what is change management?

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The terms 'change' and 'transformation' are used to describe the process of moving from one state to another. A desired change can relate to different areas—e.g. structure, organisation or culture. Therefore, a change can range from a small project to a merger. While organisational development focuses inwardly on people, processes and structures, the economically based change management approach focuses more on strategies in addition to processes and structures; above all, it permanently considers the environment. However, we question whether change can be 'managed' or whether it is not rather a question of change accompaniment. In our workshops, we combine the attitudes, approaches and tools from organisational development and change management.

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why change management?

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In today's world, where everything is in a constant state of change, it is important to win employees over to change projects. They should be supported in shaping change projects and in following the path of change.

 

The following four topics illustrate why projects fail:

 

1. Resistance from managers and employees

2. Lack of project management

3. Too fast a pace of change

4. Unclear objectives and vision

 

The main reason for the resistance of some managers is the fear of losing influence and status. Resistance on the part of employees is due to their feeling that they are not being sufficiently accompanied emotionally when it comes to the change.

 

Only the holistic accompaniment of the change with targeted consideration of the known reasons for failure can lead the change project to success.

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what do we offer

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Based on our extensive experience in the implementation of national and international change projects, we offer a change management workshop with a suitable mix of theory, best practice cases from the field, an exchange platform for the participants and direct testing of tools.

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HOW DOES THE CHANGE MANAGEMENT WORKSHOP WORK?

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Preparation (approximately two/three weeks in advance)

 

• Participants are asked about their change management knowledge, their experience with approaches and methods, and their current questions on the topic.

• If necessary, participants can bring in their own topics or topic wishes.

 

Workshop

 

• Explanation of the terms 'transformation' and 'change' (theory), and transparency about the level of knowledge and experience within the group of participants.

• Introduction to the theory of change management, e.g.:

  • Roles in change management, such as the change agent.

  • Five basic emotions, by Luc Ciompi.

  • Emotional change curve according to Kübler-Ross.

  • Acceptance matrix by Mohr, Woehe, and Diebold.

  • Eight-step model according to Kotter.

• Direct work with the presented approaches and tools in small groups (working in small groups). 

 

Follow-up

 

• Summary of workshop contents (reading box).

• Dispatch of tasks and exercises to deepen what has been learned.

 

How can your employees benefit?

 

• They will know what is behind the term 'change management'.

• They will get to know the well-known change approaches, models and methods.

• They will learn many best and worst practice examples from real customer projects.

• They will actively exchange ideas with other participants in the company on the topic of change management in general, current change projects and concrete challenges, and discuss them in small groups.

• They will take away new impulses on the topic of change management for themselves and their teams.

• They will apply the tools shown directly.

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