Digital transformation for chiefs and owners. Volume 2. Systems thinking. Dzhimsher Chelidze

igital transformation for chiefs and owners. Volume 2. Systems thinking

      Dzhimsher Chelidze

      © Dzhimsher Chelidze, 2024

      ISBN 978-5-0064-2488-3 (т. 2)

      ISBN 978-5-0064-2489-0

      Created with Ridero smart publishing system

      Foreword

      If you are reading this book, you probably already understand what digital transformation is, why it is needed, and you have the realization that change is indispensable.

      As I said in the first book, digital transformation is a management tool and a global redesign of the business model and the entire management system.

      But what do you think I face personally in life? It is banal with the fact that there is no system, but there is either complete chaos and dependence on personalities (at best), or bureaucracy with the suppression of any personalities.

      The book will focus on the implementation of a systems approach to management, without which any transformation will be a simulation.

      I do not insist on the truth in the last instance, but every time such an approach was applied at least partially, the result amazed even me!

      Do you think it’s possible from a community where no one wants anything to build a team with exemplary discipline to triple their productivity in three months? I will answer «yes» because I have achieved this result.

      But to do that, first person involvement is needed. And without accumulated dissatisfaction with the situation and political will, all other manipulations and tools are meaningless.

      We will go through the areas of the system approach, find out what key tools are needed for its implementation, what global practices already exist, and explore practical cases.

      Therefore, what is the systemic approach I am promoting?

      It is built on a combination of:

      – Lean Manufacturing

      Its mission is to continuously improve, eliminate losses, including through the use of digital technologies. Allows you to determine the objectives of the implementation of the figure, to build tactics.

      – Project Management

      Allows to minimize risks and budget.

      – Using the product approach

      Digital transformation must be accompanied by the creation of new products. Additionally, without the basic tools of food management, it’s almost a guaranteed failure. Additionally, then you won’t just be disappointed, you might end up on the verge of bankruptcy.

      – System constraint theories

      It allows for prioritization so that efficiency gains can be achieved with less investment. For example, a project for 3 million rubles, aimed at increasing productivity by 3 times, when applying the theory of system limitations, allows to reduce the budget to 1 million rubles, while receiving a 2.5-fold increase in productivity.

      – Introduction of Changes

      Digital transformation is about people and processes. The application of the main tools for implementing changes minimizes risks, resistance and the likelihood of a setback.

      – Managing communication between units

      Communication between units is a secret ingredient of both success and failure. Digital transformation is absolutely about the same – the ability to sit down, negotiate, hear each other. In my practice, all crises or problem projects / companies have one problem on the basis – cannot agree or do not hear each other, especially the top managers of their subordinates.

      In general, working with SEO’s is very difficult. As a rule, these are people so-called «E-type» by Adises: entrepreneurs, bright and strong personalities, authoritarian, do not tolerate opinions different from their own.

      These qualities help build companies, overcome the first problems – thanks to stubbornness, perseverance, authoritarianism, but then it begins to hinder business growth.

      From this there is such a principle in management: centralization of power is needed at the start and at the collapse of the system, but for development decentralization is needed.

      Which means the decision maker needs to change. However, when this man reaches the heights, he becomes stale, loses his former flexibility: he has gone the way, proved his worth, and now it is very difficult to recognize the need to change for further growth or the correctness of others’ opinions.

      Now, can you imagine how a strong person like that would learn to detach from manual control?

      – Using Digital Technologies and Data for Decision-Making

      The first book was essentially devoted to this section. Digital transformation involves the active use of digital tools and analytics to minimize risks, create new products.

      – Regular management practices

      Digital technology will not fix chaotic controls, blurred targets, toxic communication, lack of control points. These are only tools that need the master’s hands.

      – Working with strategy, organizational structure and business processes

      Organizational structure and business processes are the foundation of an organization that supports the achievement of strategic goals. But they (structure, processes, strategy) are not eternal and must change over time.

      Digitalization and digital transformation must become your strategic goal in order to «top» initiate all other changes.

      Org. The structure aims to achieve the goals of the company by providing the necessary people with resources and dividing areas of responsibility.

      When changing goals, strategies, available technologies (resources), you need to change the structure, allocation of resources and authority.

      Therefore, you can shape the book’s message: digital transformation is one of the tools to achieve the goal; you can’t just implement one tool and hope that it will dramatically improve efficiency – you need integrated work.

      Is it possible to master the whole approach one person? With due perseverance and consistency for 10—15 years – yes. Of course, no one has that much time, so the only way is to form a team with the right competencies.

      Therefore, this book will be useful for both top managers of large organizations that can build work with middle managers, and managers of small companies.

      P.S. This is the second edition of the book. In addition to minor adjustments to the original material, it is supplemented by two new chapters – what to teach staff and to what level, and a roadmap for digitalization and digital transformation. Practical examples of sharing systems approach tools have also been added.

      Chapter 1. Organizational Structure and Business Processes

      We will start with the organizational structure and work with business processes. If you translate into everyday language, org. The structure is the skeleton of the company, and the described, streamlined and efficient business processes are the nervous system.

      The organizational structure is the basis for the management system. It achieves the company’s goals by providing resources to needed people and delineating areas of responsibility.

      Additionally, when you have new technologies, changing goals, the company «matures» and moves to a new level, then business processes with organizational structure should change.

      A clear and visualized organizational structure is a MUST. In my practice, there has never been a single case of a company operating smoothly without the organizational structure described, accessible and understandable to all.

      Most often I observe the following:

      1. There is no organizational structure. This is acceptable