Change Management: Every change has its own story

Change management - for an organization capable of change

A new world needs new approaches to a transformational organization that puts people at the center.

Digital transformation, new technologies, and increased emphasis on networking are changing the way we work at an astounding speed. To stay one step ahead of the competition, companies need the courage to adapt to new conditions and embrace the necessary changes. The reasons for change are manifold.

This makes it all the more important to accompany every transformation process with a customized change management strategy. Because there is no such thing as ONE change management case. Every change has its own story. And yet all change stories have one thing in common: people are at the center of every change process.

Read our change stories on various challenges:

#1
Communications

#2
Transformation & Reorganisation

#3
Rollout

#4
Regulatory

#5
Leadership & Cultural Change

Change story on the challenge of “communication”

5 golden rules for communication on sensitive topics

There can be no change without communication. Every change management measure needs communication and inevitably entails it. Or as Paul Watzlawick puts it: you cannot not communicate. In this context, it is essential to communicate in a way that is sensitive and relevant to the receiver – regardless of whether it is a software implementation or an outsourcing project. That’s why in order for a project to be successful we need to be mindful of how we use and synchronize communication. This is particularly true for highly dynamic and emotionally charged projects.

What? Conflicts, restructuring, outsourcing, management changes, etc.
When? In highly dynamic and time-sensitive communication settings that are emotionally charged for those involved.
How? Particularly empathic, receiver-centered and cautious communication measures.
And now? Use our golden rules for communicating highly sensitive topics and/or in crisis communication.

Change management - Know your addressees

1. Know who you are talking to

… and put yourself in their shoes. What changes for them and for what reason? What reaction could the things you communicate trigger in them? What support can you offer them? Empathy is the be-all and end-all when communicating highly sensitive topics.

2. Be clear about your vision and your goal

With every change there must be a clear vision, a goal. This vision should be accessible and understandable for your receivers. Visualization and storytelling around the topic make it easier both for you to validate it and to present it to others.

Change management - making vision and goal clear
Change management - making information accessible

3. Make information accessible

“Speech is silver, silence is gold” is absolutely not the way to go about this. Therefore, make sure you make an initial, clear statement as quickly as possible. All available information should be made available as quickly as possible. This also means background factors that help to draw the big picture, that is, to make the overall context clear. In conflict situations, the big picture also includes obtaining and sharing all perspectives of those affected. The idea is that if there is not yet enough information to answer all the current questions, an FAQ can be set up. This way, those affected can get their questions out and be sure that they will be answered later – this is far better than leaving them in the dark and creating room for speculation. Another means here can be to work with experts or people with experience. Finding solutions alone in silence could make a problem even bigger than it is.

4. Don’t let it fizzle out

Ensure ongoing communication and make sure that all responsible parties speak with one voice. In this way, you avoid confusion among stakeholders and build trust through a high level of transparency. The need for information can also change over time, so the way you convey it may need to be adapted. Never forget to say “thank you” to everyone involved and affected – for the good cooperation and understanding.

Change management - ongoing communication as a success factor
Change management - enabling feedback

5. Provide opportunity for feedback

Ask those affected how they experienced the situation. It’s more than likely that you used various communication formats or conducted workshops. What left the best impression? What should you do differently next time? In the case of feedback, a personal conversation often helps as well; with the most important stakeholders, it is worthwhile to reflect on the procedure in detail.

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