. . .

5. Implementation by Interaction

Model of InterventionThe aim is to control the process through a high degree of presence, clarity in the matter and empathy in dealing with people. A high degree of presence means paying attention to the here and now in each phase. Which needs and requirements of the team members are satisfied, which ones aren’t? A conflict is a tragic expression of an unfulfilled requirement.

Despite all the strategic alignment and its urgent necessity, we at Ute Clement Consulting are also only able to influence the moment. What quality of relationship is desired, planned and necessary?

To be clear in what you are dealing with means no lame compromises in the implementation. Topics and/or structures that prevent the attainment of the jointly determined goals are to be changed quickly and consistently. This also applies to people who do not want to make their contribution as participants in the long-term. Who has to communicate and cooperate with whom?

Putting yourself in other people’s shoes and trying to understand them (empathy) is the basis of our activities. This does not mean sharing their opinion and also does not rule out the ultimate consequence of separation. What style of communicate with each other is usefull? Rules of the game have to be drawn up and adopted together.

External consultants can work in differentiated roles here, as sparring partners, as coaches or as experts. Each phase of the project/change plan offers new challenges for all the people involved in the process. That is why we clarify the process in the long-term, including with the help of the GRPIC model.

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