For too long, have we clung to the idea that transformational change comes from a single heroic leader—a visionary who swoops in and saves the day. But here’s the truth: what we've actually seen is that true transformation is never a solo act. 🌟

It’s built when everyone in the organisation is engaged, aligned, and ready. It’s not about one person leading from the front; it’s about creating an environment where teams feel empowered to act, adapt, and thrive together.

Think about this: When change is happening, do people feel included and informed, or is it something being done to them? Are plans clear and connected to their day-to-day roles, or does it feel like a distant strategy?

“Transformation is top-down - Some executives believe that transformational change can only be driven from the top-down, with senior leaders dictating the direction of change.

In reality, transformational change requires a bottom-up approach that involves engaging all levels of the organisation and enabling employees at all levels to drive change.

Furthermore, it needs to consider outside-in and inside-out views from customers, partners and other ecosystem players.”

Myth 4 - Truly Transformational White Paper

I don't see as much on the practial steps towards readiness. So it certainly isn’t something you can impose—it grows from actions that build clarity, trust, and connection. Here are some steps to think about:

• Make the Big Picture Visible: When teams can see how their work fits into the larger goals, resistance fades, and readiness grows. Visual mapping, shared discussions, or even a simple whiteboard exercise can help;
• Create Space for Conversations: People are more likely to feel ready for change when they’ve had a chance to share their thoughts and hear others’ perspectives. Open dialogue builds understanding and alignment; and
• Turn Plans Into Co-Creation: When people are part of shaping the solutions, they’re more likely to embrace them. Even small adjustments can foster a sense of ownership and momentum.

Here's what we're looking out for how colleagues feel:

• In a good place ~Calm and confident: Knowing they have a role and clarity on what’s next;
• Have a sense of Purpose ~Motivated: Seeing how their work contributes to the bigger picture; and
• Ready to Act ~Empowered: Feeling part of something meaningful rather than disconnected from it.

What they think:

• “This makes sense to me, and I know what I need to do.”;
• “We’re moving forward together, not just being told what to do”;
• “I’m part of something important here.”

What they might say:

• “This feels achievable now.”;
• “We’re actually talking about the things that matter.”; and
• “I see how this connects to what I do every day.”

When we focus on readiness over resistance, something powerful happens. People feel engaged instead of defensive, collaborative instead of isolated. Readiness builds alignment, trust, and momentum—qualities that make transformational change possible. In Six ITs terms see these top 3- Getting the right people in the room, creating the conditions, and how you Frame IT:

So here’s a question:

What could you do this week to create more readiness in your team?

So how about a move away from waiting for heroes and start building environments where everyone is ready to act, adapt, and grow. 🚀