Scopernia and Ambits team up for successful transformation.

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Take the High Road to Successful Transformation

In these times of widespread transformations, we hear and read little about effective and successful transformations: meticulously designed and genuinely embraced and adopted by people on the floor.

Scopernia and Ambits team up for successful transformation.
On our blog we share our vision why successful transformation is a result of two building blocks:

  1. A clear-cut methodology (that’s Scopernia‘s core) and
  2. Reinforcing the leadership of your management (and that is Ambits‘ job).

Co-written by Jo Caudron,Dado Van Peteghem, Gerrit Sarens, Vincent Fierens

Join us at The Successful Transformation One-Day Seminar.
More info in the blog post.

#successfultransformation #mentoring

Before we start

What really is a successful transformation?

Transformations are built from well-designed strategies based on solid market and consumer insights. Digital transformation re-defines your business model, your proposition, and everything that your business knows as business-as-usual processes. The effectiveness of a transformation process is measured by the actual changed behavior of frontline employees, the utilization of new tools, and how capably new working methods are being applied. A transformation is effective when your organization embraces the digital-led market changes, when it adapts the business model accordingly, and when it impacts the customer experience and your P&L statement in a positive way.

A transformation is effective when your organization embraces the digital-led market changes and when it adapts the business model accordingly.

– Jo Caudron & Dado Van Peteghem

See, Understand and Plan for Successful transformation

In 1960 the average lifespan of a company was 60 years, decreasing gradually to just 18 years today. The biggest mistake is to think that business can only change when all customers change. The reality is that business shifts when just a substantial minority of the audience starts to do things differently.
The SUPER-Change model is aimed to act as a guiding path to transform and future-proof your organization. You begin by spotting changes and disruptions in the market (See) to work your way towards a strategic model (Understand-Plan) that will translate to an operational transformation model (Enable-Run). The fact that the model is shaped into an infinity loop is not a coincidence. Transformation has become a permanent condition. Something that works today might suddenly not tomorrow. This forces us to consider change as a permanent factor.

See The Changes

The first step in a successful transformation process is to get a clear understanding of what your organization is actually transforming for. This can be done by setting up a radar constantly monitoring trends and disruptions in the market. The better you understand the change, the more agile you and your organization become, which enables you to be prepared to respond and deal with these changes. It is crucial that the radar does not solely focus on initiatives from direct competitors, but actually scouts for changes on two higher levels. First, at the level of digital disruptions, looking at how startups are trying to disrupt legacy business models. Second, at the level of society, and how changes in working, living, and mobility behaviors might impact your traditional business.

Understand The Impact

Once your organization receives a regular flow of market and consumer insights, the next step is to evaluate how those insights might be turned either into opportunities, or potential liabilities that need to be looked after. The trick is to understand which drivers impact your traditional models the most and using these forces to create your own alternatives at a later stage. Drivers that are identified as having a high impact on the traditional business combined with a low organizational readiness need to be prioritized when strategizing the transformation.

Plan For The Future

By now you must have a pretty clear idea of what is happening in the market, how it will impact your organization, and what you need to focus to ensure an effective transformation. This stage is about defining the “what” of your strategic model based on the “why” uncovered by the first stage. A key to any transformation process is to review your North Star vision and 45° strategic ambitions. This means re-thinking your focus and what your organization wishes to represent in years to come. Once your North Star vision is sharp enough that you would be proud to print it on t-shirts, your strategic ambitions leading to it should be broken down into a list of concrete transformation initiatives, forming a tactical plan.
We use this term to define how you can place dots on the horizon, keep your focus on them, but remain flexible while moving in the right direction. This is your long-term view. However, this angle is no dictate. Consider it to be the beam of your flashlight: it indicates, guides, and also leaves certain areas in the dark, keeping you on track. If you want more details on how to See, Understand, and Plan the future, we recommend you to read the following books: The World is Round by Jo Caudron, and “Metasystems, How Trust can Change the World” by Dado Van Peteghem. Once you See, Understand and Plan to face the upcoming disruptions, it makes sense to pursue the outside-in approach next to the inside-out, by bringing partners to the table for the implementation. The right partnerships will allow you to keep the right focus on your core business, while empowering you in Enabling and Running your transformation plans.

Enable and Run your transformation for Success

Once you’ve designed the strategic and tactical plans for the shift to a different business model, a new value proposition, or a re-centered customer experience, it’s now time for action. It’s time to get the organization equipped to implement the plans. And in the case of an ambitious plan, the bad news is that it means transforming to some extent the organization itself and the leadership running it.

The good news is: it has been done successfully by others.

Three out of Four transformations Fail

A 2015 McKinsey Global Survey states that only 26% of transformations “have been very or completely successful at both improving performance and equipping the organization to sustain improvements over time”. It’s striking that both PROSCI’s 2018 Change Management benchmarking report and McKinsey’s 2015 Global Survey show the same 26% to 27% success rate of transformation projects. So, we generally can assume that around the world only one out of four transformations are successful.

Three out of four transformations are considered a failure by the business owner, just one year after delivery. This obviously provides room for improvement and for adding Business Mentoring or change management support to the transformation process.

The difference between Success and Failure

The road to effectiveness will traverse the mountains, cliffs and pitfalls of the organization’s heritage, the reigning leadership culture and entrenched industry-specific customs and practices. These are factors of complexity and ambiguity that strategy and technology implementations often make abstractions from or take for granted.

It's the middle manager who is responsible for making the big ideas, the big plans a reality.

– Gerrit Sarens, Ambits

These factors are challenging to put into a standard model, as they are hidden in the details, within informal networks and traditional ways of working. Most importantly, they are always related to what makes the difference between success and failure: people.

Taking a closer look at your people, it’s the middle manager who is responsible for making the big ideas, the big plans a reality. Middle managers hold the power when it comes to employee engagement. They literally are the bridge between top management and the people on the floor, turning plans into new ways of working and servicing customers.

Where do you stand in these times of transformation?
How to beat the odds of only 26% of transformations being successful?
How then to reinforce your management to meet the challenge?

Join us at The Successful Transformation One-Day Seminar.

What the Seminar will bring you: 1. Discover from Scopernia‘s founders how to See, Understand, and Plan for your transformation. 2. Learn from the expertise and cases of Ambits Business Mentors how to Enable and Run your transformation successfully. Available both in-company and per seat.

Register here for the one day seminar – €1500/ticket vat excl

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