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Challenges

 

  • Aligning leadership and inspiring commitment
  • Establishing future-state clarity and consistency
  • Understanding and accounting for both the logical and emotional aspects of change

 

Creating a shared vision makes all the difference for organizational change 

According to Mercer research, companies with effective change management strategies and plans outperform their competition across important financial indicators — delivering stronger performance during times of disruption or transformation.
 

We believe change doesn’t have to be difficult. Change is a natural and continuous aspect of our lives. People don’t typically resist change — what they resist is being changed.
 

Effective change management can be achieved when people are informed and excited about the potential for a desirable future — and when they understand and can embrace their role in bringing about that change.


Create understanding

People don’t resist change — they resist being changed. Help people in your organization understand the nature and necessity of change by involving them in the process and journey from the beginning.


Inspire commitment and excitement

Create commitment and excitement so that people want to be part of a desirable future state. To do this, focus simultaneously on the logical and emotional aspects of change — both of which impact our decisions and behavior.


Make change happen

Achieve a successful transformation by making change feel tangible, real and reinforcing for all your employees. Establish clear communication and consistency across all levels of the organization.

  



Our experts 

Kai Anderson

Kai Anderson

International Workforce and Organization Transformation Leader, Mercer

Kai joined Mercer through the acquisition of his company and now leads Mercer’s international business transformation services as a partner, consulting with executives across all industries to master their transformational challenges. Kai is a recognized keynote speaker and author of books and other publications on transformation and people management.

 

 

Craig Johnson

Craig Johnson

Partner, Mercer

Craig’s responsibilities include leading change communication projects, specifically in the areas of transformation, total rewards, talent, wellness, and mergers and acquisitions (M&A). Craig also leads large, complex change communication assignments for HR technology (for example, global HR portals and topical-based HR websites) and implementation of administration platforms (for example, Workday, UltiPro, etc.) as well as M&A. He also co-leads Mercer’s Technology Change Management Team and is a member of the broader Career Change Team.

 

 

Edwin Seah

Edwin Seah

AMEA Change Management Leader, Mercer

With a professional background in consulting and marketing communications, Edwin works with companies undergoing transformation to ensure that change initiatives obtain the interest, buy-in and support from their stakeholders. He has led the development and operationalization of multiple engagements across Asia-Pacific, where he infuses strategy, leadership, culture, learning and communications alongside the change process to ensure its success.

Cynthia Wenzel

Cynthia Wenzel

Central Europe Change and Culture Transformation Leader, Mercer

Cynthia has more than 20 years of experience as a trusted advisor in change, with a strong focus on culture transformation, strategy execution and internal communication. As a member of the Central Europe Career Leadership Team, she advises national and international clients in transforming their organizations. Cynthia started her career as an HR line manager based in Frankfurt. After eight years in various people functions, she switched gears and joined the consulting family of Mercer | Promerit in 2012.

Connect with our experts to find out more.