Digital Transformation?

Why this seems so difficult - and what we can do:

There are a number of reasons why organisations find it difficult to shape and implement the digital transformation for themselves. A lot is written and discussed about this time and again. We would like to pick up on a few of them here and describe them in more detail:

Lack of understanding: Many managers and decision-makers may have limited knowledge of the technical, procedural and organisational aspects of digitalisation. They may struggle to fully understand the implications and opportunities of digitalisation for their company and apply them to their own business.

Resistance to change: People tend to resist change. If employees feel that digitalisation could jeopardise their jobs or that they do not have the necessary skills to meet the new requirements, this can lead to resistance.

Cultural change: Digital transformation often requires a profound cultural change in the organisation. This can be met with resistance, as employees and managers are unsure of what this means for them. They have to step out of their comfort zone and adapt to new ways of working and processes.

Lack of resources: The implementation of digital transformation projects requires time, money and qualified personnel. Many companies may have limited resources and need to prioritise. This can very easily lead to a conflict of resources between the project and day-to-day operations.

Complexity: Digital transformation can be complex, especially in larger organisations with many departments and processes. It can be difficult to bring all parts of the organisation up to the same digital standard.

Companies can take the following measures to overcome these challenges:

Clear strategy and communication: A clear digital strategy and vision are crucial for formulating the goals and the path to digital transformation. These must also be communicated accordingly in order to make them known to the people in the organisation and provide orientation.

Change management: Companies should use accompanying change management practices to promote cultural change and minimise resistance. The communication, education and training described here form part of this. Creativity and sensitivity are required here as to which other practices should be used.

Education and training: The organisation should invest in the education and training of employees to build digital skills.

Promote innovation: Creating creative freedom and promoting innovation within the organisation can help to generate new digital solutions and ideas. Having the courage to make mistakes and seeing this acceptance of mistakes as a learning opportunity also contributes to this.

External support: In some cases, working with external experts and consultants can be helpful to support the digital transformation.

Digital transformation is an ongoing process that requires willingness and commitment. Organisations that overcome these challenges have the opportunity to become more competitive and future-proof. The actual start of the digital transformation requires a step-by-step approach and a clear strategy. 

We help you to carry out an initial digital assessment of your organisation and also to develop and implement a complete digital transformation strategy for your company or a specific business unit.