The 8-Step Process For Leading Change
Once you’ve used the Horizon 2 Digital Transformation process to make a step-change to your Business, you need to bring this innovation back into your core H1 business. This is where many transformation efforts fail. Follow the well-established 8-Step Process to successfully implement your innovation in the core organization.
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Stefan F. Dieffenbacher
Gründer & CEO
Durch die Zusammenarbeit mit einigen der größten globalen Unternehmen der Welt hat sich Stefan Dieffenbacher als Vordenker der Branche im Bereich Innovation und Transformation etabliert.
Caroline Hüttinger
Partnerin für Brand & Experience Design
Caroline Hüttinger ist eine erfahrene Brand & Experience Leaderin, die Erfahrungen mit einigen der angesehensten Unternehmen auf dem Markt gesammelt hat
Susanne M. Zaninelli
Partnerin für Culture Change
Susanne Zaninelli ist eine führende Autorität auf dem Gebiet des kulturellen Wandels. Sie hat Projekte des organisatorischen Wandels für wichtige Akteure auf der ganzen Welt geleitet.
Dr. Andreas Rein
Partner für Organisational Change
Andreas Rein ist Flow-Maker und Organisationsentwickler, der Unternehmen von der Strategie bis zur agilen Umsetzung unterstützt.
Sascha Martini
Partner für Innovation & Digital Transformation
Sascha Martini ist ein erfahrender Unternehmensführer, der die Entwicklung von Angeboten auf Weltniveau an der Schnittstelle zwischen Kreativität, Technologie und Innovation geleitet hat.
Adam D. Wisniewski
Partner für IT Strategie & Business Alignment
Adam is a seasoned transformation and digitization expert. He led major programs at the intersection of IT and business for international organizations.
Patrick Zimmermann
Associate Partner Brand & Experience Design
Patrick Zimmermann ist ein Experience und Design Stratege mit langjähriger Erfahrung bei Unternehmen wie IDEO, Publicis und Sapient.
What the download contains
- The 8-step Process for Leading Change
- The UNITE Culture Canvas
- The UNITE Horizons of Growth
- Overview of the entire UNITE Business Model Framework,helping you understand the role of the Business Model Environment Canvas in context
Provides a straightforward best practice on portfolio allocation
Answers the question of ownership
Provides guidelines to your best practice portfolio allocation
Answers the question of ownership
Provides guidelines to your best practice portfolio allocation
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Richard Cobie, CEO
Reviewed on 15 July 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
I completely re-evaluated the role of innovation in business growth: before reading this book I have to admit I thought it only entailed product new features and technologies enhancements, while now I see it has everything to do with meeting customer needs and uncovering a business USP, which automatically translates in sales! Could not recommend it more!
Janette Lavalier, Innovation Professor and Consultant
Reviewed on 15 July 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
Unlike most business innovation books I read over the last years (and even decades) when reading How to create innovation you immediately understand the authors have been there, innovating and transforming some of the world's most amazing brands. Great work!
Karl Meckel, Change Development Manager
Reviewed on 18 July 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
Not only this book offers the most comprehensive innovation and business change overview but it really helps you take the next step, driving you step by step from theory to practice (also with super useful background notes and driving questions)
Franz Hellstrom, Head of Culture
Reviewed on 2 Aug 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
I really enjoyed the whole book, but mostly the culture chapter, mainly because I always failed to acknowledge its major role in favouring or inhibiting business growth. Loved the graphics that helped connect all the dots in a visually appealing (and way easier) way.
Satoru Fukuda, Chief Strategy Officer
Reviewed on 13 Aug 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
We’been willing to innovate our business for some years now, but then we always got stuck before we even started, because basically we had no idea where to start…This book helped us do just that: find the right starting point with guiding questions and an incredibly comprehensive innovation overview.
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Culture & Organisation Change
Culture is the #1 factor why transformations fail. We are make sure you are setup for success.
Digital Transformation
The key is bridging the infamous strategy-execution gap. We enable organizations to execute a transformation successfully.
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Why we use it
Prior to apply the step-change innovation back to your core business, you need to figure out your recipe for success.
This is done by leveraging the H3 innovation process. The ultimate objective is to have your business- and operating model again perfectly aligned, which you importantly validate with an MVP approach. Once you are ready to start integrating the innovation back into your core organization, follow Kotter’s 8-step change process to bring your transformation into the company smoothly.
How It Works
The change management process begins with creating urgency. Begin explaining to stakeholders why change is necessary. Then build a coalition. Bring together people who see the need for change and leverage them to build support in their own smaller groups. Third, create a vision for change. Link competing ideas about how to solve your problem into an overall vision that aligns with your company’s values. Then, crucially, you need to communicate your vision. Members of your organization are bombarded by a lot of information everyday.
You need to make sure that your message is clear and compelling and communcated frequently. This will also allow you to identify people who might prove resistant to the change early on. Once you’ve identified people and other factors who might be obstacles, focus on eliminating those obstacles. Listen to those with concerns and see whether you can find a way to assuage them. Try to achieve some early successes, which will allow you to build momentum, and once you have achieved a critical mass of support, anchor the change in your company culture.
What is the goal of the model?
A successful step-change transformation. Change is difficult because organizations are designed for stability and have an elaborate immune system that protects them from change. Your organization has spent vast amounts of time and energy optimizing its current business model, and they don’t want to throw that into chaos. But, at the same time, we know that if we don’t disrupt ourselves, someone else will do it for us. So staying where you are in times of significant change is a recipe for failure.
That’s why change management has itself become a core competency. To put it provocatively: your ability to change might be more important than any other capability of your business. And alongside comes an organizational culture that supports change. That is what will keep your company ahead of the game in the long run. Download now!
That’s why change management has itself become a core competency. To put it provocatively: your ability to change might be more important than any other capability of your business. And alongside comes an organizational culture that supports change. That is what will keep your company ahead of the game in the long run. Download now!
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Stefan F. Dieffenbacher
Founder & Managing Director of Digital Leadership
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