Unfortunately, most business leaders fail to recognize this fact and subsequently struggle to plan and manage such massive changes. The only way organizations can avoid such situations is by designing proper change management frameworks that focus on the “human element” and skilling their leaders to effectively lead the continuous changes they encounter.
This is where Transformation Strategies steps in.
Transformation Strategies is the brainchild of Tricia Steege, a well-respected senior organizational development practitioner, and consultant. Forging her extensive experience in Technology, Financial, Manufacturing, and Pharmaceutical sectors with her foundational studies about living systems, she is recognized as a change management leader. It is her guidance and inspiration that has enabled Transformation Strategies to serve large and small, multinational and domestic businesses, and emerge into a trusted partner for many businesses. “The business realm is undergoing rapid and unprecedented changes. That’s why, the ability to lead such changes has become essential for organizations to thrive in today’s market. There are not enough external consultants to meet the continual demand change leaders are facing today. Our goal is to bridge that gap by developing change leadership capabilities which allow organizations to effectively lead change for themselves,” she adds.
In an interview with Manage HR, Tricia sheds light on the mission and vision of Transformation Strategies.
What are the current trends that you are witnessing in the change management arena?
The journey towards developing organizational change leadership competencies has always been present. In the past, business entities would team up with third-party change management consultants to lead change implementations that had a defined start and end date. In today’s world constant nature of change, businesses are realizing that knowing how to lead change has to be integrated as a core competency.
We believe that every change management initiative requires addressing the human element. It has become essential to leverage the evidence based research of change neuroscience. Each impacted stakeholder has to make the personal decision to change his/her behavior in order for true change to occur. This decision solely rests on the trust they have with their direct manager.
Our goal is to skill leaders with fundamental change management methodologies, educate them on how people react to change and challenge themselves to self-examine the ways in which they may sabotage the critical 1:1 relationship with their direct reports.
Please tell our readers about the services that you offer and the methodology that you follow.
We cater to organizations that have a strong desire to learn, are open to new ways of implementing change and are willing to be vulnerable.
We want our clients to feel they have a person they can trust to help lead and them on their change journey … and be a confidant along the way
We do a fairly extensive stakeholder analysis to understand the existing emotional attitudes about change and the potential business impacts of the change. We then develop holistic strategic change plans in collaboration with our clients, to address these multiple aspects. This typically results in leadership development, communications and training activities. Additionally, we do a lot of 1:1 coaching with leaders. We do not believe in helping clients and leaving the organization so we work hard to instill sustainable change leadership capabilities that will help them in the future as well.
We also offer self-study online programs to help clients learn about change nuances and processes. We also conduct webinars and seminars to share our experience and expertise with clients. All of these offerings help leaders earn the trust of their team members.
Could you please share a client success story with us?
A global pharmaceutical company needed to ensure the adoption and utilization of a cutting-edge document management system to allow them to track the marketing of their products worldwide. We created and coached a 100 person change advocate network reaching across 5000 users to make sure the voice of the business was included in any change activities that would be implemented. Ultimately, appropriate levels of buy-in were created and the system was successfully utilized.
What does the future hold for your company?
We are currently witnessing an active emphasis on the “people” aspect of change management. Every organization today needs to take into consideration people’s mental health and well-being to attract new talent and actively retain their current talent to survive the ever-evolving market dynamics. Strong leadership that is well versed in change concepts and the human elements of change will contribute to meeting these demands. That’s why we will continue to focus on helping leaders to build their skills in these areas. Our entire team comes from an organizational development background and has extensive experience in this specific arena. This is what keeps us going.