Strategic Change Management
How executives transform large organizations with the five forces of change
80 percent of transformations in large organizations fail due to employee resistance and a lack of competence for the desired change. The reason for this is often an outdated understanding of the function of the human brain. How can executives of large organizations truly activate their people for their strategic transformation?
This White Paper identifies the "Five Forces of Change" for successfully leading employees through change. The five forces include leadership, communication, guidelines and policies, new ways of working, and competencies of the future. Incorporating new insights from behavioral economics, a win-win situation can be achieved: Improving business goals and increasing employee commitment.
- Business success is threatened by stalling transformations – change activities based on scientific evidence are key
- Both instinctive and rational thinking need to be addressed to maximize the activation rate of the workforce
- The five forces of change need to be optimally composed to align behavior and mindset with transformational goals
- Strategic change management represents a win-win situation in which business goals are achieved and staff on all levels is empowered
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