TransformAccion
Building Roadmaps for Effective Organizational Change Management

There is an old proverb that says, “the only constant in life is change.” All organizations must evolve—not only to stay competitive but also to stay relevant. Despite the necessity for change management, leaders often find implementing traditional approaches frustrating. They lack time for additional training, and people quickly revert to their old habits. Executives, managers, and employees get distracted by urgency and fail to focus on the long-term strategies necessary for successful change. This makes meaningful transformation rare in today’s organizational cultures.

“Organizational success lies in embracing change and managing the internal environment. Our distinct and tailored approach to organizational development allows us to create lasting and sustainable results for our clients,” says Angela Diaz, founding partner of TransformAccion.

TransformAccion is a training and development (OTEC) company that offers training and education services to individuals and teams within businesses to develop generic, managerial, and soft skills. It partners with businesses to cultivate an adaptable mindset and bring about organizational change based on industry trends and needs.

The company supports a culture that values participation, diversity, innovation, change, and autonomous, continuous learning. It collaborates with clients to develop the best change management proposals by fusing state-of-the-art techniques with practical diagnostic tools to achieve intended goals in the given environment.

TransformAccion offers various change management frameworks, including Kotter’s 8-step model, Lewin’s model, and McKinsey’s 7-step model. The selection of the framework depends on the characteristics of the change being introduced, as well as its scope and potential impact. Understanding people’s psychological reactions to change is also crucial for facilitating the transformation process.

To accomplish this, TransformAccion adheres to the awareness, desire, knowledge, ability, and reinforcement (ADKAR) method. Engaging in discussions about the deep sense of purpose behind one’s work and its effects on colleagues connects employees with their true potential, as helping others is a fundamental value upheld by the greater good. These discussions generate the appropriate emotional fuel for all steps in the change management process.

The initial step in the transformation process involves conducting surveys to explore the essential elements that shape the project and guarantee its success and longevity. This helps in co-creating a distinct framework that defines the significance, advantages, and necessity of change.

The transformation project’s culture, identity, goals, and main messages are then communicated to clients to facilitate and provide value. Subsequently, tools are provided for impacted employees to adopt the necessary changes through new practices, skills, and knowledge, and to prepare and support internal mentors who will drive the implementation of these practices and sustain cultural change.

The following case study substantiates the company’s success. A fast-food restaurant chain sought to professionalize the language and service of their restaurants. TransformAccion carried out a diagnosis, identifying a lack of clarity in recipe preparation standards and a cultural clash between chefs and assistants. Using the diagnosis as a guide, it collaborated with the client to redefine kitchen staff roles, update recipes, and provide training to staff members. This resulted in standardized preparations in all the chain’s locations, professionalization of kitchen language, decreased turnover, and improved user perception of service quality.

TransformAccion’s vast experience and expertise across many leadership roles allow it to provide practical tools for high performance that can be easily integrated into daily work routines. The collaborative efforts with its clients facilitate transformative change and training processes that unlock the full potential of individuals and teams, ultimately driving positive results at both the individual and organizational levels.