Digital Transformation – Lessons from the Land of the Dead

Recently, I was thinking about digital transformation and the influences that have helped inform my perspective. Last month, I read a book written by Brian McDonald and illustrated by Toby Cypress, “The Land of the Dead,” and in the book McDonald writes about and reflects upon many of the stories that we read growing up such as “A Christmas Carol,” “Moby Dick” and even “Dracula.”

McDonald tells us that for transformation to occur, a particular pattern emerges within these stories, one that is necessary to set the stage for the transformation. He writes that there is a storyteller that he calls an “angel” who shows the protagonist the possibilities of a better life. The protagonist emerges from the isolation of the dark and lonely place into the light of new knowledge and possibility.

So, what does this have to do with digital transformation? All these stories have profound change as the outcome and in many cases, a 180-degree change. The opportunity for change is taught through storytelling and example. The point is that the “angel” does not bring change or force change. The change is the result of gaining knowledge and a rebirth, if you will, because of an evolving point of view.

For digital transformation to succeed, we must change the point of view of all the people that will be experiencing change. Here are several ways to begin to manage authentic, transparent, and clear communication:

1.    It starts with storytelling. Much change comes from telling a good story which is why stories have been passed down from generation to generation at first aurally and now through books and digitally. Visualize the change and share the steps in the journey.

2.    Reinforcing that change with new stories and new storytelling consistently to reinforce the outcomes desired. Helping people imagine the change in effect and the potential positive outcomes.

3.    Sharing not only the milestones toward the goals and the KPI's but sharing where you are along the journey including setbacks and pivots and incorporating experiences and frustrations from all stakeholders. This lends credibility and allows people to relate.

Transformation is hard and the culture part of change is the most difficult but most often where the plan fails. Bring together all who will be affected in a shared decision and shared experience to embody that change for the future.