3 Reasons Why Transformation Fails
By Bernard Chanliau, Thursday 13 May, 2010
3 Reasons Why Transformation Fails and How to Build a Business Transformation Team white paper by Lorna McDowell, organisation risk analyst and transformation mentor & coach supervisorSynopsis:
The current economic climate is placing increasing emphasis on efficiency, cost-effectiveness, value for money - whatever you want to call it - it means only one thing: increased pressure on staff and institutions. Employees have to do more with fewer resources, suppliers have to adapt to competitive pressures, stakeholders have to satisfy the markets, economic pressure is forcing manufacturers to outsource in cost-effective countries such as China and India and at the same time the public at large is under increasing stress arising from economic, societal and geo-political pressures. One needs to have experienced the chaotic airport 'frenziness' lately with the ash cloud ...
This increased pressure has led to a growing emphasis on management and organisational structure.
A) Summary of situation:
- 75% change management programmes fail
- Public sector 20% cuts in spending
- Expectations of more for less
- Radical change and predicted de-layering of public sector
- Need for innovation not just improvement
- Departments, divisions and companies fighting for survival
Never before such a demand for transformation - but grid locked by the existing culture
B) 3 reasons for failure
1. Unfamiliarity with the terrain leads to an oversimplification of the situation, insufficient thinking and resource, confusion, lost direction - a lack of proper preparation
2. Reluctance to enter the chrysalis leads to procrastination or avoidance through fear of the abyss
3. Premature and non supported flight (i.e. Lack of specialist support, review - time to build, nurture and grow internal capability)
C) What we do - release the grid lock
(3 Steps - passing through the chrysalis)1) Understanding the terrain
2) Entering the chrysalis
3) Taking flight
1) Understanding the terrain by facing the reality: Review and understand the situation (i.e. What are we dealing with). Including diagnostics, system map, trends, culture, readiness for change and strategic/organisational risk.
2) Entering the chrysalis (going deeper): Plan and design for transformation (i.e. Vision and Strategy formulation, consultation, scenario planning, gap analysis, development of transformation teams)
3) Taking flight (supported change): Making it happen (Capability development and Supported change, Shadow consulting and coaching, capability development, specialist insights, organisational learning)
Download White Paper: 3 Reasons Why Transformation Fails and How to Build a Business Transformation Team.pdf
Lorna McDowell will be co-hosting Unlock Cultural Gridlock - an Organisation Analysis workshop with John Bazalgette of the Grubb Institute of behavioural Studies in Dublin on the 10th June. The cost is 195 Euro pp. For more information and to sign up visit www.xenergie.com/workshops.
