Change and transformation in organisations are often needed when current practices or cultures no longer serve the delivery of profitability, performance, or productivity.

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A quote attributed to Einstein is, ‘the true definition of madness is repeating the same action, over and over, hoping for a different result’.

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In a VUCA world the only constant within organisations is change. There is a need for change in order to avoid standing still, but to grow we need to successfully lead transformation which in turn requires innovative thinking.

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There are various change models which organisations can use to structure the change, such as Kotter, ADKAR, McKinsey 7-S. No matter which model an organisation uses to initiate the change, many organisations can hold claim to making people aware, and providing knowledge around the change, however, focus on the elements which are reliant on brining the individuals involved along the change journey are often lacking. Within the ADKAR model these steps are namely the desire to support change, the ability to demonstrate skills and behaviour and the reinforcement to make it stick.

The personalisation of the transformation through coaching can help to bring about a significant impact. A Metrix Global study found that coaching has a 788% return on investment across factors such as increases in productivity and employee retention.

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Coaching can be focused on many areas, from groups to teams and individuals and can assist in your organisational transformation by:

• Changing behaviours and mindsets to reflect the future.

• Increasing alignment to the strategy and, in turn, productivity and profitability.

• Helping individuals to address the tensions and conflicts caused by organisational transformation.

• Increasing resilience to change and transformation.

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Where transformation occurs.

 

Mergers and Acquisitions (M&A)

In a Harvard Business Review, it was noted that ‘between 70and 90% of acquisitions fail’ and a KPMG M&A study found that only ‘17% of deals added value, whilst 30% produced no discernible difference, and 53% destroyed value’.

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The fact of the matter is that all M&A activity is led by people; the activity itself can’t fail on its own. The reasons M&As fail or encounter difficulties are often attributed to people-related challenges. Coaching provides the opportunity to positively influence and be proactive in addressing these issues at a number of points in the process, and in doing so helps the thinking of employees, which in turn increases the success of the transformation.

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Digital Transformation

According to McKinsey research, fewer than 30% of digital transformations are successful. Even more frightening is the lack of sustainability which was achieved by the digital change. Unsurprisingly, organisations which are smaller or that are already tech-enabled have a greater success rate. This is hardly surprising given the opportunities to communicate and involve all colleagues in smaller organisations being greater, and with colleagues in tech-enabled companies already possessing a digital mindset.

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Coaching at a team and/or individual level can help to empower people by increasing their ability to adapt to the change which is around them.

Organisational change and transformation are about changing people and not just systems and processes. All too often, we focus on the tactical elements, for example, new ways of working, new system deployments, new values, etc. All change activity is still led, managed by, and involves people, and without bringing your employees with you on the journey, the return on your investments will be dramatically reduced.

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At Sytuate, we will work alongside you and your teams during periods of organisational change, such as mergers and acquisitions or digital transformations, to understand the change and support individuals and teams on the journey.