Preparing Your Teams for Digital Transformation: Training & Education Strategies
According to a recent survey,global spending on the digital transformation (DX) of business practices, products, and organizations is forecasted to reach $2.8 trillion in 2025, more than double the amount allocated in 2020.Many large enterprises are drawing attention to their shiny new technology upgrades as proof of their transformation, but we know that the most successful digital transformation strategies are those which cater to organizational problem solving rather than gadgetry. Another alarming statistic is that 70% of all digital transformation projects end in failure. There could be multiple causes of these failures, but they are generally the result of underestimating the various steps or stages required to successfully execute a transformation agenda.Even the best technology will not be able to achieve desired results if an organization does not have the right processes, culture, or talent in place to take advantage of it. The lack of reskilling and upskilling employees can be a major reason for the lack of productivity gains from new technologies. When enterprises decide to embark on a digital transformation journey without having a clear definition or a sound vision, it can be problematic. Although every enterprise is unique, and there are salient differences between types of businesses, industries, and cultures, the fundamental meaning of transformation is not merely using new technologies without leveraging existing investments optimally first. Enterprises can only transform when they have managed to change how people behave, and how things are done in their organization.
Creating a digital culture
More than 60% of CXOs see their company culture as the primary obstacle to implementing digital transformation. Enterprise-wide transparency, communication, collaboration, and development are all part of creating a digital culture where learning and education is a natural by-product of each day’s activity. Promoting agile working and regular cross-departmental meetings provide opportunities for all of these situations. Additionally, it provides employees with an opportunity to actively participate in building a culture in which they are heard and can thrive.
Implementing the most optimal training strategies for implementing digital transformation requires focus on education and action.Every employee of the organization, right from the management to the newest hire, will be required to learn and grow within a standard framework. By implementing modern learning initiatives, enterprises can drive innovation and truly transform the workplace, creating opportunities for business growth, individual advancement, and better customer experiences.
Understanding what can be Automated
Identifying the low hanging processes and what can be automated by technology is very important as organizations explore the landscape of current and future software. This frees people to process the difficult cases that require more unique analysis. Planning any future changes in the company over time so one can schedule skill-building exercises that intersect with when these changes will occur.
Building a Centre of Excellence
Setting up an automation Centre of Excellence (CoE) can prove extremely helpful in addressing all the above challenges. An RPA Centre of Excellence acts as an organization’s internal delivery capacity to effectively implement RPA solutions across the enterprise with tactical and strategic goals and helps reuse the accumulated knowledge in future implementations. RPA Centre of Excellence provides a structure to the implementations and helps streamline them. It also helps in planning for scalability. RPA Centre of Excellence is a combination of people, process, and technology that supports an RPA implementation across its lifecycle and acts as a go-to source of expertise. Let’s look at the good practices to be followed while building a scalable RPA Centre of Excellence.
Strategic approach to reskilling
Defining and enabling a plan for continuous reskilling. One plan, for example, might include using software that offers a range of content that is aligned with your development goals. Or you could consider using a combination of online training and mentoring with coaching. I’ve found this can help provide more flexibility for busy employees, as well as combat the cost of in-person training so that you still receive hands-on guidance and strong learning outcomes.
Consider utilizing microlearning tools
Microlearning tools — content that is provided in a broken-up, easy-to-digest way — can help employees and organizations share the responsibility of upskilling. This way, enterprises can enable an ongoing conversation and focus on reskilling, as well as ensure their team has the tools to recognize any gaps in their knowledge and can continue to improve. Find and utilize the tools that fit the needs of your business and team so they can set milestones and achieve development goals.
Build a culture that supports ongoing skill evolution
Beyond addressing one-time skill gaps, enterprises now need to create systems and cultures that ensure learning is easy to access and ongoing. As we go forward, the most innovative companies and employees will develop a similar view about learning: It’s a necessity.
One of the simplest steps to encourage ongoing learning and skill-building is to choose one of the aforementioned recommendations to pilot. Experiment with these tools, and identify which ones fill your immediate needs. Then, expand on this exploration item by item.
Engaging with new talent
Creating a workplace where learning and growth are central to digital transformation will organically attract fresh, eager talent who recognizes a place where they can expand their knowledge. Developing a robust learning model can help attract top new talent and evolve your company’s digital mindset. Robust self-learning modules can help drive new talent acquisition, and provide a fast, effective route to digital acuity among existing employees and new hires alike.
The success of any company’s digital transformation project will eventually boil down to empowering their workforce from top to bottom through knowledge. By nurturing a culture of continuous learning and education while leveraging emerging technologies enterprises can set the stage for future-proof advances.
