Changes for the Organization that lead to Transformation, Pt. 1

Changes within an organization have a variety of effects, often depending on the magnitude of the change.  Some changes are small and can go unnoticed, while others are more cumbersome, take longer to implement and/or take longer to see the benefit. 

It is from the more robust organizational changes that companies find themselves in truly transformational efforts.  Some of the most common large-scale organizational changes that lead to transformation are new leadership, standing up a Business, Enterprise Architecture or Advisory practice, modifying a company's operating model, or moving silos into a more enterprise focused role.

Often when there are changes in leadership, leaders are in a position to implement their ideals. This can initiate a transformation.  This change can lead to transforming either a specific business unit or can spread across larger areas of the organization.  Changes in leadership can result in a transformation simply as a means to evolve from a previous leader’s direction. 

When arriving in a new position, new leaders identify where they can impact direction for an organization. Transformational leaders will attack the opportunity and steer towards new methods and innovative designs. These changes can easily drive large-scale business transformation.

On the other hand, if an organization has a leader that is resistant to change, it can often halt new or prevent existing changes from becoming successful. Having such a leader replaced with a more transformational leader, will allow transformations to occur and with perhaps fewer challenges.  [Note: Politics and differences in ideals among leadership is one of the biggest roadblocks for why transformations don't' occur or are not as successful with implementation and/or timing for the completion of a Transformation.  This topic will be addressed in the near future.] 

Despite the reason for changes in leadership, each leader has their individual ideas and vision for how the company should run; some of these visions align with the current state, and other visions can lead to transformation.  Change Management is an important aspect to ensuring proper execution of a transformation initiative. Change Management specifically addresses the problems around culture and leaders and their willingness to face the change with open arms or closed a closed fist.