As an employee, executive, entrepreneur, student or teenager we face transformation challenges every single day in a world of constant acceleration.

Our way to cope with these challenges and to make the choices we believe right for us confronts us daily with change issues. Any transformation needs to be addressed and mastered in a systemic way as a whole comprehensive transformation dynamic focusing on each individual at its heart.

In order to reveal our full potential when leading these transformation process, it is meaningful to anticipate and align with a robust model that makes sense to us. This then enables a natural, organic and progressive transformation journey.

As a certified Practitioner trained at AT PSY Paris Training Institute in Transactional Analysis, professional coach trained at WAKAN, a certified Multiple Natures Practitioner trained by MN International, a certified Practitioner in the use of Cultural Transformation Tools trained by the Barret Value Center, I ground my practice on more than 25 years of proven and solid HR & leadership experience at senior and executive levels. KAIROS Proximity offers support in designing, driving and implementing these transformation dynamics for you personnaly or your organisation.

The human factor is at the heart of every transformation process and needs a high and privileged level of focus and attention. Every transformation process - even and especially in tough or difficult times - can be anticipated and managed in a mindful and respectful way.

Investing in and focusing on people as the key asset and value for an organisation is the only way of building sustainable development and generate value.

Building and driving transformation, with the mind, based on traditional rational work patterns (focused on performance, organisation, processes, tools and communication) is absolutely necessary, however, it is largly insufficient and does not fuel a healthy ecosystem of sustainable, individual and collective robustness.

In addition, every transformation needs to be anticipated and implemented with the heart and the spirit, at the right level and in alignment with the organisation’s agreed value & culture model. The aim is to interact in terms of what sustains "the common".

Every sustainable and successful transformation has at least to be based on two basic orientations:

1- answering some key questions such as « What are your values & what is your culture? », « What is your mindset and your vision? », « What is your strategy? », « What is your organisational model? », « What is your roadmap? », « What do you wish to achieve (performance or robustness)? », « How do you take strategic decisions? », « How do you communicate internally? », « How do you ensure operational follow-up? » and

2- repeatedly focusing organisational development around the principels of a living and robust framework in the best interest of the "common" collective assets.

Where does your organisation and its activity stand in terms of the degree of :

• Circularity
• Cooperation
• Open adaptability
• Exploration
• Diversification
• Long-term viability

What place does your organisation and action give to :

• Chance?
• Redundancy?
• Waste?
• Fluctuations?
• Inconsistencies?
• Slowness?
• Hesitations?
• Mistakes?
• Imprecision?
• Incompleteness?
• Imperfections?

Here are some of the elements that favour a "robust" approach:

• The intention to work together
• An explicit relationship with living things
• Local roots
• Human scale
• A systemic approach (tree/mesh logic)
• Transparency & collegiality through and for cooperation (participative modes)
• Circularity

Source : "L'entreprise robuste - Pour une alternative à la performance", Olivier HAMANT, Olivier CHARBONNIER, Sandra ENLART