/td><td><strong>VD<\/strong><\/td><td><strong>Chief of Staff<\/strong><\/td><td><strong>Ledningsgrupp<\/strong><\/td><td><strong>HR<\/strong><\/td><td><strong>Ekonomi<\/strong><\/td><td><strong>Verksamhet<\/strong><\/td><\/tr><tr><td><strong>Analys av silos<\/strong><\/td><td>A<\/td><td>R<\/td><td>C<\/td><td>C<\/td><td>C<\/td><td>C<\/td><\/tr><tr><td><strong>Kartl\u00e4ggning av v\u00e4rdefl\u00f6den<\/strong><\/td><td>C<\/td><td>A\/R<\/td><td>C<\/td><td>I<\/td><td>I<\/td><td>C<\/td><\/tr><tr><td><strong>Gemensamma KPI:er<\/strong><\/td><td>A<\/td><td>R<\/td><td>C<\/td><td>C<\/td><td>C<\/td><td>I<\/td><\/tr><tr><td><strong>Prioriteringsmodell<\/strong><\/td><td>A<\/td><td>R<\/td><td>C<\/td><td>I<\/td><td>C<\/td><td>I<\/td><\/tr><tr><td><strong>Portf\u00f6ljstyrning<\/strong><\/td><td>C<\/td><td>A\/R<\/td><td>C<\/td><td>I<\/td><td>C<\/td><td>I<\/td><\/tr><tr><td><strong>Samordningsforum<\/strong><\/td><td>A<\/td><td>R<\/td><td>C<\/td><td>I<\/td><td>I<\/td><td>I<\/td><\/tr><tr><td><strong>Organisationsf\u00f6r\u00e4ndring<\/strong><\/td><td>A<\/td><td>R<\/td><td>C<\/td><td>C<\/td><td>I<\/td><td>C<\/td><\/tr><tr><td><strong>Uppf\u00f6ljning av effekter<\/strong><\/td><td>A<\/td><td>R<\/td><td>C<\/td><td>C<\/td><td>C<\/td><td>I<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>F\u00f6rklaring<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list ext-animate--on\">\n<li class=\"ext-animate--on\"><strong>R<\/strong> = Responsible (utf\u00f6r arbetet)<\/li>\n\n\n\n<li class=\"ext-animate--on\"><strong>A<\/strong> = Accountable (ytterst ansvarig)<\/li>\n\n\n\n<li class=\"ext-animate--on\"><strong>C<\/strong> = Consulted (konsulteras)<\/li>\n\n\n\n<li class=\"ext-animate--on\"><strong>I<\/strong> = Informed (informeras)<\/li>\n<\/ul>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Nyckelprincipen \u00e4r att <strong>helheten m\u00e5ste ha en namngiven \u00e4gare<\/strong>. Utan detta kommer silot\u00e4nkandet att \u00e5teruppst\u00e5.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on\"\/>\n\n\n\n<h3 class=\"wp-block-heading ext-animate--on\">Behov av konsulter<\/h3>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Konsulter b\u00f6r endast anv\u00e4ndas d\u00e4r organisationen saknar kompetens eller beh\u00f6ver extern objektivitet.<\/p>\n\n\n\n<figure class=\"wp-block-table ext-animate--on\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Omr\u00e5de<\/strong><\/td><td><strong>Uppdrag<\/strong><\/td><td><strong>Insats<\/strong><\/td><\/tr><tr><td><strong>Organisationsutveckling<\/strong><\/td><td>Diagnostisera silos och styrmodell<\/td><td>Begr\u00e4nsad<\/td><\/tr><tr><td><strong>Verksamhetsarkitektur<\/strong><\/td><td>Kartl\u00e4gga v\u00e4rdefl\u00f6den<\/td><td>Begr\u00e4nsad<\/td><\/tr><tr><td><strong>F\u00f6r\u00e4ndringsledning<\/strong><\/td><td>St\u00f6d under implementering<\/td><td>Medel<\/td><\/tr><tr><td><strong>Chief of Staff-etablering<\/strong><\/td><td>Utforma mandat och arbetss\u00e4tt<\/td><td>Begr\u00e4nsad<\/td><\/tr><tr><td><strong>Portf\u00f6ljstyrning<\/strong><\/td><td>Inf\u00f6ra metodik och verktyg<\/td><td>Begr\u00e4nsad<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\">Viktigt \u00e4r att konsulternas uppdrag inkluderar kunskaps\u00f6verf\u00f6ring och avslutas n\u00e4r organisationen sj\u00e4lv kan driva f\u00f6rm\u00e5gan.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on\"\/>\n\n\n\n<h3 class=\"wp-block-heading ext-animate--on\">Sammanfattning och kort handlingsplan<\/h3>\n\n\n\n<figure class=\"wp-block-table ext-animate--on\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>\u00c5tg\u00e4rd<\/strong><\/td><td><strong>Ansvarig<\/strong><\/td><td><strong>Tidshorisont<\/strong><\/td><td><strong>F\u00f6rv\u00e4ntat resultat<\/strong><\/td><\/tr><tr><td><strong>Genomf\u00f6ra silodiagnos<\/strong><\/td><td>VD + Chief of Staff<\/td><td>Omg\u00e5ende<\/td><td>Gemensam problembild<\/td><\/tr><tr><td><strong>Kartl\u00e4gga v\u00e4rdefl\u00f6den<\/strong><\/td><td>Chief of Staff<\/td><td>1-3 m\u00e5nader<\/td><td>Synligg\u00f6r beroenden och flaskhalsar<\/td><\/tr><tr><td><strong>Inf\u00f6ra helhetsforum<\/strong><\/td><td>VD<\/td><td>1 m\u00e5nad<\/td><td>Snabbare samordning<\/td><\/tr><tr><td><strong>Etablera gemensamma KPI:er<\/strong><\/td><td>Ledningsgrupp<\/td><td>2-4 m\u00e5nader<\/td><td>Minskad suboptimering<\/td><\/tr><tr><td><strong>Inf\u00f6ra portf\u00f6ljstyrning<\/strong><\/td><td>Chief of Staff<\/td><td>3-6 m\u00e5nader<\/td><td>Samlad resursstyrning<\/td><\/tr><tr><td><strong>Etablera permanent samordningsfunktion<\/strong><\/td><td>VD<\/td><td>6-12 m\u00e5nader<\/td><td>\u00c4garskap f\u00f6r helheten<\/td><\/tr><tr><td><strong>Transformera mot v\u00e4rdefl\u00f6desstyrning<\/strong><\/td><td>Ledningsgrupp<\/td><td>12-36 m\u00e5nader<\/td><td>Varaktig eliminering av silos<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><strong>K\u00e4rnan i l\u00f6sningen \u00e4r inte fler m\u00f6ten eller nya processer. K\u00e4rnan \u00e4r att skapa ett permanent och tydligt mandat f\u00f6r n\u00e5gon att \u00e4ga, samordna och utveckla helheten.<\/strong> I m\u00e5nga organisationer \u00e4r just en stark Chief of Staff-funktion den saknade l\u00e4nken mellan strategi, ledning och operativ verklighet.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on\"\/>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><a href=\"https:\/\/chiefofstaff.se\/start\/chief-of-staff\/\">G\u00e5 till sammanfattningssidan-&gt;<\/a><\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><a href=\"https:\/\/en.wikipedia.org\/wiki\/Prioritization\" target=\"_blank\" rel=\"noopener\">L\u00e4s mer om prioritering-&gt;<\/a><\/p>\n\n\n\n<p class=\"ext-animate--on wp-block-paragraph\"><a href=\"https:\/\/chiefofstaff.se\/start\/affarsproblem\/silos\/\" target=\"_blank\" rel=\"noopener\">G\u00e5 till aff\u00e4rsproblemet med organisations silos-><\/a><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity ext-animate--on is-style-wide\"\/>\n","protected":false},"excerpt":{"rendered":"<p>Varf\u00f6r det inte alltid \u00e4r optimalt med organisationssilos Organisationer av olika slag, har med tiden kommit att bli allt effektivare i sina enskilda delar och samtidigt fungera allt s\u00e4mre som helhet. Under l\u00e5ng tid har specialisering, uppdelade ansvarsomr\u00e5den och separata budgetar bidragit till ett arbetss\u00e4tt d\u00e4r varje funktion utvecklar sina egna m\u00e5l, prioriteringar och processer. [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":416,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-with-title","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"footnotes":""},"wf_page_folders":[58],"class_list":["post-1920","page","type-page","status-publish","hentry"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.5 - aioseo.com -->\n\t<meta name=\"description\" content=\"Varf\u00f6r organisations silos skapar suboptimering och hur ett helhetsforum och Chief of Staff kan ena v\u00e4rdefl\u00f6det f\u00f6r b\u00e4ttre kundnytta.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"msvalidate.01\" content=\"8143a87b849842d4a5414370d2feac17\" \/>\n\t<link rel=\"canonical\" href=\"https:\/\/chiefofstaff.se\/sv\/start\/affarsproblem\/silos\/losning-organisations-silos\/\" \/>\n\t\t<meta name=\"generator\" content=\"All in One SEO Pro 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