The problem is that resistance to change is created in large part because the stakeholders have not been engaged up front and early in the process; to provide input, line-of-sight, or insight to the organizational structure, systems, processes, and technology changes. So, the key in a transformation strategy is to conceive what we would call the content solutions and the engagement of people, together in a unified process.
In any effective transformational strategy, there are always three pieces:
Content of Change
The organizational focus of the change (structure, strategy, business process, systems, technology, product, or service.
People in Change
People’s mindset, emotional reactions, behavior, degree of engagement, acceptant, commitment, and cultural dynamics.
Process of Change
The way in which change is planned, designed, and implemented, how it unfolds, its roadmap, governance, and course corrections.
Transformational leaders build a unified change process that integrates all the content changes with all the people changes so that right from the beginning, the transformation strategy is moving the dial on engagement, communications, and commitment through how their leaders are going about identifying the content solution.
That early employee engagement, communication, participation, and inputting to direction, as well as the early engagement in how you are going to change the culture, is what instills the stakeholder commitment to pursue the content changes successfully. So, what is required in the transformation strategy is to build an integrated strategy that addresses both the content and the people simultaneously. This enables you to achieve your breakthroughs and realize your organizational vision.
