What is Change Management?
Change Management the art, to control big changes are professionally: in businesses, social organizations and in life!
It is usually first, acceptance of the changes, and in the second step, the changes yourself. In the context of Change projects these are mostly changes in the behavior of managers and employees
We create with you, tailored to your Situation Project plan with the project for that organization. The Definition of decision-making bodies (Steering Board, Sounding boards, Change Agents, etc.), and the sub-projects, roles and responsibilities, and reporting lines and frequencies heard.
Our approach is to do this with you in Tandem. We are happy to advise you and put all our experience, both for control of the Changes, as well as the design of the content is available. It needs, however, their executives, and the faces of your organization to drive the Change. We are at your side external Project Manager, consultant, communications specialist, sparring partners, presenters, trainers, and Coaches and help you be the change project successfully.
We can do it for you, is:
- Lead a project team
- Management of project meetings and
- Implementation of new instruments and processes
- the design of the project content
- the design of the communication
- the implementation of Workshops and Events
- Crisis talks and
- regular Reporting to the Board of Directors or Steering Board.
Your contact person: Farid El-Nomany – email@example.com
Temporal change in the Change management
The origin of the Change management goes back to the organization development in the United States of the 1930s. The Scientists Fritz Roethlisberger and Mayo the led in the framework of the research is to increase the performance of experiments in the works Western Electric by. They found that the observed performance of the employees was more influenced by the attention paid to the employees than by Changes in the working conditions.
Of Kurt Lewin were carried out in the 1940s, further examination. The pioneering theory of Lewin (1947, 1958), in the framework of organization theory with the phases of change. While Lewin is not received in its phases the content to individual steps of the management during a change has John P. Kotter eight phases of Change management are identified. According to Kotter these phases are critical component of change management and must be complied with by each of the Change Manager.Changte
Phases of the Change management according to Kurt Lewin
The starting point of the first Phase, the insight that the expectations do not correspond to the reality. The need for a change occurs slowly as a way into the consciousness, and the old behavior is in question. The General objective of this Phase is to strengthen the change in strut forces and to support and to induce a change in consciousness. Unfreezing is the image for the thaw of the existing (frozen) equilibrium or the previous state, which can also be taken from a previous Change process caused.
In the second Phase, the Movingor change phase, solutions are generated, new behaviors are tried and the Problem will be solved in sub-projects. The Status quo will leave and it will be completed in a changing movement to a new equilibrium.
The aim of the third Phase of the Re-freezing, is the implementation of the found solutions to problems, and thus the at least a preliminary conclusion of the process of change. After the episode schema of Lewin changes to the stabilization require and need to be frozen to the permanent Integration into the overall system. The new equilibrium state as before the Power of habit and stabilizes protected. Conclusion: This Is From ?new? do ?old? in the positive sense of the well-Known, Trusted and Working.
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