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    How to Alleviate Digital Transformation Debt: post-COVID-19
    How to Alleviate Digital Transformation Debt: post-COVID-19
    How to Alleviate Digital Transformation Debt: post-COVID-19
    Ebook220 pages1 hour

    How to Alleviate Digital Transformation Debt: post-COVID-19

    By Dr. Setrag Khoshafian

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    About this ebook

    2020 - the year of the COVID-19 pandemic - changed everything.
    Its ripple effects will be felt for many years to come.
    At the same time there have been incredible advances in digitization. We are amid a digital revolution with unprecedented innovations. The pandemic has accelerated the requirements for "Digital Transformation." Organizations need to adopt and transform to survive and hopefully thrive.

    At the core of digitization there is very much an underlying principle of "debt." It comes originally from what Is called "technical debt." Simply, technical debt “reflects the implied cost of additional rework caused by choosing an easy solution now instead of using a better approach that would take longer.” Difficult transformative choices need to be made now - especially post-COVID-19. If an organization ignores digital transformation for "easy solutions", the "debt" accumulates and can have disastrous consequences.

    The pandemic has accelerated the accumulation of digital transformation debt!
    It has also provided an opportunity to thrive in the post-COVID-19 era.

    What does Digital Transformation mean? What are the opportunities? What are the core digital technologies? What are the best practices? What are practical recommendations to alleviate the Digital Transformation Debt!?

    This book addresses Digital Transformation Debt holistically and makes recommendations on how to alleviate the debt.
    LanguageEnglish
    PublisherGatekeeper Press
    Release dateJul 12, 2021
    ISBN9781662912054
    How to Alleviate Digital Transformation Debt: post-COVID-19

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      Book preview

      How to Alleviate Digital Transformation Debt - Dr. Setrag Khoshafian

      Chapter 1: Culture

      The impact of the Covid-19 lockdown of businesses and government will be felt for many years to come. It is causing mega-cultural trends that are already changing us. We might not be feeling or appreciating the shifts that are happening. It is too close to home, and we are in the midst of it.

      But it is happening, and it is very real.

      Digitization has already been transforming all aspects of our lives, even pre-COVID-19. But the pandemic has certainly catalyzed these technological and cultural changes.

      COVID-19 is catalyzing the rapid acceleration of Digital Transformation (DX) initiatives

      According to the COVID-19 digital engagement report from Twilio [1]: Decade-long digital transformation roadmaps of nearly every company got compressed into days and weeks in order to curb the spread of the Coronavirus. Businesses in every industry had to figure out how to reach their customers – whether those customers are shoppers, patients, students, businesses or even, employees – essentially overnight."

      This certainly underscores the importance of Digital Transformation Debt. COVID-19, then, has re-prioritized, stressed, and accelerated digital transformation change.

      In 2018, I wrote a two-part article on Digital Transfor-mation Debt (DTD) with the premise that if organizations do not address their Debts—the challenges we are facing from all fronts—they will pay a much heftier price: even an existential one. Recently, Cisco’s former CEO, John Chambers, indicated that 50% of Fortune 500 companies would not exist in 10 years [2]. Even if we ignore DTD, companies were already on a downward spiral, and the pandemic is making these matters much worse. The need to change (here we go again) is not a luxury, and it cannot be ignored. The main principle of debt is ignoring this painful transformational change in favor of easy and often delayed solutions. Ignoring the trends and choosing the path of least resistance will only accumulate the Debt. This applies to Technical Debt, but especially in the COVID-19 era, it refers to DTD.

      In Part I [3] of the two-part article, I covered the following dimensions:

      1. Organizational Culture

      2. Value Stream Digitization

      3. Intelligent Automation

      4. Citizen Developers

      5. Citizen Data Scientists

      Part II [4] covered:

      6. Design Thinking

      7. Customer Experience Optimization

      8. The Connected World

      9. The Decentralized World

      10. Digital Transformation Centers of Excellence (COE)

      All ten dimensions are relevant, but how has COVID-19 impacted these dimensions? And how about the importance and priority of Digital Transformation Debt (DTD)?

      Addressing Digital Transformation Debt has become much more critical in the post-COVID-19 era.

      In 2020, I published a ten-part series on Cognitive World [5], expanding on the post-COVID-19 impact for each of the dimensions: starting with Culture and culminating with Digital Transformation Competence Centers. This book is based on these ten articles.

      The pandemic has served as a rude awakening. Organizations of all sizes simply cannot take business as usual for granted. Addressing core cultural challenges has become critical – it is a matter of survival.

      Given the critical importance of DTD, this is the first of the series that will focus on the ten dimensions.

      Post-COVID-19 Culture

      The importance of Culture was accentuated in the post-COVID-19 era. Indeed, true transformation starts with Culture. One of the most archaic organizational structures that have survived decades if not centuries is the ubiquitous vertical Org Chart. The conventional hierarchical Org Chart does not inspire agility, change, or empowerment in the pre-COVID-age.

      Post-COVID-19, this has been challenged and stressed to the limit. It is no longer a working model, especially with the newer, technologically savvy, independent-minded, and entrepreneurial younger generations.

      The impact on Organization Culture is one of the most fascinating realities of the post-COVID-19 digital era.

      Digital Technologies are just enablers of cultural trends that are transforming all demographics at an accelerated rate.

      Culture is always more important and impactful than pure digital technologies, as impressive as the latter are.

      The potential cultural impacts on individuals as well as organizations are tremendous. To succeed and innovate with digitization, transformation best practices should challenge long-established cultural norms and hierarchical structures.

      Hierarchies thrive on management layers exerting control, functioning through power-driven bureaucratic practices, and suffocating innovation, if not the organization’s very life! The digital era fosters challenging the hierarchical and centralized control-driven organizations with alternative, more democratic robust models that empower the participants.

      Connecting through Virtualization

      Gone are the days of the online and offline worlds being separate. Today’s new reality is marked by virtuality. Indeed, the shift toward a virtual presence and virtual interactions is a mega digital transformational trend that will impact enterprises of all sizes forever. Video conferencing tools such as Zoom, Cisco Webex, Microsoft Teams, GoToMeeting, and others have witnessed a surge in downloads and use. Virtual conferencing and the use of virtual conferencing tools is at least an order of magnitude far higher than in pre-COVID-19 times. For example, a recent survey has indicated that 72% of consumers [6] had their first-ever virtual care visit during the COVID-19 pandemic. Zoom has become a household name and one of the most popular video conferencing platforms to date, though all the others have witnessed significant growth as well. One of my favorite video conferencing tools that I use almost daily is Facebook’s Portal – it even has several original games and stories weaved in. Though more for personal and family use, I have used it for professional meetings, and the results are pretty good. Such widespread use of video conferencing tools – both for business and personal matters – will have a long-lasting impact on organizations and individuals for decades to come.

      Flattening the Organization

      The emergence of virtual meetings with full virtual presence has engendered an equalizing and flattening effect on most organizations. Suddenly, all the organizational hierarchy levels have become accessible, and physical restrictions – such as the number of people who can physically be hosted in a conference room or even the availability of conference rooms for interactions – have been lifted. The speed of organizing virtual meetings, their accessibility, and the ability to record and then analyze them are other key advantages that have a flattening and potentially empowering impact on the organization – especially if management encourages and endorses it. The top-down pyramid and functional unit organization structures are antiquated and passé in our new age of technological marvel. They do not inspire innovation or digital transformation. Employee empowerment has been elusive and hard to achieve within a rigidly hierarchical organization. The COVID-19 pandemic provides a wonderful opportunity for organizations to re-assess their rigid structures and flatten their organizations.

      Flattening organizations with increased communication, collaboration, and empowerment is an irreversible trend.

      We are and will continue to face many labor challenges in the post-COVID-19 era. A digital and agile organization with enough empowerment can leverage its employees’ innovative talents and improve their overall morale. The idea of challenging hierarchical structures, removing bosses (or replacing them with mentors) has been teasing us for a while. The need to quickly change and adapt to become digital enterprises is compelling businesses and organizations to re-consider their rigid structures.

      The Home Office Experience

      The culture shift is markedly complex and multi-faceted. The cultural reset of normal work in a compelling survey [7] had some impressive results. It indicated that after the imposed lockdown, employees want greater flexibility in the percentage of time they spent at home vs. office – the breakdown is 51% office and 49% home – thus, almost half of society wishes to work from home. Other trends included a focus on results vs. hours of labor: the end of the 9-5 model, changes in leadership attitudes,

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