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Establishing a change architecture

Managing a change initiative or transformation successfully, requires systematic planning, implementing, and monitoring – and a special focus on social and emotional aspects. Otherwise your transformation will most likely end up on the graveyard of countless failed change projects (> 70%).

We at viadoo would like to save you and your organisation from such a disappointment. We rather help you to minimise risks and maximise benefits of your transformation with traditional or Agile change management.

Therefore we as objective external experts establish a change architecture together with you. It will define the processes, tools, and resources needed and help you to respond quickly and effectively to change. And based on our independent perspective, we will be able to help you manage internal conflicts of interest or priorities or other controversial aspects of your planned transformation.

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Let's talk about emotions first!

It is certainly not without reason that we at viadoo focus at first on social and emotional aspects of change initiatives. Because based on our many years of experience, we know that the success of a transformation depends on these aspects.

In a transformation people usually go through an emotional roller coaster. Their performance alters according to the so called change curve. This in turn has a direct impact on the productivity of organisations: It decreases significantly, while the unwanted labour turnover (especially the fluctuation of best performers) increases.

To minimise these risks, you not only need professional change management. Rather, executives of all levels must convince their teams of the necessity of a change initiative or transformation, actively involve them in it and motivate them to buy-in.

What is change management about?

A change architecture is a complex framework that needs to be ready before a change initiative or transformation starts. Regardless of traditional or Agile change management. That is time well spent.

Our change management certainly starts with developing a story of urgency to answer people’s key questions “Why?” and “Why now?”.
This will be followed by the creation of a clear vision and strategy for the change initiative, including objectives, goals, desired outcomes.
We then would need to identify business processes, systems, and – most of all – people that will be impacted by the change or transformation.
And we would plan to allocate resources such as budget, staff, and technology, to support your change initiative or transformation.
In a governance structure we would then outline the roles and responsibilities of key stakeholders, such as the transformation office, change sponsors, and change agents.
Based on the urgency story, change vision and strategy we would develop the key narrative and set up the transformation communications strategy.
Last but certainly not least we would define a set of metrics and evaluation criteria to measure the success of the change initiative and identify opportunities for improvement.

Our Transformation Communications Services

Change Management Workshop

House of Change

Change Workshop Results

Benefits of Interim Change Management

We at viadoo provide an objective and independent perspective on your change initiative or planned transformation. So we as external experts can help to manage conflicts of interest or priorities that quite often occur between internal stakeholders – and regularly hinder the success of a change or transformation.
With our objective outside perspective, we can also help to identify and address potential risks and challenges of your planned change or transformation. The same goes for identifying other sensitive or controversial aspects before work councils and employees would recognise and criticise them rightly.
As interim change managers we at viadoo provide a structured and focused approach that helps to accelerate the change process and get it implemented successfully in time and budget. This can free up your internal resources to focus on their core business activities.
We provide additional capacity for your internal team to manage your change effectively – especially in large-scale transformations. This could also be a cost-effective alternative to hiring and training new staff, or to diverting internal resources away from other projects.

Key qualifications of our team regarding the management of changes

Certified Change Managers

Our certified change managers studied change management theories like Lewin‘s Change Model, Kotter‘s 8-Step Model, and Prosci‘s ADKAR Model. They master how to set up a change architecture as well as different change management frameworks and methodologies, such as Agile, Lean, and Six Sigma.

Certified Facilitators

Our facilitators learned a range of skills and techniques to effectively guide and support even large groups of people, promote collaboration and teamwork, and facilitate positive outcomes. They master methologies like Real Time Strategic Change, Open Space, Appreciative Inquiry and World Café.

Certified Project Managers

Our certified project managers know how to effectively plan and implement change initiatives. They also master Agile project management which is more flexible and adaptable, with a focus on collaboration, continuous improvement, and responding quickly and effectively to change.

Featured Insights

viadoo Success Story 1

How 40,000 employees overcame fears & started embracing the change

As a central element of our change architecture, we set-up a transformation communications strategy and editorial plan. Based on that, the Transformation Office conducted dialogues with stakeholders through internal channels via interviews, events and multimedia storytelling (video clips, news article, posters etc.).

viadoo Success Story 2

How 4,500 employees got convinced of a change in a live event

Transformation Communications Live Event

In order to reduce fears, we designed a live communication event together with our customer. It was intended to trigger motivation among the workforce. We therefore prepared a panel discussion and moderated it in front of 4,500 participants. In the end they overcome their initial fears and began to cautiously develop trust in the transformation.

viadoo Blogpost

TOP 5 reasons why transformations fail – based on our experiences

Does micromanagement, absent culture of failure or overtaxing managers and employees sound familiar to you? Then you are close to some evident answers to the question why transformations fail. Since we are helping organisations for years to shift from one state to another, we experienced key failures. Here are the TOP 5 – for now.

Read Blogpost

Let's talk about it!

Are you planning a change initiative or transformation? Do you currently balance the pros and cons of an external / interim change management? Then don’t hesitate to contact us for an initial non-binding call. Please feel free to either send us a line or make an appointment that fits your calendar:

Send us a short message:

OR make an appointment:

OUR LOCATION

Greater Munich Area, GERMANY

DROP US A LINE

connect@viadoo.eu

CALL US

+49 160 9204 6294

Establishing a change architecture

Let's talk about emotions first!

What is change management about?

Benefits of Interim Change Management

Key qualifications of our team regarding the management of changes

Certified Change Managers

Certified Facilitators

Certified Project Managers

Featured Insights

How 40,000 employees overcame fears & started embracing the change

How 4,500 employees got convinced of a change in a live event

TOP 5 reasons why transformations fail – based on our experiences

Let's talk about it!

Send us a short message:

OR make an appointment:

OUR LOCATION

DROP US A LINE

CALL US

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