We have all heard or most likely even uttered the word ‘Transformation’ but what is this new role and function that has started circulating recently?

Well though this has been quite a common process within HR and for some companies even the greater business, this facet is taking on a life of its own and is very much being sought after by a number of businesses, new and established, big and small alike, due to the fact that it focuses solely on bringing about change that drives growth in a business and tends to be a champion or driving force behind faced paced, rapid change and development, mainly coming from operational, infrastructural organizational and digital transformation.

More often than not Transformation be it a consultant or an internal employee will include:

  • Infrastructure and Business Model – We get underneath their business model and design to understand, what is going well, what’s not going so well and what can be done better in order to orchestrate the change the business wants to see. This can include things like resources, departments, job roles and priorities, or can include looking at external architecture like competition and market structure.
  • Data, Data, Data – We look at the data, understand it and use it to map out the efficiencies, inefficiencies and gaps by department, by person and throughout the whole organization. With that understanding, a transformation professional will incorporate these data points as part of their transformation change plan.
  • Agile Working – In order to expedite transformation and change, we often look at ways to work in a more agile and lean manner. This can be through true agile working in a project management sense, or it can be simply promoting more lean and efficient ways of working across the business.
  • Communication, Behaviour & Training – Change often falls flat as it is often assumed that it can be managed by changing structural or strategic aspects of the business and that then people will by default just get on board with that, however it is not the world we live in and change simply cannot work without buy-in or individuals who can change their thought process, beliefs and behaviour. So yes, to really drive the change you need to also look at changing minds and behaviour. To do that we look at understanding how individuals are motivated. By understanding people’s behaviour we can understand how people are motivated and influenced. Often this leads to Transformation being a bridge to these gaps, whilst looking at how change is communicated across the business, what behaviours need to be influenced for change to be sustainable, and normally employ a range of training in order to really embed that change for the long term.

You’re probably now wondering if you need Transformation In your business?

Well, the answer to this really depends on the size and scale of the business change that you’re looking to implement, and the budget you have to do this. Whether or not you hire a consultant or recruit someone at C-level it is useful to have some form of resource dedicated to change if you run a business that is scaling and requires consistent change.We have all been there, you try and make what you think is a simple change in your business and then 10 other things happen as a result which then also require management.

Having a consultant or even someone internally who owns this role is instrumental in not only driving the change, but become a connector between your business strategy, and the levels of change that need to happen in your business to enable that to happen.

If you are a leader looking to better manage change with your business, department or team, reach out to us here or via a DM on our LinkedIn page to find out how we can help you.