Change Management

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As Change Management experts, we know that the successful implementation of change processes in companies can only take place with the support of the employees: They must be actively involved in the process. Otherwise doubts and reservations will obstruct the implementation process and missing information will lead to a lack of commitment. Change Management is the success factor in every project that prepares people and successfully guides them through the change.

 

Change Management is the planned management of change processes from an initial to a target state and it includes all aspects of implementation. The motto according to the former CEO of General Electric, Jack Welch is: "Drive change or it will drive you".  Regarding to this, it is reckless to think that change would leave a company and its employees untouched. Not only technologies are changing, but there are always procedural changes, changes in collaboration or even organizational changes. Many companies have already learned the hard way because they "let it happen". Our goal is to prepare our customers for this challenge in the best possible way and to actively help shape the change.

 MAIN REASONS FOR CHANGE MANAGEMENT

All changes have one thing in common: Everyone will be forced to leave their comfort zone and face a new situation. This applies to executives as well as employees. Leaving the comfort zone inevitably leads to reservations, doubts or uncertainty. So that these feelings do not have a negative impact on the project success, it is necessary to actively involve the employees in the change process. For that Change Management will be helpful. By using strategic Change Management, following goals can be achieved:

  • Commitment of those affected to the upcoming change
  • Increase the probability of project success
  •  Return on investment through the acceleration of the adaptation of the change and the higher degree of involvement of those affected in the change processes
  • Sustainability through the development of change competencies in the organization

PROFESSIONAL CHANGE MANAGEMENT WILL HELP THE EMPLOYEES IN THE LONG TERM TO WORK MORE PRODUCTIVE AND IMPLEMENT THE CHANGE PROCESSES


Source based on: Gattermeyer, W. (2001). Change Management und Unternehmenserfolg. Grundlagen, Methoden, Praxisbeispiele, Wiesbaden: Dr. Th. Gabler Verlag.



GOOD CHANGE MANAGEMENT INCREAsES THE PROBABILITY OF ACHIEVING THE PROJECT GOALS BY A FAKTOR OF SIX!




  WHEN WILL CHANGE MANAGEMENT BE POSSIBLE?

​No matter what kind of organization or type of change it is  - change can be planned and thus be controlled. For example, the measures that have to be taken for an ad hoc change with many affected employees in a large organization is different to those that have to be taken for a slow change with fewer affected employees in a small company. It also makes a difference how the organization has gone through past change processes, whether it is generally more conservative or open to changes and whether the change is necessary (and is therefore often driven by external factors) or whether it is an intentional development of the company - Nevertheless: Change Management offers sufficient measures for each individual change - on an organizational, departmental and individual level.

The basic idea behind the entire Change Management process is that all steps are passed equally by everyone - some people will pass them faster and some others not quite as fast. Nevertheless, all people experience the same steps during the change - this makes it calculable and therefore plannable. With our proven conceptual approach, we are able to develop the best individual measures for each change.

 APPROACH OF CHANGE MANAGEMENT DURING THE PROJECT

 

The main task of Change Management is to intervene in the adaptation processes in a targeted and active, strategically intelligent and effective way. Change Management is thus a strategic capability of the organization with the aim to increase the ability to accept and react to changes.  

As you know: Change does not end with the project. Therefore, the willingness and ability to shape change is the key to success, also for future changes.

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Contact

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Andreas Palsbröker

Managing Director Rödl Dynamics GmbH

+49 731 725573 02

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Dennis Waldeck

Senior Associate

+49 731 725573 73

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 Certified Change Management

 

 Microsoft Partner

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