Change management by Ad Valoris

Don't
drain
your
energy
trying
to
force
change
within
your
organisation

In a constantly evolving economy, transforming your organisation is no longer an option, it's a necessity!

The stakes of change management

Yet, if change management has become quite common,
it fails on average 3 times out of 4.

And always for the same reason:
the lack of consideration for human factors.

There is no magic formula for successfully leading change, but focusing solely on methods and tools is insufficient.

It’s not your organisation that changes; it’s the individuals who are part of it.

Your change must therefore come from within.

01

Instil your own culture of change

02

Mobilise
to move forward

03

Anticipate to maintain momentum

01

Instil your own culture of change

Do you worry that your teams will become exhausted by the constant changes?
We help you
develop and sustain your own culture of change.

Integrate

We enable your managers to integrate change management principles into their day-to-day management.

Renew

We enable your teams to develop their adaptability and capacity for renewal.

Adapt

We integrate a customised and tailored change management approach into your projects, aligned with your organisational DNA.
Discover how to instil your own culture of change
02

Mobilise
to move forward

Are you struggling to engage
your employees in upcoming changes?
We enable
each of your employees to be an actor of change.

Inspire

We give meaning to your changes through tailored and inspiring communications.

Involve

We involve the recipients of your changes in the co-creation of solutions.

Engage

We create dynamic and stimulating communities focused on engagement and agility.
Discover how to mobilise to move forward
03

Anticipate to maintain momentum

Are you uncertain how your teams
will react to change,
and does this make you feel insecure?
We provide you
with the means to be ready to intervene in all change situations.

Document

We document the impacts of changes and propose tailored solutions for each situation.

Listen

We listen to and empathetically address the concerns of the affected teams.

Act

We combine communications, training, participatory workshops, personalised exchanges, etc., to adapt to different needs.
Discover how to anticipate to maintain momentum

Our added value

Your organisation is resilient and adaptable

01.

You are prepared to proactively embrace change.

Your employees are engaged actors of change

02.

Your teams are actively involved and ready for upcoming changes.

Your change strategy is customised and innovative

03.

You transform your organisation more effectively and optimise its adaptability.
Let's meet

Change management
by Ad Valoris

Our comprehensive guide to success

Today, value creation not only comes through performance but also through transformation. It’s the reason why we believe it is more relevant for an organisation to focus on a sustainable culture of change. Ultimately, it is the only viable path in the face of the relentless transformations taking place.

Experiencing changes as meaningful and energising journeys is the best way to achieve collective, sustainable, and successful momentum.

Reveal your organisation’s adaptability potential
to turn all changes into opportunities

5 good reasons to choose Change management by Ad Valoris

We place individuals at the heart of the transformation, stimulating the engagement and enthusiasm of your employees. This human factor is often the key to success in any change initiative.

We go beyond methods and tools to also focus on the emotional and behavioural aspects, essential to the success of any change project.

We use inspiring communication techniques and involve your teams in the co-creation of solutions to ensure their engagement.

We develop a culture of change for you that is aligned with your organisational DNA.

We equip you with the tools and strategies to anticipate your teams’ reactions and intervene effectively in all situations.

Contact us to learn more about our integrated and human-centred approach to change.
They trusted our expertise

Our solutions for this service

03 / 03

Develop your own culture of change

Engage your employees in change

Strengthen your organisation’s resilience to change

To learn more

Opinion leader Managing changes

Ad Valoris interviews Sabrina Cohen Dumani, Founder and CEO of the Nomads foundation

Interview with Sabrina Cohen Dumani, founder and CEO of the Nomads foundation...

Tools and methods Change management

Assessing the impacts of change

In-depth and strategic diagnosis of the impacts of organisational change....

Tools and methods Change management

Key tools for change management

Using specific tools to facilitate change management...

Insights and approaches Change management

Supporting change: three key focus areas, by Ad Valoris

Unlock your teams' adaptability potential...

All articles on this topic
01 02 03 04 05

The stakes of change management

Transformation is a necessity!

Indeed, to survive in an increasingly competitive environment, organisations have no choice but to adapt continuously.

Today, the pace of change can sometimes be so rapid that its lifespan is shorter than the duration of its implementation.

As soon as one change is implemented, another must already be initiated.

To transform, yesterday’s change management methods have proven their worth and can still be effective at times.

However, they are often insufficient to ensure the success of business transformations. Indeed, they can no longer keep pace. And even less so ensure us to experience changes calmly or anticipate future ones.

1 – Instil a culture of change

Companies that succeed in implementing change do more than survive. They create the conditions for their own longevity. Their secret? Developing a genuine culture of change at all levels of the organisation (from management to teams) and across all sectors.

This culture of change is particularly obvious in leadership. Managers have integrated reflexes and behaviours to foster change in their day-to-day management. They know how to mobilise their teams and address their concerns to ensure successful transformations.

Project teams have also adopted change management practices, and employees are encouraged to propose new approaches and methods in a mindset of continuous renewal.

2 – Mobilise with enthusiasm
It is not your organisation that transforms, but the individuals who are part of it.

Based on this observation, we rely on their ability to develop collective intelligence in the service of transformation. We give individuals the leading role. They become actors in their own change. Often, the recipients of change are valuable contributors. Their mobilisation helps to bring relevant solutions to the problems at hand.

Ad Valoris’ added value lies in this “experience” of change. We help you engage your employees at every stage of implementing change. We support you, notably in distinguishing between what will involve a participatory approach and what will not, to manage employee expectations.

While the broad outlines of your transformation should be clear, the paths to achieve it are not predetermined. These may evolve along the way. It is essential to demonstrate flexibility and agility in managing the process while maintaining the project’s direction.

3 – Anticipate and avoid resistance

The transformation process can cause discomfort and genuine concerns. Indeed, facing an unknown future and an unstable situation, it is not always easy to accept these uncertainties. This can affect employee engagement and the success of the transformation.

Indeed, an unaddressed concern can turn into resistance. Numerous resistances can lead to paralysis, blocking changes implementation. The financial and human risk is significant, so it is essential to support employees and managers.

Contact us to discover how we can help you pave the way to success for your business.

Discover how to instil your own culture of change

Shape more robust and agile teams that are not only capable of surviving current market challenges, but also thriving amidst them.

1 – Integrate support principles into daily management

  • We offer targeted training and workshops for your managers so they can integrate the skills and techniques necessary for change management into their management style.

  • This approach provides you with a leadership team that is ready and able to manage change, resulting in smoother and more effective transitions during transformation initiatives.

2 – Develop your teams' adaptability

  • We use proven individual or group methods and team-building workshops to increase the resilience and adaptability of your teams.

  • An agile team capable of rapid adaptation is paramount in today’s economy. This gives you a competitive advantage by enabling you to respond more effectively to market opportunities and challenges.

3 – Integrate change management into your project management

  • We incorporate change management specialists into your project teams to ensure that change management is integrated from the outset and throughout the project lifecycle. We use project management methodologies that incorporate change management elements, such as HERMES, Agile, or the PMBOK (Project Management Body of Knowledge), depending on what best suits your organisation.

  • Value for you: by integrating change management directly into project management, you benefit from greater cohesion between project objectives and the human or cultural needs of your organisation. This improves synchronisation and efficiency, reducing costs and delays due to resistance or misunderstandings.

     

Contact us to discover how we can help you pave the way to success for your business.

Discover how to mobilise to move forward

Approach change holistically, understanding that individuals are the drivers of change.

 

1 – Give meaning to your changes through tailored and inspiring communications

We work closely with your leadership team to identify key objectives and messages that will resonate with your staff. Using a variety of communication channels, such as webinars, newsletters, and face-to-face meetings, we convey these messages clearly and inspiringly.

Clarity and transparency in communication minimise uncertainty and fear, two of the biggest obstacles to change. This creates an environment where your employees feel informed and valued, strengthening engagement and productivity.

2 – Involve the recipients of your changes in co-designing solutions

After clearly communicating the objectives of the change, we organise brainstorming workshops, focus groups, and surveys to gather feedback and ideas from employees. This inclusive process enables collaborators to propose creative solutions and take ownership of upcoming changes.

Involving your teams in co-designing solutions fosters a sense of ownership and responsibility, accelerating the adoption rate of new initiatives. Additionally, it leverages collective intelligence to solve complex problems, potentially leading to more effective and innovative solutions.

3 – Create dynamic and stimulating communities focused on engagement and agility

We facilitate the creation of working groups or communities of interest within your organisation. These communities receive specific training to become change agents. Through regular events, information sharing, and idea exchanges, these groups maintain high levels of engagement and agility in implementing changes.

By investing in internal communities, you strengthen company culture and create an internal ecosystem of change ambassadors. This, in turn, facilitates the rapid adoption of new practices and contributes to achieving strategic objectives. Agile and engaged communities are also more resilient to future changes, positioning your organisation for long-term success.

 

Contact us to discover how we can help you pave the way to success for your business.

Discover how to anticipate to maintain momentum

Build a comprehensive and tailored response to your change management needs, maximising your chances of success while minimising risks and uncertainties.

Change management is a complex field that requires a deep understanding of human and organisational dynamics. In the context of digital transformation, it is crucial to understand that a project’s added value is measured by the benefits it generates for the company. These tangible and intangible benefits are the result of teams that have successfully integrated and applied the necessary transformations.

Document the impacts of changes and propose tailored solutions for each of them

First, we conduct an in-depth analysis of the impacts of change on various aspects of your organisation – this includes business processes, information systems, organisational structure, and, most importantly, the stakeholders themselves. We use analysis and diagnostic tools to map these impacts.

This analysis provides a clear picture of the challenges you will face during the change process. You will obtain a tailored change management plan that not only mitigates risks but also optimises opportunities, enabling you to make informed decisions.

Focus on the diagnostic phase: diagnostics – the first step towards transformation

Before choosing your support strategy, it is recommended to conduct a diagnostic of the changes. Two tools are relevant to achieve this:

1. The OMOC MATRIX to measure the impacts of changes.

2. The partner map to measure the level of employee engagement.

These measurements help you understand if the transformations are having the desired effect and where adjustments are needed.

Once the diagnosis is complete, you can choose from 3 main methods to manage and support the change. Each of them enables you to achieve different and complementary objectives:

  • Communication about the project: raising awareness of the project’s issues. Examples: seminars, roadshows, events, newsletters, visual identity, etc.
  • Training and knowledge capitalisation: developing skills to implement changes. Examples: group training, individual or group coaching, e-learning, assistance, etc.
  • Involvement of future users and involvement of promoters (management, key stakeholders)
  • Developing everyone’s commitment to the project’s realisation
  • Identifying individual and collective resistances, addressing them, giving them meaning to reduce or eliminate them
  • Promoting buy-in: explaining the individual and collective benefits of the change
  • Adapting and evolving the structure, processes, systems, and means to enable the implementation of change, for example, team building, appointing project referents, ambassadors, mentors, etc.
Listen to and empathetically address the concerns of the teams involved

To fully understand the emotional climate and potential concerns of your teams, we use methods such as anonymous surveys, interviews, and discussion groups. We also provide mechanisms for continuous feedback to ensure all voices are heard throughout the process.

By listening to your teams, you identify potential sources of resistance and can act proactively to mitigate them. This not only reduces conflicts but also fosters deeper adherence to change, increasing the chances of successful transformation.

Focus on the leadership role and company culture in managing transformations

1) Enlightened leadership in the service of transformation

A successful transformation project requires more than a good diagnosis and effective management tools. At the heart of any successful transformation is enlightened leadership that can inspire and motivate teams. This type of leadership goes beyond hierarchical direction; it is a positive influence that can emanate from every member of the organisation.

It is crucial that this leadership comes into force at all levels of the organisation to maximise its effectiveness. This means that leaders must not only show the way but also empower their teams to take initiatives. In a constantly changing environment, enlightened leadership also knows when to make strategic adjustments.

It actively listens to team feedback and is open to innovation and adaptation. In summary, enlightened leadership acts as the catalyst that enables a transformation strategy to move from theory to successful practice.

2) Company culture and digital transformations

Company culture plays a decisive role in the success or failure of change initiatives. A culture that values innovation and adaptability is not only more receptive to digital transformations but also facilitates their implementation. This culture encourages employees to take calculated risks and explore new working methods, which is essential for staying competitive in the current digital landscape.

It also promotes open communication, allowing ideas to flow freely and best practices to be quickly adopted. Additionally, a culture focused on innovation and adaptability attracts talent naturally inclined to seek creative solutions to challenges.

Ultimately, a healthy and adaptive company culture can serve as a solid foundation on which digital transformation strategies can be built, making the company more agile and resilient to future challenges.

Combine communications, training, participatory workshops, personalised exchanges, etc., to adapt to different needs

We adopt a multimodal approach to ensure that training and communication needs are met at all levels of the organisation. This can include regular newsletters, online or in-person training, and co-creation workshops where employees can actively contribute to solutions.

Effective communication and targeted training ensure that all your teams, from executives to frontline staff, are aligned. This type of synergy creates an environment where change can be assimilated more effectively, and the collective talents of your organisation are leveraged to overcome challenges.

Focus on the importance of communication, training, and flexibility

1) Communication and engagement: the drivers of action

Communication is a key element for the success of any transformation project, but it must go beyond simply disseminating information. It is essential to create a two-way dialogue where employee concerns can be heard and addressed.

This open communication fosters an environment of trust, which is crucial for encouraging team and collaborator engagement. An engaged employee is more likely to adopt new working methods and adapt to changes. Engagement is also strengthened when employees see that their opinions are considered in decision-making.

This creates a sense of ownership and responsibility for the project’s success. In summary, effective communication and strong engagement act as the drivers of action, enabling successful integration and application of changes within the company.

2) Training and knowledge capitalisation

Developing the skills necessary to implement changes is a crucial element of any successful transformation strategy. Collective training, for example, allows new methods or technologies to be quickly disseminated throughout the company.

Individual or collective coaching, on the other hand, offers a more personalised approach to addressing the specific challenges that each employee or team may face. E-learning provides additional flexibility, allowing employees to train at their own pace. These different training methods are not mutually exclusive and can be combined for maximum impact.

Knowledge capitalisation goes beyond simply accumulating skills; it also involves creating a knowledge base that employees can consult and continuously enrich. This creates an environment of continuous learning, where lessons from past and current projects are integrated into the company’s overall strategy. In summary, effective training and successful knowledge capitalisation are the cornerstones of any sustainable change initiative.

3) Flexibility and adaptability: the keys to long-term success

In a constantly evolving business environment, marked by rapid advances in technology and digital innovation, flexibility and adaptability are more than just assets; they are paramount. Effective change management does not follow a predefined linear path, but rather a cyclical process that requires continuous adjustments.

This means that companies must be ready to revise and adjust their strategy based on new information, feedback, or changes in the business context. This adaptability not only addresses immediate challenges but also prepares for future opportunities and obstacles.

It also fosters a culture of innovation, where employees are motivated to seek creative solutions to problems. In summary, flexibility and adaptability are not just reactions to change, but strategic skills that position the company for long-term sustainable success.

Change management in business is as much an art as it is a science. It requires a deep understanding of human and organisational dynamics, supported by robust systems and processes. By integrating these elements into a coherent and flexible strategy, companies can not only “climb the steps” but also establish lasting and meaningful change in the context of digital transformation.

Contact us to discover how we can help you pave the way to success for your business

The subtle art of change

Change in business is not just a matter of numbers and processes; it is a delicate art that balances human psychology and business strategy. In an era where transformation is upending established economic models, understanding how to manage this change becomes an essential skill. Yet, 70% of change initiatives fail. Why this dissonance?

This guide aims to demystify change management by breaking it down into concrete steps, highlighting the roles of each individual, and providing key practical tools to succeed in your transformation. It is not just a manual but a deep reflection, enriched with case studies, data, and personal anecdotes, which we hope will leave you with new and stimulating ideas.

The price of inaction

Poorly managed or ignored change can have disastrous consequences. To illustrate this point, consider Kodak. This iconic company, once a pioneer in the world of photography, made the mistake of neglecting the impact of digital transformation. The result? A resounding bankruptcy and a bitter lesson for all. According to a McKinsey study, poor change management costs companies around 25 to 50% of their potential revenue.

Statistics highlight the importance of managing change well. According to a Prosci survey, companies that apply structured change management are six times more likely to succeed in their projects than those that do not. These figures should not be taken lightly; they reflect fortunes made or lost, careers built or destroyed.

There is no magic formula for change. Each company is a unique ecosystem with its own challenges and opportunities. In this section, we offer not a universal solution but a way of thinking and tools to help you carve your own path through the complexities of change.

Change management methodologies

If you are looking for methods to manage change, a simple Google search will provide a plethora of models. ADKAR, Kotter, Lewin — these are not magical incantations but structured attempts to make sense of chaos. Each has its merits, but not all are suitable for every situation.

ADKAR: change through a linear model

This model breaks change down into successive steps: Awareness, Desire, Knowledge, Ability, and Reinforcement. However, it should be noted that this model is often better suited to small-scale changes.

Kotter: change through influence
If your company is more like a ship than a dinghy, Kotter’s method, focused on vision and influence, might be more appropriate. Kotter’s eight steps allow for more fundamental transformation.

Lewin: the triptych of change

In some situations, simplifying change into three phases — Unfreeze, Change, and Refreeze — as Lewin proposes, can be surprisingly effective. It is often a well-suited model.

Food for thought: change is an art, not a science

Whatever methodology you choose, remember that each change is unique. Like a painter before a canvas, use these models as brushes to bring your own culture of change to life.
Key steps in change management

Here are six key factors to help you catalyse change:

1) Preliminary diagnosis: the art of listening

Before diving into change management, a preliminary diagnosis is crucial. It is not just an assessment of the current state but an active listening to stakeholders. Too many companies dive headfirst into transformation without properly evaluating the situation.

2) Defining objectives: the course to follow

Setting objectives is not an administrative formality but the process that gives meaning to change. It is the beacon that guides the ship through the storm. You won’t get far if you don’t have a clear, measurable, and realistic course to follow.

3) Planning: the devil is in the details

Many companies with everything going for them fail because they neglect the details in planning. Details matter. A meticulous change plan establishes who does what, when, and how, and serves as a barometer for measuring progress.

4) Implementation: balancing rigour and flexibility

Implementing the plan is a balancing act between rigorously following the plan and being adaptable. Conditions change, and your plan must also be flexible. Project management tools and KPIs are not just gadgets but essential instruments for navigating this phase.

5) Monitoring and adjustments: the pulse of change

After implementation, it is tempting to rest on your laurels. This is a mistake. Monitoring is vital to ensure that changes are not only implemented but also sustainable. Adjustments are inevitable; you need to know when to pivot and when to persevere.

6) Reflection: change is a marathon, not a sprint

Change management is a marathon that requires endurance, perseverance, and constant attention to weak signals that may indicate a need for reorientation.

Roles and responsibilities in change management

Executive sponsor: the guardian of the vision

In any change, the presence of a visionary leader is crucial. The executive sponsor is often this guardian of the vision, setting the tone and motivating the team. A leadership that holds regular meetings to share the vision of change with its team is a simple but powerful act.

Project team: the architects of change

Just as a building cannot be constructed without architects and workers, a change initiative requires a solid project team. These are the people who work behind the scenes to make the vision a reality.

Employees: the actors of change

Employees are not just spectators in the theatre of change; they are the actors who bring the play to life. It is therefore crucial to engage them in the process, communicate openly, and give them the tools to succeed.

External stakeholders: the invisible audience

Remember that change can also impact external parties such as suppliers, customers, or even the local community. They may not be at the heart of the change, but they will feel its ripple effects.

The role of data: quantified realism

KPIs and other metrics are not just numbers but tools that help calibrate and measure the success of change. They are the numerical reflection of collective effort.

A profound thought: the power of “we”

Change is not the responsibility of one person or one department. It is a collective effort. The synergy between different roles is what transforms a change initiative from a project into a success.

Direction: the culture of change!

Integrating change

Once all the steps have been completed, the greatest challenge remains: integrating change into the very fabric of the company. This is where organisational culture comes into play. A flexible and adaptive culture is better able to integrate and sustain change over time.

Return on investment

ROI is not just a financial measure; it is also an indication of the success of the entire process. But beware, the ROI of change is often long-term and must be measured considering various indicators, including human and cultural factors.

The sustainability of change

Change is not a one-off event but a continuous process. It is therefore vital to establish monitoring and adjustment mechanisms to ensure its sustainability. In this context, organisational learning and agility become major assets.

An invitation to reflection

As leaders, managers, or employees, we are all agents of change. We have the power to shape it, direct it, and live it fully. Change is a constant, but our approach to change can make all the difference.

Final word: change as an opportunity

Change is often perceived as a threat, but it can also be a tremendous opportunity for growth and development.

This guide is not just a manual; it is also an invitation to see change from a new perspective, enriched with detailed analyses and deep reflections. We hope it will be useful and serve as a starting point for future successful change initiatives.

 

Contact us to discover how we can help you pave the way to success for your business.