Friday, October 07, 2016

Digital Transformation inside Enterprise: Redefining the Future of Work

I recently presented in a Conference Board unConference event in Brussels. The theme of the event is the Futue of Digital Transformation and Innovation. I presented on the topic "How will the work change as we digitalise the workplace: new leadership, new work practices, new relationship?"

In this event, I am privileged to meet up with many thought leaders who understand how digital transformation is impacting on society, business, industry and innovation, and we all recognise it is a long and difficult journey to get it right, yet we all believe and are passionate to co-create a way forward. It was a thought provoking meeting, and I am grateful to be invited. 

See this infographic created by Conference Board which sums up the keynote sessions:

To me, digital transformation is not about automation, i.e. applying the same process to get work done faster using new technologies. Digital transformation is about how we achieve business objectives with a different / better model, made possible by the new technologies available. 

When looking at digital transformation inside enterprise, it is going to redefine employees experience at work. No longer limited by time and space, digital changes the foundation and engrained assumptions in terms of how work gets done:

- Talents can work anytime and anywhere in a personalised way. Space is no longer a constraint. Clock-in-clock-out is no longer the only way to demonstrate productivity. What if physical and digital space can extend, compliment and blend together?

- Talents can choose to get work done on personal or work devices and set preferences tailored made to individual needs. One-size-fit-all device and business application based on conformity to the lowest common denominator is no longer the only option. What if each talent can define his/her user experience at work?

- Talents can build relationship, connect, communicate and share ideas and knowledge across boundaries quickly and easily. The hierarchical management, top-down communication, silos team working is no longer the only management model. What if work can be organised around a peer-to-peer networked model?

Despite the opportunities on offer, change is hard. Redefine the rule of the game means people who manage the status quo, and the associated policies, processes, tools, incentive schemes to support the status quo are feeling the ground is shifting, resulting in unease and resistance to change. The journey is not easy, and when getting it right, the outcome is impactful and transformational.