Change Management can become an enjoyable voyage to discover the new landscape of business and fuel digital transformation.
From one generation to the next, the substance of leadership keeps the same, it’s about future, change, and influence. However, digital leadership trends will continue to emerge.
Change is the new normal, with increasing pace. Here is a set of featured blogs to dig into the “keyword” - changeability to brainstorming the future of digital leadership of the 21st century.
Changeability
Building People-Centric Changeability to Fuel Digital Transformation Digital means change with increasing velocity and speed. "Change management" is the overarching umbrella, that encompasses extensive planning, outreach, communications, discovery of concerns / objections / potential points of failure, addressing fears and resistance, developing a shared vision, communicating valid and compelling reasons for cooperation, recognizing sacrifice and incremental success, measuring outcomes in a shared and mutually understood and agreed upon fashion, being able to declare an end-point and successful conclusion. Change is no longer just a one-time business initiative, but an ongoing business capability. Change capability is one of the strategic capabilities which underpin successful strategy execution and radical digital transformation. It moves the organization from efficiency to effectiveness to agility to maturity. However, no change is for its own sake, by overcoming numerous challenges on the way, Change Management can become an enjoyable voyage to discover the new landscape of business and fuel digital transformation.
Change Habit: Do you Have One? The change progress is made via positive and growth mindsets. Change, big or small is inevitable. You can’t step into the same river twice, meaning that everything is always in a state of flow with increasing speed. Change is becoming the new normal, people present different personalities for changes, such as Pathfinder, Listener, Organizer, Follower, and Resistor. Are change agents born or created? In order to improve changeability,
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.
How to Spot Your Change Champions The increasing speed, velocity, as well as the fast pace of technological advances have clearly impacted the nature and scope of opportunity as well as the risk involved. When you stop changing, you've already lost. A changeable organization is to creating organizations where change is the norm and happens the whole time. Change the game is a mindset, people are always the center of changes. Change Agent has the ability to play the right role and know which to play, and when. To expedite change, "put the right people in the right positions to lead change seamlessly,” needs to become the mantra. But can you spot change champions and empower change agents in order to develop the culture of change and build change as the business competency?
Riding Learning Curves to Accelerate Changes: Change becomes the new normal, and even the speed of change is accelerating. Too often changes are made as a reaction to outer impulses, crisis. How do you make changes to anything without knowing all the parts and how they are related? The goal of Change Management is to manage changes in a systematic way, either for making continuous improvement or innovation. Most of the changes are complex processes, how to ride learning curves to accelerate changes?
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