For companies meeting the challenge of continual change, it is of extreme strategic importance to maintain the ability to change within their companies. Forced competition, increasing customer demands, demographic changes, fluctuation and cost pressure - change managers have to face the challenge of initiating change projects fitting these topics and realising them successfully in due course. These changes always involve adjustments in organisational structures, employee roles and behaviours.

Change as a Challenge

The actual challenge in change management doesn't lie in missed needs for change or trends. The biggest obstacles are hidden on the way to a successful implementation of change projects. Many projects fail because of their complexity and lack of acceptance within the company. That's when people talk about "business processes not being actively lived."

Whenever strategic change projects - which are hugely expensive - fail, typical risks and flaws in implementation can be identified, which can be controlled or avoided by systematic change management.

Our Change Management Approach

Our extensive experience with change projects made us develop a structural approach to support our customers in their change projects. This approach contains many typical elements which are also imbedded in other change specialists' procedure models, e.g. ensuring the commitment of all parties involved, analysing and understanding the customer environment etc. We think of a structural approach to be absolutely necessary and important. Yet, at the end of the day, a stringent implementation of a planned approach is decisive for its success or failure - and this is exactly where our strength lies.

We attach great importance to really understanding our clients' businesses. Our consultants possess both the relevant expertise and process competence. Furthermore we work in close collaboration with all people involved. We approach the central stakeholders and we keep on exchanging information with them throughout the whole project. Thus, they can react promptly to current developments during the change process.   

During the first phase of the project we identify the exact change targets in co-operation with our clients. Here, we develop an argumentative basis which clearly points out the project targets to employees and executives of the company. It is easier to accept possible burdens which might occur to all parties when the planned changes are considered reasonable. Individually comprehensible instructions make it easier to implement the change process and give orientation on an operative level. These, in addition to training measures, form the basic element of a systematic change management, as they enable employees to appreciate their future roles.

We recommend our clients to make use of a simulation to test the new processes and role models in advance before they are actually implemented. Experts from line divisions can be involved in these process workshops in a target-oriented way. They test the new structures and processes for their functionality and they provide optimisation proposals. This approach provides additional security for the success of the change project, as new structures are specifically tested for their practical suitability and as the departments are involved in the implementation of the change project regarding the content. 

We support the whole change process with target-oriented communication measures designed to specially address the individual stakeholder groups. This professional stakeholder-management process enables us to continually exchange information with all parties involved via re-occurring interactions. Thus we are able to register different moods in the course of the change process, to recognise blockade attitudes at an early stage, and to ensure a critical majority of supporters for the project.

The aim of this systematic communication control is to bring in the central persons within the company and to sustainably keep them on board. Above all, it is the commitment of the management of the company which is of critical importance for a successful change and which ensures consistent decisions to be made in line with the planned changes as well as executives in the company to sustainably foster the change within the organisation.

An active change management and control of critical aspects always serve the central goal to make our clients even more successful. We are looking forward to your challenges and we will energetically support you in your change projects. Please contact us directly!

Change Programme
for Facility Managers