Important: The GCConnex decommission will not affect GCCollab or GCWiki. Thank you and happy collaborating!
Difference between revisions of "IOCN - CM Tools Compendium / Recueil d'outils de GdC - RICO"
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!'''BIENVENUE SUR LE RECUEIL DES OUTILS DE GESTION DE CHANGEMENT''' | !'''BIENVENUE SUR LE RECUEIL DES OUTILS DE GESTION DE CHANGEMENT''' | ||
|- | |- | ||
− | |Your one-stop centre for Change Management tools and resources, proudly supported by the [[ | + | |Your one-stop centre for Change Management tools and resources, proudly supported by the [[Interdepartmental Organizational Change Network / Réseau interministériel du changement organisationnel|Interdepartmental Organizatonal Change Network (IOCN)]] |
− | |Votre seul guichet unique pour les outils de gestion du changement et des ressources, fièrement appuyé par le [[ | + | |Votre seul guichet unique pour les outils de gestion du changement et des ressources, fièrement appuyé par le [[Interdepartmental Organizational Change Network / Réseau interministériel du changement organisationnel|Réseau interministériel de changement organisationnel (RICO)]] |
|- | |- | ||
| '''Note: ''' | | '''Note: ''' | ||
Line 33: | Line 33: | ||
|- | |- | ||
|'''CRA/ARC''' | |'''CRA/ARC''' | ||
− | |[[ | + | |[[:en:images/2/2e/Resilience_Strategies_-_Leadership_Reflection_on_Supporting_Employees_(self-assement)_BIL.docx|Resilience_Strategies_-_Leadership_Reflection_on_Supporting_Employees_(self-assement)_BIL.docx]] |
− | |[[ | + | |[[:en:images/2/2e/Resilience_Strategies_-_Leadership_Reflection_on_Supporting_Employees_(self-assement)_BIL.docx|Resilience_Strategies_-_Leadership_Reflection_on_Supporting_Employees_(self-assement)_BIL.docx]] |
|- | |- | ||
|'''IOCN/RICO''' | |'''IOCN/RICO''' | ||
− | |GCCollab: [https://gccollab.ca/groups/profile/386/engovernment-of-canada-organizational-culture-and-change-iocn-rico-cm-copfr Government of Canada Organizational Culture and Change (IOCN-RICO CM CoP)] | + | |'''GCCollab''': [https://gccollab.ca/groups/profile/386/engovernment-of-canada-organizational-culture-and-change-iocn-rico-cm-copfr Government of Canada Organizational Culture and Change (IOCN-RICO CM CoP)] |
− | | | + | |'''GCCollab''' : [https://gccollab.ca/groups/profile/386/engovernment-of-canada-organizational-culture-and-change-iocn-rico-cm-copfr Culture et changement organisationnels au sein du gouvernement du Canada (CdP GC RICO)] |
|- | |- | ||
|'''IOCN/RICO''' | |'''IOCN/RICO''' | ||
− | |gcxchange: [https://gcxgce.sharepoint.com/teams/100095/SitePages/Home.aspx A Mindful Change Leadership] (MS Edge recommended) | + | |'''gcxchange''': [https://gcxgce.sharepoint.com/teams/100095/SitePages/Home.aspx A Mindful Change Leadership] (MS Edge recommended) |
− | | | + | |'''gcéchange''' : [https://gcxgce.sharepoint.com/teams/100095/SitePages/fr/Home.aspx Leadership de changement en pleine-conscience] (MS Edge recomendé) |
|- | |- | ||
|'''IOCN/RICO''' | |'''IOCN/RICO''' | ||
− | |''[[ | + | |''[[Convergence]]:'' A page dedicated to leverage the various sessions offered by, and to, the Federal Government of Canada employees |
− | |''[[ | + | |''[[Convergence]]'' Une page dédiée à tirer parti des différentes sessions offertes par, et aux, employés du gouvernement fédéral du Canada |
|- | |- | ||
|'''IOCN/RICO''' | |'''IOCN/RICO''' | ||
Line 117: | Line 117: | ||
|- | |- | ||
|'''IOCN/RICO''' | |'''IOCN/RICO''' | ||
− | |[[ | + | |[[IOCN - External Resources page / Page de ressources externes - RICO|IOCN - External Resources page]] (now in GCWiki) a vast list of external resources |
− | |[[ | + | |[[IOCN - External Resources page / Page de ressources externes - RICO|Page de ressources externes - RICO]] (maintenant sur GCWiki) une vaste liste de ressources externes |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-SLCU-2964204 - CM Training - Narrative The People Side of Change.ppt|Narrated Presentation - The People Side of Change]] | + | |[[Media:RICO-IOCN-C2012 CIC-SLCU-2964204 - CM Training - Narrative The People Side of Change.ppt|Narrated Presentation - The People Side of Change]] |
− | |[[Media:RICO-IOCN-C2012 CIC-SLCU-2973072 - CM Training - Narrative The People Side of Change - F.ppt|Présentation PowerPoint - L’aspect du changement lié aux personnes]] | + | |[[Media:RICO-IOCN-C2012 CIC-SLCU-2973072 - CM Training - Narrative The People Side of Change - F.ppt|Présentation PowerPoint - L’aspect du changement lié aux personnes]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-Commitment curve - La courbe d engagement.ppt|Tool - The Commitment Curve - E and F]] | + | |[[Media:RICO-IOCN-C2012 CIC-Commitment curve - La courbe d engagement.ppt|Tool - The Commitment Curve - E and F]] |
− | |[[Media:RICO-IOCN-C2012 CIC-Commitment curve - La courbe d engagement.ppt|Outil - La courbe d'engagement - A et F]] | + | |[[Media:RICO-IOCN-C2012 CIC-Commitment curve - La courbe d engagement.ppt|Outil - La courbe d'engagement - A et F]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-2876194 - SLCU - Are you Change Resilient Quiz - 4 - RDIMS-NATIONAL.DOC|Quiz - Are You Change Resilient?]] | + | |[[Media:RICO-IOCN-C2012 CIC-2876194 - SLCU - Are you Change Resilient Quiz - 4 - RDIMS-NATIONAL.DOC|Quiz - Are You Change Resilient?]] |
− | |[[Media:RICO-IOCN-C2012 CIC-QUESTIONNAIRE SUR LA RESILIENCE AU CHANGEMENT.doc|Questionnaire - La résilience au changement]] | + | |[[Media:RICO-IOCN-C2012 CIC-QUESTIONNAIRE SUR LA RESILIENCE AU CHANGEMENT.doc|Questionnaire - La résilience au changement]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN- | + | |[[Media:RICO-IOCN-C2012 CIC-2879792 - SLCU - CM Tools - Placemat - E and F side by side for printing only - 1 - RDIMS-NATIONAL.PPT|Change Management Placemat - E and F]] |
− | |[[Media:RICO-IOCN- | + | |[[Media:RICO-IOCN-C2012 CIC-2879792 - SLCU - CM Tools - Placemat - E and F side by side for printing only - 1 - RDIMS-NATIONAL.PPT|Le placemat de gestion du changement - A et F]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-2881603 - SCLU - Promoting Resilience Handout EN.pdf - 1 - RDIMS-NATIONAL.PDF|Handout - Promoting Resilience]] | + | |[[Media:RICO-IOCN-C2012 CIC-2881603 - SCLU - Promoting Resilience Handout EN.pdf - 1 - RDIMS-NATIONAL.PDF|Handout - Promoting Resilience]] |
− | |[[Media:RICO-IOCN-C2012 CIC-2881604 - Promoting Resilience Handout FR 2.pdf - 1 - RDIMS-NATIONAL.PDF|Tiré-à-part - Promovoir la résilience au travail]] | + | |[[Media:RICO-IOCN-C2012 CIC-2881604 - Promoting Resilience Handout FR 2.pdf - 1 - RDIMS-NATIONAL.PDF|Tiré-à-part - Promovoir la résilience au travail]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN- | + | |[[Media:RICO-IOCN-C2012 CIC-2949480 - SLCU - Guide for employees EN - 2 - RDIMS-NATIONAL.DOC|Guide - Change Management]] |
− | |[[Media:RICO-IOCN-C2012 CIC-2949431 - SLCU - Guide pour employes FR - 3 - RDIMS-NATIONAL.DOC|Guide - Gestion du changement]] | + | |[[Media:RICO-IOCN-C2012 CIC-2949431 - SLCU - Guide pour employes FR - 3 - RDIMS-NATIONAL.DOC|Guide - Gestion du changement]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-2962234 - SLCU - CM Tools - Adaptability and Flexibility QUIZ - 5 - RDIMS-NATIONAL.DOC|Quiz - Adaptability And Flexibility]] | + | |[[Media:RICO-IOCN-C2012 CIC-2962234 - SLCU - CM Tools - Adaptability and Flexibility QUIZ - 5 - RDIMS-NATIONAL.DOC|Quiz - Adaptability And Flexibility]] |
− | |[[Media:RICO-IOCN-C2012 CIC-2964630 - SLCU - Questionnaire sur la capacite dadaptation et la flexibilite - 2 - RDIMS-NATIONAL.DOC|Questionnaire - La capacite d'adaptation et la flexibilite]] | + | |[[Media:RICO-IOCN-C2012 CIC-2964630 - SLCU - Questionnaire sur la capacite dadaptation et la flexibilite - 2 - RDIMS-NATIONAL.DOC|Questionnaire - La capacite d'adaptation et la flexibilite]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-2976839 - SLCU - Emotional Intelligence Quiz - 3 - RDIMS-NATIONAL.DOC|Quiz - Emotional Intelligence]] | + | |[[Media:RICO-IOCN-C2012 CIC-2976839 - SLCU - Emotional Intelligence Quiz - 3 - RDIMS-NATIONAL.DOC|Quiz - Emotional Intelligence]] |
− | |[[Media:RICO-IOCN-C2012 CIC-2975718 - SLCU - Questionnaire Intelligence Emotionnelle - 1 - RDIMS-NATIONAL.DOC|Questionnaire - Intelligence emotionnelle]] | + | |[[Media:RICO-IOCN-C2012 CIC-2975718 - SLCU - Questionnaire Intelligence Emotionnelle - 1 - RDIMS-NATIONAL.DOC|Questionnaire - Intelligence emotionnelle]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-Facing changes - information guide and tools for employees - EN.pdf|Guide - Facing Changes, Information Guide And Tools]] | + | |[[Media:RICO-IOCN-C2012 CIC-Facing changes - information guide and tools for employees - EN.pdf|Guide - Facing Changes, Information Guide And Tools]] |
− | |[[Media:RICO-IOCN-C2012 CIC-Facing changes - information guide and tools for employees - FR.pdf|Guide - Faire face aux changements, outils et information]] | + | |[[Media:RICO-IOCN-C2012 CIC-Facing changes - information guide and tools for employees - FR.pdf|Guide - Faire face aux changements, outils et information]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-guide-change-mgt-eng.pdf|Guide - Change Management For Managers]] | + | |[[Media:RICO-IOCN-C2012 CIC-guide-change-mgt-eng.pdf|Guide - Change Management For Managers]] |
− | |[[Media:RICO-IOCN-C2012 CIC-guide-change-mgt-fra.pdf|Guide - Gestion du changement à l’intention des gestionnaires]] | + | |[[Media:RICO-IOCN-C2012 CIC-guide-change-mgt-fra.pdf|Guide - Gestion du changement à l’intention des gestionnaires]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-management-principles-gestion-principes-e.pdf|Guiding Principles for Managers]] | + | |[[Media:RICO-IOCN-C2012 CIC-management-principles-gestion-principes-e.pdf|Guiding Principles for Managers]] |
− | |[[Media:RICO-IOCN-C2012 CIC-management-principles-gestion-principes-f.pdf|Principes directeurs pour les gestionnaires]] | + | |[[Media:RICO-IOCN-C2012 CIC-management-principles-gestion-principes-f.pdf|Principes directeurs pour les gestionnaires]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-Module 1 Doc 1- Managing the people side of change presentation.ppt|Presentation - Managing The People Side Of Change]] | + | |[[Media:RICO-IOCN-C2012 CIC-Module 1 Doc 1- Managing the people side of change presentation.ppt|Presentation - Managing The People Side Of Change]] |
− | |[[Media:RICO-IOCN-C2012 CIC-Module 1 - doc 1 presentation Gerer le cote humain du changement.ppt|Presentation - Gerer le cote humain du changement]] | + | |[[Media:RICO-IOCN-C2012 CIC-Module 1 - doc 1 presentation Gerer le cote humain du changement.ppt|Presentation - Gerer le cote humain du changement]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-presentation Holding difficult conversation English -.ppt|Presentation - Holding Difficult Conversation]] | + | |[[Media:RICO-IOCN-C2012 CIC-presentation Holding difficult conversation English -.ppt|Presentation - Holding Difficult Conversation]] |
− | |[[Media:RICO-IOCN-C2012 CIC-doc 1 presentation Avoir des conversations difficiles.ppt|Presentation - Avoir des conversations difficiles]] | + | |[[Media:RICO-IOCN-C2012 CIC-doc 1 presentation Avoir des conversations difficiles.ppt|Presentation - Avoir des conversations difficiles]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-RDIMS-NATIONAL-2773712-v1-SLCU - CIC Change Leadership Framework - E.DOC|Change Leadership Framework]] | + | |[[Media:RICO-IOCN-C2012 CIC-RDIMS-NATIONAL-2773712-v1-SLCU - CIC Change Leadership Framework - E.DOC|Change Leadership Framework]] |
− | |[[Media:RICO-IOCN-C2012 CIC-RDIMS-NATIONAL-2984548-v1-SLCU - CIC Change Leadership Framework - F.DOC|Le cadre de leadership du changement]] | + | |[[Media:RICO-IOCN-C2012 CIC-RDIMS-NATIONAL-2984548-v1-SLCU - CIC Change Leadership Framework - F.DOC|Le cadre de leadership du changement]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:RICO-IOCN-C2012 CIC-Resiliency English repaired.ppt|Presentation - Resiliency]] | + | |[[Media:RICO-IOCN-C2012 CIC-Resiliency English repaired.ppt|Presentation - Resiliency]] |
− | |[[Media:RICO-IOCN- | + | |[[Media:RICO-IOCN-C2012 CIC-Resilience français.ppt|Presentation - Résilience]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
− | |[[Media:IOCN-RICO - Strategic Change Management - Impact on People Indicator.xlsx|Tool - Impact of the Change on People - Simplified - E and F]] | + | |[[Media:IOCN-RICO - Strategic Change Management - Impact on People Indicator.xlsx|Tool - Impact of the Change on People - Simplified - E and F]] |
− | |[[Media:IOCN-RICO - Strategic Change Management - Impact on People Indicator.xlsx|Outil - L’incidence du changement sur les gens - Simplifiée - A et F]] | + | |[[Media:IOCN-RICO - Strategic Change Management - Impact on People Indicator.xlsx|Outil - L’incidence du changement sur les gens - Simplifiée - A et F]] |
|- | |- | ||
| '''IRCC''' | | '''IRCC''' | ||
Line 221: | Line 221: | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-1 resistance en.pdf|Resistance]] | + | |[[Media:RICO-IOCN-C2012 DND-1 resistance en.pdf|Resistance]] |
− | |[[Media:RICO-IOCN-C2012 DND-1 resistance fr.pdf|Gérer la résistance]] | + | |[[Media:RICO-IOCN-C2012 DND-1 resistance fr.pdf|Gérer la résistance]] |
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-2 communicating change.pdf|Communicating Change]] | + | |[[Media:RICO-IOCN-C2012 DND-2 communicating change.pdf|Communicating Change]] |
− | |[[Media:RICO-IOCN-C2012 DND-2 communication du changement.pdf|Communication du changement]] | + | |[[Media:RICO-IOCN-C2012 DND-2 communication du changement.pdf|Communication du changement]] |
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-3 planning for change.pdf|Planning For Change]] | + | |[[Media:RICO-IOCN-C2012 DND-3 planning for change.pdf|Planning For Change]] |
− | |[[Media:RICO-IOCN-C2012 DND-3 planification du changement.pdf|Planification du changement]] | + | |[[Media:RICO-IOCN-C2012 DND-3 planification du changement.pdf|Planification du changement]] |
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-CFchange mgt leadership doctrine-eng.pdf|Change Mgt Leadership Doctrine]] | + | |[[Media:RICO-IOCN-C2012 DND-CFchange mgt leadership doctrine-eng.pdf|Change Mgt Leadership Doctrine]] |
|N/d | |N/d | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-Change quotes.doc|Change Quotes]] | + | |[[Media:RICO-IOCN-C2012 DND-Change quotes.doc|Change Quotes]] |
|N/d | |N/d | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-Change quotes2.doc|Change Quotes2]] | + | |[[Media:RICO-IOCN-C2012 DND-Change quotes2.doc|Change Quotes2]] |
|N/d | |N/d | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-change-management-best-practice-guide.doc|Change Management Best Practice Guide]] | + | |[[Media:RICO-IOCN-C2012 DND-change-management-best-practice-guide.doc|Change Management Best Practice Guide]] |
|N/d | |N/d | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-Change Bibliography.doc|Change Bibliography]] | + | |[[Media:RICO-IOCN-C2012 DND-Change Bibliography.doc|Change Bibliography]] |
− | |[[Media:RICO-IOCN-C2012 DND-Managing bibliography f.pdf|Bibliographie]] | + | |[[Media:RICO-IOCN-C2012 DND-Managing bibliography f.pdf|Bibliographie]] |
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-CM in the CF essay.pdf|Change Management in the CF essay]] | + | |[[Media:RICO-IOCN-C2012 DND-CM in the CF essay.pdf|Change Management in the CF essay]] |
|N/d | |N/d | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN- | + | |[[Media:RICO-IOCN-C2012 DND-Draft Generic Design - Understanding Change.doc|Draft Generic Design - Understanding Change]] |
|N/d | |N/d | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-Handout - CRUCIAL COMPETENCIES FOR SUCCESSFUL CHANGE EFFORTS - bilingual.doc|Handout - Crucial Competencies For Successful Change Efforts - E and F]] | + | |[[Media:RICO-IOCN-C2012 DND-Handout - CRUCIAL COMPETENCIES FOR SUCCESSFUL CHANGE EFFORTS - bilingual.doc|Handout - Crucial Competencies For Successful Change Efforts - E and F]] |
|[[Media:RICO-IOCN-C2012 DND-Handout - CRUCIAL COMPETENCIES FOR SUCCESSFUL CHANGE EFFORTS - bilingual.doc|Tiré-à-part - Compétences primordiales pour des efforts de changement réussis - A et F]] | |[[Media:RICO-IOCN-C2012 DND-Handout - CRUCIAL COMPETENCIES FOR SUCCESSFUL CHANGE EFFORTS - bilingual.doc|Tiré-à-part - Compétences primordiales pour des efforts de changement réussis - A et F]] | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-How to Help Employees Let Go.doc|How To Help Employees Let Go]] | + | |[[Media:RICO-IOCN-C2012 DND-How to Help Employees Let Go.doc|How To Help Employees Let Go]] |
|N/d | |N/d | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-TBS-Mgt Culture Change-cmc e.pdf|Managing Culture Change]] | + | |[[Media:RICO-IOCN-C2012 DND-TBS-Mgt Culture Change-cmc e.pdf|Managing Culture Change]] |
|N/d | |N/d | ||
|- | |- | ||
Line 277: | Line 277: | ||
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-Worksheet en.pdf|Change Communication Worksheet]] | + | |[[Media:RICO-IOCN-C2012 DND-Worksheet en.pdf|Change Communication Worksheet]] |
− | |[[Media:RICO-IOCN-C2012 DND-Feuille de travail fr.pdf|Feuille de travail : Communication du changement]] | + | |[[Media:RICO-IOCN-C2012 DND-Feuille de travail fr.pdf|Feuille de travail : Communication du changement]] |
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:RICO-IOCN-C2012 DND-Howbuildpersonalresilience.pdf|How to Build your Personal Resilience]] | + | |[[Media:RICO-IOCN-C2012 DND-Howbuildpersonalresilience.pdf|How to Build your Personal Resilience]] |
− | |[[Media:RICO-IOCN-C2012 DND-Comment-renforcer-resilience.pdf|Comment renforcer votre résilience]] | + | |[[Media:RICO-IOCN-C2012 DND-Comment-renforcer-resilience.pdf|Comment renforcer votre résilience]] |
|- | |- | ||
| '''DND/MDN''' | | '''DND/MDN''' | ||
− | |[[Media:IOCN-RICO Stakeholder Engagement Guide Final E.pdf|Stakeholder Analysis and Engagement Guide]] | + | |[[Media:IOCN-RICO Stakeholder Engagement Guide Final E.pdf|Stakeholder Analysis and Engagement Guide]] |
− | |[[Media:IOCN-RICO Guide de mobilisation des intervenants FIN F.pdf| Guide d'analyse des intervenants et de la mobilisation]] | + | |[[Media:IOCN-RICO Guide de mobilisation des intervenants FIN F.pdf| Guide d'analyse des intervenants et de la mobilisation]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-1. Employee Engagement Assessent.doc|Employee Engagement Assessent]] | + | |[[Media:RICO-IOCN-C2012 PCH-1. Employee Engagement Assessent.doc|Employee Engagement Assessent]] |
− | |[[Media:RICO-IOCN-C2012 PCH-1. FR Employee Engagement Assessment.doc|Évaluation - L’engagement des employes fondée sur l'observation]] | + | |[[Media:RICO-IOCN-C2012 PCH-1. FR Employee Engagement Assessment.doc|Évaluation - L’engagement des employes fondée sur l'observation]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-2. How to Manage your Employees Reaction to Change.doc|How To Manage Your Employees Reaction To Change]] | + | |[[Media:RICO-IOCN-C2012 PCH-2. How to Manage your Employees Reaction to Change.doc|How To Manage Your Employees Reaction To Change]] |
− | |[[Media:RICO-IOCN-C2012 PCH-2. FR How to Manage your Employees Reaction to Change.doc|Comment gérer la réaction de vos employés au changement]] | + | |[[Media:RICO-IOCN-C2012 PCH-2. FR How to Manage your Employees Reaction to Change.doc|Comment gérer la réaction de vos employés au changement]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-3. Seven Core Needs.doc|Seven Core Needs]] | + | |[[Media:RICO-IOCN-C2012 PCH-3. Seven Core Needs.doc|Seven Core Needs]] |
− | |[[Media:RICO-IOCN-C2012 PCH-3. FR Seven Core Needs.doc|Les sept aspects fondamentaux]] | + | |[[Media:RICO-IOCN-C2012 PCH-3. FR Seven Core Needs.doc|Les sept aspects fondamentaux]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-4. Creating Trust.doc|Creating Trust]] | + | |[[Media:RICO-IOCN-C2012 PCH-4. Creating Trust.doc|Creating Trust]] |
− | |[[Media:RICO-IOCN-C2012 PCH-4. FR Creating Trust.doc|Six trucs pour établir la confiance]] | + | |[[Media:RICO-IOCN-C2012 PCH-4. FR Creating Trust.doc|Six trucs pour établir la confiance]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-5. Communication is Key.doc|Communication Is Key]] | + | |[[Media:RICO-IOCN-C2012 PCH-5. Communication is Key.doc|Communication Is Key]] |
− | |[[Media:RICO-IOCN-C2012 PCH-5. FR Communication is Key.doc|La communication est capitale !]] | + | |[[Media:RICO-IOCN-C2012 PCH-5. FR Communication is Key.doc|La communication est capitale !]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-6. Opening the Dialogue for Engaging Employees.doc|Opening The Dialogue For Engaging Employees]] | + | |[[Media:RICO-IOCN-C2012 PCH-6. Opening the Dialogue for Engaging Employees.doc|Opening The Dialogue For Engaging Employees]] |
− | |[[Media:RICO-IOCN-C2012 PCH-6. FR Opening the Dialogue for Engaging Employees.doc|Ouvrir le dialogue pour mobiliser les employés]] | + | |[[Media:RICO-IOCN-C2012 PCH-6. FR Opening the Dialogue for Engaging Employees.doc|Ouvrir le dialogue pour mobiliser les employés]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-EN accueil emp touches 2 mars 2011.doc|How To Properly Receive And Integrate Affected Or surplus Employees]] | + | |[[Media:RICO-IOCN-C2012 PCH-EN accueil emp touches 2 mars 2011.doc|How To Properly Receive And Integrate Affected Or surplus Employees]] |
− | |[[Media:RICO-IOCN-C2012 PCH-accueil emp touches 2 mars 2011.doc|Comment bien accueillir et intégrer un employé touché ou excédentaire]] | + | |[[Media:RICO-IOCN-C2012 PCH-accueil emp touches 2 mars 2011.doc|Comment bien accueillir et intégrer un employé touché ou excédentaire]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-Guide Communicating the Decisions.doc|Guide - Communicating The Decisions]] | + | |[[Media:RICO-IOCN-C2012 PCH-Guide Communicating the Decisions.doc|Guide - Communicating The Decisions]] |
− | |[[Media:RICO-IOCN-C2012 PCH-Guide Communicating the Decisions FRA.doc|Guide - Annoncer les décisions; déroulement]] | + | |[[Media:RICO-IOCN-C2012 PCH-Guide Communicating the Decisions FRA.doc|Guide - Annoncer les décisions; déroulement]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-How to Build Your Personal Resilience.doc|How To Build Your Personal Resilience]] | + | |[[Media:RICO-IOCN-C2012 PCH-How to Build Your Personal Resilience.doc|How To Build Your Personal Resilience]] |
− | |[[Media:RICO-IOCN-C2012 PCH-Renforcer votre resilience.doc|Renforcer votre resilience]] | + | |[[Media:RICO-IOCN-C2012 PCH-Renforcer votre resilience.doc|Renforcer votre resilience]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-How to cope with stress.doc|How To Cope With Stress]] | + | |[[Media:RICO-IOCN-C2012 PCH-How to cope with stress.doc|How To Cope With Stress]] |
− | |[[Media:RICO-IOCN-C2012 PCH-Faire face au stress.doc|Faire face au stress]] | + | |[[Media:RICO-IOCN-C2012 PCH-Faire face au stress.doc|Faire face au stress]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-How to maintain a healthy workplace.doc|How To Maintain A Healthy Workplace]] | + | |[[Media:RICO-IOCN-C2012 PCH-How to maintain a healthy workplace.doc|How To Maintain A Healthy Workplace]] |
− | |[[Media:RICO-IOCN-C2012 PCH-Pour que le milieu de travail demeure sain.doc|Pour que le milieu de travail demeure sain]] | + | |[[Media:RICO-IOCN-C2012 PCH-Pour que le milieu de travail demeure sain.doc|Pour que le milieu de travail demeure sain]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
− | |[[Media:RICO-IOCN-C2012 PCH-When Your Position is Affected.doc|When Your Position Is Affected]] | + | |[[Media:RICO-IOCN-C2012 PCH-When Your Position is Affected.doc|When Your Position Is Affected]] |
− | |[[Media:RICO-IOCN-C2012 PCH-Son poste est touche.doc|Son poste est touche]] | + | |[[Media:RICO-IOCN-C2012 PCH-Son poste est touche.doc|Son poste est touche]] |
|- | |- | ||
| '''PCH''' | | '''PCH''' | ||
Line 341: | Line 341: | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO-Handout English.doc|Handout]] | + | |[[Media:RICO-IOCN-C2012 PCO-Handout English.doc|Handout]] |
|[[Media:RICO-IOCN-C2012 PCO-Handout French.doc|Tiré-à-part]] | |[[Media:RICO-IOCN-C2012 PCO-Handout French.doc|Tiré-à-part]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-17546-v1-Learn - HRMIT - Tips for Communicating Difficult Messages - final.DOC|Learn Hrmit - Tips For Communicating Difficult Messages]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-17546-v1-Learn - HRMIT - Tips for Communicating Difficult Messages - final.DOC|Learn Hrmit - Tips For Communicating Difficult Messages]] |
− | |[[Media:RICO-IOCN-C2012 PCO BNET-20682-v1-Learn - HRMIT - Conseils pour la communication des messages difficiles.DOC|Learn Hrmit - Conseils pour la communication des messages difficiles]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-20682-v1-Learn - HRMIT - Conseils pour la communication des messages difficiles.DOC|Learn Hrmit - Conseils pour la communication des messages difficiles]] |
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
Line 353: | Line 353: | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-20900-v1-Learn - HRMIT - Reactions to Hearing Difficult Messages.DOC|Learn Hrmit - Reactions To Hearing Difficult Messages]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-20900-v1-Learn - HRMIT - Reactions to Hearing Difficult Messages.DOC|Learn Hrmit - Reactions To Hearing Difficult Messages]] |
− | |[[Media:RICO-IOCN- | + | |[[Media:RICO-IOCN-C2012 PCO BNET-21623-v1-Learn - HRMIT - Reactions aux messages difficiles (2).DOC|Learn Hrmit - Reactions aux messages difficiles]] |
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-20301-v1-Learn - HRMIT - Motivating Those Who Remain - final.DOC|Learn Hrmit - Motivating Those Who Remain]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-20301-v1-Learn - HRMIT - Motivating Those Who Remain - final.DOC|Learn Hrmit - Motivating Those Who Remain]] |
|N/d | |N/d | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-20309-v1-Learn - HRMIT - Working with Affected colleagues - some do s and don ts- Final.DOC|Learn Hrmit - Working With Affected Colleagues - Some Do S And Don Ts]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-20309-v1-Learn - HRMIT - Working with Affected colleagues - some do s and don ts- Final.DOC|Learn Hrmit - Working With Affected Colleagues - Some Do S And Don Ts]] |
|[[Media:RICO-IOCN-C2012 PCO BNET-21554-v1-Learn - HRMIT - Travailler avec des collegues touches par le reamenagement des effectifs.DOC|Learn Hrmit - Travailler avec des collegues touches par le reamenagement des effectifs]] | |[[Media:RICO-IOCN-C2012 PCO BNET-21554-v1-Learn - HRMIT - Travailler avec des collegues touches par le reamenagement des effectifs.DOC|Learn Hrmit - Travailler avec des collegues touches par le reamenagement des effectifs]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-3365-v1-Job Shadowing Preparatory Guidelines.DOC|Job Shadowing - Preparatory Guidelines]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-3365-v1-Job Shadowing Preparatory Guidelines.DOC|Job Shadowing - Preparatory Guidelines]] |
|[[Media:RICO-IOCN-C2012 PCO BNET-3379-v1-Job Shadowing Lottery Preparatory Guidelines - Francais.DOC|Lignes directrices - Préparation à la journée de jumelage]] | |[[Media:RICO-IOCN-C2012 PCO BNET-3379-v1-Job Shadowing Lottery Preparatory Guidelines - Francais.DOC|Lignes directrices - Préparation à la journée de jumelage]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8490-v1-KM - LEADERSHIP PROGRAM - COURSE EVALUATION.DOC|Leadership - Course Evaluation]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8490-v1-KM - LEADERSHIP PROGRAM - COURSE EVALUATION.DOC|Leadership - Course Evaluation]] |
|N/d | |N/d | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8492-v1-KM - LEADERSHIP PROGRAM - DOCUMENT - ENG.DOC|Leadership - Document]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8492-v1-KM - LEADERSHIP PROGRAM - DOCUMENT - ENG.DOC|Leadership - Document]] |
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8493-v1-KM - LEADERSHIP PROGRAM - DOCUMENT - FR.DOC|Leadership - Mener à apprendre et apprendre a mener]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8493-v1-KM - LEADERSHIP PROGRAM - DOCUMENT - FR.DOC|Leadership - Mener à apprendre et apprendre a mener]] |
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8495-v1-KM - LEADERSHIP PROGRAM - INFORMATION PERTAINING STRUCTURED JOURNALING - ENG.DOC|Leadership - Information Pertaining Structured Journaling]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8495-v1-KM - LEADERSHIP PROGRAM - INFORMATION PERTAINING STRUCTURED JOURNALING - ENG.DOC|Leadership - Information Pertaining Structured Journaling]] |
|[[Media:RICO-IOCN-C2012 PCO BNET-8496-v1-KM - LEADERSHIP PROGRAM - INFORMATION PERTAINING STRUCTURED JOURNALING - FR.DOC|Leadership - Journal structuré]] | |[[Media:RICO-IOCN-C2012 PCO BNET-8496-v1-KM - LEADERSHIP PROGRAM - INFORMATION PERTAINING STRUCTURED JOURNALING - FR.DOC|Leadership - Journal structuré]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8499-v1-KM - LEADERSHIP PROGRAM - L2 2 - ENG.DOC|Leadership - Leading To Learn And Learning To Lead]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8499-v1-KM - LEADERSHIP PROGRAM - L2 2 - ENG.DOC|Leadership - Leading To Learn And Learning To Lead]] |
|[[Media:RICO-IOCN-C2012 PCO BNET-21555-v1-Learn - HRMIT - Motiver ceux qui restent batir l assurance la confiance et le leade~1.DOC|Learn Hrmit - Motiver ceux qui restent batir l'assurance la confiance et le leadership]] | |[[Media:RICO-IOCN-C2012 PCO BNET-21555-v1-Learn - HRMIT - Motiver ceux qui restent batir l assurance la confiance et le leade~1.DOC|Learn Hrmit - Motiver ceux qui restent batir l'assurance la confiance et le leadership]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8511-v1-KM - MENTORING PROGRAM - CREATING CONNECTIONS - ENG.DOC|Mentoring - Creating Connections]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8511-v1-KM - MENTORING PROGRAM - CREATING CONNECTIONS - ENG.DOC|Mentoring - Creating Connections]] |
|[[Media:RICO-IOCN-C2012 PCO BNET-8512-v1-KM - MENTORING PROGRAM - CREATING CONNECTIONS - FR.DOC|Mentorat - Transmission du savoir et apprentissage]] | |[[Media:RICO-IOCN-C2012 PCO BNET-8512-v1-KM - MENTORING PROGRAM - CREATING CONNECTIONS - FR.DOC|Mentorat - Transmission du savoir et apprentissage]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8515-v1-KM - MENTORING PROGRAM - JOURNALING REFLECTION QUESTIONS - ENG.DOC|Mentoring - Journaling Reflection Questions]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8515-v1-KM - MENTORING PROGRAM - JOURNALING REFLECTION QUESTIONS - ENG.DOC|Mentoring - Journaling Reflection Questions]] |
|[[Media:RICO-IOCN-C2012 PCO BNET-8516-v1-KM - MENTORING PROGRAM - JOURNALING REFLECTION QUESTIONS - FR.DOC|Mentorat - Journal structuré, questions à se poser]] | |[[Media:RICO-IOCN-C2012 PCO BNET-8516-v1-KM - MENTORING PROGRAM - JOURNALING REFLECTION QUESTIONS - FR.DOC|Mentorat - Journal structuré, questions à se poser]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8517-v1-KM - MENTORING PROGRAM - LEGACY AND LEARNING.DOC|Mentoring - Legacy And Learning]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8517-v1-KM - MENTORING PROGRAM - LEGACY AND LEARNING.DOC|Mentoring - Legacy And Learning]] |
|N/d | |N/d | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8519-v1-KM - MENTORING PROGRAM - MENTOR MATCHING - ENG.DOC|Mentoring - Mentor Matching]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8519-v1-KM - MENTORING PROGRAM - MENTOR MATCHING - ENG.DOC|Mentoring - Mentor Matching]] |
|[[Media:RICO-IOCN-C2012 PCO BNET-8520-v1-KM - MENTORING PROGRAM - MENTOR MATCHING - FR.DOC|Mentorat - Formulaire de jumelage]] | |[[Media:RICO-IOCN-C2012 PCO BNET-8520-v1-KM - MENTORING PROGRAM - MENTOR MATCHING - FR.DOC|Mentorat - Formulaire de jumelage]] | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8533-v1-KM - JOB SHADOWING PROGRAM - DM.DOC|Km - Job Shadowing Program - Dm]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8533-v1-KM - JOB SHADOWING PROGRAM - DM.DOC|Km - Job Shadowing Program - Dm]] |
|N/d | |N/d | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8537-v1-KM - JOB SHADOWING PROGRAM - SHADOWEES.DOC|Km - Job Shadowing Program - Shadowees]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8537-v1-KM - JOB SHADOWING PROGRAM - SHADOWEES.DOC|Km - Job Shadowing Program - Shadowees]] |
|N/d | |N/d | ||
|- | |- | ||
| '''PCO/BCP''' | | '''PCO/BCP''' | ||
− | |[[Media:RICO-IOCN-C2012 PCO BNET-8538-v1-KM - JOB SHADOWING PROGRAM - WINNERS.DOC|Km - Job Shadowing Program - Winners]] | + | |[[Media:RICO-IOCN-C2012 PCO BNET-8538-v1-KM - JOB SHADOWING PROGRAM - WINNERS.DOC|Km - Job Shadowing Program - Winners]] |
|N/d | |N/d | ||
|- | |- | ||
Line 423: | Line 423: | ||
|[http://www.gcpedia.gc.ca/gcwiki/images/8/8c/Change_management_English.pdf PWGSC Guide - Navigating Change to Workplace 2.0] | |[http://www.gcpedia.gc.ca/gcwiki/images/8/8c/Change_management_English.pdf PWGSC Guide - Navigating Change to Workplace 2.0] | ||
|[http://www.gcpedia.gc.ca/gcwiki/images/a/a4/Change_management_French.pdf TPSGC guide - Migrer vers le Milieu de travail 2.0] | |[http://www.gcpedia.gc.ca/gcwiki/images/a/a4/Change_management_French.pdf TPSGC guide - Migrer vers le Milieu de travail 2.0] | ||
− | |||
− | |||
− | |||
− | |||
|- | |- | ||
| '''PSPC/SPAC''' | | '''PSPC/SPAC''' | ||
Line 433: | Line 429: | ||
|- | |- | ||
| '''PSPC/SPAC''' | | '''PSPC/SPAC''' | ||
− | |[[Media:RICO-IOCN-C2012 PWG-PWGSC-Change Management Process Toolkit.pdf| PWGSC - Change Management Process Toolkit]] | + | |[[Media:RICO-IOCN-C2012 PWG-PWGSC-Change Management Process Toolkit.pdf| PWGSC - Change Management Process Toolkit]] |
|N/d | |N/d | ||
|- | |- | ||
Line 439: | Line 435: | ||
|[[Media:IOCN-RICO - 2010-2011 Snapshot emplate - pwgsc tool.xls|Complex Tool - PWGSC Enterprise Snapshot of Large-scale Change Initiatives - E and F]] | |[[Media:IOCN-RICO - 2010-2011 Snapshot emplate - pwgsc tool.xls|Complex Tool - PWGSC Enterprise Snapshot of Large-scale Change Initiatives - E and F]] | ||
|[[Media:IOCN-RICO - 2010-2011 Snapshot emplate - pwgsc tool.xls|Outil complexe - Le Portrait des initiatives majeures de changement de TPSGC - A et F]] | |[[Media:IOCN-RICO - 2010-2011 Snapshot emplate - pwgsc tool.xls|Outil complexe - Le Portrait des initiatives majeures de changement de TPSGC - A et F]] | ||
− | |||
− | |||
− | |||
− | |||
|- | |- | ||
|'''PSPC/SPAC''' | |'''PSPC/SPAC''' | ||
Line 455: | Line 447: | ||
|[https://change-leadership.github.io/framework-for-leading-change/ Framework for leading change in the public service] | |[https://change-leadership.github.io/framework-for-leading-change/ Framework for leading change in the public service] | ||
|[https://change-leadership.github.io/framework-for-leading-change/un-cadre-pour-diriger-le-changement/ Un cadre pour diriger le changement dans la fonction publique] | |[https://change-leadership.github.io/framework-for-leading-change/un-cadre-pour-diriger-le-changement/ Un cadre pour diriger le changement dans la fonction publique] | ||
− | |||
− | |||
− | |||
− | |||
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− | |||
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− | |||
|- | |- | ||
| '''SSC/SPC''' | | '''SSC/SPC''' | ||
Line 469: | Line 453: | ||
|Le Bureau du changement stratégique appuie les initiatives de transformation et de changement réalisées à Services partagés Canada (SPC) en fournissant un éventail de services consultatifs, d’outils libre-service et de ressources dans deux secteurs principaux : 1) Gestion du changement; 2) Leadership du changement et culture du milieu de travail. Visitez notre site Web, à Bureau de changement stratégique, pour en savoir plus sur nos services! | |Le Bureau du changement stratégique appuie les initiatives de transformation et de changement réalisées à Services partagés Canada (SPC) en fournissant un éventail de services consultatifs, d’outils libre-service et de ressources dans deux secteurs principaux : 1) Gestion du changement; 2) Leadership du changement et culture du milieu de travail. Visitez notre site Web, à Bureau de changement stratégique, pour en savoir plus sur nos services! | ||
*[http://www.gcpedia.gc.ca/wiki/Bureau_du_changement_strat%C3%A9gique Bureau du changement stratégique - Boîte à outils de la gestion du changement pour les services, projets et les équipes] | *[http://www.gcpedia.gc.ca/wiki/Bureau_du_changement_strat%C3%A9gique Bureau du changement stratégique - Boîte à outils de la gestion du changement pour les services, projets et les équipes] | ||
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− | |||
|- | |- | ||
|'''M365''' | |'''M365''' | ||
− | |[ | + | |[https://ux-playbook.guide-eu.ssc-spc.gc.ca/index.html Adoption and Change Management - Discipline] |
− | |[ | + | |[https://ux-playbook.guide-eu.ssc-spc.gc.ca/index.html Adoption et gestion du changement - Discipline] |
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Revision as of 11:44, 15 September 2025
This page needs your input! |
WELCOME TO THE CHANGE MANAGEMENT COMPENDIUM OF TOOLS | BIENVENUE SUR LE RECUEIL DES OUTILS DE GESTION DE CHANGEMENT |
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Your one-stop centre for Change Management tools and resources, proudly supported by the Interdepartmental Organizatonal Change Network (IOCN) | Votre seul guichet unique pour les outils de gestion du changement et des ressources, fièrement appuyé par le Réseau interministériel de changement organisationnel (RICO) |
Note:
If you have a tool or resource you'd like to make part of the Compendium, feel free to add to this page or get in touch with anyone in the IOCN's Leadership Team. |
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