Tag "Change Management"

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Digital Transformation Or Death, Make Your Choice!

A few days ago, I watched in awe (like many of us) as Elon Musk unveils his latest innovation, the solar rooftop with glass tiles. An outstanding solution that is set to disrupt both the energy and the construction industries. Elon represents a type of digital transformation leader that I call 'the chief disruptor' in my new book.

Last month, as I prepared some quizzes on the different types of digital transformation leaders I defined in my book The Digital Transformation Success Formula, I thought about Elon for a little while. I expected another innovation from him somewhere next year. But, he was faster. Fast and faster, that's the speed at which digital transformation is going and you don't want to be left behind.

Digital transformation will impact your life one way or another, like the industrial era had impacted our lives and that of our parents and grandparents. Whether you are aware of it or not, you will be making a choice between “digital transformation or death”. Leaders have to decide first. I help them make the right decisions and guide them to succeed when they choose digital transformation.

Every leader, no matters your title, your industry, or your work status as an entrepreneur or an employee, you want to be involved. Digital Transformation will affect you both personally and professionally.

What is Digital Transformation?

Digital transformation is how the latest digital technologies combined with strategic business innovation are reshaping the actual era, reinventing businesses, organizations and our lifestyles. Many professions as we know them today will disappear in a couple of years. Many of you have already changed careers or experienced the loss of a job. We see many “ends” but digital transformation also offers many “beginnings” and that is what I want to guide you to take advantage of.

Digital Transformation and Leadership

Technology itself is evolving fast, but it will not create the transformation by itself. I have as proof the many millions euros/dollars technology and business projects that I had the opportunity to either manage, lead, participate in or witness in the corporate world (and especially in Fortune 500 companies) over the last 20 years. In fact, relying too much on technology is the number one reason for technology project’s failure. Leaders are creating the transformation. Our lifestyles, businesses, and organizations will be how our leaders shape them. The Digital Transformation Success Formula is aimed at empowering leaders so they can transform themselves first, and then transform our organizations, businesses, and lives efficiently.

If You Are a Leader, Join Me Online for the Launch Event!

I am launching my book The Digital Transformation Success Formula, and our Leaders' portal: www.digitaltransformationleaders.com in exactly two weeks, on November 17th.

Whether you are already involved in digital transformation, starting out or wondering what it is, I invite you to join me online on November 17th at 12:00 PM EST; (6/00 PM GMT+1; 9:00 AM PST).

 

6 Reasons Why You Should Save Your Place Now and Join Our Webinar Launch Event!

  1.  You will learn why digital transformation leaders are needed and how to become a great one.
  2.  You will learn why the formula in my book  will change both your personal and professional life for the best.
  3.  You'll have the opportunity to win several prizes.
  4.  I will be giving away a few gifts for free.
  5.  You will have fun learning and sharing.
  6.  Places are limited so first come, first served. Click here to register now!

 

I am looking forward to sharing much with you!

Nadia Vincent

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Digital Transformation or Death, Our Only Options!

As I prepare for the launch of my book “The Digital Transformation Success Formula”, I am often asked by friends who are not in the technology field “What is Digital Transformation?” That is a great question to ask and a great place to start. I say “start” because digital transformation will impact your life one way or another, like the industrial era had impacted your life and that of our parents. Whether you are aware of it or not, you will be making a choice between “digital transformation or death”. Leaders will have to decide first. I help them make the right decisions and guide them to succeed when they choose digital transformation.

What is Digital Transformation?

Digital transformation is how the latest digital technologies combined with strategic business innovation are reshaping the actual era, reinventing businesses, organizations and our lifestyles.  Many professions as we know them today will disappear in a couple of years. Many of you have already changed careers or experienced the loss of a job. We see many “ends” but digital transformation also offers many “beginnings” and that is what I want to guide you to take advantage of.

 

Digital Transformation and Leadership

Technology itself is evolving fast, but it will not create the transformation by itself. I have as proof the many millions euros/dollars technology and business projects that I had the opportunity to either manage, lead, participate in or witness in the corporate world (and especially in Fortune 500 companies) over the last 20 years. In fact, relying too much on technology is the number one reason for technology project’s failure.  Leaders are creating the transformation. Our lifestyles, businesses and organizations will be how our leaders shape them. My new book, “The Digital Transformation Success Formula” is aimed at leaders so they can transform themselves first, and then transform our organizations, businesses, and lives efficiently.

 

Are you a leader?

Every leader, no matters your title, your industry, or your work status as an entrepreneur or an employee, you want to be involved. Join my group of Digital Transformation Leaders by opting in for the 1st report, “The N°1 Formula for Digital Transformation.” Just click the link to the portal below. Check out the blog on the site as well. I’ll keep you posted soon about the launch event for the Digital Transformation Leaders platform, as well as the book launch.

 

You won’t want to miss the launch event.

I’ll bring together a great panel of experts to deliver value to you on several aspects of digital transformation. Furthermore, for one hour, you will be able to download the Kindle version of the book for free. That’s not all. You will also be able to purchase the printed “The Digital Transformation Success Formula” book at a reduced price, all during a limited period of time. Additionally, there will be several other gifts to win.

 

Opt-in and join our group at www.digitaltransformationleaders.com.

Once you opt-in, I’ll then send you a private invitation for the launch event, coming in November and the Digital Transformation Report. You’ll also receive a video training on how to “Create Your Digital Transformation Vision in 7 Days”, for free.

See you there!

Nadia Vincent

How to Get 5 Times the Employee Engagement You Have Now

Digital transformation leaders are called to lead the process of digital transformation in their organizations, leading those organizations into the digital age as they transform both their business, and the people in their organizations.

Every organization already experienced a tremendous level of change during the last 10-15 years. Implementing change in organizations around the world has brought many organization with an employee engagement level this year 2016 down equal to 32% in the United States of America and 13% worldwide, according to research by Gallup.

Though many solutions have been made available on the market to counter these negative trends, the reality is that most organizations are experiencing some level of employee disengagement. The main reason is that several generations were educated for the industrial era, with expectations different than the actual situation in the digital era. As a result, in the market place, you will find individuals experiencing one or more of the following:

  • Individuals who are not in alignment with who they are and what they want to do and are feeling lost.
  • Individuals whose expectations of life is different from their actual lives.
  • Those who have much potential but are held back by their fear and mind programming.
  • Those who know of their purpose and are searching for ways to get involved in their own mission and make a difference.
  • Those who are holding fearfully to what they have and perceived as security in a time when everything is changing.

Outside of the organizations, you’ll find investors and other stakeholders counting on you to bring the best return on their investment in your organization in a transitional and questionable global economy.

What about customers? They have expectations from you as well, especially the faithful ones and for your organization’s or business’ continuous success you’d better not deceive them

For each individual, regardless of their position, what they don’t like is uncertainty. As a Digital Transformation Leader, you are seen as the change leader and whomever says change, also says uncertainty.  So there is just one thing that they expect from you to start with: Trust!

Can they trust you to bring them to something that could improve their lives? Can you make their organization more successful with your changes?  Can they trust you so that they don’t lose what they have; be it their comfort or position? Seriously, can they trust you with their future, and their family’s future, at all? This is why it’s important to develop your leadership skills and emotional intelligence continuously.

  1. Invest in preparing the individuals in your organization for the emotional disruption that they will face during their transformation.
  2. Create hunger for the transformation in your organization.
  3. Create an attractive and transformative vision for your organization or your team.
  4. Develop more missionaries than employees in your organization.
  5. Digitally enable your organization.
  6. Join our Digital Transformation Leaders community and enjoy much guidance as you lead your organization to transform.

6 Things every Project Manager Must Know About Digital Transformation

Are you leading one or more digital transformation projects? Be ready to embrace a new type of project management with more change-based leadership and individual transformation involvement than you have before.

  1. You must move from the traditional project management triangle and adopt the new rectangle for the project involving change and transformation leadership.

Digital transformation is not about one change but multiple changes that will    create the transformation. Your most effective management of time, cost        and scope can easily be sabotaged by disengaged individuals, making you      look like a novice.

  1. Your team now extends beyond your traditional stakeholders in terms of your competitors, influencers, your clients, their kids, their friends and their little knuckle-head friend on Facebook.

Digital transformation is about innovation and business efficiency.           Innovative ideas are born out of people’s experience, whoever they are. We have moved to a social era where social media trends, shares, and happenings shape our reality and possibilities. You get to use that as an extended resource.

  1. You must and should go ahead and find out about the plan of other leaders in your organization, and it’s necessary to keep an eye on what they are doing.

With the many changes happening in different parts of your organization besides business-as-usual, expect any other ongoing plan to change at any time, impacted by the market, or whatever other factors. You don’t want to be aware of it last or after finding out how it impacted your agreed deliveries negatively. Also change in other part of your organization can impact positively your strategic plan, giving you leverage that you did not have to start with.

  1. Don’t even think of complaining about your plan changing too often. Consider it the standard way. Like in point 3 above, be ready to change your plan, adjust it or reinvent it at any time. Your plan was one of the possible alternatives and should be adopted after proper strategic planning. At the same time, great strategic planning will allow you to choose another previously spotted possibility or to create one from nothing.
  1. The vision is not only for the top executives, as project managers must own the vision as well whether you created it or not. Otherwise you may get sidetracked as you implement changes indefinitely. When you don’t own the vision, it is difficult to engage your team and lead them successfully. Engaging your team gives you the dynamic to create digital transformation successes!
  1. Whether your title has “digital transformation” in it or not, most change and transformation projects in organizations today are related to digital transformation.

That is because digital transformation is not about the technology itself but about improving the business so that it prospers in the digital age. The technology is used as support for making the transformation happen, but the deeper transformation is to be created and maintained by people. When the people experience / leadership aspect is neglected, the organization may get lost in implementing changes and turning in a circle but never evolving. It will be as such until the organization changes its approach or until it can’t survive anymore, and there happens a type of business cannibalization.

Nadia Vincent

 

How to Not Lose Your Shirt while Leading Digital Transformation

The digital era is the time for inspiring and impactful leaders. We are no longer in a time where only the top manager commands, and everyone obeys or follows regardless anymore. Therefore your organization expects you to inspire them and make a positive impact in their organization and their future. Otherwise, you may quickly lose your shirt and more in this volatile market.

You’ll need real support from experienced leaders and facilitators while personalizing things for your business and most importantly, taking action. You position calls for a truly evolved and transformed person with a harmonious blend of skills and a broad personality. You are one of the brand new inspiring and insightful leaders of the digital age: you are a Digital Transformation Leader.

Therefore, being a Digital Transformation Leader who wants to live up to the highest expectations, here are 10 rules to act on so that you can succeed in your mission.

1.     Don’t look to please everyone but set to inspire everyone to be transformed.

2.     Understand that your people do not want the changes but they want the rewarding transformation.

3.     Do not force them to accept change, for you won’t experience success this way, rather you can lead them to embrace the changes themselves and succeed together.

4.     Never fire anyone, but instead release individuals from their end-of-cycle positions, and sometimes reassign them.

5.      Don’t be responsible for everyone’s individual happiness but for the business performance and sustainability. On the other hand, create an environment that promotes individual happiness, performance improvement and therefore organizational success.

6.     Invest in the best digital technologies for your business, without relying too much on the technology but making the business the true driver.

7.     Invest as much in people as you invest in digital technology, because as rewarding as it can be investing in technology, investing in people is even more rewarding for your organization both in the short and the long term.

8.     Start the digital transformation with your personal transformation first, because you will be shaping the future of your organization and it will be a reflection of your mindset.

9.     Create the best leadership support team that you can, because you can’t do it alone.

10. Innovate and leverage the organization, customers and prospects innovative potential.

To support you and help you live to your organization’s expectations, I make it my commitment for you to succeed personally, professionally and holistically.

Join our Digita Transformation Leaders Community for updates about digital transformation.

Why You Don’t Need a “Change Manager”

You may be surprised to read this from me because of my experience and commitment with change. My point is that the word ‘change’ naturally triggers a resistance or a ‘be careful!’ reaction from people. However, this is not the reaction you are after.

You would want them to excitedly help you implement the change. Instead, the triggered reaction is like:

- “Really? Tell me more about why the hell I should leave my comfort zone and help you with some uncertainty called change? What do you know about your change, anyway? What tells me that you are able to manage the disruption that change brings?”

This reaction is triggered naturally by our brain. As Mark Waldman, world renowned Neuroscientist, said “our brain is made for survival”. Any situation that would take us out of our comfort zone triggers a warning to us. Change is one.

I have a Nigerian friend who told me once in a conversation about change, “The devil you know is better than the angel you don’t know.” An African proverb that says it all about change.

So, forget about the word "change" when you are to announce a transformation and if you can, remove it from your job title and/or the job title of people you work with. You will get better engagement.

Here is the reaction you should aim at when announcing news.

- I have some exciting news for you that will transform things in your work or life! I have an amazing opportunity for you!

- “That’s great! I am excited to know about it. Please, please tell me more. I can’t wait to see how that news will transform my life; please tell me.”

Now you have their attention! What transformation do you wish to offer them? If you prepare well, you are about to win some motivated followers.

In my next article, I’ll show you how to present the transformation, your vision or 'change' to your people so that you directly get them engaged.

M.Nadia Vincent

When Change Divides Previously Harmonious Teams

Change brings chaos at first and sometimes causes division in previously harmonious teams. In fact it happens at all level of an organization. When that happens at the top level of management, the situation is more challenging.

The situation requires for a strong leader to stop in and realign the team. However, you are dealing with people, and the results may vary. They may get along or they may not, depending of team member’s personal objectives and whether they are aligned with the changes.

Two things are important to reinforce at this point.

1. The change goal or mission

It is important to reinforce the goals and bind people with a common goal, a common mission.

2. Trust

Developing trust is a must to positive collaboration.

If the team leader experiences difficulty developing trust in the team by himself/herself, an external consultant or group leadership activity can help best.

Group coaching and team building are great alternatives.

In some instances, if one (or more) person has too big of an ego to the point of causing more challenges than bringing in solutions, sometimes a team reorganization may be the only choice left after having tried the above.

The team leader must accept at a certain point to part ways with a team member who is working against the project goals, else the project goals may be compromised.

Change Implementation Disillusion; or the Audacity of Change?

Change Dillusion

Change Dillusion


Just one year ago, I contacted a CIO and proposed my training and coaching service for a large change project that they would implement internationally, with a budget of nearly a billion of euros.

Just for clarity, I’ll name the CIO “Collins”.

Collins assured me that they had the best employees to carry the project in-house, including some external consultant from a well-known company. Some of the leaders were following a change-management training and using a well-known method. Therefore my help would be obsolete.

I explained to the CIO that things may not go as smoothly as he thought and why. To which he said “thank you” and politely turned down my offer to help.

A few days ago, I reconnected with Collins to see if I could help with anything. The first question he had for me was “How did you know all that?”

Surprised, I asked, “May I please ask you to clarify what ‘all that’ means?”

Collins then went on to explain to me how he spent part of his end-of-year holiday thinking about the conversation we had back in the beginning of the year. He first thought that it was pretentious for me to warn him about several pitfalls, considering his 28 years of experience and the caliber of the team and resources the organization had. But now, they were experiencing just what I had warned him about, which caused him some sleepless nights.

Collins asked again, “Did you read about that in a book?”

“No,” I answered, “but I wish I had. More than reading about that, I lived, experienced and studied that. However, I’ve been writing the book that I wished had warned me about that and it will be available in a few months.”

Looking back on my career, a few years ago I was so challenged by two change projects that I decided to challenge change implementation right back. With that I created and developed an outstanding change management and leadership coaching program. Here are a few golden points.

It is never people that are disengaged but visions that are disengaging.
Many highly competent change leaders perform less while implementing change due to high emotional stress and how the human brain functions. They need an outsider coach to perform best. It is scientifically proven.
Matrix organization is economic but with low team spirit, it increases cost as it decreases production.
Two top bottlenecks in change implementation in order of impact are 1: the leaders and 2: the team. Invest in them before the technology and methodology.