Change Management Consultancy
“If we want to, or even have to, change something, we need good change management consultancy”. This is one of the most frequent enquiries that we receive. In our introductory conversation, this requirement seems logical, sensible and understandable. Nevertheless, the commission must be questioned and examined more carefully, so that nothing important is obscured or overlooked.
What happens during change management consultancy?
Companies who wish to move from “here” to “there” and complain about disruptions in their operation often don’t have a change, but rather a stabilisation motivation. It should, eventually, resolve itself. Therefore, they employ us, as consultants, in order to stabilise themselves again with our help.
Thus, these organisations are motivated to undertake change management consultancy, but are not forthcoming in changing their assumptions, structures, processes and goals. They possess a whole range of strategies in order to systematically avoid working on the processing of disturbances. Innovation is blocked.
- “The new process is cumbersome”
- “The amalgamation of teams does not achieve anything.”
- “Moving production harms the firm.”
- “It always worked well until now.”
- “We’ve had all this before, but it doesn’t stay like it.”
We come across such comments or similar ones everywhere.
Our approach to change management consultancy
We carefully examine where the client’s difficulties lie, in which areas dysfunctional patterns are held onto and what solutions one imagines. Together, we consider what other possibilities there might be, which, so far, have not been seen, have been overlooked or discarded. The more alternatives and perspectives have been considered, the more decision-making freedom is created.
- What should be learned anew, what should be maintained?
- Are the informal rules of the business culture really changed through new, explicit rules?
- Under what conditions does this become possible?
- How can functional behaviour patterns be encouraged and how can dysfunctional behaviour be deterred.
In change processes, it is not only important to communicate transparently in order to satisfy the need for orientation and control but also, to be more present than usual. This creates the security that people need for lowering their agitation level sufficiently, so that central functions are available once again.
We accompany you in the change management process
We support you in individual planning, design and complex change and strategy implementation processes and we also accompany your managers and employees, so that they not only support the desired change, but actively help to shape it. This occurs if they are permitted to experience the situation as an opportunity for their own personal development.
We check and analyse continuously the effects of our actions and are always ready to learn. This makes us open to the unexpected and allows for clear feedback without judging, criticising or pursuing our own agenda. Therefore, our clients can seek sensible, realistic paths themselves, which allow for less resistance and more acceptance.
Our theoretical basis spans an arc, from philosophy through different psychological approaches, all the way to sociological system- and organisational theory.
Read our case studies on the subject of change management consultancy and organisational development in our blog and gain an insight into our working methods. Further practical examples, using organisational dynamics, can be found in the Metatheory of Change.
You might also be interested in this:
„clarity in every difficult situation“
„expertise, empathy and realism“
Area Manager Planning
„significant widening of horizon“
„rich wealth of experience“
Head of Human Resources
get the balls rolling