Digital is the gigantic puzzle with many misplaced pieces, you have to put them all in the right places to discover the true meaning and unleash its full potential.
Digital makes a profound impact from the specific function to the business as a whole and the entire digital ecosystem. Digital transformation is the scalable expansion toward multiple directions. Digital transformation is to optimize the whole, not the separate silos. Digital is the gigantic puzzle with many misplaced pieces, you have to put them all in the right places to discover the true meaning and unleash its full potential. The structural elegance of digital organizations can further enforce its strategic responsiveness, operational excellence, and organizational maturity.
Digital makes a profound impact from the specific function to the business as a whole and the entire digital ecosystem. Digital transformation is the scalable expansion toward multiple directions. Digital transformation is to optimize the whole, not the separate silos. Digital is the gigantic puzzle with many misplaced pieces, you have to put them all in the right places to discover the true meaning and unleash its full potential. The structural elegance of digital organizations can further enforce its strategic responsiveness, operational excellence, and organizational maturity.
The digital organization is an integral business ecosystem with fluid-structure and hyper-connected nature: Today’s digital companies need to be organized in running with quantum speed. They need to emphasize communication, participation, relationships, and realize that they will need to renew themselves periodically to cope effectively with change and have a fluid structure that responds effectively to the business dynamic. The digital organization is an integral business system with processes, policies, culture, work climates, people (employees, customers, partners, etc.) The whole business ecosystem needs to communicate, negotiate and cooperate with each other to re-invent. Looking at all business elements (including the human element) as an integrated, systemic system that, functions as an organic living thing. 'Individual' work and 'group' work cannot be done as a segregated form but within a 'framework' of an entire system or 'frame of reference.' Such a business system has a flexible and elegant structure, appreciate attributes such as 'readiness,’ 'ownership,' ‘integration,’ 'full open communication,’ self-renewal, customized designing as well as developing business 'partnerships.’
Ideally, the conscious recognition and complexity inherent in organizational systems lead to greater simplicity and structural elegance: Going digital has a better chance to break down silos with a seamless integration and harness cross-functional collaboration. Collaboration happens in that space between people in relationships receptively and thoughtfully interacting with interest and cares for one another's needs and activities so information and ideas can flow smoothly. Building and sustaining dynamics in a workforce are about collaboration with everyone at any level. Understanding and recognizing that everyone has a role in performing digital music. Giving everyone a voice in how the organization and the people in it can prosper and thrive. It helps to build and maintain trust, transparency, respect, and flexibility. The more effortlessly you can align people inside an organization, differentiate products/services, the closer you can get to a stage to reduce irrelevant complexity, analogy, and noise, and the greater you can execute the strategy with a predictive pathway, increase confidence, position a brand, and leverage resources to accelerate digital transformation.
The structural elegance of digital organization enforces self-adaptation, self-management, and innovation: The digital ecosystem is adaptively rational, it has to strike the balance of ‘keeping the order,’ and sparking the innovation. Consider nature and culture as to self-organized, self-adaptive, but interlaced environments and humans are vehicles of natural and cultural solutions. Self-adaptation is a phenomenon strictly linked to see learning (and knowledge) increases if shared and consumed. From the economic and organizational point of view, people are able to adapt themselves and their organization through a collaborative and peer to peer approach. In the organizational scope, the digital flow can strike the right balance between orders (standardization) and ‘chaos’ (innovative organizations and their people learn through their interactions with the environment.) The digital organization should be able to assess to what extent the business has the capability and capacity to change; in terms of people, finances, and manageability- the ability for a business to continue operating in the business-as-usual mode, satisfying its customers and continuing to deliver its commitments to shareholders, whilst putting itself under the pressure of substantial change.
The organization should keep tuning its structure and process, to become more adaptable and innovative, take advantage of the latest digital technology platforms & tools, and provide the space for people to exercise their talent and unleash their potential. Organizational maturity is not just about technical excellence or process efficiency, but also about structural elegance, business effectiveness, organizational adaptability, agility, innovation, intelligence, and people-centricity.
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