What shift are you looking to create in your organization?
When we create and lead a Transformational Leadership Retreat, we begin with determining the goal.
The process begins with working closely with leadership to clarify a transformational goal. There may be a number of ambitious goals, some of which can be accomplished (or at least begun) as a result of the retreat experience.
We see the retreat as a focal point in a process for creating clarity. The experience gathers and releases energy and enthusiasm, providing the momentum needed to achieve other, larger goals that may require new practices, processes, and structures.
Without this clarity – and the accompanying enthusiasm – adopting new ways of thinking and doing things can be much more difficult.
Most industries and organizations are dealing with varying magnitudes of change, yet there continues to be evidence that most “change management” initiatives – as much as 70% – fail to achieve their objectives.
What if the reason “change management” isn’t successful is because the focus is too small?
In nature, true change is transformative – there is no way to go back to the way it once was. In organizations, many projects and programs are focused on tinkering with change at the edges. As a result, there are occasional alterations, but a dramatic shift in productivity, effectiveness, or results remains uncommon because fundamental issues haven’t been addressed.
In the end, people get frustrated because the change seems to be an obstacle to getting their jobs done, is not meaningful to them, or doesn’t make sense.
In planning Transformational Retreats, we work with leaders to engage teams in an experiential process that is meaningful to them. Transformational change requires a clear, powerful vision from the get go, as well as methods of engaging people in solving problems and creating a way forward.
Engaging people to think and act in new ways simply can’t be accomplished by “broadcasting” what you want in a few memos, emails, or meetings.
As an example, we recently worked with a client to implement a talent management program. The purpose was to develop role profiles and competencies for each position in the organization. The notion was noble: develop a holistic approach to hiring, developing, promoting, succession planning, etc.
At face value, no one could argue with it, yet no one really believed a shift would take place, largely because it was seen a “bolt on” fix to a process that was already broken.
Incremental change to a system, process, or organization that is not functioning well leads people to believe there will be no change at all. The solution is not to “tinker” around the edge, but to destroy the broken system and build something different.
That may not seem practical. Blow it up? How will work be done in the meantime?
Transformational change doesn’t happen all at once. It is the culmination of a radically different vision, beginning with generative conversations and relationships for everyone involved. The process and system are changed as a matter of course, due to the shift in the way people think, talk, and act.
As organizations continue to experience more disruptive change, we believe transformational leadership will replace “change management.”
The good news is that leaders don’t need all the answers. They can engage their people to create the way forward.
Creating an intentional transformation requires an inquiry that leads to a powerful shift in context. It’s similar to the model we use to create a transformational retreat – a powerful tool you can use to launch a change in direction, focus, level of commitment, etc. Start by answering these questions:
WHAT’S THE URGENCY FOR THE TRANSFORMATION NOW?
Any great journey starts with the purpose. It is important to address the reason for transforming now:
- Why is a shift needed?
- Why now?
- What happens if you do nothing?
There may be a change in the marketplace that impacts revenues or profitability, a shrinking customer base, new disruptive technology that forces a change, or a window of opportunity you can’t pass up. Whatever the issue, the reason for a change needs to be big and compelling.
WHAT’S THE TRANSFORMATIONAL GOAL?
What is the ultimate goal of changing anyway? The reason can’t be just to get better or be “more nimble.” That is nibbling around the edges. It’s not clear enough, and therefore won’t result in transformation. Focus on a goal that is the linchpin for all of the upcoming changes.
WHAT NEEDS TO BE IN PLACE TO ACHIEVE THE GOAL?
What information or evidence (internal or external) is needed to support this intentional transformation? Finding the answer starts with interviewing people that are will be impacted by the transformation. Uncover the gap between where the organization is now and where it wants to be in the future.
It also is imperative to do some benchmarking against organizations that have reached the goal. They may or may not be in your industry, but it is vital to get an understanding of their journey.
HOW DO YOU PREPARE PEOPLE WHO WILL BE IMPACTED BY THE CHANGE?
How you speak about the proposed change, the conversations you have (and don’t have), will impact the result you can achieve. People resist change when they feel like it’s being done to them.
Transformation happens when the people impacted have a voice and feel involved. It is absolutely critical that those impacted by change not only buy in, but are also involved in developing and implementing the transformation. Successful transformation occurs when the people embrace it, understanding why – and when – the change is.
Anil Saxena and Jackie Sloane work together to create transformational interventions and retreats for public sector, Fortune 1000, privately held, and not-for-profit entities.
Questions about learning more about this topic, transformational retreats, or transformational change? Want to schedule a transformational retreat for your organization at the Catalyst Ranch? Contact Jackie Sloane, Jackie@sloanecommunications.com, at 773-465-5906 or Anil Saxena, anil@cube214.com, at 847-212-0701 to learn more.
Picture thanks to http://mkalty.org/change-quotes-2/
