Main factors of failure of change initiatives are the absence of clear definition of the key stages and objectives, and a non-existent or insufficient implication of the management. To succeed, it is necessary to meet these challenges with a global and structured approach which associates in a relevant way the processes, the governance, the indicators and the people behavior. To manage the change towards an unpredictable and complex future is well beyond a simple adaptation to new tools. With the digital, the disruption became the model to master to build and operate adaptive, effective and profitable real time strategies.
Why change management ?
Our 4 evaluation criteria of probability of success (DARE):
- Duration. The overall project time of the change initiative, or the time between learning milestones. The shorter, the better.
- Ability of the team. An indicator of the team’s ability to complete the initiative on time based on members’ skills, traits, and experience as well as the leaders’ competencies.
- Responsability feeling. The support for, belief in, and the feeling responsible for the initiative at two levels: the senior management level, and among the directly affected employees.
- Effort. The additional workload that affected employees must bear because of the change initiative.
AN INNOVATIVE CHANGE MANAGEMENT
WHY? IN A CONTEXT OF THE FUTURE ARRIVING BY DAILY DOSES TO UNDERSTAND, IT IS NECESSARY TO PASS FROM THE CHANGE MANAGEMENT TO THE CULTURE OF THE CHANGE. WE ACCOMPANY YOU IN THIS TRANSFORMATION BY A LAB INNOVATION ROUTE, ANIMATED BY AN EXPERTS' OPEN COMMUNITY, TO GET CONCRETE SOLUTIONS TO YOUR PROJECT.
A GLOBAL APPROACH OF CHANGE MANAGEMENT
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