Why a new perspective on change management is important
Change management stands for an accompanied transformation that helps companies to adapt in a dynamic environment. Culture plays a key role in driving change. People in organisations are increasingly confronted with uncertainty, new technologies and changing roles. It is therefore crucial how culture changes and how employees remain motivated. Clients often report that structural adjustments alone are not enough, but that the accompanying cultural development must be the focus.
Actively shaping culture in the change process
Changing culture means consciously developing values and behaviour within the company. This can succeed if managers act as role models and exemplify new behavioural patterns. Accompanying methods such as workshops and open discussions enable employees to contribute their views and make the change transparent. In this way, change management not only supports processes, but also builds a sustainable culture that offers space for creative solutions and experimentation.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
In a technology company, managers were empowered through coaching to establish a culture that promotes innovation. Openness and error-friendliness were made visible in daily interactions. This paved the way for sustainable developments, without quick promises, but with continuous support.
The manager as a key role in cultural change
Managers play a formative role in change management because they steer both structural and cultural changes. They take responsibility for how values are lived and anchored. Regular reflection helps them to critically scrutinise progress and adjust the direction if necessary. This is not just about one-off actions, but about a continuous process that enables creative solutions and recognises obstacles at an early stage.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
A medium-sized service company introduced structured workshops to support managers in exemplifying new behaviours. At the same time, employees were given the opportunity to form self-managed teams that can make decisions independently. This led to the development of a culture that promotes greater flexibility and personal responsibility.
Methodical support as the key to success
Successful change management utilises clear, structured approaches that can be flexibly adapted to the needs of the company. Individuals are supported along the way by providing concrete impulses and tools that make it easier to deal with change. This strengthens acceptance and helps to integrate new habits into everyday life. Inspiration can come from reflection sessions, dialogue formats and practical coaching.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
An international logistics company set up a process for the annual measurement of cultural change. This made culture measurable and identified the need for action at an early stage. Through accompanying coaching, managers and employees were encouraged to work together on cultural development and actively shape change processes.
How employees are actively involved in change
Employee commitment and motivation are important success factors. Change management therefore focuses on transparency, involving those affected and supporting the development of skills. If people understand the benefits of change and are able to help shape it, there is a greater chance that new processes will be accepted in the long term. This turns employees from mere participants into co-creators of change.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
A manufacturing company initiated regular open dialogue rounds in which values were reflected upon and implemented in joint improvements. This continuous feedback enabled an atmosphere of trust in which all employees feel heard and the culture can grow in the long term.
My analysis
Change management gains impact through holistic support, in which the culture in particular is actively changed. Managers are crucial as role models, and the involvement of all employees contributes to long-term acceptance. The innovative methods used in coaching offer accompanying impulses that neither promise quick solutions nor put pressure on the organisation, but are geared towards sustainable development.
Further links from the text above:
[1] Change management culture: KIROI step 4 for cultural change
[4] Transforming organisational culture: KIROI Step 4 for Leaders
[5] Prosci Change Management Vs Kotter Change
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