Cordes’ views on change

CORDES’ four key values for change:

1. Why change?

2. Change is learning and developing

3. Change begins with yourself

4. Maximum responsibility, minimum non-commitment

1. Why change?

Change is not a goal in itself. Every change starts with critical questions such as: Who or what must improve? What is the problem? What are the various dimensions of this problem? What are the consequences of changing or not changing? Change has already begun with the answers to these questions. Valuable change with long-lasting advantages.

2. Change is learning and developing

“Tell me something and I’ll forget it. Show me something and I’ll retain it. Allow me to experience it and I’ll make it my own.” Organizations and people don’t change by hammering it in. Understanding, realizing, choosing, doing and learning from it are all part of the process. CORDES has a rich and growing repertoire of approaches for this. All focus on getting as far as possible with as many people as possible in as little time as possible. Confucius said it, CORDES does it.

3. Change starts with yourself

Do what you say, ‘walk the talk’, ‘practice what you preach’. We all know that that’s the way, but it’s difficult to change in practice. CORDES does something about it. We realize that we have to set an example with our key values. We focus our change approach to it. We deal with each other in this way. But we approach you in this way and we ask you to do the same. Not just talk, but action.

4. Maximum responsibility, minimum non-commitment

Change, learning and development require commitment. It only succeeds if the other people involved are also truly committed. You can’t leave it to chance. So, on the one hand, change is involving people, making them responsible, challenging and assisting them and supporting them. But change is also establishing milestones, quantifying and monitoring them, agreeing on consequences and involving them, where necessary. Change then becomes a real choice for everyone.