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  • Expand on existing strengths
  • Encourage and challenge employees
  • Optimise processes

Changes will have a positive effect within your company if they are tangibly implemented

Organisations nowadays are faced with a constant pressure to adapt. In day-to-day business, processes and procedures need to be changed and results or customer service need to be improved all the time. Implementing a suitable management structure can help you adapt more quickly to new requirements. And successfully implemented change projects engender an openness for changes within the company – immediately and in the long term.

But changes require experienced managers to support the change process and help overcome hurdles and emotionally charged pushback within the company. Otherwise the company may lose valuable time and important changes may suffer credibility.

At PLUCH Interim Management we live change, make it visible and therefore successful!

Changes can be complex. In the Change management process it is therefore important to involve and include all stakeholders. Employees need to be motivated and managers need to be convinced in order to implement a sustainable change process in the company.

An interim manager helps to actively lead the change and acts as a driving force and an enabler. With a clearly defined goal for the change and embedded in the operational processes of the company, the interim manager guides the project to success with a steady hand and a great deal of experience and empathy!

“We would like to encourage you to actively seek changes – because sensible changes can strengthen your company and make it fit for the future!”

Our iterative change process is based on practical experience and is quick to implement:
  • Identify change requirements and goals
Thanks to our outside view, we can pinpoint the potentials in your company – we’re trained to quickly analyse and assess the current situation and to map out possible solutions and improvements.
  • First implementation step
Goals and change requirements have to be understood and supported by everyone involved, which is why we get in touch with immediate stakeholders as soon as possible and directly take their views on existing weaknesses on board. This ensures that the project definition is supported by everyone involved.
  • Leverage existing know-how
You want to simplify a process, improve procedures, reduce sources of error, or increase customer satisfaction? With our approach, we build on existing processes and streamline them, instead of investing your resources and valuable time in completely new processes. It’s vital to us that the chosen solution is tailored to your organisation.
  • Second implementation step
Nothing is more inspiring than seeing progress in action. We are pragmatic and get started as soon as we identify the first issues.
  • Select the project team
Which employees can get involved in the project and who will work with the processes and results of the change later on? A common change project improves cooperation, even across departments, and inspires confidence in the change.
  • Third implementation step
We integrate all involved employees and managers right from the start so that the change in the company brings about the benefits that everyone expects.
  • Transparent communication
A timely exchange before, during and within the project, going beyond the immediate project team into the overall workforce, creates trust and reduces fears and worries. Transparent communication is therefore a key success factor in our work.
  • Fourth implementation step
In weekly coordination rounds and individual meetings, the interim manager will review the status together with the team and prepare the next steps. This allows us to identify problems in the implementation as soon as possible. That way, everybody has a clear view of the progress made thus far.
  • Implementing a culture of responsibility
A change is all the more successful the more actively employees and managers are involved and are given responsibility over individual issues. We consciously encourage people to take responsibility and get involved. This also includes a healthy error management culture.
  • Fifth implementation step

The interim manager actively supports the team in the implementation of the project and helps them overcome emerging obstacles. The interim manager develops the necessary implementation steps in cooperation with the team and adjusts them dynamically during the course of implementation so that the goal is actually achieved.

At the end of a change project, the measures are already established and exactly the way they should be, with responsible employees who actively adopt and continue them.

Our attention is completely with our customers, so we are looking forward to a first contact by e-mail.

Our attention is completely with our customers, so we are looking forward to a first contact by e-mail.

Cooperation keeps us strong
Thomas Pluch is a member of:
2020 Pluch Interim Management for SMEs | medium-sized companies | family business
D - 47800 Krefeld, Hinter Sollbrüggen 30 | This email address is being protected from spambots. You need JavaScript enabled to view it.