It is one of the biggest management challenges of our time: around 70% of all change projects fail to achieve their objectives.
Why? Because change is often treated as a theoretical concept - instead of what it really is: a profound change in behaviour throughout the entire organisation.
Regardless of the change trigger and scope of the change one thing determines success: Are the people involved?
New strategic direction
→ e.g. a new purpose, new markets or business models
Adjustments to the operating model
→ e.g. reorganisations, restructurings or M&A integrations
Changed behaviour and mindset
→ e.g. new management models, agile collaboration or cultural change
Do you have an acute need for change and are looking for support for the right preparation and planning?
Do you already have a clear target vision? Do you need someone to implement the change?
Is change becoming a necessary core competence of your organisation? Do you want to make your managers and teams "change ready" and strengthen their role as change drivers?
Is your approach to change ready? Need a CMO to manage the implementation?
"Change management influences behaviours through targeted interventions so that organisations achieve their business change objectives in the long term."
Successful change management ensures that new behaviours are not only planned, but actually anchored in the organisation. This requires targeted, effective interventions - at an individual and structural level. Change is not just about strategy - it is about action.
Change needs two levels. Change only happens when individual behaviour and structural framework conditions work together.
Change must happen in everyday life. Theory is not enough - change must be tangible in business reality.
Change is not an extra project. Change only works if it is integrated into existing routines.
Managers are the key. They must not only steer, but also act as role models for change.
Change can be fun. Participation, interactive formats and tangible successes create real motivation.
Change is not a linear process. Iteration, continuous learning and adaptation are essential.
Our consulting approach centres on one principle: change only succeeds through active action. New behaviours are not created through declarations of intent, but through application and repetition.
Do you have a specific need for change or would you like to prepare your organisation for future changes? Then let's get talking.
Our change experts will provide you with customised and practical support:
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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 firmly anchored in the corporate culture.
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:
This model focusses on the individual level and comprises five key areas:
This classic model divides the process into three phases:
Kotter developed eight steps to effectively lead change management:
The McKinsey Influence Model focusses on psychological and cultural factors. The approach is to create an environment and general support for change through four primary levers. The focus is that successful change is based on the intrinsic motivation of people, which can be promoted through targeted mechanisms.
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.
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 crucial to winning managers over to the change and motivating them to promote the successful implementation of change 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:
In this challenging task, undconsorten is at your side as an experienced and 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.
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.
