In this era of digitalization, everyone seeks a system via which daily lives can become convenient, and a cut above. Speaking of digitalization, organizations are modifying operations across different arenas, making processes smoother and digitized. Many legacy organizations are taking several initiatives to transform digitally. Although the idea of perusing the end goal of transforming sounds very intriguing, it can become frustrating as well.
The organizations may envision the goal of the transformation journey and focus on the priorities to reach there, but in the end, it is the people who will drive the transformation across the organization.
There are shreds of evidence where a company heavily invests in technology to support the transformation journey but the lack of ownership of the people results in zero outcomes.
The transformation journey is not about executing the day-to-day operations. It is more about trying out new things through addressing the rapid changes and future uncertainty. It is more about launching prototypes, capturing all the learnings, and taking strategy to action.
But all these technological investments, experimentations, A/B testing, try & fail fast approaches will not enable companies to transform digitally unless there is a mindset transformation across the organization.
When we say mindset transformation, there are two ways to look at this. First of all, am I being made a part of the transformation exercise of the company? If yes, then am I being inspired and empowered enough to peruse the transformation journey.
Hence mindset transformation should not be associated with employees only. The investors and the top team of the organization have to believe in it. The CEO plays the most pivotal role in this regard. The success lies not only in how well he takes ownership of the transformation but also in how well he or she communicates this and makes everyone owns it.
But this mindset transformation will not happen in isolation. It should be nurtured. And it’s only possible when an organization has the right culture in place. Digital Culture is not about launching a digital transformation desk it is about nurturing core values, demonstrating insane curiosity, experimenting with new technologies, practicing transparency & empathy, rewarding the performers based on the competency not on the seniority, and leading by example from the top.
In this digital era, a truly digital company is not about having a true digital product/service it is mostly about nurturing a true digital culture. A culture that will inspire people not only to experiment but also to embrace failure.
Digital culture is all about collaboration. It’s not about any one-man show. It’s not about any hierarchy based on seniority. It’s also about promoting flexibility and being transparent when it comes to the decision-making process.
Digital Culture will nurture the doers, not the talkers. You may have series of webinar meetings and spend your efforts on planning. But all these never-ending planning sessions will become pointless without actions. The Digital culture inspires the doers and promotes actions. It should not limit to heavy talks only.
I am a great fan of the company called “Newscred”. I had the opportunity to attend one of their flagship events in New York and had a conversation with one of their co-founders. Few things that attracted me the most about the culture of Newscred are transparency, courage, and fearless culture.
Last but not least we also need to remain aware of the fact called results. And results are not going to achieved through driving this culture agenda internally only. It is very important for an organization to know its external stakeholders- most importantly its customers/audiences as well. The external awareness helps the team build amazing digital products. Hence a digital culture should accommodate this external factor as well.
If I have to summarize to round up what elements should be on a checklist ensuring a fruitful and innovative transformation, a proper mindset and an accurate digital culture are what you should codify the most, and the rest will fall into place.