SPID up Partnership Management

Anticipating organizational dynamics

Companies join forces to gain benefits that neither partner could achieve by itself. This mutual need drives companies to search for partners with complementary competencies and technological or human resources that help both companies improve their market share and position.
Once the decision has been made, a powerful toll is required for planning and managing the integration of value creation process of both companies (partners) that would become involved in the value creation process of the new structure.

A new Partnership Management approach through SPIDTM

  • Partnerships can be assimilated to all the value exchanges between different value centres as individuals, communities and companies.
  • Sharing knowledge and competencies with the partner it is essential for the partnership success. In the same time, companies must know how value is created in the partnership from the combination of their intangible and tangible elements, where and how to look at specific values exchanged within the partnership, what and how to protect.

The strategic actions axis of SPID™ for Partnership Management

  • Clearly define the responsibility for each partner, for each process and activity.
  • Based on the analysis of processes/activities and taking into account the responsibilities of each partner, there are defined value centres through which it is possible to create, share, monitor and manage the values to be exchanged in the partnership.
  • Define working areas for the existing communities for both involved partners.
  • Identify the value flows inside each working community and between them.
  • The value contribution recording is supported by the functionality of predefined circuits of vehicles (documents) by means of workflow.
  • Partnership balanced scorecards: rate of exchanged values with the partner in the setting-up and exploitation phases, rate of the created value for partnership, rate of formalized know-how, rate of captured know-how, rate of the developed competence in the new organization.