A MULTI-LEVEL APPROACH FOR SUCCESSFUL CHANGE
Real change needs real development. Change management is all about achieving sustainable transformation. Regardless of whether it is driven by the need to adapt to changing market conditions or to the new challenges of the digital age.
In change management it is important to think and act holistically. Those affected, be it individual employees, teams or managers, should first be encouraged to participate and then be won over as proponents and incorporated into the process. Targeted development of competence and know-how in the company and consideration of specific realities within the company also play significant roles. Combined with fresh thoughts, ideas and methods.
COMMON REASONS FOR CHANGE MANAGEMENT
- Strategic reorientation
- Digitization initiatives
- Mergers and acquisitions
- Cultural change
- Lack of skilled workers
- Changes in the market and competitive environment
- Changing customer expectations
WHAT MAKES FOR GOOD CHANGE MANAGEMENT?
Change management involves certain essential core tasks. Once the goals and the procedure have been agreed upon, the essential remit is to involve management and employees and to implement the necessary measures. One crucial task is to initiate comprehensive communication and participation on a broad basis. Another is to motivate people at all levels to accept change and create a positive sense of journeying to a better place.
A basic framework should be set up by finding answers to important questions:
- Where do we stand at present?
- Where does the company want to go?
- What is our strategy?
- What do we have to consider as far as the overall system is concerned?
HIn addition, there are questions aimed at the integration of individual areas, teams and individuals:
- Which specific needs have to be considered?
- Who is likely to feel negatively affected?
- What do we anticipate in terms of disagreement and criticism?
Another indispensable part of change management is a thorough analysis of new aspects of leadership. Managers must be given the means to fulfil the demands of their new roles and tasks. At the same time, employees should have the opportunity to make progress into new areas of competence and skill at an early stage so that they do not feel left behind.
EXPERTISE AND FLEXIBILITY - WITH CIDPARTNERS
cidpartners is a consultancy for organizational development offering across-the-board support for change projects – from their conception, communication and implementation to the qualification of managers and employees. We develop individual solutions that take account of our clients’ current situation and implement what they really need.
We also enjoy working together with other management consultancies or building on intermediate results.
Interdisciplinary and Cross-Industry Expertise
Our clients benefit from our comprehensive experience gained in numerous change projects in various industries and organizations, as well from our expertise in a broad range of disciplines.