Humans develop and upgrade themselves through evolution while situations change and set the stage for transformation. This is simply the way organizations also function. We should bear in mind that over years these terms are easily spoken rarely delivered and more easily forgotten midway through the journey.
Organizational transformation is a mindset that needs to be translated which is the most common challenge for many business leaders. Smart managers are always looking for opportunities to increase their organizational effectiveness and strengthen their company’s culture. This effort is especially critical in times of change like what we have experienced last year as a result of the pandemic. It’s also where organizational transformation becomes the factor for longevity.
At the juncture between organizational sluggishness and sustainability, organizational transformation strategies can provide continuity and opportunity to your business. Most of the transformation affects your most sensitive resource – your Employees. Here is where HRs have an imperative role to play and contribute to organizational transformation success!
What and why is organizational transformation important? How to go through this process? What is the role of Business and HR leaders in this process? Read along to find your answers.
What is organizational transformation?
“Organizational transformation is the process of transforming and changing the existing corporate culture to achieve a competitive advantage or address a significant challenge” – by anonymous.
It typically involves most of the people in the organization and has the potential to refocus and reenergize the entire workforce. Transforming an organization requires the ability to be agile and responsive to industry, technology, and workforce trends and pivot when necessary. The organization’s culture must be adaptable to get everyone from where they are to where they want to be while embracing core values that make it unique. In today’s scenario, the digital transformation includes keeping up with and being at the forefront of technological developments. Organizational transformation must align with the business goals and also enable changing the workflows, making them more agile, adaptable and hence effective.
Why is organizational transformation essential?
It is natural for life to evolve and organizations have a life too. It is important that organizations have their checks and balances and have an agile culture to adapt to the changing and emerging advancements in the industry. Any organization initially is an idea that takes birth and forms an organization and then evolves into a big giant. This doesn’t happen overnight because it is a process and includes the efforts of many people. Through this journey, organizations that grow into known brands, bigger numbered organizations and have unique USP will definitely have organizational transformation as an integral part of their DNA. Simply said – If we do not transform to evolve organizations will set themselves up to fail and become extinct.
A few key areas while transformation is devised include – organization’s productivity or performance improvement, culture, market visibility and impact, competitive advantage, and change management in the organization.
Organizational Transformation Process
We understand from Kurt Lewin’s model of organizational transformation, there are 3 stages – Unfreeze, change and refreeze.
This is the first step where the organization leaders identify the need for change and create the perception throughout the organization change is needed in order to improve the organization.
This occurs in two ways: (1) Recognizing the need, and (2) Encouraging new behaviours to replace old ways of doing things.
The HRs are crucial for identifying and sharing data indicators of transformational need. For example, low empl