Benefits & objectives for your organization
Change Diagnostics – learn more about your company
Change Diagnostics gives you a socioeconomic perspective on your company, providing you with insights into often hidden economic and social relationships and processes.
To successfully manage the necessary changes in a company, it’s of vital importance to understand the company’s structure, context as well as its internal relationships.
The combination of modern economics and social sciences offers a multitude of methods to address this issue. Their empirically based analyses, along with their combined inner and outer perspectives represent a valuable supplement to current company management.
Change Diagnostics reveals:
- how decisions are made in your company, along with the assumptions those decisions are based on
- beliefs and attitudes employees have regarding ongoing internal changes and
- how employees, departments and sections agree or disagree on values, ideas and expectations.
Change Diagnostics thus provides you with empirically grounded models, explanations and solutions for the questions and problems you’re currently facing.
Learn more about change diagnostics’ tool box in Methods.
Change Management – successfully designing & implementing change
Our Change Management approach provides you with quick, thorough and transparent access to complex change dynamics, both inside and outside of your company. Through this approach, you gain valuable time to plan and manage changes.
Every change is as unique as the company that undergoes it. Therefore, it’s important to us to assess your requirements in detail. We will then support you in all stages of the change process, from planning, supervision, implementation and controlling to maintaining and sustaining the change until the target state is achieved.
Change Management creates the space and the strategies for managers and employees to acknowledge the need for change.
Three key factors for successful change processes:
Communication the economic need for change to managers and employees
Actively involving managers and employees in the change process
Becoming aware of resistance and understanding it, through dialogue
Consciously or not, desired or imposed, companies undergo constant change. The number of time and budget consuming projects in the portfolio is constantly growing. This reduces the time available for the implementation of new technologies and necessary training. It also hinders the reaction-time to changes in customer requirements or to reorganization.
An ongoing commitment in the change process can only be achieved if employees:
- understand the reasons for change as well as its personal implications
- are allowed to play an active role in the development of ideas and actions that lead to change
- are offered the possibility to freely communicate doubts and concerns – which are openly listened to by their superiors.
What do you gain through Change Management?
In the context of Change Management, achieving the defined project objectives is often seen as the only criteria for a company’s success. But what matters far more is the successful implementation of changes!
Project results alter established activities, responsibilities, processes and structures. Once the project is completed, the objectives that were defined in the beginning are often automatically considered as being achieved. This is especially the case when the focus lies on substantive and technical objectives.
However, the achievement of project objectives does not automatically and necessarily lead to economic success. Rather, it must be ensured that projects and their objectives are:
- implemented successfully in the company and
- stabilized and anchored in a sustainable way.