Friday, January 31, 2020

The Monthly “Digital Fit” Book Tuning: Performance Fit Jan. 2020

The point is that how you know for sure that people being called “talent,” are really fit, how do you know you are putting the right people in the right position to solve the right problems.

The purpose of “Digital Fit: Manifest Future of Business with Multidimensional Fit“ is to share insight about multidimensional enterprise fit from digital characteristics, organizational structure, change, knowledge, and talent perspectives; evoke critical and paradoxical thinking about digital “fit vs. misfit,” spark healthy debates on how to define and develop true digital fit, and build a fitting working environment to inspire creativity and accelerate digital transformation.



Performance Fit

How Would you Calculate the Organization’s Performance Score of Digital Transformation The digital transformation represents the next stage of business maturity. It has to permeate into business vision, strategy, culture, communication, and processes. etc. Thus, performance management should take a multidimensional approach, to connect all important dots, with multifaceted perspectives. In practice, the more meaningful the thing you want to assess, the harder you can measure it objectively. More specifically, what are important factors could be used to measure digital transformation score and how to lead transformative changes successfully?

The Corporate Board "Performance Fit" Performances are not just numbers with metrics, they are numbers in context, results related to business goals. Business performance can be affected by numerous factors of which governance is one of them. The corporate board as one of the most crucial governance bodies in the modern enterprise plays an important role in setting digital principles for improving performance management effectiveness and monitoring business performance smoothly.

Three “P” Factors for Assessing Digital Fitness Digital fit starts with people fit. People are always the weakest link in organizations. So, part of the digital transformation journey is to prepare people for the new paradigm shift and to recognize this is a crucial step. The point is that how you know for sure that people being called “talent,” are really fit, how do you know you are putting the right people in the right position to solve the right problems? Here are three “P” factors for evaluating digital fitness.

Three Growth Forces to Accelerate Digital Business Performance The digital organization is the dynamic business ecosystem with the two most basic systemic structures which are the balancing cycle and the growth cycle, and their emergent characteristics just happen to be balance and growth. Change is the new normal, and change can be an opportunity, but at the end of the day, it needs to be all about moving the business numbers upwards. Although we have to change with the "tide," companies that lead in digital transformation, are much more likely to have a top executive team who understands digital opportunities and threats and who can enforce the business growth forces for the strategy execution and accelerate digital business performance.

Running Fit, Healthy, and High-Performance Digital IT organization Digital means the increasing speed of changes, fierce competition, hyperconnectivity, interdependence, and always-on business dynamic. IT is no longer just a reactive support function or a cost center, but a change organization that keeps information flowing and enables business growth and drive digital paradigm shift. CIOs need to have strong digital awareness, understand how they relate to other functional leaders, business partners as well as the varying shareholders. They should also make an objective assessment: Which speed can they swim in the uncharted water; what competencies do they need for the business’s surviving and thriving? Or to put simply, how to run a digital fit, healthy, and high performance IT organization?

The “Future of CIO” Blog has reached 3 million page views with about #6300+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting. The content richness is not for its own sake, but to convey the vision and share the wisdom, to inspire critical thinking and spur healthy debates. Blogging is not about writing, but about thinking and innovating new ideas; 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 time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.


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