The organization has to explore digital in all directions, avoiding varying pitfalls on the way to reaching the next level of organizational growth and maturity.
Digital leaders and professionals must be comfortable with “VUCA” reality, envision the bigger picture, be conscious of the learning curves, keep sharpening their mindset and skill set, in order to drive large scale change in a structural way.
To recognize the transformation before it’s too late: Change is inevitable, lack of a clear vision is one of the biggest roadblocks to change. In the world where change is significantly speeding up, many business leaders couldn’t predict the future with a certain degree of accuracy. For large-scale business transformation, leadership vision is to be the guiding light for change management, to clarify the very reason behind change, the process to change, when to change, and identify change agents for improving change effectiveness. Forethoughtful business leaders envision the trends of their vertical industry, forecast the upcoming change with a certain degree of precision, navigate the organization into the uncharted water or blurred digital territories, steer the business in the right direction.
Do the senior leaders truly understand the time and impact on the organization? Timing is everything for adapting to the changing marketing conditions, preventing risks, or handling emerging events smoothly. The prediction of the future is based on the analysis of the past and insight of today. Forward-thinking companies leverage information-based analytics to provide business foresight about upcoming opportunities or risks. The best prediction is optimal; some trends are more significant than others in their impact on business growth. Forethoughtful leaders are information savvy, to make adjustments of strategic planning timely, as business conditions are full of uncertainty and ambiguity, to ensure change is necessary, for improving the overall business agility and maturity.
To determine how an organization can most effectively achieve its current and future objectives in tangible ways: Change management is not an isolated discipline, but going hand-in-hand with strategy management. Change is also not some random business initiatives, but a structural management discipline. Digital transformation cannot be just another thing that needs to be accomplished, it has to be woven into communication, process, and action of the digital organization. To explore the “how” part of the change scenario, the business context reflects both complexity and chaos, each of these contexts requires in-depth collective insight and foresight into effective decision-making and holistic problem-solving.
Due to ever-evolving business new normal, the large-scale change is often not a linear step, but an iterative continuum. Also, change performance measurement needs to become an integral component of change management. Change measurement is difficult as the very thing you measure keeps changing. Measuring change involves first accurately identifying where you are now. Then, clearly identify where you want to be once the change is complete. Don’t just scratch the surface to manage the numbers, dig into the root causes. Also, ensuring only a small portion of what matters stops the management from seeing the full picture of what’s going on in the business and limits their view on how to accelerate business performance, anchor change as a new opportunity, and unleash its full potential of the business.
To provide a basis for the simulation that can provide a means to see the cascading change effect: Change is a volatile subject, just like change itself. It takes a lot of effort and resources to make change happen. Digital Transformation is the change, but on a grand level, at the level of the system, differentiate in terms of the end result on a systemic level. To improve change effeteness, business management needs to understand the relation and dynamics between consciousness, energy, and information deeply in order to ride the upcoming change waves effortlessly, permeating change effect into underlying cultures, processes, business belief system seamlessly.
The organization has to explore digital in all directions and change to the fundamental business model, for reaching the next level of organizational growth and maturity. Their deep “common sense” leads toward” effective judgment," and drives the organization forward-what should you do upon it. Change leaders need to work with the people at all levels of the organization and have them motivated and inspired for changes, build change platforms for supporting all valuable change initiatives and efforts, see the cascading change effect, and make significant business impact.
Because nowadays, digital organizations can respond to the ever-changing environment dynamically based on information, digital technologies bring unprecedented convenience and deeply influence on how people think, live, and do business. The organization has to explore digital in all directions, avoiding varying pitfalls on the way to reaching the next level of organizational growth and maturity.
To recognize the transformation before it’s too late: Change is inevitable, lack of a clear vision is one of the biggest roadblocks to change. In the world where change is significantly speeding up, many business leaders couldn’t predict the future with a certain degree of accuracy. For large-scale business transformation, leadership vision is to be the guiding light for change management, to clarify the very reason behind change, the process to change, when to change, and identify change agents for improving change effectiveness. Forethoughtful business leaders envision the trends of their vertical industry, forecast the upcoming change with a certain degree of precision, navigate the organization into the uncharted water or blurred digital territories, steer the business in the right direction.
Do the senior leaders truly understand the time and impact on the organization? Timing is everything for adapting to the changing marketing conditions, preventing risks, or handling emerging events smoothly. The prediction of the future is based on the analysis of the past and insight of today. Forward-thinking companies leverage information-based analytics to provide business foresight about upcoming opportunities or risks. The best prediction is optimal; some trends are more significant than others in their impact on business growth. Forethoughtful leaders are information savvy, to make adjustments of strategic planning timely, as business conditions are full of uncertainty and ambiguity, to ensure change is necessary, for improving the overall business agility and maturity.
To determine how an organization can most effectively achieve its current and future objectives in tangible ways: Change management is not an isolated discipline, but going hand-in-hand with strategy management. Change is also not some random business initiatives, but a structural management discipline. Digital transformation cannot be just another thing that needs to be accomplished, it has to be woven into communication, process, and action of the digital organization. To explore the “how” part of the change scenario, the business context reflects both complexity and chaos, each of these contexts requires in-depth collective insight and foresight into effective decision-making and holistic problem-solving.
Due to ever-evolving business new normal, the large-scale change is often not a linear step, but an iterative continuum. Also, change performance measurement needs to become an integral component of change management. Change measurement is difficult as the very thing you measure keeps changing. Measuring change involves first accurately identifying where you are now. Then, clearly identify where you want to be once the change is complete. Don’t just scratch the surface to manage the numbers, dig into the root causes. Also, ensuring only a small portion of what matters stops the management from seeing the full picture of what’s going on in the business and limits their view on how to accelerate business performance, anchor change as a new opportunity, and unleash its full potential of the business.
The organization has to explore digital in all directions and change to the fundamental business model, for reaching the next level of organizational growth and maturity. Their deep “common sense” leads toward” effective judgment," and drives the organization forward-what should you do upon it. Change leaders need to work with the people at all levels of the organization and have them motivated and inspired for changes, build change platforms for supporting all valuable change initiatives and efforts, see the cascading change effect, and make significant business impact.
Because nowadays, digital organizations can respond to the ever-changing environment dynamically based on information, digital technologies bring unprecedented convenience and deeply influence on how people think, live, and do business. The organization has to explore digital in all directions, avoiding varying pitfalls on the way to reaching the next level of organizational growth and maturity.
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