Transformation requires fundamentally changing the way an organisation thinks, responds and leads
Our 6 Secrets of Transformation© drives your organisation towards sustainable success. It ensures that beyond operational transformation in your organisation, the people are transformed too.
6 Secrets of Transformation©
1. Playing the
Game of the Impossible
Overcome your fear of failure by setting Olympics goals.
We believe that setting incremental growth targets merely facilitates ‘business-as-usual’. Our journey starts with big, seemingly impossible targets that push us out of our comfort zones. Because only by setting these impossible targets, do we begin develop new and transformational ways of working.
2. Anchoring on a
When everything is a priority, nothing is a priority.
Governments and organisations alike face the same common issues – too many needs and too few resources. This leaves leaders with the impossible challenge of prioritising where best to allocate resources. A True North ensures that the vision and mission are clear and more importantly, quantifiable in a manner which allows priorities to be equally assessed.
Discipline of Action
Do it relentlessly. Monitor it constantly. Solve problems recursively.
Everyone has strategies and plans. But what separates visionaries from leaders is getting it done. Discipline of action means galvanising the entire machinery of the country or organisation into translating the True North into tangible, real results. We do, we assess and we problem solve because we accept that plans change constantly.
Knowing when to shift from directive to empowering.
Transformation always involves fundamentally changing the way we work. The first days, weeks and months of a transformation journey are fraught with issues as leaders are faced with implementers who are not only unfamiliar with new demands but who may also subconsciously retreat into their comfort zone, slowing the pace of work. A situational leader helming a transformation journey will often start by telling people exactly what needs to be done and then transitioning to a more empowering model when confidence and discipline have been built.
No person is an island
Transformation fundamentally changes the way that we work, whether it is at an individual, organisational or national level. We change the way we do things, the way we interact and the way we depend on others to support us. No one gets big things done alone. Leaders need to build collaborative networks and manage opposing views and polarities. We believe in ensuring that every person – from the top leadership to the last person in the implementation chain – is aware of what they are doing and why.
Accept and manage uncertainty.
Regardless of how detailed our plans may be, some variables end up being outside our control. The best leaders prepare for this uncertainty; what they can control to ensure that the best effort is delivered and good values maintained – all while practising self-renewal to prepare themselves for the next challenge.