Delivering new offerings is only one level of change. Balancing offerings to adapt to market perceptions and economic/market changes is a more important strategic imperative. Here's a guide to how to plan for these types of change transformation.

1. PlanningYour
TransformationalJourney
Organizational Transformation | mssbti.com

2. Two summers ago, my family and I went on a backpacking trip in the
Olympic National Forest in Washington state. The trip started as a
potential idea, then we did a large amount of research to determine the
most interesting trails to hike, and we mapped out a path. We created a
packing list and determined what backpacking and camping gear we
already owned and what we needed to buy or rent. We planned our route
and the distance we would travel each day, so we could plan where we
would stay.
As the trip grew closer, we had to change direction and find another
location to hike, due to weather and a problem with bears becoming too
comfortable around humans. We had two objectives for our trip: have a
great time as a family and hike two days along the Hoh River trail and then
head back out for the remaining two days. This ensured we were able to
stop and camp at specific locations along the way. Because we planned
ahead it paid off and we had an awesome family vacation.
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3. Decide to begin a transformation
Plan the steps to complete the transformation
Ensure you have the right tools to succeed & plan for
contingencies
Bring the employees along on the journey so they will want
to be a part of the ultimate accomplishment
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When your company embarks on a major transformation,
you will want to plan for the ultimate change that will
take place and the impact on the employees.

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Similar to the decision to embark on a family adventure, your
company may be contemplating a transformation.
What drives change? Your organization may be facing
competition, a need to comply with regulations, customers
who demand a more efficient/effective user experience, or
several other motivations to initiate a transformation in your
organizational processes: both internal, and/or external.
When making this decision, there are several factors to
consider to ensure success, and it is best to take a structured
approach when attempting something of this magnitude.
Decide to Begin a Transformation

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You must plan for an organizational transformation. Prior to
planning the steps to complete transformation, you need to set
objectives. It is critical to understand your organization’s
objectives, define the milestones, and recognize when you have
achieved these objectives. This phase is key to reinforcing and
sustaining the transformation itself. You need to determine the
outcome you are trying to achieve. If you don’t know where you
are going, you can get into trouble. Similarly, during our trip, if
we didn’t follow the map and reach our daily destinations, we
would not have had a place to set up camp. There is a difference
between hike lasting a few days in Washington State, and
climbing Mount Everest.
Plan the Steps to Complete the Transformation

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As you need to ensure you have the appropriate items in your
packing list and know the route you will follow on an outdoor
expedition, you need to plan for this transition, including
potential options in case the path diverges from the original
idea. Once you have developed your agenda and plan of action,
you want to be sure you have the correct tools to lead this
transformation. Plan for your desired route from the current to
future state, but ensure you have included contingencies for
opposition, and how to gain the trust and acceptance of those
who may not be initially on board with the changes. Survey your
organization to determine if there is any potential resistance to
the transformation. Based on the results, plan for these potential
roadblocks along the way.
Ensure You Have the Right Tools to Succeed and
Plan for Contingencies

8. Lack of Awareness
Change-specific Resistance - additional work anticipated,
lack of incentives, etc.
Change Saturation - too many changes at once/past failures
Fear - fear of losing their job, fear of the unknown
Lack of Support - from management or leadership
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Most Prevalent Reasons for Resistance to
Change for Employees

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As we researched and planned for our trip, we found pictures of the beautiful
landscape we would be exploring along the way. This helped to pique our interest and
build our enthusiasm for the adventure. In this same manner, to improve your
chances for success, you will need to get your team excited about the transformation
and its benefits. Shaul Oreg (associate professor of organizational behavior at the
School of Business Administration of The Hebrew University of Jerusalem, currently
on Sabbatical at Cornell University) has done a lot of research on dispositional
resistance to change. He has determined people react differently to change based on
their personality. Some people are more comfortable with routines, and others shy
away from the daily habits. They may also react favorably or unfavorably, based on
their comfort level. Per Shaul, “Another aspect is about people’s cognitive rigidity or a
form of stubbornness…explains why some people are more resistant to change than
others.” These characteristics of dispositional resistance to change determine if
people will be receptive or oppositional to change. It is critical to keep this in mind
when embarking on a change initiative.
Plan to Bring the Employees Along on the Journey

11. Plan the steps to complete the transformation
Ensure you have the right tools to succeed & plan for
contingencies
Plan to bring the employees along on the journey so they
will want to be a part of the ultimate accomplishment
mssbti.com
With all our pre-planning for our backpacking trip, we were
prepared for all types of weather, and had a great time in
beautiful surroundings, growing closer as a family. Similarly,
when you are planning the steps to complete a transformation in
your organization, you should use a similar plan of action.

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