>> Conflicts in a change project?
Initial situation
A municipal utility was faced with the task of modernizing internal processes and introducing a new organizational structure. The project was well prepared, the measures well thought out - but in the course of the project it became clear that the change would meet with noticeable resistance.
The management team had different ideas about goals and procedures.
There were repeated misunderstandings between the project team and the line organization.
Many employees did not feel included - and reacted with rejection.
Conflicts were initially perceived as a disruption - but they were an expression of underlying insecurities and unresolved tensions. Without active conflict management, the change process was in danger of failing.
1. conflict resolution with external moderation
We initiated targeted dialog formats between the managers involved. With external moderation, open questions were clarified, roles sharpened and common goals reformulated. The focus was on commitment rather than consensus.
2. stakeholder involvement in plain language
Central stakeholder groups were involved at an early stage - not only formally, but also in terms of content. Expectations, concerns and potential conflicts of interest were discussed openly in workshops, one-to-one meetings and interactive formats.
3. communication strategy relaunched
The change communication was consistently revised. Instead of abstract messages, the focus was now on comprehensible language, clear role clarification and a binding communication plan with fixed formats for feedback and queries.
Results
The conflicts were defused and used as productive impulses.
The management was better coordinated and decisions seemed more comprehensible.
Employees felt more visible and more involved - acceptance of the change increased measurably.
The course of the project stabilized significantly and was completed on schedule.
Conflicts in a change project are not a disruptive factor - they are a signal.
Genuine participation requires time, attention and an open communication culture.
Moderated clarification processes and clear language are often more effective than any PowerPoint slide.
Would you like to learn more about challenges in project work? Then take a look at the Expert Knowledge section of our website.
>> Contact
Are you planning a change process and want to deal with conflicts actively and constructively?
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