Introduction to Digital Transformation Facilitators & Change Management

Question 1

Provide 4 definitions of digital transformation.

Answer 1

1. Digital transformation is the integration of digital technology into all areas of a business, fundamentally changing how you operate and deliver value to customers.
2. Digital transformation is a continuous complex undertaking that can substantially shape a company and its operations. (…) digital transformation strategies have a cross-functional character and need to be aligned with other functional and operational strategies.
3. Digital transformation can be seen as a major organizational change induced by digital technologies.
4. Digital transformation is not about technology.

Question 2

What are the 4 digital transformation strategies?

Answer 2

1. Changes in value creation
2. Structural changes
3. Use of technologies
4. Financial aspects

Question 3

What are the 5 domains of digital transformation?

Answer 3

1. Customers
2. Competition
3. Data
4. Innovation
5. Value

Question 4

What are the 3 types of drivers of new information technology?

Answer 4

1. Inherent characteristics of product or service
2. Interactions between company and its customers
3. Interactions between company and its partners and competitors

Question 5

The 10 drivers determine what type of mediation approach is most likely to succeed in a particular industry. True or False

Answer 5

True

Question 6

What is digitization?

Answer 6

Digitization is the process of changing from analog to digital

Question 7

What is digitalization?

Answer 7

Digitalization is the use of digital technologies to support a business using cloud services

Question 8

What is digital transformation?

Answer 8

Digital transformation: Business model changes in people, processes, and IT, usually redesigning the various areas of the business.
Is a process!

Question 9

What is transformation?

Answer 9

In this context means change/alignment.
Transformation OF people, technology infrastructure, processes, business model, products and services or work procedures, WITH business strategy TO create value.

Question 10

Resistance is mainly the factor that prevents change. True or False

Answer 10

True

Question 11

What are the 4 factors for resistance?

Answer 11

1. Parochial self-interest
2. Misunderstanding and lack of trust
3. Different assessments
4. Low tolerance for change

Question 12

What is parochial self-interest?

Answer 12

People think they will lose something of value as a result. People focus on their own best interests and not on those of the total organization, resistance often results in “politics” or “political behaviour”. Political behaviour sometimes emerges before and during organizational change efforts when what is in the best interests of one individual or group is not in the best interests of the total organization or of other individuals and groups

Question 13

What is misunderstanding and lack of trust?

Answer 13

When people do not understand its implications and perceive that it might cost them much more than they will gain. When trust is lacking between the person initiating the change and the employees

Question 14

What is different assessments in resistance?

Answer 14

People assess the situation differently from their managers of those initiating the change and see more costs than benefits resulting from the change, not only for themselves but for their company as well

Question 15

Explain low tolerance for change.

Answer 15

People fear they will not be able to develop the new skills and behaviour that will be required of them. Organizational change can inadvertently require people to change too much, too quickly. Even when managers intellectually understand the need for changes in the way they operate, they sometimes are emotionally unable to make the transition. It is because of people’s limited tolerance for change that individuals will sometimes resist a change even when they realize it is a good one

Question 16

What are the 6 ways of dealing with resistance?

Answer 16

1. Education and communication
2. Participation and involvement
3. Facilitation and support
4. Negotiation and agreement
5. Manipulation and co-optation
6. Explicit and implicit coercion

Question 17

Explain Education and communication for dealing with resistance.

Answer 17

We can educate people about the change beforehand, as communication of ideas helps people see the need for and the logic of a change. Where there is a lack of information or inaccurate information and analysis. Once persuaded, people will often help with the implementation of the change. Can be very time consuming if lots of people are involved.

Question 18

Explain Participation and involvement for dealing with resistance.

Answer 18

Where the initiators do not have all the information, they need to design the change, and where others have considerable power to resist. People who participate will be committed to implementing change, and any relevant information they have will be integrated into the change plan. Can be very time consuming if participators design an inappropriate change. Some managers feel that there should always be participation during change efforts, while others feel this is virtually always a mistake. Both attitudes can create problems for a manager, because neither is very realistic.

Question 19

Explain Facilitation and support for dealing with resistance.

Answer 19

This means providing training in new skills, or giving employees time off after a demanding period, or simply listening and providing emotional support. Where people are resisting because of adjustment problems (fear and anxiety). No other approach works as well with adjustment problems. Can be time consuming, expensive, and still fail.

Question 20

Explain Negotiation and agreement for dealing with resistance.

Answer 20

We offer incentives to active or potential resisters (higher wage rate in return for a work rule change or increase an individual’s pension benefits in return for an early retirement). Where someone or some group will clearly lose out in a change, and where that group has considerable power to resist. Sometimes it is a relatively easy way to avoid major resistance. Can be too expensive in many cases if it alerts others to negotiate for compliance.

Question 21

Explain Manipulation and co-optation for dealing with resistance.

Answer 21

Where other tactics will not work or are too expensive. Manipulation normally involves the very selective use of information and the conscious structuring of events. Co-opting an individual usually involves giving him or her a desirable role in the design or implementation of the change. Co-opting a group involves giving one of its leaders, or someone it respects, a key role in the design or implementation of a change. This is not a form of participation, because the initiators do not want the advice of the co-opted, merely his or her endorsement. It can be a relatively quick and inexpensive solution to resistance problems. Can lead to future problems if people feel manipulated.

Question 22

Explain Explicit and implicit coercion for dealing with resistance.

Answer 22

Where speed is essential, and the change initiators possess considerable power. It is essentially to force people to accept a change by explicitly or implicitly threatening them (with the loss of jobs, promotion possibilities, and so forth), or by actually firing or transferring them. It is speedy and can overcome any kind of resistance. Can be risky if it leaves people mad at the initiators.

Question 23

What are the steps for choosing strategies for change?

Answer 23

1. Analyse situational factors
2. Determine the optimal speed of change
3. Consider methods for managing resistance

Question 24

What are the 4 situational factors that need to be analysed when choosing strategies for change?

Answer 24

1. The amount and kind of resistance that is anticipated. The greater the anticipated resistance, the more difficult it will be simply to overwhelm it, and the more a manager will need to move toward the right on the continuum to find ways to reduce some of it.
2. The position of the initiator vis-à-vis the resisters, especially regarding power. The less power the initiator has with respect to others, the more the initiating manager must move to the right on the continuum.
3. The person who has the relevant data for designing the change and the energy for implementing it. The more the initiators anticipate that they will need information and commitment from others to help design and implement the change, the more they must move to the right.
4. How urgent is the change. The greater the short-run potential for risks to organizational performance and survival if the present situation is not changed, the more one must more to the left.

Question 25

Digital transformation is all about technology. True or False

Answer 25

False

Question 26

What is the biggest challenge facing companies undergoing digital transformation?
a) Technological limitations
b) Integrate new technologies
c) Resistance to change
d) Lack of funding

Answer 26

c)

Question 27

What is the difference between digitization and digital transformation?
a) Digitization is to transform digital into analog
b) Digital transformation is a subset of digitization
c) There is no difference between the two concepts
d) Digitization is a component of digital transformation, but digital transformation involves more extensive changes.

Answer 27

d)

Question 28

What is digital transformation?
a) The process of replacing all human workers with robots
b) The process of creating a new digital product
c) The project of creating a new digital product
d) The process of transforming a business into a digital enterprise

Answer 28

d)

Question 29

Which of the following is NOT a benefit of digital transformation?
a) Increased efficiency
b) Decreased need for cybersecurity
c) Turn the company more sustainable in the future
d) Improved customer experience

Answer 29

b)