Professional Documents
Culture Documents
The following ten essential steps have been developed by the ADBL through considerable experience
working alongside our partners on multi-faceted digital transformation projects. Particularly relevant for
those with learning and development (L&D) responsibilities, each of these ten steps needs to be realised
to witness the desired level of change.
1
Know where to start,
and know that this
is the hardest part
Knowing that you need to do something digital But to offer this support, L&D leaders first need
is easy. Understanding what it is that you need to fully grasp what it means to be digital
to do is a lot harder. themselves. They need to understand which
types of learning experiences will work and which
In our digital Bootcamp sessions with senior wont when it comes to digital transformation.
leadership, teams have reported feeling lost in
the digital world, but more specifically lost in In the ADBL Digiskills Report, we found that
what one means by digital. Leaders can lack organisations are far more likely to be digitally
the confidence needed to lead in a digital capable when their L&D function undertakes
environment because (rightly or wrongly) they experiences to themselves define the digital
feel that others are more acclimatised to digital skills that their organisation needs.
than they are.
To enable digital change, L&D functions first
Leadership need a starting point in their need to understand it. Once they do, they can
knowledge bank, and a framework for what be incredible enablers.
digital means that, often, L&D are best placed to
provide. This will offer senior leaders the support
they need to enact change.
2
Adapt, dont throw out,
your culture
A digital age culture is essential for any - How do you highlight what needs to
organisation seeking greater digital capability. change and what doesnt?
But when we start speaking with organisations, - How do you make cultural change
the majority simply dont realise how their a concrete, high-impact thing?
culture needs to change. - What are the right indicators?
Then, for those that do realise, difficulties in To start, build on your current organisational
bridging their legacy culture and a digital culture culture rather than starting from scratch. Theres
can stop them from progressing. In fact, a large no need to relocate offices to the trendy part of
proportion of executives enroled on our town, or invest in themed meeting rooms. But
executive education courses state that they environment does matter to signal how you want
have done so in order to learn how to create teams to communicate and collaborate. The key
a more digital culture. Its an area where lies in understanding what is great about your
organisations need support. current culture, then building upon that in a
structured way toward proven strategies.
3
Enable a faster
pace of change
Everyone wants to adapt faster, especially when
customer expectations, competitors and new
entrants are evolving at speed.
5
examples in order to catalyse change.
7
Think of new technology as
the enabler, not the dictator
The fact that software and applications exist
is not alone a reason to use them. The
implementation of new technology should arise
from true business needs, such as streamlining
existing processes or implementing new ones in
order to achieve more.
9
Open discussion channels
For the individuals we enrol on our courses, one Its essential that discussion channels are
of the biggest assets to them is the opening of opened not only within your organisation, but
discussion channels about what others are doing to other individuals at organisations that are in
and experiencing, how they are succeeding, the process of transformation too. If this doesnt
the challenges they are facing, and what they occur, the learning curve will be too long and will
are learning. lack responsiveness, severely hampering efforts.
Nadira Hussain
Customer Services Transformation Manager,
London Borough of Tower Hamlets
1
Aid understanding of how
digital can mitigate risk
0
Both individuals and organisations want to do Even if the status quo is working for you now,
more with digital. But the misconception is that theres certainly no guarantee it will in the future.
being more digital means taking more risk. Digital helps organisations prepare for this by
allowing teams to prepare for both the expected
Digital thinking, culture, and action means having and the unexpected by gathering information to
more information and therefore making better, make informed decisions.
less risky decisions.
barrett.lisa@theadbl.com
The ADBL (Academy of Digital Business Leaders)
The Academy of Digital Business Leaders prepares you to lead, not be led.