Organization and Change
What are the organizational models best suited to its own strategy and its particuliar context? How to enable the company to evolve and adapt to changes in its environment?
Preserve critical know-how
A large part of a company’s strengths resides in the tacit know-how of many individuals. This know-how is not easy to identify and formalize. How can you avoid losing this invaluable capital?
Develop your resiliency
In companies focused on agility, leaders are torn between expectations for clear-cut decisions and the necessity to adapt to changing conditions. In this context, how can they move forward without burning out?
How can you act as a leader in an uncertain world?
In a context of chronic uncertainty, the image of the bold visionary is obsolete. How can we rethink leadership to regain the ability to set a compelling course and organize our action coherently?
Change management: The new deal
Nowadays, change no longer consists in moving organizations from a stable starting point to a stable target point. How can we revisit change management best practices to take into account this reality?
Disseminating your best practices
How to spread a technique that has proven successful locally to the entire organization? The answer can be learned from the example of companies that have successfully disseminated their know-how.
Integrate the human factor to improve project management
The reason why so many projects fail lies less in disciplined project management than in the irrational dimension that influences day-to-day action. How can we integrate this human factor?
Rally the entire workforce for effective change management
What is the secret of the exemplary success of some (too few) transformation programs? Discover how to rally the energies of the whole workforce in order to manage change effectively.
Harness the power of habit to manage change successfully
Many change projects fail because people return to their former behavioral patterns. Yet this is not inevitable: how can one use habit as a supportive—rather than obstructive—change management driver?
