Guide to Digital Enterprise Management

As the most recent public health crisis has shown, we are living in a fast-changing world. At the same time that digital technologies are appearing and disrupting industry after industry, organizations today are pursuing large-scale change efforts to capture the benefits of these trends, to meet customer demands or to simply keep up with competitors.


All the ongoing changes in today's business environment are forcing companies to adopt new technologies. Digital Enterprise Management aims to deliver a framework that ensures transformational processes in businesses occur with pace, high-quality and security. It does this through a set of IT solutions that are designed to make digital businesses fast, seamless, and optimized at every level.


In this article, we will guide you through the components of a successful Digital Enterprise step-by-step.



First, drive Organizational Agility

Organizational Agility translates into business value.


McKinsey & Company have defined the concept of Organizational Agility as the ability an organization has to renew itself, adapt, change quickly and succeed in a rapidly changing and turbulent environment. Understanding this concept is fundamental in order to instill digital transformation in any organization.


Having great agility allows the workforce to stay motivated while responding to change. This way, they will be able to continue to perform to the best of their abilities no matter the challenges and business environment changes that come their way. When implemented, agility can translate into a source of business value and a real competitive advantage.


How to Drive Organizational Agility


The foundation for an agile organization is in its People, Culture, and Processes. In order to be successful in implementing agility into an organization, decision-makers should always thrive to create and maintain:


  • Catalyst leadership;

  • Continuous learning;

  • Open communication;

  • Adaptable governance;

  • A quest for knowledge and innovation.


Implementing agility under the 5 pillars presented above will help ensure that change is not only viewed as something that can be managed but also as an opportunity to disrupt. Disruption means to bring about change through the usage of new methods or technology. Changes such as simplifying organizational hierarchies, restructuring to minimize bureaucracy and empowering workers to make decisions.


By creating an open communication and continuous learning culture, employees will start to feel they can freely learn, create and share their knowledge; and it is essential that they are recognized or rewarded for doing so. Agile workers are the fuel behind some of the most innovative, fast-moving companies today.


Address Change Management

Organizations do not change. People do.


According to Sheila Cox of Performance Horizons, Organizational Change Management (OCM) ensures that the new processes resulting from a project are actually adopted by the people who are affected. OCM guides how an organization prepares, equips and supports individuals to successfully adopt change in order to drive organizational success.


Research shows there are definitive actions that can help influence people in their individual transitions. OCM provides a structured approach for supporting the individuals in organizations to move from their current states to future states.


The need for Change Management


The perpetual innovation of technology has resulted in a continually evolving business environment. Phenomena such as social media and mobile adaptability have revolutionized business, and one of the effects of this is an ever-increasing need for change, and thus for change management.


By itself, Change Management does not increase sales or reduce costs. Instead, it increases the quality of the teamwork