To keep up in an ever-changing world, businesses and organizations are in a constant state of transformation. However, even the most relevant transformation strategy only truly exists if it's fully and effectively implemented by aligned, convinced, and committed team members.

Digitalization, CSR, Data, AI, mergers, reorganizations… Many transformations fail, often due to a lack of leadership engagement, neglecting the human aspect of change, and the mistaken belief that change concludes with the project's end.

For all these reasons, managing change needs to be approached holistically. It's about fostering engagement at all levels of the organization, taking into account the diversity of audiences that need to be addressed given the different missions. Engagement starts with understanding the purpose of what's proposed to me. It continues with a phase of buy-in through both individual and collective benefits. And it concludes with a phase of ownership and action-taking.

This work is carried out in several steps. From the diagnosis (the phase where the starting point, the mapping of forces and stakeholders, risks, barriers, and the change analysis grid by category are established), to deployment through the co-construction of the “TO BE” state and the road map outlining the method, actions, tools, and the human and financial resources needed.

“Organization, vision, digitalization, tools, etc. Change is constant in companies, but they rarely ensure genuine and lasting team engagement in this change. Good communication can significantly leverage this point.”
Damien Schoennahl
Senior Partner, Deputy General Director