Principles for transformation

Principles first.
There are many underlying assumptions for a transformation, based on BetaCodex principles.
We have written up some of these principles, which might help you to get in the mood for transformation, to understand the challenges and opportunities involved, and - as nobody does transformation on his or her own - to get into a discussion about transformation with your peers.

  • Initiation – Anyone anytime can recognize the need for change but it has to be owned by the top.
  • Right moment – There ultimately is only one right moment to start transformation. No other moment is possible. And that moment is: Now.
  • Leadership – Visionary leadership through a guiding coalition is the power that drives transformation, not command and control.
  • Case for Change – A compelling change manifesto must be articulated before anything specific can be done, or changed.
  • Coherence – Every element of the new model must be coherent, otherwise transformation will fail.
  • Process – The principles for leading change must be built into a process and adopted without exception.
  • Evolution – The new model must be improved continuously without ever declaring victory.
  • Systems view - Organizations are “systems”. So they have to be transformed as such. Thus, no group of people from a single area, or division can do it alone. (And it's actually much more fun approaching change holistically.)
  • Systemic change - Don't plan too far ahead – follow the energy!
  • It´s all about human nature - Apply “Theory Y” rigidly!
  • Complexity - Any single step in transformation is just 0,5% of the project (and changing processes is not the difficult bit). Creating an entrepreneurial devolved network is key to the “new” model. Which means changing hundreds or thousands of mindsets. That is a challenge.
  • People made - People in the organization have to do this themselves! The role of consultants and change experts: give advice, press for consequences, but don't make decisions or start “implementing” for the client.
  • Communication factor - Everyone's communication styles and behavior patterns must change. Transformation thus requires “people” specialists, coaching and some training.
  • Pioneer cases - “Mature” cases and the model itself are key to making the vision palpable. But it is equally necessary to apply more “emotional” techniques and metaphors.
  • Community - “Community” is a foundation to successful implementation, because it provides orientation – the BetaCodex Network is the cornerstone of this community.