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Transformation Alignment

Today one always talks about Transformation when considering the redesign of organisations or organisational departments. This transformation is only successful when following key factors are present:

  • useful objectives
  • seriousness at the top management level
  • grounded decisions and dedicated responsibility to obtain results
  • mutual commitment, not only rhetorical
  • knowledge regarding the behaviour of systems and people
  • competence in applying methods

This means: transformation requires clarity, because clarity creates trust, trust gives confidence and confidence provides space for development. Consequently, clarity always consists of three components: cognitive understanding, emotional understanding and commitment. 


In the course of our 20 years of consulting in transformation processes we have developed the following principles:

  • top-down guidelines as an underlying framework including feedback loops
  • end-to-end as well as pragmatic transformation architecture (step-by-step approach to invite employees to co-create the process)
  • content is the driving force of the transformation project
  • implementing "change governance systems" including key performance indicators to monitor the process and to demonstrate success
  • process design, attendance and controlling through change facilitators
  • target group oriented, focused communications and interaction
  • creating an environment that fosters the "change-readiness" of employees concerned

Topics in the Field of Transformation Management - Alignment


  • Organisational diagnosis
  • Departmental diagnosis
  • Organisational design
  • Strategy/case for action workshops
  • Vision workshops
  • Stakeholder Management