Transformation Drivers

This Amaseu-developed framework helps organisations transform rapidly. It’s based on behavioural sciences, top sports and team dynamics, plus 25 years’ experience in implementing large-scale transformation programs. There are 10 Transformation Drivers, which together help you own, steer and get the most out of the transformation process.

1. People data

Generating statistics that give early indicators on your organisational health and the need for transformation. Knowing the facts and numbers related to your human capital is an essential insight, and gives you a greater sense of control and urgency. Examples include the numbers of employees/contractors, attrition rate and diversity levels.

2. Clarity

A valuable tool for creating transparency on how directives and various messaging elements filter down through your organisation. Knowing this is a valuable pointer in determining how your people can contribute in the right way. Examples include examining the understanding of your strategy, purpose, values, targets and organisational structure, as well as people’s individual roles.

3. Emotions

Emotions drive behaviour. Becoming aware of the emotional state of your organisation provides steering mechanisms for effective development. How much fear is there within your company? Are the trust levels high enough? Are people motivated by jealousy, worry, respect…?

4. Current behaviour

A lot of behaviour takes place on a subconscious level. Knowing how to recognise this, and understanding the impact it can have on your organisation, is the starting point for transformation. Are you people proactive? Do they have a can-do mentality, or are they pessimistic and not responsive enough? Is there too much political decision-making going on?

5. Engagement and motivation

Everyone has a desire to contribute, to be heard. And we all perform better when motivation comes from within, rather than from an external source. But what’s the best way of feeding that internal flame? How do you help people experience joy and recognition? How should you guide, inspire, support and empower them to contribute?

6. Energy and vitality

This can be thought of as the art of finding the right balance. Obviously it’s great when your people are performing to the peak of their ability, but even the most long-lasting batteries run out of juice and require recharging at some point. How can you tie aspects like vitality, flexibility, problem solving and recovery together?

7. Personal capabilities

Do you people have the core behavioural skills required to drive your company to greater success? Are they able to reflect, visualise problems and come to a resolution? Do they challenge and question each other in the right way? Are they able to truly listen to each other, to share in a way that makes them vulnerable, and to participate in constructive dialogue?

8. Leadership impact

Are the leaders in your organisation capable of driving high performance? Do they support your people in the development process and allow them to shine? This tool helps examine different aspects of your leadership team, such as their ability to make people feel safe, to coach, to set and help their teams reach goals, and to inspire those around them to reach new heights.

9. Team Power

You may have great individuals, but what’s really critical is how they perform together, when they tap into the genius of the team and build on each other’s strengths. Is the feeling of togetherness strong enough in your organisation? Do people feel a sense of belonging to their teams? Are they willing to go the extra mile for each other?

10. Speed

You may think that accelerating is the fastest way of getting to your destination, but actually the optimum speed for transformation is not generally the maximum one. Speed in itself usually has to be taken in context, especially in a changing environment. Is it better to take a fast decision, or the right one? What’s the role of speed in recruitment?