Change Management and Communication - Our ... - Roland Berger

2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx
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Change Management & Communication
Our expertise
Munich, August 2012

The current market situation will lead to profound changes for many
companies – Management of the "Change Curve" is a must
Pressure from the
market situation
> Volatile financial markets and a
(re-) weakening of economic
growth
> Growing number of M&A
(expected)
> Legal, economic and
technological changes
happening with ever increasing
frequency
> Rising demands on companies'
risk management
Changes must be implemented
more often, faster and more
flexibly
"Change Curve" is a scientifically tested framework that helps to
understand and steer change initiatives
Motivation/
performance
AS-
IS
Shock
Denial
Anger/guilt
IMPACT OF
CHANGE
MANAGEMENT
Depression
Testing
TO-BE
Integration
Acceptance
ACTIVE MANAGEMENT OF THE CHANGE CURVE FACILITATES
… Understanding and anticipation of risks over the course of the change
… Achieving longer-lasting results more quickly
TO-BE
Time
Source: Roland Berger
2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx
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Six principles stake out our framework for successful change
management (Roland Berger experience)
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RELEVANCE – Articulate goals, benefits and importance of the planned changes and
ensure top management buy-in
FOCUS ON PEOPLE – Understand employees' individual expectations and fears as the
focal point in the change process
TRANSPARENCY – Establish open, timely and target-group-specific information and
communication on appropriate channels
SPEED – Leverage a strict timeline, tailored CM tools/initiatives and pragmatic short-term
actions to achieve quick wins
INVOLVEMENT – Ensure that employees of the units/companies concerned are mobilized
and empowered and secure support from their direct superiors
MEASURABILITY – Apply qualitative and quantitative criteria to ensure that the integration
progress is sustained and take necessary action immediately
Source: Roland Berger
2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx
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Our approach to change management is based on three crucial
pillars: knowledge, willingness, ability
Elements of the RB change approach
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WILLING-
NESS
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KNOWL-
EDGE
LEADERSHIP
CHANGE CONTENT
3
ABILITY
KEY PRINCIPLE
All elements are based on identified change content, and are to be addressed systematically in a logical
sequence, using appropriate actions at the right time
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TERM
Short
KNOWLEDGE – Information
> Transparency about the "what", "why" and "where to" (goals)
aspects of change as the prerequisite for action
> Understanding of the impact of change on one's own tasks
and ways of working
WILLINGNESS – Mobilization and support
> Confidence in the feasibility of change
> Opportunity for active participation
> Vents/channels for questions/criticism as well as fears and
concerns
ABILITY – Skill development
> Skills and expertise needed to achieve goals
> Presence of networks, active collaboration exchange of
and best practices
Long
Source: Roland Berger
2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx
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We employ a pragmatic CM approach whose duration, breadth and
depth is tailored to your specific situation
Typical course of action in a change program
Analyzing
initial situation
Identifying
the need for
change
Vision and
concept
Defining the
key content
for CM
Designing and
detailing
CM initiatives
Implementing/
rolling out CM
actions/
interventions
Possible areas for RB support
Adaptable to suit your requirements
> DURATION of the program
> BREADTH of the issues and the scope
> DEPTH and intensity of interventions and support service
Measuring the
success of
change
(during and after
CM
interventions)
Features of our approach
FLEXIBLE
> Adaptability to the project framework
– CM overall program
– CM sub-project/module
– Individual CM elements/actions
SPECIFIC
> Customer-specific selection and use of
elements (no indiscriminate approach)
> Integration of existing change
approaches/capacity of the client
PRAGMATIC
> Realistic goals
> Tried and tested methods and tools
> Continuous progress measurement
Source: Roland Berger
2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx
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You will benefit from our broad experience which we gained
during numerous and diverse change management projects
STRATEGY DEVELOPMENT & IMPLEMENTATION
MERGERS & ACQUISITIONS
REORGANIZATION & TRANSFORMATION
PROJECT EXAMPLES
> Development of a 'change roadmap' and
harmonization of the leadership structure during a
strategy realignment project
> Definition and implementation of various Post-
Merger Integration and CM programs
> Conduction of cultural audits prior/during M&A,
incl. definition of the target culture and
implementation of change management actions
> Development of an extensive communication
concept supporting change in the top-management
team
> Change management and communication
programs for organizational redesign projects
> Specific change management programs for
corporate transformation initiatives to enhance
effectiveness and efficiency
Source: Roland Berger
2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx
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For further discussions, please do not hesitate to contact us directly
OUR SERVICES
Discuss our expertise and the details of our
approach
Conduct joint workshop to assess your
specific needs for change
Receive concrete support for all your planned
changes
Join our network of HR experts; participate
in our next HR roundtable discussion
Selected experts
Phone
E-mail
Phone
E-mail
Dr. Tim Zimmermann
Partner
Munich
+49 (0)89-9230-8362
Tim.Zimmermann@rolandberger.com
Maren Hauptmann
Partner
Munich
+49 (0)89-9230-8686
Maren.Hauptmann@rolandberger.com
Source: Roland Berger
2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx
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2012-08_ChangeMgmt_Teaser_E_RB homepage.pptx