Quels sont les meilleurs outils ou méthodes pour quantifier l’impact du changement sur les résultats de votre entreprise?

The first step to change is to understand the change and commit. There are many change management models and all of them have their pros and cons. But it is key that your business uses one. Even if just an informal guide. It gives you the framework to keep change from being a nebulous "thing" to a tangible action that can succeed. Additionally, change must be aligned to your strategic objectives. In my practice, you lose momentum and buy-in when you do things outside of what you're strategy is. Ensure your change efforts align with your competitive advantages through your strategy and you will have a much better change of making lasting change.

When defining objectives, I find it helpful to write the objective using the following formula: verb + what you want to accomplish + why you want to accomplish it. This latter part of the formula is important because it creates the proper context that helps to shape the actions and results needed to achieve the objective. For example, I could write the objective "Increase physical activity." This follows the first two steps of the formula—start with a verb (increase) followed by the thing I want to accomplish (physical activity)—but without the third part I don’t know how to tailor my actions. Increasing physical activity to run a marathon requires different actions than increasing physical activity to bench press 300 pounds.

Defining objectives provides a destination (the what), but we also need markers along the way (the how). We need metrics or key results to tell us whether we are achieving the objective or not. As with objectives, key results follow a formula: verb + what measure you want to track + from X to Y. For example, Increase (verb) Net Promoter Score (what measure you want to track) from 35 to 45 (X to Y) follows the formula well. Key results are measurable and verifiable, eliminating ambiguity. It’s important to keep the list of measures limited to 5 or less. Too many and you risk losing focus on what’s important. Too few and you risk not having adequate measures to accurately assess whether you were successful in achieving your objective or not.

Change management is difficult and time-consuming. It requires several things. To start with - one needs to understand why change is required and what purpose does it serve? How the process looks like over time? Is it acceptable and recognized by people? The quantification of change can be done with impact areas such as finance, marketing and sales, operation, etc. One needs to develop metrics and indicators to understand the process and outcome. The expected outcome should be assessed with the actual outcome. Change management is a journey and one needs to take care of it to get the expected result. There is a need to develop metrics and indicators to understand the journey and end result.