Every change process that runs throughout the entire company, whether it is Digitalisation or Agility, breaks up deadlocked structures and questions old processes. It requires a rethinking of corporate culture and leadership approaches.
This is what especially traditional well-established companies struggle with.
Thinking of an organisation as a diamond helps to tackle the issue at hand.
In the upper part of the diamond we see structures, processes and networks. This is the place where most companies try to implement change and where “change management” usually takes place.
But similar to an iceberg, the largest part of the diamond is at the lower end.
At the very bottom of the diamond, at the heart of the company, there is the employee with his or her own individual mindset.
And this is the only place where change can be enabled. Or where it is blocked.
How can the “mindset” of the individual employee make or break change processes?
As a rule, corporate change comes with very human emotions that have nothing to do with the company in the first place, but with the individual. Whether change is seen as an opportunity or a threat depends on personal beliefs and the emotions associated with it.
This means that no matter what kind of change is taking place in the company, no matter what the reason for this change is, it is always the human being, the individual employee, who must embrace, support and carry forward this change.
Real and longlasting change starts at the heart of the company – with leaders with the right heartset & mindset.
Working with the Diamond Model Strategy enables a company to
- find or develop leaders with the right heartset & mindset
- create the right structure in the company, which enables those leaders to support and proactively carry forward the change happening in company
- create a company culture where change is seen as a chance