Effectively shaping change in the company
In today's business world, the need for change is often encountered. This brings us face-to-face with the challenge of how to implement change management effectively and sustainably. Support throughout the change process plays a very important role, particularly because it takes cultural change into account.
The fourth step in the change process focuses on how changes can be embedded and lived within the organisation. It becomes clear here that it is not enough to simply adapt processes – instead, the company culture must be put centre stage. Because only when the new values and behaviours are understood and embraced by employees can genuine transformation be successful.
The interplay of change and culture
A company's culture consists of the shared values, norms, and patterns of behaviour of all employees. When processes are changed, this invariably affects cultural elements. Change management supports this process by providing impetus and demonstrating how culture can be actively shaped.
A central theme in this is involving employees in the change. Their perspectives, fears, and wishes should be taken seriously to allow new ways of thinking to grow. Workshops or open discussion groups are suitable for gathering feedback and working together towards a better understanding. This creates a culture of dialogue that facilitates the transition.
KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract)
The company decided to specifically address the needs of the workforce at the start of a major digitalisation project. In moderated workshops, not only were changes presented, but concerns were also addressed and wishes gathered. The ongoing communication and the input from employees led to a high level of acceptance of the new ways of working.
Communication as the key in the fourth step
In the fourth step of change management, targeted communication is essential. It creates transparency and conveys the vision of change in an understandable way. It is important to actively listen and engage at all levels and using different formats.
It is precisely managers who play a leading role here. They provide direction by embodying change and giving regular feedback. Training and development programmes help employees to acquire new skills required for the cultural change.
KIROI BEST PRACTICE at ABC (name changed due to NDA contract)
In an international project, there was an intense focus on transparent and multilingual communication. The leadership team organised digital town hall meetings where the change process was explained and questions were answered. This openness resulted in all employees feeling included and able to contribute actively.
People in Focus: From Fear to Participation
For many employees, change means uncertainty and worry. Change management supports this by creating space for reflection and discussion. The transition model very well describes that people must first say goodbye before they can confidently move forward into a new beginning.
Accompanying during this phase means showing understanding for fears while at the same time providing impetus for actively shaping change. This reduces resistance and promotes a culture of learning and openness.
Best practice of KIROI at organisation DEF (name changed due to NDA)
As part of a restructuring process, a three-stage transition programme was introduced. Employees were given the opportunity to share their experiences in a final workshop before they could try out new work models in a so-called neutral zone. This approach strengthened trust and adaptability within the entire team.
My analysis
Change management needs to be rethought. The fourth step, which accompanies cultural change, is crucial for how change is accepted and has a long-term impact. Successful support means seeing people at the centre, using communication as a bridge, and creating space for the psychological transition. With these approaches, it is possible to shape culture purposefully and make companies flexible and resilient for the future.
Further links from the text above:
[1] Change Management Methods: These Key Techniques for...
[2] Change Management: Cultural Change & Skills Shortage – OMR
[5] Cultural Change: Reasons & Tips for Transformation – Haiilo
[7] Transforming organisational culture: KIROI Step 4 for Leaders
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