Notes

Transformative Change Theory
Transformative change theory is a framework that helps you better comprehend how to support transformational learning and other initiatives within your organization. It emphasizes how an individual's development can have both personal and organizational repercussions.

Transformational change is necessary to address global competition, new technology and shifting market demands that necessitate rapid adjustments in business strategies, internal structures and processes. But if you want success at this transformation of your organization, take time to plan an approach and develop appropriate tools.

Transformative leadership involves shifting the balance of power within an organization so that everyone feels included and works together towards greater success. Furthermore, it aims to alter organizational culture so employees believe the company is a hub for creativity and progress.

Organizations embark on this transformation journey after experiencing a crisis that necessitates change. The leadership team must then craft an actionable strategy for transformation that includes multiple steps to accomplish this objective.

Ultimately, this process can take years to complete. In the meantime, employees must continue working on their personal development and growth.

One of the best ways to achieve this is through transformative learning. These processes encourage awareness, the capacity for questioning and challenging what exists, as well as an overall sense of responsibility and efficacy for change on both a personal and societal level.

There is a vast array of transformative learning theories, used in various contexts and to meet various learning needs. But most of these models focus on the individual and how their own development impacts those around them (Hays, 2008 and 2013a).

Mezirow's theory of transformative learning was inspired by Jack Mezirow's research on middle-aged women who returned to college. His inquiry was guided by his wife's own midlife enrollment at Sarah Lawrence College to earn her undergraduate degree.

According to this theory, there are seven stages of transformative change that must be navigated in order to successfully carry out the transformation. The initial stage is Unconsciousness - where the transformation begins.

After this stage, the organization and its employees must move onto the next one. The first step is to develop a vision for the future.

This is the most essential stage of the change process, and it requires a clear and motivating goal for the organization to strive towards. Once achieved, they can begin taking action and implementing their new strategy.

At the second stage of transformational change, teams must be empowered to make decisions that serve both the organization and its customers. These could include adopting a new business model or creating an entirely new organizational culture.
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