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BEHAVIORAL AND CULTURAL TRANSFORMATION
Adapting organisations to change, one behavioral skill at a time. This is the driving force behind our cultural and behavioral transformation practice.
who adapt best to change.
Charles Darwin
At the intersection of change management and behavioral science.
Individual and collective change is a cognitive and behavioral challenge. Our systemic and cultural interventions are designed to build organizational adaptability, empowering your teams to leverage change and uncertainty.
Why transform the system?
Planned change models (Kotter, Lewin) fail in the face of complexity because they ignore the cognitive dimension. A transformation is only successful if it is driven by intersubjectivity: combining perspectives on the ground to create objective adherence. You don't change everything right away. We identify critical behavioral drivers for your business.
Wanting to transform a culture as a whole is the best way to not change anything at all. The phase of Scan is used to accurately model the initial conditions of your organization. Together, we define the target behaviors, those that, once modified, will have the greatest impact on your performance. This strategic framework transforms a vague intention into a manageable and measurable behavioral roadmap.
How do we do it
Change often fails because of invisible barriers. We audit reality, not theoretical processes.
Before engaging teams, you need to understand why they are resisting. Through our audit Change Drag®, we measure the 16 dimensions of organizational friction (workload, contradictory injunctions, etc.) that act like clogs at the feet of your leaders. This phase of audit and Hook makes it possible to validate the dynamics of change with decision-makers based on objective data. You cannot ask for agility from a system paralyzed by its own complexity.
What we give you back
A systemic mapping of levers and obstacles, segmented into four pillars: valorization, human capital, clarity of roles and reflexivity. We do not deliver a static report, but an agile support system whose impact is driven by performance KPIs.
The phase Rewire is the heart of the engine. Here, no theory above ground: our programs Change Skills® (Adaptive Leadership, Psychological Safety, Collective Intelligence, etc.) take place in the real workflow. We use protocols from cognitive sciences to “rewire” managerial reflexes. The aim is to replace old habits with psychosocial skills that can be activated immediately. This is where the culture changes, one behavior at a time.
Because what cannot be measured does not exist.
We prove the evolution of skills to guarantee a tangible return on investment.
A cultural transformation is only successful if it is observable. The phase Prove Close the sequence by scientifically measuring, using psychometric tools, the real evolution of the skills developed. We don't just “feel”: we provide evidence that new behaviors have stabilized. It is this rigor that makes it possible to anchor the new culture permanently and to ensure that your leaders are now equipped for the future.
An impact validated by research in organizational psychology
A systematic review of 14 studies (Sarkar & Fletcher, 2015) shows that cognitive resilience programs significantly improve the mental well-being (d=0.78) and behavioral performance (d=1.0+) of employees.
Well-being
strong to very strong effects
Psychosocial variables
moderate to strong effects
Performance
very strong effects
R² = coefficient of determination
0.2 = weak 0.5 = medium 0.8+ = strong
Why call on us?
UNREST is a cognitive-behavioral change firm. It is based on a resolutely scientific, structured and demanding approach to individual and collective change.
