No company can escape the need to actively manage change in the face of constantly new challenges in order to remain successful in the long term.

However, 80% of well-intentioned change management processes are only moderately successful*.

Two main reasons are responsible for this:

1. The objectives and the concrete measures derived from them are not communicated with sufficient transparency and are therefore not "agreed upon".

2. Consequently, change is only passively endured by employees, but not actively supported. Changes only become effective when they are understood (meaning) by the employees, accepted (feeling that my contribution is important), and lived. Their mindset must also have changed in the process of transformation, thereby achieving the desired behavior.

Change – regardless of which strategic or economic goals are pursued – is therefore primarily a change in corporate culture in order to actively involve people in the transformation. Working with people, not on them. A challenging task for executives who are/were used to simply stipulating goals and their completion.

What needs to be done:

1. Make the necessity/meaningfulness of the transformation as well as the goal transparent and personally known to all employees and invite them to contribute.

2. The invitation must pull employees out of their daily routine and emotionally spark enthusiasm for a common goal – change needs energy!

Crucial: the leading manager is part of the team as a "ringleader" and leads the way with enthusiasm.

3. Divide the goal into homeopathic portions and among all employees (per team or department) and accompany it with emotional communication. Agree on concrete intermediate goals for each stage and also measure behavioral changes. Shared, social learning, combined with delegated responsibilities and trust in individual change, is the most important foundation for change.

4. The achievement of milestones and, above all, the transformation goal must be duly recognized as a collective achievement.

IQONIC Consulting accompanies your transformation process from strategic goal setting to final implementation. With the IQONIC Performance Radar ®, we analyze the employees' readiness for change (mindset AS-IS). With the IQONIC Change Navigator ®, we support the individual change (mindset TO-BE). Together with you, we develop a relevant and comprehensible change story, which we communicate to everyone in an inspiring and surprisingly emotional way.

We would be happy to show you successfully completed change processes. Simply contact us at fred.koblinger@iqonic.at 0664-4018042 or arno.wohlfahrter@iqonic.at 0664-22012243