Transforming an organization into a digital player is neither easy nor quick.
Such an endeavor will require a company-wide change. This usually takes time, perseverance, and a change management strategy that is well executed.
Furthermore, their behaviors and interactions with inside colleagues and external stakeholders will need to evolve. It will require instilling a culture, eventually new values, and a new set of behaviors that define how things are done.
Organizational change is no easy task.However, according to studies by Boston Consulting Group (BCG), companies focusing on the cultural aspects during a transformation reported 5x better results and stronger financial performance than those who did not.
Additionally, digital leaders are talent magnets. Why? Young generations (Gen Z and Gen Y) like to work for digital players because their organizational setup is usually more flexible and agile. They enable collaborative and creative environments and greater autonomy for employees. They encourage their staff to take measured risks. In these companies, continuous development is a must.
In short, digital players are appealing to young generations because they provide an environment where they can perform and develop themselves.
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Adept at navigating organizations through transformative periods, leveraging deep business process knowledge and communication prowess to guide them through "the valley of the shadow of change." Specializes in orchestrating large-scale alterations, ensuring both their implementation and enduring success. Skilled in assessing organizational needs, crafting strategic plans, and fostering effective communication to drive change. Excels in monitoring progress, addressing challenges, and adapting strategies for optimal outcomes. Offers a unique blend of education, certification, and leadership qualities to facilitate organizational transitions.
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