Organizational or functional transformations can be disruptive to the way employees work; they will only be effective once adopted by teams directly or indirectly affected. Human-capital management and change management are tightly intertwined; as such, they are critical to successful transformations.
Once targeted transformations are set, we provide ad-hoc support to make sure they get rapidly deployed
- We define a support plan in line with new operational and organizational models.
We fine-tune that plan collaboratively with each stakeholder, maximizing alignment and impact. We then translate plans into roadmaps which meet strategic objectives and take into account existing internal skills, organization hurdles and headcount constraints (too much, too little or ill-fit for the transformation at stake). At times, we add disruptive HR initiatives which ease adoption, such as gamified vehicles, new tools or applications. - Putting in place change management systems
We define communication strategies, change readiness assessments, training and coaching programs. We support action plans through workshops, group or individual training, dedicated events, Design Thinking tools, demos, dedicated digital assets or services … whatever it takes to secure implementation, learning and subsequent enhancements. - Gaining buy-in and driving cultural change
Our clients need everyone on deck and on board to drive a transformation process. We strive to equip every talent accordingly, individually, through employment and skills planning as well as thorough performance management processes. - Measuring and monitoring acculturation
Together with client teams, we drive actions which help monitor the level and pace of acculturation. Surveys, feedback loops and management tools such as HR analytics help us analyze feedback from field teams, identify areas which need fixing and others which can be further improved.
Supporting and promoting change enhances the human capital of our clients: it ensures that transformation yields long-term benefits.
Whether they involve organizations, operating methods or new tools, transformations often translate into major upheavals for teams concerned. They beg for close, steady support, so they can land properly into the everyday business and deliver their full potential.
We facilitate buy-in and ownership of transformation programs by all stakeholders. From internal communications to dedicated information systems and support mechanisms, we work alongside leaders and managers so they can engage all teams impacting or impacted by transformation projects.
To deploy transformation projects, we use a wide range of engagement mechanisms, ranging from collaborative co-construction to in-depth individual interviews.
We coach and train internal teams so they can fully understand and embrace their new remit.
On a regular basis, we evaluate direct tangible results and by-products of change management initiatives against needs and expectations of target audiences concerned.
We monitor qualitative and quantitative progress through return-on-experience feedback and surveys.