Why Digital Transformations Require Building Trust Before Deploying Tools

Tools can be replaced. So can the people who create, deploy and manage them.

If there is anything the contemporary workforce has learned over the last generation of 'embracing change,' it is exactly how uncertain their role in the technologically-driven global economy is.

Transformations come and go. So to get people to buy in to these repeated evolutionary and revolutionary waves, establishing trust - that this is not just a one-sided deal, that there is something in it for them - is essential for the continued success of the enterprise and those who make it work. JL

Daniel Newman comments in Forbes:

In a climate that combines uncertainty with aggressive innovation and the need to learn or relearn a new trend, trust is one of the only stable principles we can count on. Trust is what keeps employees connected to a company’s long-term goals and keeps them engaged through waves of training or the introduction of a new tool.
Trust is vital in the business world—even more than training and tools. However, all three matter and are remarkably interconnected. With trust at the forefront, cost savings (i.e., increased employee productivity and initiative) will trickle down, and personnel will be happier at work. But it all starts at the top with leadership.
What’s Trust—And Why Is It So Important?
I have long been the host of an online technology show called CloudTalk, and in almost every episode, my co-host Brian Fanzo talks about the importance of training and tools when it comes to a company making strides with its technology. He also knows and drives home the point that, without trust, an enterprise will never successfully complete a digital transformation. Here are some reasons why this is true:

• Comprehensive systems. A digital transformation isn’t as simple as downloading new software or handing out some tablets. A complete process can include everything from new analytic platforms to social media campaigns. When one of these is launched, personnel have to trust in its purpose and function.

• Constant innovation. Digital technology is continuously integrated, improved and updated in the workplace—whether it’s integrating virtual reality headsets or something as simple as data storage or teleconferencing. That means changes throughout all levels of an organization. Thus, digital transformation is never truly finished. Workers and the systems they use will be constantly evaluated, and everyone needs to understand why that cooperation is important. Without trust, it’s simply an ineffective strategy. Trust holds an enterprise together throughout the implementation process and ensures everyone is on the same page regardless of the tech rolled out.

• Non-stop learning process. Modernization and staying competitive can put a burden on any enterprise. Businesses are eager to attract young workers; something new is always being introduced, and social consciousness is becoming more and more important—this all equates to a pretty high demand for knowledge. For example, responsive design was a popular topic throughout 2015. Businesses had to incorporate a website that could adapt to tablets, mobile devices and desktops to stay competitive and rank high on search engines. When the commercial world first became aware of this demand, organizations scrambled to stay relevant. Against such a volatile background, trust ensures employees and executive leaders stay together and focused through such changes.

The tech industry moves at an alarming rate, and even executive leaders are doing their best to keep up—no enterprise has an absolute handle on what’s coming. In a climate that combines uncertainty with aggressive innovation and the need to learn or relearn a new trend, trust is one of the only stable principles we can count on. To integrate this value in your enterprise, start from the top.

Put Trust In The Lead, And Let The Results Trickle Down
Trust among corporate leaders and employees and their teams is vital. Stakeholders and executives may have an incredible idea for a new platform that will drive productivity and help manage resources, but if the solution isn’t adopted by the people who will be using it, the strategy will never get off the ground. To avoid stagnation and ensure the benefits of digital transformation, build trust in your leaders in the following ways:

• Prioritize trust. Explain why this is so important, and set an example. When it’s time to develop new tools or training, ensure those systems are built around trust.

• Communicate realistic goals. When meeting with stakeholders and personnel, give actionable takeaways, and speak honestly about your expectations and anticipated results.

Digital transformation is pointless if it doesn’t facilitate clear objectives and highlight employee roles in a company. When trust increases, productivity will skyrocket as your bottom line grows.
The New Business Cycle: Trust, Training And Tools
By the nature of digital transformation, training is never really done. It’s also a constant process that requires continuous analysis and tweaking—or even a complete rewrite. Trust is what keeps employees connected to a company’s long-term goals and keeps them engaged through waves of training or the introduction of a new tool. As Stephen Covey says, “sharpen the saw” and make training available for mass consumption. A digital transformation will only realize positive results with complete trust, adequate training and the right tools.