Change
What are the organizational models best suited to its own strategy and its particuliar context? How to enable the company to evolve and adapt to changes in its environment?
![After the merger, achieving successful integration](images/syntheses/l/1_vignette_332b_fusion_integration.jpg)
After the merger, achieving successful integration
A few tips to successfully complete a corporate merger.
![Mergers: building a bridge between cultures](images/syntheses/l/1_324b_fusion_jeter_des_ponts_entre_les_cultures.jpg)
Mergers: building a bridge between cultures
Achieving successful mergers and acquisitions by working to bring cultures closer together.
![Tempering change](images/syntheses/l/1_323b_adoucir_le_changement.jpg)
Tempering change
Limiting the negative repercussions of change by adopting a more measured approach.
![Using pedagogy to promote change](images/syntheses/l/1_318b_faire_de_la_pedagogie_pour_porter_le_changement.jpg)
Using pedagogy to promote change
Leading the various stakeholders to evolve their view of the situation: an essential lever to achieve major changes.
![How to remobilize the teams after a restructuring](images/syntheses/l/1_1_317b_remobiliser_ses_equipes_apres_une_restructuration.jpg)
How to remobilize the teams after a restructuring
Helping your team members turn the page after a difficult transition.
![Adapting to unsolicited change](images/syntheses/l/295a_subir_un_changement_et_s_y_adapter.jpg)
Adapting to unsolicited change
We are subjected to change more often than we trigger it, which can cause a significant psychological burden. What process can we adopt to handle the feeling of loss that inevitably accompanies change?
![Supporting a painful reorganization](images/syntheses/l/295b_accompagner_une_reorganisation_douloureuse.jpg)
Supporting a painful reorganization
The difficult context often leads to taking painful measures, which can damage staff motivation, or even the social climate. What posture can managers adopt to ease these transformations?