It’s undeniable: digital transformations are here to stay.
They are quintessential drivers for change in organizations, and they are
expanding in number and accelerating in frequency at breakneck speed. The
demands of a world in which digital transformations prevail require us as
leaders to stand up and take notice, regardless of our mission or our
customers. We all operate in this new and uniquely complex environment and need
new ways to think about — and lead — digital transformations.
Successful organizational change depends on leaders who can
inspire innovation, create digital strategies, understand and lead an agile
team, and leverage the power of standing-up new technology solutions while
managing risks. Change affects every sector within our organizations, from our workforce
to our business models and from our culture and the way we communicate to the
way we deliver on the user experience. From our process to our approach to performance
and beyond, digital transformations call for a holistic view of what we do and
why we do it.
Here are three main strategies and steps to guide your
digital transformation journey:
1. Champion and Set Up for Success
· Create a shared vision:
Digital transformations often start strong at the top but lose momentum as they
cascade to the frontline. As leaders, we need to translate our business case
for change into a vision others can “see” — a
future view that resonates with everyone across our organization
so they can use it as a blueprint to power forward throughout the
transformation process. Start with your vision; it will be your north star.
· Engage your team: Give
your team a clear vision of the end-result; discuss why the organization is
pursuing digital transformation and why now. Use examples of success stories to
spark enthusiasm about the future. Without purpose and excitement, digital
initiatives (and enthusiasm for them) will quickly fizzle. Explain the benefits
to your organization and to team members. Invite input from staff members and let
each know their contribution is vital. Build rewards systems to encourage
urgency for staying on track and to express to employees how valued they are throughout
the transition.
· Train your team: At
all levels, equip your teams to handle the upcoming change. Empower your senior
staff members to serve as your digital transformation champions. Leverage their
expertise and help them mobilize their teams. Set up performance metrics, track
key performance indicators, emphasize learning, and stay engaged throughout the
entire project lifecycle.
· Communicate: As
leaders, we are the face and the voice of change. We must communicate the right
information and the right message at the right time and in terms everybody can
understand. Share your perspective. Offer encouragement. Model transparency. Talk
to people.
· Put customers first: Your
internal and external customers matter. Create forums to seek feedback
and to share your vision for the future. How our customers perceive and
experience the changes we plan and implement is priceless data we can use to
keep on course (and course correct when necessary). Remember, “agile” is not
just a way of “doing” digital transformations, it is also a way of leading them.
The user experience is at the core of what we seek to serve.
2. Stay Flexible
· Promote an adaptive culture: Encourage
colleagues to be open to receiving user feedback so they can adjust the change
plan along the way. Emphasize learning. Share the “big picture,” but don’t
forget to remind people at all levels “what’s in it for them.” Demonstrate a
willingness to engage with complexity and ambiguity. Initiate conversations
about the challenges this mindset presents and invite people — in person and virtually
— to talk about what is challenging them.
· Test impacts and alignments:
Pilot cases with your colleagues and have open discussions related to changes
in business processes that inevitably result from a digital transformation. Digital
transformation doesn’t just involve IT or operations; it mobilizes multiple teams
to work collaboratively to innovate and create change.
· Leverage Feedback: Create
forums for input and enable people to express resistance without reprisal. Doing
so helps build organizational resilience, helps mitigate risks, and increases
your ability to respond and pivot, if needed.
· Focus on outcomes:
Align the transformation process to follow business strategies by holding
regular check-ins to stay on track. Collaborate on setting performance goals. Emphasize
knowledge sharing and communication across organizational “silos.” Configure multi-functional
teams to tackle emerging challenges. Applaud staff members’ efforts. Share the
results broadly. Tie what they are doing to your overall strategic imperatives
and to customer impact.
3. Foster a Positive Work Environment
· Manage resistance: Human
resistance to change can be a big obstacle to adoption during a digital
transformation. Leading change means anticipating and embracing resistance as
part of the change process. Listen to what your resisters are saying and seek
to understand their perspectives. Often, you’ll find they have a great idea and
even more often you’ll find they are raising concerns that need to be heard.
· Consider the psychology of change: Look
to change experts who can help you and your team understand human behavior during
times of change and stress. Remember, organizations don’t change; it’s the
people in them who change.
· Be open, keep scanning: Be
proactive. Continuously assess. Ask questions and listen to the answers. Conduct
regular check-ins. As leaders, we need to look at our organizations as living, breathing
entities where a change in one sector can affect multiple other sectors. When
you build leadership agility and change capability across your organization, your
digital transformations will thrive.
Transformations rarely go exactly as planned. Building
digital capabilities is one of the top priorities in any executive’s agenda — and
for good reason. Not only are resources at stake, but so is your organization’s
ability to stay ahead and remain profitable in an increasingly competitive
market. Adapting to a digital transformation always comes with hurdles, particularly
when technology continually reshapes the boundaries of what is possible.
It can be even more difficult to motivate employees and ensure
they are ready for transformative changes. Use all your tools to inspire your
team so they can successfully lean into the agile principles and mindset. Leaders
using a systematic approach to take advantage of new opportunities, will win
the battle of the future. A growth mindset, strategic communication and
influence, the ability to navigate innovation and change, and effective
collaboration will push us to the next level and future-proof your
organization.
WRITTEN BY
Christine Cocrane