Transformations
Leading transformations is just leadership. Or is it?
Organisations are constantly changing. There are constant changes in the surrounding world, which affect the organisation to a greater or lesser degree. And the people of the organisation are also constantly changing, both individually and in the constellations they are part of.
It therefore does not really make sense to speak of “transformation leadership”. Any form of leadership in modern organisations is, in essence, transformation leadership. As the popular saying goes: “The only constant is change.”
And yet. We know that organisations do undertake concrete, time-bound transformation initiatives. These might include implementing a new project management tool, introducing a new feedback model, deploying a new HR system, adopting AI, or similar changes. That kind of transformation requires shifts in behaviour and culture, as well as a critical examination of the underlying structures. That is precisely where we add value.
Few fact and many myths
Morten Münster, who has extensive expertise in transformations, has made a strong effort to challenge some of the common myths about them – for example, the claim that 80% of all transformations fail. Of course they don’t; if they did, no new IT systems would ever be implemented — and yet they are, all the time.
What is difficult is that we can change workflows, values, offices, procedures, strategies, but we cannot change people. The best we can hope for is that they will want to be part of the new.
Are you on board? Or are you moving on?
So we can make the leadership decision to carry out a transformation. We can invite our people to come along. We can communicate, listen, and encourage. But we also have to step up and deliver. Once we have communicated, listened, and engaged in professional disagreements about the transformation, we must require commitment. That is a legitimate expectation of leadership.
We have strong tools for structuring transformations and the conversations around them, and we bring extensive experience from both change and transformation initiatives — as leaders and as consultants.
Shall we help you with your next transformation?
Asger Jorn“A step taken towards something close to right is more valuable than knowing exactly what right looks like, if you do not move at all.”
Coaching
New perspective and a clear path so you can make a feasible action plan
Workshops
Our approach to workshops is that there must be action followed by implementation and delegation of responsibilities.
Talks
Inspirational talks, new perspectives, mindset & collaboration
Let’s build something strong together
Our experience is that working with 3 Push gives the best results & greatest success with implementation. That means we commit to a minimum of 3 sessions/workshops together. Then we do not waste your money and our time