Change Enablement - Fedro Google+

    Change Enablement

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    Dedicated to strategies in organizational and individual transitions from the actual state to the desired future one

    A discipline of opportunity to make things possible, to train and enable significant changes.

    In a perspective of human resource development, change is a process that can be enabled, but not managed.

    [cml_media_alt id='9116']change-enablement[/cml_media_alt]Maintaining that change can be managed would imply the existence of a ready-to-use recipe to be repeated each time.

    When we say “enablement” we mean offering tools to create opportunities, to make something possible and practical.

    The process of changing is linked to activities and performance targets, it is not a separate process but one guided by business case.
    Improving skills regarding change is a strategic imperative, just as the ability to change is no longer a choice. Change is quick, inevitable and unpredictable.
    Building is an evolution process taking place over time.

    The process of changing involves both organizational and personal transitions.

    Traditional views on changing focus on organizational transitions (changes in structures, policies, technologies) without facing the need to ease personal transitions (change of attitudes, values and behaviours).
    An organization is made up and supported by all the individuals who take part in it: success can only come from their acceptance of change.

    Effective processes of changing need a systemic vision of the organization. The process of changing goes beyond a single individual or process. Changing strategies is a situational approach rather than an universal one. Universal perspectives are practically impossible, because each organizational challenge is unique.