First step: perception
The first and the most important step in digital transformation is the feeling of need among the senior managers of the organization. Lack of understanding will lead to non-cooperation and non-cooperation will be effective in the failure of the plan.
Second step: strategy planning and formulation
At this stage, the needs of the organization at all levels will be identified in general and without going into details. Based on the identification, the priorities of the organization will be extracted and the overall strategy of the transformation plan will be formed.
Third step: planning and recognizing and analyzing the requirements of micro-strategy formulation
At this stage, based on the defined priorities in the previous step, an accurate understanding of the requirements of each system and each process begins and the path of system design and then development to the establishment and improvement of the system is planned. The output of this stage will be used for the production of systems.
Fourth step: implementation
This step can be started simultaneously with the second step to implement the infrastructure, and based on the priority set in the previous step, the systems will be implemented based on the latest technology in the world and will be connected to each other.
Fifth step: Creating values
after implementation of each system, first, the desired system will be operated on a trial basis, which after resolving the problems in the pilot phase, will be fully operational at the level of the entire organization.
Sixth step: monitoring system performance during implementation and plan for subsequent improvements
At this stage, all exploited systems are thoroughly reviewed and new improvements and ideas are identified in a written form and re-entered in the development stage.
Why do growth managers need to understand the demand for change and get involved?
The first requirement to begin change is to understand the need for change in the organization’s senior managers.
Due to the complexity of organizational change and the initial defensive positions among employees and middle managers in establishing organizational change, the support of senior managers is very important. The organization’s senior managers should not only support these digital transformations but also should take the role of leadership and guidance of this change in the organization and play a role as an active member in the field of organizational transformation. The following are some of the most important roles of senior managers in this development:
- Provide the basic foundations needed for organizational change
- Patience and support in getting the job done
- Fully prepared to deal with unexpected issues and try to find a solution
- Leading middle managers and employees and preparing the organization to accept change
- Dealing with barriers and obstacles to change and paving the pattern of routes