SUCCESSFULLY SHAPING TRANSFORMATION
Each of us is affected by change again and again. If we succeed in actively and purposefully shaping transformations, valuable advantages are generated. But practice shows that successfully mastering change processes does not seem to be easy. Why?
REASONS WHY TRANSFORMATION INITIATIVES FAIL
- No reason is seen to change anything. The problem is not recognised and thus no
transformation process is started.
- There is no clear vision. Without knowing where the organisation wants to go in the future, measures taken fizzle out in sheer actionism.
- A vision has been defined, but no concrete goals. Although the direction is known, the
organisation veers off course.
- Vision and goals have been defined, but there is no idea of how the implementation could be done and/or there is no ability to realise the implementation.
- Attempts have already been made to drive a transformation process. However, all projects have come to nothing and remained without any noticeable effect. Instead of sustainable change, unrest and uncertainty prevail.
THAT MAKES THE DIFFERENCE
For a successful transformation and tangible change, heart, head and above all a change-oriented mindset are needed. Only when recognition, ability and willingness come together a change process will be successful and lead to sustainable results. This insight influences the methodology and design of the Talenthelden Journeys and thus creates measurable added value.
THIS IS HOW TALENTHERDEN JOURNEYS GUARANTEE YOUR SUCCESS
- Getting to know self-determination, ownership and self-responsible learning/further development.
- Binding form of transformation – no workshops, no mumbo-jumbo, but concrete, individual development.
- Mix of different formats such as 1:1 coaching, time for self-reflection and interaction with the work environment.
- Systemic effect – on each Journey there is interaction with about 20 other people who are not on a Journey themselves.
- Sustainable change beyond the duration of the Journey – through binding planning and implementation of concrete change.
- Individual involvement from creating awareness to company-wide rollout and implementation of strategic goals.
- Measurable knowledge transfer is made transparent through subsequent evaluation.
Which use case would you like to learn more about?