Every company is unique with its history, organization, processes, culture and identity.
Traditional analyses carried out from the office desk will hardly be apt to meet the problems specific to your organization and the factors its success is based on. For this reason, we’ve developed and do successfully apply a method called “organizational ethnography”: a bottom-up approach, on-site, among your employees and in close cooperation with them. That’s what we call Change Diagnostics.
Milieu studies like Sinus-Milieus are well established tools in consumer research. However, companies’ internal milieus have hardly been explored. This is surprising, giving the fact that people are the motor of a company’s success. And obviously, people have their own backgrounds, they “come from different milieus”, with their specific beliefs and values. Do you know the impact of all these different backgrounds, beliefs and values on work flows and decision-making processes in your organization?
Here we dive deep: The list below shows some of our methods that are all proven in practice and grounded in social and organizational sciences. We complement these methods with familiar tools like case analysis, benchmarking and best-practice. Of course, we will adapt the “tool box” and choose the methods according to your needs, tailor made to perfectly fit your company’s identity and culture.
Learn more about how our different Change Diagnostic methods work together. See how they enable you to act in new and different ways and prepare your company for the future.
Coming from the outside we participate with great care and respect in the daily working routine of your employees. The strength of participatory observation lies in the distance from which we observe internal practices and behavior patterns. It uses the following methodology, adaptable to your situation:
- We observe the social relationships and structures in your company, because hardly nothing is self-evident.
- Based on the findings, we create hypotheses on internal and often invisible patterns and work flows – even trivial details can have extensive impacts.
- In a third step we examine by conducting further observations and using additional methods if and to what extent those hypotheses are valid for the entire company.
Comprehensive interviews are another step towards gaining a clear picture of internal processes and relationships. We conduct interviews with employees taking into account their different points of view due to hierarchy, gender, age or cultural background. These interviews help us to assess the different beliefs and values in your company. The aggregated statements will reveal how perspectives, motivations and perceptions are influencing your company.
Focus group talks
Interviews are combined with focus group talks. These facilitate discussions on urgent or controversial matters. Again, individual beliefs and social relationships contribute to the “big picture” of your company. Group talks have compared to individual interviews additional advantages, like providing a greater volume of information as well as sharing and discussing varying and opposite opinions.
Documents can be everything from your company’s website, to job advertisements to anniversary publications. All show how self-image and external perception have developed. During document analysis, we’ll take a close look at current and past publications. They give us an understanding of long-term developments and in combination with comprehensive interviews additional insights into how values and norms are actually lived.
Online surveys tailored to specific topics provide further important key data for the change process. The data obtained will be put through a correspondence analysis, and the results enriched with the findings from the interviews and focus group talks.
How much Change Management does your organization need?
The «Quick-Check» will give you first reference points and answers.
The initial analysis of your data is free of charge.
We strive to successfully implement change in your company in a sustainable, economical way. Our methods will be adapted to address your company’s challenges and needs.
Communication is the key to every change process. This especially holds true for Change Management in the broader context of fundamental reorganizations. We make use of best-practice as well as innovative methods to solve problems in cooperation with your employees. Some of these are presented here.
Since lectures are a one-sided form of communication we don’t use them very often. They come in handy when the reasons for change in your company need to be presented in a technically focused way, like current business developments, for example.
Workshops are one of the most efficient methods in the process of Change Management for one main reason: many employees can be reached at the same time. Our focus lies on interaction. Employees can actively participate in proposing topics, creating ideas and measures.
Workshops are useful in informing managers and entire departments about changes and allow them to define and discuss their challenges together.
The world café is a large-scale workshop providing a great variety of perspectives. Larger groups of employees can actively discuss problems and create necessary actions.
Your employees have first-hand knowledge of and expertise in business processes. Their expertise is of great use to us to gain feedback, new perspectives and suggestions. The World Café also improves their acceptance of change in the company.
Transparency has become an important issue, and we will support you with a professional communication plan. When and to what extent are managers and employees informed about and involved in the changes?
Careful timing and harmonized communication channels facilitate the implementation of necessary measures. Change management is a dynamic process. Therefore we constantly keep an eye on the necessary adaptations in the communication plan for your company.
A key factor for the successful implementation of change is committed managers. They are the ones communicating changes to their departments as well as applying the changes in cooperation with their employees. However managers also need support, especially when changes have a great impact on departments and employees. This concerns choices about how and what to communicate, timing the implementations, establishing controlling structures as well as sustaining the changes (“strengthening & stabilization”).
We’ll assist you in the administrative and technical aspects of change as well as in its implementation. In addition, we conduct general manager training and personal coaching.
Coaching in the change process primarily means individual coaching for managers. The aim is to discuss challenges and problems related to change in their respective departments and to provide support tailored to the company’s situation.
The focus lies on the leadership style during changes. Managers will be enabled to successfully provide support for their employees during the change process and to identify and overcome resistance in a structured way.