Emerging Insights, 10 October 2024
In this message, you’ll find a podcast conversation discussing my article, “The Butterfly and the Bulldozer: Navigating Transformational vs. Transactional Change,” which you can read more about below. This article and conversation explore the often turbulent waters of organisational change, offering insights to help you navigate them effectively.
By contrasting the imagery of a delicate butterfly with that of a heavy bulldozer, the article delves into two contrasting approaches to change management: the transactional, top-down methods that often fail to resonate with individuals and the transformational, people-centric strategies that foster genuine growth and adaptation.
Ultimately, the article aims to highlight how embracing a more nuanced understanding of change can lead to more effective outcomes and a healthier organizational culture.
I hope you find the conversation enlightening and useful in your own journeys!
You can look forward to these key insights:
1. Understanding Human Dynamics: Change isn’t just a series of tasks to be completed; it’s about recognising the emotional and motivational factors that influence people’s willingness to embrace new initiatives.
2. The Power of Identity, Vision, and Values: The article emphasises the importance of aligning these three elements, the “grand trifecta”—to create a strong organisational culture that supports sustainable change.
3. Nurturing Butterfly Moments: Small, seemingly insignificant interactions can spark significant transformations. These moments of connection and understanding are crucial for fostering a supportive environment for change.
4. The Role of Leadership: Effective leaders must embody the change they wish to see, inspiring their teams rather than imposing directives. By creating a space for collaboration and feedback, they can help cultivate a culture of trust and shared purpose.
5. Embracing Purpose: Organisations driven by a clear sense of purpose tend to navigate change more effectively, as their teams are more likely to see change as an opportunity for growth rather than a threat.
Tune in to the conversation to discover how these concepts can be applied in your own work environment and why fostering a butterfly garden might be the key to successful change!
Listen on SoundCloud by clicking on the image below:
The Butterfly and the Bulldozer: Navigating Transformational vs. Transactional Change
“True transformation is like the butterfly, it starts from within, growing wings from the heart of understanding, not from the force of external power.” Mike Schwarzer
Transformational change (the why), as opposed to transactional change (the what and how), is like asking, “What’s the difference between a butterfly and a bulldozer?” One gently evolves, the other just moves dirt around—loudly. And no, your organisation isn’t a construction site.
Behaviours, much like a butterfly’s wings, aren’t inherently wrong; they just flutter around as outward expressions of our inner world. They’re the result of our thinking, tagging along with whatever meaning we assign them. And let’s be honest, the meanings we concoct are all about whether something jives with our identity, values, and beliefs, or if it’s just clashing like socks and sandals.
Humans are complex—definitely more complicated than your last printer setup. We’re not programmable machines where you click ‘install’ and call it a day. Our minds work in a systemic, dynamic way—think symphony, not assembly line. So, when you engage with people, you’re stepping into the jazz ensemble of their mind-body-emotions system. It’s unpredictable, it’s lively, and, occasionally, someone hits a flat note.
If you want to get past the surface-level stuff (the what and how), you have to connect with people’s hearts and minds—their lived truth. It’s like putting on their reality-TV glasses: seeing, hearing, and feeling their world, the way they do. Their current level of understanding is the storyline, complete with plot twists, villains, and breakthroughs.
Approach them on this level—human to human, soul to soul, with compassion, empathy, care, and a dash of humour—and suddenly, you’re not just a boss, you’re Gandalf leading them through the minefield of Moria (or just that never-ending meeting series). In that space, they’re more likely to be open, see things with fresh eyes, and think, “Maybe there’s something more to this change stuff after all.”
And this is where a skilled facilitator earns their wizard hat.
When people’s understanding expands—when the lightbulb moment hits like a rom-com revelation—the old way of thinking crumbles faster than your New Year’s resolutions. Transformation happens. And when it does, behaviour follows naturally. Suddenly, the transactional (what and how) emerges from the transformational (why), like your morning coffee springing to life once the caffeine kicks in.
I dive into this in Chapter 9 of my book VANTAGE POINT, exploring the relationship between Implication and Application. (Spoiler: It’s more exciting than it sounds.)
Now, in the context of organisational change, this is where the grand trifecta—identity, vision, and values—comes in. Not just as motivational posters stuck on the breakroom wall, but as actual forces that fuel transformation. These aren’t just corporate buzzwords; they’re the invisible Wi-Fi that powers the whole system, connecting thoughts, behaviours, and goals.
If you can bake this mindset into the cultural fabric of your organisation, well, anything’s possible. Think of it as the yeast in the dough—without it, nothing rises.
But here’s the kicker: How does this approach align with the broader goals and strategies of the organisation? What’s the senior management’s willingness—not just to give the thumbs up—but to actually step up, roll up their sleeves, and be actively involved in this process?
In organisations where change is slapped onto people like a hastily applied Band-Aid, particularly in those top-down, hierarchical environments where profits and shareholders are the golden calf, motivating people can feel like trying to herd cats. Add in distrust of leadership, a foggy sense of direction, and as much transparency as a brick wall, and well, good luck inspiring anyone.
Sure, you might wrangle some transactional change through coercion and compliance, but at what cost? Often, this type of change has a boomerang effect. It may hit the mark briefly, but it’s only a matter of time before it comes swinging back, and not in a good way. (I explore this rollercoaster in Chapter 10 of my book, Being a Creative Force.)
On the other hand, if you’re working in a purpose-driven, human-centric organisation, the transformational approach is more like pushing on an open door. People are more willing to embrace it, and the results? Let’s just say they’re far more satisfying than that microwave dinner you regret buying.
Ready to take the conversation further? Let’s explore how transformational change truly uplifts your organisation. Send a message by clicking here with I’m IN, and we’ll start moving from bulldozing to butterfly moments.
In the meantime, keep learning and shining your light on the world! 😊
With gratitude
Mike
In VANTAGE POINT, we explore how true leadership isn’t about bulldozing through with force but about evolving like a butterfly—letting go of rigid thinking and connecting with deeper, more meaningful insights. Your leadership evolution starts with shedding the ‘what’ and ‘how’ to focus on the ‘why.’
Grab your copy today and unlock the wisdom to lead with heart, not just strategy! 🚀
“Mike Schwarzer’s book, ‘VANTAGE POINT: cutting through the bullsh*t of a complex world,’ serves as both the torch and compass that illuminate the way and guide us as we step into uncharted territory, embark on new explorations, and pioneer innovative paths.
”Gabriella Sprott, Director & Co-Founder @ ShowMe Exchange, Australia
VANTAGE POINT’s essence lies in preparing leaders for the unfolding challenges and future developments, not just in the realm of AI, but also in all the contributing factors that shape our complex world. It’s about elevating human consciousness, transcending the limitations of our ego-minds, and giving us hope to make our world a better place.
🚀 Elevate Your Leadership: Get VANTAGE POINT!
Grab your “VANTAGE POINT” from the digital shelves. Seize the opportunity to gain access to insights that will transform your approach to leadership.
To delve deeper and secure your copy, click here!
About Mike Schwarzer
Mike is a Transformation Facilitator and Learning Leader who is passionate about helping leaders and organisations to solve the problems that they have not been able to solve elsewhere.
He works with the underlying mental, behavioural and deeper innate dynamics that drive people’s and organisations’ thinking and actions. He creates and holds the space where they learn how to tap into their inner and outer capabilities in transformational ways and lift their perceptual abilities to see their world, its problems and emerging solutions with fresh eyes.
At the organisational level, Mike’s approach challenges the status quo and hierarchical thinking. He takes you into the world of living ‘open & adaptive’ systems and their self-organising nature. From there you will be able to create a workplace culture that naturally draws from the collective wisdom of all its people and that is highly adaptable to the changing winds of a complex world.
For more information about Mike visit www.mikeschwarzer.com.
