“All great changes are preceded by chaos” – Deepak Chopra
In many organisations, transformation has evolved into a process of continuous change, where the result may not always be visible to its workforce. Programs are designed to be flexible, constantly adapting to reflect shifting circumstances such as new opportunities that arise, adjustments to the business strategy, or updates in regulatory requirements or political focus.
Workforce resilience is being tested
“To improve is to change; to be perfect is to change often.” — Winston Churchill
Change can often be a daunting prospect for many employees. The constant evolution of work processes, organisational structures, and objectives can leave them feeling overwhelmed. This is especially true when they are not included in the discussions about what is effective and what isn’t. This lack of involvement can lead to a sense of disconnection from the organisation’s goals.
It’s important to be aware that the success and speed of any transformation is directly proportional to the level of employee engagement. The more employees are invested in the transformation objectives and the journey towards achieving them, the more successful the transformation will be.
The Impact of Leadership in Transformation
During organisational transformation, leadership serves as the beacon of change. The vision, communication, and commitment of leaders are instrumental in setting the organisational tone. Engaged and supportive leaders can galvanise their teams, simplifying the transformation journey.
The role of leaders in driving change is not just influential but foundational. They set the pace and direction for the entire organisation. Effective leaders craft a clear and compelling vision for the future, a vision that resonates with employees across all levels, aligning individual aspirations with overarching organisational goals.
In hierarchical organisations, the ‘shadow’ of leadership can cast a significant impact. This shadow – the influence exerted by leaders, often unknowingly – can shape organisational culture and employee behaviour. Therefore, leaders must be mindful of their actions and decisions, as they can echo throughout the organisation.
Leaders must elucidate the rationale for change, the anticipated outcomes, and the potential impact on the team. Transparency in communication builds trust and mitigates uncertainties. Leaders should be approachable, providing support and guidance, and remaining open to feedback. This reciprocal communication generates a sense of involvement and ownership among employees.
For change to be truly successful, it must be led from the top and embraced at all levels.
Establishing a Culture of Adaptability and Innovation
The foundation of any transformation is company culture. A culture that promotes innovation, adaptability, and transparent communication can streamline and enhance the transformation process. Enabling an environment where experimentation, learning, and growth are encouraged, and failures are seen as opportunities.
Establishing such a culture begins with acknowledging and rewarding behaviours that reflect these values. Celebrate team members who spearhead innovative projects or swiftly adapt to new processes [Change Evangelists]. By creating ‘safe-to-fail’ spaces, employees are encouraged to experiment and take calculated risks without fear.
Transforming Resistance into Acceptance
Change resistance is a common human reaction, typically driven by fear of the unknown, satisfaction with the status quo, job security or lowering of status concerns. This resistance can present as scepticism, low morale, or even open opposition to change initiatives. The first step to overcoming these obstacles is understanding them.
Key to gaining acceptance is to involve employees in the transformation journey, from planning through to implementation. This involvement promotes a sense of ownership and can mitigate resistance. Clear communication about the rationale for change, its benefits, and management strategies remain vital. Offering platforms for employees to express concerns, ask questions, and contribute ideas can make the transition more participatory and inclusive.
Prioritising People
The conclusion is simple: prioritising your people is paramount to a successful transformation, driving efficiencies whilst building an adaptive and resilient workforce.
If you aim to enhance your focus on the human aspect of your transformation, we’re ready to help.
Are you ready for transformation?
Encompass Consulting Services partners with state government, federal government and corporates to develop tailored solutions that turn strategy into results. Successful organisational transformation begins from the top. It requires executives to lead by example and embrace the behavioural traits needed to effect change.
Encompass provides truth to power, drawing on data and experience to help leaders gain a true understanding of transformational challenges and the skills required to effectively lead through them. If you want to chat about setting your project up to succeed, or how to optimise an in-flight project, reach out to jamesalderson@encompassconsultingservices.com
