Change management

How can cultures converge when merging?

How can you support the leaders?

Strategic reorganisation: how can you support people who must change jobs?

Our tailor-made solution comprises the following elements:

We enquire about your project, what's at stake, the context and deployment steps
We can meet your partner
We design an action plan and provide you with its associated tools (Diagnosis tool, personality profiles, catalogue or custom FB360, job profiling)
We implement an "assessment" platform dedicated to the project
We train HR managers and participants

Advantages:

A custom action adapted to every hierarchical level
Project administration is provided
Access to our expertise "diagnosis, leadership and jobs"

Illustrations of change management support:

First example: a social housing organisation is reorganising itself and must draw up a reorientation plan of employees towards three jobs. The aim is to identify specific features of employees so that the jobs properly match.

Course of action:

Tailor-made profiling of the three jobs,
Questionnaires were selected and conducted
Restitution to the participants during their orientation interview.

Result: everyone including personnel representatives was satisfied with the approach and the relevance of the results.

Second example: two companies are merging and wish to quickly implement a common culture and common values. The aim is to help the 300 senior executives to position themselves in relation to the new system of values and to implement support solutions.

Course of action:

Prior assessment of existing common values
Implementation of an individual tailor-made report
Implementation of an aggregation report
Dimensions™ questionnaire was conducted
Collective restitution
Design of a tailor-made support FB360

Result: Highly dynamic development of the new culture.

Third example: a large company wishes to improve its team performance in a sensitive climate and with its own leadership model.

Course of action:

Prior assessment of the organisation, its operational efficiency and context
Use of existing team support elements
Design of a team FB360 questionnaire and implementation of restitution elements

Result: very positive feedback concerning the results which allowed teams to collectively agree on ways to increase operational efficiency.