Jens Jahn
Partner & Director
Stuttgart
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Jens Jahn has been with Boston Consulting Group since 2005. He is a core member of BCG’s People & Organization and Operations practice areas, and specializes in change management, HR, and people change implementation. He is an expert and leader in the people side of transformations, postmerger integrations, carve-outs, reorganizations, and restructurings. The current focus of his work is supporting the people change in large-scale transformations, in both the automotive and banking sectors.
Since joining BCG, Jens has worked in the financial institutions, energy, and industrial goods sectors, supporting clients ranging from global conglomerates to smaller companies (‘Mittelstand’). He has also worked with many clients in the public sector.
Jens believes in leveraging agile ways of working and digital technologies for people change delivery and HR operations processes for his clients–while following a pragmatic, business focused change management and HR approach.
He is also serving as a director of the Institute for International Strategic Management & Innovations at SRH Berlin.
Für viele Unternehmen in Deutschland hat die Corona-Krise den Veränderungsdruck erhöht. Damit umfangreiche Personalanpassungen in Transformationen erfolgreich und nachhaltig umgesetzt werden können, sind fünf Schritte wesentlich.
Where digital efforts have fallen short—and how to use human-machine collaboration to take performance to the next level.
Retaining talent, preserving company culture, and breaking down organizational silos are among the essential moves. Here’s our complete list.
Change is hard, but readiness is all. Companies prepared to manage the leader, people, and program journeys can double their chances of success.
Digital transformation is vital to companies’ survival, yet it is threatened by complicatedness. A four-step process helps organizations combat complicatedness—and set the stage for success.
It’s time for companies to have a smart and simple way to track and improve the performance of their most valuable assets, their people.
Companies tend to overlook the importance of HR in location selection. An HR Effectiveness Index allows them to compare top contenders—and select wisely.
To take advantage of social media recruiting, banks need to view the channel not simply as a brand-building vehicle but as a recruitment vehicle.
Global corporations are launching transformations left and right. But many of them don’t succeed. Why? Personnel problems, usually. Here’s how to avoid five common HR pitfalls.
