To make innovation a byword in your organization, you must innovate the office culture. Digital transformation is a long process that requires acceptance of changes and agility to adapt to new-age technologies. With Amazon and Google already setting trends on this front, it is quite hard to keep up. Melissa Swift is the digital advisory leader for Korn Ferry Hay Group. In this article at the Enterprisers Project, Ginny Hamilton shares Swift’s views about transforming office culture in the digitization age.
Is Your Office Culture Ready for Digitization?
At the MIT Sloan CIO Symposium, chair Lindsey Anderson remarked that companies are late if they have not started digitization yet. “The future belongs to the doers,” she prefixed. While companies like Google are digitally advanced since their inception, startups too are not falling far behind. To thrive in the digitization era, you must think long-term. This includes transforming your office culture.
- Agile Is Not the Only Solution: When organizations finally begin to get a hold of the agile nuances, they tend to standardize its processes. They fail to notice that the framework itself should be agile to achieve success. It is not the all-in-one but one of the solutions that could prepare your organization for digital transformation. However, the presence of a corporate hierarchy, resistance to innovative ideas, and unchanged job roles denote that you are not agile. Not only should you adopt the methodology, you should inherit the essence of agile in your office culture.
- It Is a Long Train Ride: You live in a modern society and this modernization has not happened in a single day. With globalization, we have experienced a lot of changes. However, with the digitization era, you know now that it is not enough. Same is with your organization. Your C-suite executives will be unable to see the potential your digital initiatives have. You cannot expect an employee to not resent change management. Start the process and let the reactions pour in. You must undergo the transformation of office culture the hard way to find stability in insanity.
- Two-Track Model Is More Chaotic: Some of the companies are making their existing employees work more conservatively while relaxing the rules for the newbies. By keeping the existing workforce away from the new talents, you are creating more distrust among them. The older talents might wonder why the new recruits get to work with better equipment. The new employees might feel that they are not trusted with the core business processes. Both parties should interact with and understand the importance of digitization. Instead of keeping your employees in silos, expose all to the innovation lab to create an innovative office culture.
To view the original article in full, visit the following link: https://enterprisersproject.com/article/2018/6/building-digital-culture-think-marathoner-not-sprinter