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Tackling the big transformation challenges ‐ with Matching

Change management. This is because transformations are always
accompanied by a paradigm shift (see the book The Magic of
Transformation by Reza Razavi). We speak of a change, on the other
hand, when there is no paradigm shift. This means that the
fundamental world views, logics and inner images of a system remain
the same. The previous procedures, processes and structures are not
fundamentally questioned. Change management means merely
developing the existing situation and aligning the actions of the
players involved with it. In the case of a transformation, however, the
change takes place from within; it is a comprehensive upheaval in
which no stone is left unturned. It goes without saying that the people
involved are confronted with enormous and often painful challenges.

But without transformation, nothing new can emerge. And
it is often the crisis situations that accelerate the
transformation processes. are accelerated. Crises are the
engine of transformation and transformation. And that is
is why it is desirable that you become the guardian of this
transformation and and transformation.

The goal should be to make people and organizations want to trans-
form and to take away their fear of upheaval. It is not enough to make
gradual improvements and optimizations and merely adapt what
already exists. Transformation requires everyone involved to think
anew and to reinvent the company, as well as the processes,
procedures and themselves. And your goal should be to ignite a doer
mood in the company and at all workplaces that activates people to
participate offensively and actively in the transformation. In my
experience, this succeeds best when jobs and employees, when
companies

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