Worin liegt der Unterschied zwischen Transformationsmanagement und Veränderungsmanagement?

Transformationsmanagement adressiert tiefgreifende, bereichsübergreifende Erneuerung (Strategie, Strukturen, Kultur, Skills). Veränderungsmanagement – häufig als Change Management bezeichnet – gestaltet die Umsetzung: Beteiligung, Kommunikation, Qualifizierung und Erfolgsmessung. Beides gehört zusammen.

Welche Erfolgsfaktoren sind in Change Projekten kritisch?

Gemeinsames Verständnis der Notwendigkeit, frühe Stakeholder-Aktivierung, Anpassung von Systemen/Prozessen, starkes Projektmanagement, Menschen bewegen und Erfolg messen. Ergänzend erhöht das Kopf–Hand–Bauch-Prinzip die Akzeptanz, weil es Kognition, Verhalten und Motivation koppelt.

Wie reduzieren wir die Produktivitätsdelle in der Umstellung?

Durch Transparenz, schnelles Beseitigen von Stolpersteinen, sichtbare frühe Erfolge und konsequentes Enablement von Führung und Teams. So verkürzt sich die Talsohle, und die Organisation erreicht schneller das neue Leistungsniveau. Ein klarer Kommunikationsrhythmus und sichtbare Quick Wins stabilisieren Vertrauen und Leistung.

Wie setzen wir Transformation Nachhaltigkeit konkret um?

ESG Ziele und CSRD/ESRS und LkSG in Rollen, Routinen und Kennzahlen übersetzen; wenige, sichtbare Verhaltensanker priorisieren; Reporting mit kontinuierlichen Verbesserungen verknüpfen. Wichtig ist die Kopplung von Kopf, Hand und Bauch – sonst bleibt Nachhaltigkeit Papier.

Was bedeutet menschenorientierte KI-Einführung?

Ausrichtung an human-centred Design, klare Leitplanken (z. B. EU-AI-Act, ISO 9241-210) Beteiligung der Nutzergruppen und Qualifizierung für neue Aufgabenprofile. Das erhöht Sicherheit, Akzeptanz und die Wertschöpfung der Mensch-Maschine-Interaktion.

Wie starten wir pragmatisch – ohne “Mega-Projekt”?

Mit einer kompakten Standortbestimmung (CPP-Light, Stakeholder-Check), einem klaren Nutzenbild und 2–3 priorisierten Use-Cases. Danach folgt ein kurzer Pilot mit messbaren Kriterien – erst dann Skalierung. Wichtig ist: klein anfangen, Wirkung nachweisen, dann gezielt erweitern.

Welche Rollen sind besonders wichtig?

Linienführung (Vorbild und Entscheider), Product Owner/Prozessverantwortliche (Inhalt), Change Agents (Multiplikation und Feedbackkanal), HR/Learning (Kompetenzaufbau), Kommunikation (Story, Rhythmus).

Welche Formate bietet die INFO GmbH an?

Vom Top-Management-Workshop über Führungstrainings, Change-Agent-Ausbildung und Mitarbeiterschulungen bis zu Coaching; flankiert durch CPP-Diagnostik und Adoption-Design. Inhalte, Taktung und Kommunikationsrhythmus werden mit Ihnen abgestimmt und auf Ihre Situation maßgeschneidert.

Wie sichern wir die dauerhafte Umsetzung nach Go-Live?

Verankerung über Routinen (z. B. Review-Boards, Kennzahlen, Lernschleifen), Anpassung von Zielsystemen und regelmäßige Erfolgsmessung, auch zur kulturellen Verankerung, z.B. über Nachhaltigkeits-Assessments. Zusätzlich helfen Communities of Practice, Wissen zu halten und zu verbreiten.

Transformation Management – Making change processes successful

Change succeeds when it engages the mind, hands, and heart: people need a clear understanding, manageable steps, and inner conviction. This is precisely where our transformation management comes in – strategically sound, methodically robust, and humanly effective. Our goal: to harness the dynamics of change, minimize productivity losses, and ensure acceptance at all levels.

As INFO GmbH, we have been supporting organizations through change management for many years – from top management to the shop floor level. With tried-and-tested tools like the CPP – Change Power Profile, we make progress visible and manageable.

Why now?

Digitalization, AI, and new sustainability requirements are shortening innovation cycles and increasing complexity and pace. Without structured change management, rumors, resistance, team erosion, and measurable productivity losses are likely—especially during mergers, restructurings, technology transitions, or AI projects. Professional change management involves leadership and employees at the right points and at crucial times, channels energy toward internal and external customer benefits, and significantly reduces implementation time. The fundamental principles of successful transformation and change management are universal, whether for private sector companies or public sector organizations—the specific implementation is tailored and adapted to the respective industry, organization, and target vision to ensure effectiveness.

Fancy a 45-minute sparring call?

Send us 3 bullet points about your project – we will get back to you within 2 business days.

Wolfgang Kring

Information: Overview of procedures, methods and application examples

Our approach

Create clarity, ensure participation, measure impact

Transformation Sustainability

Companies and employees act sustainably: here's how to do it

AI and Digitalization

Designing AI and digitalization with a human-centered approach

Methods & Building Blocks

CCP analysis, management, design, implementation and anchoring

1. Our approach: Create clarity, ensure participation, measure impact

We'll start with a shared image of change and a sound argument for its benefits. Then We activate stakeholders (Leadership, key roles, affected teams) and anchor the transformation through systems, processes and learning paths – accompanied by rigorous project management and Performance measurement with the Change Power Profile CPP. This is how transformation management becomes tangible: transparent, participatory, and results-oriented.

Fancy a 45-minute sparring call?

2. Transformation towards sustainability – companies and employees act sustainably: this is how it can be done

Sustainability transformation requires more than key performance indicators: it thrives on conveying meaning, consistent structures, and everyday behaviors. We translate ESG goals into roles, processes, and routines—from supply chain issues to resource management—and embed them in a way that shapes the culture. Crucially, this involves linking... cognitive insight (head), concrete action (hand) and inner motivation (gut feeling), so that sustainability is not seen as a project, but as Organizational principle It works.

Regulatory & Opportunity: CSRD/ESRS and LkSG set guidelines. Companies that embed sustainability as an organizational principle increase resilience, employer attractiveness, and innovative strength.

Principles and procedures for anchoring sustainability in the organization:

Target image & timetable:
Materiality analysis, stakeholder interviews, sustainability assessment; derive key projects from this and bundle them with initiatives.
Process and system adjustments:
Supplier/customer evaluation, key performance indicators, monitoring & reporting (dashboard); making quick wins visible and communicating them.
Cultural anchoring:
Training for employees and management, integration into target agreements and employee appraisals; communication with concrete behavioral anchors.
Result:
Ecological, social and economic interests balanced; negative impacts reduced, positive ones increased – measurable via key performance indicators in reporting.

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3. Design AI and digitalization with a human-centered approach

Digital transformation succeeds when technology is human-centered: user-centric, transparent, and supported by training. The EU pursues a human-centric approach to AI with risk-based rules. The EU AI Act and ISO 9241-210 provide principles for this – from user participation to iteration. While these guidelines are helpful, the key to success lies in supporting the transformation through targeted change management. We combine these guidelines with proven change practices (enablement/skills development and empowerment, employee engagement, managing resistance, and clear change communication) to ensure that human-machine interaction is accepted and creates value.

Principles and procedures that drive adoption:

Co-design & piloting:
Define use cases with user groups, conduct small pilot projects, implement feedback loops, and only then scale.
Clear change case:
A repeatable change story ("Why, how, what does this mean for me?") and consistent role models for leadership/change agents.
Competence development through the process:
Dojos, shadowing, support of the operational level; explicitly designing human-machine interaction (ergonomics, safety, co-determination).
Pragmatic governance:
Translating guardrails into simple checklists, decision paths and communication routines – enablers instead of brakes.
Measuring adoption:
Anchor time-to-first value, active usage rate, data/quality metrics, review & follow-up.

Fancy a 45-minute sparring call?

4. Methods & Building Blocks

CPP – Change Power Profile:
Diagnosis of success factors (necessity, participation, changing systems/processes, project management, motivating people, measuring success).
Leadership in change processes:
Storyline, role modeling through capable leaders, addressing resistance, communication rhythm.
Agent networks & cascades, adoption design, Human-Centred Design according to ISO 9241-210.
The process consists of three phases: alignment (target vision, benefits, stakeholders), activation (roles, training, pilots), anchoring (processes/IT, measurement, scaling).

Fancy a 45-minute sparring call?

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Fancy a 45-minute sparring call? Send us your bullet points on your goal, context, and risks – we'll get back to you within 2 business days to discuss an approach tailored to your situation and transformation goals.

Your benefits and advantages with INFO GmbH

Effective rather than cosmetic: Sustainability is becoming an everyday reality (CSRD/ESRS, LkSG) – with clear roles, routines, and key performance indicators. INFO GmbH itself is also sustainably oriented and has been undergoing regular, comprehensive audits according to the principles of the Economy for the Common Good (ECG) since 2019.

Human-centered digitalization: Increased adoption through co-design, competence building in the process and transparent metrics – change management as an enabler.

Senior consulting from practical experience: Consultants with leadership and line management experience; adaptable at all levels. Decades of experience in transformation and change management – from practice for practice.

Measurable results: Progress becomes visible – e.g. through CPP diagnostics, utilization rates, key performance indicators, time-to-value.

YOUR CONTACT PERSONS FOR QUESTIONS

Maximilian Rembser

Wolfgang Kring

FREQUENTLY QUESTIONS ASKED

Here we answer the most important questions about our services and working methods. If your question isn't answered here, please write to us – we'll get back to you within two business days.

What is the difference between transformation management and change management?

Transformation management addresses profound, cross-functional renewal (strategy, structures, culture, skills). Change management – often referred to as change management – shapes the implementation: participation, communication, training, and performance measurement. Both belong together.

What are the critical success factors in change projects?

A shared understanding of the need, early stakeholder activation, adaptation of systems/processes, strong project management, motivating people, and measuring success. Additionally, the head-hand-gut principle increases acceptance because it links cognition, behavior, and motivation.

How do we reduce the productivity dip during the transition?

Through transparency, swift removal of obstacles, visible early successes, and consistent enablement of leadership and teams, the trough is shortened, and the organization reaches the new performance level more quickly. A clear communication rhythm and visible quick wins stabilize trust and performance.

How do we implement the transformation to sustainability in concrete terms?

Translate ESG goals, CSRD/ESRS, and LkSG into roles, routines, and key performance indicators; prioritize a few, visible behavioral anchors; link reporting with continuous improvement. Connecting head, hand, and heart is crucial – otherwise, sustainability remains just a concept on paper.

What does human-centered AI implementation mean?

Focusing on human-centered design, clear guidelines (e.g., EU AI Act, ISO 9241-210), user group participation, and training for new job profiles increase safety, acceptance, and the added value of human-machine interaction.

How do we start pragmatically – without a “mega-project”?

With a concise site assessment (CPP-Light, stakeholder check), a clear vision of benefits, and 2-3 prioritized use cases. This is followed by a short pilot project with measurable criteria – only then should scaling begin. The key is to start small, demonstrate impact, and then expand strategically.

Which roles are particularly important?

Line management (role model and decision-maker), Product Owner/Process Manager (content), Change Agents (multiplication and feedback channel), HR/Learning (competence building), Communication (story, rhythm).

What formats does INFO GmbH offer?

From top management workshops and leadership training to change agent training, employee training, and coaching; supported by CPP diagnostics and adoption design. Content, timing, and communication rhythm are coordinated with you and tailored to your specific situation.

How do we ensure long-term implementation after go-live?

Anchoring through routines (e.g., review boards, key performance indicators, learning loops), adaptation of target systems, and regular performance measurement, also for cultural anchoring, e.g., through sustainability assessments. Additionally, communities of practice help to retain and disseminate knowledge.

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REQUIRED INDIVIDUAL CONSULTATION?

Every company is unique – that's why we don't develop off-the-shelf solutions. Tell us about the challenges you face, and we'll show you how we can provide targeted support.

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Whether you have a specific question, need advice, or have a general inquiry – simply write to us. Our team will reliably get back to you within two business days.

INFO GmbH –
Institute for Organizations
Arnsburg Monastery
35423 Lich

Telephone: +49 (0) 6404 9404 0
E-mail: info@info-home.org