Engage – Results of the Third Module:
Linking areas of action, clear priorities, and focused activities

Commitment stems from conviction. The conviction of leaders and employees regarding a transformation is based on a combination of four key areas: information and integration, engagement, and support during implementation. Communication alone is rarely enough—for example, to convey an understanding of the master story.

Informing managers and employees provides guidance on the transformation. The key topics are clarified: the goals and strategy, the mission statement, and the master story. Appropriate measures often rely on established media or platforms within the company, specifically for managers or employees. It also makes sense to create special events, such as a town hall meeting (which can also be held virtually) or a special letter from company leadership.

The integration of managers and employees supports trust in the transformation and the planned change management. Participation in planning and projects does not have to be active. Integration can be facilitated indirectly through specific measures. A change platform or even a change campaign featuring FAQs, a toolbox for managers, or dialogue formats such as Lunch & Learn sessions enables active participation.

Directly involving managers and employees strengthens their conviction regarding the necessity and urgency of the transformation. To this end, high-performing employees and opinion leaders within the company who enjoy a high level of recognition are also involved. Involvement can take place virtually and digitally through social media or blogs. Particularly effective are in-person meetings at workshops and conferences featuring a high degree of dialogue through info markets, World Cafés, or a hackathon.

The support of managers and employees during the execution phase enables the successful implementation of the transformation. In practice, this fundamental principle of change management is often not consistently applied. Clarifying future functions and roles, as well as strengthening and developing the necessary competencies, requires budget and time resources.

The ideal approach is a needs-based mix of methods tailored to what is urgently and immediately required. The range extends from traditional seminars and webinars, through blended learning, to AI-supported e-learning and train-the-trainer modules.