{"id":10647,"date":"2020-10-22T10:19:28","date_gmt":"2020-10-22T10:19:28","guid":{"rendered":"https:\/\/www.experfy.com\/blog\/?p=10647"},"modified":"2023-10-17T12:00:05","modified_gmt":"2023-10-17T12:00:05","slug":"culture-digital-transformation-debts-post-covid-19","status":"publish","type":"post","link":"https:\/\/www.experfy.com\/blog\/future-of-work\/culture-digital-transformation-debts-post-covid-19\/","title":{"rendered":"1. Culture: Digital Transformation Debts post-Covid-19"},"content":{"rendered":"\t\t
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Addressing Digital Transformation Debt has become much more critical in the post-Covid-19 era<\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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The pandemic was a wakeup call. Organizations of all sizes cannot take “business as usual” for granted. Addressing core cultural challenges has become critical \u2013 it is a matter of survival<\/p>\n

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Given the critical importance of DTD, this is the first of the series that will focus on the ten dimensions.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Post-Covid-19 Culture<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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The importance of <em>Culture <\/em>got accentuated in the post-Covid-19 era. Transformation starts with Culture. The conventional “Org Chart” did not inspire agility, change, or empowerment in the pre-Covid-19 age.<\/p>\n

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Post-Covid-19, it has been challenged and stressed to the limit. It is a model that is no longer working – especially with the newer, technologically savvy, independent-minded, and\u00a0entrepreneurial\u00a0younger generations.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Connecting through Virtualization<\/em><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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The new norm is virtuality<\/em>. The move to the virtual presence and virtual interactions is a mega digital transformational trend that will impact enterprises of all sizes forever. Video conferencing tools such as Zoom<\/a>, Cisco Webex<\/a>, Microsoft Teams<\/a>, GoToMeeting<\/a>, and others have witnessed an explosion in downloads and use. Conservatively virtual conferencing and the use of virtual conferencing tools is at least an order of magnitude more than pre-Covid-19. For example, a recent survey has indicated 72% of consumers<\/a> had their first-ever virtual care visit during Covid-19. Zoom has become a household name and one of the most popular video conferencing platforms – though all the others have witnessed significant growth as well. One of my favorite ones that I use almost daily is Facebook’s Portal<\/a>. It has several original games and stories weaved in. Though more for personal and family use, I have used it for professional meetings, and it’s quite good. Such widespread use of video conferencing tools \u2013 both for business and personal \u2013 will have a long-lasting impact on organizations and individuals for many years to come.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Flattening the Organization<\/em><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Virtual meetings and virtual presence have had an equalizing and flattening effect on most organizations. Suddenly all the levels of the organizational hierarchy become accessible and physical restrictions \u2013 such as the number of people who can physically be hosted in a conference room or even the availability of conference rooms for interactions \u2013 are lifted. The speed of organizing virtual meetings, their accessibility, and the ability to record and then analyze are other key advantages that have a flattening and potentially empowerment impact on the organization \u2013 especially if the management encourages and endorses it. The top-down pyramid and functional unit organization structures are tired and pass\u00e9. They do not inspire innovation or digital transformation. Employee empowerment has been elusive and hard to achieve within a rigidly hierarchical organization. The Covid-19 pandemic provides a wonderful opportunity for organizations to re-assess their rigid structures and flatten their organizations.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Flattening organizations with increased communication, collaboration, and empowerment is an irreversible trend.<\/em><\/p><\/p>\n

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We are and will continue to face many labor challenges in the Covid-19 era. A digital and agile organization with empowerment can leverage the innovative talents of its employees and improve their morals. The idea of challenging hierarchical structures, removing bosses (or replacing them with “mentors”) has been around for a while. The need to quickly change and adapt to digital enterprises is compelling them to re-consider their rigid structures.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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The Home Office Experience<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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The cultural shift is complex and multi-faceted. The reset of “normal” work in a recent survey<\/a>had some impressive results. It indicated after the lockdown Employees want greater flexibility in the percentage of time they spent at home vs. office <\/a>\u2013 the breakdown is 51% office and 49% home. Other trends included a focus on results vs. hours of labor: the end of the 9-5 model, changes in leadership attitudes, and desire to be upskilled. In other words, the employment world will be quite different post-Covid-19.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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