Scott Santucci’s Post

Reflections on Transformation: Preparing for Success Thinking outside the box is challenging. The longer you work for a company, the harder it becomes to imagine change, even when iterative improvements hit their limit. You face system constraints, process bottlenecks, and rigid organizational structures. Your business models may still deliver products, but revenues start to decline while costs rise - more people are needed just to patch up gaps and maintain inefficient processes. Even long-term success can become a stumbling block. Research shows that success can weaken an organization’s ability to unlearn. When success becomes the norm, companies tend to stop looking outward, missing important signals that the market or environment has shifted. This is where unlearning comes in—letting go of outdated approaches and making space for new ones. Some companies bring in consultants for a fresh perspective. While consultants offer valuable insights, their impact can be temporary. Without sustained internal support, organizations often return to old habits once the consultants leave. Hiring new employees with different experiences can also inject fresh ideas and energy. They are often more inclined to question the status quo. However, they may face resistance, especially if they are outnumbered by long-standing employees or lack the support of top management, making it harder for them to push through changes. In my experience, successful transformation—especially when tied to digitalization—requires a thoughtful combination of diverse expertise, new thinking, and management commitment. Transformations are rarely quick fixes, but achieving small, early wins is critical. Consultants can help accelerate progress, especially when internal teams are preoccupied with day-to-day operations. To increase the chances of success, consider this balanced approach: a few dedicated internal drivers, some new hires to challenge conventional thinking, and a few consultants to act as catalysts for change. Crucially, transformation needs strong backing from top management to ensure the changes are embedded across the organization. Key Considerations for Transformation 1. Vision: What direction does the organization need to go? 2. Undoing: What current practices are blocking that vision? 3. Unlearning: Which behaviours or assumptions need to change? 4. Planning & Removing Hurdles: What’s keeping us in these old patterns, and how can we overcome them? 5. Courage & Curiosity: Are we ready to be bold and open to discomfort in order to reach our goals? Transformation isn’t easy, but with the right mix of talent, support, and a willingness to unlearn, it’s achievable. By focusing on both quick wins and long-term change, you set the foundation for lasting success. The below picture is from Kiruna, one of the ice statues outside the new Town hall last year. #PLM #Transformation

Most business owners decide to implement a management system or business operating system because they are struggling to break through. And most times, the biggest challenge they identify is "people". “I am not getting enough out of my team. It feels like we aren’t on the same page. People are resisting the system, structure, and change we believe (as a leadership team) are required to create breakthrough results. It feels like it's us vs them (or me vs them)” And what do they do, they look for the simplest operating system they can. One that takes 100-year-old approaches, and boils it down into the 4, 5, or 6 things you MUST do. But here's the thing. "WHAT" you need to do isn't the issue. Do a little reading, type a question into chatgpt, download some free resources....and you will have plenty of information on "WHAT" to do.  The problem is not in the what, it's in "HOW" you go about driving change that is key to your success. Especially in this age of accelerated change. If you lean into traditional, compliance-based models- where a select few leaders come up with the "answers" and then spend time getting others to buy in...people will still be a problem for you to solve. Not because people resist change.  Because people resist being changed! People actually love change. But when they are being asked to buy into something, or they are told 7X what others think needs to happen...they use their creativity to find ways to get out of doing what they either didn't want to do in the first place (or what they know won't work anyways). Don't get me wrong...those traditional (simplified/branded) management systems of the past can work. But they are incremental at best. And when change is happening faster than we can adapt they will often fall short. Instead of looking for a management system that reinforces "people are problems to be solved"...look for one that sees people as a beautiful opportunity to be explored. Lean into strengths-based approaches that are proven to create high levels of mutual commitment from the get-go.  One that helps you bring people into the change conversations you are having right from the beginning. One that motivates people into action. Most importantly, one where people use their creativity to overcome obstacles and adapt as change happens around us. One like AiMS.  Clients that use AiMS can dramatically turn engagement from a weakness into one of their greatest strengths (one client went from 70% in 2023, to 94% already in 2024). Clients that use AiMS are doubling and tripling revenues when other companies in their exact same industry are laying off great people. Clients that use AiMS create opportunities for people to develop and grow, by equipping them with the skills to be Changemakers and creating opportunities for them to learn while in the act of having management conversations, each day. If you love the branded management systems of the past...you'll love AiMS for leading into the future!

If people are not calling you crazy, then you are not thinking big enough... Big picture thinking is crucial for personal and professional growth. It helps you envision possibilities, set ambitious goals, and navigate your path with purpose and clarity. Here's why and how to become a big picture thinker: Why Think Big? 1. Inspires Innovation🚀 ↳ Thinking big pushes you to explore new ideas and solutions that can drive innovation and create lasting impact. 2. Sets Ambitious Goals 🎯 ↳ Big picture thinking helps you set high aspirations and work towards achieving them, fueling your motivation and drive. 3. Creates Long-term Vision🌍 ↳ It allows you to see beyond immediate challenges and focus on long-term objectives, guiding your decisions and actions. 4. Builds Resilience💪 ↳ When you have a big picture in mind, setbacks and obstacles become mere stepping stones rather than roadblocks. How to Become a Big Picture Thinker? 1. Dream Big 🌠 ↳ Allow yourself to dream without limitations. Imagine the possibilities and don't be afraid to think outside the box. 2. Stay Curious 🔍 ↳ Cultivate a mindset of curiosity. Ask questions, seek new knowledge, and continuously learn about different perspectives and industries. 3. Visualise Success 🌟 ↳ Create a clear mental image of what success looks like for you. Visualizing your goals can help you stay focused and motivated. 4. Connect the Dots 🌐 ↳ Look for patterns and connections between different ideas and concepts. This helps you understand how various elements fit into the bigger picture. 5. Embrace Change 🔄 ↳ Be open to change and adaptability. Big picture thinkers understand that change is an opportunity for growth and evolution. 6. Take Calculated Risks 🎢 ↳ Don’t be afraid to take risks. Evaluate potential outcomes and make informed decisions that can lead to significant progress. 7. Collaborate and Network 🤝 ↳ Surround yourself with diverse thinkers and experts. Collaborating with others can broaden your perspective and enrich your ideas. The Importance of Knowing the Big Picture Understanding the big picture is vital for: - Strategic Planning 🗺️: Helps in making informed decisions that align with long-term goals. - Effective Leadership👑: Inspires and guides teams towards a common vision. - Problem-Solving🧩: Provides a comprehensive view to tackle complex issues. - Sustained Success 🏆: Ensures that you stay focused on what truly matters in the long run. Remember, thinking big is not about having all the answers; it’s about having the vision and courage to pursue your grandest dreams. Don’t let fear or doubt hold you back. Embrace the journey and watch how thinking big transforms your life and career. How do you cultivate big picture thinking? Share your thoughts and experiences below! Follow Vidushi Bhardwaj for more. #ThinkBig #BigPictureThinking #Innovation #Leadership #PersonalGrowth #ProfessionalDevelopment #Visionary #Ambition #CareerSuccess

For those who’ve been following my journey you may have noticed me talk a lot about The AMO Way. The inception of the AMO Way model stems from a journey marked by a pivotal moment—a need. As a small business owner navigating the intricate terrain of corporate landscapes and many years of experience working within them, I encountered firsthand the challenges of merging strategic capabilities, core capabilities, and enabling functions. Identifying necessary changes within the business and executing them seamlessly became imperative for survival and growth in our business and other businesses I was working with. Drawing from this experience, the AMO Way model was conceived—a comprehensive framework designed to facilitate organizational transformation. Its genesis lies not in mere project management, but in the profound understanding that sustainable change requires a multifaceted approach. It transcends traditional paradigms by integrating strategy, core capabilities, and enabling functions such as HR, finance, sales, and risk management. The journey didn't stop at establishing our business or helping other start ups with others. The AMO Way was further refined and applied within academic settings, ushering in transformative changes within universities, leading one European university changing its course model to adopt our approach to learning. Its versatility became evident as it was tailored to suit the needs of numerous clients across various industries and sizes. Can you believe we used the same model in companies as big as Australia’a second largest supermarket and as small as a new not for profit. At its core, the AMO Way is about more than just implementing programs—it's a philosophy centered on identifying and addressing the root causes of organizational inefficiencies. By seamlessly integrating strategy with core capabilities and enabling functions, it paves the way for successful execution of change initiatives. The golden thread that binds the AMO Way lies in its principles—clarity of purpose, alignment of resources, and relentless focus on results. By elucidating the intricacies of this model, organizations can unlock their full potential and achieve unprecedented success. Consider the tangible results borne out of the AMO Way: streamlined processes, heightened efficiency, and enhanced organizational agility. These outcomes serve as a testament to the transformative power of this holistic approach. For those seeking to navigate the complexities of business transformation, the AMO Way offers a beacon of hope. Reach out to explore how this model can catalyze growth and drive excellence within your organization. Embrace the journey of change with confidence, knowing that the AMO Way is your steadfast companion on the path to success. To learn more about this model call help your existing or new business send me a message. If you’re interested in joining my upcoming coaching cohort message me. #amoway #agilemgmtoffice

Unlocking Growth Potential Isn’t Always Complicated. But many organizations struggle to pinpoint where to start. Here’s a 5-step framework to help you navigate growth zones with clarity. 1️⃣ Stability and Routine (Comfort Zone) Teams operate within familiar roles, focusing on repetitive tasks and maintaining the status quo. There’s minimal risk-taking or innovation. Use: Ensures consistency and stability in day-to-day operations, but it can also lead to stagnation if teams don’t venture beyond this zone. 2️⃣ Upskilling and Adaptation (Challenge Zone) The organization identifies gaps in skills or processes and introduces new training or technology initiatives. Teams are encouraged to learn, adapt, and develop new competencies. Use: Critical for closing skill gaps and preparing employees for digital transformation and evolving market demands. 3️⃣ Innovation and Value Creation (Growth Zone) Teams begin leveraging new skills and knowledge to create value, solve complex problems, and innovate processes. The organization experiences noticeable improvements in efficiency and effectiveness. Use: At this stage, the organization fosters innovation, agility, and cross-functional collaboration. 4️⃣ Organizational Change (Transformation Zone) The company undergoes significant transformation in processes, culture, or strategy. Teams and leadership align to achieve high-impact results, often accompanied by the adoption of new technologies or methodologies. Use: Transformation often involves restructuring, redefining KPIs, or implementing digital transformation strategies that redefine how the business operates. 5️⃣ Sustained Impact and Market Leadership (Legacy Zone) The organization has achieved a leadership position in its industry, shaped by its innovative practices, strong culture, and impact on the market. Use: Sustained market leadership and innovation make the organization a benchmark for others. They contribute to broader industry standards and mentor emerging leaders. How to make the journey easier? Clear Objectives. My recommended objectives for each growth zone: 🔸 Encourage incremental improvements and prepare for challenges by introducing gradual changes. 🔸 Develop a learning mindset, boost productivity through upskilling and reskilling programs, and encourage a growth-oriented culture. 🔸 Drive continuous improvement and business growth by empowering teams to apply their newly acquired skills in meaningful ways. 🔸 Navigate change effectively and harness innovation to create a competitive advantage. 🔸 Reinforce a culture of excellence and leave a lasting impact on the industry through continued development and strategic influence. Understanding these zones isn’t just a growth strategy—it’s a mindset shift. Ready to guide your organization through the Growth Journey Zones? ♻ Repost to help your network. 👋 Follow me or StackFactor Inc. for more. #talentmanagement #growthmindset #leadership #performance

Why Business Transformations Fail? Poor Communication and Training.    Lack of Change Training. Too Much too Soon. More focus on Change Methodology than journey. Comfort Zone. Business Transformation is not just a Project, it is an ongoing Survival Project that needs planning, inspiration and investment.

Continuous improvement is a necessary mindset and not just a process. True transformation is never complete but is an evolving process of continuous improvement.

10 Questions to ask to keep your transformation on track Whether you are running or advising on a transformation or a Board member whose organisation is transforming, here are some the types of questions to consider. 1. Has the organisation identified its full value creation potential through a Private Equity style due diligence process to look at, e.g. cash flow, liquidity, product analysis, expense control? In my experience, the value pools identified yield less than anticipated, so it is helpful to spend time here to understand the value flows. What would you be doing if you asked the CEO to put themselves in an activist investor’s shoes? 2. Has the value case been planned into initiatives with a value case attributed? It’s essential to establish initiative owners for these with clear milestones and accountabilities. 3. Is there a commitment to transform? It’s essential to affirm your conviction that the business needs to change, frame the transformation as a higher level of performance - not a project and set an uncomfortable but inspirational ambition. 4. Is there alignment around a common purpose, vision, and strategy? Often organisations assume that a CEO presentation is enough, but this would not likely provide the context and momentum to sustain the transformation over time. Like any story, it needs context, vision, and a call to action along with how the story evolves over time. 5. Is time, effort and energy being invested in making the transformation a reality? It’s helpful to understand what the organisation plans to stop doing or what will be repurposed to create headroom. 6. Is there the mindset, behaviour, and capacity to pull it off? Is there an organisational competence in transformation that is already built? 7. Is the pace and discipline being set through the transformation office, and is this dynamic and agile to adjust and respond to changes in real-time? 8. Is the transformation being led from the front?  It's important to show ownership by mandating involvement and getting in the detail, involve all levels in the transformation, not just senior leaders or those 'in the centre' and build execution discipline from the start. 9. Is there a plan to change the culture and mindsets holding the organisation back and embed the right incentives? It would be important to see a schedule of behaviour to change and nudges being deployed to start forming new habits. 10. What happens when transformation office or set up is disbanded? Transformations typically degrade rather than fail, so it’s essential to understand how the momentum will be sustained and a new way of working sustained. Finally, have you personally gone ‘all in’ to set the intent of a transformation, provided leadership and shown willingness to be at the centre of the effort. #businesstransformation #valuecreation #potential Photo by Etienne Girardet on Unsplash.

This framework helps enterprise organizations visualize their growth journey, align their development strategies, and set clear objectives at each stage.

How A Growth Mindset Unlocks Confidence And Adaptability Amid Rapid Business Change LINK: https://lnkd.in/eKPpVtmm Hashtag: #TheDailyConsultant #CorporateStrategy #Innovation Please LIKE & REPOST