It’s Time to Hire a Chief Transformation Officer

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When it comes to the C-suite, there is a “C” for everything, including people, finances, operations, technology, and marketing, to name a few. But what about your executive dedicated to change?

Introducing the chief transformation officer, the dedicated individual who will ensure your organization stays relevant and fresh as the world of work and the landscape of business shift and transform.

“We really need to have someone at the senior level position that could help an organization be like a catalyst of” the rapid transformations in the workplace, such as COVID-19, says expert Ricardo Vargas, Executive Director at Brightline Initiative. And while COVID-19 provides the very real example of why such change is needed, “organizations were in deep need of transformation even before COVID-19,” Vargas notes.

Why Can’t Other Executives or HR Handle Things?

Well, they can, and they have been. However, the range of duties for executives and HR means that even if they are extremely dedicated, they’ll never be able to focus 100% on this one critical aspect of organizational management.

What is the result of this fracturing of duties that takes the focus away from transformations? Vargas says that according to his company’s research, “we are facing today an absolute lack of leadership in such a turbulent and transformative environment.”

A Resistance to Change

Vargas’s organization has been trying to convince people to adopt a chief transformation officer since 2016 and has the data from 10 different studies to back up that role’s critical importance. However, he gets a lot of resistance. Those studies found something unsurprising but important: People act on their own best self-interests. This “people element,” as Vargas calls it, leads to the resistance to change “because change comes with fear,” he says.

That fear, according to Vargas, drives the machine that leads to an 85% disengagement rate among employees. At the heart of it is an unwillingness to tackle change. When change comes too late or doesn’t come at all, employees stagnate.

What may have been an exciting, innovative workplace becomes a quagmire that fails not only to engage employees but also to meet serious challenges. “Look at how many companies filed for bankruptcy protection in the U.S. recently,” notes Vargas, “and most of them were already suffering. The pandemic just broke everything.”

Without the ability to change as the world changes, many organizations folded like a lawn chair under the unexpected but not insurmountable pressures of the pandemic. Having an executive dedicated to change allows organizations to move swiftly on their feet instead of being victims of change….

Source: HR Daily Advisor

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