A digital transformation is achieved via dynamic Strategy-Execution-Change lifecycle management.
Change is inevitable, people are the very reason to change and the center of change. People are often the weakest link in any change management effort as well.
Digital organizations design to CHANGE over builds to last;
from the old way to chaos to NEW WAY to do things;
from reactive to proactive to GAME-CHANGING.
A changeable organization is to creating organizations where change is the norm and happens the whole time.
Thought-out planning over the one-time initiative.
Review, reflect, and recognize over command and control.
Present Big Why before jump into “HOW” to change.
Keep Improving over “we always do things like that” mentality.
Ride Change Curve over comfort zone.
People-Centric over process driven.
Change Management can become more successful with PEOPLE at the core of change, the cause of changes and the purpose of change:
Embed Creativity over mechanical change scenario.
Lead Change Proactively over react to change
Build Culture of Change over “top-down” push.
Tailored Solution over magic formula.
”SMART” Measure over standard metrics.
Reinforce Success over punish failures.
Change Management needs to be changed when necessary. A digital transformation is achieved via dynamic Strategy-Execution-Change lifecycle management, though it is not all linear steps, but an iterative, ongoing and up-going change continuum.
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