CHANGE SKILLS PSYCHO-LOGICAL SAFETY®
The essential foundation for teams navigating volatility: where psychological safety meets the science of high-performance innovation.
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Psychological Safety is a Measurable Outcome of Trainable Behaviors.
This collective resource is nourished by individual behaviors and directly correlated to a series of key performance and quality of life at work indicators.
A Scientific, Structured and Measurable Journey.
The program
Far from simple passive benevolence, psychological safety is the essential foundation for high performance and innovation. Our program is based on a psychometric study at exceptional reliability (α = 0.95). Investing in psychological safety means guaranteeing a bold, resilient and sustainably efficient organization.
Prevention or Remediation
Pragmatic
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Measurable
Individual or Collective
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A Skill Useful to Everyone
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From Change Management to Change Enablement
S.H.A.R.P.® combines the proven logic of change management (sequentiality, diagnosis, proof of impact) with cognitive and behavioral sciences. Objective: to make adaptability an individual and collective resource.
SCAN
This phase assesses the real willingness to change. Inspired by the Transtheoretical Model (TTM, Prochaska & DiClemente), it relies on the URICA diagnosis to precisely locate each individual on the continuum from maturity to change.
This phase determines the coherence of the course: a program deployed without validation of motivational maturity does not produce lasting change. It produces resistance.
HOOK
Validate the real desire to engage in change.
Inspired by the Transtheoretical Model (TTM, Prochaska & DiClemente), it relies on the URICA diagnosis to precisely locate each individual on the continuum from maturity to change.
This phase determines the coherence of the course: a program deployed without validation of motivational maturity does not produce lasting change. It produces resistance.
No serious program can do without these three questions.
ACTIVATE
This phase refers precisely to what we are developing: targeted, measurable behavior.
It is inspired by the 4T model (Elfer, Chilazi & Chang), which poses a fundamental requirement: you cannot change what you did not initially target precisely.
What specific behavior, if it changes, will produce the desired business effect? What is the causal hypothesis that links this behavior to the expected effect?
REWIRE
This phase is the operational core of our protocol.
This is where change happens, in real work.
Because each sequence is tagged and measurable, development remains controllable at each stage.
Two loops structure the course. The first, behavioral. The second, cognitive. The Tomoiaga & David (2023) meta-analysis confirms the effectiveness of this double loop with a broad effect on performance (g = 0.741).
REWIRE does not teach skills. He installs them in the real world
PROVE
This phase completes the protocol and validates its rigor.
What was targeted in ACTIVATE, trained in REWIRE, must now be measured and stabilized.
It is based on the “Test” stage of the 4T model, which sets out a simple and rarely met requirement: to prove that the intervention produced the expected effect.
PROVE structures this evidence in three stages: impact measurement, with ex-ante/ex-post psychometric evaluations, the anchoring of observable achievements and sustainability analysis.
Because each stage of the journey has been marked out and controllable, PROVE demonstrates that behavioral change has become a sustainable skill.
