These reflections are aimed at sharing some ideas that are not necessarily novel, but that in some way invite us to reflect on our responsibility in the processes of change and transformation that we have undoubtedly experienced in our organizations.
In such a way that its approach is a way of remembering some concepts that encourage us to deepen and investigate experiences of success and failure in this matter in such a way that we can contribute in a positive way in the development of the processes that we live in our organization
Change or transformation?
It is questioned whether we can implement the new strategies with the staff we currently have and some alternatives are proposed such as:
- To train the people we have in the required skills and knowledge, after all, they are the ones who from the beginning have accompanied the company in good times and bad. Make a gradual change of people and professionalize positions in such a way that We can bring people with knowledge and experience in the position, however they may not have the same commitment and knowledge of the business, which can cause productivity to decline. Renewing all the personnel that we consider is not contributing enough to the company.
In this sense, it is important to differentiate the concepts of change and transformation, the first refers to the substitution of strategies, techniques, methodology and even personnel, the second is a concept that is more oriented to the gradual evolution of each of these components.
The decision then addresses the need to become aware of the importance of recognizing the aspects and factors that must be maintained, improved or definitely changed in the process towards achieving the organizational purposes.
Steps of transformation
In general terms, management gurus suggest the next steps in an organizational transformation process
- Acknowledge the Vision. Visualize the end of the road, that is, the point of arrival, where we want to be as an organization. Identification of Competences. What are the competencies that the organization requires and what are the current competencies of our executives and collaborators in order to close the gap. Strategic alignment. Correspondence between what we say and what we do, from the allocation of budgets to the commercial and development actions we execute. Availability of Resources. Capacity and available working capital to launch new initiatives Operationalization of the strategy. Convert the strategies identified into actions and tasks.
Suggested process
One of the most frequent and recurring questions has to do with the steps to be followed, in this sense the suggestion is the following:
- Make the process known to the entire organization. It is the way to include all officials in a common project, make them feel part of the defined strategic dream and recognize that their participation is definitive in the achievement of the proposed results, it is then intended to begin to recognize the allies of the change process and show the benefits it will have in increasing productivity Document each of the process factors. Have a management and management information system such that it allows understanding the operation of each of the components of this process and the participation of each of the work teams that make up the organization Implement new technologies, methodologies and actions. Train all staff in the use of the new tools,methodologies and technologies required for transformation initiatives to work and thus initiate the required cultural transformation. Monitor the process. Establish a system of indicators that are part of the organizational culture and that allow the accountability of each of the levels of the organization in a coherent way and with relation to cause and effect, in this way, monitoring and intervention can be carried out at the time that required.In this way, follow-up and intervention can be carried out when required.In this way, follow-up and intervention can be carried out when required.
I hope that these reflections contribute to the transformation processes that surely in many of your organizations are underway and contribute in some way to the necessary reflection to advance on this path that sometimes is not as expeditious or simple as we would like or at least as We imagined it when it started.
