Becoming Leader

Managing change

Leadership challenges

Managing change

The acronym VUCA, which originated in the military world, has gradually crept in as a business acronym. Our world is Volatile, Uncertain, Complex and Ambiguous. Our world is a constant change, evolving forever. Darwin and his theory highlighted this as early as 1859: “The species that survive are not the strongest, nor the most intelligent, but those that adapt best to change.

The difficulty we all face as human beings is not change itself, but the way we manage it, the way we approach it. And if we all face it as individuals, imagine the challenges for a team leader…. Because not only will he/she have to deal with his/her own reactions to change, his/her self-sabotage behaviors, his reactions in stressful situations., and so on, but he will also be asked to manage change for his employees.

Have you ever found yourself in a situation where you are confronted with a change within your own organization with which you are not in full agreement? How would you handle the same situation if you were asked to implement this change within your team? What would you do? Where would you start?

Have you ever found yourself in a situation where you are initiating a change (process, organizational, or other with the strong conviction of its positive impact for your entire team, your stakeholders, with a real benefit for the customers and the organization but, despite all this to be faced with an incredible unexpected resistance?

What is to be done? How can you manage? Are you going to force it through? Are you going to “change your approach”? Will you simply “back down”? What would be the right approaches? How do you deal with resistance?

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Have you ever found yourself in a situation where the team is proposing an improvement, a change in practice; that requires the commitment of other departments or stakeholders? How do you approach the issue? How do you communicate? In what form?

Have you ever found yourself in a situation where you are asked to implement a change that requires behavioral changes but where part of the team, or even the manager of the team does not adopt the right behaviors, does not lead by example? How can you cope with these resistances?  How should you talk about it or give feedback?

It is through keys such as exploring beliefs, sabotage behaviors, improving communication, training in feedback practice, understanding your own personality, your assertiveness and adaptability and those of your collaborators that you can find the elements that allow you to meet the challenges of the exposed situations.

At Become a Leader, we train you in the acquisition and deployment of change management within teams and organizations and we facilitate the implementation in the field of your new leadership tools and behaviors.

The Becoming Leader team, with 75 years of experience in companies, is committed to giving leaders the right tools, helping them make a difference in the field with these tools and enabling them to develop their full leadership potential.

The Becoming Leader team is experienced in all the tools and processes it passes on to its clients. This learning is also an opportunity to share the team’s experience and that of other participants on the implementation of these tools in the field.

Our services

Are you looking for a support service? Training? Coaching? Or conferences?
The challenges of leadership

Become leader together!

We approach change management through several types of service offering solutions.

We propose to solve these problems through:

  • A complete leadership development solution where we develop the entire leader’s toolbox leading to performance,
  • Individual coaching where the participant works with the guidance of an individual coach,
  • Team coaching if this is a team issue with the help of a professional coach specialized in group- coaching,
  • A specific thematic workshop if it is appropriate.
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