In change management, the voice of the actors shall be taken into consideration in an inclusive and confidential manner. When the subject of the change and the implementing party work on the issues together from the start, there won’t be energy wasted on dealing with the change resistance.
As the operating environment changes, you should make bold openings regarding motivating people, decision-making models, setting goals and allocating resources.
The right conclusions must be made based on what has been heard. The genuine diversity of organisations must be acknowledged and identified.
The trick is that the different kinds of people in the organisation may discover competence from each other, and by combining it we can solve more and more versatile problems and tasks.
Improving change management through the virtual brainstorming
With the help of our online think tank, you will overcome change resistance. You will obtain the wisdom of the crowds – your own personnel’s view on how the new opportunities brought about by the change can best be utilised in practice. We have helped our customers succeed in change management regarding e.g.
- organisational changes
- initiatives for new business operations
- new operating modes
- fusions and
- strategic changes