Three groups of actors are moreover essential to organizational change processes: the managers who lead change through choices of change; the consultants who advise management about the changes to make and how to make them; and finally the receivers who adopt all those changes.
Literature often indicates that change processes may be stressful and could result in sleepless nights for all parties involved.
Our vision is that this struggle can be avoided by change processes that are simple and explicit for managers, consultants and receivers with a deep respect to human adoption rates and human translation processes.
Not only must the change be seen on the catwalk but the receivers also get the opportunity to translate the specific change initiative immediately to their personal situation.
The win-win situation for all parties involved lies in the explicitness of the change content, the freedom to translate this content to the personal situation and the clearness, simplicity and predictability of the different stages of the fashioning-change change theory.
All parties are aware in advance of what will happen. Fashioning-Change makes their (manager – receiver – consultant) life easier all change long.