To keep up with today's changes and market disruptions requires the right people with a growth mindset and high changeability.
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.
Taking a Systematic Approach to Lead Change
Taking a Systematic Approach to Lead Change and Drive Digital Transformation With overwhelming growth of information and continuous disruptions, looking forward is not always so easy, often it’s cloudy. Driving progressive change is even more difficult. The most complex topic during transformation is how to deal with uncertainty especially when you change many things such as people, processes, culture, systems, and organization as the whole at the same time. It is a complicated moment for all people in the organization at all levels and at the same time. How to take a systematic approach to lead changes and drive digital transformation smoothly??
Driving Change with a Full Cycle of “Forming, Storming, Norming, Performing, and Transforming” The digital era upon us is all about the increasing pace of changes, technology-driven disruptions, and "always-on" businesses with blurred functional, business, or industry territories. Going digital is about breaking down silos, applying the holistic digital management discipline to enter the next business growth cycle and expand organizational horizons to reach a higher level of business maturity. Organizational change management is not just about a few spontaneous businesses initiatives for reacting to business dynamic. It needs to drive changes systematically with a full cycle of “forming, storming, norming, performing, and transforming.”
Three Types Of Change Agent? Change is an unspecific way of saying the transition from one to another state. Business Change Management is about managing everything that is necessary to get people to adopt new ways of working. Change is inevitable, and the only differences are the reasons and goals behind the change, as well as the scope, depth, and breadth (why to change, what you need to accomplish, what does it consist of and what does it impact) of change. There are incremental changes and radical changes. Good practice of organizational change should be a full lifecycle approach, not a tag on at the end, especially for the large scale of change such as digital transformation, which should not be undertaken lightly because it must align diverse and divergent stakeholders' interests toward a common goal. A Change Agent is not just a title, but a means toward reconciling all the different factors toward a unifying and driving motivation. It’s a set of fine-tuned skills and a gaming changing mindset.?
Leverage Systems Thinking to Understand Patterns and Drive Changes? Uncertainty, ambiguity, unpredictability, velocity etc, are the digital new normal. To keep up with today's changes and market disruptions requires the right people with a growth mindset and high changeability. Systems Thinking helps to understand patterns, interconnectivity between parts and the whole, the interrelationship of businesses in order to manage changes systematically and lead digital transformation seamlessly.?
Nonlinearity and Change Management? The hyperconnectivity nature of digital breaks down the functional, geographical, or even organizational border. Businesses today become much more nonlinear, interconnected and interdependent than ever. When systems are not just about linear relationships, they are defined as nonlinear dynamic. Applying interdisciplinary management to gain an understanding of nonlinearity as the very characteristic of the digital organization and business ecosystem could be at the tipping point for managing changes and driving the digital paradigm shift.
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