Result
Your Digital Transformation Assessment Rating is:
ADOPTING
Your Score: 52
Name: Test
Email: [email protected]
Company: None
Digital transformation has been launched within the organization.
The organization is laying the groundwork for digital transformation by articulating what digital means to its customers and business model.
The leadership team has identified any increase in capital expenditure and presented it to the board for approval.
The new roles, such as data scientists and translators, have been identified, and employees have started to be rescaled, reallocated, and reengaged.
Across the organization, digital methodologies such as design thinking, hackathons, and customer journey mapping are being adopted.
The organization has initiated a move to a data-first culture.
Both leaders and employees are being trained in digital skills and methodologies.
The pace of the transformation is driven by the organization’s strategy, marketplace, and customer expectations.
In the Adopting Stage, six critical priorities are:
(1) Articulating what digital means to the organization’s customers
(2) Recognizing and initiating changes to the business model
(3) Identifying which technologies to adopt and integrate
(4) Driving the necessary changes in the organization’s culture
(5) Engaging and training employees for the transformation
(6) Leaders’ openness to changing their leadership style
Having “Adopted” digital transformation, it is important now to move to the next stage of “Alignment.”Recommended Actions:
Research conducted by the Digital Leadership Specialists reveals that the top three reasons digital transformation fails are:
- Failure to create the right culture to support the digital transformation
- Senior leaders’ reluctance to change their mindset
- Lack of understanding that it’s not about applying “digital lipstick” but about the whole organization’s transformation.
To overcome the most common reasons that digital transformation fails, we recommend the following actions:
1. Digital Ambition: One of the first steps of any digital transformation is to craft the digital ambition. A digital ambition articulates what digital means, first from the customer perspective, then to your business model, and then identifies the necessary internal changes. It sustains your organization’s transformation and provides the purpose and direction of the organization, encouraging collaboration and the breaking down of silos and cross-functional teams. It also critically aligns every part of the organization.
2. Senior Leaders: The leadership style required for guiding an organization through a digital transformation often requires leaders to think and act differently, specifically:
- Check that senior leaders recognize that they need to move from command and control to coaching and empowerment.
- Leaders focus on reducing bureaucracy, red tape, and internal politics as they recognize this slowdown and its hindrance to transformation. Instead, the leadership team focuses on clearing obstacles to the transformation and freeing up employee time to take the right actions to drive the transformation forward.
- Understand how well senior leaders are behind a truly empowered workforce. Doing this in the right way means employees are part of the solution and the transformation actions rather than potentially being collateral damage.
Indicators of Success
With clarity around the digital ambition and the leadership positively driving the transformation, the organization is building momentum. Key areas of achievement also include (note, this list is not exclusive):
- Reduction in time wasted in meetings
- Paperless operations
- Cleanup of legacy data
- Building a data operating model
- Leveraging AI to improve operations and customer experience
- Adoption of GenAI to enable employees to work faster and better
- Upskilling of employees
- Greater collaboration across the organization
- Introduction of digital methodologies such as Agile, DevOps, Customer Journey Mapping, Design Thinking, and Hackathons
- Greater integration of the customer perspective
- More open communication at all levels
- Hiring of external talent (if required)
