Implement with the Right
Transformation Drivers
While we’re operationalizing, we’re putting the plan into action with full commitment and working with the organization to build momentum.
Transformation Driver
1. Commit with Energy.
Transformation is emotional. If leaders don’t model commitment and clarity, nobody else will buy in.
Ask Your Leadership
Are we burning the boats and leading with energy and commitment from the front line, or hedging from central command?
CEO stands for Chief Energy Officer. You have to keep the energy up. It will get hard.
Transformation Driver
2. Align Your Culture.
Culture is the glue and enabler to make the change successful and long-term.
Ask Your Leadership
How would we characterize our culture, and does it align with our mission and goals to get to the new world?
Culture enables you to build a high-performance company. We didn’t just want performance—we wanted pride. People had to feel this was a place worth giving their best to every day.
Transformation Driver
3. Balance Speed and Adaptability.
Successful transformations move faster than the speed of any potential resistance and reassess to keep the strategy relevant and executable.
Ask Your Leadership
Are we operating with a sense of urgency, is our momentum clear, and do we demonstrate it?
We had to be agile — we changed our structure three times during the transformation.
Transformation Driver
4. Demonstrate Unwavering Belief and Require the Leaders Own It.
Know and show that we will be successful. The leaders must take the transformation forward, without the CEO or COO in the room.
Ask Your Leadership
Is our communication driven by passion and belief or are we suppressing our internal imposter syndrome?
If your leadership team isn’t modeling the change, it won’t stick. And if they’re sending mixed messages, it creates chaos.