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Managing changes

Changes are a part of professional life, so it’s important to approach them constructively. At AU, we are committed to fostering an inclusive workplace culture grounded in openness, trust, timely communication, and personal and professional development.

Dialogue tools (in Danish only)

The 4R model

The 4R model (named after the Danish Rammer, Retning, Råderum and Relationer, which translate as Framework, Direction, Scope and Relationships)  can be useful when a group is going through change, or when you need to (re)discover what unites you as a group.

Six ways to include your members of staff

Create robust changes – and focus on well-being (booklet published by the BFA). This booklet contains good advice and methods for the planning phase itself as well as dialogue tools that can be used for different purposes and at different times during the overall process.

Discussing the problem

A dialogue tool to help us focus on what we can influence and do something about. This is a good tool if a problem is beginning to take over in your unit.

As a manger, remember to:

  • deal with the many different emotions that often arise during periods of change
  • involve and inform your staff so that they can keep up with and feel in control of the change
  • take into account your employees’ competency development
  • rethink your own managerial tasks

Find more tools on:

Also relevant:

Do you need help?

If you would like advice on a local process or how to use specific tools, you are welcome to contact:

Revised 23.08.2024
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AU HR, Development and Work Environment, Iben Skrydstrup Vejen