to the share of fire the desire for collective while the comforting

Our experience makes us share a conviction: the desire for meaning that employees are to their business fails to meet or the external image it projects, or its economic performance, operational excellence. Desire is also in the fact that each is effective in its community, understand and be understood. Design clearly and put them in this collective desire is decisive for the challenges of change.

The change management is often shared between two extreme temptations: the ultradéterminisme (everything is written) and the artificial voluntarism (everything is possible). The ultra-déterminisme posits that key factors make behaviour and vision of the world of the collaborator. To take an extreme example, delocalization is seen as incompatible with the interests of the contributor, because it is postulated that this interest is the control of resources. The relocation will be therefore planned in secret and executed on the sly. In this design, the collective dimension comes to inoculate a little verbal enthusiasm in internal communication and to make a "deal" with the interests of the key contributors.

The temptation of artificial voluntarism, she evacuates the real celebrating a bright future. It denies the differences, the hard issues, barriers and the consequences in the short term for the collaborators of the future "vision". This contradiction is suspect to the social body that management cache its artificial bid at the "short-termism" behind a strategic vision. The weakness of this device, it is the refusal by management to address all objections to change. It deals only with those expressed in the institutional social circuit of the company. But the management of the social dialogue reduced not all allergies to change.

This intellectual context determines the relationship between the management and the teams change. Direct communication manager to an employee is not at issue: in internal studies, manager close is appreciated. He generally control techniques that can give rise to confidence, reciprocity of the relationship, clarity of goals and the search for objectivity of the evaluations. Communication in small groups is also passed in morals with its cortege of techniques adapted to the purpose of the meeting: problem solving, creativity, team operating, etc. On the other hand, and to put it bluntly, management often considers communication overall the relationship of all with all as a dangerous situation, because his authority would be risky without handrails. Rather than search for the meaning and the collective energy, the management tronçonnera the communication themes (forum marketing, business forum, etc.) and techniques (intranets, grand-messes controlled millimetre, internal communication, etc.), to the "share of fire" the desire for collective while the "comforting".

That would bring to the conduct of change the practice of management able to emerge this collective spirit How to manifest this judgement of the general interest, when a heavy challenge is this By the interest of all to the need to succeed. by a desire to help those who, for purposes of coordination or information, you are demanding a "free" support by a way to see the complexity not as an alibi behind which shelter the temptation to wait, but as a challenge that it must be observed for advance; Finally, the permanent renewal of a desire for participation active at a company where there is a compelling form of exchange between the motivation of each and the manner in which the community values.

Create without naïve optimism this motivation for the general interest is not simple thing. The "collective communication" (1), design of management relying on proven for thirty years in the United States, the Canada and France, recently animation techniques allows the expression of this General by the continuous creation, and all interest, a representation of reality, the challenges, and their consequences. She raises the lucidity and the moral courage to the contributors, without calling into question the responsibilities distributed within the company, or singer strategy development exercise. Specifically, it puts in place of the assemblies of contributors who branch raises a few questions to issue strong and timely. For approximately three hours, they are animated according to the following principles: speaks which means the time that he wants, in direct or indirect response to the question of its choice, without being interrupted, each in turn in the order of the application of speech. Animation, empathetic and neutral, facilitates the oral expression of the individual to the community and promotes the emergence of a collective "voice". It ensures that each person will see its intervention traced in a verbatim, provides summaries of meetings, identifies the points of convergence and divergence on the questions, and highlights common issues a consciousness and intelligence.

The unique value of such meetings lies in the fact that the community reacts to the "shock" of the questions that echo the threats and opportunities facing the company. At the as assemblies, each develops a thought more steeped in the thought of others. Initially, fear, negativity, the clichés, the resentment expressed, but they are listened with simplicity, all simply because they are a natural step in the development of thought. There are in the business a huge stock of negative thoughts, which remain, that turn into question marks black, in prejudices, clichés, without entering a process of reflection, Exchange. In collective communication sessions, talking about the community raises the level of language, intention and reflection.

To change service, "collective communication" thus opposed to the mutual strengthening of clichés without another substantive fear and ignorance; It puts an animation device from which emerges a collective report reality and allows to emerge, with the force of life from the inside things, intelligence, creativity and collective energy underutilization by the traditional management.