Tuesday, October 9, 2018

The Monthly “Change Insight” Book Tuning: Digital Change Practices Oct. 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 practice change effectively?
  Digital Change Practices

Which Path do you Take for Change Management? Organizational Change is always difficult, and many organizations' ineffective change programs have symptoms such as "change inertia," or “change fatigue,” etc. Change is inevitable and needed in every business. The successful businesses are the ones that have learned HOW to implement change time after time after time and build it as a solid business capability. Change Management requires a plan and strategy as well, can you take a shortcut, is there an ideal route for the change, and how to improve the success rate of Change Management?

Five Practices to Enforce Enterprise Innovation and Change? In the rapidly evolving businesses and economic systems, the creation of new innovations is very complex but critical for firms' survival and thriving. The essence of innovation is made of trying the new combination of known things to create new stuff and figure out the better way to do things. Organizations should develop a healthy working environment to encourage idea sharing, enable cross-functional communication, and take a scientific approach to crack innovation serendipity code for achieving digital innovation premium. Here are five digital practices to enforce enterprise innovation and change.

The New Book “The Change Agent CIO” Introduction Chapter IV The Digital IT Change Practices In forward-looking organizations, IT has become synonymous with the change department. IT is not only the super glue but also a business integrator to weave all important change elements such as people, strategies, processes// procedures, and Information Technology seamlessly, and make people change, process change and technology change sustainable for the long term.

Manage Change as Continuum not Conundrum? Digital disruptions are inevitable, and digital transformation is unstoppable. Nowadays, change happens nonlinearly with increasing pace. Organizations shouldn’t just respond to them in a reactive way or perceive change as a conundrum. The successful businesses are the ones that can manage change fluently in a structural way, they have learned WHY to change, WHEN change is called for, decide WHAT to change, WHO are change agents, WHEN to change, and HOW to change effectively, manage change not just as linear steps, but an iterative continuum and build change as the differentiated business capability.?

Three Practices to Overcome Corporate Silo Mentality? Change becomes fundamentally difficult in most organizations because it is treated as something distinct from running the business, evolving performance and increasing results over time. There are many reasons for changes, and perhaps, even more, reasons for resistance to changes as well: It may be a shift in power, a need to learn new skills, to manage a different team, to adopt the new way (mindset, methodology or process, etc) to do things etc.

Blogging is not about writing, but about thinking; it’s not just about “WHAT” to say, but about “WHY” to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify your voice, deepen your digital footprints, and match your way for human progression.


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