100 % (Change Management)

1. Establish the need for urgency

2. Ensure there is a powerful change group to guide the change

3. Develop a vision

4. Communicate the vision

5. Empower staff

6. Ensure there are short-term wins

7. Consolidate gains

8. Embed the change in the culture

On an individual, group and company level, different factors have to be considered during a change process:

explicit: - strategies & policies

- rules & regulations

implicit:

- values & norms

- expectations

- motives & triggers

- politics & power

- rituals & myth

- events & stories

- communication & interventions

- paths & patterns

This factors can be influenced by management control and the shaping of social processes, this leads to unintended and intended effects.

Stakeholders interact with this system.

The perspective on the change is called: The local logic of change

Hard Factors:

- Strategy

- Structure

- Systems

Soft factors:

- Shared values

- Skills

- Staff

- Style

There interconnected layers, describing a company culture:

- Symbols & Signs

- Norms & Standards

- Basic Assumptions

Ego and own perception in interaction of the perspective from somebody else (alter)

- High growth rate

- Ability to change continuously

- Highly visionary company leadership

- Success oriented company culture

- Power Distance

- Individualism & Collectivism

- Masculinity vs Femininity

- Uncertainty Avoidance

- Long-Term Orientation

1. Ethnocentrism

2. Discrimination

3. Stereotyping

4. Cultural Blindness

5. Cultural Imposition

- Consulting as a transaction game (Purchasing knowledge)

- Consulting as a political game (to guard against, enforce interest)

- Consulting as an emancipation game (to gain autonomy, to explore new possibilities)

1. Describing change

- vision, communication of strategy

2. Generating support

- Hausschildt's model: Power, process & tech. promoter

- Bomb, trojan horse, participation

3. Establishing competence

- strategic, tactical & operative competence

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4. Providing with energy

- project marketing

- motivation and ability, celebrate, teamwork, make project tangible, inspire, keep interest awake

1st shock (big gap between high expectations and reality)

2nd denial (feeling of security, overestimation of own competence)

3rd realisation (change is necessary, uncertainty)

4th acceptance (dropping old habits)

5th testing (looking for new ways of conduct, success and failure, anger and frustration)

6th understanding (which behavior leads to success or failure)

7th integration (of successful behavior into every-day-life)

1. determination

2. no action without diagnosis

3. holistic approach

4. co-operation of the persons concerned

5. help them help themselves

6. process-oriented controlling

7. attentive choice of key-players in the change process

8. active communication