VAT Transformation Model  

Do you want to transform your organization? That means thinking out of the box. Not just utilizing the phrase but actually living and doing it.  

It all starts with the transformation model which forces your organization to not just think out of the box but to get rid of that stifling box all together. Your organization will act in a completely different manner. They will attack the root of the problems; building an exciting future and taking your energized organization to new heights.   

This excellence is what the VAT Transformation Model can do for your organization. It’s time for a refreshing new approach to transformation. Leave your biases behind and let’s take your first steps into a new world of transformation.  

VAT stands for Visual, Auditory and Tactile. These are the 3 primary modes of communication for all human beings. In my 25 years of experience in personal and organizational transformation I found a direct link between the primary modes of communication utilized within an entity and the success rate of that entities transformation.  

Having a balance of the modes of communication ensures the optimization of strategic, innovative and creative thinking; as well as creating meaningful connections with customers and employees. All elements are extremely critical to transformation success. With the current visual dependency and dominance occurring in many of our organizations; this optimization is being jeopardized. It results in countless and costly transformation failures.    

Understanding the natural balance of communications and it’s relevance to intervention success is the real key. Table 1 illustrates the modes of communication in relation to the depth of intervention. It’s an overview of the VAT Transformation Model.  

Table 1 Overview of VAT Transformation Model   

Communication modes Depth of intervention               

 

The visual will not take an organization past the surface or outer layer. Add on real listening and it can take the organization to the inner layer. Finally, add on effective tactile connections and an organization can penetrate all the way to the core reaching the heart or the centre.  

So what happens if we just deal at the visual or surface level due to the fact we can not afford to go deeper or we just don’t have the ability? It will definitely cost a lot more in the long run. The organization will end up fixing minor issues. They will not deal with the serious root cause problems. There is limited depth and breadth to the intervention and no sustainability to the transformation.

Surface changes take minimal sense usage. Visual and a little listening can achieve basic technology and process change. To attain deeper transformational change, it requires diving into the interpersonal aspects of change. These are the listening inner layer, and touching the core levels. That’s where the gold is. Very few go there. The more visual our organizations become; the less chance we have for true penetration at the required depths. The organization that dares to venture beyond the surface level has a much greater chance of reaching these golden depths and achieving real transformation. They will be the leaders in the new economy.  

 

At some point, every organization will have to get serious about real transformation. Normally without more fundamental change in a company’s life it will start falling behind in the marketplace. This is not only triggered by changes in technology but also changes in customer demand. We often miss this one because we stop connecting in a meaningful way with our customers or become too arrogant. The one that is most often overlooked is the changes in our own workforce and meaningfully connecting with our own employees.   

To attain this fundamental transformation we will be required to dramatically impact the critical change levers at the right time and in the most effective manner. Table 2 illustrates the critical change dimensions or levers related to each mode of communications.

 

Table 2 Detailed VAT Transformation Model    

Communication modes Depth of intervention  Change dimensions/levers  

 

 

The Detailed VAT Model has the 9 key change dimensions or levers which are associated with one of the layers: surface, inner and core. There are 3 dimensions or levers under each layer. The surface or outer layer has the levers that are very obvious; the strategy, structure and of course processes and systems. These are considered the hard change dimensions within the VAT model. They are the least difficult of the dimensions to address. Most transformation undertakings do not penetrate past the surface or this outer layer.  

The next layer is the inner layer. Now, this inner layer is the listening zone. We have to start utilizing our active listening skills to a much greater degree then in the surface or visual layer. Here’s where performance management and rewards come into play; skills and capabilities; and the focus on sharing of information. That is information not data.  

The inner layer levers are the first of the soft change dimensions within the VAT model. The difficulty in addressing these dimensions increases at this inner level. Some of the good transformation initiatives attain this rewarding level. However if you want true success in your transformation; the next depth in the model is essential.    

If any organization wants to be number one, then they have to reach the core. They need to touch the core. They have to feel the meaning and identity of their organization. Feel the trust and loyalty of employees. Feel empowerment and the decisiveness in the decision making process within their organization. These are the final three soft dimensions in the VAT model and if effectively addressed; success in the transformation is guaranteed. It’s a challenge but very doable if the commitment is there.  

This commitment all starts with the executives, managers and then the majority of employees. You will never touch all the employees or management. The key is touching the majority; then you know this core has been reached. When this precious core within the VAT model has been effectively reached and conquered; it results in a dramatic positive change to the culture of the organization.  

Then we can enjoy the exhilarating process of harvesting the endless gold available to your organization!