29. April 2011 18:14
WEBCAST:
Intentional business transformation: A world beyond change...
Date: May 12, 2011
Time: 11:00 am EST [8:00 am PST, 16:00 GMT]
Duration: 90 minutes
Cost: $99 $49 USD for OTM customers, friends & business associates
Register now
Transformation is a term often used interchangeably with “change,” but the two words are distinct and lead to very different practical outcomes. Let’s start with the definition of the word “transformation” according to the World English Dictionary:
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transformation [trans-fer-mey-shun] - n
1. a change or alteration, especially a radical one
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While many businesses seek change, those changes are rarely – radical. Transformation requires a radical departure in not only structural changes but in the value proposition to customers, ways of working and culture. This is simply not done by rolling out a new set of values or cultural attributes...
The transformation of a business into its new future state demands a very different approach than traditional change management efforts – which are doomed to under-deliver from the start.
Transformation of a business necessitates the conversion of legacy cultures and ways of working from those behaviors “stuck” in the past to create and bring forth a new future. These changes must start with the executive leadership team.
To understand why some businesses are successful at transformation and others not, it is imperative to understand why most efforts to transform fail. Transformations fail because:
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There is no explicit, practical distinction between change versus transformation.
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The way businesses organize, approach and govern transformations is done that same way as they would approach any change.
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Transformation sponsorship is typically too weak and individually-driven.
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As a result of the natural ambiguity, leaders become over-invested in the details – needing to have answers for everything.
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The prospect of leveraging collective organizational intelligence is too scary and considered chaotic by leaders.
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An under-investment in time and resources is made, preventing a successful transformation.
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The organization falls back to change management tactics of communication and training to make the transformation real.
Learning Objectives
By attending this webcast, you will:
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Gain a clear understanding of the fundamental difference between “change” and “transformation”
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Be able to determine when transformation is the right choice and why.
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Review case studies of how not to approach transformation based on real examples.
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Recognize the key ingredients to successful transformation
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Appreciate the relationship between transformation and organization design.
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Develop an effective transformation plan accounting for the key components overlooked in traditional change management plans.
If successfully transforming your organization is important to you, do not miss this webcast on May 12. We guarantee you will leave with vital information and practical strategies you can use to move beyond change and truly transform your organization.
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