Every organization may have a strong commitment to continuous business process improvement which critical to an organization’s capability to achieve operational excellence and sustainable results, specifically when is faced with constant change in its environment and workforce.
What transformation management means:
It is a term referring collectively to such activities as reengineering, redesigning and redefining business systems. Organization Transformation can occur in response to or in anticipation major changes in the organization’s environment, technology or society and affects organizational culture, business processes and team’s skills.
Transformation change occurs in response to at least two kinds of disruption:
- Industry discontinuities
- Product life-cycle shifts
- Internal company dynamics
According to Golembiewski, Billingsley, & Yeager (1976) method to assess change compares the results of factor analyses between two periods. Before undertaking the change, every organization have to set clear goals and to clear result of change i.e. to use appropriate types of change.
In Alpha change- there is an attempt to improve organizational functioning within existing system parameters – that means shift in system parameters as role change inside organization.
In Beta change – system parameters remain constant, but change is in the measures which are points as unreliable.
In Gamma Change – there is a change of key parameters of system
Change demands a new organizing paradigm.
Organization undertaking transformation change are, by definition, involved gamma types of change. Gamma change involves discontinuous shifts in mental or organizational frameworks.
Change has to be driven by senior executives and line management, because are responsible for the strategic direction and operation of the organization and actively lead the transformation. The critical role of executives leadership in transformation change is essential.
Simenso involvements in organizational change is from creating the right demand of transformation change i.e. to select which one from the 5 requirements for organizational transformation is sutable:
- Systematic change
- Dynamic and iterative
- Organizational learning
- Multiple stakeholders
- Multiple level of the organization
Then we are going to Culture Change through business process adaptation and identifying the demand of new skills and adapting teams to new approach.
The goal is the organisation to become “Self-Designing” – to have built-in capacity to continually transform themselves to achieve high performance.
We develop and implement suitable business transformation strategies to respond to internal and external drivers, challenge existing culture and identify new and better ways of working.
We Support development of clear case for change, desired outcomes, accurate scope, clear roles and decision-making
We lead on behalf of, and in partnership with, the Management the organizational design and development and learning to build a culture that aligns to the business values and behaviors and will achieve sustained high performance. Integral to this is the development of talent in individuals and teams, contributing to the group strategic aim of attracting, developing and inspiring skilled and enthusiastic staff who share the vision.
We communicate the strategy in order to develop the organization and associated plans that support values and behaviors.
We lead the development of provision of high quality and inspirational management and leadership development initiatives, including coaching and mentoring, that will enhance current and potential capability throughout the business.
We develop a structured approach to talent management and succession planning that offer effective development for the staff and ensure long term business continuity.
We guide and support managers in the planning and implementation of change and organizational development initiatives liaising closely with the rest of the Management as appropriate to achieve a successful shared outcome that has a positive and measurable impact on the business.
Our task is to ensure understanding of workforce planning within the business, identify capability gaps, planning and providing for current and future learning and development needs that demonstrate value for money. Also ensure organizational alignment in the design and execution of initiative efforts.