The Transformation Triangle

A framework to explain the elements to have in mind when you set out to build a learning organization based on the growth mindset approach and psychological safety.

It’s work in progress. The goal is to create an overview of the key elements that you can adjust and work with to create the most value and impact for your employees, teams and thus your organization. The three nodes in the triangle are:

# See the big picture

This is about setting the purpose and direction based on business as well as organizational strategy. In essence, this is why you have a strategic HR function and what the mandate for it should be.

A critical task here evolves around finding the proper balance between managing the day-to-day activities and shaping the future. This is off in almost any large organization today and it’s hard to change. But we have to…

# Build the learning organization

This is about defining and establishing a framework and a common language and understanding for the learning organization based on your situation and context. This includes terms like psychological safety, the growth mindset and learning organization itself as they all have different meanings for different corporate functions as well as for the individual employees.

Two key pieces of advice here: 1) Respect the past, but push the future aggressively and 2) Know the barriers, obstacles but work the root causes.

# Ignite the change

This is about identifying and igniting the change drivers with the most impact (short, mid and long-term) for your transformation initiative.

Some of the drivers, I am developing for this node are:

• The “What’s in it for me?” question. This is viewed in the context of loyalty and commitment and how this can be a key element for working the key stakeholders.
• Rewards/Consequences. This evolves around the often seen trap of talking the talk, but not walking the walk.
• Narrative+Storytelling. The transformation towards a learning organization requires a communication strategy with a clear narrative and storytelling elements.
• Behavioral-Driven KPI’s. This evolves around metrics and KPI’s that too often focus on outcomes at the expense of a focus on behaviors.

Just the first take on this. Your feedback is much appreciated.