Managing change – and the transition

Why me? Why now? And what is in it for me.

Change is the only constant in itself. Mostly triggered by projects in the past, the sources for and frequency of change have increased, leading the organisation and its management to deal more intensively with the change not only from an organisation point of view, but increasingly with people management.

Communication is the most important means to support change, but it requires a multi-level and multi-channel approach which sensitively takes the specifics of the stakeholders into account, especially during the transition period.

Multi-decade experience in managing and executing projects in various industries and functions combined with in-depth HR knowledge, allows me to design and execute transformation programmes that are adapted to the specific needs of the project and organisation.