The Phases of Transformation
The greatest error made by nearly every individual and organization that fails to achieve successful results in their change efforts is almost the same in every case. They launch into a solution without doing the real work of diagnosing the problem, understanding the conditions, and then identifying the correct solutions. This is precisely why prepackaged training and change programs rarely work. They become shot-in-the-dark attempts of hitting a vague target. It also explains why long, drawn out change efforts also fail. They provide grand schemes for achieving some lofty goal, but in actuality, the crucial issues remained clouded.
Transformation usually happens in an instant for individuals, as well as small and mid-size businesses, when the difficult work is completed during the initial stage. When change agents do not complete the initial work properly, then an incredible amount of work and resources are devoted to implementing solutions that will not get the intended results. Think of it this way. Most individuals and organizations have what it takes to be successful. What they are failing to identify is the obstacle that is preventing these natural competencies from leading to the intended results. In many instances, this phenomenon becomes even more perplexing because the majority of resources are devoted to forcing solutions down the wrong path when people keep jumping-to-solutions.
Phases of Success
The following is a very general overview of the transformative process.
Phase 1 – Dilemma What’s really going on?
This is the turning point and the motivating factor for change. One arrives at this phase either because they have an internal motivation for change, or external circumstances force them into a serious dilemma. Knowing this factor is very important because each will have a different probability for achieving a successful outcome. Do you care to guess whether internal motivation or external circumstances usually have a better probability of leading to a successful transformation?
Phase 2 – Clarity Something is definitely wrong with me or this organization.
This is the phase where most individuals will stay for extended periods feeling very frustrated and confused. Nothing changes and systems remain stagnant over extended periods. Without the proper help, they will vacillate between sporadic attempts at searching for solutions followed by long periods of emotional struggles. It is not a very pleasant experience to say the least. However, with the proper help, the time that one spends in this phase will be minimized. It is that time and place when the proverbial teacher appears because the pupil is ready. Properly assessed, clarity during this phase illuminates the opportunities for growth, and practical solutions identified. This is how we provide you…”Simply Unique Solutions”
Phase 3 – Discovery The Work
This is the focus of our success formula. Being true to our philosophy and business principles, it is not a prepackaged solution. This work is completely contingent on your unique situation. However, to offer some clarity, the work conducted may only take as little as a few hours, or several sessions over a 30-day period, because it targets your unique situation.
Phase 4 – There is a Solution
This is the phase where most people rush to first in their attempt to achieve more. That is precisely why most attempts at change fail. Arriving at this phase, only after progressing through the first 3 phases, means the change process has already occurred. At this point, your efforts will produce prodigious results. Learning is always a necessary, but not sufficient condition for change. That is why books, seminars, coaching, and quick fix solutions rarely bring about anything other than a temporary, but false sense of comfort.
It is now time to identify learning solutions. Individuals and organizations will have to participate in some form of learning to make the transformation sustainable. In some instances, the learning is what makes the change possible. In other cases, the learning provides the maintenance for keeping the momentum of change progressing. This process can involve self-directed, formal, or informal learning strategies. Once again, this is another area where understanding the exact purpose of the learning will determine the probability of success.
Knowing which learning strategy to use at this stage is now rooted in educated evaluations that produce wise choices. This is why you will not find prepackaged or one size fits all solutions at this site. Remember, each key to transformation for an individual or organization is unique.
Phase 5 Transformation Success
Success! The individual or organization has achieved a successful transformation. There is clear evidence by both internal and external factors. The individual or organization has a renewed sense of competence, and drastically increased confidence.
