A systematic transformation takes step-wise scenario and going from decision right to design attitude.
The speed of change is accelerated, the large-scale transformation initiatives have become a fact of life at major corporations, and their success or failure often means the key difference between long-term success and under-performance. However, on a global scale, approximately 70% of the business or IT transformation have failed to meet business expectations, how to make such transformation effort more systematically.
Identify key driving factors for business transformation: First, ask managers and leaders about the vision and business problems they are trying to solve, there needs to be a comprehensive audit of the business, to ferret out the problem areas. Once this is done, you can then begin to determine what modifications need to take place, whether it is adding new products or services, building the culture of innovation, or creating new groundbreaking business processes, or even, adopting proven market-changing business models. The key driving factors of any business transformation are: 1) Automation and standardization practices 2) Organizational culture reinvention and 3) the transformation of data into relevant and timely information; or transform the computer systems and technical programs that are being used to take advantage of the latest digital trend, etc.
- Board members are forced to keep out of management issues and too many executive managers have one eye on the short-term results and the other on the door.
-Finance people are judged on numbers so you can't really blame them for taking that approach.
-IT professionals think change as technical challenges instead of business transformations.
-HR personnel still treats people as the human resource to plug in, not as human capital to invest in.
-Risk management only focuses on controlling risks, without grasping the potential growth opportunities in changes and transformations.
A systematic transformation takes step-wise transformation scenario, it is about leaders identifying their vision, strategy and approaching transformation from decision right to design attitude, and managers/employees with change mindset and transformational skills can execute those strategies with established deliverable and metrics to monitor and measure the success of transformation.