The biggest area of transformation for digital transformation isn’t about technology—it’s about people.
You can have all the flashy tools, automation, and AI in the world, but without your team on board, none of it will stick.
We often focus on “selling” digital transformation like it’s a magic solution without recognizing that the real challenge is human resistance.
Think of digital transformation like a military campaign.
You can have the most advanced weapons, but if your soldiers aren’t ready, unwilling, or afraid to use them, you’ve lost before the battle even starts.
And that’s why the human element is the real battleground of digital transformation.
Why Do People Resist Change?
Let’s get real—change is uncomfortable.
We’re creatures of habit, and most people aren’t eager to jump into the unknown, especially if it might threaten their job security. Here are some causes:
- Fear of the Unknown: When people don’t understand what’s coming, they resist it. McKinsey & Company puts it clearly: “Fear of the unknown is a significant barrier to change. Addressing these fears head-on is crucial.”
- Loss of Control: Automation and new processes can make people feel like they’re losing control of their roles or even that their jobs are at risk.
- Cultural Mismatch: If your company culture is rooted in the idea of “we’ve always done it this way,” digital transformation will feel like an attack on everything familiar. I have personally been on the receiving end of this.
If we ignore these very human fears and concerns, no amount of tech will move the needle.
So, what can we do ?
Make Digital Transformation Relatable
You have to make digital transformation personal for each team member. Forget the fancy tech jargon—talk to your people in terms they understand.
- How does this transformation make their job better?
- Will it remove the boring, repetitive tasks?
- Will it help them work smarter?
Example:
Instead of saying, “We’re investing in cutting-edge CRM technology,” tell your sales team, “This system will help you close deals faster by cutting down on data entry and paperwork.” When people understand how the change benefits them directly, they’re far more open to embracing it.
Leadership Sets the Tone
Digital transformation is not an IT project; it’s a full-on business transformation that starts with leadership. If the leadership isn’t on board or isn’t actively championing the change, why would anyone else be?
Leaders need to lead by example—be visible, vocal, and vulnerable about the digital journey.
As Harvard Business Review notes, “Leaders must set the tone for change by modeling the desired behaviors and communicating the vision clearly.” . You see, when leaders actively participate in the transformation, it sends a strong message: this is important, and we’re all in it together.
Encourage a Growth Mindset: From Fear to Opportunity
People fear change because they’re afraid of failing or looking incompetent. That’s where a growth mindset comes in. Create an environment where it’s okay to make mistakes—where learning is celebrated, even when it comes with a few bumps in the road. So that, people will begin to shift from fear to see opportunity.
Reward experimentation, not just results. When people see that trying is valued—even if it means failing—they’re much more willing to step outside their comfort zone.
For example, you can celebrate the small wins and learning moments. Someone tries a new digital tool and messes up? Recognize their effort. Make sure your people know that it’s all part of the journey.
Foster Open Communication and Collaboration
If digital transformation feels like something being forced down everyone’s throat, it will be resisted. Instead, make it collaborative. – ask for input, involve people from different levels, and make everyone feel like they’re part of the journey.
According to Deloitte, “Encourage open dialogue and collaboration to address concerns and build a sense of shared ownership.” For instance, bring in “digital ambassadors”—people from different teams who can test new tools, provide feedback, and help onboard others. When people see their peers embracing the change, they’re more likely to trust it.
Communication is Key to Keep It Real
Communicate—and do it often. When people don’t know what’s happening or why, they fill the blanks with their worst fears.
It is important to be honest about the transformation: what’s changing, why it matters, and how it impacts them.
Address concerns directly. Don’t sugarcoat it or avoid the tough questions. Let them know there’s a plan, and more importantly, that they’re an important part of that plan.
Training is Not Optional
You can’t expect your people to get on board with new tools if they don’t have the skills to use them. Training is essential, and it’s not just a one-and-done kind of thing; it needs to be ongoing.
As Forrester Research says, “Invest in training and support programs to equip employees with the skills they need to succeed in the digital age.”
Continuously provide hands-on training, how-to guides, and encourage questions. The more comfortable your team feels, the less they’ll resist the change.
Foster a Culture That Embraces Change
Like Gartner aptly puts it, “A culture of innovation is essential for organizations to thrive in today’s rapidly changing digital landscape.”
At the end of the day, digital transformation is about people, foster a culture that sees opportunity in the unknown, that’s ready to learn, adapt, and grow together.
Think back to that military campaign—winning isn’t just about having the best weapons. It’s about having a team that’s ready, motivated, and well-prepared for the mission.
When you invest in equipping your people, empowering them, and showing them the way forward, you will win at digital transformation.
Embrace the change. Create the culture. Transform your future.
This article is written by Christina Lim, the author of the book Not a Marketing Textbook. She is a business advisor and startup mentor, she has led multiple digital transformation initiatives in her career.
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