Successfully Implementing Change Management

In a world that is constantly evolving, change management is the key to successful transformations. It is not just about implementing new processes, methods, or tools, but about taking people along on the journey to ensure changes are sustainable. However, despite the growing need for change, a staggering 70% of change initiatives fail when they are not supported by professional change management.¹ This highlights the importance of recognizing and leveraging critical success factors for transformation processes.

Why do so many change initiatives fail?

Based on our experience, change initiatives often fail due to three key factors:

1. Lack of Communication. Clear communication is the foundation of understanding and acceptance during a change process.
Without transparent and consistent information about the objectives, reasons, and benefits of the change, employees struggle to align their work with the new goals. This can lead to confusion and, in the worst case, resistance to the change-effort.

2. Insufficient Involvement of Those Affected. Successful transformation is only possible together with the people who are actually responsible for implementing it. Studies reveal a disconnect in perspectives: while 74% of leaders claim to involve employees in the development of change strategies, only 42% of employees feel truly included.² Yet it is these employees who are ultimately responsible for embedding the change into the organization in the long term. The chances of success for the initiatives decrease significantly when the employees operatively driving the change are not properly included in the overall transformation.

3. Lack of Support from Top Leadership. Last but not least, the role of top leadership is critical to the success of any transformation.
Through active role modeling, clear communication, and consistent support, top leaders send a powerful signal and shape the organization’s overall attitude toward change. Without this commitment, organizations may lack the motivation and direction needed, causing the change initiatives to stall.

How do we make change successful?

We approach transformation holistically, guided by the principles of the Integral Systems Theory.³ Our recipe for success lies in supporting our clients throughout the change process to achieve both the desired professional goals (the “visible dimension”) as well as to strengthen social competencies within the organization (the “invisible dimension”). This holistic view allows us to focus on the bigger picture, offering systemic support in change and communication management with expertise from all perspectives:

– As an orchestrator
– As a guide throughout the transformation process
– As a coach for teams and leaders

Consulting approach

We place particular emphasis on the active involvement of all stakeholders, the support of leadership, and the empowerment of individual roles and responsibilities throughout the change process. This form of collaboration lays the foundation for a successful and sustainably embedded transformation.

Our approach combines both strategic and operational change management. This means that we not only provide support at the strategic planning level but also implement specific initiatives to enable lasting positive change.

Five core principles guide our work – always with people at the center.

Our guiding principles

Taking the first step towards successful change

Taking the first step in any change process can often be challenging. An external perspective and professional support can make the process easier and provide clarity—especially when managing multiple priorities or navigating significant transformations.

Get in touch with us—we look forward to taking the next steps in your change process together with you!