Session 1: EPR Annual Conference 2021 Digital Transformation - Learning from COVID19, looking to the future

1. Digital is a People Business
Digital Transformation - Learning from Covid and
Looking to the Future

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2
What we learned from Covid
Human interactions
are good for people
…and we need to find sustainable ways of living and
working in 5IR

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3
“By 2020, the average person will have
more conversations a day with bots than
they do with their spouse.”
- Gartner

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”By 2020, customers will
manage 85% of their
relationship with an enterprise
without interacting with a
human.”
- Gartner

5. 5 https://cmte.ieee.org/futuredirections/2020/02/11/the-many-faces-of-digital-transformation-the-enablers-xiv/

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https://i.pinimg.com/originals/da/70/d5/da70d5fc299841eccd596a14d0d14e16.png

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Where we are
7
Diagnosis and
classification
Machine learning to
predict rehabilitation
success
Rehabilitation devices
– motion coach,
performance tracking,
guided movements
Robotic nurse
assistants, robotic
pharmacies
Data analytics,
monitoring and
tracking
Natural language
processing
Scheduling, sentiment
analysis patient
surveys, financial
interactions

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The Future:
Human Machine Interaction
… Living Machines?

9. Evolution of Human-Machine Interface
9
2014
Voice
1984
GUI
2021
Multi-Modal

10. 10

11. Help Take Care of Us

12. 12

14. Robots treat children with Autism

15. “By 2050, humans
will talk more to AI
than to other
humans.”
15

16. 16

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Future Generations must be super smart and super compassionate

18. How do we re-set ourselves for a
post-covid future?

19. ADOPTING
DISCOVERING DIFFERENTIATING
TRANSFORMING
1. 2. 3. 4.
Digital Readiness
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ADOPTING
DISCOVERING DIFFERENTIATING
TRANSFORMING
1. 2. 3. 4.

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21 ©2020 Center for Creative Leadership. All rights reserved.
Three Streams of Post-Covid Organisational Transformation
Pre-Covid C-19
People
• Full time
• Own and operate
• Defined jobs
• Traditional skills
• Old culture
Organization
& Practice
Design
• Existing service models,
products
• Focused on internal capabilities
• Face to face
Stakeholders
• Customer satisfaction
• Periodic board/ government
meetings
• Limited partnerships

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22 ©2020 Center for Creative Leadership. All rights reserved.
Three Streams of Post-Covid Organisational Transformation
C-19
Immediate Response
~ 3 months
Transition Period
~ 12-18 months
Smart Future
State
~12-24 months
People
• Employee safety
• Emotional support
• Retain key talent
• Reductions in force according to future needs
• Indefinite remote working
Organization &
Practice Design
• Reduce costs
• Problem-solve
• Scenario-planning
• Survive first then consider options
• Exhaust reserves, acquire debt, manage cash
Stakeholders
• Communicate with customers
• More frequent board/ government interactions
• Consider value of partnering, acquisitions

22. ©2020 Center for Creative Leadership. All rights reserved.
23 ©2020 Center for Creative Leadership. All rights reserved.
Three Streams of Post-Covid Organisational Transformation
C-19
Immediate Response
~ 3 months
Transition Period
~ 12-18 months
Smart Future State
~12-24 months
People
• Grieving lost colleagues
• Redefinition of work, jobs,
workforce parameters
• Reconsider where work is done
Organization &
Practice Design
• Accelerate emphasis on digital
work, e- commerce
• Prioritize key innovations &
investments
• Rethink/ explore/test
Stakeholders
• Develop strategies for identifying
and working more closely with
key partners, stakeholders

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24 ©2020 Center for Creative Leadership. All rights reserved.
Three Streams of Post-Covid Organisational Transformation
C-19
Immediate Response
~ 3 months
Transition Period
~ 12-18 months
Smart Future State
~12-24 months
People
• Gig economy
• External as well as internal talent
• Agile
• Permanent virtual
• New culture
Organization &
Practice Design
• New service models, products
(data is the new oil)
• H3 innovation now
• New platforms
• Agile organization design
Stakeholders
• New and more full partners
• New customers
• Shifts in board membership

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Technology Lead, Social System Lag
Source: STARlab Alliance, INC – CCL Research
Big data and analytics Leadership is the key
moderator in in
adaptability and change
Social media
Inertia
PAST
TIME
CHANGE
TODAY FUTURE
Fear
Resistance
Digital platforms
Mobile solutions
25

25. Future, Digital Leadership Must Support Change
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26
Direction:
Embracing and
leveraging digital
opportunities for
competitive advantage
Alignment:
Developing the learning
environment and
innovation mindset for
agile execution and
experimentation
Commitment:
Engaging people across the
organization to enable effective
change

26. Self-
Awareness
Learning
Agility
Influence
Communication
Nine future, digital
leadership roles
27
Change Champion
Resource Shaper
Innovation
Accelerator
Resilient Motivator
Inclusive
Problem Solver
Future Seeker
Empathetic Leader
Agile Learner
Data Analyser
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27. Summary and Takeaways
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The 4 main points we covered in today’s session
Digital transformation must embrace 5IR: people and purpose as well as
progress and results.
1
Technologies and people must integrate in new ways of working for common
purpose.
2
Leadership is the key moderator in adaptability and change
3
Take care of people, build future ways of working, create an ecosystem of new
partners and stakeholders.
4

28. Thank You