We already know that digital transformation actually means transforming business through software, and any kind of business transformation begins and ends with people. No matter how smart the software, the success of the digital transformation is, and will always be in your hands.
What drives a culture of digital transformation really is less tangible than artificial intelligence, software and databases: it’s a way of thinking in which the customer is at the center that spreads throughout the organization from leaders. It is a certain dose of flexibility that allows the organization to embrace change and take controlled doses of risk.
According to a McKinsey study , one-third managers see organizational culture as the main barrier to digital effectiveness. A high Deloitte and MIT Sloan analysis > Shows that organizations that fail in digital transformation fail to engage the organization’s culture in the transformation process.
Digital transformation must start from the top. Leaders of the organization must push for cultural change so that the company becomes truly ‘data-driven’. They must not only approve the projects, but get directly involved and understand that the technology must not be implemented for the sake of technology, but as a vehicle that addresses major business challenges. This can mean surrounding yourself with IT experts who see the digital potential of your organization.
Create a collaborative team. Once you’ve embarked on the digital transformation, you need to build a specific team dedicated to this mission. The whole organization must know about this team and those who make it up. It is crucial to understand that this team should not be composed exclusively of IT experts, but of people who understand various facets of the organization and therefore can coordinate and direct the transformation so as to add value to every turn.
Take care of people with ideas. Your business must attract talent that can meet both technical and organizational needs, but it must also maintain and develop the talent of the current team. Create a culture of ‘self-learning’ and motivate people to gain new knowledge and skills. Not only will these things motivate the people of the organization, but they will allow them to adapt to the transformations of the business and the environment in which it operates. The people of the organization must, through their development, be prepared to try new things at the risk of failing so that they can adapt quickly and promote change.
Put customers at the center of everything. Nothing drives a culture of transformation and innovation but the customer. Conform study McKinsey, customers increasingly expect organizations to respond quickly to their needs, easily customize products and services, and provide easy access to customer information when they need it. . Customers are no longer able to want these things, many of them expect them.
Take digital risk. Companies that adopt digital transformation are more comfortable with risk than less mature digital ones. The digital transformation involves a dose of risk, not a stupid one, not one thrown with closed eyes, but it involves risk. That is why it is crucial to work both inside the organization and outside, with people who understand and can measure the risks and who can guide the organization in this journey.
The culture of transformation is the main challenge, and we, experienced IT consultants, know that digital transformation starts with transformation, not digital.