In times like these, companies find out how well-prepared they are for a crisis. Systematic crisis management in organizations is underestimated. It has become time to assign this theme greater importance.
The world has changed over these recent weeks. It is the beginning of the end of a globalization as we have understood it up to now. The term “New Work” is no longer new, but rather part of everyday life. What will then precisely occur at our companies?
The Israeli-American Medical Sociologist Aaron Antonovsky placed the factors of influence of understanding, feasibility and meaningfulness as coherent feelings as the focus of the creation of health – findings which we can also use well in change management.
Another reorganization already again! Among the employees, the anxiety increases and, as the result of the increasing dynamic in the change process, the stress level increases and increases. It is time to design transformations differently! In a more stress-free manner because this is the only way to ensure success.
A recently-published HBR paper stated that almost 70% of all digital transformation initiatives do not reach their goals. What’s going wrong in our digital transformation processes? What are the lessons learned from these examples?
Our status is of central importance to us. We often define ourselves all too much based upon our social status. However, during change processes, precisely this social status is put at risk. What can we thus learn from Maslow in order to keep persons motivated during the change process?
Whenever we change organizations, we need a change dynamic which can be generated only through an instability within the system. During times of stability, we always do the same thing–display conduct according to defined rules. And precisely these rules need to be broken!
We all know that only through active communication can we change individual behavior during transformational processes. And yet many transformational processes fail due to inefficient communication. What are we doing right? What can we do better?