‘Companies that take the time
to identify and shift deep-seated
mindsets were 4x more likely to
rate their change programs as
McKinsey Quarterly Transformational Change Survey, 2010
Address the psychological readjustment of transition for the sustainability of change.
Leading change is challenging. Leaders face difficult choices, trade-off’s, conflicting priorities, new ways of working, and the need to take risks. Organisations don’t change. People change. The effectiveness of change lies in the hands of the people leading and undertaking the change.
A transition is the reorientation people need to make in response to the change. Transition is a flow from one state to the next. Each transition needs clear steering and interventions for successful outcomes. Transition is systemic, whether we like it or not. We manage transition across four working streams:
• Intention, Strategy, Business Model
• Digital Architecture & Organizational Setup
• Culture Games & Narratives
• Legacy Handling & Capabilities
The psychological readjustment to change is critically important to ensure the sustainability of change. Transition management needs careful consideration in order to lead employees successfully through the change journey. Jürgen’s techniques focus on reorientation - psychological, structural and procedural readjustment - in response to change. The approach identifies where people are now in their psychological change journey and defines ways in which to mobilize them during transition.
After full exploration of work streams, the transition drumbeat is set. Acting as your pacemaker, Jürgen supports you to generate traction across all stakeholders, maintaining rhythm and pace to drive a positive and effective transition.
Transition Management Consulting
For organisations with internal transition managers, Jürgen acts as support partner, advising and offering intervention with a focus on actions and results. He will advise on applying the right methods and approach for specific transition needs.