The future success of organizations depends on how well companies combine their own performance with appropriate structures, an enabling culture and a spirit of innovation. vwithout neglecting people. In addition, new technologies should be given room. Our change management consultants support companies in implementing sustainable change management by taking a holistic view of strategy, processes and culture. In the center stands for change management consultants focus on the empowerment and involvement of your workforce as an indispensable success factor. In times when more and more employees are looking for flexibility, potential development and a sense of purpose in their work, they are the ones who are responsible for they are the ones who the successful future of your company.
The goal is to initiate and accompany exactly the change that your company needs now. As part of our change management consulting, we offer you best practices as learning impulses. Together with you, our change management consultants work out a situation analysis, the need for change as well as the framework for the initialisation of the change process. of your change process. For the further course we keep the flexibility to adapt things that contribute to the stabilization of the corporate change.
The process of change management consulting
Step 1: Getting to know your organisation in a location assessment and analysis of corresponding questions: Who are we? What makes us special and where do we stand now? What structures do we have?
Step 2: Mapping of the company's potential and strength network and appointment of the responsible change architect-teams.
Step 3: Determination of the fundamental change process as well as corresponding steps with flexible decision-making and adaptation options.
Step 4: Project planning of concrete measures and sub-projects with corresponding responsibility structure.
With our assessments, you evaluate yourself or your team in the areas of self-organization, communication skills, time management, organizational skills, stress management, cooperation skills and agile management. Afterwards, you will receive a free 15-minute evaluation.
White paper: Remote Teamwork Guide
White paper: Remote Work Guide
An already online operating company in Berlin with approx. 300 employees would like to dissolve a large part of the previously used office space due to the current situation. Besides the German colleagues colleagues, there are offices in various other countries, such as England, Russia or Australia.
Requirements
The aim is to transport both a communication strategy for the closure of further office floors and a prelude to the path towards a remote-first organization in a company-wide online meeting. In addition, mobile working is to be promoted, a new office use concept is to be created and cultural aspects are to be taken into account across national borders.
Solution
Before we start communicating, we develop a picture of the company within the change management consultancy. This works via 45-60 minute stakeholder discussions on alignment, goals and objectives. We then work with a team of volunteer change ambassadors to create a change management plan. Since the goal is also to improve the ability to work in a remote setting is the goal, our change management consultant combines further system and process analysis with the development of an initial value construct. Data is collected through surveys, dialogues and tools, e.g. in the context of a workload analysis. With the help of kick-off courses in relevant areas and training to finalize the change management plan, we can lay the foundation for phase 2, the implementation phase. We design these as concrete implementation workshops for managers and employees as well as demand-oriented courses on the topics of effectiveness in the team, change and WE as a team or shaping cooperation and the future. At the same time, new dialogue formats for exchange, knowledge transfer and networking across national borders are being created from within the workforce.
Result
Through regular reflection on the plan as well as the implementation steps and the commitment of the change ambassadors, the dissolution of the office becomes a side issue. There is no exuberant fluctuation. Surveys among the employees also show an increased sense of "WE", a genuine desire to participate and a value construct that provides a framework for remote work. At the same time, country-specific additions to the values emerge, which in turn promotes cross-border communication, as we use this to create a World Café format. Once a quarter, this focuses on a country with different topics, so that employees can get an idea of how these values are implemented in other countries. By means of individual coaching, we can provide additional support to managers and individual employees in their own change process. Our surveys after 6 months show an increased sense of purpose at work (6% points), less psychological stress (e.g. due to fewer sick days compared to previous years) and an 8% point increase in emotional commitment to the company.
Why change at all?
Einstein already described madness as the same approach to a problem over and over again combined with the expectation that this will produce different results. We believe that this can only be countered by changing the way we work. The following statistics also show that many companies need change in order to retain staff in the long term:
Why do I need a change management consultant?
If you are aiming for the first major change process, then this may not only be a completely new situation for your employees, but also for you as a boss, manager or managing director. Trust in our consultants.ing. Change Management helps you to keep track of the dynamics in such a process. With our experience, we have exactly the knowledge you need to avoid going into shock, letting the rumour mill bubble over or losing your top performers. As in any well-run project, you hand over the task to an expert who frees you up to do other things - always bearing in mind that the change will not work without you as an important element.
Change management consulting or another service from ARTS? What do I really need?
We distinguish between complexity or intervention in your company and the amount of time your topic takes up. This results in the three organizational consulting fields of organizational consulting, change management and organization of the future. In a non-binding initial meeting, we clarify precisely these framework conditions and the possible or appropriate approach to your challenge.
Our three organisational consulting fields - Organisational Consulting, Change Management and Organisation of the Future - pursue different approaches and project goals:
| Organizational Consulting | change management | Organization of the future | |
| Understanding change | First specific starting point | Evolutionary change with a specific thematic focus | Holistic evolutionary change of the organization |
| Scope | Partial, delimitable subject area | Organization-wide | |
| Project implementation | Both classic and agile project management possible | Recommended to be carried out in the form of agile project management | |
| Destination | Optimisation or redesign, e.g. in terms of efficiency or effectiveness in a specific area or process | Overarching change in a component of work design with change in work culture | Transformation towards a future-oriented form of organization |
We live in dynamic times. If you want to take the wheel and set the course, let's chart your itinerary together. We'll take your team every step of the way, so you pull together and swim ahead of the wave in the future.
