In my last post, I spend the majority of the time outlining the subtle, but important differences between evolution and transformation. Both are clearly focused on making the future different than the present, but they diverge on what type of change and how that change occurs. With both being relative to change from current state to a different future state, I have adopted a series of 7 sequential principles to guide the process that work in both cases (evolution or transformation).
Purpose: Create a compelling future outlook that is aligned with your broader organization, reflects the current situation and required change, and address the emotional and analytical needs of your audience.
Path: Create a rough outline of the journey you and your team will need to make to get from where you are to where you’d like to be, while being fairly comprehensive in scope but not detail, with prioritized stages so that success is a realistic and achievable within the given time frame.
Progress: Share the gains you see the team making over time correlated to the path you’ve laid out; there will be significant early gains/quick wins just because of renewed energy/focus – make sure to temper expectations relative to the longer journey.
Process: Convert directional path into clear foundational plan for all parts of your organization – people, tools, processes – and begin sustained cultural changes that will propel your team into the future.
Persistence: Repetition and sustained focus on effort, explanation of future state and path/process, bright spots on adoption curve, course correction where path/process were askew, and required cultural change.
Patience: Create and reinforce patience throughout the team and broader organization: consistently share progress updates and next steps, day to day balance building and stacking foundational “bricks” with improving the short term, and consistently reinforce culture change progress.
Production: As you get far down the path, celebrate the monumental progress, being to institute continuous improvement, create an environment for innovation, and allow the new culture to continue to develop on your foundation.
Over the next several weeks, Ill go in and share more detail on these 7 principles – giving you more depth and some ideas as to how you can make them work in your next big change situation. Ill also share any differences I’ve observed when using these principles in the two change scenarios (evolution and transformation) since it is so critical that we use the right words for our teams creating the right expectation and emotion with our messages. I look forward to sharing more and hearing your thoughts!
View from the Middle 