Elevation Group Consulting

🚀 End-to-End Change Management services

Whether you’re leading a tech transformation, redefining your culture, or reshaping your organization,  I bring: 

- a personalized change management approach, 
- a human centered experience, 
- A lot of transparency and good sense touch 
-> to ensure the success of your initiative.

I am currently supporting clients from various industries through transformations:
• Cultural (cybersecurity awareness, data)
• Organizational (Definition of transformation plan and roadmap 2025-2029)
• Technological (SAP migration, Cloud CRM deployment)

My services tailored to your needs:
↳ Transformation maturity & capacity assessment
↳ Transformation roadmap design
↳ Change impact, resistance & risk assessment
↳ Change strategy design & execution
↳ Leaders & Sponsor coaching and enablement
↳ Stakeholder mobilization
↳ Communication
↳ Training & learning experience design
↳ Measurement & adaptation loops

Change management expert

When I joined CGI in 2019, one thing sparked my passion: driving lasting, meaningful transformation.

Not just implementing a tool or reshaping a structure.
But shifting how people think, collaborate, and make decisions.

I helped build and grow a unified Change Management and Organizational Development practice —
from 4 to 20 experts — before having the privilege to lead it.

I’ve supported major projects in cybersecurity, AI, procurement, customer operations, call centers, M&A,
as well as marketing, finance, purchasing, and supply chain transformations.

Each time, I create alignment, engage teams, and turn vision into action.
I'm a consultant at heart and I love delivering projects from start to finish.

My role:
↳ Lead change initiatives from strategy to real-world execution.
↳ Ensure tangible, sustainable results.

What drives me?
Watching an organization truly transform—for real.

Director consulting-services, Change management expert

Devoteam

AXA France (HR department)

Mandate #1 - Perform and Develop

As Change Lead for my client AXA France, I designed and executed the full change management lifecycle.

The goal: 
1- Improve performance management for 9,000 employees with Oracle HCM.
2- Ensured successful onboarding of 15,000 employees on the CORNERSTONE On Demand learning platform.

Role:

↳ I I leveraged behavioral change for preparation, planning, and execution of change activities (stakeholder mapping, communication and training plan design, change agent mobilization, and performance tracking).
↳ I used communication, training, and sponsorship to drive adoption across functions.

The challenge: 
Low clarity and engagement around new HR process, change in performance management and tools.

Result: 
-> stronger alignment on performance and talent management goals, process, roles & responsibilities 
-> better use of new digital HR tools.

This project increased the maturity of performance, talent and learning processes at AXA France and laid the foundation for long-term cultural evolution.

Mandate #2 - AXA Learning Games

As Learning Project Lead, I organized and deployed the “AXA Learning Day” initiative across AXA France to promote a continuous learning culture.

The challenge:
- Facing disengagement with traditional training, 
- Deploy the initiative across 40 entities in different location simultaneously,

Role:
I↳ coordinated a 6-week program, including the “AXA Learning Games” (a global e-contest using the Pocket Coach app) and the first global “AXA Learning Day”.

Results
I created an experiential campaign combining gamification and global visibility.
It led to a record participation rate and internal recognition from group-level leadership and Executive with the participation of the CEO.

Change management consultant

Quintess

Mission : Système U (U location service)

As a Change Management Consultant, I designed and led the overall change strategy.
Goal: deploy a new e-commerce site (Jahia) and an ERP system (Locpo) across 800 stores.

I was responsible for the diagnostic, strategy, and execution of the change plan.
I activated key enablers: targeted communication, training programs, and local deployment support.
I also acted as a Business Analyst, aligning business needs with technical solutions.

The challenge:
Low digital maturity, inconsistent local practices, and store-level resistance to change.
I designed a progressive, field-oriented approach tailored to each store’s operating context.

Result:
High adoption rate, smooth transition, upskilled teams, and improved operational processes.

My role:
↳ As Change Lead, I supported all implementation phases for the new website and ERP system.
↳ I worked closely with technical teams and business stakeholders to ensure alignment.
The project helped unify store operations and accelerated the network’s digital transformation.

Digital transformation consultant

Amundi

As a Change Management Consultant, I designed and deployed the transformation strategy.

Goal:
Support the deployment of an internally developed CRM for 8,000 branch advisors.

My role:
↳ I implemented key enablers such as communication (via a SharePoint platform), training, and local team support.
↳ I also contributed to user acceptance testing and issue tracking as a Business Analyst.

Results:
The project enabled rapid adoption, upskilling of teams, and improved client management.
It also generated additional revenue by re-engaging clients at the end of their investment period and helped reduce churn.
Realizations:
•	Perform communication actions (material design, user guide, etc)
•	Manage and animate an end-users community on a Sharepoint platform
•	Support the end-users
•	Perform Questions & Answers sessions

Participate in the CRM tool implementation
Realizations:
•	Co-create the wireframes
•	Perform the acceptance tests
•	Follow up of the anomalies

Change management & Business analyst

👋 Hi, I’m Andy, and here’s my story in a nutshell:

My journey? 

From Paris to Montreal, a journey driven by a passion for human change.

For 12 years, I have been helping transformation leaders and their teams to ride the wave of change 

Founder @Elevation Groupe Conseil, my mission is simple: 
Elevate change management as a lever for growth🔝

Here on Linkedin, I share my experience for successful change management:
An essential element for the success of your transformations 🧑🏽‍💻

🔔 Follow me for for more real-talk from the change frontline: 
↳ Strategies, Actionable solutions and tools for successful change management.

My mantra: #ChangeIsBeautiful 💙

Haters… yes, they exist.
I knew that.
But living it... that’s different.

Some of them forget the limits,
Comfortably hidden behind their screens...

But I’ve made my choice: to keep going!
To learn, to grow, to share, to connect, even when some prefer to judge.

-> Because my voice won’t fade under their doubts.

To the haters: thanks for the fuel.

💙 To everyone else: a big THANK YOU for
 ↳ inspiring me,
 ↳ sharing your strengths, fears, and keys to success,
 ↳ and giving me the energy to show up and keep moving forward every week!

Especially to:
Alicia James – an incredibly generous person, a talented writer, and such a sharp mind. Still waiting for your book to be available in print here in Canada ... it deserves a place on every change practitioner’s shelf!

Hardeep Kaur – 29 years of experience and exceptional humanity. I truly admire your journey, both personal and professional. You prove that no matter where we start, it’s possible to make it!

Julia LeFevre – you make neuroscience accessible and inspiring. Our leaders are in good hands with you!

Mana Rasoulzadeh – from transformation to change management, AI, and humor, it’s always a joy to learn with you. Your expertise is a true gift for me and this community!

Nathalie Chiasson Adm.A., CRHA, SICPNL – 30 years of transformation, rigor, and leadership in Quebec. You’re an inspiration and a model for all of us.

Nisha Gandhi, RN MBA – your passion for the healthcare sector is both inspiring and contagious. The way you navigate such complex systems... it’s beautiful to see so much heart in action!

Usama Hafeez – your words always make me pause and reflect. Thank you for your wisdom and perspective in a world that often feels chaotic.

🚀📲 Sandra Canals – such incredible energy and drive! It’s been 10 years already that we've known each other (that doesn’t make us any younger 😄). Your expertise in marketing and communication will make waves. Thank you for your unwavering support!

Dr. Thomas E. Anderson II, ODCP Sanders – a brilliant entrepreneur, visionary strategist, and a deeply kind human being. Thank you for your support and generosity.

Swati Sucharita PMP MBA – organizations and transformation projects are in great hands with you! Your openness and mastery impress me. Thank you for always bringing the human side to transformation.

Yasaman Mofakhami – our paths crossed at Devoteam, and it’s always a pleasure to exchange on such sharp, insightful topics. Your advice is like a cheat code... pure gold!

Yvonne Ruke Akpoveta – a truly talented entrepreneur and an inspiring leader in change management. Ten years of the “Change Leadership Conference”… WOW, what an incredible legacy! Your vision and dedication have paved the way for so many of us. Thank you for it!

Andy Lauret ⬆️

Change management partner | Building Change-ready Organizations by helping People-First leaders and employees | Founder @Elevation Groupe Conseil

You survived the layoff.
 
But inside, something shifted..  and no one’s talking about it.

Harvard Business Review found survivors lose up to 40% of their motivation.

It’s the silent change no one plans for... the taboo part ...
I’ve seen it too many times: strategy moves on, but people stay stuck.
 
If that’s you, you’re not broken, you’re human.

To rebuild trust and energy:
 👉 Name the loss before naming the next goal.
 👉 Reconnect with purpose before productivity.
 👉 Make space for truth before performance.

The real comeback starts with those who stay.

And this Thanksgiving 🍁, I’m grateful for every leader who dares to care.

What’s one thing you’ve seen help teams rebuild after a layoff?

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When the Reorg Ends, Real Change Begins

Early on, I said yes to everything.

Every project.
Every opportunity.
Every meeting.

I thought that’s what building a business looked like.
I was completely wrong.

What I learned:
Saying no doesn’t mean you’re being picky.

It’s how you protect your capacity to do meaningful work.

The same applies to transformation:

Leaders say yes to every change initiative, thinking it shows momentum.

But real progress doesn’t come from doing everything.
It comes from doing the right things well.

Before launching your next change, ask:
→ Does this align with our vision/strategy?
→ Does this initiative really brings value to our teams/leaders/organization?
→ Do we have the capacity?

Saying no to the wrong changes protects your ability to execute the right ones.

What have you learned to say no to?

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The Real Price of Low Change Capacity
 (And why you’re paying more than you think)

Your transformation isn’t stuck.
Your people are saturated.

Here’s what it looks like:

They nod in meetings… but disconnect right after.

Your best people burn out mid-project.

“Another initiative” triggers eye-rolls, not momentum.
Middle managers stop challenging... they go quiet.

👇 It’s not resistance. It’s overload.

Here’s how to fix it:
✔️ Map your change load -> before launching the next wave.
✔️ Make capacity a shared responsibility, not a personal resilience test.
✔️ Build change absorption into your strategic planning cycle.
✔️ Name the saturation -> when leaders speak it, trust follows.

If you want commitment, you have to protect capacity also!

Because what looks like “resistance”… is often just too much, too fast.

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Managing Change Overload: 4 Signals & 4 Fixes

Many leaders mistake exhaustion for resistance.

By the time they realize the difference, their best people are gone.

Change fatigue doesn’t show up as rebellion.

It shows up as silence.
Slower work.
People nodding in meetings but mentally checking out.

The fix is not another pep talk.

It’s recognizing the signs early and giving your team
what they actually need:

– Space
– Clarity
– Recovery

This carousel breaks down the 6 early warning signs
of change fatigue,
and what to do before it’s too late.

Swipe if you’re leading through change right now 👉

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 6 SIGNS OF EMPLOYEE CHANGE FATIGUE

I’ve worked with many leaders hiring change consultants.

And I see the same mistakes every time.

They always focus on the wrong things:

Credentials, years of experience, hourly rates, relevant experience 
in the same sector/industry/context.

But miss what actually determines success.

Here’s what matters more:

1/ Do they build and transfer capability (or just deliver projects)?
2/ Can they speak your executives’ language?
3/ Will they tell you the truth (even when it’s uncomfortable)?
4/ Do they customize (or use cookie-cutter playbooks)?
5/ Are they building partnership (or dependency)?

Ask these questions before you sign anything.

The wrong consultant costs more than money,
it costs momentum.

P.S. What question would you add to this list?

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 5 Things I Wish Every Leader Knew

What makes sense in Paris makes no sense in Singapore 

People change the rules...

I’ve rolled out global transformations that looked “aligned” on slides…
but felt completely different in reality.

Same change, same goals yet:
=> five countries, five mindsets, five ways to build trust.
 
It’s humbling, sometimes messy… and that’s where the real learning happens.

What I’ve learned?
 ↳ Culture isn’t a line you “localize” at the end.
 ↳ It’s the lens through which people live the change.
 ↳ When you listen first, adapt tone and pace,
 ↳ and let local leaders co-own the story (everything shifts).

One size fits none. Especially across cultures.

 What’s one cultural nuance that changed how you lead?

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Leading Transformation Across Borders without Losing Trust

What if stress wasn’t the enemy?

Everyone tells you to avoid it.

Manage it or treat it like a virus you need to eliminate.

But Stanford research found the opposite: ⬇

People who embrace stress perform better and recover faster.

They see it as information, not a threat.
A signal they’re growing and making progress.

Now think about this in the context of change.

Every transformation brings stress:
new systems, new roles, new uncertainty.

But the most adaptive organizations don’t fight it, they use it.

They teach people to:
– Engage with change instead of resisting it.
– Find meaning in the discomfort.

Here’s the truth:

Stress only becomes harmful when it feels forced and meaningless.
But when you find purpose in it? It becomes fuel.

What’s your usual reaction to stress - fight it or use it?

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I didn’t expect a workshop in Toronto to challenge
how I think about facilitation. But it did.

Last Tuesday, I joined a session using the 3D Method.

A hands-on approach to turn complex challenge into clarity. 

The 3D-World puts use in the shoes of a team navigating 
and defining an AI transformation blueprint.

What started as an exercise quickly felt real.

– We mapped transformation levers
– Identified success conditions
– Explored perspectives across different stakeholders.

What struck me most wasn’t just the method,

It was the collective energy.

People from different industries, roles, mindsets all challenging my thinking in ways I didn’t expect.

As a change practitioner, I tend to see transformation through a human but structured lens. 

But this reminded me how diversity of thought fuels collective clarity.

Thanks again Katja Germain for the warm welcome, and the excellent facilitation! 

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AI won’t save your transformation. 

And maybe… it’s not meant to. 

There’s a lot of hype around AI, but just as much fear. 

Many people feel overwhelmed, even anxious. 

Because AI isn’t just another tool… it’s a symbol of the unknown. 

Here’s what I’m seeing: 

→ Teams rushing to deploy without understanding the “why” 
→ Excitement fading after the pilot phase 
→ Few or no benefit realization for the organization 

It’s that we rush to scale before we learn. 

What if we slowed down? 
What if we used AI not as a solution, but as a quest? 

A safe space to experiment, prototype change, 
involve people early, and turn fear into learning. 

That’s the real opportunity. 

Because change initiative doesn’t start with technology => it starts with trust.

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Change culture is our real superpower.

Our change practitioners community is strong with over 100,000 Prosci-certified worldwide,
+ thousands more trained through ACMP, bootcamps, labs, and talks.

Our tools sharpen. Our skills grow. That’s the power of our collective training.

But here’s the challenge we face:

Today’s organizations battle change project by project, struggling to keep pace.

Our true final boss?
-> The real opportunity to shift mindsets about change
-> To move from merely managing change to living change.
-> To build meaning, shift mindsets, and strengthen resilience.

This is the battlefield where our greatest powers must unite!
Not just delivering projects, but planting a culture where transformation thrives.

Together, every change is our chance to grow mightier!
To empower entire organizations, embedding resilience and meaning deep within.

so tell me... ready for the real battle?

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Meetings: love them or hate them, they’re stealing your time.

What if you could instantly know if it was worth it?

ROTI (Return on Time Invested)
A dead-simple tool to measure both engagement and respect for people’s time.

At the end of any meeting, just ask:
👉 “From 0 to 5, how worth it was this for you?”
0 = total waste
5 = excellent use of time

Anyone scoring 3 or less shares one idea to make it better next time.

✅ Fast ✅ Frictionless ✅ Honest

Use it in:
↳ Leadership meetings
↳ Project stand-ups
↳ Training sessions

Let’s be real... people are tired of endless surveys.
ROTI keeps feedback where it belongs: in the flow of work.

It sends a powerful message: We value your time and your input!

=> Start small. Improve fast.

Ready to use ROTI in your next meeting and watch the quality (and morale) go up?

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What feels impossible today… 

might barely register five years from now.

With distance, even the biggest transformations fade into just another chapter -> sometimes a proud one.

 I think back to those moments when teams felt lost, exhausted, uncertain.
 
Back then, the word “Change” sounded more like pressure than promise.

 But that’s the power of time, and strong leadership support:
  ↳ Guide your teams to see chaos as learning.
  ↳ Reframe loss as an opportunity to grow.
  ↳ You can help your teams see beyond the discomfort and into the meaning of change.

Sometimes growth hides inside what hurts the most.

What change once felt unbearable, but ended up shaping you for the better?

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Yes… Lenny Kravitz’s scarf and your team resisting change
may have more in common than you think!

You can’t logic people into change.

I’ve stopped labeling resistance as “negative.”
It’s often just self-preservation wearing a badge of experience

Your team's brain is busy protecting what Neuroscience calls the "SCARF" model
= 5 social triggers behind every reaction to change.

Here’s how SCARF plays out at work:
 👑 Status -> “Will this make me less valued?”
 🔮 Certainty -> “Do I know what’s coming next?”
 🗝️ Autonomy -> “Do I still have control?”
 🤝 Relatedness -> “Are we still in this together?”
 ⚖️ Fairness -> “Is this change fair to me?”

So next time someone “pushes back”
=> ask yourself which part of their SCARF you just pulled!

Because empathy is a real change accelerator!

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Many believe motivation alone is enough to change.

Desire never took anyone to the moon alone.

"I don’t have motivation... I have discipline (...) because my team wakes up early too." 

These sentences from Usyk (Boxing heavyweight world champion), 
resonates deeply... right down to my DNA!

As an entrepreneur, I love imposing this discipline on myself.
Every ritual, every repetition, every deliverable review...
It counts for my clients, partners, and everyone who depends on me!

Discipline is the foundation, the steady frame of reference for change.
It’s in discomfort that we discover, grow, and become our best selves.

Discipline is a pact with your future self.

Are you ready to show up for yourself every day?

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Modernizing. Optimizing. Transforming.

Same words, different games.

And yet… so many organizations still call an upgrade a transformation.
 That’s where the confusion (and sometimes the chaos) begins.

When every improvement gets labeled “transformational,”
you risk overpromising, overstretching, and underdelivering.

It’s not a semantic debate, it’s a strategic necessity.

👉 Here’s how to tell them apart:

𝗠𝗼𝗱𝗲𝗿𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 – 𝗥𝗲𝗳𝗿𝗲𝘀𝗵 & 𝗥𝗲𝘃𝗮𝗺𝗽
   ↳ Update what exists. Cloud, digitization, quick ROI, stronger foundations.

𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗮𝘁𝗶𝗼𝗻 – 𝗣𝗲𝗿𝗳𝗲𝗰𝘁 & 𝗣𝗼𝗹𝗶𝘀𝗵
   ↳ Fine-tune what works. Automate, accelerate, reduce costs.

𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 – 𝗥𝗲𝗶𝗻𝘃𝗲𝗻𝘁 & 𝗥𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝗶𝘇𝗲
   ↳ Reimagine the business. New models, new markets, broader impact.

When you stop calling every change a “transformation,”
☑️ you gain clarity, credibility, and capacity protection.

So… is your last project modernizing, optimizing, or truly transforming? 

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Forget about managing the fallout.

Build a culture that stays ready no matter what’s coming next.

Most companies react to change instead of preparing for it.

The best ones? They don’t wait for that moment

They train for change the way athletes train for impact 
before it happens.

That looks like:

– A clear and shared vision that gives meaning and direction to change.
– Building real capability daily: skills, mindsets, and resilience to adapt.
– Teams owning the process, not just following instructions.
– Communication that stays honest and consistent.
– Leaders modeling flexibility.

Because when change becomes part of how you work,

it stops being a disruption and starts becoming your advantage.

Here are 7 steps to build a change ready culture: 

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