As the journey of transformation takes us to the workplace, a new reality comes into play - that of politics and priorities. Words of advice…do not allow the workplace dynamics to detract you from achieving your transformational goals! You may not be in a position to bring about total transformation within your department or organization; do not despair!
It is not uncommon for transformation to take place very subtly, merely by people noticing the positive change in another person’s behavior and attitude and then also wanting what they have.
Transformation cannot be discussed without considering the competencies required by people to bring about this transformation.
What, really, is competence? Competence is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills, and behavior utilized to improve performance or, in this case, to bring about transformation.
Competency is made up of:
Level of judgment
1. Self-Management Competency (personal motive and insight)
TRANSFORMATIONAL OR STRATEGIC COMPETENCIES
2. Leading competencies:
2.1. Strategic thinking and alignment
2.2. Learning orientation
2.3. Inspirational motivation
2.4. Change management
3. Interactive competencies:
3.2. Empowerment coaching and facilitation
3.3. Relationship building, team leadership
3.4. Managing diversity
3.5. Stake holder involvement
TRANSACTIONAL OR TACTICAL COMPETENCIES
4. Business competencies:
4.1. Professionalism/quality management
4.2. Multifunctional orientation
4.3. Functional expertise
4.4. Business system and processes
4.5. Customer orientation
5. Managing competencies:
5.1. Information processing and analysis
5.2. Problem resolution and decision making
5.3. Planning and organizing
5.4. Delegation and control
As can be seen from the above, transformation is a strategic imperative and not anything a CEO/HOD can palm off onto a junior person or committee.
Personal involvement is required and the company culture should support true transformation.
Special attention is required by companies who have undergone restructuring, acquired companies, disposed of companies or merged with other companies; plenty of dedicated manager time and support is required to ensure that legitimate transformation takes place.
Should the culture not be conducive to transformation, employees will become disillusioned, disappointed and downright hostile.
Image: Valeria Almarez, Unsplash