- What is Change Management?
- What types of change can be encountered in the workplace?
- Why change management?
- The key principles of successful change
- Do you need Change Management?
- What benefits can you expect from well-managed Change Management?
- The 3 dimensions of Change Management
- The 3 dimensions of Change Management
- Supporting change
Change is part of organizational life. New tools, reorganizations, mergers, cultural evolutions... it's not enough to decide on a change for it to take place naturally.
The key isn't just the plan: it's also the way men and women experience it. Change managementhelps people, teams and systems to a realistic, human and sustainable transformation.
At The Laughing Willow, we help organizations tackle change with lucidity, method and collective intelligence.
Change Management is a a set of practices designed to facilitate buy-in and ownership of a change by the people concerned.
It's not just a question of "communicating" or "training": it's about accompanying a passage, a gap between a "before" and an "after".
Unlike a strategic transformation, which focuses on the organization's vision or processes, change management is a a set of practices designed to facilitate buy-in and ownership of a change by the people concerned.
It's not just a question of "communicating" or "training": it's about accompanying a passage, a gap between a "before" and an "after".
Unlike a strategic transformation, which focuses on the organization's vision or processes, change management is about people. It's about how people understand, accept, adapt and commit to change.
Here are a few concrete examples of the work we do on a regular basis:
- Internal reorganization or team mergers
- Change of management or governance
- Managerial or cultural transition
- Deployment of a strategic project on a national or international scale
- Implementation of a new business system or tool
Each type of change generates specific human impacts who need to be identified, listened to and supported.
Change management becomes essential as soon as a project touches on employee behavior, habits or roles. Without support, we often observe:
- passive resistance
- a loss of commitment
- a deteriorating communication
- and sometimes even a project failure itself
The role of change management is therefore to preparing, supporting and securing change at every stage.
And it doesn't work if managers are not actively involved.They are the ones who embody change on a daily basis.
Here are the foundations we observe in all successful change projects:
- Giving meaning, having a clear, shared vision. Why change? What's the point?
- Active involvement of key playersin particular local managers
- A support structure that respects human rhythms
- Open and regular communicationwith a straight face
- A right to adjustment,regulation, error
This is the basis on which we build our accompaniments at The Laughing Willow.
Here are the main stages of structured support:
- Impact diagnosis & mapping
We identify areas of tension, stakeholders and human risks. - Co-construction of the support plan
What are your needs? Which priorities? What formats (workshops, coaching, communication)? - Implementation
Team sessions, manager coaching, communication actions, feedback workshops. - Follow-up and adjustments
We measure adherence, adapt, anchor. The plan is never set in stone.
Structured support enables :
- Reduce project failure rates (up to 70 % of projects fail without Change Management - source Prosci, 2022)
- Accelerating membership and deployment
- Limit performance losses in a period of transition
- Maintaining team motivation and mental health
- Promoting the sustainability of change in time
Change does not operate at the same level for everyone. It is essential to work on three distinct levels:
- Individual Change Management
Each employee experiences change in his or her own way. Good support helps everyone to understand, accept and commit. - Team Change Management
Teams have to function despite uncertainty. Roles need to be regulated, realigned and redefined. - Organization (Organizational Change Capability)
Change becomes sustainable when it is embedded in culture, modes of governance and collective learning.
The Laughing Willow acts on all three levels, with exacting standards, respect and clarity.
These two terms are sometimes used synonymously... but they refer to different realities. Here's a simple comparison to make things clearer:
| Transformation | Change management |
| It's an objective : a far-reaching organizational change | It's a process : how we support this change in human terms |
| Focus on model, strategy, culture | Focus on behaviors, resistance, adherence |
| Aims to reinventing the organization | Aims to a smooth and secure transition |
| Requires breakthrough vision | Requires support method |
| Examples : change of business model, merger, HR overhaul | Examples : internal communication, sensory workshops, coaching |
Transformation sets the course. Change Management makes the journey possible.
Supporting change is not about ticking boxes on a project plan.
It's about building bridges, creating meaning, restoring trust.
The Laughing Willow accompanies organizations with a human, systemic and grounded approach.
Our coaches are certified and supervised, and know how to navigate in complex, multicultural and fast-moving environments.
Let's talk about your context.