Yesterday’s successful start-up can quickly turn to chaos because everyone still does everything and thus inhibits future growth. Successful large corporations operate through process orientation, complex structures and controlled processes. Often this is accompanied by inertia, fear of mistakes, exaggerated hierarchies and results in the killing of innovation, new distribution channels, a healthy culture of error and growth. Both types of company have one thing in common: they are facing a necessary change in order to evolve to the next stage of development.

Both, businesses and people, have to constantly change to survive. The top performers have discovered that change and adaptability is a virtue and have integrated it into their corporate culture. Paradoxically many people have enormous difficulties with adapting to change, but this can be mitigated by empowerment. Change that people drive themselves or in which they at least have a say are perceived positively as an improvement to the status quo. Conversely, if the people do not feel part of the journey, change will be viewed as a threat.

Many change management approaches are text-box and theoretical. Our approach is more pragmatic and views the people as the active designers. Projects are most successful when the people living it are allow to shape it.