Leading the Transformation
The path of change has been mapped out? How can we lead the transformation to achieve the desired organization, whether it is the digitalization of your department, a tool change or a merger? Leading, supporting, and making sure that everyone remains involved and motivated while the change is taking place. In this course, we offer you the advice provided by change experts: the 3 phases of change according to Kurt Lewin, the Formula of change according to Kathie Dannemiller, the 8 stages of change according to John Kotter,… as well as the best tips to overcome the resistances that will come with the change process.
How can I accompany change as a manager?
Here are 3 tips that will make all the difference: share, co-construct and act.
Share by listening and expressing yourself in the middle of the transformation process
Co-construct, in project mode, the application of the decided change in the department,
And finally make sure to involve employees in the action towards innovation (test and learn mode,…).
Sometimes described as simplistic, the model of Kurt Lewin, a researcher in social psychology, offers an interesting framework for leading change.
Imagine a block of cubed ice that you want to turn into a cone? The best way to proceed will be to unfreeze the block of ice, format it into a cone and then freeze it again to stabilize its conical shape. This is the Unfreeze – Change – Refreeze model.
Created by David Gleicher, then refined by Kathie Dannemiller, the formula for change is a simple yet powerful tool that gives a quick, first impression of the possibilities and conditions for change in an organization. This equation states that: in a context of transformation, individuals will accept to evolve, to change, to transform themselves if and only if D x V x F > R
Dissatisfaction x Vision x First Steps are greater than Resistance to Change.
Management must support the teams so that resistance to change is overcome one by one and that its implementation is real and positive.
In this video, I will describe the different causes of resistance to change (and how to overcome them): individual causes, collective or organizational causes, causes related to the change itself and causes related to the way the change is conducted.
Author of the bestseller entitled “Leading Change” and Harvard Business School ProfessorJohn Kotter asserts that 70% of organizational transformations fail for lack of a holistic aka global approach.
After 30 years of analyzing the successes and failures of transformation efforts, he suggested a change process based on 8 steps, whatever the program and the field of change.