The difficulty is not to understand new ideas, but to escape old ideas.
The Change Master ensures that there is a transformation plan behind the actual change measures. The transformation plan serves to deal with the effects of the planned changes on the people in the company. The Change Master supports the management in defining and implementing appropriate accompanying or complementary measures and he supports the managers in communicating within the organisation.
Change Masters work to improve cooperation at the management level. They help to keep everyone’s eyes on the goal and to identify obstacles so that they can be promptly dealt with.
It is ensured that individual change measures or comprehensive transformation or evolution phases can also be successfully implemented and sustained in the context of the organisation and, above all, the people working in it.
It is ensured that strategically particularly valuable measures are not impaired or even destroyed by interpersonal, emotional, or structural deficits. It is ensured that the internal acceptance and feasibility of essential change measures are appropriately managed.
The more wide sweeping the impact of change, the greater the need for effective organisational and communicative activities within the organisation. Modern change management focuses on the employee and the organisational units affected. The aim is to ensure both the desired success of change, even after taking into account personnel or organisational factors, and the maintenance of a motivated and non-depleted workforce.
The core task of the role is that there is a transformation plan behind the actual change measures that addresses what the changes mean for the individual employees in the company. It is intended to support both management in defining and implementing appropriate accompanying or complementary measures and managers in communicating with employees.
Change Masters work to improve cooperation at the management level. They help to keep everyone’s eyes on the goal and to identify obstacles so that they can be promptly dealt with. The Change Master takes care of an appropriate visualisation of change processes. He shows what exactly changes as a result of the measures and prepares all those involved in a process for these changes. He deals with impact analyses and mood pictures regarding the changes as well as with the degree of implementation of any accompanying or supplementary measures that may have been implemented. It derives from this possible need for adjustment or correction.
The requirements for holders of this role are, in addition to a relevant education, above all demonstrable professional and practical experience in the management of transformation or evolution projects. Suitable candidates must have sufficient social competence and rhetorical confidence to assume responsibility for coordination, moderation and, if necessary, mediation. Conceptual and analytical skills as well as business expertise are just as necessary as an awareness of human behaviour patterns and how to deal with them. Ultimately, this role requires both practical experience and expertise in human resource and organisational development.
What shall change and why
How changes affect the people
How successful progress is measured
Necessary accompanying measures
How the people shall develop with it
How the action plan is integrated
Metrics, which describe the success
How and by whom progress is reported
How corrections to the plan are made
We are happy to take on this in-house role for you as an external service provider, including the associated change office services. Alternatively, we can support you with the implementation and filling of this position as well as with a guided induction phase.
Facts do not cease to exist because they are ignored.