Intervention Objective
Define the organization model, skills and mindsets that are needed to complete and sustain digital transformation.
Why is this important?
Change is all about people - people that envision, inspire and drive change, and the people that need to embrace and adapt to change. Successful change is highly dependent on the mindset, capabilities and skills of people and how well these are aligned to the future state business vision. The organization model must empower people and teams to change while providing the necessary structures of direction and accountability. The Digital Workforce strategy and design provides a blueprint for organizational and people development efforts.
Some questions to be addressed
What mindsets, capabilities and digital skills are required in the future state (business and IT)?
What is the current state and what are the critical gaps?
What are the current organizational and governance structures?
To what extent are agile (empowered and decentralized) organizational models already adopted?
What leadership capabilities are necessary to inspire and drive the intended change?
What executive and management development is required to ensure top-down leadership of the change?
How to bring top management fully on-board?
What interventions are needed to up-skill both IT and business stakeholders?
What is the optimal IT / Digital organization design to succeed in driving digital transformation?
Approach
The definition of a Digital Workforce strategy and design requires:
Top level awareness of, and commitment to, the need for structural people and organizational change.
Broad and positive engagement with senior stakeholders across the business in order to secure completeness of vision and ensure collective commitment from organization leadership.
Commitment and ownership from senior HR stakeholders to describe the current state workforce and define future state workforce requirements.
The intervention is executed in three phases:
