Cultural Transformations Need to Keep Pace With Their Digital Counterparts

Unless you’ve been living under a rock for the past decade, you can’t help but note the massive amount of time, attention, and resources allocated to the digital transformation of global businesses. Whether it’s a Fortune 500 company, global superbrand, or a regional powerhouse, no greater importance has been placed on the implementation of innovative technologies, talent, and processes meant to advance business interests in the 21st century.

But, strangely enough, only 11% of executives recently surveyed by McKinsey believe their current business models will be viable through 2023. More than half believe their respective companies must place an increased focus on the effort to build newer, better, and more digital businesses.

What we’re talking about is an external effort to modernize and shape how businesses will perform. And it sounds shockingly similar to another effort that, in comparison, gets little to no attention—the ongoing quest to achieve a well-defined corporate culture. Think about why companies seek to digitize their platforms, procedures, and solutions. To drive results. Why is it that some companies also strive to develop a distinct internal cultural transformation? To drive results.

What’s the current level of thinking from the C-suite on the importance of establishing an enviable corporate culture? In a study of over 7,000 company leaders in over 150 countries, here’s what was revealed:

  • 86% believed corporate culture was a particularly important and determining factor for driving operational success
  • However, only 28% believed they had a firm grasp of what type of culture they were trying to implement
  • Even fewer, 19% believed the culture they currently had in place aligned to support their operating goals

So, in effect, companies don’t mind throwing millions and millions of dollars to invest in the digitization of their organizations, but rarely give a second thought as to how a fraction of that money could mitigate their own internal corporate culture transformations. Knowing this, Intelligent Leadership Executive Coaching (ILEC) advocates a strategy based on the “5 Cultures of Culture”.

The base components involve the organization’s effort to establish capability (“can do” spirit), commitment (“will do” spirit), and connectedness (“must do” spirit). Once these pillars are in place, success is apportioned at both the individual and team levels. Combining these four C’s leads to the final summit—organizational success. The same outcome that any digital transformation has also been gunning for over the past decade.

Why is it that companies can place such an importance on the digitization of their businesses, while at the same time neglecting the internal framework of corporate culture? We can’t say for sure, but we’ll keep promoting the value proposition and importance that ILEC brings to the table to help solve the latter.

Intelligent Leadership Executive Coaching (ILEC) is the world’s #1 executive coaching platform dedicated to growing tomorrow’s leaders through organizational transformation. Our master certified ILEC coaches utilize a proven blueprint and philosophy designed to highlight the long-term benefits of investing in human capital. If you’re ready to take the all-important first step, let’s discuss your mission, vision, and core purpose.

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