In this masterclass, I share my insights on some of the most important things that we need to keep in mind when we are leading large scale transformation efforts. (You can watch the recording here.)
Once the transformation is initiated (inspired or for survival), there are 4 phases:
1. Initiate:
This phase is all about explaining the reason behind the transformation, recruiting your change agents, identifying the different stakeholder groups and understanding our own apetite for change or transformation. This phase is all about building the foundation on which we can lead our transformation effort.
2. Mobilise:
This phase is all about getting enrolment and mobilising support for our transformation effort. There are different stakeholders who need to be led differently. The key here is to understand the different stakeholders and the roles they will play in the transformation and engaging them accordingly.
3. Scale:
This phase is all about scaling up the transformation effort. This is when we engage almost everyone in that is impacted or has a role in the transformation project. How can we drive momentum and invite large scale participation is the key goal in this phase.
4. Embed:
No transformation or change project is complete until the change we brought in becomes the status quo or gets embedded as the default operating procedure. The role of KPI’s, goal setting process, rewards and recognition is key in embedded the change.
In conclusion:
In conclusion, I believe that leading large scale transformation (technology related or otherwise) requires us to understand human psychology and work with it rather than against it. It always boils down to people and how we engage them, rally them, inspire them and support them.
Mandates to change leads to compliance and doesn’t last long. Inspired to change leads to collaboration and co-creation and lasts long. The question is what do you aim for when leading large scale transformation.
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