One common mistake I have observed in organizations that feel the need for change is a confusion about what kind of change is needed. In the last couple of years I have seen change efforts fail because leaders were trying to implement incremental change, or improvements in behaviors and operations, when what was needed was transformational change. What is transformational change and how it differs from other kinds of change? That's what this post is about.
What is transformational change?
Transformational change is needed when the existing set of ideas that create order and stability no longer work. Frames of reference, thinking, and behavior need a fundamental shift. Therefore, you need a change that is bold and compelling - not simply a more or better version of business-as-usual. It's major in scope, breaks with the past, and distorts existing patterns of action. It calls for a new level of fearlessness, innovation and collaboration.
After the change has happened, you will have more than a large improvement, you'll have a different organization, a paradigm change, a state-change, a transformation.
Robert Gass, Co-founder of the Rockwood Leadership Institute, wrote a paper about transformative change which clearly explain some of the underlying principles of transformation. What follows is based on it.
1. Transformational change is holistic
Transformational change is a systems approach, which attending equally to hearts & minds (the inner life of human beings), human behavior, and the social systems and structures in which they exist. It aims to be irreversible and enduring.
2. Transformation focuses on acting in the present
The process of transformational change needs to mirror what it seeks to create. While honoring the lessons of the past and planning for the future, it has a strong focus on what’s happening right now, in the present. For example, if you intend to create an organization culture with greater ownership by stakeholders, you must act the change right now by initiating an inclusive process of change.
3. Transformational change accentuates the positive
While honoring the importance of naming and facing what’s wrong, what’s not working, and in need of change; transformational change taps the power of a positive vision. It focuses on what you want to create. It balances critique with appreciating and honoring what is already good and useful. Energy and hope are created by focusing on what’s possible.
4. Transformational change balances control with letting go
In transformational change a clear vision is created, yet there is also willingness to be humble in the face of what life brings. You understand that the only constant is change. Therefore, instead of attempting to dominate life, you keep a dance of dynamic interaction with what happens around you.
You have to learn to temper control with letting go of what you can't control. While you make good plans, you also understand that change is an emergent phenomenon. The art of transformation lies in giving attention to what is, while skillfully working in harmony with what is alive and moving in the world around you.
5. Transformational change relies on communication and collaboration
Because of its systemic and interdisciplinary nature, transformational change requires a high level of commitment and skill in open communication and collaboration. You can't do nothing alone. You have to appreciate interdependence and working in partnership—with other people within and outside your organization. You also have to give attention and engage with clients need, social trends, and unseen forces, with many call Spirit. All of this requires open communication.
6. Transformational change engages the heart
Leaders have a tendency of trying to engage and mobilize people through facts, analysis, and critical thinking. While intellect is important, transformational change requires to equally engage the heart:
- your deepest aspirations,
- what you care most deeply about,
- what you love.
In working with groups, transformational change activates not only the power of collective purpose, but also helps lower the barriers that keep people separate from each other, inviting all to greater compassion, trust and care for each other.
7. Transformational change needs to happen at all levels
If your organization needs transformational change, you can not focus on individual or departmental change. You will have to engage the collective, from the top executive suite level to the last individual in the floor. Some times the people with the less glamorous jobs have the best understanding of what needs to happen and why.
Remember. . .
If your organization needs transformational change, nothing else will work. The disruption and change in patterns of thinking and behaving it requires can be terrifying, but it's also exhilarating and will bring energy for creativity and innovation. Are you up to the challenge?
Are you trying to navigate transformational change and are not sure how? Do you want to gain clarity and find out if I can be of help? Contact me here to set up a complimentary call to explore options.
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