I recently read a McKinsey article summarizing two studies they conducted and entitled, “How To Beat The Transformation Odds”.
The summary spoke to the basics of transformation that we all know and apply to any project of any type.
Set Goals. Not setting goals before planning a change or a project is like going on a trip without knowing where you will go. Although that can be fun (I’ve known people that like to go on “coin toss” events, where you come to a corner and toss a coin as to whether you go left or right, not knowing where the event will end), in business, goals are critical to providing clarity and focus on direction.
Assess Organizational Capability. Most rational people would not start a vacation without understanding the condition of the vehicle they were going to take. For a transformation to take place successfully, the organization needs to exhibit internal organizational intelligence (external organizational intelligence is another term for business intelligence), that is, be willing to learn what is not necessarily desired to know. Only in this way can you identify the gaps that need to be bridged for the organization to truly transform.
Design the Transformation. When the family going on vacation understands what needs to be done for the vehicle they will travel in to be in top operating condition, they put together a plan to see all the maintenance and possible repairs are done before they leave. There is a process of prioritization and trade off. If they want to go to Disney, but the transmission is bad, they may have to give up on some of the other activities planned during the vacation to cover the cost of repairing the transmission. Disney still is realistic but only after prioritization (Disney is top) and trade offs (the wax museum, mystery spot and others are foregone.) Organizations beginning a transformation journey are no different and must plan, prioritize and make tradeoffs. What resources will be used? What can we afford to do at this point? Often, a quick win will be lest costly and build momentum, whereas, a more costly and timely action will require thought and consideration as to…
Transformation Execution. This is where the plan is put into place. All hands on deck, or to be consistent with the analogy provided, “Disney or bust!”
Sustain the Transformation. Here is where most organizations struggle. Ken Snyder, Executive Director of the Shingo Institute, home of the Shingo Prize for Operational Excellence™, once told me, “After 30 years evaluating numerous companies’ performance, it is apparent there is a near equal split between those that sustain results and those that do not, no matter how robust their systems and processes. The difference is the accumulation of behaviors of the people within the organization, or “culture”.
According to McKinsey, there are three things an organization can do to increase the probability the transformation will “stick”, and decrease the probability the transformation isn’t.
In short, transformation isn’t where a disciplined, thoughtful approach to all the above do not take place.
I once (binge) watched a NETFLIX original series called Fastest Car. The premise was that for 7 episodes, three sleeper cars (something in your neighbor’s garage that makes lots of loud noise on the weekends, is often very shiny, but not always, and only comes out on the 4th of July) would race against a super car (such as Ferrari, McLaren, Lamborghini or Aston Martin). The winner of each episode would go on to the final episode and race the other 6 episode winners, all at once. What was intriguing to me were the sleeper cars. With a couple of exceptions, the really impressive sleeper cars (regardless whether they won or not) followed this same process, as was shown on the human-interest tableau for each participant. It seems it is a universal process. If sleeper car owners can do it, and Disney bound families also, I’m pretty confident organizations can as well!,
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