Change is a constant. Organizations that can effectively navigate change will have a significant competitive advantage as the digital revolution continues. However, not all change efforts are successful, and many fall short due to a lack of planning, resources, or leadership. In particular, some transformations can be particularly challenging, and you could call these FRAGILE: Final, Rapid, Ambiguous, Giveaway, Internal Only, Linear, and Egalitarian. Let’s see if any of you can relate to this acronym.
Final transformations are those that are perceived as having a set end date, after which there is no turning back. This can create a sense of urgency and pressure to get things done quickly, which can lead to rushed and poorly planned decisions.
Rapid transformations are those that are expected to happen quickly, often with little time for careful planning and preparation. This can lead to a lack of buy-in and support from stakeholders, as well as a lack of resources and capacity to implement the changes effectively.
Ambiguous transformations are those where the goals and objectives are not clearly defined, making it difficult for stakeholders, teams, and even adjacent leadership to understand what is expected of them. This can result in confusion and a lack of direction, making it challenging to achieve success.
Giveaway transformations are those where organizations think that the changes can be done cheaply, with little investment of people, time, and money. This can result in a lack of appropriate resourcing and understanding on capacity to effectively implement the changes, making it difficult to achieve the desired outcomes.
Internal only transformations are those that are focused solely on internal processes and procedures, rather than considering the impact on customers and other stakeholders. This can result in solutions that are not well-aligned with customer needs, making it difficult to achieve the desired outcomes.
Linear transformations are those that are expected to proceed in a straight line, with no room for adjustment or adaptation. This can result in a lack of resilience and the inability to effectively respond to challenges and obstacles.
Egalitarian transformations are those where everyone is treated the same, regardless of their role or level of responsibility. This can result in a lack of accountability and a lack of clear decision-making authority, making it challenging to effectively manage the transformation.
To wrap things up, if you’re on a transformation and see any of these FRAGILE factors in play, remember these are just signs. By embracing a “transformance” approach to change leadership (transformation + advancement), you can turn things around and make your transformation a success. Emphasizing collaboration, agility, customer-focused solutions, data-driven decision making, coaching, and empathy will help you overcome the challenges and create a positive outcome that benefits everyone involved. With the right approach, you can turn a potentially fragile transformation into a thriving one!