Disruption. Transformation. Sustainability. Agile.

There is nothing wrong with using words that are popular in today’s business lexicon, however, no matter what words you use it still comes down to value for your customer and execution. 

• In every transformation, it is the people that will determine the success or failure of a project. Task the right people and empower them will increase the chances of success exponentially.
• Companies are like fingerprints – no two are the same. This is a critical understanding when determining the need, size, and scope of your project.
• I have read that 20-25% of all transformations are successful. However, the success rate doubles (up to 60%) if a thorough, accurate plan is maintained continuously.
• Don’t overthink it - the risk of procrastination or, even worse, avoidance is much greater. Keep it simple.

Research, whether the company needs outside help in the development, continued measurement of progress and project management. Do you and/or your company have “blinders” on? 

• How extensive is the transformation?
• Will it be ongoing?
• Is it a business model change?
• Is the company transformation crucial to its future?
• What are the risks?

Much depends on how mission-critical the success of the project is.

• ·       What does success look like?
• ·       Will it provide growth with a decrease in costs?
• ·       What is the competitive landscape if the project is a success?
• ·       Is your company a leader or is it “catching up”?

Look inward as well

• ·       How do the changes affect the internal process and training?
• ·       Is the internal talent bandwidth and culture conducive for success?

Top-level stakeholders of a company need to:

• ·       Consistently communicate and encourage progress and completion.
• ·       Be optimistic that your team can and will be successful.
• ·       Provide and reinforce a clear and concise vision.
• ·       Set goals and promote responsibility and accountability.
• ·       Put together the right team and empower them.
• ·       Be flexible.
• ·       Evaluate.
• ·       Communicate.
• ·       Encourage involvement.
• ·       Evaluate
• ·       Communicate.
• ·       Celebrate successes.
• ·       Evaluate
• ·       Communicate.

This project is not just transformative on a macro level but on a micro-level as well. There should be an evaluation element for the senior management to conduct a deep dive into their staff. A simple question to consider is "do all managers like to manage? "

Other examples:

• ·       Do you have the right people in the right positions?
• ·       If your staff does not have the qualifications to move forward.
• Should you institute or upgrade a training program?
• ·       Internal? Outsource?

If most of the above questions are satisfactorily answered or are in-process, then the chance of complete success is very high. The next phase is putting together a “Continuous Improvement” plan which I will discuss in a future post.