Tuesday, December 31, 2019

The Resolution of Digital Paradigm Shift

It’s the end of the year, and it’s the time to do some reflection and resolution, individually or at the organizational level.


Business transformation is the change but on a grand level. The digital paradigm arises out of the emerging trends to reinforce the very characteristics of the digital business such as enlightenment, innovativeness, and people-centricity.

The organization has to explore digital in all directions, change the fundamental business model, culture, or other critical business factors, avoid varying pitfalls on the way for reaching the next level of organizational growth and maturity.






From Incremental change to transformative change: Change can be classified into long term business transformation, mid-term organizational change capacity building or short-term sprint to reach certain performance goals. Successful organizations see changes coming and with pre-planning to overcome the resistance before it even manifests. Digital transformation is a journey and needs a clarified vision, a larger strategic investment, well-defined goals, and a step-wise change scenario.

The insight-driven digital transformation can create the synchronization of all functions running seamlessly. Some factors that could be used to evaluate digital transformation impact within a company could be resources invested (human and financial), employee motivation, challenging activities being involved, number of business initiatives being launched, and organizational culture, etc. The more stakeholders can impact a change capable of seriously affecting their lives, the better chance the change will achieve or exceed the target.

The spirit of the organization comes from the top: Change or transformational leaders can provide direction as vision, mission, strategy, as well as leadership skills such as delegation, decision-making, and monitoring. During the digital transformation scenario, it becomes much more powerful if you first change your intention, also the collective thinking behind it.

Organizations usually reflect the personality of the top leadership. Personalities are about mindsets, traits, emotions, attitudes, or behavior. Effective, inclusive, sharing and trusting leadership is combined with effective situational or personnel management and planning in the high-performance organization. Highly effective digital leaders have more balanced or adaptive personalities to fit in different circumstances, and demonstrate the very characteristics of authenticity, character, vision, creativity, empathy, humility, and wisdom, etc.

 Transformational leaders have the ability to help the organization develop a vision of what it could be, mobilize the organization to accept and work toward achieving the long-term business vision and institutionalize the changes that must last over time. It's also critical to assess responsibilities and competencies required to achieve strategic goals, define who you need to have those responsibilities and talent, forecast the skills and roles you need to navigate the changes driven by digital trends and ensure calculated business results being achieved seamlessly.


Create and measure well-defined goals of change initiatives: Digital transformation is a journey. Change impact measurement is multifaceted because the associated change benefits can be achieved via financial, market share, productivity, speed or innovation perspective. 

You can only manage what you measure. Change indeed is difficult to measure unless all parties involved in the change take ownership of the change and see why and what the change is about. They must define the “why and what” the change outputs will look like, and drive a seamless digital paradigm shift.

To manage end-to-end change performance, it requires the necessity to establish clear, understandable and easily calculable metrics. The goal is to ensure people are working on the right things and producing multifaceted business value and measure things matter to ensure that the value of change will be realized and delivered by the adoption and dedicated effort.

It’s the end of the year, and it’s the time to do some reflection and resolution, individually or at the organizational level. The journey of strategy-driven digital transformation means that the company needs to reinvent itself, change its fundamental business model, culture, or other critical business factors for reaching the next level of organizational growth and maturity.

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