With the evolution of technologies, all companies are investing more and more in the digitalization of their processes. This is what is known as the 4th industrial revolution or the factory of the future: a new way of organizing production resources through the integration of new technologies into the company’s value chain. Digital transformation is based on key fundamentals that must be clearly defined in order to implement it effectively:
- A precise strategy with clear objectives
- A user-centered design, personalized according to expectations
- The integration of software, platforms, or new technologies that are part of this approach and make it possible to harmonize it within the company.
What are the stages of change management with digitalization?
Step 1 – Preparation
It should be noted that change management is a key point in the digitalization process. Indeed, the key to success lies in team management: putting people at the heart of the project. Numerous studies show that any change will involve misunderstandings and uncertainties among people who have been with the company for some time and who had found a certain “balance” in their daily routines. The idea behind a successful digitalization process is to ensure that they are integrated into the project and that they contribute as many ideas as possible in order to fully embrace this new approach. Without this overall involvement, digital transformation will lose its meaning and fail to deliver the expected results.
The objectives of this first phase are therefore to motivate the players involved in digital transformation and also to anticipate the risks associated with it.
Step 2 – Definition
This second phase involves defining the desired outcomes, as well as designing the user experience through the newly integrated technologies. The elements of the solution must be defined with all relevant parameters, along with a guiding framework to steer the initiative. One of the main components is the implementation of regular performance management meetings with the various stakeholders. To do this, stakeholders must first be made aware of change management that incorporates the new digital strategy (in terms of objectives, performance indicators, and long-term vision). The goal is therefore to identify the key elements that will enable the successful implementation of the change policy for the identified stakeholders, naturally based on their roles and responsibilities.
Step 3 – Aesthetics
Aesthetics, or design, is a crucial element when implementing digital transformation. During the design phase, a precise digital transformation plan is defined, including data modeling, which helps bring together all stakeholders with a global vision. To achieve this, it is necessary to strengthen the roles of the team and stakeholders in this process. Implementing a change plan with measurable performance indicators makes it possible to track deployment, based on the defined digital strategy. Another key element is the digital transformation training plan, as it provides a clear understanding of the approach and makes stakeholders autonomous in managing this change. The long-term objective is therefore to create a comprehensive strategic action plan, supported by thematic action plans that are realistic, measurable over time, and have clearly defined deadlines.
Step 4 – Implementation and analysis
Managing change leadership is broken down into several stages: first creation, then construction, and finally verification. These stages logically follow the implementation of digital transformation. With project management tools that make it possible to define action plans and tasks, progress is easy to measure. Defining a dedicated project management environment “forces” collaboration and communication between change leaders, project managers, and all stakeholders involved in the change. Activities during these meetings include:
- Breaking down tasks and assigning them to the various stakeholders
- Reviewing assigned tasks in a global project management environment shared by different departments
- Linking the desire for change, its guidelines, and the technical reality of its development
- Defining regular working sessions to validate the relevance of the defined action plans
- Closely monitoring and addressing all tasks resulting from the action plans.
Step 5 – Launch
The launch phase is absolutely essential: change must be driven through the adoption of new digital tools. If change management has been closely aligned with digital transformation, stakeholders should already have all the necessary resources to successfully carry out this evolution of processes. This means that all pre-launch activities are already in place, change agents are properly trained, and operational processes have been adapted to input user data and thus benefit from centralized information through digitalization. The goal is therefore to organize the structure in the most appropriate way so that digital transformation truly makes sense, and above all, so that all stakeholders become active participants in this change.
In summary
Digital transformation is a major turning point in the life of companies. Over the years, it has proven to be essential due to the infinite possibilities for development it offers, and in some cases, it can even be “the key to survival.” That said, it remains a delicate operation that requires significant upfront work and process restructuring; effective change management is also one of the key factors that determine success. Transformation plans must be very precise, closely monitored, and periodically reviewed to remain fully relevant. A successful transformation plan therefore lies in the involvement of change stakeholders in using digital visual management as well as the digital tools implemented to create real added value through digitalization.
