{"id":322,"date":"2020-10-13T11:48:42","date_gmt":"2020-10-13T11:48:42","guid":{"rendered":"https:\/\/www.bbh-gmbh.de\/blog\/?p=322"},"modified":"2020-10-13T11:48:42","modified_gmt":"2020-10-13T11:48:42","slug":"leading-transformations-successfully-start-of-the-bbh-blog-series","status":"publish","type":"post","link":"https:\/\/www.bbh-consulting.de\/blog\/leading-transformations-successfully-start-of-the-bbh-blog-series\/","title":{"rendered":"Leading transformations successfully \u2013 Start of the bbh blog series"},"content":{"rendered":"\n

Change is a stable part of every leader\u2019s professional life. Nonetheless, we consistently observe that change projects are not realized within the planned budget, timeline or quality despite the given experience of leaders. <\/p>\n\n\n\n

With our new blog series we will introduce learnings and approaches on how transformations can be led successfully and positively. With short and (hopefully) inspiring articles, we will share ideas, thoughts and experiences that we have gained with numerous projects and through the scientific examination of the \u201cpeople change\u201d topic.<\/p>\n\n\n\n

Background: strong dissatisfaction with transformation projects<\/strong><\/h3>\n\n\n\n

Change management and project management skills are part of every leader\u2019s job profile. It is well known that the involvement of employees<\/strong> as well as regular information and communication<\/strong> are important and that resistance<\/strong> is also to be expected during change processes.<\/p>\n\n\n\n

Despite the increasing awareness for this matter, we still experience strong dissatisfaction<\/strong> in companies regarding how change is realized across all levels. This dissatisfaction is not usually caused by the \u201cWHY\u201c of an initiative but by the perception of the \u201cHOW.\u201c A comprehensible \u201cWHY\u201c is a requirement for a successful transformation, but it is not sufficient. Aside from the content-based design, the \u201cHOW\u201c is critical to success \u2013 paired with a strong focus on emotional intelligence. While the management of projects has become more and more routine throughout the last years, the human-emotional component is still difficult to realize.<\/p>\n\n\n\n

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An explanation for the neglection of human-emotional aspects could be that the established management doctrine still rationalizes everything.  Communication methods and content still mostly appeal to ratio and traditional models like the K\u00fcbler-Ross change curve suggest that mood trajectory is normal and acceptance will come naturally at some point. This leads to exactly the problem that emotional-intelligent aspects are not fostered properly and are left to chance<\/strong>.<\/p>\n\n\n\n

Of course, we have to admit that these aspects are more difficult to steer since there is no \u201cpatent remedy\u201c or a project management methodology for human thinking, feeling and behavior. However, there are many possibilities to consciously plan, steer and prepare so as to not leave a transformation to chance. For this, we will present different approaches in our blog series.<\/p>\n\n\n\n

Preview: Coming up in our blog series<\/em><\/strong><\/h3>\n\n\n\n

Part 1 of our blog series looks into the matter of \u201cHow to make moods visible\u201d. Our managing partner Volker Abt shares his experiences and provides pragmatic advice.<\/em><\/p>\n\n\n\n

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What are your experiences with regards to change management? We look forward to your ideas and feedback in the comment section! <\/strong><\/figcaption><\/figure>\n","protected":false},"excerpt":{"rendered":"

Change is a stable part of every leader\u2019s professional life. Nonetheless, we consistently observe that change projects are not realized within the planned budget, timeline or quality despite the given experience of leaders. With our new blog series we will introduce learnings and approaches on how transformations can be led successfully and positively. With short […]<\/p>\n","protected":false},"author":2,"featured_media":324,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-322","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-bbh"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/posts\/322","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/comments?post=322"}],"version-history":[{"count":0,"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/posts\/322\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/media\/324"}],"wp:attachment":[{"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/media?parent=322"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/categories?post=322"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bbh-consulting.de\/blog\/wp-json\/wp\/v2\/tags?post=322"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}