According to Mr. Puri, SVP of International IT at Fedex, "Digital Transformation is about adopting new technologies, but it's also about adopting new ways of working and new mindsets to deliver new business value".
Establishing a sustainable digital culture is fundamental these days. As technical progress continues to unveil, we need to secure agile leadership, adaptability, innovation, and drive within our organizations to advance in the digital transformation. The first step in this path is to throw out the processes, tools, and mindsets that are no longer useful.
We need to get rid of processes and activities that are justified by the "we've always done it this way" justification. Successful transformation will depend on your employees’ attitudes and mindsets about change, their willingness to modify their work methods, and other organizational elements such as decision-making process, collaboration across functions and collaboration/ communication channels and systems.McKinsey has found through their study of change in organizations that 70% of change management efforts fail due to employee resistance and lack of management support.
There are four contributors to employee resistance that you can focus on to support the change process :
By following a formal change management approach you can ensure that all of these four elements are tackled, the potential resistance is identified from the beginning and the right tactics to be put in place to proactively manage them with the right information, sponsorship, and training. It is important to also highlight the important role that management plays during transformations.
No one in your organization has a bigger impact on your employees’ experience, well-being, and performance than your managers.
It will be essential that senior leaders lead by example and "walk the talk" as they work on embedding the new behaviors and habits that make your digital culture, Also, processes and measurements should support the change and track advancement. Furthermore, it will be important to review the criteria on how the performance of employees is measured and to find ways to reward and recognize those who display new behaviors.
Your HR team should play the main role in developing the change management infrastructure that will guide the entire enterprise through its digital transformation. But HR must also function as the facilitators, providers, and mediators that enable cross-departmental coordination.What is the biggest hurdle that your organization has faced/ is facing in regards to business transformation these days ?
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The healthcare industry is undergoing a monumental shift. The days of traditional HR paradigms and rigid processes are being replaced by a human-centric approach that empowers employees and fosters an environment of compassion, well-being, and collaboration. In this article, we explore the transformative power of HR and the cultural impact of a people-centered approach. Through real-world transformation journeys of Novartis and Cleveland Clinic, we capture a glimpse of how these organizations have successfully harnessed the energy of their teams to reduce stress and burnout while elevating morale and job satisfaction. Finally, we offer insight into leading a cultural transformation and creating an empowering, healthy work culture. Together, let’s explore how we can collectively empower healthcare with a human-centric approach.
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