Systemizing
SYSTEMIZING
Training and support for systemic change
A proven method to successfully implement transformation projects while fostering cultural change.
To bring about systemic change, you need to shift mindsets and thus, change your culture.
Change as an Organizational Competency
SYSTEMIZING is based on a humanistic approach that has been practiced since the 1970s in more than 20 countries and has been validated by academic studies in the United States, Canada, and elsewhere around the world.
More than just project management, the SYSTEMIZING method consists of:
- Outlining the 4 phases of a successful transformation
- Diagnosing the 5 essential levers for change
- Engaging stakeholders in a consistent manner
- Aligning culture, governance, and strategy
- Strengthening collective intelligence
SYSTEMIZING provides meaning and engages stakeholders.
This change management competency is transferable and contagious
A structured gradual evolution
Aligned with your strategic plan, SYSTEMIZING establishes a clear process for driving change. It promotes alignment in decision-making, clarifies responsibilities, and cements commitment to organizational priorities.
Why SYSTEMIZING Works
Beyond a single project, this method enhances the organization’s ability to evolve in a logical manner, from A to Z, successfully implementing change initiatives while strengthening its performance metrics, such as:
- Better performance reports
- Less absenteeism and salary insurance costs
- Revitalized leadership model
- Higher employee and customer satisfaction
- A healthier work environment
- Better communication
Possible paths
- Morning Workshop (3 hours): The 5 Essential Levers for Change
- Transformation Program (duration tailored to the project)
- Coaching
- Train the trainer(s) program
Each process is tailored to your specific culture, complexity, and scope of change.
Your Organizational Model: A Free Self-Assessment
Take a moment to think about how your culture might evolve.
Here is a questionnaire you can fill on your own or as a team.
Discuss the portrait as a team. What picture emerges?
If you’d like, we have experience and ability to shed light on blind spots and set you on the right path toward sustainable cultural change.
Testimonial
“ InterCoherence “supported Opsens […] as part of a project titled ‘Mission, Vision, and Values.’ He served as an excellent guide in redefining Opsens’ foundations by fostering the involvement of the entire team in the process. This project led to a corporate rebranding that has made us even more competitive.”
Louis Laflamme, President and CEO, Opsens