Nothing changes if nothing changes

Moving to the cloud? Introducing Office365 or GSuite? Turning to Slack and Asana? Automating work? Starting with machine learning?

Today’s workplace is going through a major revolution, now also sped up in response to the COVID-19 pandemic. Organisations that previously hadn’t offered remote working to their employees for example, found themselves thrown into it at great speed.

In fact, we see many companies that have been surprised at how well the imposed change has worked. And this is of course great to see.

However, real change and adoption, real transformation is not just about a great change plan; with software implementation, training and communication. All those things are important, but they are not enough and yet there is too much reliance on them being the catalysts for change and adoption. This is partly a budget question – not enough investment is put into the changing of people’s outlook and ways of collaborating, at a human level.

Nothing really changes if noting changes.

This may seem obvious, but at the same time, it’s often overlooked. Real transformation happens when people start to change HOW they do things, how they think, collaborate and contribute. And that can be expertly supported through great tools and techniques, but it’s not enough in itself.

Are you leading a transformation initiative or leading a team that is impacted by such an initiative? Then take a moment to reflect on what you need to do and how you need to think and be in order to make that transformation a reality.

  • Do you need to engage more with people?
  • Listen more?
  • Empathise more?
  • Create more opportunities for people to discuss, give input and feedback?
  • Actively look for opportunities in change?
  • Do you need to delegate more?
  • Collaborate more? Beyond your team even?
  • Build a sense of team spirit?

Whatever it is you are hoping others to do, start with yourself – be the change you want to see, show the way.

Because nothing change if nothing changes.

And everything changes when things change.

Progress is impossible without change, and those who cannot change their minds cannot change anything.

George Bernard Shaw

Peripheral vision for change

Leading change? Working with digital or business transformation? Then you’re probably great at focusing on what to do, when, how and why.

And focus is great. We all know that.

But at times, focus can lead to tunnel vision, that state of mind when we are so focused that we lose sight of the bigger picture, or what is happening around us and how people are responding to the change.

So, to balance your great focus, develop your peripheral vision too. Peripheral vision is taking in information outside of our immediate focus. It’s widening our view to be able to notice what happens around us. And that’s not metaphorically, it’s a question of practicing having a wider visual field.

Some of the greatest speakers, facilitators and trainers have great peripheral vision; they have the whole room within their view field, so they can notice shifts in people, recognising when people react to something, noticing disengagement or excitement.

So whenever you are in a project meeting for example, consciously notice and use your whole visual field (rather than just looking at the person you are talking to for example) – and notice how much more you become aware of.

Want to know more about peripheral vision for change? Get in touch – we’re happy to talk.

The pace of change is so great, there is always something else going on. What that says to me is that you have to have strategic vision and peripheral vision. Strategic vision is the ability to look ahead and peripheral vision is the ability to look around, and both are important.

Carly Fiorina

Door 24: We give away 3 signed Leadership Impact books!

How leaders lead transformation matters greatly. Your impact as a leader can make THE difference in transformation success.

This is why we, as it is Christmas Eve, give away 3 signed copies of Amazon bestseller The Leader’s Guide to Impact” by Mandy Flint and our CEO Elisabet Vinberg Hearn.

Please enter your name below to be in the prize draw – we’ll draw 3 winners before the end of the year.

Good luck!

Door 23: Hearts and Minds

We continue our reflection from day 22 on how to avoid Boomerang Change…

If you are serious about business/digital transformation, take a moment to reflect on how you can bring all the pieces of real transformation together – the WHY, the WHAT and the HOW, keeping in mind that real transformation is more about people than processes and tools.

It’s about connecting with people, with their hearts and minds.

And maybe Einstein said it best…

“The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking”

Albert Einstein

Isn’t it time to leave Boomerang Change behind and go for Real Transformation?

Door 22: Transformation, not boomerang change

Transformation, real transformation, is a marked, significant change, where the change is so thorough, so disruptive, so – well, yes, transforming – that it can’t go back to what it once was. A bit like how a butterfly can’t transform back into a caterpillar.

Real transformation requires more than a well managed project (to change processes, digital tools, organisational structure etc) – it requires a transformation of mindset, habits and culture.

And that transformation must be led from the top, where leaders themselves transform how they lead the organisation, how they behave, what they prioritise, what actions and behaviours they ignite in others.

Door 21: Share generously

In our Katapult Advent Calendar we continue to reflect on the human aspects of digital/business transformations that truly make a difference.

Things change fast, we all know that. New research, new technology, new innovations, new customer expectations, new regulations – the list is long.

This is also why the need to share is so much greater than ever before. No one knows everything, but everyone knows something others don’t. And when hat knowledge, idea or insight is shared, it’s multiplied.

So share it! Generously share what you know.

Door 19: Leaders as Role Models

The Katapult Advent Calendar continues…

Are you leading a digital or business transformation? Do you know quite how influential you are?

A leader’s focus, actions and behaviours have the potential to truly ignite the transformation. Leaders’ behaviours are contagious – leaders have the power to role model transformation through hope, engagement and digital immersion.

Are you that role model?

Door 18: Culture eats strategy for breakfast

Time for the 18th door of our Advent Calendar to reveal its contents….

Culture eats strategy for breakfast

These wise words are attributed to Peter Drucker, and many a leadership thought leader have built on them over the years.

Culture is an incredibly powerful force in any organisation, and must not be overlooked. Culture is “how we do things around here” – it’s all the implicit and explicit expectations that shape the habits at work.

Think about what you want to achieve with your transformation, and then reflect on how the culture needs to be to get you there. And then start shaping that culture with intention and through role modelling.

Want to know more about how to shape your culture? Let’s talk!