Change Projects
Starting a new development curve
Typical example
Initial situation: A medium-sized German company. Active worldwide. Successful for a long time. Due to market changes, stronger competition and technological innovations it is forced to start a new development curve.
Therefor a massive change is planned: strategically, organizationally and culturally. We are coming on board at the same time with a young and dynamic CEO to help shape the profound change.
During the start-up phase, the first lockdown interferes. After a brief reorientation, many things are switched to online and virtual meetings and workshops. Initially challenging, but after a rapid learning curve better and better, for all involved.
Change-Initiatives: First of all, it was important to get the commitment of the Top Management Team which was scattered around the world. Key was to create a clear picture of the necessity and purpose of the new approach and the planned massive changes. After initial resentments and misunderstandings, many of those in charge became true ambassadors of change.
Workshops with all key management teams helped to create the understanding of the required changes throughout the company. Important accompanying measures promoted this process: E.g.: Townhalls in which the new CEO openly and bluntly communicated everything essential related to the changes.
Workshops with all key management teams helped to create the understanding of the required changes throughout the company. Important accompanying measures promoted this process: E.g.: Townhalls in which the new CEO openly and bluntly communicated everything essential related to the changes.
Next Phase: In the course of all these activities, which took place in addition to the pandemic, tougher competition, high customer demands and important customer projects, it became clear that the change process would take longer, as the new required culture was diametrically opposed to the old existing culture. This was followed by the start of a next phase: concept, plan, further initiatives.
3U LEADERS – of course also Online: In this change project, we act as consultants, sparring partners for the C-level, facilitators, impulse generators, trainers and speakers.
Many of the initiatives were and are running virtually via online meetings, workshops and events. Some was and is “hybrid” and some actions could be done in presence mode. The flexibility and agility to constantly adapt to changing conditions is one of the keys for the success in this project.
If you would like to know how we can support you in your change projects, we look forward to hearing from you. Please contact us here: contact