According to The Economist Intelligence Unit in 2013, 44% of strategic initiatives did not succeed in the last three years. Do you get significant resistance when introducing new activities or roles into an organisation? Typically, the missing part of the plan is a focus on leadership and people, such as: demonstrating a commitment to change, understanding how people will work in the future, helping people accept and embrace change, and incorporating feedback into the implementation process.
My take on Organisational Change can be boiled down to five steps that deliver the strategic intent of your digital transformation:
As a result of these activities, you can greatly reduce the risk of failure, achieve the right focus on people, and consequently enable a real change in the way business is done.
