{"id":1947,"date":"2017-05-05T17:03:19","date_gmt":"2017-05-05T15:03:19","guid":{"rendered":"http:\/\/www.bcc-ffm.de\/?page_id=1947"},"modified":"2023-06-28T14:25:03","modified_gmt":"2023-06-28T12:25:03","slug":"supporting-changes","status":"publish","type":"page","link":"https:\/\/www.bcc-ffm.de\/en\/competencies\/supporting-changes\/","title":{"rendered":"Supporting changes"},"content":{"rendered":"
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Supporting changes<\/p>\n

CHANGE IS ALWAYS <\/span>
\nAND ALWAYS DIFFERENT.<\/span><\/h1>\n<\/div><\/div>
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Transformations in companies are no longer the exception but the rule. After globalisation, it is now digitalisation in particular that is creating a good deal of change and development pressure. Consequently, the ability to quickly adapt to new situations and boldly seize opportunities that arise is a key competitive factor. This requires flexible organisations and employees, which and who understand how important this ability is and are willing to go with and help shape change. They form a modern corporate culture.<\/p>\n<\/div><\/div>

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A committed and competent workforce is companies\u2019 key source of capital, especially in dynamic times. Consequently, it is essential to win them over to the changes necessary and to support them in embracing such transitions. Only then will they actually unleash their potential. Conveying the \u2018reason why\u2019 and the \u2018reason to believe\u2019 is just as important as ensuring clarity of goals and offering means of participation, which activate, guide and integrate employees\u2019 know-how and creative will.<\/p>\n

Whether change involves energising mission statement development processes, strategic realignment or crucial reorganisation, there is no \u2018one size fits all\u2019. BCC develops and supports change processes using tailor-made solutions.<\/p>\n<\/div>\n<\/div>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>

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Change communication<\/h4><\/div><\/div>

Change only works with the people involved.<\/h4>

In addition to purely organisational, economic and legal issues, change management in a company always has to do with people. Change only works with them, not on paper and certainly not by formal announcement. Change management is therefore always communicative action. Communication conveys meaning and drives motivational force throughout the company.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>

Cultural development<\/h4><\/div><\/div>

Cultural development<\/h4>

\u201cCulture eats strategy for breakfast.\u201d Underlying this frequently cited quote by economist Peter Drucker is the experience that good strategies are worth little if they cannot be taken on board by the organisation. Organisational culture essentially determines the organisation\u2019s adaptability. At a time when speed is a key competitive factor, engaging in \u201cculture work\u201d has become one of management\u2019s most important tasks.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>

Leadership trainings<\/h4><\/div><\/div>

High performance requires leadership<\/h4>

Agility and new work, hybrid teams, virtual communication, generational change, interculturality: The working world today is characterized by multiple changes. Multiple change also places ever new and more complex demands on managers: Empowerment and communication, trust and empathy, visions and changeability are the central parameters for the performance of teams. Our leadership trainings qualify managers from team leadership to C-level for these challenging tasks.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>

Restructuring<\/h4><\/div><\/div>

Restructuring<\/h4>

When organizations are profoundly changed, employees are the persons affected and change drivers at the same time. A good strategy is a necessary though not sufficient condition for the planned measure\u2019s success. Successful implementation is mainly determined by the behaviour of the parties affected and involved. Many plans have already failed due to poor implementation. Implementation is the result of negotiation and persuasion processes. Communication is the medium to this end.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>\n