Change management: identifying the obstacles within the teams
20/11/2019
Rémi Zunino
Rémi Zunino

Change management: identifying the obstacles within the teams

Change management aims to support the company's transformation projects in a changing context. One of the keys to successful change management is to generate a strong sense of commitment within the teams.

However, during a transformation project, all sorts of obstacles and resistance frequently appear. The challenge is therefore to identify these obstacles, understand them and address them throughout the change management process.

#1 Change management: individual obstacles

There are people for whom a transformation project will be the source of positive emotions. They will see the situation as an opportunity to move towards something better. The change will be experienced as an opportunity.For others, it may be more complicated. For example, some people may feel fear and uncertainty when faced with a transformation project. " Anger may also be felt: "It was better before, why change? Anger may also be felt: "It was better before, why change? I don't agree", or even sadness which is related to the sense of loss.

Making your transformation projects a success

#2 Change management: the collective brakes

These barriers will affect a population of people who will be impacted by the change. The company is moving to new premises equipped with "smart offices". All the managers will "lose" their individual offices, which is likely to generate disincentives among this population. In particular, they will legitimately wonder about the way in which they will embody their role as manager: establishing their authority, giving feedback, not being constantly called upon, etc.

Change management: 4 axes for success

#3 Barriers to implementation

The choice of the project leader :

It is fundamental because it can generate disincentives for some people when the leader is not perceived as exemplary, does not embody the values of the company or does not seem to approach the transformation project in the right way .

The alignment of the ruling coalition :

When the management team is not aligned with the project. This does not encourage commitment!

Team involvement :

Employees and/or managers may feel that change has been imposed on them without even being consulted.

#4 Barriers related to the company's culture

Some companies are used to and open to change, and others less so. It may happen that a company has never had to experience a major change in its existence, and one day a takeover or a change of shareholder leads it to have to manage a change.

How can we ensure that this change management is a success for the company and its talents? This is when the coaching of this type of project becomes meaningful. In order to get the whole system involved in the project so that it can be implemented.

#5 Barriers related to the nature of the change itself

In some cases, it can seem like "change for change's sake". When one does not see the usefulness of the transformation project, when one thinks that it is not a strategic priority, committing oneself becomes even more complicated.

Leaving all these obstacles aside would jeopardise the success of the transformation project in question.This is why change management approaches are necessary. Both on the aspects related to the "process" but also with regard to the support of the change for which professional coaching, in individual and/or collective form, is particularly effective.

Talentis supports you in your transformation projects

Receive our white papers, event invitations and news
Thank you, we have received your request
Please check your entry

At your side to build a tailor-made programme

Take a moment with our consultants to share your needs and questions and we will build a personalized offer

No items found.