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Digital transformation isn’t simply about adopting new technologies and then calling it a day. It is a completely holistic endeavour that requires an explicit vision for how these digital tools will be leveraged as well as a detailed plan for execution across the organization.
In this second part of How To Achieve A Successful Digital Transformation In Your Law Firm, we will endeavour to explain how.
Assess organizational goals.
The entire digital transformation agenda must be well-thought-out. Before starting anything make sure you consider:
- Market research
- Overall brand strategy
- Projected ROI
- Baseline metrics
- Performance expectations
- IT budget
- Resource and technology requirements
- Operational costs
- Expected outcomes
- Organizational impact
Analyze integration needs.
It is necessary to examine where your organization lies in the digital maturity spectrum in order to fully plan out your strategy. By considering short-term (one year), mid-term (three to five years), and long-term (10-20 years) goals, your transformation committee can ensure that the overall vision makes sense with your digital strategy.
Obtain employee buy-in at all levels
Recent research from McKinsey & Company suggests that companies who engaged a chief digital officer/consultant to support their transformations were 1.6 times more likely than others to report a successful digital transformation. Digital transformation requires change at all levels of an organization, especially from tech-savvy leaders and key decision-makers. When people in leadership roles as well as those specific to the digital transformation, are involved in the planning and execution, the transformation is also more likely to succeed.
Achieving buy-in from executives is only part of the process. It is vital that all employees are also on board. The most successful initiatives experienced a complete culture shift in the company environment and ensured that all employees felt like they were part of the change. This can be done by redefining individuals’ roles and responsibilities so they align with a transformation’s goals. This not only helps clarify the skills and roles the organization needs, but it also helps ensure employees are included in the process from the very beginning. It is vital to share the vision, goals, benchmarking process, and any challenges or celebrations along the way with them.
Take inventory of your current tech stack
Once leaders and decision-makers are on board, the next step for successful digital transformation is to take a full inventory of your organization’s tech stack, including technical competencies and potential gaps. By noting the tools used for things like email marketing, customer relationship management, and internal collaboration, you will have a better idea of how to streamline and make functions more efficient.
For a lot of organizations, a digital transformation begins from a need to re-platform. Whether the current systems are simply becoming obsolete and need replacing, or they aren’t as beneficial as they once were for employees and users alike, organizations find that changing their technologies can completely alter the business as a whole.
Digital initiatives aren’t just about the customer’s journey, however, it is important to also think about how different technologies can support employees, as well. Does data flow smoothly between teams and departments? Is information highly accessible? Inefficiencies in the employee digital experience will not only negatively affect the culture, but they can also have an impact on the customer experience. The key here is to look at employees as internal customers. Each employee must also see other team members and co-workers as customers – a necessary mind shift.
The next step would be to set clear planning methods and explicit procedures, reducing the time spent on misunderstandings and improving overall workflows. By executing projects/jobs/work with standardized plans, your team will be more efficient and ultimately more creative, spending increased time on innovations and less on roadblocks. Continue to share these plans with stakeholders, including all industry compliance and regulatory best practices.
Streamlining operations is always a good idea, but even more so when creating a digital transformation strategy. One of the best places to start is by truly understanding and assessing your team’s abilities and strengths. Should they need outside support, this would be a good stage to obtain it.
Consistently evaluate and make adjustments
No matter how good a digital transformation strategy may be, there is always room to grow. As a company and industry needs evolve, these changes will be even more crucial, so having consistent and ongoing evaluations is essential to long-term success.
Driving with metrics is major, collecting data is beneficial, but only if you take action as a result. Using metrics and sharing them in ways that specific teams can leverage is necessary for growth. A business that remains transparent and applies dedicated resources to collecting and analyzing data is more likely to experience positive outcomes.
Have you set any concrete plans for your digital transformation? Let’s talk – [email protected].
Legalpedia offers a structured approach to digital transformation that helps businesses respond swiftly and effectively to digital disruption. So feel free to reach/call us for a free evaluation on where you are on the Digital Maturity Spectrum.