In general, a transformation of a business (or an area of a business) involves a holistic or broad change that alters the way the business works. A transformation is not just a technology change, or just an organizational structure change – it impacts the people, process and physical areas of the organization.

  • ‘People’ includes culture, skills, structure and capacity.
  • ‘Process’ encompasses workflows, tasks, approaches and methods.
  • ‘Physical’ covers geography, facilities, equipment and technology.

 

Organizational wide benefits

Each part of an organization has a vital role to play. The digital transformation framework is the tool that binds the organization together and, provides a common starting point for all teams. The benefits of the digital transformation will be both universal and, also have specific applications in different team functions. The framework will provide: 

Employees

  • A template that provides all employees with an understanding of what’s ahead
  • An understanding of the change and how they will be involved
  • An understanding of the change and what it means for customers
  • The opportunity to work in cross-functional teams across the organization to achieve the desired end state goals

Operations

  • A template to understand what will be required during the period of change
  • A blueprint that maps current state and the goal end state
  • An understanding of the cross-organizational flow-on effects of the change

Finance

  • A template to understand what will be required during the period of change
  • The mandate to map the current state and the future state
  • The opportunity to develop a new, iterative way of working and solving problems

Marketing & Product

  • A template to understand what will be required during the period of change
  • The mandate to reposition the brand, protect it during the state of change
  • A guide to engaging with customers to make them a part of the ongoing journey and transformation of the organization
  • The mandate to assess current product/service performance against the expectations of customers leveraging new technologies
  • The opportunity to develop a new, iterative way of working and solving problems

 

Technology

  • A template to understand what will be required during the period of change
  • The mandate to assess current systems and skills versus the required future state systems and skills – eg. Cloud, social media, Internet of Things (IoT), Big Data, Mobile
  • The opportunity to develop a new, iterative way of working and solving problems

Internal Communications

  • A template to understand what will be required during the period of change
  • A mandate to engage with employees, listen to their concerns, celebrate successes
  • The opportunity to redefine all communication with employees leveraging new technologies

Human Resources (HR)

  • A template to understand what will be required during the period of change
  • A mandate to engage with employees, listen to their concerns, celebrate successes
  • A mandate to assess the current corporate culture and design a pathway to a transformed culture

Customers

  • A clear understanding of what the organization is doing and, how it may affect them as customers
  • An opportunity to engage and support the organization, celebrate its successes as it transforms
  • How to choose the right digital transformation framework
  • The right digital framework is one that is adaptable to an organization yet can be phased into logical, cohesive steps that will show tangible progress. The initial phases ensure the organization knows what it is doing and, why it needs to do it. The following phases are about execution and ongoing operational environment.