𝐒𝐲𝐬𝐭𝐞𝐦 𝐂𝐡𝐚𝐧𝐠𝐞𝐝. ✅ 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐃𝐢𝐝𝐧’𝐭. ❌ During major digital transformations, companies often focus heavily on new business processes and systems. > But one critical element is frequently overlooked: 🧩 𝐓𝐡𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞. > New business processes often require new roles, different skills, and new responsibilities. ❗ Without adapting your organization, transformation success is at big risk. 👉 I’ve seen it happen multiple times: > Highly qualified experts end up doing administrative ERP data entry. > People without proper skills are asked to execute complex workflows. >> Result: inefficiency, frustration - and lost momentum. ✅ The system changes. ❌ But the organization doesn’t. 𝐀𝐧𝐝 𝐭𝐡𝐚𝐭’𝐬 𝐰𝐡𝐞𝐫𝐞 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐬𝐭𝐚𝐥𝐥𝐬. 👉 Redefine your organization - in parallel with system and process design. > Map out new processes and identify roles and skill requirements early. > Align job profiles, structure, decision rights, ownership and FTE required. > Invest in training and capability building long before go-live. > Establish continuous feedback loops post-implementation and adapt. 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 ≠ 𝐈𝐓 𝐜𝐡𝐚𝐧𝐠𝐞. 𝐈𝐭’𝐬 𝐚𝐧 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧. 👉 Let's share experiences in the comments to exchange best practices. #digital #transformation #business #process #system #organisation #retail #erp #data #learnings #global #management #leadership #success #project #program #future #strategy #innovation #change #initiative #organisationdesign #roles #responsibility #evolution #it #ai #technology #insights #investment #people #sharing #team #development #culture
Bernhard Gruber
1mo
Stefan , beeindruckende Erfahrung die du mitbringst . Inbesondere auch im Retail. Learn from the best.
Thomas Peters
1mo
Stefan, Great post — and I couldn’t agree more. Still, there’s one essential layer often overlooked: Every organizational system is a reflection of its human system. Sustainable transformation doesn’t start with technology or structure — it starts with people. With how they think, feel, and make meaning. Real change needs a sense of purpose that people can connect to — and a lever that helps them grow beyond their current identity and habits. I’ve seen many transformations stall not because the process was wrong, but because the approach was too analytical, too emotionless. When we forget the inner dimension of change, systems may shift — but the culture doesn’t. Transformation becomes real when people grow with the system, not in spite of it. Because in the end: Systems can be redesigned. But evolution happens when people find meaning in the change — and rise with it.
Absolutely agree. 👏 That’s exactly what we’re seeing across many organizations: a beautifully modernized “Frankenstack”. Built with ambition, but connected to an organizational backbone that hasn’t evolved at the same pace. You can replace systems, standardize processes, even automate decisions but if structures, roles, and ownership models stay rooted in the old world, you’re just creating digital muscle on an analog skeleton. 🧌 And here’s the hard truth: the cultural evolution this requires takes time. No shiny slide deck with smart quotes or ambitious timelines will get you there. It’s the basics that make the difference: - Patience - Honest communication. - Talking to people, not about them. - Understanding and anticipating fears. - Focusing on real value, not fancy consultant buzzwords. Transformation isn’t a software update. It’s a human process -> messy, emotional, but absolutely worth it when done right. 🥳
Anders Emblad
1mo
Stefan, this is Spot on! I couldn’t agree more! Too often, the focus is on new systems rather than preparing the organization to actually live and breathe the change. In my work, I’ve learned that without aligning structure, roles, and culture early on, even the best systems will fail to deliver. Transformation isn’t about IT — it’s about PEOPLE and PURPOSE. That’s why I built my approach around “Why before How, People before Technology.” 👉 www.businessboozt.com
Stefan, another angle to consider is embedding agile HR practices early in digital transformations to dynamically align skills, roles, and organizational structures. Thoughts? 🙌 #StrategicTransformation #AgileHR
Agree. There are so many aspects to an „IT“ transformation that are more. Where do you stand in the culture towards globalisation and centralisation? Are you willing to accept the decisions from someone else? Is there any systemic approach that ensures people behave compliant or are they incentivised to trick the system? I find those transformations extremely interesting. Not because I have a strong view which ERP system is the best, or which CRM, but because of all the compelxity around it
Fully agree!