Transformation is possible by answering these 9 fundamental questions

“It always seems impossible until its done” Nelson Mandela

Transformation has become a key focus of nearly every organization in the world. There is a recognition that technology has changed everything, technology is evolving more rapidly than companies can keep up with, and there is a major shift towards prioritizing the customer experience in order to stay relevant. Businesses understand the importance for transformation yet somehow most efforts are failing. They are failing because they are difficult and often underestimated and misunderstood. While I’m not going to dive into the details for this I thought I would be helpful to start with a good framework for transformation. 

In my career I’ve worked on a variety of business transformation activities from turning around under performance, restructuring organizations, changing corporate culture, and moving from manual tasks to digital automation. I realized regardless of the type of transformation there is a standard framework to manage through the change. Here is a high level overview of the framework I use when leading a transformation. 

What is the problem?

Clear identification of the problem(s) which need to be solved is critical. Look past the symptoms to find the real problems which need addressed.

What do we know about the problem?

A deep understanding of the problem(s), the causes, and the symptoms is necessary. You can't go somewhere new if you don't know where you are today and why you're there.

Where do we want to be in the future?

A clear vision for a future state post transformation becomes the anchor for rallying people. Starting a transformation and not knowing where you are going creates a lot of confusion.

How are we going to get there?

A robust living plan is mandatory for any successful change. You need a road map to go from where you are to your dream state and flexibility to adapt along the way.

What is going to kill our dream?

Identify early the real killers of the transformation and tackle them head on. This could be people, mindset, culture, resources or other road blocks which will stop progress.

What do people need to know and who can be involved?

Communicate openly and relentlessly and be clear on answering the what, why, who, when, and how. Transformation means big changes and people need to understand and be a part of it.

Who can help us make this happen?

There are people around you desperate for change and ready and willing to help. Identify talented people who can lead, contribute, and support the transformation.

Are we being transparent?

Be authentic throughout the change, be open and honest and provide ample opportunities for feedback. Say what you're going to do, do what you said you would do, and be honest when you screw up.

Is it working?

Deploy, test, measure, adapt - Deploy, test, measure, adapt. Don't assume it's working or was successful because you delivered to plan, know it works because the results speak for themselves.

This is a formula I’ve applied time and time again whether to solve a minor problem or a major problem requiring transformation. This is the “science” behind how to approach a transformation. The more challenging part is the "art" of transformation which I’ll explore in a separate article. 

Would love your thoughts on these items and if you have something you would add to the framework?

Thanks for reading!

Alan