Change management: 4 axes for success

At the start of the school year, change management is a key issue for companies. We have just spent complicated months that have hustled us all, pushed us all out of our comfort zone, forced us to accelerate transformations. Today, the crisis is still there. No one can say exactly what the future will be.However, as a Chinese proverb says: “When the wind of change blows, some people build walls, others build windmills.” At Talentis, we suggest that you build mills by sharing with you 4 axes to successfully manage change in an uncertain environment.

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#1 Transforming the known and embracing the unknown for successful change management

Managing a crisis is not like managing a failure. In the event of a failure, you know what to fix and who to look for in order to do it. Unlike a crisis, a failure is limited in time, and we know that once repaired, it will return as before. To evolve in a crisis is to evolve in the midst of the unknown. A stranger that we will discover as a team, with a large dose of audacity, openness and agility. What should we do?

• Revisit what is known with your team. Which you always did because it worked so well.
• Remain in a lifelong learning mindset. What is new? What are the needs of our customers today? Etc...
• Listen to employees about their needs in terms of work organization, ways of collaborating, etc...

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Also to be read:

How to be more effective at work in 4 keys?

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#2 Building trust at all levels

For successful change management, it is important to ensure that you maintain a relationship of trust with your teams, customers and service providers. To do this, there are 4 key elements to put in place:

• Continuously sharing the intention: why do we make this or that decision.
• Maintain a space where everyone can come up with ideas and give their opinion.
• Make everyone feel committed and fully responsible for their goals and those of the group.
• Accept that sometimes the trials are not successful and continue to encourage efforts and new ideas.

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Also to be read:

5 keys to re-engaging teams in times of crisis

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#3 Managing resistance to change

Be sensitive and attentive to the resistance to change that may be expressed by some employees. Take care to really listen to emotional resistance, take it into account in order to meet people's needs, if possible. Each time, praise “OK” behaviors and challenge “non-OK” behaviors. Constantly highlight what works to advance, as a team, towards the next change.

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#4 Ask yourself the question of your own relationship to change

Am I someone who is used to being open to change by adopting a constructive mindset? Or do I spend more time asking myself, in an individualistic way, what benefits such a change can bring? Or am I one of those who think that change is useless? In the last two examples, you can already work on your own relationship to change yourself, through professional coaching for example, in order to better manage yourself.Successful change management in a period when everything is going well is already difficult. But in times of crisis, it requires even more courage, will and perseverance.Talentis professional coaches are used to working with teams on these themes specific to change management. Whether in individual or group coaching, in person or remotely, our consultants are available to build with you the programs most adapted to the challenges of your organization.[/fusion_text] [/fusion_builder_column] [/fusion_builder_row] [/fusion_builder_container]