6 steps how your transformation will succeed, too!

At the moment, many companies are on edge. Exploding energy costs, digitization pressure, cost pressure, rising raw material prices, social responsibility, and sustainability are just a few 'hot spots' - the list of challenges why transformation is necessary for companies is endless. However, many capitulate before they even start - the mountain seems too high. Close your eyes and 'keep it up is then the fatal motto instead: We start anew - now. Even the Himalayas are climbed with the first step!

For most employees, transformation processes are now a red rag. The list of 'change phases' is endless. But it doesn't have to be. Transformation can be fun if you approach it the right way.

Transformation - six steps to success

1. Transformation does not need KPIs but attitude

Transformation is a question of attitude. The board must inhale the vision associated with transformation and trust that it will become a reality through 'prayerful repetition' and daily (pre)life. For change to manifest in the organization, the board must act as a role model and instill in employees the belief that change is possible and worthwhile. Ultimately, organizational transformation is rarely driven by the personal realization that 'I' need to change.

2. Transformation needs unity

The board must agree on the vision and goals of the transformation. Only when everyone pulls together does transformation succeed. Example: Strategic transformations can dilute profit margins in the first year, which means that a CEO needs the support of the CFO before embarking on this path.

3. Transformation must be exemplified

Walk your talk! It is not enough for the board of management to specify the topics of transformation and then expect its team to implement them. Transformation must be lived and felt by the board. Example: start a "forming and being formed" process. Have regular informal conversations about transformation goals with employees. Live the transformation. Keep asking yourself, "How can we bring the next level of leadership with us?" Approach employees and continually ask, "This is the opportunity I see and these are the challenges. How do you / do you see this?". The main point here is to continually adjust your own view/hypotheses through feedback.

4. Transformation needs vulnerability (oh yes!)

The Board of Management may admit that it needs the employees to meet the current challenges. The line of approach may be: "We want to leverage the full potential of the company, draw on it, and work with you to develop how we meet these challenges. We don't want to prescribe the to-do's top down, but develop a bottom-up strategy together with you."

5. Transformation needs a team that feels responsible for the implementation

Acting on your responsibility instead of relying on 'those up there - this is the only way for the bottom-up strategy to work successfully. To do this, you need a strong team with clear responsibilities right from the start. A team that fully supports the goals of the change communicates the support to the employees and, above all, consistently drives the implementation of the measures. This is not always easy - just think of business adaptation and reorganization or meeting cost-saving targets.

6. Transformation only succeeds with 'pause'

Transformation works best when you dare to stop and question yourself. Instead of unwaveringly following plan X, take the next step before implementing the current one. Be brave and ask yourself regularly:

Now you know the 6 steps on how transformation can succeed. But the most important thing is to stick with it. Transformation is not a sprint but an ultra(marathon).

How is your transformation going? Do you need competent support? Then book my Transformational Leadership Program.

I look forward to meeting you.