Change Management & Leadership
As companies need to transform at a frequency and pace never experienced before, managing change has become an even more important step to deliver the expected results and secure them in the long term.
At CYLAD, we believe people are the cornerstone of every transformation and that addressing human factors is mandatory to “make it happen”.It is the reason why Change Management is a building block of every CYLAD’s mission, whether it is part of the initial request or not.
We help secure buy-in and support individuals to successfully engage in a change process. We address all the Change Management dimensions through an empathic, structured, content-driven, paced, and collaborative approach:
- Engage and align stakeholders toward change
- Define and implement a holistic change strategy
- Set up a communication strategy
- Elaborate skills development plan through training and coaching
What we offer
A COMPREHENSIVE CHANGE MANAGEMENT STRATEGY TO SECURE EFFECTIVE AND SUSTAINABLE SHIFT IN PEOPLE BEHAVIOR
CYLAD supports its clients with a proven Change Management process, from strategy definition to implementation, while securing a sustainable impact.
We demonstrate the ability to engage all stakeholders from Top management, middle management, and operational teams across all company functions.
We address the 6 following key dimensions
and associated levers
A W A R E N E S S
The stakeholders have to understand the purpose of the change, why it is important for the company and what needs to be modified in their day-to-day activities.
Examples of levers:
- Explain rationale for change
- Create change urgency
- Communicate on future state
D E C I S I O N
Change requires both an individual and a collective commitment. To secure a sustainable transformation it is key to ensure that individually, all the stakeholders are engaging in the change process.
Examples of levers:
- Consider people individually and identify impacts
- Formalize “What’s in it for me”
- Create opportunity to engage people
K N O W L E D G E
The teams need to understand how the desired change will impacts the organization, know what is expected from them, and that they have the right skills and knowledge to work efficiently.
Examples of levers:
- Formalize new referentials
- Identify training needs and organize the training sessions
- Support operational implementation
C O N S I S T E N C Y
The company processes, methods and tools have to be aligned with the target objectives.
Examples of levers:
- Align corporate processes and future state
- Secure IT and tools are consistent with needs
- Involve HR
L E A D E R S H I P
The evolution of people’s behaviors is generally fostered by emulation. In other words, people will change their mindset or ways of working if they see managers embody the changes first or if they realize that some changes are already in place with positive impacts.
Examples of levers:
- Involve sponsors, develop communities
- Communicate on success
- Mesure progress and impacts
P E R E N N I T Y
Changes implemented need to be embedded into the company’s operating model and into every processes
Examples of levers:
- Anchor new practices
- Initiate continuous improvement
Client feedback
"CYLAD approach enabled engagement of all stakeholders, even with divergent objectives, in the targeted organization and ways of working."
Transformation officer, Pharmaceutical Company
Our assets
A CERTIFIED TEAM
Several of our team members are certified PROSCI Change Practitioners bringing a proven, people-focused, and agile approach on each change management projects.
AN APPROACH BASED ON BEST-IN CLASS ACADEMIC STANDARD
We have built our convictions and approach on Change Management on the major academic standards. We have analyzed and digest them to be able to extract the concepts, insights and tools that would help your company to implement change.
SUCCESSFUL EXPERIENCES IN PARTNERSHIP WITH CHANGE PURE PLAYERS
We know how to use innovative change management tools and how to interact with cartoonists, smart collab teams, graphic facilitators, certified coaches, communication agencies, etc. Always driven by the content and integrated in global change roadmap, these are powerful to create momentum and engage teams.
CLIENT CASES
Change Management strategy to enable efficient transformation for a pharmaceutical group
Creation of a Department to support and speed up the learning curve at aeronautics suppliers
Define and implement a program organization and associated Change Management strategy
CONTEXT
- Multiple initiatives launched in several functions around improvement in product development process, deeply impacting ~1000 people in pharmaceutical product lifecycle
- Objective is to define a consistent and robust transformation approach and ensure teams’ buy-in and approval.
PROJECT APPROACH
- Assess the maturity of the 8 on-going transformation projects, map interdependencies and inconsistencies
- Organize workshops with core team (10 people) to tackle critical interfaces and ensure overall consistency
- Map the impacted population (~1000 people), analyze level of impact and identify key change levers
- Define an overall Change Management plan to ensure transformation consistency, deployment steps and teams buy-in and approval
- Formalize a managerial communication kit to cascade top-down vision and roadmap
RESULTS / FINDINGS
- Adherence and positive momentum within the core team
- Top management committed and aligned on the same vision
- Greater clarity and consistency of the transformation levers
CONTEXT
- Design a complete approach for assessing suppliers’ Project Management practices and supporting improvements
- Create a new department to implement this approach and train incoming teams
PROJECT APPROACH
- Communication of the vision to external stakeholders
- Definition of a methodology to assess and improve suppliers’ maturity on the Program Management practices
- Co-construction of the new department’s model for the global development roadmap
- Training on the methodology and on Project Management basics
- Golden rules / best practices toolkit on required soft skills
- Individual coaching for new assessor/consultant-for-suppliers role
- Elaboration of skills matrix and evaluation of team members
- Joint construction of individual development roadmap
- Hands on support for implementation to ~30 suppliers and individual feedback
- Partnership with referenced coaches
- Joint definition and implementation of knowledge management materials and process
RESULTS / FINDINGS
- Robust method for assessment and support for improvements
- Competencies transferred and increased autonomy of teams
- Demonstrated improvements at suppliers
CONTEXT
- Function oriented organization not inhibiting program department’s ability to carry end-to-end responsibility
- Existing program’s planning is not achievable and largely incomplete due to lack of functions’ involvement in the scheduling activities
PROJECT APPROACH
- Reshape of the program organization with all stakeholders during collaborative workshops to enable an efficient cross functional and end-to-end management
- Clarification of the roles and responsibilities and highlighting of roles changes
- Set-up of a Multi-functional Team to address critical topics
- Co-construction with teams and alignment in various workshops on a new reference
- Empowerment of teams and competencies development to secure autonomy
RESULTS / FINDINGS
- Achievable, shared and robust technical + schedule baseline for negotiation with customers
- New organization able to deliver efficiently the aircraft capabilities
Contacts
News & Insights
Award
CYLAD awarded by Forbes “World’s Best Management Consulting Firms” 2023
New award!
CYLAD awarded as Top Consultant 2023 by FOCUS BUSINESS
New award!
CYLAD CONSULTING awarded as “BEST CONSULTING COMPANY” in Germany for the 3rd time in a row
Study
CYLAD survey: what is the level of commitment to ESG topics of companies in Switzerland?