Driving Change
Driving change effectively requires clear objectives and determination in achieving them. It also requires a good understanding of people’s resistance process and some flexibility to accompany them and to increase their motivation.
Our added value:
- To accompany a team and/or a manager during the driving curve process, from human to organisation issues
- To facilitate the process, and to make it the less painful as possible.
Illustration
Context
International company in transport and energy industry, world leader in many fields - 60.000 people - Head office in Paris - Branches in 70 countries - Sales: €13bn
Challenge
This company is at a turning point. At that time, the Board has just named a new President. He must run a company in a challenging situation : in a leading position from a market share point of view, but loosing money, especially in one field ; the company was close to bankruptcy.
First, the President decided to organise a seminar on change management for the International Top Management, 110 people coming from the 5 continents. The goal was to mobilise the Top Management on a shared vision, on common objectives, and on effective people management. Therefore, a 4-day seminar was organised, including speeches from the President, testimonys from “charismatic leaders” on successful experiences, workshops.
Two half-day workshops of 15 people each were dedicated to 'Change Management'. For the Board, the two main objectives were :
- One, to make sure that each top manager leaves the seminar with the same understanding of what ‘change management’ really means
- Two, to test some potential scenarios for the future.
The seminar was in English. It took place in a seminar location near Paris city.
Methodology
On the first half-day, the consultant presented the change management process : the fear origins, the 'mourning curve', the way different types of personalities react to change, the different players, from the blockers to the committed ambassadors, but also the way to communicate effectively. To give illustrations, experiences were shared among participants.
The second half-day was dedicated to action plan : what to do next ? All issues were proposed by the Board, such as ‘the right people at the right place’, ‘logistic improvements’, etc.
Result
- Mobilization of the International Top Management__ on change management with a shared vision
- Motivation on common objectives: when contributing to action plan workshops, they gave Top Managers the message that they were listened to.
- Feeling of power: spending some days together, sharing a common experience, meeting top executives coming from all around the world, realising that they all have something in common, helped making the culture of the company clearer.
-> The share price is twice as high as it was last year. Moreover, the company has signed a €400m contract with China (November 2006). Among other indicators, it shows that the company has succeeded in managing its curve change successfully.
If you want to know more about Win Win Management, click on the corresponding link.
If you want to get some references or testimonies, click on the corresponding link.
If you want to contact us: This e-mail address is being protected from spambots. You need JavaScript enabled to view it .