How? They do not know?
Digital transformation is a major challenge in many companies. Dealing with it is difficult. Achieving concrete and meaningful results is often an almost impossible task. There are a variety of reasons why organizations find it so difficult to shape and implement digital transformation for themselves.
Determining the current maturity level (baccalaureate) and digital skills of your organization and your employees is a crucial first step in digital transformation.
It is important to identify and analyze the relevant and influencing dimensions. How can this be achieved?
Digital maturity assessment: Jointly develop a structured assessment of your organization’s digital maturity. This should include assessing your current digital capabilities, capacities, processes, and technologies.
Employee survey and feedback: Survey your employees – after all, they know best. The results help to capture and understand the current state of capacities, digital technologies, their readiness for digital transformation and their opinions on current digital processes. This can be in the form of surveys, focus groups or interviews.
Competence matrix: Create a skills matrix to assess your employees’ digital skills and competencies. Identify the areas where your employees are already strong and those where they need support or training.
Comparison, classification and benchmarking: Use comparative data from other companies in your industry or related industries to better assess your own digital maturity level. This will help you figure out how well you’re doing compared to your competitors, what are necessary actions to keep up with the competition, or can be perceived as truly innovative.
Data analysis: Use and analyze data to track the progress of your digital transformation projects and measure the impact on your business.
After you have a clear idea of the current state of your organization and your employees, you can evaluate measures and, above all, develop them to increase your digital maturity:
Skill Gap Analysis: Identify the biggest gaps in your employees’ digital skills and develop targeted training and development programs to close these gaps and strengthen their digital skills.
Leadership and culture: Establish or strengthen leadership and culture that supports digital transformation. Leaders should serve as trailblazers and role models, fostering a culture of continuous improvement and learning.
Resource allocation: Allocate resources for the implementation of your digital transformation projects according to the identified priorities – always in close alignment with your day-to-day operations and other strategic initiatives – call on external help in terms of competence and capacity when needed.
Monitoring and adaptation: Regularly monitor progress and adjust your strategy based on results and feedback.
The exact approach may vary depending on your organization’s specific needs and challenges. The most important thing is that you know the digital maturity level of your organization and your employees, continuously assess it and actively strive to improve it to keep up with the ever-changing digital requirements. We are happy to support you in this process.
Based on the experience of a large number of projects, we have developed a methodological approach that can measure and analyze the maturity level of organizations in a well-founded, fast and efficient manner. We would be happy to present our methods, experiences and results to you.