Today you can initiate change
You have probably been looking for a partner to whom you can entrust the training of the new skills of your organization's human resources. The fact is that it is not easy to find a company that has proven experience in these matters, and that also understands your needs. But you already know that, don't you?
The first step we want to encourage you to take is to concretely write down the purpose of your project, the what for. Imagine that it is already finished and a few months have passed. One day you reflect and remember all the people who have congratulated you for having carried out the project.
What is the reason? Well, two reasons: to have defined the project very well and to have selected the right partner.
Defining the project very well
You don't need to make a big document, but you do need to be sure of the reason that drives you to act.
These reasons can be of two types:
- Reactive: because you have been noticing the effect of not changing at the same pace internally and externally.
- Proactive: because you are aware that you need to prepare for the coming change.
Be that as it may, in both cases the scenario is very different. It is not the same to have the storm already overhead and react to its effects, as it is to see the storm clouds, even in the distance, and want to be prepared.
Giving importance to this context will allow you to argue it well and assign it a priority and a budget accordingly. Otherwise, you could embark on a trip without adequate supplies.
Selecting the right partner
If you ask any training and/or coaching company if they can give you a proposal, they will be delighted to have you as a client. But how do you know if you are making the right choice?
Many times it is purely a matter of chemistry. Look the person in the eye as they present their proposal and see that they are really passionate about what they are proposing. There are many providers in the market that can accompany you with a "change management" proposal.
We don't like this expression at all, since managing change implies that the change has already been made, and that what we have to do now is to adapt. No wonder most change management projects fail, because they are based on convincing people to adapt, rather than involving them in the change process itself.
We prefer to talk about change leadership. We believe that people believe in what they believe in, and therefore, instead of telling them how to act from now on, we propose to them to define the change together. We give them options so that they can propose solutions that otherwise would not arise, and we turn the project into an opportunity to increase the team's commitment to the organization.
Whether you choose us or another company, always keep these two keys in mind if you want to be congratulated at the end. We assure you that it is worth it.