WHAT WE OFFER
WE SUPPORT AND ACCOMPANY BUSINESSES THROUGHOUT THEIR CHANGE PROCESS FROM INDIVIDUAL MEASURES ALL THE WAY TO THE TOTAL PACKAGE AS WE INITIATE UC SOLUTIONS THROUGH CONSULTATION, COMMUNICATION AND TRAINING MEASURES.
Holistic competence for successful change processes
We offer companies expedient support for establishing collaboration and communication solutions – at all levels. For visible implementation success. Learn more about project-relevant factors that make up our formula for success.
People and technology
The core element of our work is our strong focus on the user: Make IT human – successful change is only achieved by combining the “hard” process and technology level with the “soft” human factor.
Analysis and strategy
We jointly define the goals and roadmap together with you in order to ensure effective and flexible cooperation based on the current communication behavior of employees – this creates an ideal basis for our work.
Application scenarios and added values
The highest priority is assigned to ensuring a simple and intuitive operation of new hardware and software. We create added value for your employees and concurrently secure your investment in a sustainable manner with the help of individual application scenarios.
Communication and security
How do I create a basic positive attitude towards change? With transparent communication that reassures employees. Right from the start. We support your strategies with the key factors of communication and cooperation.
Feedback and dialogue
Communication is not a one-way street. Regular dialogue and feedback options are indispensable for achieving optimal results and implementing necessary course corrections. We promote a productive exchange from the very beginning.
Understanding and comprehensibility
“Why” we do something is much more important for the success of our actions than “what” we do. Changes must be comprehensible if they are to be accepted. Understanding promotes acceptance, which, in turn, leads to success.
Work and patience
Change management is hard work as one has to deal with resistance, fear and many other emotions. Not everything is immediately lived out as desired. Perseverance and patience on all sides are helpful qualities.
Project management vs. change management
Both should be interdependent and closely interlinked. However, change management is not the same as project management. Change management controls a live social system.
Leadership and behavior
Much has already been accomplished if the management level can convince employees of a new practice by living it out themselves. Thus, comprehensive communication is important for the entire corporate culture.
Goals and evaluation
As early as possible in the process, management and all involved parties should be clear on the goal of the new solution. Evaluations during the project progression ensure that the target and actual status are at the same level.
Complexity and feasibility
Realistically explore the feasibility of established goals from the beginning. The process should be divided into manageable short stages that offer employees individual and palpable added value so as not to overburden employees with complexity.
Face and name
Give your project a name, a face and a clear core message. Speak both from the head and the heart. Giving your change management campaign a face increases awareness and promotes necessary identification.