The digital era is developing rapidly across most industries and countries. While it’s not compulsory for a business to jump on the digital bandwagon, those who ignore the benefits of a well-executed transformation journey do so with the risk of being left behind.
W. Edwards Deming: “You don’t need to change – your survival is not mandatory.”
Frequently, “under-achieved” process digitalization is caused by a failure to secure positive intention of the employees to support digital transformation of their work and comply with its requirements while at work. Thus, how inclusive and, as a result, effective is your digital transformation?
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Our definition of Digitalisation:
Technologies that transform the information nature of work and improves processes and work efficiencies.
Our experience:
The Four main concerns En-Sync 8020 identified, in interviews with our client’s employees when faced with an impending digitalisation transformation journey are:
Lack of clearly articulated benefits of process digital developments for the company, for the process, for people
Perceived threat to lose personal value and not being valued as before due to a digital transformation of work
Perception of being unprepared to be successful in the delivery of the digitally performed work
As a result, a feeling of not being valued causes mistrust to others and lack of valuing others
Our Foundations:
A positive digitalisation transformation journey requires the confident support and inclusion of all employees. En-Sync 8020 address these issues by incorporating project management principles and the principles and 65 years of grounded theory and application of the works of Dr Elliott Jaques.
Work:
The use of data for discretion and judgement in making and enacting decisions by accountable person/team to proceed toward a goal of delivering the outputs of a process.
Resources required to deliver the outputs of a process (information, technical resources, etc.)
Identify the measurable data points which could then be transformed into meaningful information
Verbalisable facts and data that will be articulated and can then be reproduced with appropriate analytics
Interplaying verbalisable knowledge and data and non-verbalised information processing in trying to arrive at a decision
Physical enaction of the decision made
The Countable product/service of the completion of a process (Quality / Quantity / Time)
En-Sync 8020 has identified Three criteria that can be utilised to measure the success of digital process transformation based on the nature of process work and its key elements (process, work, accountable team)
More outputs (quantity) with better quality at less cost (resources) and within less time
Better data utilisation, a better quality of analytics and less time from data to enaction cycle
Positive intention to comply with the digital transformation of work maintained or better team inclusion level and sustained process effectiveness
In setting our clients organisation for a successful transformation requires an organisational perspective, to consider:
The objective is to assess the impacts that the digitally transformed work have on the capability requirements of the members of the team accountable for the digitalisation transformation journey and the future process, including changes in data, information / analytics, decision and action.
Positive Intention to Support the digital transformation of work Developed Role with specific accountabilities to deliver the Digital Transformation
Positive Intention to Comply with the behavioural requirements of the digitally transformed work Improved Communication, feedback and support
Accountabilities & Authorities aligned to the Digitally transformed work requirements Maintains or strengths Mutual Trust within the Team
The consensus among the Team Members of being valued and valuing others Career paths, Talent pool, and training with Digital Transformation
AS-IS Mapping of Digital Development for any business process is the most critical step to understand the current state of the accountable team, current level of digitalisation and work efficiency
Map AS IS accountabilities and authorities for elements of work within the process
Map AS IS elements of work within the process (data, information / analytics, decisions, actions)
Map AS IS Digital Development of work within the process
Map the current indicators of work efficiency (data collection, data utilisation, etc.)
Frequently forgotten aspects of Team Inclusion is how the digital transformation of work impacts changes in the complexity level of data, information / analytics, decisions and Timespan of Discretion
Requires changes in knowledge and skills to manage data, perform analytics and enact decisions
Requires an understanding of potential new problems and, as a result, new problem solutions for team members to experience
Requires changes in priorities that should be taken into account while executing the digitally transformed work
Requires changes in the standard of the behaviour (time, Action, Target, Context) or to set a new behaviour standard
Requires actions to mitigate the negative impact of digitally transforming work on the positive intention of team members to comply with new behaviour standards
En-Sync 8020’s standard approach identifies barriers to “Inclusive” Digitalisation and develops an action plan to, ensure positive intention to support and comply with the digitally transformed work, for the “pilot” process
Select the process which will be digitally developed or is currently under digital development
- Consider whole constraints
- Consider handover points
- Customers and suppliers to the area to be developed
Map AS-IS content of the process:
- Key data
- Key information and analytics
- Key decisions
- Key actions
Assess the effectiveness of the current level of managerial systems
- Process Effectiveness
- Work Efficiency within the process
- Inclusion Level of the Team accountable for the process
Scope and impact of digital process development on Team Inclusion Level
- Team management
- Process Management
- Individual Team Members
Incorporate Changes in the digitally transformed work
- The process into the inclusion factors that are to be impacted by the transformation
- Measure regularly the changes in Team Inclusion Level and positive intention, to comply with transformed work
