Transformation is often a buzzword – something that is intended to get people excited and to make things happen.
Everyone is working on transformational work, yet almost no one is willing to do the type of work required for true transformation. Transformation means a fundamental change or remodeling. It’s reshaping the way you do things as a solution and response to processes or mindset that are broken or no longer viable.
What We Think Transformation Is Versus What It Actually Is
In today’s pressure, deadline, and results driven corporate culture, you’ve probably seen transformation projects in action. Teams put together timelines and expect to hit milestones on a chart and have a remarkable transformation as a result – under budget and in record time.
If that’s the approach, it’s not going to happen. Transformations are expected to be done quickly, but by their very nature, they are not quick.
If you are changing a person, a team, or an organization from the inside out – it takes time. Compare it to committing to a fitness regimen. You have to show up and do the right things for a while – even when it’s hard and even when you don’t see progress – because laying the foundations will pay off as you keep working.
A workplace transformation is much the same. You can’t expect instantaneous systemic change. It takes time and aligned effort to shift a team, group or organization. You may see some short-term progress with quick fixes and hacks. However, unless they’re backed by a true spirit of transformation, they’re meaningless band-aids in the big scheme of things.
True transformation occurs when it hits at, and changes, the heart of who you are as an organization.
Transformations are Exceptional
Undertaking transformation isn’t a light task. It’s a tremendous challenge to look at an organization and make fundamental and far-reaching changes.
We can’t say, “Let’s take 6 weeks and make this transformation happen.” Yes, we can START a transformation in that time frame, but a true transformation requires time and repeated commitment. And before you think that your organization is different and can do it faster or better or more efficiently – consider this: McKinsey’s research shows that less than one-third of all “transformation” projects are actually considered successful by the people who participated in them. That’s a lot of time, energy, and resources spent for a dismal success rate.
Saying we can quickly complete a transformation on a regular basis trivializes what we are trying to achieve.
Are True Transformations Possible?
With that in mind, are transformations even possible in the modern world of work? Change is happening every day, much of it counterproductive because lack of continuity makes people feel they’re struggling just to keep up, much less to make changes upend everything they know about their work environment.
From what I’ve experienced as a coach and consultant, transformations are absolutely possible. But, they require ongoing commitment and the dedication of high positive energy to make them happen and stick.
When my clients have committed to transforming their culture, these tools have been the most valuable in ensuring success for their efforts:
- Bolder leadership – Transformation requires leaders who are not afraid to manage up and speak up. We need leaders to be great storytellers who can incite and excite change, to make their people feel that a change is possible and that it will actually make their life better.
- Higher degrees of accountability – To transform a culture, you need people to be shaken out of their normal routines and willing to give the required discretionary effort to create transformational change. Leaders need to hold themselves accountable and hire and develop people who can also be accountable to standards that will enable change.
- Making tough choices – When you are trying to transform, you need to demonstrate ongoing appreciation for the value of people. At the same time, you cannot put people above the business. That can mean hard trade-offs sometimes — moving resources, downsizing, or shifting priorities. As a leader, you have to navigate these situations with an eye to the business as well as a commitment to the people, and it can be strenuous to your mental health unless you commit to recovery as part of your leadership toolkit.
- Removing real obstacles – Many of the leaders I work with feel that they are constantly playing defense. They are so busy running interference for their people that they don’t have time to proactively get in front of issues or strategize on them — and that’s where true transformation comes from. Leaders who want to create a transformative experience commit to cleearing hurdles for their team and putting processes in place facilitate energy and action to the process of transformation.
- Focus on results, not optics – In a transformation-focused effort, you may see results that look different than what you’re accustomed to. Your leadership team may wonder why your people are spending time on X or why you’re pulling back from the number of meetings you’re committed to. Just because it looks different doesn’t mean it’s wrong.
- Be patient – True transformation doesn’t happen in a day or a week or a month. You have to keep doing the right things and stay committed. Team coaching can help to ensure everyone remains aligned and committed to the goals you’re trying to achieve. When you persevere in the face of challenges and setbacks to your transformative efforts, you actually ARE transforming the ways your people see you handle challenges and the skills you model for them.
Transformation isn’t possible without transformative leaders. Remember, if you are not able to transform yourself, how can you transform an organization?
It’s not easy to be the one creating the transformation, but as you do it, you’ll gain influence by proving to your people that the way forward you’re showing them really is different and worthwhile.
