Create a basis
Today, we always talk about transformation when we are talking about the far-reaching reorganization of companies or areas of a company. Find out how transformation processes should be fundamentally aligned. Transformation needs clarity, because clarity creates trust; trust creates security and security creates space for development. Clarity always consists of three components: cognitive understanding, emotional understanding and commitment.
Transformation succeeds when...
- clear goals and a strategic framework for action are defined,
- leadership takes responsibility seriously,
- decisions are made in a binding manner,
- mutual obligation creates commitment,
- systemic thinking and sound methodological expertise are applied.
In over 25 years of supporting transformation projects, we have developed tried-and-tested principles that will guide you safely through your change:
Top-down guidelines as a clear frame of reference - with regular feedback loops
A consistent, pragmatic transformation architecture with a snowball system to gradually involve your employees in the co-design process
Factual topics as drivers for sustainable change
Implementation of a change governance system with defined key performance indicators to manage and demonstrate your transformation successes
Process design, support and controlling by experienced change facilitators
Target group-oriented communication and targeted interaction for maximum impact
Creation of an environment that actively strengthens the change readiness of your organization
With these principles, you create the conditions for structured, effective and sustainable change - instead of actionism.
Our expertise (excerpt):
| Organizational diagnosis | Future Story Design |
| Organizational Design | Guiding Principles and Values |
| Organizational Excellence Model | Proactive Stakeholder Management |
Align
Successful transformation begins with a clear and transparent architecture that provides orientation for everyone involved.
We support you in strategically aligning your transformation and ensuring that everyone in the organization understands and implements the need for change.
Clearly align the transformation
Define a clear strategic framework for action, translate it to all levels and make responsibility and goals visible to everyone. Through clear communication, active involvement of your employees and continuous feedback, you create a common understanding - and set your transformation up for long-term success.
Define a strategic framework for action - clearly formulate the overarching need for change and transfer it to all levels.
Define responsibility and measures - managers and employees work out their own need for change, identify contributions and implement goals.
Ensure communication and feedback - clearly communicate the strategic framework and create a common understanding with continuous feedback loops.
The central questions that we clarify together:
Is the overarching need for change understood?
Have the right conclusions been drawn for your own area?
Which area-specific and overarching measures can be derived from this?
What does the need for change mean for your management and work behavior?
Where is support needed?
With a stringent transformation architecture, you create clarity, promote responsibility and ensure that your change is implemented in a strategically effective and sustainable manner.
Our expertise (excerpt):
Transformation architecture: systemic, customized
| Transformation facilitator identification & training |
| Program management | Transformation - story-telling, communication concept |
| Quality assurance and performance measurement |
Get on the road
Transformation must not be limited to actionism.
An effective transformation requires a clear decision in favor of a top-down approach - combined with the active involvement of change facilitators and multipliers who drive the process forward. Line management always remains responsible for implementation and ensures that measures are consistently embedded in day-to-day operations.
We support you with a structured approach that makes an impact:
Top-down approach - clear guidance right from the start
Change facilitators & multipliers - drive change in all areas
Line management with responsibility - consistent implementation in day-to-day business
Structured controlling - clear performance indicators, process control and use of quick wins
Focus on factual issues & psycho-social dynamics - keep an eye on both levels
Dual management principle of "challenge & support " - balance between performance orientation and support
In this way, you create the basis for a transformation that is not only planned, but also lived and sustainably anchored.
Our expertise (excerpt):
| Program management | Communication work |
| Operational process management to secure results | Team development, Team-Maturity-Check® |
| Supervision and sparring | Facilitator - Programs |
| Sounding board support | Management of transformation workshops |