Veränderte Rahmenbedingung verlangen nach Anpassungen der Unternehmensstrategien und -strukturen.

 

Neben meiner Marketing Expertise bei Global Playern bringe ich als International Systemic Coach (IASC zertifiziert), Führungsperson sowie Mitarbeiter fundierte Change Management Erfahrungen mit:

 

 

 

 

  • Re-Organisationen bei AccorHotels. Change Management in der Funktion als SVP Marketing & Customer Experience
  • Übernahme von PREMIERE durch die NewsCorporation. Heute SKY. Change Management in der Funktion Head of Brand Management
  • Übernahme von PAYBACK durch AmericanExpress.
    Change Management in der Funktion Head of Brand Marketing 
  • Übernahme von O2 Germany durch Telefonica. 
    Change Management in der Funktion Sr. Manager Brand Management
  • Teilprojektleiterin bei einem Mitarbeiterentwicklungsprogramm bei der Burda NewsGroup in der Funktion als Director Marketing & Kommunikation  
  • Externer Coach für Mitarbeiter von SonyPictures im Rahmen einer Umstrukturierung
     

Meine Ausbildungen

  • Change Management & Business Coaching Mesh Academy 2017
  • International Systemic Coach IASC zertifiziert 2005 – Ethikrichtlinien
  • NLP Master DVNLP zertifiziert 2004
  • NLP Pactitioner DVNLP zertifiziert 2003
  • Führungscoaching mit Pferden 2002
     

Durch geplantes Change Management nachhaltige Erfolge erzielen.

 

Wandel repräsentiert heute in Unternehmen nicht mehr eine Ausnahme, sondern eine Regelerscheinung, um am Markt wettbewerbsfähig oder besser - in einer Vorreiterrolle zu bleiben. 

 

Alle Prozesse der globalen Veränderung, sei es durch Revolution oder durch geplante Evolution, spiegeln sich in der Organisationsentwicklung wider.

 

Daraus ergeben sich für das Change Management folgende Faktoren:

  • Anlässe & Erklärungsansätze 
  • Erfolgsfaktoren definieren
  • Unternehmenskultur und Vision entwickeln
  • Kommunikation in Change-Prozessen 
  • Teamentwicklung & Teamcoaching 
  • Umgang mit Widerstände in Change-Prozessen 
  • Projektorganisation & Erfolgsfaktoren messen
     

Lösungen können nur dann langfristig funktionieren, wenn alle mitwirkenden Faktoren berücksichtigt werden. Die Schnittstelle zwischen Unternehmen und Mitarbeiter ist von großer Bedeutung.

 

 

 

Business & Führungskräfte Coaching unterstützt gezielt beim Changeprozess. 

 

 

Mögliche Anliegen können sein:

  • den richten Platz im Unternehmen, Bereich, Team finden
  • Ziele, Werte erörtern und mögliche Widersprüche auflösen
  • Fähigkeiten, Einstellungen und Verhalten weiterentwickeln
  • Beziehungen klären, Hindernisse beseitigen und Konflikte lösen
  • Klarheit in undurchsichtigen Situationen bekommen und Zusammenhänge verstehen
  • Neue Perspektiven gewinnen und kreative Problemlösungen finden
  • Entscheidungen klären, z.B. Bleiben oder Kündigen

 

Example: Agile project lead and empowerment of employees.

 

 

Situation:

There is an increasing demand for personalised, emotive guest experiences. Game Changers like Airbnb became a disruptor in the hospitality market by offering accommodations with individual character and a personal human touch.   

 

Tasks:

  • Develop a new dimension of overnight accommodation, which helps the company to scale individuality within standardized hotel chains like ibis, Mercure, Novotel.
  • Enter the sharing market as a competitor by addressing customers who have the offer of Airbnb in their relevant set and generate first trial. 

 

Action / Project Management

I took the lead on this project and proceeded as followed.

The requirement by the CEO was: to deliver the first test results within 6 months.

 

  • Step 1: I wrote a briefing document summarizing the situation, objectives, task, planned actions, KPIs, timing and available budget for the project. 
  • Step 2: Establish a sense of urgency amongst management to get their buy-in as sponsors
  • Step 3: I assembled a project group in an unusual way: I launched a tender to attract motivated and committed employees to join in the project.​
  • Step 4: After the project group formed (employees from three ibis & Mercure hotels in 3 defined cities Cologne, Berlin, Vienna) in I conducted a joint workshop:

    Achievements of the workshop:
    • stimulated a cultural transformation and motivated staff through new working methods and increased the team spirit
    • The collaborative approach empowered the teams and encouraged their creativity, to come up with risk taking and non-traditional ideas and actions
    • The procedure entitled the project group to assume responsibility for their idea / partial project and develop the next steps (prepare business cases by templates provided, implement their idea in the participating hotel, report results)
    • associated the AccorHotels brand with an innovative initiative
  • Step 5: Outcome of the workshop was the main idea to 'sell stories rather than rooms
    • Each volunteer employee had the opportunity to personalise a room and thus the guest experience.

    • By adding decorative items and small gestures reflecting their personal passion for the experience that they wish to share with the guests.

    • This idea generated an individual guest experience in a new way and foster stronger links between guests and staff - because the best way to explore the city is with first-hand inspiration and insider tips from local hotel staff
  • Step 6: Create short-term wins
    • Measure the first success against defined KPIs within a pilot phase
    • Recognize and reward employees involved in the project improvements 
  • Step 7Consolidating improvements, communicate them and scale them up, learn from failures
    • Through cross-functional training and inspirational guides, all MyRoomees have been encouraged to create and market their MyRoom in the hotel and via its distribution channels.

 

Results

MyRoom by AccorHotels: Link

Within 6 months, we rolled-out more than 150 new MyRooms by AccorHotels in 36 economy and midscale hotels in Germany and Austria, with a focus on Berlin and Vienna.

 

Design Thinking Workshop – think user centric.

 

is a strong methodology to start from the consumer's perspective and think backwards – how can the company solve the customer's need. 

  • Empathise: What is the problem? Define the challenge and explore the human context  
  • Define: Why is it important? Research, observe, understand & create a creative brief. Write a creative brief describing the situtaion, challenge, tasks, timing, budget, diliverables    
  • Ideate: How do we solve it? Brainstorm ideas, good & bad, don't stop at the obivious.
  • Prototype: How do we create it? Start creating, experiment, fail cheap & fast
  • Test: Does it work? Implement the product, show and start to refine the product based on the feedback from users

 

Effective leadership is essential for team success including shared decision-making and problem solving. 

 
  • Commitment to team success and shared goals - team members are committed to the success of the team and their shared goals for the project. Successful teams are motivated, engaged and aim to achieve at the highest level
  • Interdependence - team members need to create an environment where together they can contribute far more than as individuals. A positive interdependent team environment brings out the best in each person enabling the team to achieve their goals at a far superior level . Individuals promote and encourage their fellow team members to achieve, contribute, and learn

     

  • Interpersonal Skills includes the ability to discuss issues openly with team members, be honest, trustworthy, supportive and show respect and commitment to the team and to its individuals

     

  • Open Communication and positive feedback - actively listening to the concerns and needs of team members and valuing their contribution and expressing this helps to create an effective work environment.
    Team members should be willing to give and receive constructive criticism and provide authentic feedback
     

  • Appropriate team composition is essential in the creation of a successful team. Team members need to be fully aware of their specific team role and understand what is expected of them in terms of their contribution to the team and the project; and
     

  • Commitment to team processes, leadership & accountability - team members need to be accountable for their contribution to the team and the project. They need to be aware of team processes, best practice and new ideas.

 

Ingeborg Bölitz