Change Management
Change management consulting is a structured approach to your transformation projects, resulting in lasting change
What is Change management?
According to David Autissier: “Change is a break from an existing and obsolete situation, and a future that is synonymous with progress. It changes the way we operate and forces us to adapt.” Change management deals with managing human dynamics in the face of change (whether desired or not!) in an organization.
Many changes implemented in organizations do not bring about lasting results; they are too frequent, poorly managed and supported leading to demotivation and loss of performance for the organization.
Whether it is a change linked to the integration of new management software, a relocation or a merger with another department, change must be planned, managed and stabilized.
Change management is also concerned (but not only) with human dynamics in the face of change: what is the level of motivation of teams? What are the keys to buy-in? Do employees understand the reason for the change and the accompanying sense of urgency? How can they best be prepared and equipped to minimize the negative impacts of the transition?
Members of the organization are supported to understand and grasp these new ways of doing things, and gradually integrate them into their work environment. After having mapped all the actors required to support the change, change is managed in the context of solid and defined project management, based on activities and milestones.
What does a change management consultant do?
Change management in organizations is often reduced to managing resistance during moments of change.
We take a more holistic approach: we take several perspectives into account to ensure you are making long-lasting, high-impact changes. What changes in culture, leadership style, collective & individual behaviors and behavioral skills will be required for a successful transformation?
1.
Gathers strategic change intelligence based on a diagnosis of the current situation and then alignment on the future vision. Understands the overall context, rationale and objectives of the change, identifies key stakeholders, sources of support and potential resistance from these stakeholders, measures the degree of readiness for change and existing stakeholder strategies, etc.
2.
Technical change: What are the changes in strategy, organization, management systems, missions/responsibilities, processes and operations, and what impacts will these changes cause?
3.
Generates buy-in for all stakeholders affected by the change, analyzes the impact and risks for certain groups. What changes in culture, leadership style, collective & individual behaviors and behavioral skills will be required for a successful transformation?
4.
Effective management of a change project to implement the transformation successfully. Thanks to simple structuring tools, such as the ADKAR model. Creating milestones, monitoring indicators, coordinating work groups, planning monitoring meetings, PDCA management (Plan, Do, Check, Act).
5.
Monitoring and managing the transformation: planning, KPIs, cross-functional meetings, communication materials, training & coaching tools, etc.
6.
We help you implement the right lean management tools and agile methodology to implement changes faster.
Here you’ll find a summary of 6 assignments representing the different areas of expertise in our Management Advisory business line; 6 references demonstrating our ability to provide pragmatic, systemic solutions to the major challenges facing organizations today and in the future.
