Change v. to substitute, to be altered.
Transformation n. A compete change in form, disposition, etc.

Nature provides an excellent example of transformation through the process of metamorphosis. When the caterpillar emerges from it’s cocoon as a butterfly, it has not merely changed – it has been totally transformed. It will never again live as a caterpillar.

It's easy to confuse change with transformation. You can embrace new programs, personnel, policies, leadership, only to obtain piecemeal results; the next group comes along with their new programs, people, etc. — and you're right back where you started.

True Transformation takes a more holistic approach, abiding by the Law of the Farm. It uses time to it's benefit, allowing the roots of transformation to bury deep, providing a much stronger foundation in which to grow. It nutures and develops the entire organism, not just one part (or department).

Organizations and communities are capable of complete transformation, evolving past change, morphing into the butterflies of the world.

However, there's a difference in our approach. We believe in order to transform an organizational culture, you must begin with that one person — the individual.

• Integrity — "Doing the right thing, when no one's looking." Everyone has their own definition of Integrity. This happens to be ours and we believe in it.
• Candor — We believe in "brutal conversations"; the ability to be honest, direct and challenging with each other while always being professional. We will never tell you "what you want to hear", but we will tell you what you need to hear.
• Entertaining — When you’re having fun, you’re more at ease; when you’re more at ease you learn more. It’s that simple. We incorporate humor in our presentations, using videos, photos, role playing, experiential exercises and other approaches, to make sure our message sinks in.
• Success Driven — We are driven by success, especially yours. If we can help you succeed, then our success will follow. If we're strictly focused on the dollar, then we will fail. That means continuing to work with a client, even after the agreement has ended. Perhaps there's someone who needs help getting the ball over the goal line. It means putting the client before self, allowing her to achieve her goals, before we worry about ours.
• Service Oriented — We want to exceed your expectations; to go beyond what you might have expected. To do this, we must be prompt, professional, powerful and produce results. We know that. In fact, we never stop thinking about it.
• Servant Leadership — Everyone has a duty to give something back, make a difference. Guess nine years of running a nonprofit organization taught me that much. We can all do something to improve this world. TransformU associates, to a person, are always involved in projects, nonprofits, churches and other community needs; it’s a part of being on the team.
• Relationship Focused — The foundation to any relationship is trust. We want to earn your trust. And we figure we can do exactly that, if we produce results, provide solutions and exceed your expectations. Friendships drive us, not contracts.

Here's the breakdown. 29% engaged (proactive, self-directed, focused); 55% are disengaged (need oversight, clock watchers, bored) and 16% are actively disengaged (gossips, dissenters, trouble makers).

This means 71% of the payroll of the average company is going to "disengaged employees." Can you afford that kind of waste?

To increase engagement, you try to motivate them, offer rewards, comp time, blue jeans days; yet only a few participate.

You then attempt "negative reinforcement.'"

'The firings will continue until morale improves!

You naturally want to fire those disengaged people to set an example for others; then you remember — they were once engaged.

What happened? What Changed? Why are they no longer top performers? Why do you continue to lose good people, while the slackers stay on? What is the cost of this kind of turnover in your organization?

If you really want to see some scary numbers, use our turnover calculator(requires Microsoft Excel), to determine the true cost of turnover in your own company.

The reality of the situation is you can’t motivate someone else; you can only create an environment in which they learn to motivate themselves. But how do you create that environment?

It’s a process, not an event; a process which includes:

• Increased Self-Awareness at ALL levels
• Ongoing Benchmarking of the process
• Building high levels of trust throughout the organization
• Using coaching and mentoring to focus on strengths, not identify the weaknesses
• Drilling your values, mission & vision into the deepest depths of the organization
• Creating high-performing teams
• Developing Level 5 leaders throughout the organization

Does that describe your company? Or what yours should be?

It's more than possible. It's been proven successful time and time again.

If this is where you want to be, contact us for a no charge consultation. Email us at CEO@transformu.com or call us @ 352.455.4228. And let's talk Transformation.