Changing fixed processes or implementing new processes is a plan that might become very complex, according to the scope of the changes. On the one hand, new technology, new procedures or new rules have to be integrated into an existing organisation and on the other hand, all affected employees have to be trained and qualified in the new processes. Since all of these components are closely interwoven with each other, not considering one element might lead to great difficulties in reaching the desired results.

The participants will learn all important factors which influence the successful and sustainable implementation of change and how to recognise them in each of their own specific challenges. They will learn how to realistically estimate time and costs and how to plan an integrated change process by means of their own concrete examples.

According to each customer’s specific situation, targets and intensity, one or several in-person seminars in conjunction with accompanying measures and supported by digital tools can be organised.

In most cases, change processes are characterised by special dynamics, sometimes by unforeseen events and occasionally by the necessity to alter planned intermediate targets. This creates great challenges for the change managers in charge and requires extensive competencies from project management.

Within the scope of this training course, the participants will learn about all the resources and tools required in order to successfully control and direct change processes. In addition to the corresponding tools, approaches and methods, central elements of one’s own personal attitude will be illuminated and possible hurdles identified.

According to each customer’s specific situation, targets and intensity as well as the project management competencies, one or several in-person seminars in conjunction with accompanying measures and supported by digital tools can be organised.

History shows that there are always new management tools, new organisational forms, new working techniques or new communication forms which are deployed in existing organisations. Typical examples today include iterative working, design thinking, Kanban, Scrum and many others. Presenting and training these “new” methods is only one side of the coin. If one does not only want to achieve a short-term activity with these methods, but rather strives for truly establishing these working patterns within the existing day-to-day business, a wholistic approach must be selected.

Based on concrete upcoming plans within the customer’s organisation, the scope of the training will

1. present new methods;
2. practice using them in current day-to-day business;
3. identify the principle behavioural changes required in the target groups;
4. discuss and plan how to sustainablly and permanently introduce this technique into day-to-day business.

According to each customer’s specific situation, targets and intensity as well as the project management competencies, one or several in-person seminars in conjunction with accompanying measures and supported by digital tools can be organised.