?? Leading Transformation: The Pathway to Success ??

According to research from McKinsey and other leading academic institutions, 70% of organisational transformation will fail.?These statistics are staggering given the pace of change that most organisations are going through to continue to compete and thrive in challenging market conditions.??

Having led and supported many organisations through transformation.?I have often found there are a variety of reasons that transformation fails including; ?

? The wrong vision or strategy

? Organisations and Leaders failing to make a clear case for transformation

? Resistance and a lack of buy in

? Poor planning and execution

? Lack of investment in building the capacity and capability of the workforce to thrive in the new world

In this article, I set out my 8 top tips for leading successful transformation.

1??????Create a clear Vision

“The only thing worse than being blind is having sight but no vision.”?Helen Keller

As a Leader, it is essential to create a clear and compelling vision of the future. This vision should clearly communicate why the transformation is necessary and what the future state will ‘look and feel’ like for people working at all levels. Make sure to involve key stakeholders when developing your vision, so it is fully aligned and your people are committed to achieving it.

2??????Design your future

“People support a world they help create” Dale Carnegie?

The next step is to clearly define the new operating model. This includes clearly identifying target markets, customer proposition, key processes, roles and responsibilities and KPIs. This may include changes to organisational structure, technology or culture – all of this needs to be agreed fully understood. The design should be a collaborative process drawing upon the expertise, energy and intellect of the workforce.?This process of co-creation will maximise engagement, ownership and accelerate the implementation process as people tend to support a world they help to create!

3???????Build a strong team

Another key factor for success is building a strong coalition of stakeholders and team members that share your vision and are committed to achieving it. Identify individuals with the right mindset and skillset, and invest in their development to support and lead the transformation process.?

Its also important to consider any stakeholders, customers or employees who stand to lose anything as a result of the change. These can be intended or unintended losses, or they can be real or perceived. By anticipating these losses, you can develop appropriate transition and transformation plans that will help to navigate these challenges with confidence.

"Change is hard because people overestimate the value of what they have - and they underestimate the value of what they may gain by giving it up" James Belasco and Ralph Stayer

4???????Communicate effectively

Communication is critical during transformation. Leaders need to be able to clearly articulate the vision, explain the rationale for the transformation, and keep everyone informed about key changes, milestones and how individuals can support the change. It's also important to actively listen to feedback and address any concerns or issues that may arise.?

In all the transformation programmes I have ever been involved in, communication is always a major challenge. When you add remote and hybrid working into the mix, this magnifies the challenge of communication for Leaders during times of high disruption and uncertainty.?

In 2023, Forbes reported 60% of remote workers experienced higher levels of burnout due to digital communication.?And 50% admitted productivity had suffered due to ineffective communication.?Therefore, having a clear communication strategy that engages all people effectively across different channels is essential to success. ??????

5???????Building Capability

It is essential that the workforce have the necessary skills and capabilities to work within the new model. This may include upskilling and reskilling teams, recruiting people with the right expertise to support the transformation and equipping people with the right resources to succeed. This can often be a common source of tension for organisations due to budgetary constraints, leading to people undertaking multiple roles outside of their core areas of competence to implement the change. Therefore, building capacity and capability is essential to mitigate those risks.

6???????Programme Management

During large scale transformation, it is common for organisations to be changing multiple aspects of the business at once. This can include a new operating model with new structures, systems, processes and people capabilities.

Therefore, it is essential to oversee all major transformation with effective programme or project management. Failure to do so, will result in too much change effecting people at the same time. This will lead to mistakes, operational overload, project creep which will inevitably an increase delivery costs. If your Leaders do not have specialist project support , they need to be upskilled appropriately.

7 ??????Foster a culture of innovation

Business transformation often requires a willingness to take risks and try new things. Leaders need to create a culture that encourages innovation, experimentation, and learning from failure. This means empowering team members to take ownership of their work, providing them with the necessary resources and support, and rewarding and recognising success.

8 ??????Lead by example

Finally, Leaders must be role models and lead by example. They need to model the behaviours and attitudes they want to see in their team, such as agility, innovation, and customer focus. They also need to demonstrate a commitment to the transformation by being actively involved in the process and making tough decisions when necessary.

And when making tough decisions, Leadership behaviour matters. If the team observe gaps in behaviour and values that are not consistent with the changes they are being asked to make, it will undermine the Leader and the change . A great example of this was the viral video of Andi Owen the CEO and President of MillerKnoll. Andi who told her team to "leave pity city" when addressing concerns about bonuses being paid after allegedly receiving 5 million in compensation and bonus in 2022. This is a perfect example of how Leadership style and behaviour can undermine any change.

https://www.youtube.com/watch?v=9hMErtzbyLk

A leader is one who knows the way, goes the way and shows the way. John C Maxwell

About the Author, Pam Donnelly

Pam has been developing leaders and managers through change and transformation for over 20 years.?Pam has successfully led digital change and transformation programmes for learning and talent functions, helping them to embrace digitalisation to deliver measurable results.

As Director for Future Ready Learning Pam has also supported operational transformation and is passionate about developing organisations and leaders to confidently navigate the complexities of change.?

Pam is based in Glasgow, in Scotland. Mum to her amazing daughter Ava, she is a visionary business leader and is on a mission to help her clients transform their organisations to enhance people, performance and profits.

Contact Pam:?

Send her a message on?https://www.dhirubhai.net/in/pamdonnelly/

Or send an email to:?pam@pdfuturereadylearning.co.uk

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