Transformation can often sound daunting and is misunderstood as a scarier alternative to change. Equally, change is increasingly seen as a dirty word in those organizations wanting to be transformative. Well known and regularly cited stats, like “70% of change programmes fail” have made change seem like the poor relation to transformation. But change and transformation in an organizational context are not synonymous, with one being better than the other. They both serve a very important purpose, and change should be embraced as the sibling of transformation. And I’m sure we agree that good parents treat all of their children with equal regard.
Transformation, in our view, is an organization wide mind-set of possibility. A mind-set comfortable with being uncomfortable. A mind-set that embraces and is excited by uncertainty. What is unique about Transformation versus change is the area being targeted. Transformation of an organization is a complete shift in culture and mind-set which leads to significant differences in how the business is perceived and therefore, run. Change is a system, process or structural alteration which may also have significant benefits but doesn’t typically get expressed as anything to do with mind-set. We say that both may be needed and one is not superior to the other, the key is clarity on what you are setting out to achieve. The mischief happens when we announce a Transformation but in fact we are only making a change, and hence the perception of failure is so prevalent.
Sometimes you will find that an incremental change is exactly what the doctor ordered; we don’t all want to be re-inventing the wheel every six months just because it’s the trendy thing to do. And frankly there isn’t the need or time to! What does however make the difference is the attitude and mind-set applied to change. In other words you can have a transformational mind-set all the time, even when you are going through a seemingly ordinary change.
Our view is that transformational thinking is a mind-set to embed, as a culture, in your business, period. This lays fertile ground for either complete reinvention or change; whichever you are needing and wanting to take on. What is essential is that you are clear and communicative about what you’re aiming for and empower your people to take up the mantle.
What this means is that change is no longer a poor relation. Change isn’t something we try to disguise as something grander and sexier. Change is something we are honest about and confident in. What makes it worthwhile and get this; actually successful, is the transformational mind-set we wrap around it. When transformational thinking meets change you eradicate disappointment and so-called ‘change fatigue’. In fact, people are clued up, realistic and open about what is happening and apply their thinking to making it as successful, smooth and speedy as possible. When change is mistaken for transformation, there tends to be a whole host of unmet expectations and faith in the organizations ability to adapt starts to wane. We might suggest that 70% of change programmes fail because they were marketed as transformations but were in fact change initiatives where the mind-set of those involved wasn’t addressed.
Transformation is indeed an essential part of keeping ahead of the game; reinventing your organization to stay relevant and competitive. We need to take stock and take on these seismic shifts when our future demands it. However, consider transformation thinking as something you can embed as a mind-set at all times. From here you can take on change or complete reinvention and both will be valued and successful in their own turn. Not only this but transformation as a mind-set means you can be innovative, efficient and stay ahead of the game in your approach to straight forward change. Which doesn’t have to be daunting or scary at all.
So why is all of this great news? Well, you can have a transformational culture and mind-set running through the veins of your organisation whether you are going for incremental change or big scale reinvention. You don’t have to apologise for doing something small or ‘boring’, or be accused if lacking vision or leadership; instead simply be proud of knowing and doing what is actually needed. If change is the order of the day then so be it. If it’s Transformation you need, game on! Either way, work on a culture of transformational thinking and you’ll be sure to invest your time, money and energy wisely, to deliver exceptional results.