“We’ve got a transformation plan. What we don’t have is people thinking in a transformational way.”
That’s what a Transformation Director said to me during a strategy review. On paper, the change roadmap looked impressive. But beneath the surface, progress was slow, resistance was high, and momentum was patchy.
The problem wasn’t the plan. It was the thinking.
Because transformation doesn’t start with systems, structures, or timelines – it starts with how people think.
That’s why the Go M.A.D.® Results Framework isn’t just a delivery tool. It’s a thinking catalyst. One that helps organisations lead real change – from the inside out.
Why Thinking is the Missing Link in Transformation
1. You can’t deliver new results with old thinking
When people apply yesterday’s thinking to tomorrow’s problems, progress stalls. They default to “how we’ve always done it.”
Solution: We helped leaders use the 7 Go M.A.D. Principles to challenge assumptions, reframe problems, and open up possibility-based thinking. That’s when new results became possible.
2. Change plans often forget the ‘why’
There’s a lot of what and how in transformation programmes – but not enough why. And when people don’t connect emotionally to the purpose, they disengage.
Solution: We helped teams reconnect with the bigger picture:
What meaningful difference are we seeking to make – and why does it matter to us, our customers, or our communities?
Purpose became the fuel behind the plan.
3. Leaders talk change but model the status quo
People don’t copy what leaders say. They copy what they do. And when leaders don’t shift how they think, their teams don’t either.
Solution: We coached the leadership team to use Go M.A.D. questions daily – especially in meetings, 1:1s, and decision-making moments. This ripple effect changed the culture from the top down.
4. Transformation teams focus on delivery over mindset
Timelines, milestones, and KPIs get tracked. But how often do we check whether the thinking behind the work is aligned, enabling, and effective?
Solution: We used the Go M.A.D.® Results Framework to create clarity, focus, and ownership around each improvement initiative – so every team knew what result they were seeking, why it mattered, and how they’d measure success. That mindset shift accelerated progress and made results visible.
3 Practical Moves to Spark a Thinking Transformation
1. Add a ‘thinking check-in’ to every transformation meeting
Ask:
“What thinking got us to this point – and what new thinking might we need to move forward?”
2. Redesign leadership behaviours around the 7 Principles
Use the Go M.A.D.® Results Framework to define and embed the thinking habits that support change – like ownership, possibility, and clarity of purpose.
3. Invite teams to co-create transformation, not just deliver it
Ask:
“What might we possibly do to make this change feel owned, not imposed?”
Then act on their answers. That’s real engagement.
Final thought
Transformation isn’t a checklist. It’s a mindset shift.
When you lead a thinking transformation, you don’t just change structures. You change the way people work, collaborate, and solve problems.
And that’s what delivers lasting impact.
If you’re seeking to embed better thinking at the heart of your transformation, let’s chat.
