- What is Change Management?
- There are several types of changes that a company can encounter. These include: * **Strategic changes:** These involve fundamental shifts in the company's direction or vision, such as entering new markets, divesting from certain business areas, or altering the overall business model. * **Organisational changes:** These relate to the structure of the company, its processes, and how work is allocated. Examples include restructuring departments, implementing new workflow systems, or changing reporting lines. * **Technological changes:** This refers to the adoption of new technologies, software, or equipment that can impact efficiency, product development, or customer interaction. * **Cultural changes:** These involve altering the shared values, beliefs, behaviours, and attitudes within an organisation. This could be to foster innovation, improve employee engagement, or address issues like diversity and inclusion. * **Personnel changes:** This includes changes in staff, such as new hires, departures, promotions, or changes in leadership. * **Market changes:** These are external factors driven by the market, such as shifts in customer demand, new competitor activity, economic fluctuations, or regulatory changes. * **Product or service changes:** This involves developing new offerings, modifying existing ones, or discontinuing certain products or services.
- Pourquoi faire de la gestion du changement ?
- The key principles of successful change
- Do you have a need for Change Management?
- What benefits can be expected from well-executed Change Management?
- The 3 dimensions of Change Management
- Transformation compared to Change Management
- To be supported through change
Change is part of an organisation's life. New tools, reorganisations, mergers, cultural evolutions... it's not enough to decide on a change for it to happen naturally.
The key isn't just the plan: it's the way women and men experience it.The Change Management, or change management, helps to support people, teams, and systems in a realistic, humane and sustainable transformation.
At Le Saule Rieur, we help organisations approach change with clarity, method, and collective intelligence.
Le Change Management est un Set of practices aimed at facilitating the adoption and ownership of a change by those concerned..
This isn't simply about “communicating” or “training”: it's about accompanying a transition, a shift between a “before” and an “after”.
Unlike a strategic transformation, which concerns the organisation's vision or processes, Change Management is about people It is about how people understand, accept, adapt to and engage with change.
Here are some concrete examples that we regularly support:
- Internal reorganisation or team merger
- Change of direction or governance
- Managerial or cultural transition
- Deployment of a strategic project at a national or international scale
- Implementation of a business system or new tool
Every type of change generates specific human impacts that must be identified, listened to and supported.
Change management becomes essential as soon as a project affects employees' behaviours, habits, or roles. Without support, we often observe:
- of the passive resistance
- a loss of engagement
- a deterioration of communication
- and sometimes even a Project failure himself
The role of Change Management is therefore to Prepare, support and secure the change at all stages.
And that doesn't work whether managers are actively involved, as 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 and shared vision Why this change? What for?
- Active involvement of key stakeholders, particularly line managers
- A support structure who respects human rhythms
- Open and regular communication, no-nonsense
- A right to adjustment, to regulation, to error
It is on this basis that we build our support at Le Saule Rieur.
Here are the main stages of structured support:
- Diagnostic and impact mapping
The areas of tension, stakeholders, and human risks are identified. - Co-creation of the support plan
What needs? What priorities? What formats (workshops, coaching, communication)? - Implementation
Team sessions, manager support, communication activities, feedback workshops. - Monitoring and adjustments
Adhesion is measured, we adapt, we embed. The plan is never fixed.
Structured support allows for:
- Reduce project failure rates (up to 70 % of projects fail without Change Management – source Prosci, 2022)
- Speed up accession and the deployment
- Limit performance losses in a period of transition
- Maintain team motivation and mental health
- Promoting the sustainability of change in the past
Change doesn't occur at the same level for everyone. It's essential to work on three distinct levels:
- Individuel (Individual Change Management)
Every employee experiences change in their own way. Good support helps each person to understand, accept, and commit. - Équipe (Gestion du changement)
Teams must function despite uncertainty. Roles need to be regulated, realigned, and redefined. - Organisation (Organisational Change Capability)
Change becomes sustainable when it is embedded in culture, governance, and collective learning.
Le Saule Rieur acts on these three levels, with diligence, respect and clarity.
These two terms are sometimes used interchangeably... but they refer to different realities. Here's a simple comparison to make things clearer:
| Transformation | Change Management |
| It is the objective a fundamental change in the organisation | It is the process How do we support this change humanely |
| Door to the model, strategy, culture | Door on the behaviours, resistances, adhesion |
| Aim for reinventing the organisation | Aim for smooth and secure the transition |
| Requires a breakthrough vision | Requires a support method |
| Examples: business model change, merger, HR overhaul | Examples: internal communication, meaning workshops, coaching |
Transformation sets the course. Change Management makes the journey possible.
Managing change isn't about ticking boxes on a project plan.
It is To build connections, create meaning, restore trust.
Le Saule Rieur supports organisations with a human, systemic, and grounded approach.
Our coaches are certified, supervised, and know how to navigate complex, multicultural, and ever-changing environments.
Fancy talking about it? Let's discuss your situation.