Transformation-driven Organisation Development – The Human Factor
For Successful & Sustainable Digital Transformation
Transformation is Different to Change
Are you Getting it Right?
Did you Know …
- 61% of business executives recognize digital transformation as a top priority in their organizations (West Monroe)
- 81% of business leaders consider investments in digital transformation to be either essential or necessary for achieving business success (Valtech)
- Digital transformation is a key technology initiative for 74% of organizations (Flexera)
- 63% of executives worldwide have reported a performance increase from digital transformation initiatives over the past 2 years (KPMG)
And Yet …
- Just 38% of executives globally report having the support of senior leaders for the deployment of emerging technologies (KPMG)
- Only about one-third of organizations meet their digital transformation objectives (BCG)
Transformation isn’t just Change
Transformation isn’t just change—it requires a fundamentally different approach. Using traditional change methods for Digital Transformation often leads to low success rates.
Today, CIOs spearheading Digital Transformation are pioneering new models because they recognize that this is a business initiative, not just an IT project.
Transformation is complex, meaning, it represents the “unknown unknowns”. Cause and effect can only be deduced in retrospect, and there are no right answers. It’s “Learning while Doing and Doing while Learning”. Effective change management isn’t something that can be tagged onto the backend of a transformation project, it’s integral from the outset.
It starts with co-developing a vision with cross-functional leaders and maintaining transparent communication throughout the journey. For CIOs, embracing change management as a strategic guide throughout transformation is like using a GPS—it ensures alignment and progress.
This approach demands not only adequate budgeting but also specialized expertise in transformation management. For this reason, CIOs are now recruiting individuals with marketing acumen who can tailor strategies based on user personas, plan effective communication channels, and establish meaningful metrics for success.
Moreover, comprehensive training is essential from the start. This training should cover, for example:
- Agile Mindset,
- Cloud Essentials
- Innovation and Development
- Automation / Machine Learning / AI
- Data Science, and
- DevOps.
Our Proven Methodology
Transformation-driven Organisation Development
(TdOD)
For Successful & Sustainable Digital Transformation
Transformation-driven Organization Development (TdOD) is a comprehensive approach that integrates leadership development, cultural alignment, and strategic enablement to help organizations navigate the complexities of transformation, foster innovation, and build resilience for sustained success.
The TdOD Framework consists of 5 stages:
- Assess Readiness – Assess current level of transformation maturity, and identify the cultural, leadership, and workforce barriers to transformation
- Define the Strategy – Create a clear roadmap for addressing human and cultural factors
- Equip Leaders and Teams – Build the skills and mindset needed to lead and adapt to digital transformation
- Embed New Behaviours – Ensure new cultural norms and behaviors are adopted and sustained and ongoing digital-readiness is adopted across the organisation
- Sustain Momentum – Build a self-reinforcing system to maintain alignment with digital transformation goals.
What You Can Expect
Our Transformation-driven OD (TdOD) is based on these Principles of Transformation:
- Transformation commitment – Transformational change must have leadership support and be observable and measurable
- Agility and flexibility – Design the transformation process to be adaptable to changing circumstances, because they will happen all the time
- Culture change – Prepare for cultural change by getting support and enthusiasm from C-suite
- Aligned stakeholders – Align internal and external stakeholders by delivering on sustainability promises
- Customer centricity – Understand who your customer is, what problem your products and services solve, and why they choose to do business with you
- Innovation – Empower employees to choose what digital apps to work on, build solutions, and test them
Our approach to Digital Transformation is:
- Embrace iterative approaches and continuous improvement
- Work backwards from customer needs to nurture loyalty
- Set a direction and empower employees to take it from there
What our Clients Have to Say
I have recently had the opportunity to work with Gail on a number of projects and have so valued her approach, energy and agile mindset. She brings a huge depth of experience and knowledge to each interaction and is a true giver at heart. If you are thinking about, or struggling with, transformations in your business, you should be connecting with Gail.
I was lucky enough to have Gail as a coach in business intelligence and strategic business planning. Her ability to “think out of the box” combined with business and coaching skills make her the ideal choice as a coach for any transformation.
My Journey so Far
Transformation and Change are not the same. So, they need different skills and processes to be successful. Our knowledge, competencies and experience are ideally suited to help business leaders adopt a wholistic approach to transformation
After many years in the corporate world in IT, Marketing, Sales, and Organisation Development, I have decided to share my knowledge, skills, and experience with CIOs and leaders responsible for Digital Transformation and focussed on improving operations, enhancing customer experience and driving revenue growth.
My gift and passion for understanding modern technology developments, and helping people adjust to new and different processes, techniques, and systems are demonstrated in my successes with corporate clients in each of these areas:
- In the move to “computerisation” I was responsible for implementing numerous systems where users had to adopt a new mindset and new processes
- Set up and lead the IT Standards Generating Body which was a collaboration between business, labour, academics and government.
- Conducted organisation design processes and introduced new structures requiring upskilling / reskilling of relevant people
- Restructured organisations to combine “modernisation” with “standard operations” to form a single entity and allow for skills flexibility
- Set up Learning Centres across large corporates and designed Career Paths for IT people using the Dual Career Pathing philosophy.
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