The power of positive transformation

Transformation is inevitable, regardless if it is personal or individual, we are all constantly evolving, growing & improving. Most of us respond to rising demands of change in the workplace by putting in longer hours, which inevitably takes a toll on us physically, mentally, and emotionally. Which can lead to declining levels of engagement, increasing levels of distraction and high turnover rates.

But in recent years I have discovered that when transformation requires energy, it is extremely important that we use the correct type of energy to be successful in this.

How to energize yourself and your team?

The core problem of transformation is that it seems like additional work on top of the existing work load. Many of us go the obvious route to start working longer hours and energy depletion will set in. The capacity to have energy comes from four main categories in all of us: the body, emotions, mind, and spirit. In each energy category we can expand and renew by using specific rituals that can be productive for yourself and your team.

To effectively reenergize a team, you need to shift the emphasis from getting more out of people to investing more in them.

To motivate them, so they can bring more of themselves to work every day. To encourage them to recharge and plan in downtime or what I like to call fun-time.

We all need to recognize the costs of energy-depleting behaviours and then take responsibility for changing them, regardless of the circumstances.

Personal Transformation

Taking good care of yourself can make it easier to recharge your mind. Being stressed or depleted can take a toll on your body and your health. How can you start creating a positive transformation for yourself:

Define your aspiration of where you want to be. Create a personal vision statement that defines where you want to be. It is important to set for yourself a goal of what you want to get out of the transformation process.

Develop an understanding of yourself.?There are multiple tools to choose from quick online research. But I would recommend also some deep reflection or feedback for some of your closer friends.

Develop a Personal Transformation Plan, and share with your friends, team and colleagues as a method of making, and getting, a public commitment.

It's a consistency game. Transformation can't occur if there is no consistency to the actions you are taking, be consistent! Identify, commit and develop.

Personal transformation is not instantaneous, it takes vision and a relentless work ethic. I have recently seen the below Kobe Bryant video explaining his path to success. The Mamba mentality.

Organizational Transformation

Individual transformation is a key corner stone for organizational change management to be effective. It defines the outcomes or results that organizational activities are trying to achieve. In recent years I heard an expression that defines what happens when organizational transformation does not address individual transformation;

"They paint the walls and change the furniture, but the people are exactly the same."

Individual change is critical, but in most cases companies don’t handle it well. How organizations treat employees during a change initiative determines the type of energy the organizational transformation creates. In my experience I have experienced 4 types of transformation.

• Productive energy?occurs when an organization has directed individuals emotions, attentions, and effort toward reaching common goals. This is the ‘buzzing’ scenario referred to earlier, when people collectively are enthusiastic, alert, and focused on their work.
• Comfortable energy?is also positive, characterised by high satisfaction, a feeling of ease, and identifying with the status quo. The downside of this state is that it can lead to complacency, especially with companies that have enjoyed long-term success.
• Resigned inertia?results in people mentally withdrawing and being indifferent to the company’s goals. The collective energy in this state is low, resulting in a weakened ability for change, innovation, and performance.
• Corrosive energy?can happen at any level in the organization, and whether it is to do with a change project or the overall strategy, it can be quite damaging. High levels of anger, distrust, and internal conflicts can easily filter through the organization.

Successful organizational change can only occur when individuals are successful at change.

How valuable is a new process if no one adopts?

How valuable are new tools that no one knows how to use?

How valuable are OKRS if no one is willing to achieve them?

The answer to these questions is the essence of why organizational change is only successful when each impacted individual makes their own successful transition.?In fact, a poorly managed change can actually have severe adverse impacts.

Any organizational initiative that impacts how people do their jobs is only as successful as each employee making the personal change.

Simon Sinek has an awesome break down onto how to start cultural transformation.

Organizational Change Management

People-centred transformation framework helps leaders establish a culture of aspiration, alignment, autonomy, and accountability.

Recently I have wrote this article on How human-cantered design can lead to human cantered organizations, check out my article on this specific topic if you are interested in more of this specific subject below.

In practice I have seen effective organization change management by changing for 6 categories:

Communicate a compelling change narrative:?A purposeful, passionate and emotionally resonant case for change provides motivation to re-shape the future. Why are we changing?

Act to think differently:?Leaders need to re-align their own thinking and behaviour to act as role models of what transformation demands and involves. How do we act now?

Lead the system:?Organizational systems and those who lead them must be geared to making change happen and anticipating when it is required. When do we change?

Embrace humility:?No one knows all the answers to transformation. Discovering the best organizational ways forward requires humility and the willingness to ask difficult questions and admit limitations. Are we doing the correct thing?

Decentralise decision-making:?Centralisation creates ponderous decision-making. Decentralising decision-making can set people free. What is our mandate?

Nudge the culture:?Massive cultural overhauls are difficult if not impossible. Instead, cultures can be nudged in the right direction to embrace new behaviours and perspectives. How do we want to feel at the end of this process?

Might you be interested in discussing transformation in your organization, or if you are considering personal transformation, please feel free to contact me as I am always willing to share my experiences and in return learn from others.