Planning and implementing change using a purely top-down approach is a recipe for frustration. Because changing the corporate culture involves people and their emotions, and it can only succeed by considering the organization as a whole.
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cidpartners provides support to people and organizations in change processes. We focus on state-of-the-art organizational development, comprehensive change management and facilitate the communication of change processes. We begin with the status quo and then guide, involve and empower corporate units and individuals at every stage.
Few people are enthusiastic when they hear about a planned change project in their company as they usually prefer things to stay as they are. This tendency towards resistance and non-acceptance is exacerbated when consultants are called in to design the process. We often find that this is where we have to begin.
As it happens, a change process generally doesn’t turn everything on its head. Rather, it is about implementing new aspects, beneficial repositioning and enhancing existing structures in a way that makes sense.
When a change ‘threatens’ to descend on them, employees are often unconvinced of the need for it – depending on how far-reaching it is. Or even worse: they actively reject the proposed measures. This often applies to key protagonists in the change process, the managers. While the (management) structure is undergoing change, managers should be kept motivated and encouraged to stay with the company.
The question also arises of how to manage change without neglecting day-to-day business? And how can a corporate culture that has established itself over years or decades be changed sustainably? Without appearing to disparage the company’s previous identity and development?
cidpartners is a transformation consulting firm that provides many companies from different industries with expertise in the planning and implementation of change processes.
cidpartners helps companies and organizations in the strategy, communication and the concrete implementation and project management of change processes. All change processes differ from each other, yet some common factors are important for a successful outcome:
