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Insufficient experiencing of Leadership in Corporate Change
• The top level does neither symbolize nor coordinate the change process Insufficient insight of top management
-> … leads to distrust
• The necessity of the change is questioned

Insufficient insight of top management
• Top managers are not aware of their role in the change process and do not prepare
-> … takes impetus and power off the change
• Speechlessness toward employees disempowers potential drivers

Missing: „sense of urgency“
• There is no consciousness for the emergency of the change
-> … prevents the building up of change motivation
• The crucial motif for change is missing

Unclear overall picture
• Because of a multitude of individual projects the overall vision gets out of sight
-> … deprives the change of its dynamics
• Information remains without any effect because it is not possible to integrate it into an overall picture

A deficient and incomplete process planning
• Moves in the change process are communicated ad hoc
-> … rattles employees and slows down the change process
• The Process is perceived as
uncoordinated