Transformation Isn’t a Side Hustle
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This week’s big idea:
The biggest lie in transformation?
That you can lead it on the side.
I’ve worked with hundreds of executives and personally led $3 billion of transformations as a C-level. And the pattern is always the same: everyone wants breakthrough results, but they run the work like a side project.
Strategy decks get built. Change charters get drafted. Kickoffs get scheduled.
And then... nothing changes.
Because while the language says “transformation,” the behavior screams “business as usual.”
Let me be blunt: Transformation isn’t a side hustle. Treat it like one and you’ll get side hustle results.
Here are 5 things you need to know about getting real results:
I.
Part-time effort = part-time impact
One executive told me, “We have 14 people on this transformation.”
I asked, “How many are 100% dedicated?”
She paused. “None.”
And that’s the problem.
You don’t get real change by overloading already-busy people. They default to firefighting. Every time.
💡Try This:
Give fewer people more space. Three focused, full-time humans with real time involvement and trust can outperform a dozen who are “in the loop” but unavailable.
II.
You can’t invent the future from inside the past
Transformation takes imagination. And if your team has only ever known the current way of working, they’re not going to reimagine what’s possible.
They’ll just remix what’s familiar.
At one time or another, we’ve all heard, “We’ve always done it this way.”
That’s exactly why it was broken.
💡 Try This:
Bring in someone who’s lived the next chapter you’re trying to write. Not to take over—but to stretch the thinking. To expand what’s possible.
III.
Change doesn’t cascade without a catalyst
Let me be clear: functional leaders are essential.
But if you delegate your transformation to a mid-level manager with no air cover, no cross-functional pull, and no time... it will die in committee.
You need a bridge-builder. Someone who can navigate politics, not just manage tasks.
💡 Try This:
Put someone in the role who has the trust of execs and the ear of the frontline. Or engage an expert who can earn both quickly. That’s how you unblock a stalled effort.
IV.
Strategy ≠ Slides
I’ve seen this too many times: leaders build a beautiful roadmap, run a slick offsite, and assume the organization is ready.
But nothing changes. Because the behaviors don’t.
Strategy isn’t what’s in the deck. It’s what gets protected on the calendar, prioritized in meetings, and reinforced in 1:1s.
💡 Try This:
Make the change visible in small ways. What are you talking about each week? What are you celebrating? What are you no longer allowing? That’s strategy in action.
V.
Your org takes it as seriously as you do
When leaders say “this is a priority” but act like it’s optional, people notice.
And they act accordingly.
I had a CEO once tell me, “The team doesn’t seem to care about the transformation.”
I replied, “They care exactly as much as you do. No more, no less.”
💡 Try This:
Show up. Speak to it weekly. Hold people accountable. Ask the hard questions. When you go all in, they do too.
The Bottom Line:
Transformation doesn’t fail because people don’t care.
It fails because leaders don’t commit.
And usually that’s because they don’t have the time. Remember: leadership = leverage. That means you get targeted outcomes even when you’re not in the room.
If you want exponential results, give it exponential attention. If you can’t give it that attention, consider hiring an outside expert with strong executive transformation experience.
You can't change the game while playing it part-time.
Your coach,
Chris
P.S. 🎙️ Join Me Live: How to Actually Make Change Stick
Next week, I’m hosting a live Zoom session with Marty Riley—former CTO and Obama Administration advisor.
We’ll break down 3 bold, practical things any team can do to massively increase their odds of success.
No fluff. No theory. Just hard-earned moves that actually work.
👉 Email ‘Yes’ to chris@peoplebeforethings.co (not .com) and I’ll send a Zoom invite.
