Role models and motivators, persuaders and listeners: Leaders as drivers of change management.

A “top-down” approach is particularly effective during transformations to motivate all employees to commit to the process. Strong, unified leadership—combined with a clear rationale and vision for the change—is the fundamental prerequisite for successful change communication. This must also help managers overcome their fear of making difficult decisions and losing power, thereby increasing their flexibility and willingness to implement changes.

Tools for developing executives as change managers are therefore a key focus of Groß & Cie.’s work. Existing structures and methods within the company should be leveraged in this process. At the same time, new measures should be implemented for executives, in part to increase the direct benefits of the transformation for them.

What we do for you

Transformations require specific leadership skills. Depending on the situation, organizations must quickly mobilize the necessary competencies and establish teams and processes. Groß & Cie. equips participants with the knowledge relevant to their change management.

This takes place in intensive sessions lasting one to two days or in recurring “sparring sessions,” for example with managing directors and board members. Here, owner Michael Groß draws on his expertise from his teaching experience in “Digital Leadership” to successfully tackle the new challenges of leadership in companies.

Change requires a shared understanding and clarity about the tasks at hand. These cannot be addressed through rational argument alone. The experience of “looking each other in the eye” with those in charge is at least as important for pulling together, not buckling under challenges, or even creating problems for one another.

Groß & Cie. handles the creation of the dramaturgy, the review of content in accordance with the “master story,” and the staging and emotionalization of conferences, including teasers and follow-up. And if a company lacks its own resources or if these are overburdened by the transformation, the organization is also part of the scope of work.

Through a balanced mix of lectures and teamwork, overall competence is enhanced and knowledge is applied to the specific challenges of a transformation: in other words, “Learning for a better job.” The “Traffic Light Check” also helps identify the necessary personal behavioral changes required for the transformation.

Depending on the tools already in place within the company, Groß & Cie. combines in-person seminars with online assessments in a “blended learning” concept—for example, regarding the dos and don’ts in accordance with a company’s leadership principles.

The work begins beforehand to ensure that workshops deliver successful results. Preparation is key to success: content and objectives must be clearly communicated before the workshop, and homework assignments must be distributed and tracked. In the implementation phase, Groß & Cie. focuses on dialogue-based methods such as matrix analysis to identify and select measures that require minimal effort but have a significant impact on change management.