Change management is a major challenge for any company in a transformation phase. However, to succeed in such a project, it is essential to follow specific steps and use the right tools. Here are some tips based on proven management practices and organisational research.
Implement human-centred training
The human factor is at the heart of any change project in a company. Beyond this recognition, it is crucial to implement training and tools to manage the emotions and resistance of collaborators. Team-building workshops and emotional intelligence trainings can be very effective.
Integrate the culture of change into the organisation
Creating a culture of change is indispensable, but this culture must be integrated into the company’s overall strategy. It is important to show how the change aligns with the long-term objectives of management and the organisation. Key performance indicators (KPIs) specific to change can be useful for measuring this alignment.
Collective mobilisation and teamwork
The mobilisation of collaborators should not only be encouraged; it should be made necessary. To achieve this, management must implement a work plan that encourages active participation. Gamification tools can be used to stimulate this participation.
3 key areas
Communication and anticipation steps
Communication is often the weak point in company transformation projects. A detailed communication plan, with clear steps and well-defined responsibilities, can make all the difference in the success of implementing change.
Measuring the success of your change management
It is crucial to know how to measure the success of your change accompaniment project. Tools such as satisfaction surveys, individual interviews, and data analysis can provide valuable information on the effectiveness of your transformation plan.
At Ad Valoris, accompanying change is structured around three symmetrical axes:
1. Instilling the culture of change
Companies that succeed are those that know how to orchestrate their change, regardless of the context. We help them create these conditions at all levels of the organisation (from management to teams) and in all sectors, with a spirit not of completion, but of perpetual evolution.
2. Mobilising to move forward
For us, the collaborators involved in the evolution processes must also be the main contributors. We bet on their ability to develop collective intelligence in the service of transformation. Therefore, our support focuses on establishing a proactive watch on transformation across all segments of the value chain.
3. Anticipating to maintain momentum
Change provokes a feeling of loss of control and time. To overcome this discomfort and the resulting resistance, we bring your collaborators and managers to detect and understand the necessities of evolution, then to master the steps and effects. We train them to communicate about the changes from the outset to foster a productive and harmonious work environment.
In summary, Ad Valoris’ approach to change management in companies is based on three key areas: instilling a culture of change, mobilising collaborators, and anticipating challenges. This methodology, enriched by targeted tools and training, aims to align transformation with the company’s strategic objectives. It emphasises the importance of communication and measuring success to ensure effective and sustainable implementation of change. If you are looking to navigate the challenges of transformation successfully, Ad Valoris offers a proven roadmap.
How to succeed in change management in business?
4 points to understand Ad Valoris’ three-axis approach
- Human-centred training
Ad Valoris emphasises the importance of the human factor in any company change project. They recommend emotional intelligence training and team-building workshops to manage the emotions and resistance of collaborators. - Culture of change
The article stresses the need to integrate a culture of change into the company’s overall strategy. Key performance indicators (KPIs) are suggested to measure the alignment of change with the organisation’s objectives. - Collective mobilisation
Ad Valoris advocates for active mobilisation of collaborators by implementing a work plan and using gamification tools to encourage participation. - Communication and measuring success
The article highlights the importance of a detailed communication plan and measuring success through satisfaction surveys, individual interviews, and data analysis to evaluate the effectiveness of the transformation plan.
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