In times of VUCA (volatility, uncertainty, complexity, ambiguity) and increasing complexity, companies are forced to continuously adapt and evolve in order to remain competitive. Change projects and transformation initiatives often present complex challenges that involve many stakeholders and a multitude of tasks – usually in parallel with day-to-day business. As experienced change management consultants, we support our clients in overcoming these challenges and empower them to successfully implement their transformation process with the help of our proven methods and tried-and-tested approaches.
Organizations often face organizational changes that require professional change management.
The most common reasons for change include:
These reasons for change arise against the backdrop of digital transformation, the introduction of new strategies, or a general cultural shift. They often mean profound and lasting changes for teams and management. This is where our sound change management comes in – we support you in accompanying these changes systematically and successfully.
Changes often fail or are delayed because managers and project teams focus too much on technical aspects and neglect the human factor.
Organizational adjustments usually entail changes in the way employees work and their routines. Behaviors must be adapted and new skills acquired. But it is human nature to find it difficult to break away from familiar structures. This often leads to uncertainty, fears, and questions among those affected. For this reason, the human factor is a crucial success factor in any change process.
Your company is facing a change in its internal organization, processes, or culture. For successful change management, it is crucial that your employees are open-minded and willing to embrace the changes.
Aspects such as change communication, self-organization, responsibility, and participation are of great importance here, but have not been sufficiently considered or implemented in your organization and in traditional projects.
In change management consulting, we address precisely this challenge—corporate change at the employee level. In order to empower and encourage employees to accept innovations in their work, certain issues must be addressed, such as:
Your project benefits from the fact that
The involvement of those affected helps you to implement the project faster, more predictably, and more effectively.
Sparda-Bank West has successfully completed its migration to Atruvia's agree21 core banking system. For one of the largest institutions in the Sparda Group, the change meant a comprehensive technical and organisational transformation. noventum consulting was involved in selected areas of responsibility and supported the bank in preparing key transition steps.
The South Westphalia Chamber of Crafts found a sound solution to this problem – as part of its digital transformation, it introduced a modern intranet based on Microsoft SharePoint Online. The aim was to improve internal communication in the long term while also making document management more efficient. In collaboration with noventum, a platform was quickly developed that enables centralized document management, structures internal communication, and consistently takes into account the chamber's heterogeneous user landscape.
International IT transitions rarely fail because of technology – but rather because of culture, communication and expectations. Setting up tech hubs in India, Poland or Romania can address the shortage of IT specialists, but it also brings complex challenges. How can knowledge be transferred sustainably, employees avoid being overworked and intercultural teams be brought together successfully? Using specific projects, this article shows which success factors really matter – and why genuine collaboration requires more than just tools and processes.
Many companies are faced with the challenge of integrating artificial intelligence into their organisation in a meaningful way - between the pressure to innovate, limited resources and cultural resistance. There is often a lack of strategic direction, targeted skills development for employees and an environment that promotes learning. Without a clear interplay between leadership, culture, governance and qualification, well-intentioned initiatives risk failing before they have a chance to take effect.
Almost every company in Germany already has enormous potential to automate processes with robotic process automation (RPA). This potential is being significantly increased by the ongoing development of generative AI. The combination of RPA and AI, also known as Intelligent Process Automation (IPA), opens up new possibilities. By using the rule-based RPA bot to access generative AI, it is possible to automate complex process (steps).
Read more … Intelligent Process Automation (IPA) - combination of RPA and AI
In the fast-paced world of information technology, time is often a precious commodity. Companies are under great pressure to manage their IT services efficiently. At the same time, they must keep pace with the rapidly changing demands of the environment and the pressures of the competitive landscape. Under such conditions, outsourcing becomes a crucial tool to meet the need for flexibility, expertise and cost efficiency. For outsourcing to be successful, forward planning is a general must.
Read more … Effective Outsourcing: How to plan strategically despite time pressure?
In the digitalised business world, the automation of processes has become an indispensable tool for increasing efficiency and maintaining competitiveness. Bots, i.e. digital assistants, are playing an increasingly important role in this. The integration of bots into business processes enables companies not only to reduce costs, but also to improve the quality of their services and increase customer satisfaction. But how exactly do bots affect process automation and what role do they play?
Read more … Generating added value through process automation with bots
