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Five Keys to Successful Human & Organizational Change

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By Yannick Desmarais - August 06, 2018

As much as the digital transformation of your food and beverage factory involves making strategic change, it also involves making change at the personnel and organizational levels. Changes can impact work responsibilities, processes, lines of reporting, budget and power hubs and a company’s culture. As Susan Anderson (Vice President, Organization Effectiveness,) and Usama El Saman (Senior Manager, Organization Effectiveness) of Hitachi Consulting discuss, there are ways to manage digital transformation pragmatically and thoughtfully.


Here are 5 keys to successful human & organizational  change

1. Flexible & responsive leadership

“To manage a continuously evolving set of strategies and goals,” leaders need to be fluid and adaptable. There is a need for rapid response to issues, and to make "make data-based decisions along the way to maximize value delivered at every stage of the journey.” Anderson and El Saman suggest setting up “swift feedback systems with frequent assessments to better explore the fast-changing market pulse.”

2. Agile execution

With an Agile approach requirements, plans and results can be continuously assessed so teams have a natural mechanism for quickly responding to change. “


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3. A culture of curiosity

While many corporate cultures are centred on reliability and focus, this can lead to rigidity and an inflexibility in responding to issues and opportunities, Anderson and El Saman propose fostering “disciplined curiosity, examining the big anomalies in addition to clear opportunities.”

3. Collaborative IT

“With digital transformation, the role of IT will change, as well, especially IT leadership,” Anderson and El Saman write. “It’s important to ensure close collaboration between traditional IT, marketers, front-line staff and relevant business units...Companies need innovation advocates who are willing to shake up existing processes to make them responsive to customers.” 

5. Diverse teams

With a major transition in the workforce happening where Millennials are starting to outnumber Baby Boomers, Anderson and El Saman write, “strong teams need a mix of talents, experiences and outlooks.” “Millennials are less likely to be constrained by traditional practices and structures and... veteran employees bring crucial long-term perspective and familiarity with the organization...Diverse teams help Agile teams avoid falling into groupthink.”

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