A change in the organization, e.g. through a new strategic orientation or a merger is a delicate change of “key”. This is only possible if all employees play their part in the implementation. I accompany the change in your company – analytically, holistically and systematically.
I attach great importance to the fact that all participants have a clear goal in mind. That they understand why there must be change. That they are motivated to contribute to the successful implementation of change. And that there are realistic timetables.
From my point of view, the following factors are important if you want to be successful in a change management situation:
- Clarity with regard to the goals
- Participation of those concerned
- Change as a constant process of dealing with and adapting to changing external conditions
- Transparency about roles, responsibilities and parties involved
- Comprehensive, continuous and honest communication right from the start
- Closed, decisive and at the same time sensitive action and leadership by the management
- difficulties and crisis in the change process to be put on the table – and clarify the issues
- fast delivery of first visible achievements and milestones
Most important, in my opinion, is the attitude of the management and its willingness to face the manifold challenges of the change process with all its surprises. This also means being open to learning and understanding one’s own difficulties and fears as well as the worries and fears of the employees.
An attitude of questioning and searching for solutions combined with continuous monitoring of the process creates an important basis for this – also for one’s own credibility towards the employees.