Our recent webinar focused on how strategic thinking and the right mindset can enable meaningful and lasting change; following a transformation. Below is a summary of the key points and insights, along with some practical considerations to help you apply these ideas in your own organisation.
Understanding Transformation – More Than Just Change
The term transformation is often used interchangeably with change, but the two are not the same. Change is usually tactical and short-term. Transformation, by contrast, is strategic, long-term, and typically involves a significant shift in ways of working, processes, or culture.
Transformation means:
- Defining a clear end goal
- Identifying the gap between your current state and your future state
- Investing time and resources to bridge that gap
It’s not about quick fixes or “side-of-desk” efforts. Transformation must be taken seriously, with proper planning and commitment.
Transformation Webinar
Hosted by Emma Craney, a panel of industry experts explored their views on Effective Procurement Transformations
💚 Oliver Jones (H&Z Management Consulting)
💚 Neil Ranger
💚 Jack Birch (Procurement Heads)
Strategic Thinking Comes First
Before any transformation begins, it’s essential to pause and think strategically. Ask yourself:
- What are we trying to achieve?
- Why is this necessary?
- Who will be involved?
- What does success look like?
- How will we get there?
Using frameworks like the “Five Ws and H” (What, Why, When, Where, Who, How) can help you structure your thinking and build a coherent case for action.
Leadership Buy-In Is Essential
No transformation programme will succeed without senior leadership support, particularly from the C-suite. Procurement functions often face the challenge of proving value beyond cost savings, so it’s important to align your goals with broader business objectives.
Tips for gaining support:
- Build a strong business case, tailored to the priorities of your leadership team
- Communicate both the risks of inaction and the benefits of transformation
- Position the work as a solution to existing pain points, not just an improvement exercise
People Must Be at the Centre
Engaging the wider team is critical. People need to understand the purpose of the transformation and see how it benefits them—not just the leadership. Empowerment, communication, and inclusion go a long way in building support.
How to involve your team:
- Encourage feedback and suggestions
- Use tools like root cause analysis to identify real challenges
- Make sure all levels of the team are consulted, not just the senior tier
Digital expectations are also changing. New generations entering the workforce expect modern systems and intuitive tools. Transformation should be seen as a response to evolving needs—not just a top-down initiative.
Plan, Resource, and Execute in Phases
One of the most common reasons transformation programmes fail is lack of planning. Even experienced leaders can underestimate the importance of having a detailed, phased plan.
Best practice:
- Break the transformation into smaller, achievable phases
- Define clear deliverables for each stage
- Make sure you have the right mix of skills and experience in the team
- Be prepared to bring in external support where needed
The Importance of Communication
Clear, consistent, and regular communication was one of the most frequently raised points in the webinar. Teams need to understand what’s happening, why it’s happening, and how it affects them.
Practical steps:
- Communicate early and often
- Use appropriate formats for different audiences
- Be transparent about progress, setbacks, and outcomes
Transformation will fail if the people involved don’t feel informed or involved.
Real-World Lessons
One speaker shared a case study of a large transformation programme that was initially failing due to poor planning and the wrong resources. By securing support from the CFO and involving the team more actively, the programme was turned around and delivered successfully over three years.
Key lessons:
- Don’t rush—take time to build the foundation
- Secure the right sponsors and advocates
- Build capacity in your team, not just capability
Summary: What Makes Transformation Work
To deliver successful transformation, focus on the following areas:
- Strategic intent – Start with a clear purpose and direction
- Senior sponsorship – Engage leadership and secure buy-in
- Team involvement – Include your people in shaping the journey
- Phased planning – Avoid doing everything at once
- Right resourcing – Use the right people with the right skills
- Consistent communication – Keep everyone informed throughout
