A subject on the pages of every business publication, on the lips of most keynote speakers, and on the table for every organisation – what does ‘digital transformation’ mean for you?
Digital transformation requires a business to break down the mind-set of its people as well as its infrastructure. It’s a process of re-engineering, designed to create a situation in which data and technology drive business growth by addressing the real-time needs of the end user or consumer. It also provides the platform to maintain a competitive edge.
Nicholson McBride have been supporting businesses for the past three decades in improving performance in three key drivers of business growth:
- Transforming the leadership skills of the senior management
- Developing transformational people management strategies
- Embedding a distinctive culture which pervades the organisation
In our experience, the success of any digital transformation programme depends largely on the organisation’s ability to embed and nurture a new mind-set swiftly and universally. Businesses that can’t engender this change have little chance of thriving in the digital era, where communication is instantaneous, nothing is impossible and everything can be measured in real time.
Business success now stems from recognising that the only way to stay ahead of the game is to remain agile and innovative. The implications of this may be uncomfortable, but they must be embraced by any business seeking to achieve and sustain success in the digital age.
Once the transformation strategy has been set and the operating model designed, the speed of success will be dependent on three key factors:
The future challenges for leaders will be utterly different from those they have faced in the past. This applies to the people they lead and manage, the pace at which business is conducted and the processes needed to support that. We help leaders to re-invent themselves.
Resilience is a key characteristic which needs to be nurtured, alongside an ability to redesign senior roles in a way which allows leaders to role model and champion changes in behaviour, process, structure and technology.
People Management Strategy
It is critical that the new business model has a clear people management strategy to support both new entrants and existing employees.
The introduction of new skill-sets, an increased desire to demonstrate diversity, and the ‘millennial mind’ all add to the complexity of the working environment and highlight the need to develop collaborative, agile teams.
In a world that is evolving at pace, it is critical for businesses to develop a culture that not only delivers to brand values but also demonstrates a passion for continuous improvement – for example, via ‘test and learn’ and the adoption of a management style that supports and rewards innovation.