If your organization needs a transformation, you can expect a complex process will be necessary. It’s important to develop and implement the right system to lay a foundation for years of sustainability.

However, published reports show the majority of transformation plans result in failure.


Typical reasons for failures:

  • The complexity of the problem is underestimated and the strategic plan is inadequate to achieve growth.
  • The chief executive officer fails to persuade the team to embark on a transformation.
  • The needed skills aren’t leveraged. Either employees are incapable to execute a plan or they’re not motivated to roll up their sleeves and go to work on it.

Integrated approach

What a plan for transformation needs is an integrated approach encompassing several departments:

  • Finance
  • Human resources
  • Information technology
  • Operations
  • Marketing
  • Sales

You’ll want key employees in each department to participate in the development of your future direction.

Determine the magnitude of your objectives, the quality of the rewards and the long-term potential.

Get input on investing resources; pursuing the right opportunities; developing the right products and services; and procedures for the engagement of customers.


For a foolproof system, conduct an analysis of your challenges and solutions:

  • Establish a timeline for your evaluation. You can probably expect a two-month duration.
  • Determine what data you need to attain achievable objectives.
  • Organization-wide, ask questions for the right answers.

Strategic plan

Develop your strategic plan.

Key activities: Identify the ideal markets, products and services, operations, marketing and benchmarking (as points of reference to later monitor in the implementation phase).

Tools for competence

The first key here is to inculcate the right cultural mindset and create a separate department to measure and execute the changes.

Secondly, change behaviors with training programs for employees.

Thirdly, it’s best to build competence and institutional memory with skills – tools you need to master your goals.

Fourthly, continue to measure the competence and skills of both your organization and individuals.

From the Coach’s Corner, relevant information:

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Profitability: 8 Ways to Create a Disruptive Business Model – Businesses seeking the spotlight and staying ahead of the competition should look for opportunities to embrace change and act quickly to be a first-mover in disruption. Here’s how.

To Profit from AI, Companies Need to Effect a Cultural Shift –To develop a fertile environment for innovation using artificial intelligence, a cultural shift is often needed. Here are strategies to be successful.

Tips to Staff Your Team for Innovation, High Performance –What does it take in human resources for a company to be tops in innovation and high performance? The answer might surprise you.

Scaling Your Business Starts with Effective Management –Confidence starts with knowing the difference between scaling and expanding – and growing with the help of your culture and employees. Here are Biz Coach strategies in human resources to scale your business.

“Asking the proper questions is the central action of transformation. Questions are the key that causes the secret doors of the psyche to swing open.”

-Clarissa Pinkola Estes


Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.