Organizational Effectiveness

The most difficult transformations are never about technology but about culture. To sustain growth requires a culture open to new ideas with a willingness to adapt to change.
— Linda Zecher - Commonwealth Heads of Government Conference Bahammas 2009


People are at the heart of any digital initiative. No matter how sleek a website or innovating an app, if the flows are not defined and the processes embraced, and/or if the culture gets in the way, all investment and efforts are wasted, and results will not be realized.  We understand how difficult change can be on a company culture and the steps that are required to ensure success.

 The Strategy should be clearly defined and communicated throughout the broader organization – A clearly communicated strategy and supportive structure will facilitate process improvements and better collaboration across the enterprise.  It sounds intuitive but companies shouldn't expect a new strategy to produce a different result without changing the organizational structure.  The current structure may have worked perfectly for the current strategy but generally moving into new territory requires a different structure.

Organizational talent assessment – Where are the capability gaps that are required to fulfill the strategy.  Those capabilities span talent, culture and overall leadership abilities.  This is often very difficult for the current team to assess when the company is moving into new areas with different skills required.  Not having the right talent will delay outcomes.

Process Governance – Operational efficiency requires clear roles, responsibilities and decision making to enable rapid response and decreased complexity.  This is where culture can have the greatest impact on the ability to be successful throughout a digital transformation since every aspect of the organization is impacted