EU Consulting proposes:

 

InterEvolution

 

A complete program of personal skills development and change approach at the organizational level.

 

Change generally involves continuous adjustment of life. And in an organization, as in any other ecosystem, it is important to have the ability to adapt to external conditions in the operating environment, while maintaining internal stability. This process is the change-stability dilemma, which can be addressed only by the existence of a vision of the future, a sense of identity, a flexible organizational structure, the use of advanced technology and the existence of an employee reward system that reflects equally. both organizational priorities, values ​​and norms, as well as their individual needs.

 

 

What is important in managing organizational change?

 

In change management, the first step is to become aware of the reaction we have to change. The second step would be to realize what relationship we have with change: passive or active: do we wait to see what happens or do we get involved to achieve the desired goal?

 

When an organization opposes change, it often means that it accepts the achievement of a goal, in a single way, the one initially proposed or the one we are already used to. But, the adaptation to change of an organization is influenced by two big aspects: our expectations from a certain situation and what happens in reality. The bigger the difference between the two, the harder it is to adapt. There is no change management methodology to suit any company, but there is a set of practices, tools and techniques that can be adapted to a variety of situations.

 

 

 

The following is a list of general principles for change management.

 

1. Use the human side

 

Any significant transformation first creates "problems" for people and then for the organizations in which they work. Jobs are changing, new skills and abilities need to be developed, and employees will find themselves in an uncertain state. Reactive approach to these issues, on a case-by-case basis, jeopardizes the speed, morale and results of a team.

 

A new approach to change management - starting with the leadership team and then involving stakeholders and leaders - should be developed in advance and often adapted as change passes through the organization. The change management approach should be fully integrated into program design and decision-making, both informing and enabling strategic direction. It should be based on a realistic assessment of the organization's history, training and ability to change.

 

2. The change starts from the top

 

The change is unpleasant for people at all levels of an organization, but it is known that all eyes will be on the CEO and the management team for support and direction. Leaders themselves must first take on new approaches, both to challenge things they do not agree with and to motivate the rest of the organization. Executive teams that work well together are best positioned to succeed. Its members are aligned and dedicated to the direction of change, they understand the new organizational culture and the behaviors that change brings.

 

3. Involve each department

 

In such times of organizational change, change efforts must include plans to identify leaders across the company and impose responsibility for downstream design and implementation in "cascade" management. At every level of the organization, the leaders who are identified must be aligned with the company's vision, trained to fulfill their specific mission and motivated to make the change.

 

4. Communicate the message properly

 

A common mistake in change management is that leaders believe that others understand the issues the way they see them, and expect change to happen quickly and see the new direction as clearly as they do. The best change programs reinforce basic messages through regular tips that are both inspiring and practical. Improving the information that employees receive about customers, organization or their own work, can improve their individual performance by 20 to 50%.

 

5. Take into account the organizational culture

 

Organizational culture helps you have a successful team and grow your business in a competitive market. The organizational culture is constantly moving and must be constantly adapted, both in relation to the evolution of the company and in relation to the employees. When we talk about change management, you can't help but take into account the organizational culture

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