Organizational transformation is a strategic method to position your organization from where it stands currently to where it needs to be in the future. This includes resolving longstanding issues, identifying gaps, and acknowledging the need for change to maintain a competitive advantage in a very dynamic environment. It does not matter if you are looking for an overall cultural change or seeking to transform a specific division – any scope of transformation comes with many obstacles.

The responsibility to lead such a paradigm shift falls on the shoulders of organizational leaders who hold the most influence over their teams and whose vision and the process will set in motion what we refer to as the organizational transformation process. But how can you, as a leader, redefine the vision, mission, and culture without being prepared for resistance?

After all, change is a complex and demanding task. Your team would have its own set of beliefs, values, and modus operandi, and the mere suggestion that the organizational system and climate need to change will be met with opposition.

It’s an important topic, and we are going to discuss some of the actionable steps you can take to create the intent for change and innovation and get your team on board for transformation.

Personalizing the Organizational Transformation Process

Before you can pitch the idea or convince your team, you have to be personally convinced that not only is transformation vital to your growth but that it’s possible. Your confidence and commitment are the keys to unlocking team stagnation.

Many leaders make the mistake of never taking the time to understand their leadership style and evaluating it for improvement. A successful transformational leader must consider their growth as part of the process.

This means learning new soft skills such as empathy and practicing it. Build a mindset where you step out of your comfort zone and specific role, and learn about the people that work for you. You have to take responsibility for your contribution to the problems faced by the organization and reflect on how any substantial change will affect your team.

A leader has to embody the motto, “be the change you wish to see in the world,” to gain credibility. If your team can see you investing time, resources, and efforts to learn and recreate yourself, they will undoubtedly be inspired to follow your lead.

Connect With Your Team

Do you know that one trait that nonprofit leaders can learn from political leaders? It’s how to connect with those that look up to you or are under your influence. What sets successful leaders apart from those that struggle to inspire their team’s dedication and trust is their inability to connect with them.

You have to foster a personal relationship with the top management and workforce on every level. Learning about their roles in your organization, asking them about the challenges they face, and appreciating them for their performances will create a bedrock of trust and two-way communication.

It will also help you learn the type of transformation your organization needs and how the team will react.

Communicate the Benefits

“Growing together” is a powerful and thought-provoking statement, and you need to use it as your tagline for any initiatives you undertake. Many teams are reluctant to change because they are unable to see the benefits it might bring, or perhaps they lack that capacity. Another prominent barrier to accepting transformation of any kind is fear – even leaders are afraid of change, failure and are riddled with self-doubt. The same stands true for every team member.

This is where you have to learn how to convince, inspire, motivate, and incentivize. When you identify the overall greater good, i.e., the organization’s benefits and your team, you can focus on making them feel safe.

You can do this by highlighting the positive impacts of transformation that include high-performance, leading to better compensation, innovations that allow your team to experiment with more ideas and savor ownership of their progress, and leadership excellence, where you open the doors for constructive feedback.

If you know how to create an atmosphere where your team feels secure in asking you questions, and you can satisfactorily answer them, you will have successfully addressed their fears.

Collaborate on the Organizational Transformation Strategies

You have personalized transformation, acquired insights into how your team functions, and discussed how change is beneficial to all. The next step is to open the doors of communication and make sure that everyone is invited to share their vision for the organization.

A common mistake many leaders make is that they miss taking feedback in the initial stages. You cannot get your team on board for transformation if you are dictating it to them. Your team has to work together towards a common goal, and it is your job to provide them with a collaborative platform.

Encourage them to give suggestions and foster a workplace culture that is built on smooth and open communication. Ask them about the culture they want to see developed and highlight areas of transformation they want to work on.

You will notice your team members will have different ideas. Establishing mechanisms to convert these differences into innovative ideas will exhibit your caliber as a leader. During the initial collaboration stage, your conflict management ability will also make your team feel more confident in your skills. When the team feels heard and valued, they will reciprocate.

Coach and Reinforce

When you learn new leadership skills and adapt to changes, you are serving as a role model. But this does not happen instinctively. You have to actively and intentionally learn these skills and then coach others to do the same. This transference of skills goes hand in hand with setting up technical processes within your team.

You must formulate your new goals, values, culture, and mission. Whether you are heading a team of high-level managers as a president or CEO, a team leader of a small group, or a team of employees as the head of a specific department, you must rally every team member to align and support the transformation.

Of course, it will not happen overnight, but stressing the importance of adopting new behaviors is vital to cultural transformation.

Final Word

A leader’s role is to clarify their team and make sure they feel like a part of every decision regarding organizational transformation. This creates trust, and whether or not your team follows you depends on how transparent, authentic, and involved you are.

If you can communicate your vision, they will surely follow, but you must identify your role in the process and draw on your strengths to do so. At Stratagems, we provide leadership development skills and training to professionals in a wide range of industries, and we would be more than happy to help.

Contact us today to learn how Stratagems can help you identify the best ways to get your team on board for transformation and continued success.