Importance of good Change Management

Change is a pervasive topic and we believe that a thorough understanding of change management skills and processes is of the utmost importance.
Our app makes it possible to simulate change processes in an interactive environment. You are a change manager, overcome challenges and have to make informed decisions to be successful.
Teachers can track the progress of their participants and give individual feedback based on the data recorded in the app.

Of course, our app can also be used in a corporate environment – please feel free to ask us at any time.

Demo

How does it work?

With the “Change Manager” universities and companies can offer an effective teaching and learning experience that optimally prepares participants for the challenges of the modern business world. We offer an innovative solution that exploits the potential of your participants in the area of change management.

Choose Intervention

Choose between different interventions several times within a change phase.

Execute Intervention

Choose the characters you want and let them carry out the selected intervention to set the right impulses within the current state of the change process.

See Results

Find out how your interventions affect the team.

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Our simulation is based on
scientific models

When programming the app, we took into account the following, leading scientific models
on the subject of change management.

Kurt Lewin’s Change Model

Kurt Lewin's model frames change as a three-step process: Unfreeze, Change, and Freeze (Refreeze). In the "Unfreeze" phase, current behaviors are questioned, and motivation for change is created, setting the stage for transformation. The "Change" phase introduces new ways of thinking and operating, while the "Freeze" phase solidifies these changes to ensure long-term stability.

Big Five Personality Traits

The Big Five model outlines five core dimensions of personality: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (OCEAN). These traits predict how individuals may approach and respond to change. Understanding these traits allows users to better anticipate employee reactions and tailor change strategies accordingly—whether motivating those high in Openness to lead innovations or managing the anxieties of those high in Neuroticism.

Kotter’s 8-Step Change Model

John Kotter’s model provides a structured, eight-step process for driving change: 1) Create urgency, 2) Build a guiding coalition, 3) Develop a vision, 4) Communicate the vision, 5) Empower others to act, 6) Generate short-term wins, 7) Sustain acceleration, and 8) Anchor the changes. Each step is designed to overcome obstacles and build momentum. It shows how to guide an organization through complex transformations, emphasizing leadership, communication, and the importance of celebrating small victories. It gives users a practical roadmap to follow, ensuring they learn to manage change systematically and effectively.