Key success factors of Change Management
Discover the necessity to innovate, to plan ahead and implement in due time.
Full support of the Management during the entire process.
Transparent internal and external communication, commitment, reliability and cascading of responsibilities.
Empower employees to foster change, allow external impulses for transformation and qualify the responsible internal teams towards effective continuous improvement.
CHANGE, PROGRESS, ENERGY – the impact triad
Comprehend change as bettering and joint process. Successful change is a result of mutual collaboration that yields high and sustainable impact.
→ Positive Innovation.
Master complex problems and difficult tasks, implement and further develop solutions.
→ Active continuous development.
Create synergies and consistent collaboration. Detect, address and personally resolve situations of conflict in companies and teams. Achieve performance improvement through collaboration.
→ Meaningful collaboration yields benefits and impact for the entire company.
INDIVIDUAL TO SYSTEM
I work for national and multinational companies of all sectors and successfully led change initiatives of different sizes and complexities.
This includes understanding diversity – in companies or for initiatives in different cultural contexts, with extensive experience in Europe, North America und Asia-Pacific.
Change processes are familiar to me from different perspectives : As a part of a changing organizational structure and culture, but also as internally or externally responsible for leading these processes to success.
With my Mental Changing approach, I include innovative options to shape a change processes. Acting persons can be involved in the process.
This approach starts with considering the individual and reaches out to the entire organization, including constructively dealing with interacting parties.
From my experience, this leads to a deeper identification with the changing organization, resulting in real sustainability. Employees and the organization develop further – a meaningful, beneficial progress for all involved.
CHANGE MANAGEMENT EXPERTISE
Mergers in international and national context
Post-Merger Integration, development of new company values and implementation of a new company culture, Management of cross-interface communication
Optimization of team structure after situations of conflict and restructuring, efficiency increase of international and national teams.
Establishment of a culture of continuous improvement across different business units, transition between (leadership) generations and effective handovers, structured as harmonious and respectful processes.
Ranging from international supply chain optimizations to process improvements in national structures such as client services, logistics, operations, each with respective responsibility for the organizational change and required process adaptations.