The world of business and work is in a state of constant change. Digitization has shortened the change cycles significantly. Working methods and individual habits have also changed a lot due to digitization.
Although almost everyone now appreciates the advantages of digital technologies in private, the majority of digital change projects (change projects) in companies do not fail because of the technology. They fail because the employees are not taken along in the change and development process!
This is independent of whether these are internal organizational changes , such as changing internal processes, the introduction of new IT tools or communication systems , or external-based changes such as a new business model, changed product range or changed sales markets.
The success of change processes essentially depends on whether you can take the individual with you in the change project and convince them that the change is important. And also has a positive development for him/her – and you are not left behind.
Approach your change projects in an employee-oriented manner!
Design your agile learning organization for which change is a normal constant.
Nevertheless, for many people it is always challenging to deal with change! Lt. According to a McKinsey study, only 30% of employees are open to change initiatives .
The corporate culture is all the more important in change processes! To create an environment in which employees feel comfortable and change, innovation & development are part of the DNA. Because the corporate culture affects the identity of your employees . It makes it possible to react openly and flexibly to (digital) changes, clear communication resolves uncertainties, new (digital) technologies and processes are used sustainably and new innovations are created .
Take your team with you, inspire them for the new challenges and developments and unleash the potential of your employees :
With courage: creating ideas, promoting innovations, celebrating success!
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