Practical Knowledge Change Management Transformation

Nothing is as constant as change. That is why initiating and shaping change plays a central role in companies. Unfortunately, only a few change processes actually lead to the hoped-for success. In our publications, we also address stumbling blocks and give tips on how to avoid them.

Conductor's hands - cultural transformation in companies - netzwerk managementberatung | coaching
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Cultural transformation: role and tasks of executive management

Recent years have shown that companies - regardless of size - are much more challenged to change in shorter cycles and sometimes more profoundly.

In order to remain competitive in a volatile environment, many companies are questioning their culture and initiating cultural changes. Success depends on various factors, including to a large extent on the executive managers. They have a key role in this change process. Read this article to find out what tasks are associated with this role.

7 min.
Bernd Kratochwille
Photo | Kratochwille

Leadership culture in transition

How can the change towards a modern leadership culture succeed?

The BLANC & FISCHER Group from Oberderdingen joined us on the path of this cultural change at the beginning of 2022.

Bernd Kratochwille, Head of Corporate Human Resources, in conversation with Sabine Walter, gives a very good overview of the procedure, the challenges and critical success factors in this process of change.

18 min.
Change Management - Dealing with resistance in change processes - managementberatung | coaching
Cartoon Resource on Shutterstock

Dealing with resistance in change processes

"We've always done it that way!" is probably the most common killer phrase when it comes to defending the familiar and hindering or stopping new ways, ideas, improvements; in short, change. In this article, I give seven courses of action to help minimise the number of killer phrases, i.e. the frequency of resistance. The eighth recommended action shows you how to rhetorically debunk killer phrases.

10 min.
Team development - management consulting | coaching
Background photo | vienna reyes on Unsplash

From hierarchical structures to role-based working

Many companies, including medium-sized ones, are questioning their tried and tested structures and organisational forms. The desire for more agility, the workers' demand for greater scope for creativity and more self-determination, skills shortages and increasingly complex business challenges bring the multi-level hierarchy to its limits. Team-centred and role-based working is pushing to the fore. But how does this structural change succeed?

9 min.
Trapeze artist in the jump - culture of trust - managementberatung | coaching
Graphic | Gwoeii on Shutterstock

Change needs trust

"Change should become the most natural thing in the world in our company." Many managers are often not aware of what this means. Because the willingness and ability to change only becomes a natural part of a corporate culture when there is trust at all levels.

In this article, we share our experiences and give managers very specific tips on which levels of trust are most important if this cultural change is to succeed.

7 min.
Board meeting on the company's communication culture - netzwerk managementberatung | coaching
Photo | Cartoon Resource on AdobeStock

Communication in change processes

Communication is a key in change processes. Many managers underestimate this, do not communicate convincingly enough or communicate too little and contribute to the fact that the desired change goal is not achieved or is only achieved with considerable additional effort or that employees fall by the wayside during the transformation process.

That is why this article is about four questions:
What needs to be communicated?
What does a convincing change story look like?
Which channels should be used for communication?
How often to communicate?

10 min.
Productive decision-making processes in transformations - sprinter with leopards before the start - netzwerk managementberatung | coaching
Photo | Orla on Shutterstock

Decision-making culture - catalyst or brake in transformation processes

In the context of transformation processes, many fundamental decisions have to be made. How quickly organisations manage to make these decisions in line with the desired goals also determines the success of the transformations. However, managers are often caught in the dilemma of wanting to involve as many members of their organisation as possible in the decision-making processes on the one hand, but having to deliver results quickly on the other. In this article, we give recommendations for action that help to resolve the dilemma and find a productive decision-making culture.

7 min.
Elephant breaks through a wall - Agile Transformation - managementberatung | coaching
Photo | Aleksandr_K on Shutterstock

Leading Agile Transformation Successfully

More and more companies work agile or at least convert individual areas of the company to agile working. Such "pilot areas" are, for example, IT or the innovation area.

Regardless of whether an entire company changes its culture or only sub-areas undergo this change, this process rarely succeeds smoothly. In this article we outline the different phases involved in an agile transformation and present what we consider to be the critical success factors.

11 min.
Transition Management: Light lines crossing quickly leading to the horizon - netzwerk managementberatung | coaching
Photo | robin lee on Shutterstock

Leading transformation processes successfully

We are in a transformation. In a transformation from an industrial to a digital society. This transformation is accompanied by drastic changes. Therefore, in this article we address three questions: What is a transformation? What distinguishes it from change? Why is it important to lead a transformation and not just manage it? We also provide recommendations for action to lead transformation processes to success.

12 min.
Critical thinking: silhouette of a man's head in front of a blue circle - managementberatung | coaching
Photo | Ben Sweet on Unsplash

Critical thinking: For more success in change processes

Change is part of everyday life in today's world. But that does not mean that they succeed. Studies show that three quarters of all change processes initiated in companies fail. Reasons for this include a lack of transparency and emotional, even fear-driven discussions. Critical thinking is both an attitude and an instrument. In the first step, it helps to comprehensively analyse facts in order to communicate them convincingly in the second step.

6 min.
Agile Leadership: Yellow sign with the inscription caution watch your step - managementberatung | coaching
Photo | Painter-Master on Shutterstock

Agility - Classic stumbling blocks and how to avoid them.

Many companies that agile working The companies that are introducing agile work expect shorter development times, more innovative products or a shorter time-to-market. They are convinced that agile working will enable them to react faster to changes and maintain or restore their competitiveness. So much for the theory. Here, too, practice shows every day anew that there is more to it than painting a new organisational chart and renaming employees Agile Coaches, Scrum Masters and Product Owners.

5 min.
Change Management: Graphic Change. Now! - management consulting | coaching
Graphic | Claus Pescha

Employees change! About change and the role of role models.

Current studies show it, only about a quarter of all change projects succeed. Many management consultants have been earning money for years by assessing the "change fitness" or "change readiness" of companies. However, this does not have a positive influence on the success of change projects. Why? Because in many change projects the Leaders who initiate these changes are neither permanently involved in the process with their heads and hearts nor do they live the changes as real role models.

7 min.
Team development - management consulting | coaching
Photo | rawpixel on Unsplash

Team culture - stepchild in change processes

The importance of team culture is often underestimated. This is also a missed opportunity to sustain change processes with a trusting team culture.

When we accompany teams and organisations in their development processes, we pay attention to the subtle subtleties in everyday interactions - verbal and non-verbal. Together with the teams, we reflect on unconscious assumptions, stereotypes and patterns of perception and work out the benefits of the different abilities for teamwork and the company as a whole.

4 min.
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