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Transformation Begins with People

By Jasmine De Clerck, Consultant Borderless Outsourcing

We’re familiar with the basic elements of business transformation: changing “As Is” processes and organizational structures into “To Be” processes and structures. Painful consequences have taught us that, in most cases, the success of the transformation project and potential ROI are dependent upon the rapidity of transition from Old to New.

While most of us are also “intellectually aware” of the emotional upheaval employees face, due to the urgency imposed on business transformation programs, too little attention is spent on addressing the emotional impact on people and its effect on outcome. In short, transformation is too often focused on processes and too little on people.

Since the eventual organization will affect both the way business is executed as well as the team conducting the business, issues affecting people and behaviors should be addressed upfront. While the Executive-in-Charge is busy creating awareness of the need for change, parallel work is required in the following areas:

• Organizational development: processes, roles and responsibilities, workflow, accountability
• Skills assessment, training, attracting new talent and skills, handling redundancies
• Coaching for change (for and by employees in leadership positions)
• Internal communications to the entire organization to address the changes taking place
• Care and attention to the needs of each person impacted
  

Rather than taking the simplistic approach of using the current organization chart to “Cut this section and keep that one. Merge this position and eliminate that one”, maintaining valuable skills and  ensuring well motivated people requires something that incorporates a strong people dimension.  

Take the time early on to properly assess individual skills across the organization and determine where the real trove of knowledge and competencies is buried. Reduce the risk of losing good people by communicating early and ensuring that each person understands the impact of the changes taking place and your future expectations.  Prevent needless loss of talent through fear or anticipation of being made redundant.

If you are serious about business transformation and serious about its effects on your people, then put staff engagement high on the list of priorities. Integrate a senior change management executive into your program management team early on. Hire them for the duration of the project or enlist an internal HR professional who specializes in organizational development, coaching and change management.

Remember your people strategy and business strategy are inextricably linked. Assign due focus and expertise to that area and assure a successful future.