Friday, August 3, 2018

The Monthly “Change Insight” Book Tuning: Digital Change Management Scenario Aug. 2018

Change is inevitable, organizational change has become a common practice within an organization, but too often changes are made as a reaction to outer impulses, crisis, and demands. This is the bureaucracy’s way of meeting the challenges. A digital transformation is achieved via dynamic Strategy-Execution-Change lifecycle management, though it is not all linear steps, but an iterative, ongoing and upgoing change continuum. How to spot your change champions and cultivate the culture of learning and innovating?
           Digital Change Management Scenario

Navigate Changes through “5W + 1 H” Change Management Framework Change is a volatile subject, just like change itself. Everything changes continuously by following the laws of evolution, and the rate of change is accelerated. A changeable organization is to creating organizations where change is the norm and happens all the time, thereby delivering faster and increasing market share. The successful businesses are the ones that have learned WHEN change is called for and how to decide WHAT to change. Change cannot be just another thing that needs to be accomplished. It has to be woven into communication, process, and action of the organization, to navigate through the “5W+1H” Change Management framework.?

Mastering Changes from Multiple Dimensions? The very characteristics of digital transformation are the increasing speed of change and hyperconnectivity. But change is difficult and has a very high failure rate. So, how to capture the signals of change readiness, how to improve change effectiveness, and how to manage and sustain change efforts multidimensionally?

Three Characteristics of Digital Change ManagementThanks to the powerful digital technologies and exponential growth of information, the speed of change is increasing for opening the next chapter of digital evolution. Even change itself changes, and the digital ecosystem has become more complex and dynamic. Change Management also turns to be more complex, that’s perhaps part of reasons why the failure rate of Change Management is so stubbornly high - around two-thirds of Change Management efforts fail to achieve the expected value. Change Management is no longer just a one-time project, but an ongoing capability; it is hard to pick only one key factor, but varying key success factors in managing it right. So, more specifically, what are characteristics of digital change management, and how to build the solid changeability and improve the organizational adaptability, responsiveness, and maturity?

Building People -Centric Changeability to Fuel Digital Transformation?
Digital means change with increasing velocity and speed. "Change management" is the overarching umbrella, that encompasses extensive planning, outreach, communications, discovery of concerns / objections / potential points of failure, addressing fears and resistance, developing a shared vision, communicating valid and compelling reasons for cooperation, recognizing sacrifice and incremental success, measuring outcomes in a shared and mutually understood and agreed upon fashion, being able to declare an end-point and successful conclusion. Change is no longer just a one-time business initiative, but an ongoing business capability. Change capability is one of the strategic capabilities which underpin successful strategy execution and radical digital transformation. It moves the organization from efficiency to effectiveness to agility to maturity. However, no change is for its own sake, by overcoming numerous challenges on the way, Change Management can become an enjoyable voyage to discover the new landscape of business and fuel digital transformation.

How to Build a CHANGEABLE Organization Riding Above the Learning Curve? Change is inevitable, and the speed of change is increasing. However, organizational change is always difficult. How can you ride above the learning curve, is there any ideal path to change, how to improve the success rate of change management and build change as an ongoing capability of the organization?

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