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Digital Transformation Leadership Consulting Framework

The world has entered into the digital era called the 4th Industrial Revolution after the Covid-19 pandemic. According to CIO Magazine, digital transformation is a catchall term for describing the implementation of new technologies, talent, and processes to improve business operations and satisfy customers which have taken on heightened importance during the COVID-19 pandemic. The need for Digital Transformation in the organization has arrived due to continuously emerging innovations and Covid-19. Organizations need to upgrade their technology tools and undergo an effective digital transformation along with the company-wide transformation of mindset. There is a requirement of a clear path; otherwise, it is difficult for organizations to start their journey towards digitalization Jibran Bashir Leadership Institute has developed a framework in this regard called Digital Transformation Leadership Consulting Framework. It constitutes of 5Ds serving as a solution towards organizations’ impactful digital transformation.

Digital Transformation and Leadership

Digital transformation, i.e., the re-imagining of business in the modern digital world, is a dire need of organizations. It is a process of using digital technology to develop new business processes, culture, etc., or bring change in the pre-existing ones to keep up with the changing world. However, it is possible with the collaboration of both the technology and the individuals. That’s where the need for a digital transformation leader felt who will work on the strategic vision and action to provide a direction, lead the cultural change to change the mindset of individuals, enable leadership by teaching and encouraging engagement in leadership style, form networks, and alliances to improve operations and services and then lead them. Digital Transformation Leadership is also known as “Augmented Leadership,” where the leader leads the people, business, and technology.

Digital Transformation Leadership Consulting

The only possible way for digital transformation is a leadership consultancy system implemented by consultants in a processes way. For this, Jibran Bashir Leadership Institute has introduced a 5Ds process approach, referred to as Digital Transformation Leadership Consulting. This framework applies to any organization for its digital transition. A clear view of the facets of technology, industry, and people is necessary for successful change.

5Ds Process of Digital Transformation

Jibran Bashir Leadership Institute provides a process approach through the Digital Transformation Leadership Framework, consisting of 5 Ds; Diagnose, Develop, Direction, Design, Deploy. Their details are as follows:

 1. Diagnose

The first step towards digital transformation is to diagnose the internal and external environment of the organization. The technology, processes, and people of the organization are studies to understand the digital transformation needs. SWOT analysis, i.e., the analysis of Strengths, Weaknesses, Opportunities, and Threats helps to scan the internal and external environment which has an impact on the strategies of the organization. The above-mentioned three dimensions, i.e., technology, processes, and people are diagnosed through gap analysis where the current performance of them are compared with the desired performance and the gap is identified and filled. So, technologies introduced or to be implemented in the organization are defined first. After that, the behavior of competitors is researched based on the technology usage and the degree of use maturity. Later, research is carried out to determine the need and desire of the consumers for digital transformation as compared to their existing behavior. Once the technology has been studied, the next step is to scan the external suppliers and the sources of technology. Both primary and secondary value chain processes are re-examined and results are drawn based on the findings. People, i.e., the individuals of the organization are also diagnosed for any incompetency and the gap is identified in their knowledge, skills, and performance and what new skills they require to thrive after digital transformation. 

2. Direction

 The mission and vision provide a direction to the organization because the mission tells the purpose of the company and the reason why it is moving towards digital transformation. What value will it add to the lives of people, and how it will enhance the working systems of the organization. The vision tells how the company wants to see itself in the future as a digitally transformed organization. The scope statement involves the deliverables, list of stakeholders, etc., i.e., the scope of the digital transformation that how will it make an impact. It also covers the priorities for Digital Transformation financials and non-financials.

 3. Design

The 3rd D of the 5Ds approach is Design. In this step, the organizational structures, processes, and performance are designed and crafted again so that they are aligned with the digital technologies to be introduced and implemented. A complete restructure of workforce systems, procedures, job requirements are essential in this regard. It even allows replacing people with robots (that is what digital transformation is all about: robots). Low hierarchical levels, lean business processes, and innovative mindset should be built in the organization. 

4. Develop

Once the third step ends, the next step is to develop the people. They must be instilled with the knowledge and expertise to drive the digital transformation in the organization. There is a huge requirement to develop the skills and mindset of people and make them digitally literate. For this purpose, Digital Transformation Development Programs should be undertaken to enhance the digital knowledge and intelligence of the people in the organization. 

5. Deploy

After the diagnosis of technology, processes, and people; setting of a clear direction through mission, vision, and scope; designing the organizational structures, processes, and performance; and developing of people of the organization; the last step is to deploy and implement all of this in the organization. It is the crucial stage. It is done through Change Management Method. The Change Management Model of Lewin is helpful in this regard. 

 Unfreeze-Change-Refreeze

It provides a high-level approach to ease organizational disruption while experiencing a significant transformation and transitioning to a digital-first company strategy. 

Conclusion

Digital Transformation Leadership Consultancy (DTLC) is one of the consulting services of Jibran Bashir Leadership Institute. Jibran’s DTLC framework consists of 5Ds that are Diagnose, Direction, Design, Develop and Deploy. It can be easily applied to an organization that wants to convert itself digitally in a processed manner. It provides a clear view of technology, industry, and people. At first, the organization might face difficulties; however, it is important to persevere to reach the desired results. 



Author: Veera Salman
Research Associate

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