Successful change is simple — as long as it sticks

The strategy is clear, the business case is solid, and the project team is ready to go. Yet, the results fail to materialize. Why is that?

Digital transformations stall, new processes aren’t embraced, and restructurings, mergers, or integrations of departments and organizations don’t deliver the desired impact.

This is usually not due to content or resources, but because the change doesn’t truly stick with the people who need to make it happen. How do you ensure that the organization fully embraces the new digital way of working? How do you create buy-in and positive energy to engage with the new process? That’s often where things go wrong. The impact is underestimated — even though that’s exactly where the key to success lies.

Without a people-centered approach, transformations remain incomplete and fail to stick.

The change paradox is striking: 8 out of 10 executives see change management as a critical factor for strategic transformation. Yet only 1 in 4 actually allocates a budget for it.[i] The result? Implementation tends to be rational and technical, while there is little attention — or funding — for employee behavior, motivation, and experience.

So what does work?
Sustainable change starts with connecting strategic ambitions to people. And that’s an ongoing process, not a one-time intervention. Effective change consists of three phases:

Set the right conditions

It may sound obvious, but everything depends on thorough preparation. Start by mapping out the current situation, determining what the change means for the organization, and assessing which approach will be most effective. What is the impact? What are the risks? Is the drive and leadership from the top strong enough? The change team then works with the organization to define the change objectives and determine what success will look like.

Guide the change process actively and with a people-centered approach

This is where change truly comes to life. Ensure clear communication, encourage constructive behavior, develop the necessary skills, create the right culture, and maintain a balance between content and process. This can only succeed when employees are fully aware of the change, genuinely willing to adapt, understand what the change entails, and are truly capable of doing it.

Why?
Without a clear “why,” distance arises. Employees need meaning: What exactly is changing, why now, what’s at stake, and what does it mean for me? These questions touch both reason and emotion. Only when the goal resonates will there be genuine willingness to change.

Every project — every change — requires different behavior from employees. The examples are endless. On paper, everything has been properly rolled out; it’s included in the procedures, communicated on the intranet. In short, a green checkmark for the project team — but does it really stick? Are employees doing what’s intended?

What’s in it for me?
Change truly takes off when people want to contribute. That requires buy-in and ownership. When employees understand what the change means for them personally and feel that their voice matters, they feel heard and engaged.

Knowledge and skills
The combination of buy-in and practical support is powerful: targeted instruction, on-the-job coaching, workable structures, and space to practice. This makes change tangible and applicable.

Measurement is key
Change is a continuous process. Where do we stand? Where are the bottlenecks? What’s working — and what isn’t? By measuring regularly and adjusting along the way, the change process stays aligned with what’s really happening on the work floor.

Embed new behaviors and anchor the change

New ways of working only stick when they are embedded in systems, processes, and culture — including continuous evaluation and adjustment. Only then do the desired behaviors, responsibilities, and roles become sustainable. This makes the new way of working natural and an integral part of daily practice.

Professional change management doesn’t happen automatically; it’s a strategic choice. When done well, it turns solutions from paper into sustainable transformations in practice.

Effective change management leads to three times higher ROI and a sevenfold increase in the success rate of organizational transitions. Not through more control, but through better guidance: faster results, less resistance, and lasting impact.

Future-proof organizations understand that change is more than just rolling out a plan across the organization. They focus on change managers who know how to engage, inspire, motivate, instruct, and mobilize people — ensuring the change truly sticks. Not just for today, but sustainably.

Change is not a matter of technique, but of behavior. And strategy without buy-in is just intention. We help organizations not only initiate change but also make it stick. We are doers with intellectual strength, a sharp eye, and a focus on people. We connect people and results, bring energy to complex projects, and remain critical about what is truly needed to make change take hold. This is how we make change work — and make work sustainably changed.