Change Management: The willingness to change makes organisations successful in the long term
Important decisions in organisations sometimes require far-reaching changes. This can be triggered by changes in strategy, restructuring and efficiency programmes, acquisitions or organisational changes.
Changes are more than just the implementation of blueprints. At its core, it is always about people whose behaviour and cooperation must change. Change can only be successful if both are successful.
Challenges and solutions
Major changes are stressful and individual for the organisation, they lead to uncertainty - and reactions that can range from stress and fear to resistance. At the same time, the success of organisations is increasingly determined by how quickly and effectively they can implement major changes.
As a hidden champion for change management, we support our clients in taking a holistic approach to change in order to successfully master both substantive and human challenges. Depending on the initial situation and the client's wishes, we provide strategic sparring, conceptual development or comprehensive operational support during implementation. We use proven methods and tools to develop customised solutions for our clients.
Examples from our consulting practice
Are you facing a strategic change in your organisation? Or do you want to empower your managers to bring about effective change in your organisation? Then we should talk to you.
Our experts look forward to hearing from you!
Our change approach includes
- Proven, scientifically sound methods that combine psychology and business reality,
- a broad mix of ready-to-use virtual and analogue (⇓ and ⇑) change products and formats,
- state-of-the-art project management with agile management approaches and an iterative approach,
- focussed tackling of relevant business challenges with fast learning cycles instead of less effective theoretical concepts,
- modern, multimedia change nuggets and communication formats for understandable and tangible change content and
- comprehensive expertise in organisational structures, processes and team dynamics.
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Making transformation child's play
When employees ask seemingly trivial questions, it shows a genuine interest in the change. The confidence to ask these questions speaks in favour of a culture of openness, which should definitely be encouraged.
Successfully implementing changes in the company
Far-reaching changes in companies are often complex and affect many aspects of the organisation. For the successful implementation of such planned changes, it is crucial to involve the entire organisation and clearly define what is to be achieved. The employees affected play a central role in this. It is important that they are not only informed about the upcoming changes through change management, but that they are also actively involved in the process of restructuring the company. This creates understanding and acceptance for the change and enables employees to identify with the desired goals and work towards achieving them.
Successful implementation requires clear goals and open communication. Every step of the change process should be transparent so that everyone involved can understand the progress and adapt to it. Open communication channels help to address employees' concerns and suggestions and involve them in the change process. This promotes the commitment and motivation of employees to actively support the implementation of change.
It is essential that the entire organisation - from the management level down to the individual team members - works together on the planned changes. Every single person in the organisation should understand how the change affects them and how they can contribute to achieving the common goals. This is the only way to ensure that the changes are not only implemented, but also sustainably anchored in the corporate culture.
Change management models
In change management, there are various models that help to successfully shape organisational change. Each model offers a unique approach to realising the desired goals. Here are the three best-known change management models that have proven themselves in practice:
Lewin's model of change
This classic model divides the process into three phases:
- Unfreeze: This is where the need for change is recognised and communicated. The aim is to break down old ways of thinking and create a willingness for change.
- Change: In this phase, new processes, ideas and behaviours are introduced. This is the time when the actual transformation takes place.
- Refreeze: The aim of this phase is to stabilise the new approaches and anchor them in the organisational culture.
Kotter's 8-step model
Kotter developed eight steps to effectively lead change management:
- Create urgency: The key is to create a sense of urgency for change.
- Build a leadership coalition: Key people in the organisation are brought together to support the change.
- Develop vision and strategy: A clear vision for the future and the necessary strategy are developed.
- Communicate the vision: The vision must be effectively communicated to all stakeholders.
- Remove obstacles: Resistance to change is identified and overcome.
- Ensure short-term successes: Small but visible successes are achieved and celebrated early on.
- Consolidate successes and initiate further changes: Building on initial successes, further changes are initiated.
- Anchoring new approaches in the culture: Change is firmly anchored in the corporate culture.
ADKAR model
This model focusses on the individual level and comprises five key areas:
- Awareness: The understanding of the need for change
- Desire: The personal motivation to participate in change
- Knowledge: The knowledge of how to implement the change
- Ability: The ability to implement the change
- Reinforcement: Measures to make the change sustainable
Change management takes time
Change management is not a sprint, but a marathon. Careful planning and clear communication are essential, but they take time. It is important to give each step of the process enough space to ensure that the changes are effectively implemented and accepted by all involved. Quick fixes can lead to incomplete results or even failure of the change.
When managers prevent change
A critical factor that can influence the success of change management is the attitude of managers. Managers must not only develop and communicate the vision and strategy, but also act as role models for change. However, if they resist or do not fully support the necessary changes, this can hinder the entire process of organisational change. Effective communication and the setting of concrete goals are critical to engaging leaders in change and motivating them to promote the successful implementation of change management.
Change management is project management
In today's rapidly changing world, continuous change is inevitable. New Work represents the evolution of the world of work, manifested in trends such as remote working or the 4-day week. At the same time, global developments such as digitalisation and the interdependence of world trade present companies with complex challenges: Processes are becoming more complex, industries more dynamic.
In this context, change management is not only relevant, but crucial for companies to adapt and thrive. The term VUCA world - an acronym for Volatility, Uncertainty, Complexity, Ambiguity - reflects precisely these challenges. Through effective change management, companies can not only maintain their turnover at a high level, but also grow and develop sustainably.
Would you like to find out more about VUCA, the VUCA model and VUCA BANI? Immerse yourself in the world of VUCA and find out everything you need to know about this phenomenon in project management.
Implementing change management is a complex endeavour that requires clear planning and effective strategy. It is a form of project management that takes into account both the short-term goals and the long-term vision. Here are some key aspects of how change management can be successfully implemented:
- Involve affected employees: It is crucial to actively involve the employees who will be affected by the change in the process. This not only creates acceptance for the upcoming changes, but also utilises their valuable feedback and knowledge.
- Clearly communicate the impact of change: Open and honest communication about the impact of change - both the positive and potentially negative consequences - is critical to success.
- Consider social change: Change management takes into account not only the technical and organisational aspects, but also the social changes within an organisation when it comes to restructuring in companies.
- Set short-term goals and make successes visible: By setting and achieving short-term goals, quick wins can be achieved, boosting confidence in the process and supporting long-term success.
- Systematically implement comprehensive changes: A systematic approach is essential to successfully implement comprehensive change in organisations.
In this challenging task, undconsorten is your experienced and award-winning partner. award-winning management consultancy. We support you in accompanying change processes, provide important information and resources and help you to successfully implement your change management initiatives. Our experts work closely with your teams to ensure that all aspects of change are considered and employees are supported every step of the way.
Change management FAQ - everything important at a glance
Do you have any questions or are you interested in exploring a possible collaboration with undconsorten? Get in touch with us - we will help you further.
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