Organisational Transformation: a cultural change that requires organizations to continually challenge the status quo, experiment often, and get comfortable with failure. This sometimes means walking away from long-standing business processes that companies were built upon in favor of relatively new practices that are still being defined.
This can be addressed without going through a full Digital Transformation, however it often requires new tools and ways of thinking that necessitate Digital Transformation in the long-run.
Most important to consider when looking for organisational transformation is:
- How does my organisation function today and do I really understand the strengths and weaknesses?
- Is change considered positively as a growth opportunity or is change considered negatively as a failure?
- Is failure encouraged or not in today’s culture? What kind of productive failure happens?
- In any way does the organisation operate in an agile or iterative way? Even if in just one department?
- What do I want this transformation to allow my organisation to do?
From these questions we can start to design a way forward to restructure teams, address skill-gaps, consider new tools for success and develop a transition plan to manage this change.
The outcomes of organisational transformation are:
- Greater team collaboration
- Achieve more with less
- Data-driven decision making
- Agile team that responds to market needs
- More competitive work
- Sense of success more than sense of fear with change
If this is something of interest, please get in touch.
Jenna Pelkey 