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Transformation Methodology

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James Woolwine

The methodology provides a roadmap for organizational transformation by defining target states through envisioning and discovery activities. Key steps include validating the company mission, assessing the current state, defining gaps and target states. A pilot program tests processes, technology and culture change, while aligning with the mission. Upon successful pilots, full deployment and sustainment of the transformation roadmap occurs through ongoing evaluation and improvement. The goal is continuous alignment of culture, strategy, processes and technology with the mission and target states.

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Transformation Methodology Value at the intersection of culture, strategy, process, and technology Methodologies are the roadmap to shift from a current state to a target state. Value is derived when culture, strategy, process, and technology intersect and well-defined transformational goals are achieved. The key to success is defining target states worthy of achievement. The proposition is that target states must be aligned to a mission that accurately defines and uniquely positions the business/corporation. Furthermore, the mission should embody positive values that promote human dignity, growth, and collaboration. A common purpose for all employees provides ultimate direction in decision making. It answers the question, Is this the best approach for the company and is it consistent with our goals? From this starting point, aspirational target states should be actively pursued and rigorously sustained. The following methodology is designed for a whole-company perspective, but the same approach is equally effective at the division, department, or project level. The initial methodology process step is to gain a thorough understanding of the vision (Envision) and purpose of a business/company. A concise, easy-to-understand mission is critical to success. Most companies have a mission statement in place and a process that is followed for confirmation. Prior to target setting, the company mission statement should be validated to confirm the missions currency and the correlation to the company trajectory. This is accomplished by interviewing the senior management team. These 30 minute interviews (Discovery) focus on the mission, mission goals, vision, and culture definitions of each of the key leaders. Upon completion there will be a better understanding of the alignment of the leadership group. Very often a mission workshop is necessary to create or adjust areas of agreement and more importantly, disagreement. This workshop will establish the baseline from which the company and leadership can move forward. Upon reaching clear definition (Define) and consensus, the creation of target states commences. Interviews with the senior management (60 minutes) and appropriate lead influencers will be held. The focus of the interview is to further understand the current state and potential target states, and to validate roles and responsibilities of each individual. This supports the creation of a Responsibility Assignment Matrix (RACI), so that alignment and more importantly gaps are identified. Once the interviews are complete, a one or two day workshop should be held. By utilizing the current state definitions, potential target states, gaps, and the RACI matrix (with roles and responsibilities), the workshop team can then further refine the current state and target state. The ultimate goal is to create a prioritized set of targets, clearly
defined roles and responsibilities, and create an internal group to lead the change. This group will develop recommendations, a strategic roadmap, and the governance model. Subsequently, a Pilot should begin, with the objective to determine what works best within the specific company. The pilot should incorporate process and people improvement, technology, and simultaneously promote the company mission, core values, and shared vision. It should also have quick, measurable and positive results. The goal of the pilot is to not only understand the best approach for the larger roadmap, but to create enthusiasm for the companys transformation enabling expanded scope, assuage fears, energize, and gain commitment throughout the company. During this time, communication is very important and demonstrating results will create and enhance a positive environment. Once a few (one to three) pilots are complete and there is an understanding of effective implementation, a Prototype of the larger roadmap can begin. The prototype/s should finalize the Agile project methodologies, education approaches, communication vehicles, employee measurements and financial rewards and incentives. Performance measures, such as KPIs, should be established to validate the broader rollout of the full roadmap. The remaining agenda is the full Deployment of the Transformational roadmap and Sustaining all the new target states. Retrospectives should be done after each major milestone to continuously evaluate success and re-evaluate current states, target states, and gaps. A roadmap never finishes, and must be an integral part of the ongoing process of continuous improvement to refine culture, vision, mission and goals. The ultimate goal is to be better, to never be satisfied -- and to simultaneously appreciate success and to value the collaborative achievements. The target state is the common purpose and vehicle to work together in creating something larger than the individual. It is how to make a company great while celebrating individual achievement. It is paramount that the company mission and target states embody positive values that promote human dignity, growth, and collaboration. Companies must be the organizations that we all want to create and where we want to work. Below is a summary of the main elements of this methodology:
Transformation Methodology Value at the intersection of culture, strategy, process, and technology Envision o Mission;missiongoals;vision;culture definition;vision/missionworkshop o Define targetstate Discovery o Documentcurrentstate o Assess currentstate o Gaps to target state o Prioritize gaps Define o Developrecommendations o Developstrategicimplementationroadmap o Developgovernancemodel Pilot/Prototype/Validate o Processes o People improvement o Technology o Investment o Communicate mission,core values,andvision Deploy/Transform o Rolloutstrategy/plan/roadmap o Performance measures(KPIs);dashboard;evaluations;statustracking o Financial Model o Education o Employee measurementandfinancialrewards o Optimization Sustain o Retrospective Evaluate success Vision/missionworkshop Target state vs.current state;gaps o Ongoingprocessforcontinuousimprovement/delivery

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Transformation Methodology

  • 1. Transformation Methodology Value at the intersection of culture, strategy, process, and technology Methodologies are the roadmap to shift from a current state to a target state. Value is derived when culture, strategy, process, and technology intersect and well-defined transformational goals are achieved. The key to success is defining target states worthy of achievement. The proposition is that target states must be aligned to a mission that accurately defines and uniquely positions the business/corporation. Furthermore, the mission should embody positive values that promote human dignity, growth, and collaboration. A common purpose for all employees provides ultimate direction in decision making. It answers the question, Is this the best approach for the company and is it consistent with our goals? From this starting point, aspirational target states should be actively pursued and rigorously sustained. The following methodology is designed for a whole-company perspective, but the same approach is equally effective at the division, department, or project level. The initial methodology process step is to gain a thorough understanding of the vision (Envision) and purpose of a business/company. A concise, easy-to-understand mission is critical to success. Most companies have a mission statement in place and a process that is followed for confirmation. Prior to target setting, the company mission statement should be validated to confirm the missions currency and the correlation to the company trajectory. This is accomplished by interviewing the senior management team. These 30 minute interviews (Discovery) focus on the mission, mission goals, vision, and culture definitions of each of the key leaders. Upon completion there will be a better understanding of the alignment of the leadership group. Very often a mission workshop is necessary to create or adjust areas of agreement and more importantly, disagreement. This workshop will establish the baseline from which the company and leadership can move forward. Upon reaching clear definition (Define) and consensus, the creation of target states commences. Interviews with the senior management (60 minutes) and appropriate lead influencers will be held. The focus of the interview is to further understand the current state and potential target states, and to validate roles and responsibilities of each individual. This supports the creation of a Responsibility Assignment Matrix (RACI), so that alignment and more importantly gaps are identified. Once the interviews are complete, a one or two day workshop should be held. By utilizing the current state definitions, potential target states, gaps, and the RACI matrix (with roles and responsibilities), the workshop team can then further refine the current state and target state. The ultimate goal is to create a prioritized set of targets, clearly
  • 2. defined roles and responsibilities, and create an internal group to lead the change. This group will develop recommendations, a strategic roadmap, and the governance model. Subsequently, a Pilot should begin, with the objective to determine what works best within the specific company. The pilot should incorporate process and people improvement, technology, and simultaneously promote the company mission, core values, and shared vision. It should also have quick, measurable and positive results. The goal of the pilot is to not only understand the best approach for the larger roadmap, but to create enthusiasm for the companys transformation enabling expanded scope, assuage fears, energize, and gain commitment throughout the company. During this time, communication is very important and demonstrating results will create and enhance a positive environment. Once a few (one to three) pilots are complete and there is an understanding of effective implementation, a Prototype of the larger roadmap can begin. The prototype/s should finalize the Agile project methodologies, education approaches, communication vehicles, employee measurements and financial rewards and incentives. Performance measures, such as KPIs, should be established to validate the broader rollout of the full roadmap. The remaining agenda is the full Deployment of the Transformational roadmap and Sustaining all the new target states. Retrospectives should be done after each major milestone to continuously evaluate success and re-evaluate current states, target states, and gaps. A roadmap never finishes, and must be an integral part of the ongoing process of continuous improvement to refine culture, vision, mission and goals. The ultimate goal is to be better, to never be satisfied -- and to simultaneously appreciate success and to value the collaborative achievements. The target state is the common purpose and vehicle to work together in creating something larger than the individual. It is how to make a company great while celebrating individual achievement. It is paramount that the company mission and target states embody positive values that promote human dignity, growth, and collaboration. Companies must be the organizations that we all want to create and where we want to work. Below is a summary of the main elements of this methodology:
  • 3. Transformation Methodology Value at the intersection of culture, strategy, process, and technology Envision o Mission;missiongoals;vision;culture definition;vision/missionworkshop o Define targetstate Discovery o Documentcurrentstate o Assess currentstate o Gaps to target state o Prioritize gaps Define o Developrecommendations o Developstrategicimplementationroadmap o Developgovernancemodel Pilot/Prototype/Validate o Processes o People improvement o Technology o Investment o Communicate mission,core values,andvision Deploy/Transform o Rolloutstrategy/plan/roadmap o Performance measures(KPIs);dashboard;evaluations;statustracking o Financial Model o Education o Employee measurementandfinancialrewards o Optimization Sustain o Retrospective Evaluate success Vision/missionworkshop Target state vs.current state;gaps o Ongoingprocessforcontinuousimprovement/delivery