From strategy to buy-in : understanding and managing human complexity

Today's leaders are faced with complex and dynamic environments, often tempted to respond to these challenges by imposing strict directives and outlining rigid strategies. These actions are, of course, necessary to steer an organization and ensure its sustainability. However, by focusing exclusively on policies and procedures, they risk overlooking a fundamental element: the human beings that make up their teams.

The Magic of Systemic Coaching: Understanding Collective Behavior

Humans, as individuals, react uniquely to changes. But when placed in a group, their behaviors shift, amplified by collective dynamics. This is where systemic coaching comes into play. Collective coaching, based on this systemic approach, reveals a fascinating truth: groups of individuals react differently than when they are alone. This collective dynamic brings richness, but also unpredictability, which cannot be ignored when managing organizational transformation.

A transformation that focuses solely on a few individuals cannot be managed in the same way as a transformation on a larger scale. This is why I am convinced that a successful change management approach must combine two key elements: a structured, solid, and pragmatic approach, and collective coaching to manage the unpredictable and complex nature of human interactions.

The Importance of a Human-Centered Approach in Transformation

As a change management consultant working with senior leaders and middle managers in CAC 40 companies and scale-ups, I often see leaders focusing too much on procedures and not enough on shifting mindsets. Providing a strategic vision is essential, but if minds are not aligned, resistance takes root. People within organizations are not cogs in a machine; they have aspirations, fears, and motivations that need to be taken into account for change to be fully embraced.

A successful change is not achieved through directives alone but with real attention to the human element and its ability to adapt.

Concrete Steps to Achieve a Successful Human and Collective Transformation

1. Conduct an Assessment to Understand the Field: Before launching a transformation, it’s essential to conduct a diagnostic. Identify potential resistances, pain points, and the advantages that can be gained from the change. This step helps establish a solid foundation.

   
   

2. Create a Pragmatic Change Management Plan: Based on the assessment results, develop a concrete action plan that accounts for human factors and collective dynamics. This plan must remain flexible, as each team reacts differently to change.

   
   

3. Adopt a "Test & Learn" Approach: Change is never static. Continuously adjust your approach based on feedback from the field. This continuous improvement process is crucial for staying ahead.

   
   

4. Measure the "Temperature" on the Ground: Constantly listen to the field. Human indicators (morale, motivation, engagement) are as important as financial indicators. By regularly gauging the "temperature" of the teams, you can prevent resistance crises.

   
   

5. Listen and Involve the "Champions": Identify informal leaders, those who are driving forces within the teams. They are the key to a successful transformation and can foster a spirit of collaboration and buy-in among their peers.

   
   

By combining these steps with a systemic approach to collective coaching, you maximize your chances of leading a lasting transformation. True success comes not just from changing policies and procedures but from transforming minds, creating a more human and resilient organization. This is where I step in, with expertise in both strategic and human dimensions, to support you through this journey.