Solutions for your change management
We support you in embedding changes sustainably, creating acceptance, and inspiring teams to embrace new processes and technologies.
Change begins in the mind – and with clear communication
Whether it’s new technology, new processes, or a new culture, change has long been part of everyday life in modern organizations. But while strategies and systems are often planned with precision, the most important factor for success is frequently overlooked: the people.
Many transformation projects fail not because of technology, but because of a lack of acceptance. Employees feel overwhelmed, goals remain unclear, and old habits slow down progress. At the same time, there is increasing pressure to implement digital initiatives more quickly and sustainably.
Successful change management means putting people at the center of the transformation – and actively involving them. With a structured framework, clear communication, and targeted training, we create understanding, motivation, and participation at all levels.
We combine strategic consulting, data-driven analysis, and modern enablement methods. In this way, we make change measurable, make it tangible, and ensure that change is not only introduced but also lived.
Florian Gehring
“Change management is not background music – it sets the pace for every transformation. Change can only succeed when people understand why it is happening.”
Pain Points
Why change projects often fail
Even the best technology remains ineffective if it is not accepted. We address the biggest challenges in the change process:
Lack of acceptance and resistance within the team
Unclear communication and lack of understanding of objectives
Overwhelmed by parallel initiatives
Lack of integration into everyday working life
Modules
Building blocks of our change management framework
We support organizations along key dimensions of successful change – from strategy development to sustainable adoption.
Analysis and target vision
Analysis and target vision
We provide clarity about the initial situation, maturity level, and target state.
Change strategy and roadmap
Change strategy and roadmap
Based on the analysis, we define the strategic approach and prioritize initiatives.
Communication and storytelling
Communication and storytelling
We develop a consistent change story that provides orientation and meaning.
Training and enablement
Training and enablement
We prepare employees for new processes, tools, and ways of thinking.
Adoption and support
Adoption and support
We actively support the rollout, promote acceptance, and manage progress based on data.
Implementation and success measurement
Implementation and success measurement
We measure the impact of change and ensure its long-term integration.
Artificial intelligence
Using AI and data to measure change success
Modern change approaches combine emotion and evidence. With AI-supported analyses and the Salesforce Data Cloud, we make progress visible – from adoption rates to engagement levels. This allows you to identify early on where change is working and where adjustments need to be made.
Recognizing barriers to adoption
AI analyzes usage data and feedback to identify patterns: Who is actively using the new system, and who isn’t? Where are the sticking points in its introduction?
Personalize measures
Recommender systems suggest individually tailored change activities: employees experience change as a personal learning process rather than a top-down project.
Measuring the impact of change
Predictive analytics can be used to simulate how engagement, acceptance, and performance will develop – and which measures will have the greatest impact.
Use Cases
Use cases for successful change management
From adoption measurement to sentiment analysis: these examples show how companies use data-driven change management to increase acceptance, make progress visible, and anchor change in the long term.
Measuring adoption rates in real time
Measuring adoption rates in real time
Dashboards in Salesforce show live which teams are actively using new tools – and where follow-up action is needed. This allows you to manage change in a data-driven and transparent manner.
Automating feedback analysis
Automating feedback analysis
AI evaluates free-text feedback and surveys, recognizes moods, and prioritizes areas for action. This allows you to respond to resistance to change at an early stage.
Creating personalized learning journeys
Creating personalized learning journeys
AI recommends individual training and learning paths depending on role and knowledge level. Employees are empowered in a targeted manner and acceptance increases noticeably.
Dynamically managing change communication
Dynamically managing change communication
Communication campaigns automatically adapt to open rates and feedback. This ensures that employees receive relevant messages at the right time.
Predicting motivation trends
Predicting motivation trends
Predictive analytics identifies where motivation is waning or support is needed. Managers can intervene in a targeted manner before acceptance declines.
Making change success measurable
Making change success measurable
Key KPIs on adoption, training, and satisfaction are automatically recorded. Dashboards make the success of change initiatives visible and manageable.
FAQ
You have the questions – we have the answers
We know that digitization projects are complex. That’s why we’ve compiled and answered the most frequently asked questions for you.
In order for new systems to be used effectively, employees must be involved and empowered at an early stage. This can be achieved through clear communication about the purpose and benefits of the system, practical training, continuous support in everyday work, and visible support from managers.
It is important to take feedback seriously and evaluate the application regularly in order to remove obstacles at an early stage.
The success of a change project is measured using qualitative and quantitative indicators. These include, for example, usage rates of new systems, employee satisfaction, productivity increases, or the achievement of defined project goals. Feedback meetings and regular pulse surveys also help to measure progress and make adjustments if necessary.
Resistance is a natural part of change processes. It should not be seen as a disruption, but rather as valuable feedback. Open communication, active listening, and addressing concerns or uncertainties help to build trust.
Managers play a key role in this: they should provide guidance by setting an example and acting transparently.
External change management is worthwhile when internal resources or expertise are lacking to support complex changes in a structured manner.
External consultants bring objective perspectives, proven methods, and experience from comparable projects. Their support is particularly helpful in large transformation programs, cultural change, or technology implementations.
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