It’s human nature to resist any change which forces them to change from their current (SET) state to something new (UNKNOWN). Considering the nature of Change Management as a process, I have started feeling that we really need the change management process only due to its resistance. If there is no resistance, if the decision of change is well accepted then we can jump directly to execution without any Change Management or Transformation process.
In the last few years, I got involved with various companies, Large, SME, Startup with some or other focus to bring in change. Frankly, it’s not easy to implement change.
Most of the companies are quite excited and oriented towards the process, and as time goes most of the company loses interest and focus. They start living the regular life and the transformation/change management goes into Cold Storage.
Here are a few critical aspects of the Transformation Process
Design Thinking: All Transformation Initiatives need analysis, listing problem statements which we are trying to address, reframing them to narrow down the real problems so as to formulate the realistic possible solutions. The overall process requires interviewing, listening and understanding the stakeholder’s views and challenges. Once we mutually agree to critical and prioritized problems, we list down the probable solutions.
Transformation GOALS: Once we decide and list the problems and solutions, we need to decide GOALS for the transformation process. We need to follow the SMART framework to ensure it would be relevant, realistic for all involved in the process. Most of the time, many want to put MAGICAL Numbers or KPI as an achievement but those need to weigh from all aspects to ensure those are realistic. If the transformation GOALS are not realistic, then there are high chances that the process and initiative die down with time without any progress or outcome.
Collaboration: this is another important step in the transformation process. Stakeholder defines the Magical Numbers Goals and leaves it to the team for execution without much involvement and support. Here it’s not only the team who is going to implement it but the decision-makers who need to be involved in the process with all needed resources and support for the transformation process implementation and execution. Most of the processes lack the resources needed on time which causes an impact on the Interest and motivation of the team members.
Execution and Feedback/Control: While executing the changes, we need to implement it in short sprints and milestones. This help in executing the initiative with continuous feedback and control. With a regular feedback mechanism, we can push the data into again Design Thinking process to bring continuous improvement into the overall Transformation Process.