Demolishing the Transformational Change Myths

Demolishing the Transformational Change Myths

Many organisations accept that they must change the way their organisations function in order to progress and prosper in the 21st century business world.

They’re right!

Old models of leadership are now, at best, sub-optimal. Modern leadership is about horizontal engagement and demonstrating inspirational personal behaviours rather than making lots of ‘important decisions’ and telling others what to do.

However, while significant numbers of organisations accept the wisdom of that, they subsequently find it difficult to migrate from their ‘as is’ command and control culture to new models.

TeamLytica can help you to achieve that transformational change but let’s be clear – it’s not easy. Old behaviours are deeply embedded in a typical business culture and can be difficult to shift or more correctly, evolve away from.

Let’s consider just some of the classic myths surrounding how transformational change is achieved:

  • Sending leaders on a course. Yes, it’s an important component but taken alone, it won’t deliver top-to-bottom cultural change in the organisation if all else remains business-as-usual afterwards. Attendees will simply revert to old behaviours once back at home base in order to conform to their surroundings.
  • Diktat from Mount Olympus. Inspirational memoranda from the CEO saying “things must change” won’t have a significant effect and paradoxically, they can be counter-productive.
  • Delegating responsibility for achieving it to HR. Professionals in HR may have an important role to play in helping but it is never someone else’s job to transform to a new culture – it is everybody’s.
  • Hanging revised ‘Mission, Vision, Value’ statements in reception. However laudable, they’re only an expression of an existing or more commonly, aspirational culture. Taken alone, they change nothing.
  • Tweaking the cosmetics. Changing office layouts and having more ‘dress down days’ (etc.) might help morale but they’re unlikely to generate radical cultural shifts or behavioural change.

So, if the above are some of the myths, how exactly does one go about transformational cultural change?

Watch out for our next blogs and more importantly, contact us for a discussion!