Tuning the organizational design and structure to achieve the high level of autonomy is the symbol of the digital maturity.
Due to the “VUCA” nature of digitalization, organizations that are skilled at managing complexity can gain advantages by pushing the boundaries of more complicated business mix that provides opportunities to create inter-business value. From an organizational change management perspective, how to fine tune the digital dimensions of your organizational structure development to get digital ready?
Tuning the organizational structure to improve digital ready-ness: Change can flow on the surface whereas digital transformation needs to permeate into business vision, strategy, culture, communication, and process, etc. At the organizational level, self-adaptation is faster if made with the full involvement of people in organizational changes, starting from relations between people. At the individual level, the “incremental consciousness” about our own potentials is changing the way we see ourselves, and our roles to a community - a team or a company. Understand people and the organization through a common lens, and then, make it possible to turn organizational theories into tangible management processes that use “relations between people” as the loom on which to create management structures and processes that support self-adaptive problem-solving and build “recombinant” business capability. Limited hierarchy works best in a creative environment where the free flow of ideas and their prompt implementation is a key element of success. Digital means the increasing speed of changes, it means that the management needs to challenge convention and break down people’s natural resistance to change or to new ideas; and helps to deliver incremental improvements over time.
Tuning the organizational structure for breakthrough innovation: There are many factors to decide innovation success. From an organizational structural perspective, the right structure allows the right mentality and culture to bloom. The structure carries inherent capabilities as to what can be achieved within its frame. A misaligned structure can reinforce a non-innovation friendly climate Within a well-aligned structure, dedication and effort will be spent on innovation efforts rather than overcoming organizational hurdles and pushing against structural boundaries. A lightweight process allows innovation to turn into value. Innovation challenges the status quo and that is important for a healthy innovative organization. An organization that has a lightweight process which allows creativity and innovation to flow, get protected, channeled, and nurtured will succeed more often than an organization that does not have such a process. A framework is needed for innovation to be successful.
Digital organizations have to adapt to the continuous changes via self-adaptability, self-renewal, and maintain the digital balance: Organizational structure and its impact on efficiency could play either positive or negative impact. The bottom line is how well the organizational structure is being influenced by factors such as communication effectiveness, information fluidity, and customer centricity, etc, to ensure that the business as a whole is superior tot he sum of pieces. The self-adaptive system is a system able to reconfigure its own structure and change its own behavior during the execution of its adaptation to environmental changes. It’s possible to see what enables a self-adaptive organism is an information-driven process and the fine-tuned capability to sustain it. The challenge for any business is to find a successful structure that helps to empower people, enforce iterative communication, and harness cross-functional collaboration to deliver better business results and unleash the full digital potential of the organization.
Digital means change, choice, innovation, speed, and people-centricity. Tuning the organizational design and structure to achieve the high level of autonomy is the symbol of the digital maturity. The future of the digital organization is complex enough to act intelligently and nimble enough to adapt to changes promptly. Running a high-mature digital organization is to improve business efficiency, effectiveness, agility, and ultimately become a digital-ready high-performance business powerhouse.
Tuning the organizational structure for breakthrough innovation: There are many factors to decide innovation success. From an organizational structural perspective, the right structure allows the right mentality and culture to bloom. The structure carries inherent capabilities as to what can be achieved within its frame. A misaligned structure can reinforce a non-innovation friendly climate Within a well-aligned structure, dedication and effort will be spent on innovation efforts rather than overcoming organizational hurdles and pushing against structural boundaries. A lightweight process allows innovation to turn into value. Innovation challenges the status quo and that is important for a healthy innovative organization. An organization that has a lightweight process which allows creativity and innovation to flow, get protected, channeled, and nurtured will succeed more often than an organization that does not have such a process. A framework is needed for innovation to be successful.
Digital means change, choice, innovation, speed, and people-centricity. Tuning the organizational design and structure to achieve the high level of autonomy is the symbol of the digital maturity. The future of the digital organization is complex enough to act intelligently and nimble enough to adapt to changes promptly. Running a high-mature digital organization is to improve business efficiency, effectiveness, agility, and ultimately become a digital-ready high-performance business powerhouse.
The New Book Introduction: "Digital Maturity: Take a Journey of a Thousand Miles from Functioning to Delight"?
The New Book “Digital Maturity” Introduction Chapter 1 The Characteristics of Digital Organizations
The New Book Introduction Chapter 2 The Interdisciplinary Aspects of Orchestrating a Digital Business Ecosystem
The New Book "Digital Maturity" Introduction Chapter 3 Fine-Tune Organization Structures to Get Digital Ready
The New Book “Digital Maturity” Introduction Chapter 4: The Next Practices to Orchestrate Digital Paradigm Shift Seamlessly
The New Book “Digital Maturity” Chapter 5 Introduction: IT Maturity is Proportional to the Overall Business Maturity
The “Digital Maturity” BookIntroduction Chapter 6: Take a Holistic Approach to Measure Digital Transformation
The New Book “Digital Maturity” Introduction Chapter 7 The Pitfalls in Digital Managment
The New Book “Digital Maturity” Introduction Chapter 8 From “Doing Digital” to “Being Digital”
The New Book “Digital Maturity” Book Conclusion: Develop the strong Pillars to Build High-Mature Digital Organization
The New Book “Digital Maturity” Introduction Chapter 1 The Characteristics of Digital Organizations
The New Book Introduction Chapter 2 The Interdisciplinary Aspects of Orchestrating a Digital Business Ecosystem
The New Book "Digital Maturity" Introduction Chapter 3 Fine-Tune Organization Structures to Get Digital Ready
The New Book “Digital Maturity” Introduction Chapter 4: The Next Practices to Orchestrate Digital Paradigm Shift Seamlessly
The New Book “Digital Maturity” Chapter 5 Introduction: IT Maturity is Proportional to the Overall Business Maturity
The “Digital Maturity” BookIntroduction Chapter 6: Take a Holistic Approach to Measure Digital Transformation
The New Book “Digital Maturity” Introduction Chapter 7 The Pitfalls in Digital Managment
The New Book “Digital Maturity” Introduction Chapter 8 From “Doing Digital” to “Being Digital”
The New Book “Digital Maturity” Book Conclusion: Develop the strong Pillars to Build High-Mature Digital Organization
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