In the current macroeconomic environment and with the pace of disruption constantly accelerating, companies that can transform more effectively, efficiently and at pace will inevitably outperform their competitors.

“Transformation” really became a word in corporate culture in 2009 with General Motors running a large-scale transformation and restructure. Since then, many large enterprises have started Transformation programs to realise cost savings, become more agile, add technology platforms supporting smooth operations. So these 15 years of experience in companies going through transformation, why do so many continue to fail to deliver the benefits they promise?

At Evolvere we believe that real transformation is more than a program of work. Rather, it is the start of a new way of working which is grounded in building a culture of continuous improvement and agility.

In our experience in leading large scale global transformations, the below are critical elements for Transformation success.

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Clear vision and Strategy
We believe having a clear vision and strategy, and what success looks like is at the heart of any success transformation. Being clear on the why the transformation is needed, the value it will provide to the business and the teams specifically and how it relates to, and accelerates the business strategy will increase the likelihood of adoption of the change the transformation brings

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Executive Sponsorship
In our experience, in order to support the change that comes with transformations, strong and visible leadership is critical. Executive leaders that prioritise the transformation and the importance will invariably win more support from the team and achieve more value from the transformation. We have witnessed the best scoped and executed transformations fail to reap the full benefits because executives have not championed the change.

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Fit for purpose governance framework
Robust governance of the transformation program is critical to managing scope, resources, budgets and risks. Transparent status reporting, clarity on decision making and risk management are key to tight management of the transformation.

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Planning
In our experience, failure to adequately plan, define scope and metrics for success and ensuring the program has adequate resources and realistic timeframes leads to reactive decision making, costly over runs and protected timelines, undermining the value of the transformation.

Once the transformation has commenced, it is likely new initiatives will be added. A robust prioritisation framework to manage the new work coming in will reduce confusion, overwhelm and ensure projects are delivered in the right sequence.

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Over-reliance on technology
Technology is not the silver bullet. Transformation programs that have a foundation built on new technologies rather than holistically incorporating process, data management, cultural change

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Effective Change Management
People are at the centre of transformation, and their willingness to accept the change will impact on the value the transformation delivers. Change elements to consider include:

• Taking the team at the centre of the change on a journey: we believe that successful change starts with the heart before the head. In our experience, if the WIIFM (What is in it for me?) is not clear, if the “why” and the benefits of the change are not clear and if the team feels change is being done “to” them rather than “with” them, they are more likely to resist the change or take much longer to get on board.
• Communication: communicating why the change is necessary, what is changing and communicating with employees throughout the implementation on a channel and in a manner that is best suited to them invariably impacts on their adoption of the change. In our experience, storytelling is invaluable!
• Training: “Effective” training is more than just delivering training. It involves curated training experiences that resonate with the team and drive adoption and change.

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Creating a culture of continuous improvement
We believe the days of multi-million dollar, multi year transformations are long gone. These huge programs have been replaced by a transformational change within where continuous improvement and curiosity as to how the business can operate more effectively and efficiently each and every day. Adopting this mindset will invariably reduce costs over time, deliver a better customer and employee experience and create a competitive moat around your business.

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If this resonates with you, or highlights some of the issues your organisation is currently facing, click the “Contact Us” button or email us at info@evolvere.au.