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Sudeepa is an amazing photographer, likes to travel, has a great attention to detail and is an extremely hardworking individual. She works as the Techops Head of Finance with Thoughtworks. Women leadership series - In conversation with Sudeepa Ghosh Majumdar 7 Mar 2022 Sudeepa is an amazing photographer, likes to travel, has a great attention to detail and is an extremely hardworking individual. She works as the Techops Head of Finance with Thoughtworks. How would you introduce yourself? I am a Finance Professional with diverse experience in Controllership, Business Finance, Procurement, Revenue Compliance, Financial Planning Analysis and Asset Management software delivery over a period of 16 years. I feel I am in pursuit of challenges to keep learning. Can you tell me a bit about your career journey? When did you first get into a leadership role? I started my career with IBM and then worked with ITC before moving with HP for a period of 7 years across various roles in country and region which help me understand the dynamics of a well oiled organization with process and policies. Joined TW back in 2014 as I wanted to apply my learnings to a growing organization. My leadership journey started in Thoughtworks as I navigated my own through limited processes and policies to a Public Company. What were the top challenges you faced during your journey and how did you overcome them? One of my learnings has been that as Finance professionals we struggle to tell the story behind the numbers and make it presentable in a way that helps drive decision making by business leaders. How to present the technical information to business teams has been challenging and it’s a constant learning process. Over the period I have realized that understanding the Business basics is very critical for Financial story telling, If you don’t understand the business- the numbers themselves will not make any sense. Playing the role of a Product Owner to understand software delivery has played a crucial role in understanding the intricacies of the business and eventually helped me model financials in a way to invoke discussion and thoughts among the business leaders and also play the role of trusted advisor to business leaders. What motivates you? New challenges and learnings always motivates me. I am not afraid of going into a situation where I have no clue as that is the biggest opportunity to maximize learnings. Do you have a role model in your life? Can you name a few people who you look up to? My mother is one of my biggest role model. I saw her studying along with working and managing kids and family. It showed me at early age that if you are determined , disciplined ,have a passion and with planning and support- one can achieve anything in life. In my professional work I have come across some amazing leaders and peers – from whom I am always learning. What does leadership mean to you? How would you describe your leadership style? Leadership to me means the ability to lead, influence and guide the business leaders with help of financial insights for decision making . For me leadership is also the way of building a strong autonomous team who are on a learning journey and able to grow. What would be your advice to young leaders? Embrace the unknown and always challenge yourself to learn new things. Build a strong diverse team which works on each other strengths and complement each other . A leader is indeed as good as his/her/their team. And lastly in all the crazy madness – always breathe – find something outside work which you are passionate about – which helps you to unwind .

Ganesh is a product manager of NEO with @thoughtworks. He considers his 14 yrs daughter as his role model and he proudly acknowledges she inspires him with her dedication, determination, firm decision making, and clarity of thoughts. Emerging leadership series - In conversation with Ganesh Kumar Balusamy 28 Jan 2023 Ganesh is a product manager of NEO with @thoughtworks. He considers his 14 yrs daughter as his role model and he proudly acknowledges she inspires him with her dedication, determination, firm decision making, and clarity of thoughts. How would you introduce yourself? My name is Ganesh Kumar (GK), and I work for the TechOps Digital Platforms team at /thoughtworks as a product manager. Having 16 years of professional background with a focus on analysis, product and delivery. Setting the right product strategy, leading the team with the right intent and goal, discovering the right problem by consulting with users and stakeholders, facilitating and identifying the right solution, testing and validating the identified solution, and delivering it as committed along with the team are all part of my day to day activities. Can you tell me a bit about your career journey? What inspired you to take on the leadership role? I started my career with PTG (@Ebix) as a sales executive to sell CRM softwares to financial analysts all over India. Fortunately, I got a chance to transition into the role of Business Analyst for the same cloud product. With the foundation of four years in my first job, I moved to BNY Mellon to automate the Anti Money Laundering manual processes. After working for BNY Mellon for one and half year, I moved to Exterro, a leading e-discovery software product company, where I worked to define, re-define, enhance digital workflows. Additionally, it provided an opportunity to lead and learn the qualities that make an effective leader. I joined Harman as a programme manager after gaining significant expertise as a business analyst in product companies. This was my first exposure to the service company and I worked with numerous clients across different domains. This gave me the confidence to be agile by nature, deliver as a team, and be domain agnostic. Joined /thoughtworks back in mid 2018 to learn and grow in product and digital platforms. The journey of learning is still continuing (my first company where I stayed for more than 4 years). People around me and my leaders motivated me to take initiative, trusted in my approach and inspired with their actions which takes me to the leadership role. What were the top challenges you faced during your journey and how did you overcome them? When I was put in an ambiguous scenario, I became nervous, but the revelation that it was OK not to know everything and the desire to quickly learn in those areas transformed my perspective on unknown areas. Even if I had solid conviction on certain topics, it was difficult for me to explain and persuade others. A detailed research, sufficient data points to support the issue, and assistance from the available support system enabled me to handle the criticism and communicate confidently. What motivates you everyday? An appreciation, a sense of accomplishment, when I make a positive change in the lives of others (however tiny), or a heartfelt greeting motivates me to run for the day. And, the little things I do for myself, and having my own ME time. Do you have a role model in your life? Can you name a few people who you look up to? Positive people around me always inspire me, and I admire them in various aspects. In my first job as a sales executive, I was good at prospecting, contacting, and offering, but I was not able to close the sales calls. Mr.Elango was my senior, and he went out of his way to help and protect me until I could close the calls on my own. Still, I remember his virtues in the manner he motivated and guided me in the beginning of my profession. When I first started working as a Business Analyst, Karina Shimomaebara was my first product manager. She taught me to be patient with my teammates and coworkers. She took an extra step to understand my personal side, hardships I was facing, and extended her help even beyond her limit. Many more people along with my professional life, now my 14 year daughter has recently been a role model for me. Her dedication, determination, firm decision making, and clarity of thought taught me what I had been missing out on all these days, and what I needed to focus on in my life. What does leadership mean to you? How would you describe your leadership style? In my school days, I was the least favorite student to most of my teachers, until I met my physics teacher in my 12th grade. For him, all students are equal irrespective of how attentive in his class, or how much you score in his subject, but he does his duty every day day in day out. When I scored 17% on his subject on the first exam, he extended his help to guide me along with some of my classmates who scored less. He identified where I am lagging behind and taught me every chapter in detail in the extra classes. With his guidance and extra care I scored 94% in my final exam. That made Physics my favorite subject. I see my Physics teacher as a great leader. I see good leaders around who are “good mentors” and “Impartial” and I am striving to emulate them. After a small setback in my communication with my clients, my leader in Thoughtworks said “Ganesh, I trust you.”. This was when I joined his team, and that was the first time a leader said he trusts me. I respect his confidence and the way he still stands by his words to this day. My fear of failure might have stuck with me, if I didn’t hear this from him. That tells me “Trust” and “Trustworthy” are needed to be a good leader. I believe that I am following it too. What would be your advice to other leaders? Don't wait for others to name you as a leader; believe that you are already a leader of someone or something. Humility may always help you develop as a leader. Be patient, actively listen to others, set a good example by doing the same, and be open to feedback. Furthermore, continue your passion, and do what interests you.

Do you know the effective way of moving forward in your career? If no, read more .. < Back Guide for career progression - 3Ps process Do you know the effective way of moving forward in your career? If no, read more .. While the trajectory of your career is influenced by both hard work and luck, it's equally shaped by your ability to recognize the right opportunities and make strategic moves at the right moments. As you ascend into more impactful roles, the competition intensifies, making advancement more challenging. Drawing from my own experience and observations, I've distilled the journey from one career level to the next into a three-step approach. Following these steps, in conjunction with seizing opportunities and timing your actions effectively, can greatly enhance your career progression. Before delving into the steps and unveiling the secret, it's important to note that this approach may not universally apply to all scenarios and job types. It's tailored to the context of the IT sector, where hierarchical structures prevail, and individuals are driven to climb the corporate ladder. Now, let's explore the three-step process I mentioned earlier. This process typically spans 2-3 years (given the current IT landscape), demanding patience, adaptability, a willingness to invest effort, a knack for acquiring new skills, and the occasional stroke of luck. The three stages of this process are Prepare , Practice , and Progress . Henceforth, I'll refer to it as the 3Ps approach. 1. Prepare yourself well In any job role, setting your own goals is crucial. Without a clear direction for your career and objectives, you could easily end up adrift, like a piece of wood in a river's current. So, establish your goals. Make sure they're realistic, achievable, and, importantly, measurable. Your goals should be tangible enough that you can showcase your accomplishments to your managers and colleagues. It's wise to set goals that can be realized in both the short term (3-6 months) and the long term (2+ years). When setting goals, remember they should meet two essential criteria: Benefit Your Project/Organization: Your goals should contribute positively to your project or organization's success. Add Value to Your Performance Report: Your goals should reflect achievements that hold weight and contribute to your performance assessment. Once your goals are defined, the initial and most crucial step is to hit the ground running by dedicating yourself to your project with diligence and intelligence. Key actions to consider: Rapidly grasp the project's intricacies. Demonstrate teamwork and active listening skills. Assist your teammates. Deliver strong results in your project, establishing your dependability. Showcase your capability to handle the project with confidence. Typically, within 6-8 months, you should be ready to transition into the next phase of your progression. Once you've fulfilled the aforementioned criteria, you're poised to step forward and embrace even more challenges. 2. Practice Diligently – Become a Vital Player The next phase revolves around immersing yourself in project work and evolving into a pivotal contributor. To comprehend the term 'key player' is fundamental to mastering this stage. When I refer to a key player, I mean someone who is: Self-sufficient in project-related tasks Exceptionally proficient and reliable in their role Capable of delivering solutions to challenges Possesses a deep understanding of the project and its environment Achieving self-reliance requires dedicated efforts to understand the project's nuances, internalize its objectives, and align your short-term goals accordingly. As the saying goes: Working hard is crucial, but working smart is even more so! Evolving into a key player not only elevates your significance within the project but also strengthens your trustworthiness, contributing to favorable impressions from your superiors. Rather than merely clocking in hours, it's pivotal to focus on demonstrating outcomes. Although sometimes long hours are needed, tangible accomplishments carry more weight. A span of approximately 6-8 months is a reasonable timeframe to attain key player status. Yet, let me emphasize that this isn't an easy feat. You must constantly exhibit a willingness to learn, adapt to changes, and exhibit your competencies on the journey. This becomes a critical aspect during this phase and serves as a significant exit criterion. Demonstrating your project's value is crucial for your management to acknowledge and appreciate your contributions. (Apologies for unveiling this crucial tip!) Key tips to bear in mind while striving for key player status include: Showcase your value by yielding results. Take the initiative to implement technical solutions for common challenges. Boost efficiency by automating routine tasks. Remember, outcomes matter more than the time spent. Attain process efficiency and highlight gains for both management and customers. Strive to be consistently visible. If you succeed in this pursuit and evolve into a key player within the team/organization, you're better positioned for the next phase in your career journey. However, keep in mind that this isn't a straightforward path and might necessitate regular discussions and aligning short-term goals with your manager. It's imperative to keep your manager informed about your progress, your immediate objectives, and how your contributions benefit the project! 3. Progress forward Assuming you've effectively become a key player within the team and have been performing at your peak for a substantial period, it's time to prepare for the next step by 'unlearning' some of your current project knowledge and cultivating successors. When I mention 'unlearn,' consider these key steps: Identify someone who can step into your role within the project. Personally train this individual on the project's intricacies. Ensure the knowledge you've amassed is transferred, understood, and practiced by your chosen successor. Remain accessible to your manager for tasks that need completion (since, ultimately, you're aspiring for their role, right?). Initiate the process of making your own role in the project redundant. You might wonder about the last point – after all, if the second phase urged you to be a key player, why suggest making yourself redundant now? It's a valid question and a tremendously crucial one. The answer is simple: unless you pave the way for your project to function independently of you, how can you ascend to the next level? The significance lies in building a proficient team and robust resources for the project's continuity. It demonstrates your legacy as a professional, manager, and effective leader. During this phase, connect more frequently with your manager than you did in the earlier stage. Seek to comprehend their responsibilities, methodologies, and performance expectations. Secret tip: Your manager is also striving for advancement. By aiding their progress, you pave the way for your own ascent. Grant them space to rise, and you'll find yourself rising too! If luck shines your way, you might observe favorable outcomes in your subsequent performance reviews. Then, you can loop back to applying the principles of phase 1 to your new role! As I mentioned in my initial post, this cycle generally spans about 2-3 years. Patience and a strong work ethic are vital attributes during this journey. ---- Photo in the image by Volodymyr Hryshchenko on Unsplash Previous Next

Have you ever felt de-motivated, dejected, disappointed or down hearted ... < Back Seven tricks to feel motivated at workplace and in life Have you ever felt de-motivated, dejected, disappointed or down hearted ... Have you ever felt de-motivated, dejected, disappointed or down hearted after a long day’s work ? I am sure you would have at some point in your life, if not every day after the work. Staying motivated and positive for long time is a real struggle. We are surrounded by and often assaulted by negative thinking and anxiety about the present situation and of course about the future ! We always have a phase where we start doubting ourselves and feel depressed. Unfortunately there is no master key or a simple solution to unlock the mystery of de-motivation. Even after we feel we are over it, sometimes, it comes back to haunt us in an even bigger way. Here, in this article, I would like to mention few of the points that would help one keep up the motivation, focus and avoid the long spells of depression and dejection, especially at work ! Love music Music washes away from the soul the dust of everyday life. ~Berthold Auerbach Whilst I am not a big fan of music collection, I do have a small collection of specific songs that I find dear to my heart. It is a decent mixture of all types of songs ranging from disco to classical and ghazals to bhajans. Depending on what emotional state I want to get, I choose the song and listen. This helps me often to get right state of mind before I proceed to do next task. Have a buddy at work Its important to have someone at work whom you can consider a best friend or a buddy. You need to have one such friend with whom you can share your work difficulties and vent out temporary frustration. Believe me, more often than not, you need some kind of instant emotional support with whom you can talk and share things. At more stressful jobs, you often experience bursts of negativity around due to several work related matters. So it is always helpful to have someone who you can count on to help you get out of negativity and back to normal mind state. Human is a social animal and we all have an inherent need of talking and being heard. In case you do not have anyone whom you can to and talk your heart out, it really feels like dejected and lonely at times. Spent a good time with your friend and talk on topics that interest you to get your positivity back on track. On the other hand, please extend help to your buddy when he / she is in the need of help. Have a hobby / passion In my opinion, having some passion in life is very important. For me, my passion is watching football. It keeps me going and helps me keep happy. My favorite club is Manchester United and I do everything I can to watch them playing (on TV at least). Watching them play my favorite game makes me happier and feel inspired. However, if they lose then there is an equal chance of me feeling more miserable after that. I do keep recordings of certain match clips which I tend to watch when I am feeling a little low and it certainly has helped in keeping me inspired. Passion is closely related to the emotional behavior of the human and if you see your passion fulfilled, its more of a chance that you feel inspired and motivated. Focus on positives Sometimes, if we experience too much negativity for a prolonged period of time and feel de-motivated for a longer spell of time, we go into a state of mind where all the thoughts start with negative options and creates negative vibes around us. Once you fall into the negativity trap, its not very easy to come out and have any positive feeling about anything. In past, when I had fallen into the trap of negativity, I used to feel negative for no real reason and sometimes a mere presence of few people around used to make me start feel de-motivated. However, the wiser I got, I tend to avoid feeling on this trap by concentrating more on the positives that are coming out from the situation. Look at the scenario holistically rather than what is only seen to you Thank God for not making things any worse Find out one positive thing that you can take out of the situation. As I often mention in many of my conversations, “there are always 100s of negative things that can be made out of the situation, but if you find at least one positive thing out of it, consider it a learning for life and thank GOD”. Positivity is a habit, and once you get it, you can easily overcome situations that are trying to put you back in the hole of negativity and de-motivation. Praise others Spreading good words makes one feel positive and help others feel good about themselves. This, in turn make change in people’s behavior towards you in a better way, making you feel better. Believe me, speaking positive about someone else’s work and personality is the best way to connect with the person in a right way. I remember a specific incident when I was given to work with a so-called difficult person. All the people who worked with that person earlier, warned me about the boring and micro-management behavior of the person. While I too felt a little bit strange with his work methods, the more I started to talk to him and praise him about some real good work he had done in past (in some cases without anyone’s real help), it made him really comfortable with me and I could see an immediate behavior change in him towards me allowing me freedom to work the way I want. Ultimately this led to work satisfaction for both of us and a little bit more positive at work for me ! However, one thing that you need to keep in mind is when to praise someone and how much to praise. There is fine line between real appreciative person and feet-licking bastard ! You need to ensure that you do not cross to the other side .. Open your mind I always feel that one need to share what he / she feels about the situation in a right way. Its not often very motivating to work in uneasy, unconvincing situations or scenarios where you are in a confused state or feel half-committed to the cause. Learn a bit about emotional intelligence and try to be aware of your state of mind. One very important, but often neglected, fact is to know our state of mind and understand our emotions. We go through so many emotions such as happiness, inspired, dejection, unhappy, nervousness etc., at work place during various hours of the day and due to several causes, it almost becomes a habit to suppress them and continue with the job we are doing. Can you stay in a meeting where you do not feel like being, and contribute productively ? Can you give right suggestions and solutions to a problem, when you are in a state of anger or frustration ? Definitely not ! The more you suppress your emotions, the more you feel out of control and start losing your own focus. Its important to let others know what state of mind you are and help yourself in getting back to where you should be. Believe me, the more I tried this, the more I felt in control of the situation and my responses were getting better, in turn making me feel positive and motivated. Think big and have faith When you get the questions, such as “why does it always happen with me”, “why am I being pushed to do something that I do not want to do”, “no one seems to help me here” start flowing in your mind, think of is as time to take a step back and consider the bigger picture and look at the intention behind the situation. When such situation occurs, look at the big picture and find out the intentions behind this situation. In case you are wondering how to do this, I recommend reading a story in my leadership series. You can safely bank on the thumb rule of “intentions of people at work place are never bad, sometimes behaviors are” to sail through this period. On the other hand, if you are unable to trace the intentions and get any positivity of the big picture, think of it as the lowest point and be happy that things can only improve on this point onwards. Just have faith ! #positivethinking #work #mindset #behaviour #worklife #emotions #emotionalintelligence Previous Next

A little story of a conversation between me and one of my product managers .. < Back Trust does wonders to people A little story of a conversation between me and one of my product managers .. [ Originally published on Linkedin here ] PM (A bit worried) to me – Hey Swapnil, we have a 1:1 catch up scheduled every two weeks right now, but I would like it to be a bit more frequent. Can we talk weekly or daily? I would like to validate my thinking and decisions I make before I talk to the team and stakeholders and communicate them the updates and decisions. Me – Hmm. Why do you want to validate your decisions with me? PM – I just want to ensure that I am on right track and making right decisions and have thought through from all perspectives and I think you can help me validate my thinking. Me – What if I say No? PM (Puzzled) – But, what if I make a wrong decision? And how would you know what decisions I make every day with regards to the team? Me – Well, that’s exactly why I say No. I want you to know that I trust you one hundred percent and you should feel comfortable being in-charge and make decisions. Its OK, some decisions will go wrong and we may need to revert those, but that’s the learning you will get through the process. Intent is important and even if you make some decisions wrong keeping right intent, it will not impact my trust and my backing to you. PM (A bit relieved) – Thanks. Feels better now! What if the team members, do not agree with my decisions? Me - Well, it’s not enough just to communicate decisions. You should also be able to communicate ‘why’ you made those decisions and what was the reasoning behind them. Tell them the story, constraints, context and intent behind making that decision and be open and transparent with them. I am sure they will understand each decision you make and by doing this, you are also strengthening the trust bond between you and team members. PM (Happy) – Makes lot of sense. Thanks! But I would still like to come and talk to you on things that puzzle me. Me – Anytime! Like you just did today! Trust does wonders to people! #trust #leadership #decisions Previous Next

< Back How developers can become a lot more productive Swapnil Deshpande & Vivek Kant speak on developer effectiveness, with Times Jobs. The phenomenal pace of digitalisation, especially following the pandemic, has led to a surge in demand for developers. But hiring and reskilling developers is turning out to be an expensive and time-consuming affair. Another way to tackle the problem is to improve the productivity and effectiveness of your existing developers. That was the subject of our discussion in the Times Techies Webinar last week. “A typical programmer spends no more than 30-40% time in actual coding,” said Vivek Kant, CTO of Finserv MARKETS. The rest of the time, she is in meetings, asking and following up on approvals (like for use of IT infra), following up with another team which has built an API she needs to use, going back to business analysts or product owners for clarifications of requirements and design. “There’s also the discoverability issue in today’s microservices and API world, where all applications are dependent on each other. There are so many of these, I wouldn’t know what all exists, what each one’s capabilities are. The developer spends a lot of time trying to find these, raising tickets, waiting for responses,” Swapnil Deshpande, chief digital officer at Thoughtworks, said. Deshpande also found different Thoughtworks offices working on exactly the same problems, without realising it. So Deshpande’s team set about developing what they call an internal developer platform and a developer experience portal, and launched the beta version in July. Called Neo (network-enabled organisation), the platform connected all developers, became a repository for all knowledge in the organisation, enabled requests and approvals (it’s increasingly even automating provisioning once an approval is given). “Getting basic IT infrastructure now takes less than a day, compared to 7-10 days earlier; the average time between ideation and first line of code has gone down from a couple of weeks to a couple of days; building APIs is down to minutes, from days. Developers can discover all assets entirely by themselves by searching on the portal,” Deshpande said. Kant said developer effectiveness at Finserv MARKETS has increased 20-30% after his team improved tooling, automated processes, and built developer self-service capabilities. “I believe we can go another 2x, 3x on developer effectiveness,” he said. Previous Next

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The pandemic has changed the dynamics of almost every kind of business. . < Back Digital transformation – 8 inside characteristics of the modern & digital organizations The pandemic has changed the dynamics of almost every kind of business. . The pandemic has changed the dynamics of almost every kind of business. And today, most businesses have no choice but to transform themselves through technology to reach their customers and continue their existence. Digital transformation is not a new concept. Probably, it's one of the most overused terms in recent times, especially during the last couple of years. Every other company is either getting digitally transformed, or helping others get transformed, or both. However, have you ever thought about what a ‘transformed’ organization looks like? What are the characteristics of a modern and a digitally transformed organization? How does a ‘Digitally transformed’ organization function and work, to continue the agility that they have gained through the transformation? Here are 8 characteristics or principles of the ‘Modern and Digitally transformed’ organization. These principles define how these companies operate internally, how their employees and teams see the organization from inside. Simple For digitally transformed organizations, the size of the company does not matter for their IT operations. Whether the company size is 500 people, or 50,000 people, these companies do not find it hard to scale their internal operations and business processes. The internal organization complexities are hidden behind simpler interfaces and intuitive business processes. They provide great working experiences to the employees, customers, and guests alike. The access to their core systems and services are easily available to build better interfaces and experiences for their internal business operations and customer facing processes. Flexible & personalized Employees will work from anywhere, any time and business processes are tuned and built to support flexible, time zone aligned, remote first & hybrid working culture. Cross country markets will emerge and people across the regions will collaborate better on delivering success to their customers. The services that are offered to employees and customers will be hyper personalized and they will be able to take their experience anywhere they go and access services with any device. Social & collaborative Diversity and inclusiveness will continue to be the key elements of the culture, and everyone’s opinions stay important to take the organization forward. Employees will engage in natural and non-hierarchical communications across the organization, and they will have necessary tools and technology at the disposal that allows them to communicate the way they want and improve social collaboration. They will continue to strengthen their ‘networked’ organization through new tools and technologies to make communications and collaboration easier. Open & compliant Information will remain a key enabler, however access to information will change per their compliance policies. Security, privacy and compliance will become even more important in future. The core IT systems will be easily interoperable, and the IT assets will be easily discoverable and accessible through internal developer platform / API / core asset marketplaces. There will be a strong access management & control mechanism in place at various levels that will guard ourselves and their key information from misuse. Smart Companies will integrate the physical workspaces with digital technologies to build smarter and more personalized experiences for their employees, customers, and guests and will continue to improve the experience using the big data. Our technology will enable employees to use different devices and help experience a truly connected workspace. They will use AI for enhancing their human effectiveness at work and provide full or assisted decision support for key organizational decisions. Sustainable Companies will care even more about sustainability and environment and ensure that they run on sustainable energy and prioritize being carbon neutral (if not negative). they would have committed to and demonstrated actions on supporting the SBTi goals towards climate action. For the assets and devices owned by them, they will follow the eco-friendly recycling and promote reusability. Their cloud infrastructure will run on green cloud computing. Fast, yet accurate Digitally transformed organizations are highly data driven. They have trustworthy data, made available to employees and leaders through established data platforms and relevant tools. The data that people are entitled to access is available at fingertips, in the format the employees want. All operational, business, and organizational decisions are driven by intelligent & actionable data insights. Innovative, learnable The digitally transformed organizations make innovation easy and take efforts to democratize innovation within the organization. Their next phase of growth is driven by innovation. They have lower barriers for innovation and experimentation and set clear paths for idea->impactful outcomes. These organizations retain a high focus on research and continuous learning and people capability development. Employee growth & development is a core part of the organizational strategy & culture. Final thoughts Markets and customer needs are evolving fast, and technology is evolving even faster. In the new age of business, there is an inherent need for companies to stay ahead of others. Being a modern & digital organization gives companies an advantage in the competitive market to respond faster to changing customer needs. While above 8 principles define the characteristics of the modern & digital organizations from inside (for employees & its leaders), it’s very important to know that being digital and modern is no end state, but it’s a continuous evolution. The companies who would wait and stay reactive, will be in a true danger of irrelevance, unless they act now, and act fast. Being a modern & digital organization gives companies an advantage in the race, the relentless focus on customer success, being flexible and adaptable to customer needs and being continuously innovative towards building better / newer products and services for customers is what will define the success of these organizations. Previous Next

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