Innovate

Transformation Phase

Activities

2. Make the Decision to Change: Decide to change and develop a consensus among senior management that this is what you want and the direction you will go in

3. Provide for Change: Create and reallocate resources that you will need to support the transformation processes

4. Raise the Bar: Accept that your organization can perform at a high-level and that you owe it to yourself, your stakeholders, and your customers to achieve that higher level of performance

5. Live the Dream: Management should model desired behaviors now; don’t wait for change but go out and start acting as if change as already happened

2. Concretize Your Future: Model the state of your future success — What would it look like? How would it operate? What would you do differently?

3. See the Rift: Analyze the total system — current versus vision state(s) – identify the gap

4. Close the Rift: Identify what you need to do to close the rift between what you are and what you want to be – develop potential transformation initiatives

5. Rack and Stack: Score or rank each potential transformation initiative according to costs and benefits, focus on a few that produce the maximum change for the least resources and that promise quick-wins to keep the momentum going

2. Educate and Involve: Educate and involve the staff to the maximum extent possible – create a total transformation environment (visual cues and indicators of progress, change work habits, formal and informal ongoing education) – remember “Education is not a classroom”

3. Share, Talk, and Check: Create multiple coordination and feedback mechanisms that allow for mid-course corrections and that evolve as the culture evolves — make feedback loops clear and unambiguous. Remember, organizational ecologies and environments are complex – don’t rely on a single method for understanding the other world but structure multiple ways to identify and respond to feedback within an organization

4. Shout-Out Successes: Communicate progress to everyone and anyone that will listen – maintain energy, enthusiasm, and the sense that events are going your way and history is on your side

5. Dump the Failures, Bet on the Winners: Don’t become overly tied to a plan – if something isn’t working, junk it and focus on the things that are working – some new efforts are bound to fail, don’t punish people; just accept them as learning opportunities and move on — if new challenges emerge focus on them

6. Accountability, Accountability, Accountability: Hold people accountable for commitments – if some one says they will do something, make sure they know it, know what to do, and achieve it

7. Support, Support, Support: Transformation is difficult – people need support and help – make sure they have the resources and support to win