Read on for a 9-Point Checklist:    

Why This Is Important   

By its very nature, Business Transformation is a complex sequence of events and activities with the aim of delivering significant change involving much that is new. As a consequence you wouldn’t expect your team to be familiar with what is being proposed. Nor will they be aware of some of the other things that need to be taken into consideration.

We’re talking here about working out what needs to be done, designing a solution, communicating and implementing it; while at the same time being fully aware of the mix of personal styles of the stakeholders involved. It’s not in the routine of work to have to figure these things out – existing processes (as an example) have been developed and adapted over time to deal with the contexts. However a transformation, being completely new, should try as much as possible to iron these things out from Day 1.

Therefore it is very important indeed that the people tasked with carrying this through have training in all the aspects, not just taking their existing business skills forward.

What Should it Contain?

There are 9 elements to every transformation, each of which requires understanding and knowledge if they are to be carried out effectively:

  1.    Defining Problem Ownership
  2.    How to properly investigate root cause. Even the transformation that is being envisaged as a result of a strategic decision is in response to some problem. Are the assumptions correct? If not then what is wrong?
  3.    How to embed a culture of challenge. It’s no good assuming that the person at the top has all the answers – they don’t. So people have to get used to challenging and being challenged in constructive ways.
  4.    Understanding of the various styles and preferences, team types and more. A look at the psychology of the stakeholders and how best to influence them, optimise use of their skills and more.
  5.    Knowing how, where and when to introduce formal creativity into the analysis and design phases.
  6.    Having a good understanding of how to apply a suite of creativity techniques to the problem solving aspects. If you only do what you did before, then the change isn’t likely to be truly transformative. Your people have to know how to break out from existing thinking.
  7.    How to plan communications for the transformation activity and execute them to good effect.
  8.    Top-notch project planning, which also includes clear measures on milestones that are indicative of the required changes taking place.
  9.    A Governance Structure that is both transparent and fair but which keeps things under firm control.

Does Your Existing Training Cover ALL of These?

If not, then before you start on a transformation programme you should work out what is missing and get the training. Much of it can be coached while the people are actually getting things going – as long as you have a provider that can work alongside you.

It’s all about good preparation – laying the foundations for a business transformation that is much more likely to succeed at the first attempt. Sadly, all too often, I see organisations that have been attempting major transformations without this. The results are always failure and a massive waste of resources before they finally wake up to what is needed.

How Do You Turn All This Into Reality?

That’s where we can help. Get in touch and start the conversation. We’re experts at delivering exactly the right mix of training and coaching to enable the people you need to get on with things with confidence. If you’d like more information, then you can also follow this link.

Master Coach can be contacted at https://robwherrett.com/contact/

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