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we empower future readiness
Never confuse movement with action

Transformation Alignment

Today one always talks about Transformation when considering the redesign of organisations or organisational departments. This transformation is only successful when following key factors are present:

  • useful objectives
  • seriousness at the top management level
  • grounded decisions and dedicated responsibility to obtain results
  • mutual commitment, not only rhetorical
  • knowledge regarding the behaviour of systems and people
  • competence in applying methods

This means: transformation requires clarity, because clarity creates trust, trust gives confidence and confidence provides space for development. Consequently, clarity always consists of three components: cognitive understanding, emotional understanding and commitment. 


In the course of our 20 years of consulting in transformation processes we have developed the following principles:

  • top-down guidelines as an underlying framework including feedback loops
  • end-to-end as well as pragmatic transformation architecture (step-by-step approach to invite employees to co-create the process)
  • content is the driving force of the transformation project
  • implementing "change governance systems" including key performance indicators to monitor the process and to demonstrate success
  • process design, attendance and controlling through change facilitators
  • target group oriented, focused communications and interaction
  • creating an environment that fosters the "change-readiness" of employees concerned

Topics in the Field of Transformation Management - Alignment


  • Organisational diagnosis
  • Departmental diagnosis
  • Organisational design
  • Strategy/case for action workshops
  • Vision workshops
  • Stakeholder Management