Coping with change and economic viability all too often relies on the use of general process models with a supposed controllability of the future. This approach is soon exhausted. Fundamental change processes reveal the true nature of companies as being highly complex social systems. The relevant question is: „What is required to lead this specific organization from A to B in a way that the energy to start, to keep up and to sustain comes from within?

The content of many reorganizations, mergers & acquisitions, globalization processes is often very well prepared. However, massive resistance is encountered as soon as it comes to implementation - staff simply does not buy in. The reason can be found in the four elements of change in human organizations.