Monday, May 27, 2019

Reinvent Digital Organization and Step into the Future by Building Three Bridges

The organization of the future will be organically and adaptively developed, highly adaptive, flexible, fast and innovative.

The emerging digital technologies make a profound impact on businesses across industrial sectors, from specific functions to the business as a whole. Reimaging the future of business is exciting, there is more than one road to lead the digital way, and there are many opportunities the organization can explore and a lot of barriers it has to overcome. Running a future-driven organization starts with the growth mindset, prepares people for the digital new normal, follows by a series of progressive activities to shape organizational competency and build the substantial bridges between the imaginable state of the organization and the business realities of today in order to move toward the future confidently and effortlessly.

The bridge from data to insight:
The digital era means the exponential growth of data. Data is raw content, 'a collection of zeroes and ones,' without context. Data starts to become information when people add some business context. Information becomes meaningful when businesses sort through, process, refine information into the knowledge which can be used by digital leaders and professionals to capture the business insight and gain an in-depth understanding of operations, customers or emerging business trends or risks. To build the bridge from data to insight, perhaps you should first work to identify the pattern - show information is associated with the valued tangibles of your business, your products or services, resources, customers or marketing, then it’s easier to figure out the true value of information, readily apparent and quantifiable by association. In fact, Information Management is a critical bridge and a threshold competency to enforce the strategic focus of the business, diagnose the root causes of a problem or the core issues of a circumstance to truly understand the resolution and operate a smart digital business.

The bridge from industrial productivity to digital delight: With change nature of the business, the emerging digital technologies and more intense customer demanding, companies today have to keep consolidating, rationalizing, modernizing, integrating, and optimizing for building a strong organizational maturity bridge from functioning to firm to delight. A digital organization can bring greater awareness of interconnectivity, intricacies and the systemic value of organizational systems, business process, people dynamics, resource alignment, or technological touches. It evolves multidimensional management disciplines to achieve digital delight. From the products/service delivery perspective, product development is a full cycle of research, define, design prototype, iterate, and test, for delivering high-quality and intuitive products or services to delight customers. From the process management perspective, the organizational design issue is about how to build the best mixture of organizational elements that harness adaptability through less hierarchy, frictionless processes, and flexible structures. From a talent management perspective, creating positive change and building a delightful working environment is a joint effort and co-responsibility of management and employees. It requires not just things work but be delightful and innovative to improve their productivity and engagement.


The bridge from learning to creating and innovating: In digital organizations with abundant information and knowledge, learning and doing are not linear steps but an iterative continuum. In doing so, you can create a shared business context for learning, working, re-learning, co-creating, and cross-pollinating for generating new ideas or alternative business solutions. That means absorbing knowledge is only the first step. The rising digital technologies such as social platform provide a flexible way to learn, share and collaborate, the digital tools and apps make learning informal, but more cost-effective and interactive. Collectively, high organizational learning relates to high response in recognizing and addressing system constraints, unleashing business potential, improving organizational changeability and innovation capacity. In the organization with a culture of learning, people focus on the learning opportunities offered by assignment rather than on the status quo that goes with them. They learn, share, and co-create. Digital learning is dynamic, interactive, informal, and should be integrated into the innovation cycle. The culture of collective learning becomes a critical bridge to foster knowledge or technology transfer innovation.

As an often forgotten fact is that organizations consist of three types of intersecting and interacting systems: Social, Technical, and Cultural. Perhaps businesses today need to build more than three bridges to move into the future smoothly. The organization of the future is designed openly for anyone with ideas on how human organizations ought to be contrived in the face of “VUCA” digital new normal and explore the “art of possibilities” to grow and innovate. The organization of the future will be organically and adaptively developed, put values and people before rules and roles so that the new breed of digital organizations is adaptive, flexible, fast and innovative.

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