Downloaded 25 times
Uploaded byStefan Lindegaard
Transform - or Die! - New York and Chicago
The document discusses the need for corporate, organizational, and societal transformation to stay relevant and prosper in a time of disruption and digitalization. It outlines four key elements of transformation: 1) understanding exponential growth from merging technologies, 2) the impact of digitalization, 3) the offensive and defensive nature of disruption, and 4) new approaches to innovation. The document advocates listening, adapting, experimenting, and executing better than competitors. It also discusses how to focus on challenges and opportunities, go all in on digital, communicate better, change organizational structures, identify needed skills, train the right people, and build people pools to match projects.
More Related Content
Similar to Transform - or Die! - New York and Chicago
Transform - or Die! - New York and Chicago
- 1. Follow my workon LinkedIn Get in touch: [email protected] Join Transform – or Die! A movement for the people who own the future. Transform – or Die!
- 2. Author, speaker andstrategic advisor on corporate transformation based on disruption, digitalization and innovation. Get in touch! www.transform-or-die.com [email protected] @lindegaard Stefan Lindegaard
- 3. Strong organizations dofour things very well: They listen, adapt, experiment and execute better than their competitors.
- 4. They should alsofocus on four key elements for corporate, organizational and societal transformation.
- 5. Why does transformationmatter? Stay relevant, survive and prosper! This is also relevant for cities.
- 6. #1 The understanding of exponentialgrowth based on merging technologies
- 8. #2 The impact ofdigitalization on your organization, industry and customers
- 10.
- 13.
- 14. #3 The offensive anddefensive nature of disruption
- 16. 1. Internal setup(right conditions, frameworks, remove obstacles) 2. Market approach 3. Offensive as well as defensive approach
- 17. #4 New approaches toinnovation
- 18. Name five concepts,methodologies or approaches with big impact
- 19. Four key elementsfor corporate, organizational and societal transformation #4 New approaches to innovation #1 The understanding of exponential growth #2 The digitalization and how this impact your organization, industry and customers #3 The offensive and defensive nature of disruption
- 21. How Work with theoutside world
- 22. What is openinnovation / external collaboration? “…a philosophy or a mindset that they should embrace within their organization. This mindset should enable their organization to work with external input to the business processes just as naturally as it does with internal input” Open innovation as a term will disappear in 3-7 years!
- 23. Employees SuppliersManagers Academics/ institutions Executives VCsAlumni Startups Business unit / function Users / consumers Government Competitors Inventors
- 24. InnoCentive Alliances / jointventures Campaigns (Comm / Public) Entrepreneur Day Consortia MyStarbucks Idea.com Campaigns (Comm / Public) Supplier Summit CREDIT: OVO Innovation
- 25. How Focus on challengesas well as opportunities Use the best potential / least resistance perspective
- 26. How Go all inon digital
- 30.
- 31. If you wantto change the perception inside your organization, the outside voice is the most important.
- 32. What’s the matterwith Owen?
- 33. Owen is justfine. But what is going on with your company?
- 36. 1. Traditional communication(intranets, websites, PR) 2. Stakeholder management and networking 3. Social media
- 37. How Change your organizationalstructures
- 39. Who Identify and developthe characteristics and traits needed for your company to win
- 40. 1) Holistic pointof view (intrapreneurial skills) 2) Ability to constructively handle conflict 3) Optimism, passion and drive 4) Curiosity and belief in change 5) Tolerance for / ability to deal with uncertainty 6) Adaptive fast learner with sense of urgency 7) Talent for networking / strategic influencing 8) Communication skills
- 41. Who Know which peopleto train and how to do it
- 42. • The teamitself • Employees • Managers • Executives • Key external stakeholders Who should be trained as corporate transformers and drivers of positive change? Guess what the most important group is – and also the most neglected one…?
- 43. Who Build people poolsto match project pools
- 44. Discovery – Incubation– Acceleration: Have the right people for the right project at the right time in the right context. Build people pools, not just project pools.
- 45. Follow my workon LinkedIn Get in touch: [email protected] Join Transform – or Die! A movement for the people who own the future. Transform – or Die!