- Transition of people -
People are a key factor in the success of your changes.
They can silently block the change. Making them involved and motivated is certainly not the easiest part ofchange management. Nor is change of behavior!
For involved, motivated people, with appropriate skills and behaviors
Our specificity: we combine different approaches to support teams and individuals for a greater efficiency
We have a long experience of supporting transition of people, as managers and consultants.
As change is a continuous process between inside (meaning, motivation) and outside (cooperation, commitment), we support people:
- collectively: team building, workshop, task force… to have a common knowledge, language. This allows a coherence of actions and behavior
- individually: coaching, training, consulting… to let people do the transition at their own pace
Understand people transition
“We faced a great change. This change affected values, job content and organization. There were a lot of blockings within teams.
We first train top and middle managers to change management. It was a training-action program.
Every month, the board was coached; we worked together on strategic points. We wanted a coherence of actions within the different business units.
The middle management was also supported with their teams, on operational points.
Some managers needed individual coaching.
That was truly efficient.”
“We were leading an essential change in our company.
We analyzed the gap between the current vs targeted behaviors and skills.
We built a program of collective and individual trainings and coaching.
This allows us to quickly face our new challenges.”
“We had to change the organization and to move the office. This was a great change for some employees who worked here and in the same team for more than 20 years.
We built a new organization, analyzed the potential blockings and how to avoid them.
We built a training program for managers to help them manage the change. They were coached when needed.
We trained the teams.”