Organization Transformation & Talent
Digital and emerging technologies, changing market conditions, and regulatory pressures are common external forces that drive business transformation. Internally, new leadership and growth or consolidation strategies (including mergers and acquisitions) often spark transformation. No matter what the driver, the same challenges typically apply: how to align your organization design, talent, leadership and culture with your business strategy make the transformation vision a reality, and then sustain it over time. Deloitte OT&T practitioners combine deep transformation experience with practical business acumen. Our organization and people solutions incorporate an array of innovative tools and resources, powered by analytics, to enable sustainable change.
Services within Organisation Transformation & Talent
Digital and emerging technologies, regulatory pressures, new leadership and consolidation strategies are examples of forces that spark business transformations. Deloitte’s Strategic Change offerings provide a systematic, data-driven approach to maximize your human capital during organization-wide business transformations or more focused change initiatives.
Digital and emerging technologies are rapidly impacting how we work. Deloitte’s Digital Enablement concept prepares clients for the Future of Work and the Digital Organization by defining and supporting the change journey through enabling the creation of a digital mind-set that achieves quick adoption of new digital ways of working. Our Digital Enablement practitioners use data driven analysis that accelerates your Digital transformation so you can leverage your human capital more efficiently in an increasingly digitized workspace.
Organisation design of the future is far more than an organisation chart with boxes and lines. It is about building networks of teams that align the organisation strategy with the business model, thus enhancing the performance of people within the business and translating it into bottom line benefits.
Senior leaders can’t afford to work in silos in today’s complex, dynamic environment. The goal is to act as a symphony of experts playing in harmony—instead of a cacophony of experts who sound great alone, but not together.
The composition of the workforce is changing dramatically. As alternative work arrangements become more common, how can organizations appeal to, engage with, and drive value through workers of all different types?
Rather than an orderly, sequential progression from job to job, 21st-century careers can be viewed as a series of developmental experiences, each offering the opportunity to acquire new skills, perspectives, and judgment.