Whether it’s a new system, a new work process, or a new work environment, it all comes down to people. People develop the strategy, design the processes, and carry out the work. New ways of working are ultimately adopted by employees. That’s why changes in the workplace only really take hold when people have confidence in them. That confidence isn’t a given—it has to be earned. The key lies in genuinely listening to employees’ needs and conducting targeted experiments.

“Only when you understand what someone needs can you help them move forward. You do that by asking. That sounds simple but is often forgotten because of our own interests.”

With my experience in change management, IT, and facilities, I’m a true all-rounder who loves to focus on the process. I ensure that all key stakeholders are involved in the idea and planning phases and guide employees through the implementation phase.

With my ability to put things into perspective, I see it as an important task to foster mutual understanding among all parties. The approach I take thus contributes to an effective change process on a personal level.

I also enjoy helping organizations explore uncharted territory. In today’s world, for example, many organizations aspire to adopt a data-driven approach. This is a challenge in which systems, processes, and behavior serve as key building blocks. But where do you start? When exploring complex innovations, it’s important to first identify exactly what impact you want to achieve. From that perspective, you can design targeted experiments. Through small successes, you continue to build toward an ever-greater impact. I always approach innovation with transparency and a focus on concrete results, working alongside enthusiastic fellow innovators within the organization.