As change managers we know: In the labyrinth of organizational dynamics, the secret to success often lies NOT in the robustness of strategies or the sophistication of technologies but in the HUMAN ELEMENT: the collective will of the employees. A recent article by McKinsey, “Going all in: Why employee ‘will’ can make or break transformations,” captures the essence of this philosophy beautifully, echoing many of the observations I’ve gathered from my experiences with companies during my change and consulting practice.
The Critical Role of Employee Will in Transformations
McKinsey’s framework outlines a three-step process essential for tapping into the organization’s collective energy and supporting a successful transformation. These steps — Elevate, Empower, and Energize — serve as pillars upon which companies can build momentum for their change initiatives.
- Elevate a Core Group of Employees:
- Empower a Broad Coalition of Change Leaders:
- Energize All Employees About the Goals of the Transformation:
From my personal journey through various corporate transformations, these principles resonate deeply. I’ve observed firsthand how crucial it is to engage employees from the outset, not just informing them but involving them in the transformation journey. This engagement is not a one-time effort but a continuous process that requires maintaining enthusiasm and commitment through transparent communication and inclusive practices.
Implementing these strategies can sometimes be as simple as modifying existing practices to include more collaborative and inclusive processes. For example, in one transformation at a global pharmaceutical company, we shifted from top-down directive approaches to more collaborative, workshop-based strategy sessions. This not only helped in clarifying the transformation’s objectives but also allowed every employee to voice their ideas and concerns, thereby enhancing their commitment to the change.
In a current project, we are creating a community of Super Users, which helps us design, test and eventually also train the newly launched platform to colleagues in 60+ countries. That adds quality, confidence, and credibility to the initiative and eventually helps a successful lunch.
For me, Elevate, Empower, and Energize are critical elements of a successful change and engagement strategy. So while I’m not often impressed with Big 4 thought leadership and publications – this McKinsey article is definitely worth reading.
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