The demands on change management facilitators have increased dramatically as a result of digitalization, globalization and industry 4.0. In addition, there are challenges such as demographic change, economic crises and a rapidly evolving competitive environment. Permanent change from the inside out is required, not only intermittently, but permanently. This requires a corporate culture where change can be lived, but also openness and a certain amount of curiosity, flexibility and vitality. We know our way around change processes. We know how to activate energy, involve people, stimulate creativity, attract employees, awaken willingness to change, control communication and involve the right players so that change can take place throughout the company. How exactly we achieve this depends on a company’s specific situation.
To become or stay flexible, companies need to nurture a culture of agile innovation. We support you in your innovation processes and introduce you to the concept of Design Thinking. It was originally developed at Stanford University as a creative process to invent new products and approaches. It has since evolved into a general working methodology that creatively redefines the culture of working together. Rigid structures are broken down, hierarchies are abolished. In this open environment, different methods, such as unbiased exploration and brainstorming, can be used to stimulate a new way of thinking that often leads to groundbreaking innovations. Let us take you to a new world.
Changes brought about by digitalization demand a lot from people and companies, who have to embrace new ways of thinking, values and cultures, have the willingness and ability to communicate in new ways and create an organization dedicated to change in the form of new structures, new processes and agile management. We support you in defining a change process, driving it forward and bringing people with you. We help you to identify change agents and create a we-atmosphere. After all, fundamental changes can only succeed if employees, leadership and corporate management act together. Just give us a call.
We support companies to establish an agile, team-oriented culture of equals where employees work together gladly and successfully. This also includes a modern management culture. The paths we take and the methods we use depend on your company. Take the first step and talk to us.
Corporate growth is a good thing if employees and structures grow accordingly. However, growth can often push companies to the brink, crises which, depending on the circumstances, can be of a structural, management or liquidity nature, or a combination of several deficits. We help companies set the course to overcome growth hurdles and emerge stronger from their crises. And we can do the same of you.
Society and the markets are in a permanent state of flux. This means your company needs to continually adapt and, maybe even a complete strategic reorientation. We will be happy to support you, for example with business model generation. In workshops at all levels of your organization, we determine the status, vision and mission of your company, define your competitive position in new markets, and formulate strategic goals. Join us on a journey to new shores.
Mergers and acquisitions, whether of whole companies or individual business unit, is a change process driven by a variety of motives and usually takes place in stages. We accompany mergers and acquisitions to ensure that your company achieves its desired synergy effects and that the result is greater than the sum of the individual parts. Get us on board – the sooner the better.
Whether the change is large or small, the psyche of the human being plays a decisive role. Humans like stability and continuity; we are unsettled by change. Many people are frightened of leaving their well-trodden paths. This leads to a resistance to change. For successful change management processes it is therefore essential to anticipate this dynamic. We help you to find answers to important questions in advance: How do we involve our employees? How, what and when do we communicate? How do we involve people? How do we identify change agents? How should the management team behave? How do we keep the change alive? Give change a chance.