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.
What a plan for transformation needs is an integrated approach encompassing several departments:
- Human resources
- Information technology
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.
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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“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