Transformation & Change Management

Improvement or change – the subtle big difference!
No matter where you look / listen – the same words are always used in great numbers: crisis, corona, pandemic, fear, panic, distancing, normality, shutdown, control, etc.

One thing is therefore clear and observable: we have no continuous change, we have a systemic crisis that leads to a transformation into a new order.
There is no going back to “normativity” – welcome to a new reality!

So the sooner we get out of the shock and use our own mind and take on our own responsibility, the sooner this transformation into a new order will also be of use for us, because the existing, solidified has now broken up and we have the chance to find the new one Actively helping to shape reality. Change is disruptive, destructive, fraught with fear, insecure, painful. But it is an opportunity because the “old” just doesn’t get any better despite constant improvement. A change of direction – what can we do for you?

Our range...

“I don’t know whether it will get better if it changes. But I know that it has to be different if it is to get better! “(GC Lichtenberg)

Only: Who or what is the reason that it was no longer good in the old system, and who will trigger the system change ??? Or shouldn’t one try to improve what already exists for as long as possible – if that’s even possible …

Starting point and objective

Organizations have a wonderful property: they organize themselves to a large extent (autopoiesis) and have a self-sustaining property. And they are therefore “forgiving” for a while because you don’t notice the mistakes right away. Employees know that, and managers know that too. That is good, but it also has disadvantages – especially in work organizations. Employees have largely organized themselves and, where possible, the organization with their processes so that they can work with them and everything “runs smoothly”. In many organizations there are more “work arounds” than clear processes. But it works, somehow. And it works better than it doesn’t. A bit of improvement is still possible. That is true for a while. But also fatal.

Why is it so difficult for organizations to “change” or “transformation” because: “We work in yesterday’s structures with today’s methods on tomorrow’s problems, primarily with people who built yesterday’s structures and who no longer have tomorrow within the organization will experience. “(Knut Bleicher)

Organizing means making permanent. How long is “permanent”? It depends, but certainly not forever. Organization in the sense of structure gives order, security, stability, enables functioning. Continuous change and improvement processes help to ensure this in organizations.

Transformation or “change” is a disruptive process in which what already exists has to be destroyed, rearranged and put together again in the third phase as a new reality in the long term. And that usually as “conversion during operation” in organizations.

Transformation demands a lot of things from managers who know, know, organize and have to implement them successfully. Because if a change fails, “nothing at all” works for a while. Therefore, in case of doubt, an organization that is still functioning is better than a pile of broken glass. And who would want to hit it with the hammer and be seen as an enemy for a while … until the new structure is in place, has been tested and is accepted as a new reality, and ultimately brings better stable performance than the old structure. There are not many who want to trigger this.

Change needs a necessity, a hardship that you want to avert, a course that you want to change. But in which direction? That is often missing. Who paints the picture of the “brave new future” … when the vision is often missing? And who “ships the employees through the storm” … when even the managers have fears, doubts, a lack of orientation and no courage to destroy the system they have often created themselves and to rebuild it again. Not with all the old system components, but with new ones. Who likes to replace himself, who will later admit that the new is better than the “old” that you built up and wanted to keep for as long as possible. Hardly anyone.

Since it is difficult to question “your own system” and as part of the relevant system – whether managerial, key worker or employee – you cannot see the system and its functioning “from the outside”, it is always the better choice to use external resources here. At the moment that always sounds like an investment, but the benefit of external support in transformations is undisputed. We help systematically in a comprehensive, efficient, effective and effective manner. This is what we stand for!

Your way to change

Do you have the feeling that something needs to be improved in your organization or perhaps radically changed? Please contact us!
We analyze your organization as a system holistically, but also your relevant environment. Maybe everything is going smoothly for you, but the interaction with customers, suppliers, online systems, owners, etc. is not? Let’s take a look at your system – let’s change the perspective together.


Please contact us so that we can get to know you and understand your problem / challenge. But above all you also have causes that have led to the necessity.

Diagnosis & design

In phase 1 we try to use system diagnostics to find out what needs to be improved or changed after the system limits, parameters, influencing variables and, above all, the goals have been clarified.


We take on the overall responsibility – we will of course accompany you through the entire transformation until the new reality becomes your new habit, if you wish!