Change and appreciation of team members: method vs. relationship

Work better, information as desired! We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR –® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships, for example, and belongs one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .
Copyright:  Images created with a free smartphone provided by our sponsor HTC, which we checked as part of the test until it was unusable.

Change management ensures meaningful planning processes in the Company , Successful implementation depends crucially on a reliable relationship between the people involved. Then appreciation arises where else devaluation threatens.

Best of HR –®

Here writes for you:


Claudia Simon Best of HR –®Claudia Simon is the managing director of VISTEM GmbH & Co. KG.


From the author:


Change: The two sides of a coin

Methods and targeted tools help executives to accelerate or change entrepreneurial processes.

But that's just one side of the coin. Those in charge should think more about what they can gain by defining a dignified design as an additional factor of success in change processes.

Unequal starting positions among employees

"There is always a contract at the end of a conversation." This much-publicized management credo does not work automatically. Many executives complain that the implementation is too slow and that what has been agreed is only achieved with compromises.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Can it be because the above sentence is proclaimed in particular by those who are in a better starting position from the start? If the working context demands to play according to these rules of the game, the “weaker” experience again and again that others are better and stronger in implementing goals or procedures. As an inferior part, they feel the associated devaluation.

Rules of the game that prevent change

Can a “contract” concluded under unequal rules of the game be implemented at all? Rather bad! Because the implementation automatically includes the continuation of the perceived devaluation - as well as the non-implementation.

If you do not stick to the unconsciously or deliberately rejected rules of the game, you still suffer from not doing what you expect. Motivation for project and corporate goals or committed cooperation inevitably fall by the wayside. Although the opposite is intended, a spiral of devaluation is underway.

Employee leadership in the change process: Between facts and empathy

Established control systems often generate management conflicts with executives: they are measured by key figures - that is, hard facts - but they feel humanly responsible for their employees.

Because they want to do justice to both, they find themselves in a quandary that has been indissolubly resolved and are rubbing themselves between these poles. Well-intentioned approaches are so often doomed to failure.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Change can only succeed with people

“Head Counts”, “Human Resource” or “Human Capital” are typical expressions when designing change processes. Man is eliminated linguistically. This supposed objectification is very dangerous.

For if change processes succeed, does not depend on an abstract human capital, but stands and falls with the willingness to implement the concerned people in the Company .

Avoid devaluation

If the change is to succeed - and not only then - an executive must be able to deal constructively with the worries and fears of the employees. If this is missing, then the willingness of the employees to support the change goals is missing.

And not only that. If there is no connection to the executive, then the threatening becomes more and more important for the insecure employee. At the same time, the danger of mutual devaluation is growing.

Trust and connectedness from both sides

Managers and employees are interdependent. Both want to be perceived and valued mutually in their uniqueness. On the one hand, an executive has to actively strive for trust and solidarity with the employees.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Because only if they recognize them in this role, they can win them for change goals. On the other hand, she also needs this respect for herself. Only then can a viable mutual cooperation relationship arise. In processes of change, it is essential to give orientation, to strengthen and rebuild security and trust.

To consider different needs

To improve the results of change processes, external consultants are often involved. This circumstance often triggers internal resistance at the same time.

Because consultants are still too busy as doers. In the future, they will also have to intensify their awareness of the dignified shaping of change processes. You should ask yourself the question: how do managers and employees in a company deal with each other and their different needs?

Would as a basic attitude

Do companies function in the notion that machines that can be continually improved do not incorporate all of the company's energy. Although unintentionally, so you do not bring all the necessary for the success of forces on board.

Man with his dignity is ignored. Whether entrepreneurs, executives or consultants - those responsible must keep asking themselves whether they consider dignified design in their actions. It is not about setting yourself less ambitious goals. Rather, it is about a different attitude: that all people who are involved in processes of change are more worthy of each other.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Conclusion: Only in this way can change management succeed

Change management can only profit from this and, as a result, be more effective. So we turn the medal more often once more!

More knowledge - PDF download, eCourse on demand or personal advice

Offline download: Download this text as PDF -  Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now

Read customer feedback and buy a book on this topic at a discount: Do you like this text and want to read more information about it? Buy the right book including this text, buy it here in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then purchase on the book page.

German edition: ISBN 9783965961760

7,47  Buy directly

English version: ISBN 9783965961777 (Translation notice)

7,47  Buy directly

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Kerstin Osmer

    Very cool side here.

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.