The document discusses the challenges of driving change, especially digital transformation, within large established enterprises. It notes that resistance to change is a major reason why large companies struggle with innovation. It then provides examples of how FROM has helped large companies achieve ambitious digital transformation projects. Specifically, it outlines four key ways to successfully drive change: 1) create a compelling reason for change, 2) create a compelling future vision, 3) boost confidence that people can succeed with change, and 4) allow people to have ownership over the change.

1. Subtitle
THE
CHALLENGE
OF CHANGE
Howard Tiersky
CEO

2. Are all of today's large,
pre-internet enterprises doomed?

3. A digital tidal
wave of change
is sweeping the
world.

4. Startups and tech companies keep
out-innovating previously dominant
industry leaders.

5. Today's global companies can
sometimes seem like poor Gulliver the
Giant – unable to move while relatively
tiny companies have them outwitted.

6. Are you struggling to drive some sort of
change, innovation or digital
transformation at your enterprise?

7. FROM has been successful in helping large
enterprises achieve ambitious digital
transformation projects.
And we've figured
out a few key things
along the way.

8. Change is
uncomfortable.

9. Have you ever lived through remodeling
a kitchen? It’s easier to just buy a new
house!

10. Resistance to
change is a major
reason why large
companies
struggle with
innovation.

11. Even if a change
sets us up for a
great future,
people don’t
warm up to it.
(Kind of like they
don’t warm up to
a healthier diet,
even if it means a
longer life.)

12. As an innovator, you might have a blind
spot in understanding the idea that most
people are averse to change.

13. You like change!
(me too!)

14. Liking change
makes us a little
bit, well, odd. We
have to remember
that we’re in the
minority. To make
change happen, we
need to influence
the majority.

15. An innovator’s influence in important,
because people don’t just dislike
change, they actively resist it.

16. Beyond actively
resisting change,
people will go so
far as to
sabotage it!

17. For company
management,
who have built
their empires
using the status
quo, progress
doesn’t sound
great in
comparison.

18. Ten years ago, I did a project for Blockbuster.
The idea was to lead a digital transformation
effort to define the future of the business.

19. We created a
vision that
looked a lot like
Netflix’s current
model:
on-demand
video and
original
programming.

20. The people in charge of the stores, who held
most of the power, were threatened. They
preferred to focus on improving store
performance. Without support the project,
and soon Blockbuster, failed.

21. The upside? My
team and I
learned a lot
during this
process that
helped us save
other companies
from the same
fate.

22. So if people don’t
like change, but
change is
essential to
survival, how do
you get them to
change?

23. There are four key
ways you can
successfully drive
change in your
organization.

24. The first is to
create a burning
platform for
change, so that
NOT changing
feels more painful
than changing

25. Secondly, create a compelling
future for what it will look like
when the change is complete.

26. Third, a lot of
people resist
change because
they fear they
will fail at
change.

27. Give them the
confidence that
they can be
successful!

28. Lastly, allow
people to parent
the change.

29. People support
the change that
THEY create.
Give them a
chance to be
parents of the
change, and not
victims of it.

30. FROM helps clients win the digital customer by developing
and optimizing properties, creating new digital products and
transforming teams, unifying the digital experience online, in
stores and everywhere you need to touch the next
generation of digital consumers.
More at FROM.DIGITAL