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Unless you are irrevocably hostile to any form of change, there are at least two ways of understanding the idea: either as something unavoidable that you have to reconcile yourself to or as a fantastic source of opportunities. Depending on which of these two categories you fall into, the way you drive change and your team’s feelings about it will be radically different.
To improve your chances of success when faced with proposed changes, you must learn not only how to change (i.e. to develop coping skills that will help you respond to constant fluctuations in the environment) but also how to send the right signals to your teams, since they are the ones directly involved in setting the process of change in motion.
But bear in mind that the very first step for projects of this type is a full understanding of what the starting point is so that you can disarm any potential resistance. No changes should be made without a specific diagnosis of the prevailing culture, which includes dissecting the beliefs that you will need to act on – the fundamental aspects of the culture – to bring about change.