In the course at NOVA SBE I attended in 2020, I retained the quote:
“Digital Transformation is a continuous process of exploring and applying new technologies that reform the processes, the consumer experience, or the organization’s value. It is the key to survival in a market increasingly populated by digital-native companies. However, most companies and their decision-makers focus on the idea of disruption associated with digital, not moving forward in time for its implementation.”
During the Covid-19, the topic became controversial, especially for a large percentage of Companies, Brands and People who realized the gravity of the fact that they were not prepared to fully and effectively take advantage of all the potential of a transformative process, whatever it would be.
In Careers, the impact was overwhelming and transversal in several areas and functional levels. The importance of quickly adapting more efficient technological processes forced new forms of learning, optimizing existing work methods or teleworking. Investment in internal and external training grew and was valued. The focus on new talents, valuing new skills (leadership of teams from a distance, high levels of resilience, innovative and creative spirit, …) were crucial in the selection processes, namely in professionals with responsibilities of high autonomy and impact on productivity of teams and business profitability, such as in the areas of Management, Digital Marketing, Production and IT.
The People and Process Transformation and the new normal
We will not return to “normal” in the working world because the new “normal” will be much more effective and inclusive, with new Interview formats, CV models, differentiated assessment formats…
In the space of 2 years, the commented “10 years” delay in innovation in new ways of managing people and processes has been surpassed, has arrived and is here to stay.
At Grupo SM, whose projects are developed with several consultants located in various geographies, we already had this habit of working remotely, however, it was essential to strengthen schedules, processes, conciliation of schedules, and above all, for those who had children of school age, adapt and understand the increased difficulties. There is always a lack of “human contact”, but with organization, focus, will and perseverance, we continued our work and even increased the group of consultants and interns, always remotely and we meet once a month so that the ties are maintained and the cafe returns to be in person.
It´s All About People