DESIGN AND DEPLOYMENT OF A DIGITAL CULTURE

Design and deploy a digital culture that motivates employees, delights customers, and accelerates results

Perspective

The process of designing and deploying a digital culture is an opportunity for top management to promote an organizational dialogue that drives employee engagement and motivation.

By digital culture, we mean a culture that embraces and encourages the adoption of new technologies and new ways of working in order to deliver better results and, ultimately, delight customers.

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In our experience, a company’s digital effectiveness is driven by three key cultural elements: customer focus, systemic thinking, and experimentation. With customer focus, the organization develops the ability to delight customers, in a world where massive adoption of new technologies is increasingly broadening customer choice. Systemic thinking ensures that employees share relevant information at the right time, thus maximizing the potential of new technologies to promote and expand collaboration across the organization. Finally, experimentation means that leaders don’t shy away from bold business initiatives that leverage new technologies.

Transforming a company’s culture is a process that must be managed proactively and systematically by top management. First, they diagnose the company’s starting point. Second, they engage the entire organization in a dialogue to co-create the desired culture, generating a wide sense of ownership. Third, they translate the desired culture into a set of tangible elements: purpose, mission, vision, values, expected behaviours, leadership model, change story, symbols, … Finally, they put together a roadmap with the sequence of activities to deploy the new culture. Top management also plays a critical role in leading by example, embodying the desired digital mindset and behaviors. 

Solutions

We support the management team to design and deploy a new organizational culture, in line with the requirements of the digital age.

Our solutions typically follow the sequence of activities detailed below:

Diagnostic of current culture

  • Common understanding of the mindsets and behaviors underpinning the company’s culture.

  • Assessment of strengths and weaknesses.

Design of desired culture

  • In service of the company’s digital plan/goals/transformation agenda.

  • Co-creation, engaging the entire organization in a dialogue.

  • Output should inspire a transformational process (vs. just solve current pain-points).

Translation of desired culture into tangible elements

  • Purpose, mission, vision, values, and desired behaviors.

  • Leadership model.

  • Change story.

  • Symbols (e.g. company brand, office space, materials …).

Roadmap development and execution
Planning of the transformation’s pace and sequence of activities across five dimensions:

Delivery Model

To deliver our “digital culture” solutions, we use a variety of tools and approaches:

Diagnostic of current culture and design of desired culture

  • Company-wide survey using a recognized market tool (e.g. Barrett, Human Synergistic, Leadership Circle, Leadership Culture Survey, or ad-hoc company-wide survey (co-created with you and fully tailored to your needs).
  • Online survey where employees can provide input on the desired culture.
  • Focus groups and interviews with key stakeholders.
  • Shadowing of key stakeholders.
  • Assessment of work spaces.

Translation of desired culture into tangible elements

  • Design sessions with top management and key stakeholders (e.g. HR, Culture, Digital…).
  • Review of elements of the current culture (e.g. values, mission, vision) to decide which ones can be preserved because they are coherent and consistent with the desired culture.

Roadmap development and execution

  • Understanding of key milestones of the company’s digital transformation to ensure that the cultural transformation happens hand-in-hand with the business initiatives.
  • Design sessions with top management and key stakeholders (e.g. HR, Culture, Digital…).
  • Training leaders how to engage people in an authentic and compelling way.
  • Leadership workshop with top management to ensure they are ready to lead by example.
  • Town Hall where leaders present the roadmap and invite people to join them in this process.
  • Communication campaigns.
  • Cascade process.

Solutions that have direct impact on the organization’s cultural transformation and its business agenda

ORGANIZATIONAL ENGAGEMENT
AT SCALE

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ALIGNMENT AND EFFECTIVENESS
OF EXECUTIVE TEAMS

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DESIGN AND
DEPLOYMENT OF
DIGITAL CULTURE

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IMPLEMENTATION OF
AGILE AND NEW WAYS
OF WORKING

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LEADERSHIP
DEVELOPMENT

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WALK Together. Succeed Better.

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