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De nos jours, « construire l’avenir » se traduit très souvent par « se transformer ». De toutes parts, les injonctions au changement fusent, sous de multiples formes. Le management s’agite, les réorganisations s’enchaînent, tout semble important au point de s’y perdre. L’aiguille de la boussole n’arrive pas à se stabiliser. Comment éviter d’être « lost in transformation » ?
Notre expérience de l’accompagnement des transformations nous montre combien il est déterminant d’emprunter un chemin contre-intuitif pour stabiliser la boussole des organisations dans ces phases de fébrilité : se tourner vers le passé pour orienter l’avenir en s’appuyant sur un ADN solide, compris, partagé. Pourquoi et comment ?
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