I have been talking about digital transformation as something every company should do or else they would fall behind others who had moved in that direction some time ago. Although most companies have more than enough space for improvement in the area of digitalisation, there are almost none who haven’t done something pertaining to this issue. The following question comes to mind now: who is digitally transformed and who isn’t? The implied conclusion is that digital transformation in organisations isn’t a project, but a process with no apparent end, at least so far.
Considering the fact that it’s a process, I am more inclined to use the term digital growing-up or digital maturity. As most companies are already in this process, we don’t think about whether one has started its digital transformation, but how digitally grown-up or mature it is.
When I was writing about the eWyse methodology for approaching a client prior to the implementation of the digital solution, I emphasised that the process of digital growing-up has to start with people, and not with products or solutions. Hence, it’s vital to first prepare an organisational culture that would make the process of digital growing-up more effective. Interfering in the organisational culture is a very delicate task and, before anything else, we have to be aware of why the organisation should grow up digitally, i.e., why make changes in the culture of organisation. Possible answers to “why” are:
a) Because being digital is trendy now.
b) Because our customers want us to.
d) For better business results.
If you had to make a choice, you’d probably choose c) or d). However, the only right answer is d). Organisations choose to change themselves only for business results. Of course, we could discuss what kind of results those are, but they are, in the end, results.
Many leaders, when faced with a discussion about organisational culture, become defensive and argue that their company’s organisational culture is very good. I often like to joke that we have nothing left to do considering their good results. I have already written about how the organisational result is brought by the organisational culture. If we want a different result (we do), it’s crucial to work on developing positive changes in the organisational culture.
For a moment, it seemed as though we have strayed from the original topic, however, we are coming right back to it. Digital maturity of an organisation means the organisation has a set of values at a high level. Below are several values I consider crucial.
Digital growing-up and transformation of organisational culture go hand-in-hand. Changes in organisational culture take time because their basic aim is to change the behaviour. That is why preparation of an organisation for digital growing-up is unavoidable. If we fail to do this right, every investment in the digital development may be jeopardised. Digital maturity can be measured and improved.
We would gladly share with you the way we do it at eWyse.