- How do you implement changes in your company?
- Are you currently reorganizing or implementing changes, and you have realized resistance but are not yet sure how to deal with it?
- How do you engage the respective executives and employees when implementing change?
- How do you train changes?
- Do you achieve the desired results?
- Methodical support of the change process to implement changes
- Facilitation of meetings or workshops
- Designing communication concepts and communication materials
- Designing training concepts and conducting trainings
One of the main success factors of an organization today is the ability to change. Examples for change are e.g., implementing new strategies, introducing new structures, systems or processes, or changing attitudes and behaviors.
Change Management comprises all activities that induce a change in an organization or a part of an organization.
Employees are usually skeptical towards changes. Changes are often perceived as dangers or risks and lead to insecurity about the future. The less understanding employees have about the changes and their future, the more the risk of a failure increases.
One important aspect of change management therefore is the early information and preparation of the involved employees (stakeholders) for the changes to come by comprehensive and adequate communication and training measures.
Another aspect is the dedicated commitment of the responsible (upper) management to the planned changes as based on my experience change usually can only be implemented successfully in a top-down approach. Managers need to act as a role model, and this responsibility cannot be delegated.