Transformation Alignment

Today one always talks about Transformation when considering the redesign of organisations or organisational departments. This transformation is only successful when following key factors are present:

• useful objectives
• seriousness at the top management level
• grounded decisions and dedicated responsibility to obtain results
• mutual commitment, not only rhetorical
• knowledge regarding the behaviour of systems and people
• competence in applying methods

This means: transformation requires clarity, because clarity creates trust, trust gives confidence and confidence provides space for development. Consequently, clarity always consists of three components: cognitive understanding, emotional understanding and commitment. 

In the course of our 20 years of consulting in transformation processes we have developed the following principles:

• top-down guidelines as an underlying framework including feedback loops
• end-to-end as well as pragmatic transformation architecture (step-by-step approach to invite employees to co-create the process)
• content is the driving force of the transformation project
• implementing "change governance systems" including key performance indicators to monitor the process and to demonstrate success
• process design, attendance and controlling through change facilitators
• target group oriented, focused communications and interaction
• creating an environment that fosters the "change-readiness" of employees concerned

Topics in the Field of Transformation Management - Alignment

• Organisational diagnosis
• Departmental diagnosis
• Organisational design
• Strategy/case for action workshops
• Vision workshops
• Stakeholder Management