The biggest hurdle for digital transformation is culture.

Research shows that more than six out of ten employees regard the culture within the organization as the number one hurdle for digital transformation.

40% of the managers think their organization has a digital culture whereas only 27% of the employees shares the idea.

Unfortunately, culture is usually underexposed. Often the focus is on new technologies. We believe technology has no added value if there is no creation of a new way of working together.

What is culture exactly and how do you create an innovative corporate culture for a successful digital transformation? In this blog we delve more deeply into this theme.

What is culture?

Culture is the way things are done within an organization. Culture is about behaviour, about the sense of ‘we’, about sharing and doing things together. It is about (sometimes unnoticed) rituals, stories, convictions and heroes who are known to the group, but unknown or unimportant for others.

Culture is about values, about what’s right or wrong, about how we do things: how you do your job, how you treat your colleagues and customers, how proud or loyal you are to the organization.

Culture is a dynamic and continuous process, but it is constantly evolving depending on the people within the group, the informal leaders in the field and the directors within the organization.

The biggest challenge for directors in creating an innovative culture is: how do I get my people from a ‘we must’ mindset to a ‘we want to contribute’ mindset?
This change in attitude is necessary! Being well motivated moves people- and with that, your organization- and that’s the only way to develop, to grow, and to innovate.
The following three subjects will help you to establish this.

1. Digital leadership is coaching leadership

The leader who makes all decisions and the employees who execute no longer fits in an atmosphere where information is shared at lighting speed. In this model, the bottleneck is always at the top. Instead, we should create a culture of mutual trust in which workers dare to make decisions, dare to make mistakes, and do not avoid risks.

The main thing is that leaders should support their people on their journey, so they continue to develop themselves and fear never prevails.

2. The working space is the expression of the culture

Organizations spend lots of time and attention on the way they are perceived externally, but what is it like internally? What are the daily challenges and work environment like? Way too often we see yellowed photos on the walls of projects which were executed over 20 years ago.

If you get to the office early tomorrow morning, have a good look around, take note of the details. What does your working space look like and what message do you communicate to your colleagues with it?

3. Create a story line for your organization

An essential part of every culture is formed by the stories we tell each other. Ever since cavemen sat around the campfire, the stories we tell each other define the narrative of an organization. We can influence that by emphasizing certain stories we bring into the organization. Do we celebrate the successes we encounter on our way to working digitally sufficiently? Who are the heroes within our organization and how do we put them in the limelight?

Look at your organization from an objective point of view today: how do you characterize the company culture? Is it restrictive or stimulating for the digital transformation of your organization?

Do you consider this a difficult topic, and do you feel the need to spar with one of our professionals. Contact us today and make an appointment for an informal talk or sign up for one of our knowledge sessions.