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It’s also crucial to build up trust by pulling people together, bonding people around clear and benevolent intentions, to achieve desired changes and sustain their impact smoothly.

Closer to reality is that change is continuously happening in such a dynamic environment of a company, with increasing speed, and the digital ecosystem has become more complex and compelling. Business leaders should realize that the large scale of business transformation requires both horizontal expansion and vertical penetration, scaling up and digging deeper.

 It’s also critical to create a need for a “pull,” which requires enthusiasm, common belief, determination, and commitment to lead and sustain change.

Pulling all necessary business resources to solve crucial problems and develop innovative business solutions: For any company to lead critical change and succeed in the long term, how resource allocation is determined should be understood by all important parties. When resource management becomes a bottleneck for organizational change management, no wonder companies across the vertical sectors get stuck in business change management efforts. The really important thing is to understand the core business of your enterprise and the critical problems that need to be solved, and apply finite resources to improve business effectiveness.

Successful capacity planning and resource management are critical to ensure that resources are available before they are needed, pull the entire company towards the same direction by allocating resources, time, and assets scientifically to get the best yield possible to meet varying stakeholders’ expectations. When organizational management makes adjustments in the strategic direction to meet the dynamic business circumstances, rebalancing resources helps the organization take advantage of resources effectively, optimize cost, and strike the right balance of “running, growing and transforming” business steadfastly.

Pulling all sorts of talents to build a high-competitive team for driving change, especially the large scale of change smoothly: The real power of digital business comes from the innate appeal of interacting socially and intellectual stimulation that people derive from sharing what they know, and learning what others think and know. However, people often have different perceptions and psychology about changes, thus, they pull in different directions, so it’s no surprise that they get stuck and organizations get stagnated. It’s important to dig into the root cause, from mindset to behaviors by clarifying: what’re their needs and wants for change, do they focus more on long term concerns or short term needs; can the management deal with conflicts smoothly, see the patterns of the underlying needs, in order to pull people in the same direction, and lead change towards the same direction smoothly.

The art and science of change management is to embrace diverse viewpoints, and unify into fresh insight. You are having different viewpoints considered, and if you can obtain a reasonable compromise, the solution will be good for all. When an organization is making a seamless management shift from managing people as the human cost to investing in people as the capital, they are on the right track of identifying talent from mediocre, building competitive teams, putting the right talent to solving the right problems and shaping high-intelligent and high performance organizations.

Pulling all critical business elements to form the unique professional or business competency, etc: Business Capabilities are the abilities to produce specific goods or services for serving customers, gaining market shares, and solving business problems large or small on a daily basis. How effective change management and strategy execution is directly dependent on how coherent business capabilities are.

The important components of an organizational capability include: people with knowledge, experience, and appropriate skills; process with associated activities; the soft business elements such as leadership for orchestrating changes, culture for dealing with business frictions, as well as information technology as the integrator to weave all-important key business elements into differentiated business competencies. In order to improve business agility and speed, the corporate management needs to pull all critical business elements to form the unique business capabilities; integrate relevant business capabilities into differentiated business competency.

Compared to the considerably static industrial age, digital means the increasing speed of changes and exponential growth of information, the always on and hyper-connected business nature with "VUCA" characteristics. Understanding the breadth of business transformation and digging into the depth of change enables change management to keep information and interaction flowing in all directions. It’s also crucial to build up trust by pulling people together, bonding people around clear and benevolent intentions, to achieve desired changes and sustain their impact smoothly.

Posted in: Change Management,Digital Master,Digitalization