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However, you’ll also be presented with a range of research, data and stories where transformation takes so much longer than expected, and 70%, 84% or 86% have failed to deliver a sustained performance improvement, or less than 5% reporting complete success at sustaining the desired change. The exact numbers don’t matter, the overriding experience of organisations is that digital or business transformation is extremely hard.
For companies to fully embed innovation or to digitally transform requires a shift of organisation culture, including the mindsets, behaviours and ways of working – from leaders and managers to front line staff. Without this shift you will fall short of the intended benefits from your investment in innovation strategy or technology – technology alone will not effectively shift the operating model. Equally, your innovations are unlikely to achieve their full potential unless you have embedded a culture of innovation, one where everyone plays their part in gathering insight, generating new ideas and ultimately testing and learning new products, services or solutions.
Whether it be to deliver products and services to customers, to drive out internal effectiveness and efficiency, or to better connect with your marketplace, there is nowhere to hide from the need for organisations to innovate and fully embrace digital technology in every part of their business. In response to COVID -19 some organisations may have expedited some of their technology roll out but deploying the technology alone will not bring about the desired or sustainable performance and productivity gains.
Successfully delivering and sustaining your digital transformation or innovation strategy requires your people and your culture to intentionally adapt to ensure your investments deliver.
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Whether it be to deliver new products and services to customers or improve internal ways of working, digital adoption and innovation requires a shift of company culture, mindsets, behaviours, and ways of working – from leaders and managers to front line staff.
find out moreCulture is still cited as one of the primary reasons why M&A transactions fail to realise their full potential. Aligning cultures stretches well beyond just harmonisation of people and HR policies- it needs to include working practices behaviours and the employee experience.
find out moreWith rapid growth comes culture strain– ways of working are often outgrown and need to be adapted, new disciplines are required, people need to be upskilled, management practices enhanced, and the employee experience refreshed. Left unresolved, the culture strain will impact on performance and future growth.
find out moreHow diverse your population is, how inclusive your culture and how well your people feel heavily contributes to how agile and innovative you are as a business, how appealing your offerings are to your diverse customer base, and how engaged, hence productive, your people are.
find out moreThe need for strong, connected and forward-thinking leadership of your people is greater than ever as employees grapple with blurred boundaries of fluid operating structures, increased demands and moving goals, higher uncertainty and greater complexity, all within a fast-paced environment.
find out moreCulture change programmes for complex situations require a robust underlying method, attention to detail, yet flexible and effective approach towards implementation to allow for the various complexities. A multi-layered approach may not be simple, but it can spread responsibility, resources and multiply impact to achieve faster traction.
find out moreAchieving greater performance, productivity and impact is a constant challenge for leaders. Whether just for a team, a department, a division or for the overall company, creating a climate and culture which enables high performance is key for delivering results and fulfilling strategic ambitions.
find out moreMost organisational cultures are not totally conducive to sustainable remote working practices, with productivity, engagement and wellbeing all being impacted. Organisations will need to reset their internal culture and ways of working to enable remote working to be a sustainable, human and productive way of operating.
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