connect digital transformation
TRANSCRIPT
Connect!Presented byPriya Sarangla
PROJECT CONNECTOur transformational proposal
Reconnecting mindsets to innovation
Situation analysis and key diagnosisBased on our expert surveys and interview across different organizational level, key challenges seem to be centered around these key questions
How do we create a stronger
innovative mindset?
How do we create better
role models and mentors
(leaders)?
How do we communicate
case for change now?
How do we create
congruency between
younger and seasoned
employees
Reconnecting mindsets to innovation
PROJECT CONNECTOur transformational proposal
- Employee awareness campaign
- Employee motivation and development.
- Behavioral fine-tuning
- Break up silos and create networked,
collaborative interfaces.
- Various empowerment initiatives.
- Improve leaders of today & build leaders of tomorrow
Improve culture of innovation & experimentation
Improve leadership &
sponsorship of innovation
Sense of urgency and need for change
Factual evidenceTo ensure everybody buy-in to the need to change, we will ensure the vision, rationale and benefits of this project is well communicated and
understood
We change now and build a stronger innovative culture
now or we end up like Nokia—Annihilated by innovative competitors
-Nokia, global market mobile phone manufacturer in the early 2000.
-Felt comfortable, failed to build a continuous innovative culture.
-Overwhelmed by innovative competitors.
-Completely lost market share in a few years. Margins dwindled drastically.
-Company is today almost non existent.
Innovate now or be eliminated- “ Kitchen porches” manufacturers of today,
Lets not become the “KITCHEN NOKIA” of tomorrow.
Sense of urgency
Align LeadershipMobilize the organization
-Promote digitalization via communication-Build a network of digital champions
-Create urgency for digitalization-Develop compelling digital vision-Ensure role modelling of top management
Ensure Sustainability
-Adapt the formal organization-Align KPI & Incentive system-Monitor digital process
Build capabilities
-Provide digital skills & competencies-Offer test & learning opportunities-Leverage existing HR practices
Manage People Change
Framework
Educate Coach
Adapt
Leading Change
Diagnose
and start
Build
Monitor
Adjust Best Practice
Sponsorship Role Model / Employees
Communication
Sponsorship Cascade
Behaviors
Training on the
job
Stakeholder
InterviewAnonymous Survey
further discussions with
both board executives and
employees
Invest
Stakeholders
brainstorming
Scenario
presentation on
need for change
Educate all on
benefits and why we
need to change
Provide questions
and feedback loop
with HR / Lunch
and talk
Teams formed in
collaboration with
head of all units
Workshopstrainings on effective
mentorship for our
seasoned employees
Integration project
for all employeesInnovative
lunch
Sustain
Innovative Culture
Incentivize and
Behavior
Facilitate Innovative
employees.
Entrepreneual Start-
up
Motivate
Our Plan of Action:
Superior results for
Now and Future
Innovative mindset culture.
Reprogramming mindset coaching.
Incentivize innovative projects.
Rebuilding Attitude and behavior..
Leadership
Leadership coachingWorkshops/trainings on
effective mentorshipKnowledge transfer
schemes
In a Nutshell
Start Build Adapt Invest Sustain
2. Build a strong & committedtop team- Empower & Train employees new skill sets- New roles & responsibility- Integration workshops, series of
mentorship and leadership trainings- Team of ‘Growth Hackers’
11-30 days
1. Start now Scenario stimulation- Stakeholders communication
meeting-- Change initiative communicated- Steering committee and project
groups formed.- Open communication channel/feedback loop initiated
1-10 Days
4. Invest team time- Coordinate change via meetings or
events (every 4weeks)- Incentive or reward Systems- Effective mechanisms to sustain
3. Adapt a new approach of working- Culture of experimentation- Innovative pilot projects competitive
starts- New process & workflow- Align KPI- Continuous synergy tracking and
evaluation tools
5. Sustain innovative culture- Reinforcement of wins achieved- Motivating Entrepreneurial
projects (employee start ups)
We hope to achieve these milestones in the first 100 days of project connect
31-60 days
61-80 days
81-100 days
• Nearly everybody understands the change process and is happy to actively take part
• Feedback from young engineers shows tremendous improvement.
• First innovative ideas project kicks off……pilot innovative project winner
• First pilot mentors emerge.
• All new employees completely integrated and indoctrinated into our new innovative mindset cultures
• Collaborative efforts between employees increase.
Short Term Wins
Deliverables in first 100 Days
COMMUNICATORCOMMUNICATION
OBJECTIVE/MESSAGE MEDIUMFREQUENCY/
SCHEDULETARGET
AUDIENCE
DELIVERABLES
EXECUTIVES
- Review of innovative objective & due
diligence.
- Subsequent progress report
- Face to face
- PPT
-lunch talk
Once every month All employees
Case for change established.
Continuous feedback
STEERING
COMMITEE
- Roles definition
- Objective rationale continuously
communicated
-Face to face
-Follow up newsletter
-Official letter
Twice weekly Employees and other key stakeholder-Objective, vision, benefits and
timeline communicated
STEERING
COMMITEE- Progress report
-Face to face/PPT
-newsletter
weeklyHigh level executives/sponsors
Project teams/all employees
Target structure
• New Structure & Synergies
model communicated
• Common company identity,
culture/process defined
• Integration level attained
• Synergies achieved/Concrete
gains
PROJECT TEAMSProgress report
-Face to face
-emailDaily, Weekly, Monthly All concerned stakeholder
-Integration level attained
-Synergies achieved
-Concrete gains/wins
EMPLOYEE
Enquiries
feedback
-Face to face
-Email, telephoneOpen channel anytime
-Project teams/steering
committee
-More info about change initiative
-Integration Progress report
Communication Plan is key for success:
- No winning strategy
- Lack of Communication
- Proactive with resistance
- Failure to make a compelling urgent case for change
- Understanding of digital trends
- Senior-management involvement
- Leadership skills
- Well structured organization for digital growth
- Competitiveness
Mistakes to avoid
Best Practices to apply
Our Suggestion:
We will work with RS every step of the way to bring successful changeD
egr
ee
of
sup
po
rt f
or
the
ch
ange
Commitment
Involvement
Contact
Engagement
Understanding
Benefits
Awareness
100%
0% Time
We understand fears…we have done it before, we will do it gain. This is our specialty…..This is what we do.
Hundreds of companies
globally cant be wrong
You only have to know one thing:
You can learn anythingFor everyone, Forever
Start Now
WE ARE HERE
HIRE US!!!
Call to action
Think project connect—
success guaranteed.