Coach Dan's Blog

I've often wondered if one of the reasons transformations fail to meet expectations, is because so many organizations misuse the word "transformation."   Let's start with a couple of simple definitions. trans·for·ma·tion /ˌtran(t)sfərˈmāSH(ə)n/ noun a thorough or dramatic change in form or appearance. trans·form /tran(t)sˈfôrm/ verb make a thorough or dramatic change in the form, appearance, or character of. By these definitions, one would assume that any organization is going through a really fundamental change.  Something that will impact even the character of the organization.  That sounds like a BIG DEAL! If you were to look under the covers of what most organizations call "transformations," I suspect you'll find something somewhat different.  You see, when an organization claims to transform, the change is often limited to the addition of some new tools, or a migration to a different process or framework (way of working.)  Of c...

  I received a "leadership quote of the day" calendar over the holidays - today's quote from the late Jimmy Carter seems to hit just right. In an ever-evolving work landscape, what matters are the values and principles that drive the way we work together to create valuable things for customers and stakeholders. The Agile Manifesto (circa 2001) still resonates with me today... (to the purists - please forgive my creative license - I believe the values apply to so much more than the creation of software!) ✔️ Individuals and interactions OVER process and tools ✔️ Working solutions OVER comprehensive documentation ✔️ Customer-focused collaboration OVER silos and hierarchy ✔️ Responding to change OVER following the plan ✔️ Relentless improvement OVER settling for status quo If you (and your) teams can find ways to live these values with every decision made - regardless of the framework applied, your customers, partners, users and stakeholders will all benefit in the long ru...

Jane Goodall's quote resonates with me deeply, and is especially relevant when applied to the practice of change management. So often, changes start with the best of intentions, then devolves into a litany of communication plans, stakeholder management lists, status updates, milestones and deadlines. Every change, regardless of size and complexity, ultimately intersects with the values, thoughts and beliefs of the people impacted by that change. "Listening and then starting a dialogue..." before, during and after the change is fundamental to creating an environment that embraces change. Listen and then start a dialogue, and you are well on your way to creating an environment that embraces continuous change and improvement.  

"The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking." - Albert Einstein Leaders have worked hard to make their organization how it is today. It's a reflection of how they lead and what they believe. Is it any wonder that it's so hard for organizations to change? Changing an organization requires the leader to change how they lead.  Transformations fail because leaders fail to reimagine themselves. Do you want your organization to change? Start with yourself!