In Part One of this series, I laid out what I see as one of the biggest challenges facing museums in the early 21st century; how to transform themselves into postdigital museums. In this post, I’m going to highlight two recent reports that go a long way towards helping us identify how that transformation might occur, and what are the hallmarks of successful efforts.
Digital Transformation Isn’t Really About Technology
MIT’s Sloan School and Deloitte recently published a report called, “Strategy, not Technology, Drives Digital Transformation: Becoming a Digitally Mature Enterprise”. If you’re interested in that kind of management study, it’s well worth the read; detailed and non-proscriptive. What really caught my eye when I first read it was the header for the introduction, “Digital Transformation Isn’t Really About Technology”. That pretty much sums up my belief about “digital” in general. I often find myself in the position of being asked a “digital technology” question, and saying something along the lines of “What you’re asking is not that technically challenging. It’s a question of ________ (Select one: time/money/staff resources/strategy/priority)”.
MIT and Deloitte surveyed of 4,800 organizations recently about their state of digital adoption and adaptation. One of their key findings was that digitally maturing organizations are “more comfortable taking risks than their less digitally mature peers. To make their organizations less risk averse, business leaders have to embrace failure as a prerequisite for success. They must also address the likelihood that employees may be just as risk averse as their managers and will need support to become bolder.” This, you may realize, is not an inherently “digital” trait, it’s a mindset. Which fits in with all the other main findings of the report. In fact, the report’s main conclusion was that digital transformation has a lot less to do with technologies than it does with strategy and mindset.
“The strength of digital technologies … doesn’t lie in the technologies individually. Instead, it stems from how companies integrate them to transform their businesses and how they work.”
In other words, the companies best able to stand the discomfort of “doing things differently” as Tucker said, are the ones best poised to benefit from digital technologies. So rather than dive into discussions about how to fix the museum’s website, I’d like us to aim higher and not think of these digital products in isolation just yet. The more fruitful and potentially more transformative discussion we could have is about the mission, vision, and goals. Digital is a dimension of all of these, and can be integral to how we think about everything, if we can be open to re-examining all our workflows and products. They’re all already digitally-influenced, you just might not notice it right now.
Thus far, I’ve yammered, I’ve invoked authorities, I’ve engaged in anecdote. But what is digital transformation?
Briefly put, I’d say that digital transformation is a reflective design process that will result in us becoming what Parry calls a “postdigital museum”; one where digital technology has become so permeated into everyday activities that we no longer reflect upon or feel challenged by its “digital” character.
Digital transformation is the process by which we get past the old physical/digital dialectic and let the activities and affordances of each realm enrich the other. This is an important point, and one that tends to lost in the polemics that are written by both reactionaries and progressives. A postdigital museum isn’t one where “digital” has triumphed over “physical”. I happen to reject that binary and the dialectical relationship that it fosters. It doesn’t have to be a zero-sum game. One doesn’t doesn’t engulf the other; instead they are joined in ways that ubiquitous computing pioneer Mark Weiser called “beautifully seamed” where the connections between each are both apparent and transparent. Beautiful seams in an object or process make evident the process of their manufacture, and invite the user (in this you, you museum professional!) to both appreciate the object and feel empowered to reach in and reconfigure it to suit their evolving needs and wants. Too much of what we do in the digital realm today is magical, hidden in black boxes and tended by priests who speak arcane tongues. Magic is, well, magical, but I’d prefer to build a beautifully seamed workplace full of tools and processes appropriate for the task at hand and train staff to use those tools in the ways that they deem best, not the software or hardware developers.
So let’s look at some of the hallmarks of digitally mature organizations MIT/Deloitte found and see what we can take away and apply specifically to museums.
The hallmarks of digitally mature organizations
One of the advantages of not being on the bleeding edge of innovation is the ability to learn from those who’ve gone ahead. We have the benefit of building on the work done by other museums and businesses. The MIT report offer us a clearer view of the contours of how a digitally transformed museum might operate. The study authors tried to understand what were the characteristics that separated more “digitally mature” businesses from less mature ones. In broad strokes, some of the common characteristics of these organizations are the following:
1. Digital strategy drives digital maturity.
Digitally mature businesses have a clear and coherent digital strategy.
2. The power of a digital transformation strategy lies in its scope and objectives.
Digital strategies in the most mature organizations are developed with an eye on transforming the business, not on specific technologies that are perceived as being de rigeur to be “cutting edge”.
3. Maturing digital organizations build skills to realize the strategy.
Digitally mature businesses provide employees with needed skills.
4. Employees want to work for digital leaders.
Employees will be on the lookout for the best digital opportunities. Digitally mature businesses will do a better job of attracting and retaining the kind of employees they will need to mature further.
5. Taking risks becomes a cultural norm.
Digitally mature businesses are more comfortable taking risks and embrace failure as a prerequisite for success.
6. The digital agenda is led from the top.
Employees in digitally mature businesses are highly confident in their leaders’ digital fluency – the ability to articulate the value of digital technologies to the organization’s future. They don’t need to be technologists themselves.
“Digital maturity is the product of strategy, culture and leadership.”
Questions to ask yourself about your institution
Getting from here (predigital) to there (postdigital) is quite a challenge. It’s not an insurmountable one, and as I’ve said above, it’s not really a technical one. The MIT/Deloitte puts it very nicely, “Digital maturity is the product of strategy, culture and leadership.” And to help get there, they pose three questions that get a t the heart of transformative strategy as opposed to a typical strategy.
1. Does our organization have a digital strategy that goes beyond implementing technologies?
Digital strategies at maturing organizations go beyond the technologies themselves. They target improvements in innovation, decision making and, ultimately, transforming how the business works.
2. Does our organization culture foster digital initiatives?
Many organizations will have to change their cultural mindsets to increase collaboration and encourage risk taking. Business leaders should also address whether different digital technologies or approaches can help bring about that change. They must also understand what aspects of the current culture could spur greater digital transformation progress.
3. Is our organization confident in its leadership’s digital fluency?
Although leaders don’t need to be technology wizards, they must understand what can be accomplished at the intersection of business and technology. They should also be prepared to lead the way in conceptualizing how technology can transform the business.
The trends affecting digital strategy
The discussions found three key trends that will impact digital strategy going forward as well as the leadership approaches and cultures needed to support them.
1. Greater integration between online and offline experiences
“Digital strategies will need to address the increasingly blurred distinction between the online and offline worlds.” The report authors use the Metropolitan Museum of Art as an example, specifically their goal to create compelling online experiences that induce people to visit the museum and then stay connected through social and mobile. To that example, I’d add The Dallas Museum of Art and first and foremost, the Cooper Hewitt, whose devotion to tying all their experiences to their information repositories is admirable.
2. Data will be more tightly infused into processes
“Organizational cultures must be primed to embrace analytics and the use of data in decision making and processes. In last year’s social business report, we found that socially mature organizations integrate social data into decisions and operations.”
3. Business models will reach their sell-by dates more quickly
“The onus is on leaders to stay ahead of the curve for their industries’ evolving business models.”
[next up: Having looked at hallmarks, we’ll look at roadmaps; how to get from her to there, according to the consultants.]
There’s so much great thinking out there about design that it’s hard to do justice to any of them. Some of the articles that kept me company while I was writing this series didn’t necessarily find their way in, but are valuable references. You should check them out:
Johnny Holland, The Democracy of Systems Design
Matt Jones, Gardens and Zoos
Anne Galloway, Seams, Beautiful and Otherwise
Reblogged this on Museu AfroDigital – Estação Portugal.
Hi Ed, Great job on a couple of informative and thoughtful posts on digital transformation. Maybe we shouldn’t even call this transformation “digital” since the focus is really on transforming organizational processes. The use of the term digital seems to get people thinking about technology instead of organizational process.
In terms of the museum examples you cite, The Brooklyn Museum seems to be an omission. I’m continually impressed by how they experiment (or are willing to fail) to blur the line between the online and offline worlds. Their new ASK app is a great example. Guests use their phone–a perceived source of information–to contact the staff of the museum to get questions answered. The app is used in the galleries. Online and offline is blurred and a museum process is transformed (or perhaps adapted) to include digital.
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Agreed. Oh, I haven’t forgotten Brooklyn. Wait till the next post.
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