The days of episodic transformation are over. Market disruptions are now driving a constant process of change with the aim to improve performance and drive sustainable growth. However not all change is successful. New research conducted by EY and the University of Oxford’s Saïd Business School has highlighted the damage caused by failed transformations, noting that “not only is the rate of transformation failure too high, but it also carries a human cost that organisations can no longer afford”. A report, released on the back of the research, states that the complex factors influencing a transformation’s success or failure are rooted in human emotions, largely regardless of industry or geography. And with this in mind, it says organisations must “completely rethink and redesign transformations”. “The key is to embrace emotions rather than ignore them, build a deep belief in the transformation, create a culture of both discipline and experimentation, use technology to quickly realise the vision, and learn as you go. With the proper support in place, the heightened stress of transformation has the potential to raise performance rather than lower it and serve as an accelerator for the transformation.” The report states that when organisations put human factors at the centre of transformational change, the chances of success are more than 70%. Six Drivers for Successful Transformational Change The six drivers to achieve transformational success can be summarised as: Lead: to adapt and nurture the necessary leadership skills – primarily collaboration and communication. This was ranked as the top driver, regardless of transformation success or failure. 2. Inspire: to create a vision that everyone can believe in and that inspires workers to go the extra mile. 3. Care: to build a culture that embraces and encourages everyone’s opinion by intently listening. Empower: to set clear responsibilities and be prepared for change – create a culture of experimentation and a mindset of fail fast to capture and realise opportunities. 5. Build: to use technology and capabilities to drive visible action quickly. The right learning and emotional support will foster a digital mindset and skillset, and convince workers of the vision and the value. 6. Collaborate: to find the best ways to connect and co-create that empowers workers to redesign and redefine their own work, and builds interdependency across teams to manage both the emotional and rational elements of change. You can read the full report here. Are You Ready for Change? Engaging international workers can be an effective way to help drive organisational change. Whether engaged for the short or long term, international workers can fill skills gaps while passing on their knowledge to your local team, and even introduce you to new opportunities overseas. If you have identified talent outside Australia that meets your growth objectives, the Ayers Group can help you by checking the eligibility of your candidate then managing their 400 visa and employment obligations for as little as $2,000 upfront, and with minimal ongoing costs With over 20 years in the business, and as one of few companies approved by the Australian Department of Home Affairs (Immigration Department) to hire and on hire international workers, we can manage the employment of international workers for you. Contact one our experts to find out more.