Change Management

The 4th edition of this successful and established reference book on change management shows how change processes can be successfully designed from a professional and psychological point of view. It contains concrete instructions for action, detailed procedures, flow charts, discussion guides and checklists.

Do you believe that change succeeds when it is approached in solidarity, at eye level, and with respectful and appreciative cooperation?

Would you like to learn how you can optimize the content of your current change project in dialog with those affected?

Would you like to support the drivers of change in developing a common goal and pursuing it with commitment?

Are you interested in how you can support teams whose task and skill profiles are changing to become fit for the future?

If you initiate, accompany, or enable change in any way, you will find a wealth of impulses and ideas for shaping and accompanying change in this book.

About the author team:

The author team Heberle and Stolzenberg stands for concentrated consulting expertise. In this revised and updated 4th edition, the team presents in detail interventions whose goal is to make change successful and most sustainable in collaboration with all stakeholders.

This book is a translation of the original German 4 th edition Change Management by Kerstin Stolzenberg, published by Springer-Verlag GmbH Germany, part of Springer Nature in 2021. The translation was done with the help of artificial intelligence (machine translation by the service DeepL.com). A subsequent human revision was done primarily in terms of content, so that the book will read stylistically differently from a conventional translation. Springer Nature works continuously to further the development of tools for the production of books and on the related technologies to support the authors.

Well-established practice-oriented reference book on change With psychologically proven action strategies for successful change management With valuable up-to-date tools for practical use: flow charts, discussion guides and checklists

Auteur
After studying industrial and organizational psychology in Germany and the USA, Kerstin Stolzenberg initially worked as a personnel developer at AXA Service AG, where she was responsible for training design and moderation, followed by the selection and development of managers and the design and implementation of a wide range of personnel development tools. She then specialized in supporting change processes; as an organizational developer and as a certified Black Belt. She was able to prove her leadership skills over five years as department director for organizational development (AXA Service AG) as well as in the function of head of personnel and organizational development (Talanx Germany). Today, she works as a freelance consultant for change management processes and management development. Since 2007, Kerstin Stolzenberg has held a lectureship in change management at the Bonn-Rhein-Sieg University of Applied Sciences.

Krischan Heberle studied psychology at the University of Bielefeld and later specialized in industrial and organizational psychology at the RWTH Aachen. After graduating, he initially worked as a personnel developer and trainer in various companies. In recent years he has been working as an organizational developer at AXA Versicherung AG. As an internal consultant, the focus of his work is on supporting change projects and designing change management processes.

Texte du rabat

Viele Veränderungsprojekte in Unternehmen scheitern daran, dass die erfolgskritische Frage des Change Managements ignoriert wird: Wie bindet man Mitarbeiter ein? In dem Buch zeigen erfahrene Organisationsentwickler die Bedeutung von Vision und Ziel, Kommunikation, Beteiligung und Qualifizierung für erfolgreiche Veränderungsprozesse. Die Autoren liefern konkrete Handlungsanleitungen, detailliert beschriebene Vorgehensweisen, Ablaufschemata, Gesprächsleitfäden und Checklisten. Die 3. Auflage wurde komplett überarbeitet und um weitere Tools ergänzt.

Contenu

1 Planning and implementation of change management.- 2 Vision development.- 3 Vision communication.- 4 Vision implementation.- 5 Communication.- 6 Participation.- 7 Qualification.- 8 Conclusion.

<p