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10 Cultural Changes for Digital Transformation

Digital transformation alone is not enough for companies to keep up with the new age. With digitalisation, it is imperative that employees escape from their old habits and adopt a new business culture.

Cultural differences can be a major barrier to change and innovation. However, if it keeps up with the changes, culture can play an accelerating role in the transformation rather than being an obstacle. This is also the case in digital transformation processes. So, what changes should you bring about in your business culture to keep the digital transformation you have applied in your company stand? I have listed the ten cultural exchanges you need to implement for digital transformation.

All meetings should support the new strategy

Imagine that you have announced a new digital strategy earlier in the week. At the first meeting on Tuesday, talk to your colleagues or employees how this meeting supports your new digital strategy. If you cannot find an answer, postpone the meeting until you find the answer.

Celebrate failure

Learn from failures. In this way, your risk tolerance will increase. Your company culture will change positively.

48-hour decision rule

Establish a rule such that all company decisions must be made within 48 hours. Even if your decision is wrong, you can be sure that you will be more advanced than you would be in not making any decisions.

Reward effort

Appreciate and reward employees’ efforts and performance, not scores or sales. Ensure that a mindset is created among the managers in this context. In this way, the satisfaction rate of the employees will increase.

Touch the decoration

Some meetings can turn into complaint sessions, even if their purpose is to reveal something. To prevent this, refresh meeting rooms by removing unnecessary items. In this way, in a more minimal environment, the meetings will not be long enough to allow the emergence of negativity. It’s worth trying.

Do not avoid difficult questions, both problem and answer

Do not end meetings until your employees have asked at least three difficult questions. To change your mindset, you must be open to difficult questions.

You do not need to know all the questions

On the other hand, you may not have the answer to all the difficult questions. However, this is not a problem. The important thing here is the change in the learning culture of you and the company, together with the structures of thought.

Cancel status assessment meetings

Cancel weekly or daily status assessment meetings and replace them with short written updates. This shifts decision-making authority to project owners, speeding things up.

Organize your meeting agendas

Meetings become inefficient if they are extended, or if people arrive late. Change the structure of your meetings by taking the voting and decision-making processes to the top and then taking the remaining time for discussions.

Apply 15/60/15 minutes rule at meetings

Days full of successive meetings can be stressful. There may be little time to think and respond about discussions. Take 90 minutes for a meeting. Use the first and last 15 minutes to check your emails or to check the progress of another project.

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