Digital Transformation is a buzzword – hardly anyone can explain that with only a few sentences. For most people it is even „just an IT topic“. Today I introduced the idea of an self assessment at the DGFP Zukunftswerkstatt in Berlin – and got quite some good feedback (Thank you for the additions!!)
Technology surely is a trigger in Digital Transformation, but it is all about people, behavior and a very different attitude.
My idea (which I am currently discussing in various groups) is to have a sort of mapping, where people or even organizations can find out, where they are, and where they want to grow too.
In a first step, I would like to offer this matrix (mehr …)
Too much information!!
With this article, I would like to share my answer to this very common complain…
Many people complain about the increase of information, the flood of photos, videos, their speed and even channels providing them
picture cc from mindwerx.com
The desire to come back to a simple world is growing throughout all ages.
A big argument in the digital transformation is that with all that new media, channels and possibilities, we are creating an information flood (text, photo, video…).
That sounds reasonable – but is only partly true.
We do not „create“ an information flood – we are making it visible / accessible!
In „good old times“ we had reporters, investigating, selecting, curating content and served it via newspaper or TV – We only had to choose our „education level“ (e.g. shows or news)
Also at work our managers made our work simple and selected what we need to know and gave us directions what to do.
That worked fine in an disconnected and mostly stable, local environment. Now we are living in a highly connected, agile and dynamic environment.
The information itself did not really (mehr …)
The second part of my thoughts about a modern change management approach is about values and the typical way in big company (or government) to roll out changes: „One size fit’s all“.
In my experience today we are able to engage an individual change approach – of course we need a network of supporters for that, extremely open and fast, direct communication and a load of „TRUST“. The results on the other side are beyond everything we know from the past. But let’s start with the values as a foundation:
(if you missed the first part, i suggest to start here: A new change management concept … I will add more and more pieces)
If you want change, you need to work with „values“
Our believes and values drive behavior – don’t expect a behavior change from people seeing the highest value in (mehr …)