Our change approach relies on two main principles…

People don’t change but adapt to a changing environment

  • To achieve change, the reason must be understood and agreed upon
  • Change requires stakeholder ownership in addition to top-down leadership 

People’s behavior is rational

  • Each group of stakeholders knows part of the information, from which they interpret reality
  • Groups of stakeholders adopt the best solution they can find to achieve their objectives, according to their constraints and opportunities

… and turns into three steps:

  • 1
    Conduct an upstream change management diagnosis
  • 2
    Define the change strategy
  • 3
    Execute downstream change
  • The upstream change management diagnosis anticipates key obstacles to transformation

    It answers 4 key questions critical for success:

    • What is our coherent change story and how should it be structured?
    • Which cultural aspects of the organization should be respected to achieve change?
    • Which stakeholders should be involved in the project and how? Which groups of stakeholders will support the transformation and which groups will be against it?
    • Which levers can be used to make sure stakeholders own the change?
  • The change strategy includes three components

    • Change vision: general vision of change management and integration into deployment program
    • Inputs for implementation: recommendation on rollout (pilots, tests…)
    • Actions for downstream change management: communication, training, coaching
  • The execution of downstream change involves changing ways of doing and thinking via communication, training and coaching

    Actions from the change strategy:

    • Individual actions aimed at changing individual behaviors or influencing the system
    • Actual communication based on the communication plan included in the deployment plan

    Local and large scale coaching:

    • One-to-one, structured coaching of key individuals within the transformation period, Web-based tools to coach large groups of people within the organization (e.g., ‘serious games’)
    • Blended learning to adapt to each client’s needs