Change Support
Keeping the change process on track when conditions change.
The implementation of change processes reveals which assumptions hold true, where new questions arise, and how decisions impact the organization. Change management helps you identify these developments early, assess them, and align your next steps accordingly.
We complement your internal team’s experience with a neutral external perspective, change expertise, and additional implementation capacity.
The role we play depends on the current stage of your change process and the tasks your internal team is already handling.
What does your change process need in the current phase?
Tell us where your change process stands right now. In a no-obligation consultation, we’ll look together at what kind of support might be helpful in your current situation.
We start where your change process is.
You can have us by your side for the entire change process, or exactly where additional support is needed.
From start to finish
If you want comprehensive support throughout your change process, we connect the various levels of the transformation: from alignment and change architecture to communication and participation, all the way to implementation, reflection, and adaptation. Our holistic approach helps to consider strategic goals, organizational impacts, and the concrete work of people together, ensuring that individual measures are effectively integrated.
Before the start,
Organizing the implementation
Change architecture, measures, and communication approaches have already been developed. Now it’s about turning them into a workable process. We build on existing concepts, define the next steps, take over work packages as needed, and support the internal team with management and coordination.
Adjusting the ongoing process:
We work closely with internal change teams and can also build upon the work results of other consultancies or project partners.
Change agents as a link to the organization
: For larger change initiatives, change agents or internal multipliers can help to communicate changes throughout the organization, gather feedback, and strengthen communication with the change team. If employees need to be specifically prepared for this role, we offer suitable change management training and development programs .
More scope for action for your internal change team
External change management complements the knowledge and responsibility within your organization. It brings additional attention to developments in the process, expands the available options, and takes over tasks where your team needs relief.
Identify challenges earlier
Feedback, observations, and different perspectives reveal where new tensions or areas for action are emerging. This allows your team to assess developments and react earlier.
Expanding options for action
When circumstances change or the existing approach is no longer viable, we contribute additional perspectives, change management experience, and methodological approaches. This leads to the development of alternatives that can be jointly assessed for their suitability to the current situation.
Relieving the internal change team
Change managers often oversee change processes in addition to many other responsibilities. We take over agreed-upon process tasks and specific work packages so that internal resources can be deployed where organization-specific knowledge and responsibility are particularly important.
Use a neutral outside perspective
Those who are part of a change experience interests, relationships, and routines from a particular perspective. External sparring helps to view patterns and tensions from an additional point of view and to examine one’s own assumptions.
Change management means iterative adjustments.
Complex change processes evolve during implementation. New information, feedback, and impacts may necessitate adjustments. Therefore, we combine a clear framework with continuous monitoring and reflection. Insights gained from the process are directly incorporated into our further actions.
USE FEEDBACK AND PULSE CHECKS DELIBERATELY
Feedback loops and pulse checks reveal how change is perceived, where measures are effective, and what questions or tensions arise. This allows relevant developments to be incorporated into further management at an early stage.
REVIEWING AND ADJUSTING ASSUMPTIONS
What seemed plausible at the beginning may not remain valid later on. We compare assumptions with the experiences gained from implementation and derive adjustments for measures, priorities, or procedures from this.
TAKE ON SPECIFIC WORK PACKAGES
If required, we take on agreed work packages or individual initiatives. This relieves the internal change team and creates additional capacity for implementation.
Providing guidance while remaining adaptable
A complex change process requires sufficient clarity so that those involved can make decisions and take action. At the same time, the approach must remain open enough to incorporate new insights.
Therefore, the following principles, among others, are relevant to our change management:
Establish a framework for orientation,
A clearly defined target corridor and clear guidelines provide direction without predetermining the entire path.
integrate different perspectives,
The perspectives of relevant stakeholders reveal impacts and tensions that are easily overlooked from a single perspective.
create transparency, and
Decisions, developments, and open questions should be comprehensible. Transparency makes it easier for those involved to understand the change process.
plan for observation and reflection.
Feedback loops and reflection formats make learning an integral part of the change process and create a basis for targeted adjustments.
Rethinking change management
Rethinking change management:
Effective design principles for complex change processes
Why clarifying principles is the most important step in change and transformation processes
Our change management qualifications
Change topics at a glance
Frequently Asked Questions
What is change management?
When is external change management beneficial?
External change management can be beneficial when a change initiative involves many stakeholders or dependencies, when internal change managers require additional capacity, or when new questions and tensions arise during the process. An external perspective can also help to review internal assumptions and established patterns.
Can change management also intervene in an ongoing process?
How do external change management and the internal change team collaborate?
The internal team contributes knowledge about the organization, its history, and the stakeholders. We complement this experience with change management expertise, sparring, methodological support, and additional implementation capacity. Tasks and responsibilities are defined according to the specific project.
What tasks can external change management undertake?
The scope depends on the specific circumstances of the change process. Possible services include sparring and process management, feedback loops and pulse checks, support for individual initiatives, and the taking over of clearly defined work packages.
How is a change process adapted when the situation changes?
New information and experiences from implementation are regularly evaluated. Together, we examine which assumptions remain valid, what effects become apparent, and where measures or procedures should be adjusted.