Organizations are only as effective at delivering results as allowed by the people that constitute its dynamic existence. Organizations as entities, are nothing more than a container within which people of varying disciplines ply their trades. Organizations are only names on paper in a courthouse or law office. So, in order to achieve organizational transformation, you need only to focus on the people.
For an organization to deliver “better performance”, “enhanced results”, “more revenue and/or profits”, the people that are the organization must behave differently, perform differently, converse differently, expect differently. Without this change, the current state becomes the future state… everything remains the same.
The moment an organization leader becomes aware of his/her need for personal leadership development, that organization will begin evolving. The leader needs to evolve from her current state in order to lead her organization to the desired results. Only then will the organization begin its evolutionary journey. Even though the outcome may be complex, this journey will lead to a more effective organizational outcome.
Harvard’s John P. Kotter says that, “leadership is about coping with change; management is about coping with complexity.”
Evolutionary Transformation calls for a process that looks something like this:
1) Leader’s Personal acknowledgment that he/she must make some changes (prerequisite for success!). This leads to →
2) Vision building which then requires →
3) Strategy Formulation supported by →
4) Executable Goal Systems requiring →
5) Leader/Manager Development that produces →
6) Enhanced overall organizational effectiveness.
The outcomes of this process include organizational planning and leadership development at all levels which yield the desired results… evolving from what the organization is at the moment of the leader’s recognition of the organization’s current state, to the desired state at some predetermined time in the future.