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Digital Transformation Is About People, Not Technology

The most visible effect of the ongoing Covid-19 epidemic, according to an article published in The Economist, would be "the injection of data-enabled services into increasingly more parts of life." Digital transformation is likely to become increasingly important for businesses in the near future.

The top worry of CEOs, directors, and certain senior executives in a 2019 study was risk associated with digital transformation. However, 70% of their efforts to promote this motion failed to achieve their objectives. Unfortunately, $900 billion of the $1.3 trillion spent on new ventures in 2019 was squandered.


Fundamentally, despite the potential for growth and efficiency advantages, digital transformation teams fail because individuals lack the mentality to change. It is exceedingly difficult to totally change an organization with faulty organizational processes. Furthermore, digitalization would accentuate defects, making them look larger.

What is Digital Transformation, and how does it work?

When a new system is introduced into an organization, it's only natural to get a bit carried away with the implementation, specification, and counting plans.

Digital transformation is one of the most important processes nowadays for ensuring that businesses remain relevant and profitable in this competitive industry.

Integrating innovative technology and services into established company procedures and streamlining operations are all part of the process. The goal is to make the end product better and more valuable. This entails implementing new tools and apps, storing data, capturing data, and employing a variety of new approaches.

Of course, this is the digital side of things. However, if you think about it, we're talking about "transformation," which entails introducing new ways of working with the current team.

Isn't it tricky?

Anyone would be prepared to spend money on a new set of digital suites with the most up-to-date software, but who would manage it? The key here is to make sure that you have the right individuals on board and that the corporate culture is ready to change. Change management is the key to a successful transition, and people are the only ones who can make it happen.

Getting Your Team to Participate

Any change is challenging. If you want to make significant changes in your company, you must guarantee that everyone is on board, not just your leadership team. Yes, you cannot allow your team to make major organizational choices, but integrating your team in a process can help you get better outcomes.

According to a McKinsey research, while 84 percent of CEOs are committed to big transformation initiatives, just around 45 percent of frontline staff are on board. Clearly, connecting the connections is a major roadblock to implementing a good plan.

This can be accomplished in a variety of ways:

  • Get input from your team on the modifications you made
  • Keep your team informed about the implementation plan
  • Use internal marketing to persuade even the most hesitant team member to adopt new technologies

An organization's transformation to the digital world can be advantageous, but only if every team member agrees and embraces the shift. Make sure you have a positive digital transformation team that understands why new technology is essential and how it may help you.

Invest in and train your employees

Going digital would provide challenges. Some members of the team may be less tech-savvy than others. You can't, however, abandon them. To get them to that point, they'll need a lot of training to help them adapt to the latest technologies and tools.

Remember that people learn in various ways and at different paces. Some team members, for example, may grasp the concept with only one demo, while others may take many days of training to grasp the new technology.

Experiment with different training resources, such as online courses and hands-on learning, and offer people the freedom to study in the way that they choose.

Learning how to use new technology for better results may take some time, especially for team members who may not have a natural affinity for technology. Investing in training is a sure-fire method to capitalize on this change.

The Digital Transformation Framework Doesn't Make All the Difference

It is not the goal of the digital transformation framework to change everything at once.

It's easy to get carried away when you first start revamping your company. It is, nevertheless, important to understand the technologies to be used. You may think about implementing the one that workers find easiest and being selective in your approach.

Anything that glistens isn't necessarily better. It is solely to simplify the work process and support your team members that you want to digitally change your company operations. As a result, don't overcomplicate things. Consult the frontline staff if you have any questions regarding the changes.

For example, if you want to switch to a new online communication platform but can't decide between Zoom, Teams, and Slack, talk to your team and get their feedback.

Expand your horizons

When it comes to a big shift, avoid having myopic eyesight. The goal of digital transformation services is to make people's lives easier and better. A successful transformation plan entails making new improvements to the company in order to increase efficiency and decrease staff responsibilities.

If effectively implemented, a digital revolution may result in enhanced working habits, more customer value, and reduced effort for the team. Something is wrong if your digital move doesn't check all the criteria.

Change must start at the top

Grassroots transformation is an easy idea to grasp. In actuality, change is more likely to occur if it is driven from the top down. That, again, does not imply a hierarchical or dictatorial structure or a fear-inducing culture. It simply denotes both transformative and transactional leadership.

When it comes to digital transformation, the main consequence is that no substantial change or even an update to the company is feasible unless top executives are selected and developed beforehand. It's obvious that leadership, both good and poor, has an impact on every element of a company. The CEO or top leader of a company is the single most important element that affects the efficacy of a business's transformation. Industry, culture, context, legacy, people, and genuine technology, like all other resources, are important.

However, these characteristics are relatively similar among rivals, with the major differentiating element being the senior-most executives' values, mentality, honesty, and competency. Everything in an organization may be duplicated, but not skill, it goes without saying. So, for more effect, invest in the greatest talent, which is where you'll get the most bang for your buck.

Last Thoughts

Technology is all about achieving a lot more with a little amount of resources, but it's only successful when it's combined with the greatest human abilities. It has produced additional jobs, similar to how technological disruption has led to automation and the elimination of obsolete occupations. This is why 'creative destruction' is a term used to describe invention. Any aspect of invention that is creative is dependent on individuals. Using human adaptability to upskill and reskill the workforce may therefore complement both technology and humans at the same time. Simply said, a fantastic idea would be meaningless if we didn't have enough qualified workers to put it into action, and the most inspirational human brains would be useless if they couldn't connect with technology. The main takeaway is that when leaders want to invest in new technology, they should also consider investing in people who can make it useful.

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