Transformation and Change Management
Manage the change. Strategy at the heart of the action.
Acquiring a new factory. Optimizing business processes. Deploying a technological solution. All of these changes
have one thing in common: they result in the evolution of beliefs, values, behaviours and ways of doing things.
It is accordingly essential to employ a targeted, engaging strategy to adequately accompany all stakeholders
Are you about to build or review your change management strategy ?
Here are the five essential elements to consider when developing or updating your change management strategy.
N˚1 Recognize the difference between a strategy and a plan
Your strategy must determine and coordinate the actions and operations required to implement the change on a
short, medium or long-term basis. It is thus necessary to clarify what you will need to do to achieve the change
Your change management plan completes your approach by providing an answer to the question “How am I
going to do this? ” and by identifying the steps you must take to do so. Your change management plan will allow
you to organize your actions over time and according to the individuals who are responsible for implementing
them. It will provide you with a framework, a structure and a monitoring and control mechanism whereby your
plan’s execution is ensured. You will thus reach the goals you set to accomplish the change you desire.
N˚2 Develop a fact-driven strategy : striking a balance between objectivity and subjectivity
To build your change management strategy, you need to understand the gap that exists between your current
situation and the one you desire. The change analysis that you need to complete concerns the organizational
culture, human factors, business processes, technologies in place or any other relevant dimension that is directly
or indirectly associated with the change.
By completing a quantitative and qualitative analysis of organizational impacts, you will be able to adapt your
change management strategy according to your organization’s maturity and strengths.
N˚3 Establish a clear and adapted change management strategy whereby you can:
• Promote an understanding of the gap that exists between your current situation and the one you desire;
• Consider the current and potential concerns and challenges;
• Complete and communicate the actions necessary for managing the change;
• Involve and engage all stakeholders at each organizational level of the organization (managers,
employees, union members, etc.);
• Engage the management team in an active, participatory and representative decision-making role
N˚4 Link your strategy with your change management plan to:
• Identify and include all stakeholders concerned by the change;
• Consider the necessary success factors for executing the change; and
• Take into consideration the timeline, costs, resources and any relevant constraint that exists.
N˚5 Follow up on the implementation of your strategy in order to:
• Ensure that your strategy aligns with your change management plan;
• Contribute to proactive decision-making during the governance and execution of the change;
• Adapt your strategy regularly to consider the evolving organizational context, in particular as regards the scope of the change, timeline, resources, level of engagement among stakeholders and other relevant elements;
• Emphasize the search for a strategy that is adapted and engaging for your stakeholders.
Developing a change management strategy is an important step that requires a formal process to