The Six Characteristics of Successful Transformations


When organizations undergo major transformations, it often requires a cultural shift among their workforces. Some examples of big, organization-wide transformations that necessitate cultural and behavioral changes among employees are mergers and acquisitions, introducing new structures, bringing new people into the existing structure, and opening up satellite offices in different locations.

Here at TMC, we often get called in to help organizations facilitate the major cultural and behavioral shifts that such transformations require among their workforces. Incidentally, there are a lot of similarities between instituting organizational change and developing great global leadership.

There are six areas that organizations need to manage to do transformation right:

  • Ambiguity Management
  • Agility in Complex Environments
  • Rapid Value Creation
  • Rapid Teaming
  • Organizational Alignment & Engagement
  • Execution of Global Strategies

Organizations need to understand ambiguity and complexity and be agile amid them. They have to be quick; many corporate or organizational changes go off the rails because they do not get quick wins that demonstrate that the change is moving in the right direction. This doesn’t mean that the change is completed quickly, but that the organizational leaders need to “hit the ground running” and get credible results early in order to demonstrate the viability and do-ability of the change. Leaders also need to make sure their people are aligned and communicating clearly so that when they are executing their global strategies, they are moving in the same direction.

By taking these points into account, leaders can both help manage transformations in their organizations and strengthen themselves as great global leaders.