Volume 10

From Mere “Change” To “Transformation”
Change management, which was so common in the 90’s and early 00’s, is a spawn of the engineering world that defined our management approach to organizations. It presumed that our ability to engineer the machines and processes of our world could be applied to managing groups of obedient humans.

But humans in this generation are no longer obedient and are quite resistant to “engineering”. Transformation needs to shift to the person rather than the process. Accessing the humanity in an organization is the path to success.

Harnessing People Power In The New Age
The World Wide Web has helped us transcend the knowledge barrier between management and workers. Privileged information of the old ruling classes became a rarity. Thanks to that, other than being more curious and questioning, we also began to look within our own souls for a reason for our existence. A reason why we would do something instead of just doing what we are told to do.

Keeping up with the blinding speed of progress means that leaders cannot achieve success by directing people through processes. Leaders need to inspire large bodies of people, create commitment in people’s minds and let people access their own humanity, i.e. their body, mind and soul, to get things done.

It is no longer possible to consider people as static factors in the transformation process. They are a collective of small yet individual programs that enable the transformation to happen, taking command and control within their space.

Beyond Organizational “Control” To Continuous Possibilities
Transformations no longer happen from operational headquarters. They happen in the field of experience and they happen at the discretion of the people making the interventions.

These interventions change the people’s perception. Assumptions that are made in designing the change program fail because they are no longer valid in anticipating how people react. The power of social media and information in general influences the way we see ourselves and the world and this in turn changes the way that we make things happen.

We cannot determine the final path or the exact destination. We can only provide a coming together of spirits all believing in one true North. Transformer organizations need to let go of being in control of the final destination and release their energy to open up a world of continuous possibilities.

The Four Paths To Organizational Transformation In The New Age
There are 4 Paths that can be taken to transform your organization today. These are not processes or skills, but a new reality of how organizations must see themselves and their employees.

Path 1: Get Spiritual
Organizations need to focus on the spirituality of their staff.

Access human spirituality by providing people with the “why” rather than “what” & “how”. The why is what drives the most successful commercial organizations of the world. Steve Jobs called it, “putting a ding in the universe”.

At this stage, people see themselves as wanting to achieve things for this world, rather than from this world. It is a powerful force that propels people forward. In the past our humanity has been suppressed because of … want to read more? Purchase volume 10 here to find out the 4 paths to success!

Mozer Fakhruddin has been a Human Resource professional for 25 years. Skilled in the art of transforming organizations, he enables new futures to emerge. Technology has combined the physiologychemistry of the Brain and spirituality of the Mind, producing powerful insights in creating amazing organizations. He helps organizations go beyond authority, process and procedure by nurturing common sense, creativity, trust and empathy amongst their people. After a thousand years of big organizations, Mozer would love to bring Humanity back to their hallways. He can be contacted at