Business transformation is the change on a grand level and it is a thorny journey full of uncertainty, velocity, complexity, and ambiguity.

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, crises, and demands. This is the bureaucracy’s way of meeting the challenges. A digital transformation is achieved via dynamic Strategy-Execution-Change lifecycle management, although it is not all linear steps, but an iterative, ongoing and upgoing change continuum.

The purpose of the book “Change Insight” is to dig deeper to analyze the psychology behind changes and handle problems and changes at the level of the mindset, and explore people-centric change management philosophy and practices.

             Initiate Change 

Initiatechange Change Management is all about balancing the main business elements impacting the organization such as people, strategies, processes, structure, or information technology. Some major barriers to successful change are the lack of sponsorship, change methodology and structural approach. Change is more than a goal, it must be accompanied with well thought out execution plans, processes, and methodologies.

Initiatechange With high velocity, unprecedented uncertainty, information exponentiality, and fierce competition as the reality, digital enterprises are inherently complicated. Change is the new normal either individually or at the organizational scope. The ability to change and business adaptability directly decide the organization’s long-term competency.

Initiatelargescalechange In the face of “VUCA” reality, there are competitions, conflicts, and controversies all over the place in today’s complex marketing environment. The business will be more successful when they realize that one of their greatest strengths will be their change capability. Change is not for its own sake, a clear vision, systematic thinking and effective communication, logical processes and exemplified leadership are all the key success factors to overcome challenges smoothly. The digital organization is designed openly for anyone with ideas on how human organizations ought to be contrived in the face of challenges.

Innerlargechange The purpose of going digital is to make a significant difference in the overall levels of achieving high performing business results, unlocking the full business potential. Nowadays, running a high-competitive digital business is complex because all things do interact, particularly in the case of nonlinear interactions and interdependent relationships. It’s critical to make smooth transitions from static to flow, silo to holistic, and mechanical to organic.

Innerchangecycle The speed of change is increasing; uncertainty of outcomes or occurrences is inherent in numerous business endeavors or societal movements. All of that makes us humble and become cautious for adaptation. Organizational change management today shouldn’t only be a few spontaneous business initiatives for reacting to business dynamics, but logically structured and well-planned efforts to make continuous improvement. People are the center of change, from incremental change to the large scale of business transformation, Human factors spectrum model includes more detail about referential interdependent factors, organizational governance, human interfaces, transitional factors, organization of work processes/procedures etc. Here is a people-centric change management circle including the following interdependent components:

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