Insight: Transformation Management

Grant Alexander was at the Management Fair on November 13 and 14, 2018.

Several of our experts led roundtables with our partners from the “Tente à Palabres.”

The Tente à Palabres brings together 7 partners, all experts in Management and Transformation issues in complementary areas.

Involved in supporting HR Directors and CEOs in building and developing strong leadership teams over time, Grant Alexander continuously reflects with its peers and clients on agile and high-performing management.

Shared reflections around conferences organized by the Tente à Palabres during the Management Fair…

Roundtable: Transformation Management or Management of Transformation?

Led by Anne-Marie Deblonde, Executive Search Consultant at Grant Alexander, and Alban Azzopardi, Director of Grant Alexander Executive Interim, in collaboration with GOOOD and Le Génie des lieux, this conference brought together the perspectives of 3 firms confronted daily with management issues in rapidly changing environments.

So, transformation of management or management of transformation?
Observing the different situations in which management evolution is necessary leads us to consider that one cannot exist without the other.

Why?
We operate in a world in motion, a world in perpetual transformation. Globalization and digitalization of exchanges are realities that impact almost all businesses.
Faced with this complexity, it is important to know how to evolve before crises arise. It is when everything is going well that change is needed!

Knowing how to manage transformation, define it, nurture it, and provide companies with the tools they need to build the challenges of tomorrow is a necessity.
Being able to transform management to instill the codes essential for agility in this highly mobile world is a condition for success.

One cannot exist without the other, and the whole must be built around a few key questions and ideas, among which we highlight:

Purpose: why do we want/need to change?

Meaning: change should not make the company lose its DNA. What do we want to change, yes? But what do we also want to preserve?

Balance: when change is necessary, being able to implement it while respecting the principle of balance: between before and after, between acceleration and observation, between leading and supporting, between performance and enjoyment, between professional and personal life.

Co-construction: the era of “co” is underway. The balance of transition, of transformation, the meaning of the process, will be much stronger if shared by all. Team empowerment will be easier.

Responsibility: learning to embrace change instead of complaining about it can result from all the above.