Our Convictions

Change according to Opens

When managing change, knowledge and skills are less important than attitudes and behaviour. Helping people change is not about teaching them new skills or explaining new rules, but about giving them the confidence and desire to change by themselves. This is the conviction underlying Opens' seven change management principles.

1-To help people change, they must understand why it is necessary.
The change and their involvement in it must be clearly explained.

2-To understand what people think and feel, it is essential to listen.
They must express their fears, resistance, objections and desires.

3-To create change, there must be momentum and willingness – not obligation. People must agree to change. This means understanding what motivates them to change – in other words, what moves them. Only a positive and dynamic approach can create momentum.

4-People can only change if they have confidence
Confidence in the change, the context and the future.
Confidence in themselves to dare.
Helping people change means allowing them to test new things in a risk-free environment.

5-To help teams change, it is essential to create a collective dynamic
This allows people to share feelings, concerns, confusion, anxiety and sticking points, as well as past experience, success and enthusiasm.

6-Each situation is unique : there is a solution for each challenge and a strategy for every person.
Opens designs change management programmes for unique sets of objectives, teams working in particular fields
and specific circumstances.
Opens is not about giving people predetermined strategies but allowing them to develop
the strategies that best suit them.

7- By definition, change is based on uncertainty and involves risk.
To help people change, it is essential to work alongside them, get to the bottom of issues and create a protective en trusting environment.