Introduction

Every organization has a life cycle that requires rebirth or transformation periodically. As an organization grows, it builds the structure and processes to keep the organization stable while continuing to innovate and adapt new services. At some point in its life cycle, stability overcomes adaptability and the health of the organization is threatened. Also impacting the organizational life cycle is the external environment. Organizations must evolve to keep up with changes in demographics, customer expectations, technology, economic conditions etc. The status quo is no longer acceptable and large transformative change is required (Padfield, 2017).

Transformative change is defined as:
-A philosophical, practical and strategic process to effect revolutionary change within an organization, i.e., culture transformation (Cleveland counseling, 2019).
-It is a systems approach applied to broad-based change to catalyze rapid shifts in the mental constructs inhibiting solutions to complex problems or in the organization’s culture that prevent it from realizing its full potential (Cleveland counseling, 2019).
-It seeks to discover and integrate personal and organization development as an overarching approach to rapid change at all levels of system (Cleveland counseling, 2019).

Large transformative change in organizations brings a lot of uncertainty. In times of uncertainty, the focus of people working in that environment tends to narrow and certain aspects consume the people working in that organization. For example, people may experience fear of job loss, feelings of lack of control, or perceive that the changes do not align with their professional or personal values (Hunt, Paulsen, Toursih, & DiFonzo, 2004) (LEADS Canada, 2019). This can threaten the culture of the organization.