Defining Transformational Change
Even small changes at work can be difficult. To succeed at transformational change in any organization is incredibly challenging because transformational change completely changes how people think, behave, interrelate, and work. Transformational change often alters processes, practices, structures, people, and technologies.
During times of transformational change, virtually nothing is quite the same as before, and there’s no going back. An additional difficulty is that transformational change in an organization can rarely be accomplished incrementally but often needs to be adopted in one fell swoop.
To Be Successful at Transformational Change
Our change management consulting experience of over twenty years advising our clients on how to succeed at transformational change has taught us that there are four fundamental requirements:
— A current state analysis
— A compelling vision for change
— The urgency for change
— A plan to communicate change
Once the message of change has been cascaded and understood and agreed to by key executive stakeholders, each work group must define the change and how they specifically fit in from their perspective. After all, effective organizational change happens on the frontline, not in the executive suite.
We know from our change management simulation data that a month or two of “trying” the new way of doing things is not enough. You need to make sure that people are unlikely to revert to the old, and often easier, ways of doing things.
The Bottom Line
Successful transformational change requires a clear, compelling rationale that leaders and the workforce alike accept and are committed to. Transformational change requires a greater degree of commitment and perseverance, but it is possible. Are you ready to do what it takes to see your change through?
To learn more about how to ensure successful transformational change, download 5 Science-Backed Lenses of Change Leadership
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