The document outlines a framework for enabling the human side of digital transformation by assessing the current state, defining future goals, and evaluating organizational readiness. It emphasizes the importance of change management strategies that include communication, leadership alignment, coaching, training, and resistance management to ensure successful adoption of new processes and technologies. Ultimately, the emphasis is on empowering employees and aligning organizational culture to facilitate and sustain transformation.

1. Enabling the human side of digital transformation
Document your current state.
Define your expected
future state.
Once you’ve gone through the exploratory
process of defining your current state, you can
begin to envision a future state that addresses
existing pain points and opportunities.
Look back to your core business
challenges and drivers for transformation
to clearly define your goals.
Are there opportunities for growth or
improvement within existing processes,
products or services?
Which technologies, toolsets or process
changes will best help you improve
business outcomes?
Keep your end users in mind. How will
your transformation efforts ultimately
deliver value?
How will success be defined
and measured?
Perform a
readiness assessment.
Evaluate your organization’s maturity level
or ability to adapt to change. This will become
the starting point from which you begin to
build your transformation roadmap.
Consider the change characteristics,
including scope, depth and overall scale
of the transformation. How many
departments, employees and processes
will be impacted?
How engaged, supportive and empowered
is your leadership team?
How might your current culture and value
system help or hinder change? What other
barriers might exist?
What is the current workforce climate? Is
there an appetite for transformation or is
your organization already undergoing a
large degree of change?
Use a Project Change Triangle (PCT)
framework to evaluate the three corner-
stones of change: leadership, project
management and change management.
Use an ADKAR assessment to begin
outlining the goals and outcomes of
successful change: Awareness, Desire,
Knowledge, Ability, Reinforcement
Are there pre-built or managed solutions
which can meet your needs? Or will you
customize and manage solutions
in-house?
Will you adjust processes to fit new
tools or customize tools to fit existing
processes?
Whose roles or routines will change as a
result of the coming transformation? How
will you train and support employees in
the transition to new ways of working?
Are there areas of expected resistance?
How will you shift your culture to ensure
adoption and sustained usage of new
technologies and processes?
Understanding what you do, how you do it and
why allows you to identify areas where change
will be most impactful — and where obstacles
may exist.
Begin with a deep dive to understand your
current people, processes and technologies.
Outline a transitional state.
Connect the dots between where you are and
where you want to be by identifying which
areas of your organization will need to
transform along the way.
Communication strategy: Develop a plan
to communicate the right messages to the
right recipients — in the right way and at
the right time.
Sponsorship & leadership strategy:
Ensure executive and leadership
alignment by developing a detailed
account of specific actions required to
support transformation.
Coaching strategy: Create a plan for
helping managers and supervisors
transition themselves and their direct
reports through the changes associated
with transformation.
Training strategy: How will you equip and
reinforce all those impacted with the
knowledge and skills required to succeed
with new ways of working?
Resistance management strategy: Have
a plan in place for managing resistance
both proactively and reactively.
Develop your change
management strategy.
With this information in hand, you’ll have
everything you need to start putting your plan
on a page. A formal strategy will help keep
your transformation on track.
An effective OCM strategy should include:
Internal: Executives, directors,
managers, business analysts,
employee end users, etc.
External: Customers, vendors,
suppliers, partners
Mission, vision, process
documentation, Key Performance
Indicators (KPIs), score cards
Infrastructure, hardware, ERP,
CRM, BI software, dashboards
Transformation takes more than just technology.
Success depends on people adopting new ways of thinking and working.
How do you empower your workforce to learn new skills, embrace new solutions
and sustain new business practices?
is the processes, tools and techniques used to manage the “people side” of
transformation. Preparing for change with OCM starts with a few key steps.
Organizational Change Management (OCM)
With these steps completed, you’ll
have established the groundwork
for a successful digital
transformation journey.