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Help an Organization Transform and Thrive (HOTT)

Our Digital Transformation Leadership program "HOTT", guides organization to strategize, implement and capitalize on digital transformation. Let us take your organization from where you are today to where you want to be in one year and more.

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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

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

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.

Cost Cutting is Expensive While Effectiveness is Free and Rewarding

Heather let go of the door handle as she walked out of her superior’s office, confused and in disbelief. She took a deep breath as if to renew her strength, and she let sink in what was just asked of her. She was asked to submit her plan to reduce by 20% her department’s budget and still deliver the department’s services and ongoing projects for the year.

She looked at Justin, who preceded her from the meeting. Justin received the same assignment. He walked at a slow pace, before turning half-way toward Heather to start a conversation.

“How in the world can we make this happen without compromising the many ongoing and high priority projects? That’s not realistic. How are you going to do it Heather?”

To which Heather answered. “I don’t know yet but what I know is that my team is very busy day after day with short deadlines, and reducing headcounts will surely causes more delays in service delivery.”

This happened about one year ago. Both Heather and Justin got to work to deliver their assignments.

Justin’s Approach

Justin submitted his cost-cutting plan for his department on time as requested. The following was a summary of his proposition, which was designed to be fully effective in 3 months’ time. Let go of 3 external consultants and then redistribute their work.
Five full-time employees would be terminated and their work also redistributed.
The priority order of several deliveries would be modified.
Most project-delivery dates to be postponed to later dates.
Extras, such as free access to the coffee machine for the employees, would be suppressed. The vending machines would stay in the building and employees would pay for their own drinks.
Quarterly team activity was to be eliminated.
As a result Justin’s plan would reduce costs by 20% in 3 months, and the delivery schedule would be modified.

The plan was accepted and implemented in Justin’s department.

Heather’s Approach

Heather acknowledged that she was operating with only the bare essentials after she had already cut so much during the last five years. So she reached out and asked me if I could help. I then asked Heather more info about the department, their business, and technical operations. We agreed that we needed more time to deliver a sustainable cost reduction plan. Therefore, Heather negotiated and was granted another month before submitting her plan.

During that time, we reviewed the business and technical processes, the tools used, the organization structure, teams, the roles, and the outside collaboration in Heather’s department. We worked with the team leaders to find answers for many questions. Together, we analyzed every aspect of her department to create more efficiency throughout.

Her proposition could be summarized as such:

Several business processes were to be either shortened, improved or suppressed and five new business processes were created.
Three technical processes were to be optimized, then automated.
Two positions were to be eliminated and ten others modified.
Two services were to make use of one existing tool instead of the two exactly similar ones they were each using, reducing maintenance cost, licensing fees and duplicate work.
New rules were to be defined for more effectiveness.
Coaching sessions to be delivered to several teams as they adopted the new work approach.
As a result, the department would increase delivery capacity by 15% while reducing cost by 18% over a 6-month period.

Heather’s proposition was accepted and implemented for her department.

Post Implementation One Year Later:

Justin’s Department

Justin had a harsh time implementing the plan in his department as it caused more stress, conflicts and dissatisfaction in the organization while decreasing production. Employee morale went down and has remained there, since there is no improvement to look forward to.

The elimination of free coffee and their quarterly get-together created for them an environment of lack, poor recognition, decreased collaboration, and decreased in reliability.

The clients were very disappointed with the delayed deliveries. To make matter worse, they experienced a high turnover rate, causing them to be even further behind in project delivery.

Heather’s Department

Heather’s department is now running effectively and delivering more, at a faster rate than before, and at a lesser cost. In fact, after the implementation and up to the present day, the cost is now reduced by 22%.

Cost reduction should be a search for improved effectiveness first. Approaching cost cutting as a search-and-destroy mission to cut all extras or reducing only the immediately apparent costs just decreases productivity and therefore ends up costing the company more per production.

How many processes, tools, and roles are outdated, duplicated, irrelevant, and/or repetitive in our units? How about the ones that no one know ‘why’ they exist? Or the multiple tools that our teams use when just a few of these tools can be used by more or all of the teams? How many manual processes can be automated?

In summary, cost reduction is costly, but effectiveness is free as it pays for itself with increased productivity. The good news is that each one of us at our own levels can create some more effectiveness.

Do you need help for creating more effectiveness? Contact me and let’s do it!

M. Nadia Vincent

Part 2 – Why CXOs Must Shift from Change to Transformation in 2016

Today, some businesses and organizations may think that they are not technology leaders and decide to postpone the implementation of a digital transformation. Such a wrong decision is based on a poor understanding of the power and value of the digital transformation. Digital transformation is not about technology only but about the vision for the business. It is about creating a transformation through the tools that technology empowers businesses with. It is about customer retention, business transformation, business reinvention and business survival. It is not about being a technology leader.

"Digital transformation is not about technology only but about the vision for the business."

Let’s see digital transformation from a customer retention perspective. Regardless of the industry a business is in, it is impacted by digital transformation. Digital technologies give the consumer more choices and authority, and it also empowers businesses like never before.

Social media has changed our lifestyles completely. Not only do we interact more with our global network but coupled with Internet of Things, we are now sharing our locations, activities, experiences, and lives in real time. Internet of Things also allows consumers to better manage their time, save money, accomplish more in less time and feel more protected.

A happy customer sharing his/her experience in real time and with emotion is the most powerful marketing ever. A customer shooting out negative experience is bad marketing but at least offers to the business the opportunity for improvement, as a business can take that same negative comment and turn it into a positive transformation. When considering the speed at which information is shared globally, we can therefore say that customers drive business in a way that was not imaginable before. They are the true business influencers.

Before the digital transformation, businesses relied upon surveys to solicit from clients and potential clients’ data that was not always accurate or real in order to improve business. Now, businesses can access information about the customer’s experience that are accurate, in real time, filled with emotions, related to other areas of a customer’s lifestyle, and provide insight into their personal and professional networks.

The business that neglects such an opportunity is not listening to its clients and not appreciating them enough. That business is clearly telling its clients “we don’t care about you enough to listen to you, so go and have fun with the competition who can waste their time talking and listening to you instead.”

Digital transformation is an opportunity for a business to give the best experience to a customer all while getting more information from the customer, selling more to him/her and his/her community, anticipating the customers next wishes and offering it to him/her before he starts looking for it elsewhere.

Digital transformation is “the” opportunity to:

  • Get closer to customers
  • Improve customer experiences
  • Retain customers
  • Offer targeted products or services
  • Have customers recommend products and services to their networks
  • Sell more to customers and their networks
  • Develop new products and services for clients
  • Reinvent a business that is threatened by lifestyle changes

    But all that can only happen if businesses tap into the power of digital transformation. The technology is only the tool that helps power the transformation and is not the transformation in itself. Technology is a power tool behind business and Digital Transformation is the change that a business undergoes in order to transform and enter in the next technology era.

Here is what will happen when Company A decides to postpone investments into digital transformation, while its competitor, Company B invests into digital transformation now. Company B invested in a well-crafted digital transformation vision and is engaging with and wooing its clients while tapping into Company A’s customer pools at the same time. Company B gathers a large amount of precious information about its customers and their networks and turns this information into sharp business intelligence. Company B, then offers tailored solutions to its customers and their networks.

By the time Company A realizes the massive loss of its customers and starts implementing some type of digital transformation, company B has already moved to the next growth phase and is catering to its customers anticipated needs or wishes while locking them in with irresistible offers.

Now Company A faces a bigger problem. Not only has it lost customers but it is collecting less data to start with and will have to either:
- Invest in offering tremendously more value to the market.
- Reinvent its business.
- Die

The only way Company B may have left an advantage to Company A would be if Company B implemented their digital transformation merely as a fun tech gadget for the purposes of being in style, without a clever business vision and strategy that would tap into the real power of digital transformation.

Therefore, executives must get involved and invest in digital transformation now and do it with a business transformation vision that includes customer retention, but not as a trendy technology fashion. Digital transformation is a must because it empowers businesses like never before, and the businesses that neglect it will regret waiting while the ones who embraced it early enough thrive.

In part 3, I’ll speak more about the business transformation from the inside out.

M. Nadia Vincent

Why CIOs & CEOs Must Shift from Change to Transformation in 2016 Part I

The transformation happening in the technology industry is not just about one or two changes. It is about a series of changes that organizations around the world face at once. The situation requires insightful strategic planning, end to End guidance and coaching as not to put at risk the company’s productivity in the process.

For example, moving to the cloud may be seen as one change happening but in reality, there are multiple changes happening, and carried out in several projects. Along with moving to the cloud, one main project is about security. One recurring security requirement is data segmentations of sensitive and less-sensitive data. Many organization have not completed such segmentation and moving to the cloud is one opportunity to do it. Moving to the cloud may lead to multiple projects such as:

  • Network segmentation
  • Access Control
  • New security and policies
  • New work procedures
  • Data Encryption and decryption
  • Regardless of the chaos all these changes may create in the back office, organization must continue to deliver and keep the business going. No matter the disruption, it must be business as usual. Else, the company may not survive without delivering business.

Furthermore, round the clock production as it is happening on the market today makes time to market even shorter. Therefore not only CIO have to maintain delivery but also, delivery speed must be increased to remain competitive.

As a result, CIOs cannot afford

To focus on one change
Long project delays
People disengagement and resistance to change with their heavy cost and damaging consequences
Communication bottlenecks and conflicts caused by mindset misalignments
Security breach due to neglect and disengagement
Poor collaboration and misalignment between units and center of expertise
Senseless and too complexed processes that does not allow room for empowered employees to course correct and waste time and money.

Instead, they must promote transformation by engaging their organization to

Improve teams collaboration (local, virtual and global)
Deliver quality solutions/project on time
Create a transformed mindset for a transforming environment
Reduce cost related to employees’ disengagement, resistance to change, poor strategic planning, uncalculated risks, rework and poor quality,… etc.
Create and maintain an environment set up to deliver acceptable quality solutions rapidly in the actual business context.
Increase ROI
Transformation is the only solution to guarantee business continuity, productivity, innovation and a healthy workforce in a time of continuous disruption.

M. Nadia Vincent