Organizational changes are normally quite complex and unpredictable processes. In many cases change initiatives are managed as projects. A high level of complexity in combination with ambitious milestones and limited resources does result in many occasions in neglecting critical success factors.
As a consequence key change initiatives are often not successful, the expected change does not happen or the objectives are not achieved on time or in full.
Based on our consulting experience of more than two decades it is quite evident that characteristical change dimensions like objectives, stakeholder, triggers and risks are essential for understanding, designing and executing successful change initiatives.
Establishing internal Change Consultants
Strategic positioning of HR in Change Initiatives
Change Readiness Analysis