1. Having a well-defined vision and objectives
It’s critical to understand why the transformation is taking place, what you want to achieve, how it will affect business outcomes, and when you’ll call it a success. “If a clear purpose is defined,” according to BCG, “the transformation success rate rises by more than 80%.”
Employees and leaders will understand the “why” of the transformation if a clear purpose, vision, and goals are strategized and shared with them. It also makes gaining their support for the transformation easier and makes your training successful.
2. Change management from a holistic perspective
Transformation must be a holistic approach that addresses multiple aspects of the business to be successful.
For example, suppose your goal is to transform your processes to be more agile and collaborative. In that case, you’ll need to think about how it will affect your organizational structure, the technology you’re using, and whether or not there will be a talent gap.
3. Developing a strategy and a strategy plan
Make a list of the steps you’ll need to take to transform the company. Begin with the end in mind and work your way back through the organization. A plan with a timeline helps to make the transformation process more tangible and keeps the focus on the task at hand.
4. Setting priorities
It’s impossible to make all of the necessary changes all at once. Instead, prioritize the issues you want to address first, such as implementing three new workplace tools one at a time rather than all at once.
It’s also possible that the transformation strategy will evolve with time. So, reevaluate things, modify the plan, and don’t be afraid to reprioritize in that case.
5. Involvement of decision-makers and stakeholders
It’s critical to include key stakeholders in the process if you want to succeed. At the start of the process, identify who these people are and remind them why the transformation is taking place and their role. After all, effectively defining roles and responsibilities can boost transformation success by 70 %.
6. Disseminating transformation advantages
Make the change process as transparent as possible. Not just to key stakeholders but everyone in the organization. It will be less difficult to overcome any resistance to the change.
Create a written communication strategy that addresses all concerns, including the new company’s appearance. Ensure that communication is two-way, and that employees have the opportunity to ask questions and express their concerns.
7. Consistently align leadership
It’s critical to have a complete agreement with all executives on the purpose and scope of the change that needs to take place. Then, if there is a disagreement, put it on the table, work it out, and adjust the plan. Just don’t wait until the change has occurred before acting.
8. Employee-centric Transformation Process
Employees are at the heart of your business. Focus on their needs throughout the transformation process and keep them updated on the progress. This can also imply removing ineffective hierarchies obstructing progress and reorganizing teams that set the pace for transformation and not act as speed breakers in the path to transformation.
9. Keeping track of progress
It will show you how much work you’ve already completed, how much work you still have ahead of you, and whether you need to pivot.
Utilize data, solicit feedback from employees and customers, and monitor the success of this long-term change. Your objectives determine the metrics you use to track your progress.
10. Creating a high-performance culture
Creating a healthy competitive environment for employees through collaborative and interactive training fosters a high-performance culture that encourages employees to share and brainstorm ideas to come up with the best ideas to achieve a collective goal cost-effectively.