Change Management

Changes in behavior, attitude or convictions cannot come from above – at least not with any success. Resistance is an important aspect of our work and it takes a joint effort to overcome it.

Our teams of consultants combine business competence with Change Management skills.

As a team – including client representatives – we consider the successes and resistances within the change process and plan appropriate interventions. Together we will create the high acceptance needed to implement the solutions quickly – and sustainably.

Competence

The way in which people who are going to be affected by change react to that change depends very heavily upon how the change process is structured and supervised. The Horváth & Partners Change Management Approach provides the mental framework for our accompanying measures (see illustration).

• Check: Communalize change mindset, identify levers and resistance, initiate first change impulses
• Change Roadmap & Organization: Modify conditions to provide optimal support for change
• Change Agent Empowerment: Enable, motivate and create effective networks for internal multipliers; it is impossible to convince the critical mass of employees without internal role models
• Training & Skill Transfer: Target the right skills for development and strengthen employees emotionally
• Change Communication: Inform, involve, mobilize; sense, benefits and credibility of management in the context of change are bolstered through open but structured communication
• Change Controlling: Implement target-based monitoring of the change process; appropriate controlling ensures you can react flexibly and in time to developments.