Modern strategic planning/strategic planning in the digital economy
We want to know what makes modern strategic plaining different and which new developments must we follow to successfully execute our strategy in the digital economy. This is why we want to know the following:
- What else we should include in our current procedures of strategic planning? ?
- Which digital competencies do we need to be able to include it??
- Which new elements of the modern digital culture must we develop to support the execution of the strategy?
The digital strength of our organization
We want to know if it can be measured, how well we are prepared to digital business operations and which level of business transformation have we achieved. We do not know the following:
- Is there a model of assessing digital maturity and competencies along with a professional test – assessment that we can rely on?
- Can we compare ourselves with others based on the acquired data and what is our position in relation to other organizations (what does the benchmark or comparative analysis in our industry state)?
- What should we do to systematically improve our business performance in the digital economy?
The culture for a successful digital business transformation
We face a digital business transformation. We are worried whether we will be successful in doing this since we are noticing the following:
- We don’t have enough available resources to do this, so we must ration them.
- There are doubts that we will be able to successfully execute it which lessens the engagement of our employees.
- We will leave the initiative to do it to our IT department.
- We do not know whether our organizational digital culture is developed enough.
A successful CEO in the digital business environment
I have been a very successful CEO so far and I want to keep my business performance in the digital economy. This is why I want to:
- Acquire new digital competencies.
- Recognize and employ true digital leaders.
- Develop a modern organizational culture together with our HR department.
Digital leadership
We, as leaders, do not exactly know what to do to improve the digital focus of our organizational culture so we can involve our coworkers for the following reasons:
- We do not yet have a good understanding of business performance in the digital economy.
- We do not know which dimensions of the modern organizational culture should be systematically strengthened.
- We don’t have enough knowledge about the key characteristics of the modern organizational culture which we can use to help us.
Organizational culture for the competitiveness of our organization
We want to compete with the best performers in our industry and we are beginning to notice that we are not as competitive, so we want to know:
- Which elements of our organizational culture should we develop in the future to be more successful?
- What are our biggest advantages and challenges connected to the development of the required organizational culture?
- What is the modern organizational culture in the best companies like?
Engaged employees and engaged customers in the digital economy
We are aware that engaged employees are a key requirement for engaged customers. This is why we want to know:
- Which elements of our organizational culture accelerate the engagement of our employees and can be used as foundations for strengthening our increased customer focus?
- Which elements of our culture inhibit the engagement of our employees?
- Which areas are the priority of our development in that area?
Staying competitive in the digital economy
I am aware that the continuous development of our employees is crucial for the competitiveness of our company. This is why we want to prepare a suitable development plan for digital competencies for our key business roles together with our HR department. We require help during this process since we don’t know:
- What are the key digital competencies which can at least help us retain and if possible improve our competitive position in the digital economy?
- What is the level of those digital competencies in our employees?
- Where should we place our priorities, connected to the future development of competencies?
Alignment of organizational culture: Our customers and us?
We are aware that the alignment of our organizational culture with the culture (values, beliefs, behavior) of our key customers is crucial for our long term success. This is why we want to know:
- How we check the so called cultural alignment between the culture of our customers and the culture of our organization?
- Is our organizational culture focused on customers and other stakeholders (even compared to the best organization in our industry)?
- What are the biggest gaps between our cultures and what should we do with the goal in the future to achieve as much alignment as possible?
ROI of digital projects
I am in charge of investments and therefore I wish to make the right decisions for investments in digital initiatives/projects, but I am not sure about the following:
- Are we capable of calculating the ROI of digital projects?
- What kind of knowledge do we need to successfully execute digital projects and reach the desired ROI?
- Does our organizational culture support and accelerate the realization of digital projects or does it hinder them which makes the ROI take longer?
The evaluation of the power of organizational culture during the diligent review upon purchasing the company
We are interested in buying the chosen company and we want to check whether its culture is suitable, since it will be the foundation for the success of our common business in the future. We want to know:
- How can we systematically evaluate all key characteristics of their organizational culture?
- What are the deficiencies/challenges in connection to this?
- What kind of credible test can we use to obtain the most objective and reliable information about the characteristics of their organizational culture?
Validating digital competencies of human resources during the diligent review upon purchasing the company
We are interested in buying a certain company and wish to check whether the organization’s employees are suitably prepared for the digital future. We wonder:
- How can we systematically asses the actual competencies of (key) employees in the chosen company?
- What kind of credible tests can we use to obtain the most objective and reliable information?
- Which are the key digital competencies that are important for the successful business performance today and in the future?
Organizational culture on mergers and acquisitions
We have performed a merger or we acquired a digitally advanced organization and we have the following questions in connection with this:
- Which common areas should we work on in the future to best align our operations and values?
- How can we find the biggest differences in culture between the companies?
- How can we systematically asses the differences and similarities of our cultures to be able to plan suitable activities for developing a (new) common organizational culture?
Attractiveness of the employer for digital talents
We know we should employ the best digital talents to ensure a successful future business performance and we should ask ourselves:
- Does our culture reflect the culture and values of the best potential employment candidates?
- Is our company digitally attractive to the best young talents?
- The development of which digital competencies should we provide for them?
