People are a company’s greatest asset and investment for the future, which is why change management, the mobilization of intelligence and the human dynamic, must be the backbone of all project management and transformation initiatives. Lack of understanding and buy-in for change can lead to a project’s failure, but with effective change management, it’s possible to guarantee and even potentially accelerate the implementation of transformation projects.
Change management is a collective effort: leadership must be united around a common understanding of the business’ needs, the vision, and the scope of the desired target. They are the ambassadors who drive change and commit to the project in order to achieve success.
There are five steps in change management: awareness, understanding, buy-in, integration, and action.
Objective: “I know that a change is coming and that I am going to be affected. I am aware of the timeframe.”
Example of relevant step to take: Ensure comprehensive and regular communication through all available channels to raise awareness of the project. Make available any relevant documents or publications.
Objective: “I understand why this change is important for the company and I understand what it consists of.”
Example of relevant step to take: All stakeholders must be allowed to ask questions, including of themselves. Work publicly, and encourage interactive brainstorming. Hold meetings out in the field and conduct participative workshops to analyze the situation on the ground.
Objective: “I agree with the importance and the nature of the change and I have grasped what its effects will be.”
Example of relevant step to take: Of course, simple acceptance would make it possible to move on to the next step, but the leverage obtained by true buy-in is far greater. Three drivers for this are: being led by a manager who has bought in, taking part in the collective construction and evaluation of the implementation plan, and sharing a feeling of buy-in and commitment.
Objective: “I understand what I personally have to do to implement the change. I also understand what my manager and my colleagues have to do.”
Example of relevant step to take: Depending on the nature of the changes, it might be good to hand over the controls so that teams can find their own solutions to move forward and/or organize a structured training – action plan to enable each individual to change their own work practices.”
Objective: “I implement the change, meaning that I now operate within the new framework.”
Example of relevant step to take: At this stage, feedback on the results is a critical driver for consolidating changes.
Discover the key ideas and methods that drive our engagements in change management:
- Leveraging digital technologies to accelerate HR transformations, and managing the impact of digital tools on the workforce.
- Defining a shared vision with top management, and working with employees to help them adapt and be a part of the transformation.
- Managing the social impact of transformation programs.
- Positioning topics to achieve successful transformation. Our approach is founded on the simple fact that every client’s situation is unique, meaning that solutions must be tailored to fit the situation, as well as the client’s culture and current digitalization maturity needs.
- Developing an innovative field approach to foster a positive dynamic through the use of tools and methodologies, including appreciative inquiry, challenge innovations, learning expeditions, reverse mentoring, etc.
- Measuring the adoption of change to ensure continuous learning and ground employees in new ways of work.
Our innovative resources and assets to aid with change projects include:
Tools and methodologies as a foundation
By relying on our toolbox, our plans propose dynamic methods through either face-to-face or digital channels to ease co-construction and feedback. The Creadesk combines a methodology and a team dedicated to supporting our clients to stimulate creativity and bring ideas to life.
A community of experts dedicated to the development of innovative change management set-up (methods, formats, animations)
- Proofs of concept with “test and learn” approaches
- Use of digital solutions to foster transformation
- Solutions committed to people
A proven track record in training
Our certified training team has considerable expertise in numerous training methodologies and extensive knowledge of digital tools. Through the use of blended learning (both digital and face-to-face training) and knowledge of methodologies, we are able to adapt training based on the client’s needs.