The 5 Classic Stages of Every HR Transformation Project: As Told By Barbie Movie Gifs

Every iconic hero’s journey can be broken down into three parts: the departure; the initiation; and the return. From Homer’s Odyssey to Suzanne Collins’ The Hunger Games, the hero’s journey is a tried and true story format because it showcases the trials and tribulations of our favorite characters as they set out to pursue their dreams and achieve their vision. 

Does this storyline feel relatable to any of our HR leaders out there in the midst of a transformation project? We thought it might. 

That’s why today we’re breaking down the hero’s journey of HR transformations with a little help from our latest and greatest hero, the historic legend, the inimitable icon: Barbie. 

Now let’s dive into the fantastical world of HR transformations, Barbie-style!

Step 1: The Call to Adventure 

Every hero’s journey requires some sort of catalyst in order to begin. While Barbie finds herself encountering strange mishaps and feelings of existential dread, most HR leaders start their transformation projects by questioning current manual processes or re-envisioning a better operating model, being pushed by their Business Unit colleagues to help drive business transformation, or the need to suddenly upskill the team to meet a new competitive pressure. 

No matter the source, the call for transformation eventually becomes too hard to ignore and, before you know it, it’s finally time to make a change. Embrace this moment and charge full steam ahead –  ideally before Kate McKinnon has to wave a weathered Birkenstock in front of your face. 

Step 2: The Journey Begins

Next, it’s time to embark into the unknown. This is where the fun (and adventure!) begins. Some days it may feel easy, like cruising in a bright pink convertible with the top down on a sunny afternoon, while other days feel more like bumping along icy terrain in a snowmobile – or fighting with twelve stakeholders in sixteen meetings to define the eight critical competencies attached to a  job category. 

There will even be days where things are so brand new and foreign that it feels like you’re charting new territories and floating in outer space on a rocket, or working in AI. Just like Barbie and Ken, make sure to be prepared with the right team and resources (or, in their case, outfits) to chart your way to success. 

As long as you have a clear goal in sight, your team will be able to do whatever it takes to get there.

Step 3: Time for Transformation 

Okay, you have defined your discrete, time-bound business objectives, assessed your Workday technology maturity, and pressure-tested your team’s openness to change. Now that you’ve done some of the pre-work, it’s time for real change to happen. 

While this can be uncomfortable, it’s where the most learning and growth occur. 

The middle of transformation projects is where things can start to go sideways, but with the right team and management, projects can easily stay on track to achieve their desired results. Now is the time to harness your inner President Barbie and connect with your team under your shared vision; it not only bonds you together but motivates everyone to keep pushing ahead as a single unit. 

Step 4: Navigating Trials and Tribulations 

No good story has ever been only rainbows and butterflies; there has to be some sort of tension in order for the plot to move along – hello challenges with IT scoping, executive stakeholder transitions, or new strategic pivots!  

That’s right, digital transformation projects are inevitably fraught with pushback against, well, transforming. Mistakes and setbacks occur, sometimes even from within your own team. This is where ensuring you have a measured, achievable approach to your Talent Strategy evolution, grounded in business value, is essential. (You might also need to get ready to band together with your COE and find your way back to your shared vision of success.) 

The messy work of executing your transformation vision is often the most challenging step but is equally rewarding once you reach the other side. 

Step 5: Reaping the Reward!

Whether you’re saving Barbieland or restoring your HCM system’s underlying data model, layering in AI-based skills mapping, and developing new acquisition methods to increase diversity, every hero’s journey ends with a fulfilling reward. 

Now that you’ve crossed the finish line it’s time to give yourself a round of applause for a job well done. We also don’t blame you if you want to celebrate by performing that new choreographed dance number with you and all your best friends. Oh wait, is that just a Barbie thing? 

Writing Your Own Hero’s Journey 

Congratulations, my fellow HR superheroes! You’ve officially completed your heroic journey through the world of HR transformation, bringing order and justice to your world, just like our favorite Barbie, Ms. Margot Robbie. 

But that’s not all! The work’s not done. Just as Barbie has had to evolve over the years, so too shall your team. Embrace the need for change and you’ll always be ready to meet the needs of your employees and the ever-changing business landscape. 

Our advice is this: don’t be afraid to take risks, seize opportunities, and have fun along the way! Embrace the hero within, and let your HR transformation shine bright.