Change management

Well-managed change processes are essential for corporate success.
Leadership Architecture supports you by focusing on the vision, by accompanying the implementation process, by consulting and supporting you when it comes to deciding on suitable forms of intervention and communication, by bringing stakeholders together around one table, by moderating the iterative path of turning your ideas into words, by ensuring your methods make sense and by training in and utilizing constructive elements of resistance. In this respect, we are often called upon to act as translators and conflict managers.

Whether structures, processes or qualifications no longer fit to changing conditions, or whether target agreement, feedback or employee performance systems have to be introduced.
Wherever people need to make innovation real, wherever old beliefs, mental blocks or resistance need to be overcome and interact differently than before, change management places high demands at the feet of managers.  
Short-winded actionism, thoughtlessness, the insufficient or lack of employee involvement and inconsistency often cause innovation to breakdown or to fail.  Sometimes people just fail to understand what exactly is required of them - and why.

If you manage (however) to

  • convey a vision in a motivating and concrete manner,
  • present the reasons for change in a manner that is convincing,
  • mobilise stakeholders and supporters for change,
  • involve all involved,
  • cope with resistance constructively,
  • communicate actively,
  • retain management attention over time,
  • do this without jeopardising operations,

you will increase the prospects of achieving sustained, successful change.