Defying organizational gravity.

Leaders of successful transformations know the considerable amount of time and energy required to overcome the forces that can bring these efforts crashing back to earth.??Over the past few years, I have engaged with many enthusiastic leadership teams committed to improving business results and customer outcomes.???Most transformations start with engines firing. They launch with a compelling case for change, an aspirational vision for the future, and unbridled endorsement and engagement from leaders.??Inevitably, the forces of status quo take hold.

When transformations fail or only lead to incremental progress, there is a common culprit.??The biggest differentiator between success and failure is the ability to overcome?organizational gravity.??Organizational gravity?is the powerful and invisible force that pulls constantly against change and silently enforces a company's status quo. (www.dhirubhai.net/pulse/beware-organizational-gravity-angus-frame/).???

Recognizing?organizational gravity. Knowing organizational gravity?is taking hold is critical.?This invisible force?works against you much like the Earth’s gravity pulls against a rocket trying to leave the atmosphere.?Absent this understanding, you are destined to waste valuable time and resources, experience slowed momentum, significant setbacks and demoralizing impact on team members and employees.???

Recognition of the early signs is key.?Be curious and on the constant look out for factors creating?drag, friction, or loss of momentum.??Knowing what to look for can provide valuable insights into overcoming these forces.??Overlooking these signs leads to frustration by everyone involved.

·???????Loss of Ambition.??Transformation is not for the faint of heart.??When stability favors boldness - watch out!??

·???????Loss of urgency.?When your burning platform starts to smolder and bias for action diminishes - find an ignitor!

·???????Analysis Paralysis.?When the decisions start to stack up because of the constant requests for more information and analysis - be on the lookout!

·???????Fatigue and burnout.?Old ways of working can feel cozy and comforting when your team is tired and stressed.?

·???????Today’s crisis.??Prioritizing today’s urgent business is a powerful way to divert time, attention, and resources from the mission.

·???????Declaring victory.?Declaring “mission accomplished” prematurely is an invitation for complacency.

·???????Leadership focus.?The loss of leadership attention is the best friend of?organizational gravity.

Generating thrust and escape velocity. Overcoming?organizational gravity?requires a strong launch. A rocket requires sufficient propellants to generate thrust, the upward force that allows it to exit Earth’s surface and enter orbit.??Once in orbit, a rocket must generate escape?velocity?to break the?grasp of gravitational pull.??Factors influencing this include the size of the originating body, the initial distance traveled, and the ability to constantly create sources of acceleration.???

Early progress is key. Much like a rocket, you need to create thrust and maintain velocity.???An inspiring case for change, enthusiastic leaders, and the ability to inspire a coalition with bold ambition is key to overcoming initial inertia.??The larger the scale and scope of the organization and transformation, the stronger the forces pulling you back towards the status quo.??To maintain velocity, break the project into smaller pieces to diminish the breadth of forces you will encounter.??This creates opportunities to demonstrate early success and overcome initial resistance.?Each milestone you achieve will feel like a booster rocket firing.??But don’t celebrate and dwell on short-term success.??Always keep moving forward towards the next milestone.??Other sources of thrust and acceleration can propel you forward.

·???????Lead by example.?To create and maintain the necessary excitement and engagement, you need a visible, committed executive team throughout the entire journey.

·???????Persistent Communication.??Always be communicating your case for change and the benefits that will be achieved when you reach?the desired future state.?

·???????Align incentives.??Ensure you case for change resonates with the entire organization.??If only those directly involved feel connected to the mission, it is easy for others to opt out or derail progress.

·???????Always be listening.??Set up a system to receive frequent feedback.??As new information arises, adjust, adapt, but stay focused on the destination.

·???????Empathy.??Change is hard and impacts everyone differently.??Acknowledge this regularly.

·???????External stimuli.??When forces take hold, it may be time to hear a new voice. Bring in a customer’s perspective to catalyze progress.

·???????Avoid perfection.??When stuck, keep moving.??Have a bias for action. Learn from experience versus analysis.

·???????Build capability.??Invest in the growth and development your organization. You will be rewarded within continuous progress.

·???????Celebrate setbacks.??Barriers are opportunities to enroll new team members, share learnings and acknowledge that failure and mistakes are the path to continuous learning and success.??

Leaders of successful transformations recognize the considerable planning, time, and energy required to overcome?organizational gravity.??Awareness and deliberate action will provide the fuel and power to overcome this enduring force.??Knowing the sources and being armed with a roadmap to overcome them allows you to fire the necessary and appropriate thrusters when needed. In doing so, you will be rewarded with increased employee morale, satisfied customers, and business success.