transformation process

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Transformation is an economic offering. The process to transform brings about a lasting change in the traits of the buyer. The buyer is an aspirant, an individual, or group of individuals, aspiring to take on new traits. In the case of strategic management, these traits are the competency to continually reproduce a competitive advantage, continually evolving the organization into competitively favorable realms. The seller of the transformation offering is an elicitor, who guides the aspirant to bring about the desired traits, in this case, a strategic management competency. The offering is 'delivered' when the new trait is effectual; the new competency is in place. The offering does not end there, but to be effectual, the transformation must be sustained through time. Based on: Source: B. Joseph Pine II, James H. Gilmore, The Experience Economy, Harvard Business School Press, 1999

Transformation to embed a strategic management competency --

Diagnose aspirations -- define the ""end""
Distinguish between real aspirations and false hopes. Diagnosis decides the ""ends"" and defines the requirements for the means.

  1. Assess competency
  2. Assess strategic position
  3. Discuss the vision for their competencies
  4. Define the gap with their current competencies
  5. Plan to close the gap

Stage experiences - bring about the necessary transformation
This stage is Experience orchestration to bring about the transformation, manage the pain, and produce incremental benefits. ""

  1. Educate -- provide perspective, understanding, methods, etc.
  2. Motivate -- provide a vision of the transformed self, a story of the untransformed self
  3. Stage creative experiences -- to build mental, physical, and organizational capabilities
  4. Address hurdles - mental, behavioral, paradigms, other
  5. Learn by doing -- capture learning by doing more
  6. Establish new patterns of behavior
  7. Extinguish unnecessary and counter-productive behavior patterns
  8. Develop and test hypotheses to prove out the new competency
  9. Make the new behaviors regular behaviors

Follow-through - sustain the transformation
Ensure the transformation is sustained. Accountability. Reinforcement. Self-reinforcing transformation.

  1. Develop and exercise discipline
  2. Assess competency development
  3. Fine tune the competency
  4. Identify opportunities to improve
  5. Develop methods to sustain
  6. Catch and reverse backsliding
  7. Possibly repeat the full cycle to take competencies to a whole new level