Blog
Free content for food for thought. Read our latest blog articles, we have a lot to say.
style="background-image: url('/sites/default/files/recrop/210504_blognew_2.jpg');"
Articles
Select one or more categories below and submit your selection to filter the posts from the blog.
-
March30
2016
Four tips for building Organizational Change Capability
Building change capability takes more than “want to” or an executive decree. Building change capability takes structure and intent. The risk is that we, as a community, get enamored with the concept of change agility, but we do not do what it takes to actually build it. Building a core competency in change is a transformation for many organizations. It is fundamentally altering how changes are managed and executed. Below are four key tips for building organizational agility, derived from some of the most critical mistakes research participants have seen in organizations that get excited about change capability but come up short when the time comes to truly change how they change. With these tips (and the associated mistakes) on your radar, you will be in a better position to transform how change happens in your organization. 1. SECURE ADEQUATE AND EFFECTIVE SPONSORSHIP In all ...
-
March21
2016
Organizational agility as a strategic imperative
We are living in a time of great change. Bigger change. Faster change. More complex change. More cross-functional change. More multi-disciplinary change. At the same time, we are more connected and processing more information than we ever have had in the past. To be successful in this environment of rapid, concurrent and never-ending change, organizations must grow their change agility not just to thrive, but to survive. In fact, senior leaders are starting to acknowledge how important agility is to their success. In a PwC survey of 1150 CEOs, 76% said that their ability to adapt to change will be a key source of competitive advantage in the future. A study by McKinsey found that 9 out of 10 executives said organizational agility was critical to business success and growing in importance over time. And the Project Management Institute's Organizational Agility Report introduced the following equation: greater organizational agility = better ...
-
February26
2016
Gestion de la performance : entre leadership et outils de mesure
De nouvelles formes de leadership "Dans un monde où tout est complexe, chaotique, on demande aux dirigeants d'avoir une vision et de prendre les bonnes décisions. Or, notre monde est fait d'incertitudes" a débuté Luc de Jaeger, Founding Partner de la société Nexum Luxembourg. Le paradoxe est alors on ne peut plus clair. Pour trouver la solution, les leaders de demain doivent avant tout gérer et accepter cette incertitude, qui est désormais la norme. La deuxième étape serait alors de connaitre ses peurs…puis prendre conscience que l'on peut déplacer les limites de celles-ci. Dans les situations que nous connaissons actuellement, le leader doit alors donner confiance et transmettre une envie d'oser. Pour cela, il doit "se construire une image en étant transparent, honnête et bienveillant, et même partager ses vulnérabilités" souligne Luc de Jaeger avant de poursuivre : "Pour être crédible dans un monde complexe, il devra faire la part belle à l’expérimentation, ...
-
February22
2016
Développez l’agilité dans vos transformations
En tant que partenaire officiel de Prosci et avec la collaboration de la Bourse de Luxembourg, Nexum organise, ce jeudi 25 février, un petit déjeuner-conférence qui se tiendra de 8h à 11h à l’établissement Namur à Hamm. Pierre Schoonbroodt, Chief Financial Officer, nous expliquera comment la Bourse de Luxembourg et sa filiale Fundsquare ont relevé les défis d'une transformation stratégique organisationnelle. Julien Renkin, en charge des équipes projets chez Fundsquare, partagera son expérience de la certification Prosci en conduite du changement. Luc de Jaeger, Associé Fondateur de Nexum, nous présentera en quoi l’agilité peut vous aider à conduire vos transformations efficacement.
-
December21
2015
Prosci's new Best Practices in Change Management benchmarking report
One of the biggest new arrivals will be in Q1 of 2016, when Prosci's ninth benchmarking study in change management is released. What to expect in Prosci's new 2016 benchmarking report? This edition makes great strides in advancing the discipline of change management in areas such as how to: - Adapt change management based on culture (impact of culture on change management and importance of cultural awareness and glbal literacy in change) - Customize change management for vertical industries - Build and leverage change agent networks - Engage with complementary roles like OD and HR - Certification in change management This edition wil also have a brand new structure. There will be 4 main parts. Each part will be divided in several chapters. Here is a quick preview of theses parts. Current State of Change Management - Insights - Trends - Organizational Change Capability ...
Written by
Antoine Wouters -
November03
2015
Change Management Certification Program Available in French
Prosci is pleased to announce that our Change Management Certification Program is now available in French and will be taught in France, Belgium, Luxembourg, and Switzerland. Mark Dorsett, Prosci’s Vice President of Global Business and Strategic Partnerships, stated “I am proud to say that Nexum is now providing Prosci’s open enrollment training programs throughout the French-speaking portion of Europe. Nexum has demonstrated their commitment to customer success, mastery of our approach and content and is a trusted partner.” Nexum will be holding their first French-speaking Certification Program in Paris on December 2 – 4, 2015. To see the original article, click here
Written by
Antoine Wouters -
September25
2015
HR Awards 2015 : Nexum is nominated !
Nexum is proud to announce its nomination(1) as “Best HCM & Transformation strategy company” at the HR Excellence Awards 2015, next to international companies like Deloitte, PWC, Accenture. (1) Spontaneous Nomination by 1300 HRD’s and 900 decision makers. It is the recognition of excellence and innovation in the management of Human Capital. Independent, objective and structured procedure since 2009 Here is why clients think we deserve this nomination: “Because they aim for deep insights into who their clients are and what they need & want, before they develop the very best possible action plan. They walk the path together with their clients, as one. And they never ever make you feel like client, but as a friend or a member of the family who deserves the very best attention.” Manon Janssen, CEO & Chair of the Board at Ecorys “People are key in ...
Written by
Antoine Wouters -
August24
2015
Change is everywhere, all the time. We increasingly hear that change is the new paradigm of the 21st century. Despite this awareness of the ever-changing environment, people are naturally resistant to change. As a consequence, many efforts at change have not delivered the desired outcome or have even failed miserably, especially when it comes to changing an organizational culture. Prosci© research studies show that the number one contributor to successful change in culture is the effective sponsorship of senior management and their serving as role models and ambassadors for the change (being active and visible). The two most effective role models for change are the most senior person involved in the change and the direct line manager. Beyond the individual sponsorship of top executives, the ability of the leadership team to act as a cohesive unit in providing this sponsorship will also act as a change accelerator. Misalignment ...
-
February23
2015
Apart from the group leader, 5 distinct roles come to light. These 5 roles may have an unnerving effect upon you and can put the brakes on group dynamics, even create disharmony and contribute to unease within the group. The Group Leader The Flamboyant Scapegoat The Victimized Scapegoat The Seducer The Anti-Conflict Person The Hidden Leader Most of the time, the other people in the group observe how the group leader manages these 5 personalities. As the head of the group, he or she is interested in identifying the positioning of each one of them to better anticipate or second-guess their moves and take the initiative. As soon as unease within the group is observed, it is important to initiate changes to the players. The Group Leader He/she is either the designated or the self-proclaimed leader of the group. His authority will depend ...