Führung im Change

In today’s fast-paced and uncertain world, change is ever-present in organizations.
As clichéd as it may sound, the reality remains: “The only constant is change.” This can impact virtually every area—from production and products, to processes along the value chain, organizational systems and regulations, individual competencies, and even collaboration practices.

The old motto of “unfreeze- change – refreeze” may be an appropriate approach in a stable and reasonably transparent world. In times of chasing, overlapping and ongoing change processes, which are often chaotic and frequently disorganized, this approach reaches its limits.

Shaping change

Today, people with leadership responsibility are required to create spaces and conditions in the organization that enable or facilitate change. Where improving or perfecting current processes is no longer sufficient, new solutions must be found to avoid unnecessary friction, secure a strategic advantage, and ensure the long-term sustainability of the organization.

Creative leadership is required—one that is sensitive to future opportunities and skilled at activating the collective intelligence of teams. Such leadership is also willing to promote “disruptive innovations” (groundbreaking changes or new market rules), embrace “rapid prototyping” (quick, not necessarily perfect prototype development), and use new methods that encourage broad participation and drive innovation. In addition to the quality of the results and solutions, the acceptance of processes and content by all those involved and integration into the culture and structure of the company must of course also be kept in mind.