Digital transformation is a buzzword we’ve been hearing a lot over the past few years. Some companies have taken steps to achieve it, while others have put it off. This year has changed all of that. The impact of the COVID-19 pandemic has accelerated the pace of digital transformation for nearly every organization.
In a recent interactive article from Spencer Stuart, you can determine what changes you may need to make to your digital roadmap. This piece begins by asking where you were in your digital transformation initiatives prior to the COVID-19 outbreak? It then asks about your current situation and what goals you have. These include:
- Reevaluating the customer experience
- Aligning digital with your new strategy
- Developing new digital business models
- Driving sales through new channels
- Leveraging momentum of collaboration across teams
- Improving productivity through automation
- Evolving products and revenue streams through IoT
- Building new integrated connected systems
The pandemic has shone a spotlight on executive leadership’s soft skills. Working remotely for an extended period has created new challenges we’ve never faced before. You are having to reevaluate your engagement with employees and provide increased transparency. This includes digital tools to enable remote working capabilities, decision making processes, purpose and empathy, learning and experimentation, and adaptability among other traits.
In addition to soft skills evolving and changing, there is no doubt that your culture is going to change as well. The pandemic has changed how and when people do their work, how they interact with one another, and how they view their future.
According to Spencer Stuart, “With digital transformation accelerating, organizations will need to emphasize flexibility, experimentation and agility. Leaders will have to foster a culture that is comfortable with ambiguity and continually innovates, while demonstrating caring through the process of change. Leaders whose styles are oriented toward learning, purpose and caring are particularly well-equipped to lead in this environment.”
The last topic covered in the article is your structure and whether it needs to change. Pros and cons are shared for centralized, hub and spoke, function driven distributed, and brand driven distributed models. Changing your structure should be considered carefully. You have built a culture that is facing extreme challenges. Digital transformation can support the ‘new-normal’ we are experiencing. This may require you to restructure and it may not.
Look at what is working since the outbreak and what is not. How can digital initiatives help you where you’re struggling? If a new structure is required, consider what fits your culture as you move forward. And while much of what is ahead of us is unknown, that doesn’t mean you should proceed with caution in every aspect. Once you have aligned your culture and business strategy to the current environment of adaptability, move forward with your plan to maintain your competitive edge. Sitting on the sideline too long could do more damage long term.
For additional help or questions on creating a lasting, flexible, and supportive culture, let us know how we can help. Our recruiters have significant experience building out marketing departments with companies of all sizes across industries to help them define and build their culture as well as building out their teams.