CSR is on everyone’s lips these days. Awareness of the ecological transition is growing, and a real awareness is emerging in many organizations. Yet, despite these advances, the real impact on operations is still too limited.
To guarantee the sustainability and longevity of companies, this awareness – essential though it is – is not enough. It must be accompanied by concrete, structured and measurable action.
Many companies still struggle to identify the right levers or to assess the scale of the transformations they need to undertake. This is where HR diagnostics and HR team coaching become powerful catalysts for change.
Today, many companies are entrusting their ecological transition to dedicated CSR teams. While this is a first step, it remains largely insufficient in view of the systemic challenges we face. To succeed in this transformation requires a much broader mobilization: every corporate function must integrate sustainability at the heart of its practices.
Purchasing managers must now include social and environmental criteria in their decisions. R&D must rethink its processes from an ecological impact perspective. Marketing must be trained in eco-conception and eco-design. Similarly, project management and finance are called upon to reinvent their methods to align their strategic choices with planetary limits.
Transition cannot be a matter for a few specialists: it must become a cross-functional skill, embraced by all the company’s businesses.
The ecological transition is not just a question of strategy or technology – it first and foremost affects the men and women who bring the company to life. To succeed, this transformation must be based on the commitment, development and well-being of our employees. A few key issues illustrate this dynamic:
HR Diagnosis is much more than a simple audit: it’s a strategic tool for transformation. It enables the organization to assess its HR practices, processes and policies in order to identify its strengths, vulnerabilities and future needs. It is a key step in aligning human resources with the company’s sustainability ambitions.
Without this analytical foundation, any skills development plan risks missing its target – or generating a limited return on investment. HR diagnostics provide a clear, shared vision of the issues at stake. It enables managers to involve their teams, feed collective reflection, and draw on concrete data to guide the next steps.
Its scope extends far beyond the perimeter of HR or CSR teams: it mobilizes the entire management team and permeates all functions. In a context where the ecological transition concerns all sectors of activity, the HR diagnosis is a structuring tool, capable of anchoring change in the long term.
A strong signal of its importance: the OPCOs themselves actively support this scheme, recognizing its key role in the transformation of skills and organizations.
At Connection Leadership, we believe that one size does not fit all. That’s why our HR diagnostics are tailored to your organization’s level of maturity with regard to the ecological transition.
Whether you’re in the questioning phase or already have a vision that needs to be put into practice, we can help you take stock, identify your priorities, and define concrete actions that are consistent with your sustainability objectives.
This diagnosis is carried out by a complementary duo: an expert in ecological transition and an HR expert. Together, they combine sector expertise, an understanding of human issues and a systemic approach.
The aim: to combine the soft skills and hard skills needed to transform your organization in depth.
Thanks to this approach, you will be able to act on several key levers:
Good news: HR diagnostics for the ecological transition are often eligible for public funding schemes, in conjunction with OPCOs. The PCRH (Prestation de Conseil en Ressources Humaines) program, in particular, offers state-funded support for companies with fewer than 250 employees.
Depending on the OPCO, this scheme can cover up to 20 days of consultancy, enabling your organization to benefit from quality support at a reduced cost.
Investing in this diagnosis is much more than compliance: it’s an opportunity for strategic transformation. You’ll develop a shared awareness of ecological issues, while identifying concrete, differentiating solutions. It’s a real lever for strengthening your teams’ commitment, equipping your leaders, and positioning your company as a proactive agent of transition.
Do you have an ecological transition project? Our HR diagnosis will help you boost your resources and generate concrete results for your projects. Find out more here!
Our approach, based on transversality and pragmatism, brings you all the necessary elements to co-construct the transformation of your company. This co-construction is carried out with all levels of the company to improve collective commitment. Our coaching and transformation programs are designed to bring impact and concrete results, ultimately empowering you in your transformation.
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