Make change work!
Change Management
While others often focus only on WHAT needs to be changed in an organization, we focus especially on HOW we can engage people throughout those journeys. Therefore, we structure change initiatives so people understand the shift and buy into it. For example, we support initiatives through stakeholder mapping, leadership activation, enablement, feedback loops and adoption tracking.
We help you to move from announcement to acceptance.
For us at viadoo, change management means helping people in a structured way and using professional methods to embrace a planned change and adopt new habits. This requires a systematic approach that addresses both technical and emotional dynamics from the start. Otherwise, an initiative risks becoming part of the 70% to 85% of failed changes.
That’s where viadoo supports you: with a proven, systematic framework that reduces risks and maximizes the benefits of your change – whether you’re using traditional or agile methods.
As a result, you gain a reliable structure that defines the right processes, tools, and resources for your initiative. You’ll be better equipped to adapt to change quickly, resolve conflicting priorities, and navigate sensitive internal dynamics – all with the guidance of experienced, objective experts.
Why change management matters
When change affects people, emotions run high and performance most likely falls. Therefore, a people-first approach is required to protect productivity and retain top performers. In addition, leaders must foster buy-in and guide people through change with empathy.
Retain key people — Skilled employees often leave when change feels unclear, imposed or poorly led. Professional change management helps build trust, explain the reason for change and keep critical talent engaged.
Protect productivity — Most change initiatives create an initial performance dip. A structured approach helps reduce productivity losses, manage overload and keep teams focused on delivery..
Build acceptance — Strategic change communication creates transparency, strengthens trust and helps employees as well as middle management understand what the change means for their daily work.
Strengthen change capability — Every well-managed initiative builds internal competence. Leaders learn how to guide change, while change agents create a stronger foundation for future initiatives.
Our four-phase model
To shift from the present state to the future state, we always take an iterative and agile approach. Nevertheless, we are guided by the clear structure of our integrated four-phase model that includes analysis, conception and realization (in accordance with ACMP® Standard for Change Management© and German DIN SPEC 91405). Our framework helps to organize the development in its sub-processes, to record the associated tasks and to assign suitable methods and tools.
1
Analysis of Change Initiative & Humans
We compare the current situation with the target situation. Then, we work with a management team to analyze the stakeholders and what emotions and reactions can be expected from them. We also develop a valid answer to the question of why the change is urgently needed now. Finally, together with the management team, we develop a change vision to serve as guidance for everyone.
2
Analysis of Humans & Organization
We determine the basic willingness of the workforce to change, identify potential change agents, and train them. At the same time, we analyze the existing infrastructure for change communication. Finally, together with the management team, we design the Change Management Office (members, roles, governance, etc.). As a reslut, this allows us to identify conflicts at an early stage and facilitate solutions.
3
Conception of Change Architecture
Based on the previous results, we formulate the change story and develop the change management architecture. In addition, this includes plans for stakeholder participation, sponsor involvement, necessary training measures, and target group-specific, agile change communication (topic and action plan). In this way, we strengthen trust in the change and in the executives.
4
Realization of Change Initiative
We implement our change architecture in line with project management (technical level). This includes among other things conflict mediation, overcoming dysfunctional teams, and soliciting feedback. In accordance with the agile communication strategy, we also provide ongoing information about even small steps forward. In the end, we actively contribute to the success of your change!
What you gain
Thanks to our analytical procedure and holistic approach, we are able to
increase the changes of success to 95%,
flatten the classic change curve (see viadoo Change Integral),
reduce both the usual productivity losses and the unwanted fluctuations.
Featured success stories
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Modules tailored to your needs
Full Service
Managing a change initiative or transformation successfully, requires systematic planning, implementing, and monitoring – and a special focus on social and emotional aspects. 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.
Single Initiative
In complex transformation processes with several parallel change projects, we also support individual initiatives. We bring methodological strength, content expertise, and a neutral outside perspective to the table. As a result, this relieves the burden on internal change teams and creates space for them to focus on the big picture of the complex transformation.
Work Packages
As external sparring partners, we take on specific work packages in the change process – methodically sound, relevant in terms of content, and always with a neutral outside perspective. In this way, we relieve internal change teams of operational and emotional stress, promote the transfer of know-how, and provide fresh impetus for effective solutions.
Coaching
Executives are key players in any transformation. At the same time, they are under intense pressure to provide guidance, defend decisions, and get their teams to buy in. We support them at this very interface with professional sparring, targeted development, and a safe space for reflection. In this way, we help them clarify individual challenges, gain confidence in their actions, and shape leadership in change.
Workshop Facilitation
Whether it’s a multi-day workshop or a compact live event, we design formats that not only inform people but also actively involve them. In transformation processes, such spaces for dialogue enable knowledge to be shared, perspectives to be exchanged, and joint responsibility to be developed. Therefore, we take care of the conception, moderation, and follow-up, always with an eye on impact, participation, and connectivity.
Leadership Training
We love to share our expertise in the field of transformation. Through our workshops and seminars, we enable your leadership teams to identify, plan and implement change initiatives. They also learn how to manage resistance or other challenges that may arise during the process.
Top 5 advantages of external change manager
Objective outside perspective
Tensions between departments, unclear priorities, or internal politics can easily derail a change initiative. An objective, neutral perspective can make all the difference for a change initiative.
Clearer decision-making
External change manager cut through internal noise, spot hidden risks early, and manage sensitive issues before they escalate (e.g. with the work council).
Faster transformation
Interim change manager bring a focused, time-efficient approach that keeps change initiatives on schedule and within budget – while freeing internal teams to focus on what they do best.
Better alignment
Whether additional capacity or temporary leadership is needed, external channge manager bring expertise, structure, and stability to succeed without draining internal resources.
Higher acceptance among people
External change manager guide executives and employees through the change initiative, manage resistance, and help make the new organization actually work in practice.
Frequently asked questions
Organisational change is any actively initiated change in an organisation that has an impact on the structure and culture of social systems and therefore requires adjustments to the organization and the behavior of employees.
1. Top Down Changes:
- Driven by economics and technique (efficiency)
- Typical management consulting approach (benchmarking etc.)
- Idea of organisation: machine
- Idea of change: maintenance / repair / overhaul (MRO)
- Idea of human: rational, solution-oriented
2. Bottom Up Changes:
- Driven by the organization, by values, by needs
- Typically configured by the organisation
- Idea of organisation: organism
- Idea of change: social, evolutionary process, respecting emotions
- Idea of human: most important resource of the organization
- Each and every affected employee is actively involved
3. Integrated Changes
- Driven by the management (defining the goal)
- Escorted by an evolutionary approach of the organisation
- Idea of organisation: staff dedicated to the company
- Idea of change: has to be done, but with respect to people’s needs
- Idea of human: individuals, high performer
- Involving affected employees depending on the phases
A change is usually a planned and relatively short-term project to improve the performance, efficiency, or effectiveness of a specific area. Changes may be small or large in scope, and incremental or transformative in nature.
However, a transformation is long-term and fundamental shift of an entire organisation regarding its culture, structure, processes, and systems. Transformations require significant investments of time, resources, and effort.
Change management means helping people in a structured way and using professional methods to embrace a planned change and adopt new habits. At the same time, this requires systematic planning, implementation and monitoring of the corresponding change process.
Change management is about the tools, techniques, and processes to manage a change initiative. Change leadership is about setting the direction, inspiring, and motivating people to move toward the new vision.
By contrast, change leadership requires strong leadership qualities, such as emotional intelligence, vision, and the ability to influence and encourage others to adopt new ways of thinking and working.
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