{"id":6215,"date":"2020-05-04T12:00:21","date_gmt":"2020-05-04T10:00:21","guid":{"rendered":"https:\/\/zusammenarbeitgestalten.com\/change-management\/"},"modified":"2021-06-29T14:54:51","modified_gmt":"2021-06-29T12:54:51","slug":"change-management","status":"publish","type":"page","link":"https:\/\/zusammenarbeitgestalten.com\/en\/change-management\/","title":{"rendered":"Change Management"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row row_type=&#8221;parallax&#8221; content_aligment=&#8221;center&#8221; full_screen_section_height=&#8221;no&#8221; section_height=&#8221;150&#8243; parallax_background_image=&#8221;5654&#8243; css=&#8221;.vc_custom_1593893338940{padding-top: 300px !important;padding-right: -250px !important;padding-bottom: 300px !important;padding-left: -250px !important;background-color: #ffffff !important;}&#8221;][vc_column]<div class=\"mkdf-animations-holder mkdf-element-from-bottom\" data-animation=\"mkdf-element-from-bottom\">\n\t<div style=\"transition-delay: 200ms;-webkit-animation-delay: 200ms;animation-delay: 200ms;animation-duration: 500ms;-webkit-animation-duration: 500ms;-moz-animation-duration: 500ms\">\n\t\t\t<\/div>\n\n<\/div>[\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1589266526293{background-color: #ffffff !important;}&#8221;][vc_column css=&#8221;.vc_custom_1589265791577{padding-left: 0px !important;}&#8221;][vc_empty_space height=&#8221;75px&#8221;][vc_column_text]<\/p>\n<h2 style=\"text-align: center;\"><span style=\"color: #1a1f19;\">Successful Change Management Needs Perseverance and Leadership.<br \/>\n<\/span><\/h2>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50px&#8221;]<div class=\"mkdf-separator-holder clearfix  mkdf-separator-center\">\n\t<div class=\"mkdf-separator\" style=\"border-color: #7a7928;width: 300px;border-bottom-width: 3px\"><\/div>\n<\/div>\n[vc_empty_space height=&#8221;30px&#8221;][vc_column_text]<\/p>\n<h4 style=\"text-align: center;\">People like the familiar \u2014 changes are cuts into the familiar.<\/h4>\n<h4 style=\"text-align: center;\">Openness, trust, empowerment and cooperation are essential for all people in an organization on their way to new shores.<\/h4>\n<h4 style=\"text-align: center;\">I have supported colleagues in various change processes to gain clarity about the goals and their role in change.<\/h4>\n<h4 style=\"text-align: center;\">Because top management need to credibly lead the way. Specialists and managers need to be able to communicate and discuss the changes openly and transparently, in direct contact with their employees.<\/h4>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;35px&#8221;]<div class=\"mkdf-separator-holder clearfix  mkdf-separator-center\">\n\t<div class=\"mkdf-separator\" style=\"border-color: #7a7928;width: 300px;border-bottom-width: 3px\"><\/div>\n<\/div>\n[vc_empty_space height=&#8221;15&#8243;][\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1589549761391{background-color: #ffffff !important;}&#8221;][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;40&#8243;][vc_column_text]<\/p>\n<h3><span style=\"color: #7a7928;\">Leadership of Top Managements <\/span><\/h3>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;10&#8243;][vc_column_text css=&#8221;.vc_custom_1623240397391{padding-right: 5px !important;}&#8221;]<span style=\"color: #000000;\">Visionary, strategist, point man, role model, expert &#8230; the list of roles could be continued. In the change, it is fundamental that top management takes on the task of moving forward, repeatedly initiating changes in order to maintain or strengthen competitiveness, and thus safeguard the future of the company.<\/span><\/p>\n<p><span style=\"color: #000000;\">In order to successfully implement change, it is also important that top management maintains the lasting sense of urgency for change, continuously communicates and precedes it as a role model. For these tasks, I offer you advice and support as a sparring partner.<\/span><\/p>\n<p><span style=\"color: #000000;\">It is important that you not only speak to the matter, but above all, are in open dialogue with people at all levels within the hierarchy, in order to take them along on the journey:<\/span><\/p>\n<ul>\n<li><span style=\"color: #000000;\">To get you excited about the reasons,<\/span><\/li>\n<li><span style=\"color: #000000;\">To explain where to go and what will change and<\/span><\/li>\n<li><span style=\"color: #000000;\">To make the changes understandable, collaborative and thus accessible.<\/span><\/li>\n<\/ul>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;10&#8243;][\/vc_column][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;50&#8243;]<div class=\"mkdf-animations-holder mkdf-element-from-right\" data-animation=\"mkdf-element-from-right\">\n\t<div style=\"transition-delay: 200ms;-webkit-animation-delay: 200ms;animation-delay: 200ms;animation-duration: 700ms;-webkit-animation-duration: 700ms;-moz-animation-duration: 700ms\">\n\t\t[vc_single_image image=&#8221;5648&#8243; img_size=&#8221;full&#8221;]\t<\/div>\n\n<\/div>[vc_empty_space height=&#8221;50&#8243;][vc_row_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1591165554134{background-color: #ffffff !important;}&#8221;][vc_column][vc_column_text]<span style=\"color: #000000;\">My experience shows that this \u2014 especially over the necessary longer period of time \u2014 is a challenge for many top managers. Among other things because they have dealt with and familiarized themselves with the change much earlier and thus longer than most of the employees. They are already in a different phase of change when the majority of the organization starts. It therefore requires a good balance between driving change and understanding that the organization and its people need time.<\/span>[\/vc_column_text][vc_empty_space height=&#8221;50&#8243;][\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1589549142875{background-color: #ffffff !important;}&#8221;][vc_column][vc_empty_space height=&#8221;50&#8243;][vc_column_text]<\/p>\n<h3><span style=\"color: #7b7900;\">Consulting &amp; Workshops for executives and project manager<\/span><\/h3>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;10&#8243;][vc_column_text]<span style=\"color: #000000;\">The support of specialists and managers in change processes is another very important success factor. You must be both convinced and convincing. To do this, you must understand the changes and make them understandable. You are the first to be asked about why and how and also experience the employees&#8217; fears first hand and unfiltered. In order to be able to represent and communicate changes authentically, and at the same time credibly, you need a good set of tools: clarity on the strategic objectives, the significant changes in the company and in its areas of responsibility, as well as their role. <\/span><\/p>\n<p><span style=\"color: #000000;\">They should also understand the importance of communication in change and communicate uniform core messages. <\/span><\/p>\n<p><span style=\"color: #000000;\">Last but not least, you need platforms to exchange and address concerns and suggestions.<\/span><\/p>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50&#8243;][\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1591165562062{background-color: #ffffff !important;}&#8221;][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;25&#8243;][vc_column_text]<\/p>\n<h3><span style=\"color: #7b7900;\">Cultural Development<\/span><\/h3>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;10&#8243;][vc_column_text]<span style=\"color: #000000;\">To accompany my customers in the further development of their culture is an exciting and important part of Change Management for me. I am deliberately talking about further development, because every existing organization has a culture. Above all, it is the unwritten but lived part of the culture that is particularly exciting. This part represents the biggest challenge in terms of change in the desire for a cultural change.<\/span><\/p>\n<p><span style=\"color: #000000;\">In any case, the further development of culture should follow the vision and strategy of its company. In order to successfully accompany cultural change, I work to develop individual solutions and measures with my customers.<\/span>[\/vc_column_text][vc_empty_space height=&#8221;50&#8243;][\/vc_column][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;10&#8243;][vc_column_text css_animation=&#8221;fadeIn&#8221; css=&#8221;.vc_custom_1623241756536{margin-top: 20px !important;margin-bottom: 20px !important;border-top-width: 20px !important;border-bottom-width: 20px !important;padding-top: 20px !important;padding-right: 10% !important;padding-bottom: 20px !important;padding-left: 30px !important;background: #ededed url(https:\/\/zusammenarbeitgestalten.com\/wp-content\/uploads\/2020\/05\/Punkte_pd_01-Kopie-9.svg?id=5054) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: contain !important;}&#8221;]<span style=\"color: #000000;\"><strong>Services around Cultural Development:<\/strong><\/span><\/p>\n<ol>\n<li style=\"list-style-type: none;\">\n<ol style=\"list-style-type: disc; list-style-position: outside;\">\n<li style=\"text-align: left;\"><span style=\"color: #000000;\">Recording the actual culture with interviews across all levels \u2014 national and international<\/span><\/li>\n<li><span style=\"color: #000000;\">Workshop on formation of value hypotheses at top management level<\/span><\/li>\n<li><span style=\"color: #000000;\">Reflection workshops with all levels of hierarchy \u2014 national and international<\/span><\/li>\n<li><span style=\"color: #000000;\">Rear-view mirroring and finalization with top management<\/span><\/li>\n<li><span style=\"color: #000000;\">Development of communication and change plans for all phases \u201cdevelopment\u201d, \u201cintroduction\u201d and \u201cvalidation\u201d<\/span><\/li>\n<li><span style=\"color: #000000;\">Support in the implementation of communication and change management in all phases.<\/span><\/li>\n<li><span style=\"color: #000000;\">Concept &amp; project management for kick-off events.<\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50&#8243;][\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1591165593744{background-color: #ffffff !important;}&#8221;][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;40&#8243;][vc_column_text]<\/p>\n<h3><span style=\"color: #7a7928;\">Mergers &amp; Acquisitions<strong><br \/>\n<\/strong><\/span><\/h3>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;10&#8243;][vc_column_text]<span style=\"color: #000000;\">During many years of work in companies, I have supported numerous Mergers &amp; Acquisitions (M&amp;A) projects.<\/span><\/p>\n<p><span style=\"color: #000000;\">These projects are similar in many processes. This also includes the fact that in the majority they are unfortunately not sufficiently understood as change projects. There are a lot of changes, not only for the target company, but also for the acquiring company. Both had their own corporate world with people, products, structures, processes and cultures. In the vast majority of acquisitions, all of this is integrated, or at least merged, with each other.<\/span><\/p>\n<p><span style=\"color: #000000;\">Change management and communication are important parts of the overall project.<\/span>[\/vc_column_text][vc_empty_space height=&#8221;50&#8243;][\/vc_column][vc_column width=&#8221;1\/2&#8243;][vc_empty_space height=&#8221;10&#8243;][vc_column_text css_animation=&#8221;fadeIn&#8221; css=&#8221;.vc_custom_1624971284747{margin-top: 20px !important;margin-bottom: 20px !important;border-top-width: 20px !important;border-bottom-width: 20px !important;padding-top: 20px !important;padding-right: 10% !important;padding-bottom: 20px !important;padding-left: 30px !important;background: #ededed url(https:\/\/zusammenarbeitgestalten.com\/wp-content\/uploads\/2020\/05\/Punkte_pd_01-Kopie-9.svg?id=5054) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: contain !important;}&#8221;]<span style=\"color: #000000;\"><strong>Services for M&amp;A projects:<\/strong><\/span><\/p>\n<ol>\n<li style=\"list-style-type: none;\">\n<ol style=\"list-style-type: disc; list-style-position: outside;\">\n<li><span style=\"color: #000000;\">Development of the change and communication strategy<\/span><\/li>\n<li><span style=\"color: #000000;\">Cultural analysis to ensure appropriate derivations for Post-Merger integration<\/span><\/li>\n<li><span style=\"color: #000000;\">Communication and change support for all phases: &#8220;up to the closing&#8221; \/ &#8220;closing&#8221; \/ &#8220;post-merger integration&#8221;<\/span><\/li>\n<li><span style=\"color: #000000;\">Crisis communication to support synergy measures such as redundancies or site closures<\/span><\/li>\n<li><span style=\"color: #000000;\">Concept and \/ or project management of kick-off events \u2014 as the starting point of Post-Merger Integration<\/span><\/li>\n<li><span style=\"color: #000000;\">Preparation of key speakers for internal and external presentations<\/span><\/li>\n<li><span style=\"color: #000000;\">Communication support for the various departments to talk to their stakeholders \u2014 e.g. customer and supplier communication<\/span><\/li>\n<li><span style=\"color: #000000;\">Training (s) to improve <span style=\"color: #ff0000;\"><a href=\"https:\/\/zusammenarbeitgestalten.com\/en\/intercultural-cooperation\/#iktraining\">intercultural cooperation<\/a> <\/span>in global projects.<\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;50&#8243;][\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1589549142875{background-color: #ffffff !important;}&#8221;][vc_column][vc_empty_space height=&#8221;70&#8243;][vc_column_text]<\/p>\n<h3><span style=\"color: #7a7928;\">Organizational Development<\/span><\/h3>\n<p>[\/vc_column_text][vc_empty_space height=&#8221;10&#8243;][vc_column_text]<span style=\"color: #000000;\">An efficient and value-creating organization is based on a great deal of detailed knowledge and the commitment of all employees. Therefore, it is important to develop processes and structures together with people from all levels in the company. This ensures that the organization, structures and processes fit optimally with your company, strategy, culture and people.<\/span><\/p>\n<p><span style=\"color: #000000;\">At the same time, the systemic approach helps to ensure that the change turns those affected into participants right from the start and thus has many ambassadors and drivers at all levels. This in turn is an essential aspect for the sustainable success of change.<\/span>[\/vc_column_text][vc_empty_space height=&#8221;50&#8243;][vc_column_text css_animation=&#8221;fadeIn&#8221; css=&#8221;.vc_custom_1623243402674{padding-top: 8% !important;padding-right: 8% !important;padding-bottom: 8% !important;padding-left: 8% !important;background: #eea32d url(https:\/\/zusammenarbeitgestalten.com\/wp-content\/uploads\/2020\/05\/Punkte_pd_13-1.svg?id=5172) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: contain !important;}&#8221;]<\/p>\n<h2 style=\"text-align: center;\"><span style=\"color: #ffffff;\"><em>\u201eWhen the winds of change blow, <\/em><\/span><\/h2>\n<h2 style=\"text-align: center;\"><span style=\"color: #ffffff;\"><em>some build protective walls and others build windmills<\/em><em>\u201c<\/em><\/span><\/h2>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center;\"><span style=\"color: #ffffff;\"><em>(Chinese Wisdom)<\/em><\/span><\/p>\n<p>[\/vc_column_text][vc_row_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row css=&#8221;.vc_custom_1589549078202{background-color: #ffffff !important;}&#8221;][vc_column][vc_empty_space height=&#8221;100&#8243;][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row row_type=&#8221;parallax&#8221; content_aligment=&#8221;center&#8221; full_screen_section_height=&#8221;no&#8221; section_height=&#8221;150&#8243; parallax_background_image=&#8221;5654&#8243; css=&#8221;.vc_custom_1593893338940{padding-top: 300px !important;padding-right: -250px !important;padding-bottom: 300px !important;padding-left: -250px !important;background-color: #ffffff !important;}&#8221;][vc_column][\/vc_column][\/vc_row][vc_row content_width=&#8221;grid&#8221; css=&#8221;.vc_custom_1589266526293{background-color: #ffffff !important;}&#8221;][vc_column css=&#8221;.vc_custom_1589265791577{padding-left: 0px !important;}&#8221;][vc_empty_space height=&#8221;75px&#8221;][vc_column_text] Successful Change Management Needs Perseverance and Leadership. [\/vc_column_text][vc_empty_space height=&#8221;50px&#8221;][vc_empty_space height=&#8221;30px&#8221;][vc_column_text] People like the familiar \u2014 changes are cuts into the&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"full-width.php","meta":{"footnotes":""},"class_list":["post-6215","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/pages\/6215","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/comments?post=6215"}],"version-history":[{"count":17,"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/pages\/6215\/revisions"}],"predecessor-version":[{"id":6392,"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/pages\/6215\/revisions\/6392"}],"wp:attachment":[{"href":"https:\/\/zusammenarbeitgestalten.com\/en\/wp-json\/wp\/v2\/media?parent=6215"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}