By fostering fulfillment at work
, a real connection between one’s personal purpose and meaningful work
, ownership and accountability
as a team… you get increased collaboration, stronger employee and customer net promoter scores, nimbleness, innovation, ownership
, intrapreuership, effectiveness, stronger Talent Pipelines, etcetera, etcetera, etcetera.
All the great and important things - and, honestly, the whole reason behind my Transforming Talent’
s , #winwinwinwin approach.
Albeit too often a tool, a quick fix or a best practice is shot into place, rather than looking at the context or principles behind WHY one is transforming.
There is a hope that the “shiny-penny How of the Day” will be the silver bullet to profitable market share - and doing the real, more systematic, calling a spade a spade work can be avoided.
Unfortunately, low and behold - more often than not, these quick bullet fixes - expensively - miss the mark.
Because a tool is mistaken for a solution.
Instead we hear from organizational leaders: “We introduced XYZ but it is not working… nobody is using it.” “The values and purpose - they are on the wall, we definitely do not use them as a gauge for decision making as a business.”
This is the big difference between doing something - and actually believing in what you are doing and why you are doing it.
This is difference between transactional and transformational approaches.
So how can we make the relevance and importance of this difference easily understandable?
How can we make transformation meme-able?
With a meme, we all get it and get the play on the situation is understood quickly by every reader. This should be the same with every real personal and organization transformation, where the reason “why should we?” becomes crystal clear.
The best way to make transformation meme-able? Do it to learn it.