How to address the reluctance for Digital Transformation?

Sandeep Raut

7th Rank in Global Top 100 Digital Transformation Influencers Delivered speech at India Analytics & Big Data Summit at Bangalore on "How Machine Learning is helping in Digital Transformation" on 4th Feb 2016 Delivered Thought Leadership speech at Unicom - India Analytics & Big Data Summit on "Big Data Analytics disrupting industry" Delivered speech at IIT Mumbai on "Analysing Big data for disruptive innovation" Delivered a keynote speech at Rizvi College of Engineering on "Fraud Detection & Prevention using Analytics" • Director for Digital Transformation in Syntel. • Has more than 29 years of IT Services / Consulting / Off-shoring experience • Over 18 years in Business Intelligence space. • Had helped organizations in establishing the BI-Analytics Services CoEs. • Had spearheaded several marquee accounts and was significantly instrumental in building new business for the practice as well. • Had successfully initiated, mentored & deployed various strategic consulting services & solutions like Digital Transformation, BI Strategy Planning, BI Offshorization, BI Development/Deployment, Campaign Management, Inventory Optimization which resulted into multi-million dollar business. • Had developed & managed Customer relations with Global players across USA, UK & Asia Pacific. Specialties: Digital Transformation, BI & Big Data Analytics Banking and Financial Services, Healthcare LifeSciences, Insurance, Retail Manufacturing - Supply Chain Management

2 Responses

  1. Harvey Neve says:

    Another great article Sandeep.. Many thanks.. My only comment would be that whilst some time served veterans do indeed resist change, it is certainly not all or exclusively that age group who push back against the adoption of new technologies and processes.. In my experience person type can also be a big indicator of whether an individual will respond or react to change.. And, as you point out in your article, it is beholden on great leaders to personally engage people in change in a way that reduces fear and increases the reward and motivation for ‘moving with the times’

  2. Alan Webb says:

    Good article Sandeep… Adding to Harvey’s point, I have seen all levels of experience being reluctant to embrace new tech and process change. The common factor that bound these people together was performance reward.

    A key lesson I learnt was to make the transformation successful and mean something to everybody in a tangle manner, make sure employees’ performance and objectives are linked to the transformational change and therefore linked to reward packages.

    If the employee’s performance measures are linked to old business objectives and measures this leads to people falling back to old practises because they are looking at a very tangible benefit that has a direct impact on them.

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