Business transformation: how to identify those who will (really) move the lines?

Who are the actors of change?

There is only a small proportion of employees who really make things change in companies. Can we blame those who don’t want to get out of their comfort zone and who benefit very little from change?
The world, but also on a smaller scale the company, is undergoing a significant number of transformations. We are constantly looking for innovation. This is why the phenomenon of transformation is constantly addressed. IIt’s a well-known fact that change is the key to improvement. It is in this trajectory that companies position themselves by being constantly on the move.

 

The phenomenon of transformation

This transformation phenomenon affects several pillars: digital, technical, corporate culture and people. Indeed, this does not only involve the objective part of the company. It is also necessary to extend it to humans. A transformation is always specific to a context, an activity, a company… This is why it can be described as unique.
On a human level, transformation involves questioning, extracting oneself from one’s comfort zone, but also the ability to see further, to strive for the best. It is not easy to carry out this transformation: you have to know how to seize it. By evolving, people change the cultural lines that modify the structure of the company. This transformation scheme is linear, with each transformation leading to another. This explains the uniqueness of transformation in a company.

 

Bringing value to transformation

It is necessary to give meaning to the transformation. Thus, the men and women at the origin of the latter will be able to accept it and therefore initiate it. The question now is how to make sense of the transformation process?
Although unique, transformation processes contain certain common characteristics, among which we mainly note an assumption of responsibility on the part of all individuals in a society and, conversely, a letting go of management. This requires time to mature, because accepting uncertainty is not an easy task.

 

The actors

There are about 5% of employees who are ready to make things happen and who will take the rest of the group with them. This 5% is composed of two types of profiles diametrically opposites but complementary: On the one hand, the “loudmouths” who do not go unnoticed. They make things happen but need to be channelled. They will apply for the transformation. On the other hand, there are introverts. More subtle, they give meaning to the transformation. Further back, it is not spontaneously that they will apply.

To find the original article by Emmanuelle Duez: Click here.