Transforming an organization into a digital player is neither easy nor quick.
Such an endeavor will require a company-wide change. This usually takes time, perseverance, and a change management strategy that is well executed.
Furthermore, their behaviors and interactions with inside colleagues and external stakeholders will need to evolve. It will require instilling a culture, eventually new values, and a new set of behaviors that define how things are done.
Organizational change is no easy task.However, according to studies by Boston Consulting Group (BCG), companies focusing on the cultural aspects during a transformation reported 5x better results and stronger financial performance than those who did not.
Additionally, digital leaders are talent magnets. Why? Young generations (Gen Z and Gen Y) like to work for digital players because their organizational setup is usually more flexible and agile. They enable collaborative and creative environments and greater autonomy for employees. They encourage their staff to take measured risks. In these companies, continuous development is a must.
In short, digital players are appealing to young generations because they provide an environment where they can perform and develop themselves.
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La stratégie et la culture sont parmi les principaux leviers dont disposent les dirigeants dans leur quête sans relâche pour maintenir la pérennité et l'efficacité de l'organisation.
As we begin to experience deconfinement after the cusp of the COVID-19 crisis passes by, I would like to review the concept of Transformational Leadership.
Discover the secrets of transformational leadership, the most effective style of leadership for motivating and empowering your followers. Don't miss this article.
