Change

Only those who burn themselves can kindle fire in others.

Augustine of Hippo

Get your employees on board and involved

Your employees are your greatest potential and your best ambassadors – when they know where the journey is to go. Give them security und explain your vision, strategy or the specific project at hand.

What is it about?

Humans have trouble with change because it first means uncertainty: Why is this necessary? What will it be like? What does this mean for me? Is that what I want? These and other questions are asked by your employees before and during changes. You must have convincing answers ready if you want to succeed with your change project.

People don’t like to move out of their comfort zone. For it to do so, it needs four main things:

Urgency – the need for action must be clear;
Leadership – empathic leadership that takes concerns seriously;
Meaningfulness – as precise a description as possible of why it should go where and why it is worth the effort; and finally
Clarity – how the change will happen, what it means for individuals and what contribution they can make.

How does it work?

I will show you the most important aspects of change and what you need to pay attention to in order to get your employees on board and keep them on board during change. Together, we define your specific path in the change, how you can best reach the goal, meet your employees where they are, and show them what their role is in the change and what contribution they can make to its success.

Specifically it is about

Explain the goal, path and reason for the change;
show employees their role and contribution to success;
systematically plan the provision of information to employees on the progress of the project and maintain a dialog with all stakeholders, both formally and informally.

What do you get out of it?

The reasons for the failure of change projects are not strategies and project plans, but people and emotions. Employees who are left in the dark cannot change: Uncertainty and not knowing where they are headed arouse fears and paralyze. In such an environment, your employees are in survival mode and cannot be creative.

But if your employees know where you want to go and what they can contribute, they will think along, be creative, even if the circumstances are not easy. They can act and are not driven.

If your employees are on board, the chances of your change project succeeding increase – just as Lao Tse said: “Tell me and I will forget. Show it to me and I will remember. Involve me and I will understand.”

If you want to get your employees to change, you have to meet them where they are.

Want to know more?

Contact me by phone, e-mail or book directly a non-binding meeting in my calendar

Projects

Association: Communicative support for realignment

Alienation of the association and its members due to dormant communication and the resulting gradual loss of significance.

Revitalization, modernization and sharpening of association communications as part of the realignment process

Created new awareness of the activities and importance of the association

Public corporations: vision and strategy for merger project

Pressure to merge two entities due to declining membership and tighter finances

Development of a worthwhile target image for the merged organization as well as an implementation strategy and corresponding measures together with the project team

Clarity about the goal, purpose and process of the desired change and thus the basis for the later, successful merger

Insurance: Initialization of change process

Need to realign organization and processes due to a rapidly changing business environment

Outline the change process with the management and conduct an awareness workshop for the cadre

Change process initialized and basis for the work of the change team created

Communication -

Realize your potential

Team -

Foster effective collaboration and communication in your teams

Risks -

Defuse your reputation risks

Strategy -

Align your communication with business goals