Everybody knows. The only constant in today’s world .. and in today’s organization .. is change. More and more, however, it is transformative change. Not the gradual, barely visible, frog-in-boiling-water variety. It’s gut-wrenching change, change that that leaves you in a completely different place than when you began.
Like the farm house carried from Kansas to Oz, transformation is about a fundamentally new perspective.
Transformation is the stuff of paradigm shifts.
Organizations are complex, highly integrated things, and they’re generally quite strong when it comes to survival. But that strength makes them resistant to new rules. So transformation is always difficult .. whether the mission is to restructure the workforce, enter new markets, redefine a brand, or successfully merge existing companies.
What does transformation require? Each of the above examples begs the question. Fundamentally, at the highest level, there must be people who are focused and committed to getting the hard work of change done, in spite of predictable .. and quite logical .. reservations. So we need to unpack the necessary drivers. What are the motivators? What must leaders do?
We’ve used the metaphor of building blocks in the past to take apart complex topics, so let’s use it here. What are the building blocks of Transformation?
- Q1. Open & Pervasive Communication. How much is enough?
- Q2. Leaders Who Care. When does supervision transition to coaching and/or serving as mentor?
- Q3. Trust in Those Leaders. Can we know when it’s safe?
- Q4. Owning the End State. Is it possible for an entire organization to find common ground?
- Q5. Freedom to Take Risks. So often, risk in business is against the grain. How do achieve something that is so often preached against?
- Q6. Willingness to Learn. How does an entire organization learn?
- Q7. Time. Do we have the necessary patience?
Please plan to jump in. We’re still finalizing the frame, and we’d love your input.
Also, we’ll plan to post additional Transformation-related topics and sources here, as a reference point, to energize & further inform our discussions:
- integral.org.au on Campbell, Star Wars & the Hero’s Journey
For 2016, the #orgdna community is launching a quarterly theme framework, so that 3 successive chats can be used to build perspectives in one specific area of organizational dynamics. We have added a new #orgdna agenda page as the preliminary guideline for the year .. think of it as our editorial calendar .. but expect it to change, as we learn more together.
We hope you will join the conversation every 3rd Monday at 10pm ET, 7pm PT. Simply use the #orgdna hashtag to connect with participants, inquire on the topic, or participate in the chat itself at the appointed hour. It’s always a lively exchange. We hope you will join us!
Chris aka @sourcepov Charlotte NC
January 19th, 2016 at 10:52 am
The transcript of this conversation is available for download here: https://collaborationdna.files.wordpress.com/2016/01/orgdna_2016-01-18_building_blocks.pdf
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