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CNN Türk: You started the change in the company – You ignited change within the company


I’m not sure how I missed this story, but wow! CNN Covering the release of one of my favorite research reports I’ve ever published as a lead analyst,”A manifesto for digital change agents

The study follows years of research into the digital transformation of companies such as Coca-Cola, the NFL, Starbucks and Visa. The result is a guide that helps digital executives find their way to gain C-suite buy-in and lead a comprehensive transformation. Re-read the report for insights that offer a way forward in an accelerating digital-first world. Might be more timely today, and perhaps worthy of a book of its own!

I’m using a translated version below Google Translate. Please let me know if you find any bugs. I’ll also include the original Turkish version below…

start company change

Companies that take change seriously, such as Coca-Cola, Starbucks, Visa, and the NFL, define the role of a “change leader.” According to these companies, change leaders lead organizations toward new opportunities and futures of their dreams. If you want to be a change leader within your organization, it’s time to act!

Change leaders are integral pioneers in the digital transformation of small and large organizations alike. But what changes do you need to make to become a change leader in your company? Of course, simply having a strong desire to change is not enough. Altimeter principal analyst and futurist Brian Solis has spent five years studying the world’s biggest brands. Coca-Cola released a report that included highlights from meetings with senior officials from leading companies including Samsung, Starbucks, Visa and the NFL. According to the report, change leaders have 10 common characteristics.

1. Responsible for facilitating change

The first one might seem the most obvious, but it’s not. Of course, if you’re going to be a change leader, you’d better be prepared to accept the role. But remember: change leaders don’t change companies. Instead, it acts as a catalyst for the company to change itself. This is a key distinction.

2. Collaborate with other change leaders

Change leaders are not just cowboys. You will need help changing it. Is this one of the ways to get help? Give. Solis wrote in the report: “Change leaders take on functions that are invisible on paper, such as data collectors and storytellers, role model creators, relationship builders and enablers, to drive business and digital transformation. on a human level.”

3. Learn to speak the language of top managers.

Change does not happen often without the support and encouragement of seniors. However, senior management speaks a different language and has a different mindset than the company’s mid-level employees. To be successful, make sure you understand and are comfortable with the language: quarterly goals, return on investment, organizational structure, etc.

4. Win allies

“Don’t limit your digital transformation efforts to one department,” Solis said. “Your transformation efforts often require support and cross-functional resources to execute and finance properly.” This is what happens when the change is for the benefit of someone other than yourself. “Effective change leaders are ambassadors of empowerment and engagement,” Solis said.

5. Promote digital literacy

Change leaders must learn how to succeed in the new digital world. But they must also help others acquire the same skills. Order matters: “Education comes before day-to-day advocacy for change,” says Emery Skolfield, vice president of global digital marketing at Foot Locker.

6. Build a digital transformation roadmap

Winners don’t win by desire alone. Winners win by planning their work and then executing the plan. To balance short-term goals with long-term strategy, Solis recommends local pilot projects that can be completed quickly and cheaply. The experience gained can then be applied at scale.

7. Link digital transformation efforts to business and personal goals

No organization changes just for the sake of change. Change is difficult and expensive, so change must serve the core purpose of the organization. “In the end, you need to know what you want to achieve and why,” said Shiv Singh, senior vice president of innovation and strategic partnerships at Visa. “Digitalization alone is not enough.”

8. Set metrics and milestones

For similar reasons, change leaders should define success measures and milestones. All digital transformation must be measured in terms of return on investment, Solis said. After all, businesses are in business to make money.

9. Advocate for everyone’s opinion

Lesson #1 for change leaders: It’s not about your personality. second? If we all work together, we are smarter than just one of us. “Digital transformation leaders must play an important role in mainstreaming idea generation at all levels so that many digital transformation ideas are heard and used no matter where they come from,” Solis said. “More importantly, change leaders must convince managers so that the best ideas can be implemented into formal pilot projects.”

10. Play to your natural strengths

You are a change leader for a reason. Maybe you naturally always look forward to it. Maybe you care deeply about your organization’s goals and success. Maybe you’re a natural team builder. All change leaders are self-motivated. Some people are introverted and some are extroverted. According to Solis, while some found solace in the chaos, others sought to create new organizational structures. In any case, change leaders “will not give up unless they are convinced that true innovation is impossible without serious compromise,” he said.

Being a change leader can be tough, but the rewards are huge.

“Being a change leader is in your DNA, you have to be resilient, and you shouldn’t worry too much about tipping,” said Julie Bowerman, Coca-Cola’s vice president of global e-commerce. “You can’t teach: it’s about who you are. You’re an optimist.” philosophies, enjoy opportunities, and don’t get bored when you’re stuck.” So it might be time to stop being shy and change something up!

you start changing companies

pass CNN

Companies that take change seriously, such as Coca-Cola, Starbucks, Visa, and the NFL, define the role of a “change leader.” According to these companies, change leaders guide organizations to new opportunities and the future they dream of. If you want to be a change leader within your organization, it’s time to act!

Change leaders are integral pioneers in the digital transformation of small and large organizations alike. But what changes do you need to make to become a change leader in your company? Of course, simply having a strong desire to change is not enough. Altimeter principal analyst and futurist Brian Solis has spent five years studying the world’s biggest brands. Coca-Cola released a report that included highlights from meetings with senior officials from leading companies including Samsung, Starbucks, Visa and the NFL. According to the report, change leaders have 10 common characteristics.

1. Love the work of promoting change

The first one might seem the most obvious, but it’s not. Of course, if you’re going to be a change leader, you’d better be prepared to accept the role. But remember: change leaders don’t change companies. Instead, it acts as a catalyst for the company to change itself. This is a key distinction.

2. Collaborate with other change leaders

Change leaders are not just cowboys. You will need help changing it. Is this one of the ways to get help? Give. “Change leaders take on functions that are invisible on paper, such as data collectors and storytellers, model creators, relationship builders and enablers, to drive the humanity of business and digital transformation,” Solis wrote in the report. cultural level.”

3. Learn to speak the language of top managers.

Change does not happen often without the support and encouragement of seniors. However, senior management speaks a different language and has a different mindset than the company’s mid-level employees. To be successful, make sure you understand and are comfortable with the language: quarterly goals, return on investment, organizational structure, etc.

4. Win the Alliance

“Don’t limit your digital transformation efforts to one department,” Solis said. “Your transformation efforts often require support and cross-functional resources to execute and finance properly.” This is what happens when the change is for the benefit of someone other than yourself. “Effective change leaders are ambassadors of empowerment and engagement,” Solis said.

5. Promote digital literacy

Change leaders must learn how to succeed in the new digital world. But they must also help others acquire the same skills. Sequence matters: “Education comes before day-to-day change advocacy,” says Emery Skolfield, VP of Global Digital Marketing at Footy Locker.

6. Create a digital transformation roadmap

Winners don’t win by desire alone. Winners win by planning their work and then executing the plan. To balance short-term goals with long-term strategy, Solis recommends local pilot projects that can be completed quickly and cheaply. The experience gained can then be applied at scale.

7. Link digital transformation efforts to business and personal goals

No organization changes just for the sake of change. Change is difficult and expensive, so change must serve the core purpose of the organization. “In the end, you need to know what you want to achieve and why,” said Shiv Singh, senior vice president of innovation and strategic partnerships at Visa. “Digitalization alone is not enough.”

8. Identify metrics and milestones

For similar reasons, change leaders should define success measures and milestones. All digital transformation must be measured in terms of return on investment, Solis said. After all, businesses are in business to make money.

9. Stand up for everyone’s opinion

Lesson #1 for change leaders: It’s not about your personality. second? If we all work together, we are smarter than just one of us. “Digital transformation leaders must play an important role in mainstreaming idea generation at all levels so that the many ideas of digital transformation can be heard and used no matter where they originate,” Solis said. “More importantly, change leaders must convince managers so that the best ideas can be implemented into formal pilot projects.”

10. Use your talents

You are a change leader for a reason. Maybe you naturally always look forward to it. Maybe you care deeply about your organization’s goals and success. Maybe you’re a natural team builder. All change leaders are self-motivated. Some people are introverted and some are extroverted. According to Solis, while some found solace in the chaos, others sought to create new organizational structures. In any case, change leaders “will not give up unless they are convinced that true innovation is impossible without serious compromise,” he said.

Being a change leader can be tough, but the rewards are great

“It’s in your DNA to be a change leader, you have to be resilient and don’t worry too much about tipping,” said Julie Bowerman, Coca-Cola’s vice president of global e-commerce. “You can’t teach this: it’s about who you are. You’re an optimist.” Or, enjoy the opportunity and don’t fret when you get stuck.” So it might be time to stop being shy and change something!





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