- Approx. 1,400 employees
- Present throughout Germany
Details about the company
ICT provider for private and business customers
Situation and challenge
The company is under pressure to produce results. A new CEO is to stabilize the business and open up future growth potential through transformation.
The new CEO, as part of a transformation program, decides on a strategic realignment, new budgets, and growth targets, with a focus on standardization and exploring new growth areas. Supplementing the implementation of a comprehensive new CRM system, he is initiating a cultural transformation, particularly within the leadership team. The managers should be sworn in, actively drive change, work more closely together, and gain in professionalism.
Project
cetacea supports with a three-person team over three quarters of a year for a kick-start of the transformation
cetacea’s tasks: Taking stock, initiating and accompanying the comprehensive transformation program through effective communication, change management, and leadership development measures.
Result
Strong basis for transformation
- Big picture and roadmap for transformation are in place and have been taken into the organization
- Strengths and weaknesses for the transformation have been jointly assessed, and priorities have been identified and addressed
- Leadership development: all managers and the executive board have sharpened the skills required for transformation and received tools and resources for daily use
Procedure
cetacea orchestrates the transformation around a new strategy and puts a dedicated process into action.
At the beginning, a comprehensive assessment (Culture Readiness Analysis) is conducted along the envisaged transformation to assess the current situation and derive action needs based on strengths and weaknesses.
At regular intervals, the leadership team is involved in Future Days where the big picture is made tangible, and they jointly work on the transformation. Focus groups of managers are supported and enabled to redefine processes and responsibilities and develop new principles of cooperation. On this basis, new behavioral anchors for managers and employees are jointly derived.
The current status quo regarding these behavioral anchors (for executives and employees) is assessed and discussed in Culture Perception Workshops, and improvement measures are developed together.
In communication, give-aways are strategically utilized as nudges to facilitate behavioral changes in the daily work routine and to make the new principles of collaboration in particular visible and tangible.
At the same time, the topic of leadership development is given a high priority. All managers as well as the executive board undergo training and coaching in small groups on five focus topics (such as entrepreneurial action). Through this approach, participants not only deepen their theoretical knowledge of the key competencies required for the upcoming transformation but also reflect on their own behavior. They develop and commit to change impulses and receive tools and resources that facilitate the application of these new competencies in their daily work.
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Our customers and peers testify to our expertise
We are award-winning!
We have been voted one of the best consulting firms for change management transformation in Germany in the renowned consulting ranking of the business magazine "brandeins" five times in a row.
In addition, we have been consistently named "Top Consultant" for Change Management by FOCUS BUSINESS since 2021.
In each case, both consultants (peer-to-peer) and customers were interviewed.
Both surveys were open and unguided.
