Whenever you’re embarking on something new like a digital transformation, speaking with someone who’s been there and done it is a great way to help avoid common pitfalls and challenges. For our latest blog, we talked to the Intergence team, getting their responses to the key questions to ask a digital transformation expert.
What is digital transformation in simple terms?
The essence of digital transformation is taking a manual process and using technology to change it in a way that creates value. For example, imagine arriving at a hotel room, tired from a long journey, and finding your key card doesn’t work. Trekking back to reception to have someone reprogramme the key is frustrating. But if the key was on a mobile device, and you could get it re-programmed by asking someone on a chatbot, that would make the experience much less frustrating.
How can we simplify the process of digital transformation?
Looking for silos within your organisation is a great place to start. If your business is like most, that can seem like an enormous project, but breaking it down into measurable tasks makes it seem more manageable.
After you’ve identified the process you want to transform, it makes sense to work with the process owner to understand how their daily business would be impacted by the change and define what success would look like. It’s also essential to document everything.
Then start implementing that one small transformation piece. Again, document what you did, what worked, and what didn’t. Then, when you start looking for your next mini-project, you can carry over what worked and refine what didn’t. That way, you’ll get a little better and faster with each mini-project you take on.
What is a culture shift, why is it important, and how do you achieve it?
To succeed in a digital transformation, businesses often have to shift their corporate culture and mindset. The company is going to fundamentally change how it does things, and the technology used to achieve the transformation is simply an enabler for the people who own and operate your business processes. If your people aren’t on board, you can’t expect to be able to change anything quickly or for those changes to be adopted in a way that delivers value.
Many businesses underestimate or even neglect this cultural piece of the project, but it doesn’t have to be complicated. Helping people understand why you are changing is an important first step. You can do this by sharing a big vision of where your business is going and how it’ll stay relevant in your changing landscape. Then as you go through your mini-projects, identify and engage the people it’ll affect. Doing this means they’re involved, and you’re taking them on the journey with you, rather than imposing the change on them. And again, always document things, so the communications that underpin your culture shift become part of your routine process for your mini-projects.
How do you measure the success of a digital transformation?
There are two approaches to measuring the success of digital transformation, and it’s good to combine the two. First, you must have hard metrics that align with your strategy. The second is the more human, softer side, like employee satisfaction and employee involvement. If your employees are excited about what’s happening and positively share the story of the change, you’ve been successful because they view change as a good thing. Employees who think that way are more likely to proactively look for things to improve and make suggestions, which is valuable because digital transformation isn’t one and done – it’s a continuous process. With this mindset, you can create a repeatable transformation framework, so innovation becomes part of your business process.
Talk with an expert
At Intergence, we provide collaborative consultative services that help businesses achieve more.
If you’ve got questions about digital transformation that haven’t been answered in this blog, we’re ready to answer them. Get in touch to speak with one of our experts.