In general, our first method deals with an analytical description in the “essence of change”.  Primarily we ask questions and describe what we observe.

• What is the issue, specifically?
•  How do processes change in practice?
• What are the implications and consequences of the change, considering the employee´s everyday work, prospectively?
•  What are the work processes, which enable an easier work flow through technology?
• What are the employee´s competences, which will be changed?
• What are their losses and their gains?
• What are the relevant consideration for every single workplace resulted from the change process?

The objectives connected to the change are strategically defined. Our consulting services in change management emphasizes the analysis of the consequences for employees and every single work process to achieve the organization´s goals. Through this method we recognize what the true issue is. In many cases software programs influences the work process and minimizes the employee’s freedom of doing something. Something has been removed and nothing new is added which fills the gap.

That is the main reason for resistance, which often occurs when it is already too late.  
In those cases, it is nearly impossible to tell whether there is a mistake in the software or a human operating error. Employees can not consciously explain their reasons for resistance. Those are neither captured by asking the employees directly, nor by using questionnaires.

It requires the morphological description as an analytical method, performed by psychologists to investigate the cause of resistance.