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Digital Transformation is Not Only Technology But More People Centric


Despite the potential for growth and efficiency improvements, digital transformation teams fundamentally fail because people lack the attitude to change. It is very challenging to completely alter when organisational practices are incorrect. Digitization would also amplify the defects, making them seem bigger.


It is only natural to become a little overzealous with the preparations for development, specification, and counting when introducing a new system into an organisation. Digital change is one of the most crucial stages today, which ensures firms are relevant as well as profitable in this competitive market.

The procedure includes streamlining operations and incorporating cutting-edge services and technologies into current corporate procedures. The goal is to surge and enhance the value of the finished product. This entails using many novel ways, introducing additional tools and applications, storing information, and capturing information.


Of course, it is the digital side of things. If you give it a second thought, though, we are speaking about “transformation,” which entails finding new methods to collaborate with the current team.


Tricky, right!


Anyone would be eager to invest in the most recent digital suites and tools, but who will manage them? The important thing in this situation is to make absolutely sure that now the talent, or individuals, in the organisation are prepared to adapt. Change management is the key to a smooth transition, and team members alone can make it happen.


Getting Your Team Involved


Any change is challenging. Make sure everyone, not just your leadership team, is on board with you if you want to bring significant changes in your firm. Although you can’t allow your team to make important decisions for the organisation, getting your team involved in the process can still lead to better outcomes.


According to a McKinsey survey, only 45 percent of front-line employees support large transformational changes, compared to 84 percent of CEOs. Putting the dots together is undoubtedly the main challenge to implementing a good strategy.




There are various methods to accomplish this:

  • Keep your team informed of the implementation approach,
  • Solicit feedback from them regarding the changes you made, and
  • Use internal marketing to persuade even the most resistant team members to adopt new technologies.


An organisation may benefit from changing to a digital environment, but if every team member is on board with the transition. Make doubly sure that have such a constructive digital transformation team that knows why it is necessary to accept new technology and its benefits.


Invest & EducateYour Team


There would be obstacles if we went digital. It’s possible that some team members are less tech-savvy than others. You cannot, however, abandon them. They need extensive training to assist them become accustomed to the newest tools and technologies in order to reach that level. Just keep in mind that everyone learns differently and at varying rates. For example, some team members might get the idea after just one demonstration, whilst others would need many days of instruction to fully grasp the new technology.


Give students the freedom to pick how they want to learn by experimenting with a variety of training resources, including online classes and hands-on learning. For members of the team who don’t have a natural affinity for technology, it could be a while to learn how to utilize new technology for improved outcomes. One surefire method to benefit from this transition is to invest in training.


Digital Transformation Framework Doesn’t Change All


The goal of the framework for digital transformation is not to make all the changes at once.

Getting sidetracked is simple when you first begin to transform the company. To adopt new technology, you must, however, be knowledgeable about them. When deciding on the optimal approach, you may want to take into account which one staff would find simpler to adopt.




Glittering things are not necessarily superior. You only intend to digitally convert your business processes if it will make your team members’ jobs easier and more convenient. Don’t get too complex. Consult the frontline executives if you have any queries concerning the modifications.


Broaden Your Vision


Whenever it comes to a significant transition, avoid myopia. Services for digital transformation are designed to improve and simplify life. An effective transformation strategy focuses on implementing new adjustments into the company to increase productivity and lessen staff responsibilities.


A fully implemented digital revolution could result in better working conditions, higher customer value, and less work for the team. Something is wrong if your technological move doesn’t fulfil all the requirements.


Change from the Top


The concept of grassroots change makes it rational. Change is actually more likely to occur if it is pushed from the top down, though. Once more, this is not a sign of a culture that instil fear or of a hierarchical or authoritarian organisation. It merely indicates transformative and transactional leadership.


The main implication of digital change is that it is impossible to make significant organisational changes or even upgrades unless you first choose and train the best leaders. It is obvious that a leader’s actions—both good and bad—have an impact on every area of a business. The CEO or top leader of an organisation is the single most important component that determines the success of the transformation of an organisation. No doubt,


The ideals, perspective, honesty, and ability of senior executives stand out as the key differentiators, but these aspects are somewhat too similar across rivals. It goes without saying that talent cannot be duplicated, unlike everything else in a company. Therefore, engage in the top talent for more impact, as this is where you will receive the most benefit.


Final Thoughts


Technology aims to accomplish more with fewer resources, but this arrangement only works when it is combined with the greatest human abilities. It has produced additional jobs, just as technological disruption has eliminated obsolete jobs through automation. For this thing, creativity is often referred to as “creative destruction.”


People are necessary for any innovative aspect of creativity. Therefore, utilising human adaptability to reskill and upskill the workforce can advance both technology and people at once. Simply put, even the most brilliant innovations would be useless if we had the competent labour force to put them into practice. Likewise, even the most fantastic human brains would be of little use if they were disconnected from technology. The major point is that when decision-makers want to invest in cutting-edge technology, they should also think about investing in the people who will utilise it effectively.


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