19th April, 2022
TABLE OF CONTENTS
"Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do."– Marc Benioff.
With changes in the employment market and the increasing number of IT roles available (IT asset managers, software asset managers, SaaS operations managers, IT admins, etc.), identifying the most qualified individual for a post has become increasingly difficult since candidates themselves have more options.
A greater number of organizations are now competing for the best and the brightest- and the biggest challenge they all face is to retain their top talents.
Prospective employees are increasingly conducting detailed research on the companies they believe are suitable for them, just as the companies are conducting detailed research on their prospects.
The demand for IT talent is so high that employers cannot afford to simply sit back and wait for the right candidate to walk through the door.
Employees in the information technology industry have been in high demand, especially since the COVID-19 pandemic increased the use of technology by enterprises worldwide.
As more businesses embrace the hybrid work environment—with many operating entirely remotely—the requirement to maintain the office system up and running while adhering to the strictest security measures necessitates the hiring and retaining of the best IT talents.
As per Gartner, IT employees are more likely to leave their jobs than employees in other departments, with a 10.2% lower desire to stay than non-IT employees.
Candidates are becoming pickier about the jobs they accept, so hiring managers have to show why their company is the best choice. Use these tips to make your company stand out from the rest and find the best IT talent available.
Because of the high demand for IT Talent, you cannot simply sit back and wait for the appropriate candidate to come to you. When it comes to employer branding, it allows you to explain to prospective employees why they should work with you. Therefore, you must think of creative ways to establish a brand for yourself.
More than just a good income, today's job seekers are looking for an opportunity that aligns with their long-term objectives, beliefs, and vision for their lives. Aiming to make a difference, building important relationships at work, and having a good work-life balance are all the things that appeal to candidates.
Benefits of a strong employer brand
Decreases the attrition rate in the workforce
Attracts high-quality prospects
Helps in retaining quality talent
Figure out what is your key differentiating factor: You should be able to sum up the mission of your company in a few words and support that in all of your organization's activities.
In order for candidates to connect with you, they need to know your mission and the core values of your business and if it aligns with them.
Do you value new ideas? Flexibility in the workplace? Nurturing leadership? Have what you promise mentioned in all your branding activities and social media campaigns. So, as soon as a candidate come across your job post, they'll already have an idea of what your company has to offer because of your website, social media profiles, and careers page.
Create a good workplace culture: The employer brand is driven by employees, and one aspect of having a strong employer brand is ensuring that the talent you currently have is properly fostered. People that work for you are the ones who spread the word about what it's really like to be a part of your company. The more you build a positive company culture, the more people will talk about how great it is to work for you.
Good workplace culture is one of the motivating factors for a candidate to choose you. Your potential employees are learning about your work culture from websites like Glassdoor, so you should keep an eye on what employees are saying about you on such websites so you can work on your pain points if there are any.
As per Tinypulse, employees who dislike their workplace culture are 24% more likely to leave within a year.
Focus on your recruitment brand, too: Positive feedback on your recruiting process can assist your organization in establishing a reputation as a company that values its employees and applicants and treats them with respect.
The following are some important pointers for developing a good recruitment brand:
Candidates should be able to communicate openly and clearly about the company and the role, and it is your responsibility to make them feel comfortable having queries. A bad communication experience can deter them from considering you
Have a hiring plan and process curated to each skill set as not every role is the same.
Make the application process as simple as possible. It is ideal to have a simple form collecting only the necessary details. Candidates will be more than willing to submit an application if they do not find the application process complex and time-consuming. If they do, they may put off filling out the application and even forget to come back to it later.
Instead of ghosting the candidate who has been rejected, it is best to inform and provide feedback on their rejection, as the vast majority of candidates welcome feedback if given correctly. You can also inform them in a rejection email or a phone call that by enhancing a certain skill set, they are more than likely to apply again.
If you do not give a good recruitment experience to your candidates, they will not recommend you to their friends and colleagues; they will also give bad reviews about you on review sites. And in certain cases, if they happen to be your consumer, they may just stop buying your products and services and ask their family and friends to do the same.
To identify areas for improvement in your hiring process, gather input from applicants on what they liked and disliked about the hiring process.
Just like the application process, make the interview process seamless as well. Do not have an interview process that takes weeks to months; the long wait can deter the right candidate from appearing for further rounds, and chances are they may join another employer or even your competitor.
Have an onboarding program that is both structured and inviting.
Since IT talents are in high demand, they may not always be seeking a job change, especially those who have a good experience; just like you are finding ways to attract them, their current employer might be working as hard as you to retain them. Leaving you with the option to reach out to your potential candidates through various means to attract them, here are some ways:
Send a warm email highlighting your offerings; you must be different from the rest and avoid sending mundane emails that they would not even read.
Send them a connection request on LinkedIn and focus on building a connection with them. If they find your offerings reasonable and your presence welcoming, they are more than likely to consider your offer.
Tech giants hire and groom freshers on a regular basis, while a company that has not yet experienced exponential growth is more likely to put off hiring a fresher simply because it is time-consuming. Freshers must be trained and groomed in order to execute their work effectively, and this requires a commitment of three to six months. Companies would rather recruit a professional with a much higher wage as and when they have a need to fill a position fast. Oftentimes, these highly trained and experienced professionals leave the organization, leaving the company with an open position to fill. There is no guarantee that a fresher will not depart as well, but you will most likely have those who will stay.
Even though a fresher's knowledge base is far less than that of a seasoned professional, their ability to learn quickly allows them to quickly acquire new skills.
It's far easier to develop freshers to fit the needs of an organization when they're full of enthusiasm and have an eagerness to learn. Fresh talent is willing to take on the challenge of trying something new and excelling. Fresh talent has a high tolerance for change, which makes it easier for the organization's vision, mission, and values to be incorporated.
Because new graduates will lack a track record of previous employment success, a better way to evaluate them is to assess their potential to perform effectively in the role, the team, or the organization as a whole.
As a part of hiring fresh talents, you must also have a campus recruitment plan.
When it comes to building a company's talent pool, a campus recruitment program can be a vital component. It allows the company to screen individuals for positions that are currently available, as well as discover potential candidates for positions that may become available in the future.
Recruitment activities on college campuses can assist your organization in making a lasting first impression on a big audience, many of whom will be exposed to your company for the first time while still in college.
Young professionals who are not selected for available positions right out of university, on the other hand, will carry their impressions of your organization with them into the future, thus building a lasting impression of your company.
Great campus recruitment programs are especially crucial in a competitive corporate climate when it is difficult to fill open positions. A strong campus recruitment program should be a component of a comprehensive recruitment strategy in any environment.
The possibility for long-term talent pool development and brand identity development through campus recruitment, in addition to providing access to a high-energy set of applicants at a cheaper cost, are two additional benefits of campus recruitment.
As per plum.io, campus recruitment has a significant impact on the increased retention rates in the workplace - organizations that recruit talent from colleges and universities have reported retention rates of up to 98.6 percent.
A competitive salary is a motivating factor, but what makes employees stay is the opportunities they get at work to learn and excel. Some even seek role change within the organization; not having that option can make the employees in your office feel stuck with their job roles.
You must have the necessary resources to support your employees with learning new skills as they progress in their careers. The desire to learn and grow among employees plays a huge part in their retention. As employees often leave when their interests are not aligned with the company.
Businesses that hire people from a diverse range of backgrounds have access to a wide range of varied viewpoints and perspectives on a variety of issues. Companies with a more diverse workforce outperform those with a less varied workforce.
Those employers who wish to reap the benefits of having a more diverse workforce must adopt policies and procedures that foster the recruitment of diverse talents and collaboration among employees.
In order to hire good talent, remove prejudices based on a candidate's age, ethnicity, gender, religion, region, or sexual orientation, as well as other personal traits that are unrelated to the job role.
Be receptive to the idea that different people bring different values to the discussion.
Consider the following scenario: if you are one of the startups that are not taking advantage of WFH culture and are not hiring talents who do not reside in your city, you are significantly reducing the size of your pool of possible employees. To determine what works best for you in this case, consider whether you are limiting yourself in any way and how it is even working to your advantage.
The best IT talent does not necessarily come from well-known colleges; therefore, if you only consider candidates who meet that requirement, you are restricting your options. The ability to learn new skills is more vital than anything else.
Google and Microsoft, for example, no longer require a professional degree holder for certain job opportunities; instead, they only require individuals who have the necessary skills and experience in the field. People should be hired based on their ability to perform tasks and to perform them well. And that is something you can very well evaluate by their previous work experience and how they have done the assignment for the interview.
As per Linkedin-” Flexibility in the workplace increases a company’s ability to recruit and retain top talent. Recent research even shows that 80 percent of workers in the U.S. would turn down a job that didn't offer flexible scheduling." Hence, more and more employers are adopting the culture of work/life balance and Flexibility. But are they even applying it practically- this is another question.
During recruitment, many companies promise work-life balance and Flexibility but fail to exercise it. When employees are given projects after projects as they are constrained by a deadline, without keeping work-life balance in consideration, the monotonous work environment, and the strict adherence to unreasonable working hours, employees start to seek opportunities elsewhere.
A recent report from Slack revealed; that 12% of workers around the world want to go back to work daily. Almost three-quarters of people would like to split their work time between the office and at home. More than half said their work-life balance has been better when they work remotely.
Companies are considering implementing flexible working at a greater scale than prior to the pandemic in order to retain employees.
Employee referrals are a top source of quality hires. Every company wants to hire the best people possible, so they spend a lot of time and money advertising jobs on a lot of different job boards in order to get the most applicants for a job. But internal hiring is one source that doesn't need a lot of money to advertise, and it still gives you better talent than other sources. An employee referral program is a great way to hire faster and cut down on acquisition costs at the same time.
According to SHRM, recruiters say employee referrals are the top source of hires. In a study that analyzed data from more than 14 million applicants, employee referrals delivered more than 30% of overall hires and nearly half of internally sourced hires.
Increased ROI: Employee referrals help employers save money by not having to spend money on job postings and recruitment campaigns, all while saving time.
Less time taxing: Employee referrals are faster to hire than people hired through job postings. This is beneficial for companies that have an urgent requirements.
The increased retention rate among referred employees: As per HR Technologist, Companies with referral programs in place boast a 46% average retention rate, compared to 33% for employers using only career sites. Along with referred candidates, those who refer have an increased retention rate as well.
Identifying and recruiting exceptional candidates takes a well-thought-out strategy, as there are so many dynamic factors at play. Although difficult, the rewards of good hiring far outweigh the challenges.
With this explosion of SaaS at companies, there arise SaaS challenges caused by apps getting out of your control. These SaaS challenges varies in three dimension: spend management, security and complance risks, and various SaaS operations tasks like automating SaaS procurments, renewals, employees onboarding and offboarding.
‘Muda’ is used to describe any activity that uses resources but doesn't generate value. It is the Toyota system for identifying and eliminating waste in all forms. It is the same thing that helps Toyota sell more cars than Ford, General Motors, and Honda at a higher margin.
An obese SaaS stack leads to SaaS wastage. It's a disease! It not only causes financial issues but also gives you security and compliance problems. That's why you must keep tight control on your SaaS stack. And it begins with managing your SaaS vendors.
In this post, we've discussed 7 symptoms of an unoptimized SaaS stack and solutions to optimize the same.
When an organization has a large number of SaaS applications in its SaaS stack, it gives rise to SaaS Sprawl.
IT teams must equip themselves with the latest skills and knowledge and keep an eye on the latest technology updates and releases.
Today, the adoption of digital transformation is imperative for every business to survive and thrive in a highly competitive marketplace. Business benefits of digital transformation include higher enterprise-wide productivity and efficiency, enhanced user experience, in-depth and accurate insights, faster and better business decisions, and improved agility and innovation, resulting in increased business revenue and sustainability. We have got the 20 best books that can help you accelerate your digital transformation journey. Let's dive right in. 20 Best Books for Digital Transformation Adoption and Acceleration 1. Digital Transformation Playbook: Rethink Your Business for the Digital Age by David L. Rogers 2. Digital Transformation: Survive and Thrive in an Era of Mass Extinction by Thomas M. Siebel 3. Agile IT Organization Design: For Digital Transformation and Continuous Delivery by Sriram Narayan 4. The Technology Fallacy: How People Are the Real Key to Digital Transformation by Gerald C. Kane, Anh Nguyen Phillips, Jonathan Copulsky, Garth Andrus, Paul Michelman (Editor) 5. Building the Agile Business Through Digital Transformation: How to Lead Digital Transformation in Your Workplace by Neil Perkin (Goodreads Author), Peter Abraham (Goodreads Author) (Co-author) 6. Digital Transformation at Scale: Why the Strategy Is Delivery by Andrew Greenway, Ben Terrett, Mike Bracken, Tom Loosemore 7. AI Superpowers: China, Silicon Valley, and the New World Order by Kai-Fu Lee 8. Clearing the Digital BLUR: How Organizations Can Transform Themselves At the Speed of Digital by Rajiv Jayaraman 9. Platform Scale: How an emerging business model helps startups build large empires with minimum investment by Sangeet Paul Choudary 10. Platform Revolution: How Networked Markets Are Transforming the Economy--and How to Make Them Work for You by Geoffrey G. Parker, Marshall W. Van Alstyne, Sangeet Paul Choudary 11. Modern Monopolies: What It Takes to Dominate the 21st Century Economy by Alex Moazed, Nicholas L. Johnson 12. Edge: Value-Driven Digital Transformation by Jim Highsmith, Linda Luu, David Robinson 13. IT Strategy: A 3-Dimensional Framework to Plan Your Digital Transformation and Deliver Value to Your Enterprise by Jim Maholic 14. 77 Building Blocks of Digital Transformation: The Digital Capability Model by Jace An 15. Mastering Digital Business: How powerful combinations of disruptive technologies are enabling the next wave of digital transformation by Nicholas D. Evans 16. The Digital Matrix: New Rules for Business Transformation Through Technology by Venkat Venkatraman 17. Agile Transformation: Structures, Processes, and Mindsets for the Digital Age by Neil Perkin 18. The Transformation Files: 17 Insights to Inspire Managers and Leaders in the Transformation of a Digital Economy Business by Rob Llewellyn 19. The Future Is Faster Than You Think: How Converging Technologies Are Transforming Business, Industries, and Our Lives by Peter H. Diamandis, Steven Kotler 20. The Industries of the Future by Alec J. Ross Conclusion 1. Digital Transformation Playbook: Rethink Your Business for the Digital Age by David L. Rogers Rogers explores digital transformation phenomena and what distinguishes organizations that successfully adapt and thrive in the digital world. With a decade of experience in global business consulting and teaching at Columbia Business School, Rogers explains how established companies can refresh their game plans to capture new opportunities in the digital world. Pick this book for: The book focuses on practical tools and strategies for all businesses, big and small, across all industries, useful in decision making and strategy formulation. It contains case studies for a detailed illustration of concepts. The Digital Transformation Playbook is an indispensable guide for executives that explains how legacy businesses can transform to thrive in the digital era. Goodreads Rating: 4.15/5 (522 ratings) 2. Digital Transformation: Survive and Thrive in an Era of Mass Extinction by Thomas M. Siebel In his book, Tom Siebel provides much-needed clarity on digital transformation. The book talks about the convergence of four significant technology forces – big data, cloud computing, Artificial Intelligence, Internet of Things, and how they have revolutionized businesses in private and public sectors. In his book, Tom illustrates the real-life digital transformation case studies at Caterpillar, 3M, U.S. Air Force, and Royal Dutch Shell and explains how top executives in an enterprise can successfully drive digital transformation. Pick this book for: Besides helping his readers understand digital transformation, Tom offers actionable advice and concrete guidance for a successful digital transformation adoption. Goodreads Rating: 4.04/5 (300 ratings) 3. Agile IT Organization Design: For Digital Transformation and Continuous Delivery by Sriram Narayan In the book, Sriram Narayan explores organizational design by IT leadership for IT organizations. He leverages his industry experience, existing literature on organizational design, and well-regarded work on a team and individual psychology to synthesize an Agile IT organizational design that could benefit the enterprise IT. The book is a framework and standards agnostic and discusses problems, explores reasons, and provides solutions. The book is for top-level executives and IT governance group members for medium to large IT organizations that face business and IT agility challenges. Pick this book for: Sriram has used real-life examples to help you evaluate and enhance enterprise designs to improve mastery, autonomy, and purpose. Goodreads Rating: 4.07/5 (153 ratings) 4. The Technology Fallacy: How People Are the Real Key to Digital Transformation by Gerald C. Kane, Anh Nguyen Phillips, Jonathan Copulsky, Garth Andrus, Paul Michelman (Editor) The book explains why an organization should focus more on processes and people than on technology to respond to digital disruption. The authors leverage their four years of research in partnership with MIT Sloan Management Review and Deloitte, interviews with managers in organizations, including Google, Walmart, Salesforce, and surveying 16,000+ people. They argue that businesses can successfully respond to digital disruption by changing the organizational culture to be more risk-tolerant, agile, and experimental. Pick this book for: The book guides business leaders and managers to survive digital disruptions by making organizational changes to harness technology’s power. Goodreads Rating: 4.17/5 (137 ratings) 5. Building the Agile Business Through Digital Transformation: How to Lead Digital Transformation in Your Workplace by Neil Perkin (Goodreads Author), Peter Abraham (Goodreads Author) (Co-author) The book guides the change managers and enterprise development professionals to understand, implement, and learn the workplace digital transformation. By setting aside the outdated strategies and traditional thinking, the book focuses on creating enterprise velocity, removing unnecessary processes, establishing iterative working, mapping strategy to motivation, embed innovation, and developing talent to succeed. Pick this book for: The book efficiently delivers information to audiences of varied experiences and levels. It offers real-world case studies coupled with practical advice with more technical and academic knowledge and serves as an essential guide to building an agile organization. Goodreads Rating: 4.32/5 (56 ratings) 6. Digital Transformation at Scale: Why the Strategy Is Delivery by Andrew Greenway, Ben Terrett, Mike Bracken, Tom Loosemore ‘Digital Transformation at Scale’ guides the readers on how to build a digital institution. It explains how reformers in governments and businesses have globally enabled their enterprises' pivot to this noble way of working, with the lessons learned from their experience. Pick this book for: The authors leverage their experience in designing and delivering the UK government's successful ‘Government Digital Service' (GDS), the new institution responsible for the digital transformation of government, creating public services for the internet era. Besides snipping GBP4 billion off the government's technology bill, GDS opened up public sector contracts to thousands of new suppliers and became tremendously popular among citizens with its superior-quality online services without a big marketing campaign. Private sector companies and other countries notified the GDS model’s success, and it's now being copied across the world. Goodreads Rating: 4.27/5 (81 ratings) 7. AI Superpowers: China, Silicon Valley, and the New World Order by Kai-Fu Lee In ‘AI Superpowers,’ Dr. Kai-Fu Lee reveals that China has rapidly caught up with the US at an astonishing speed. According to Lee, Chinese and American AI will significantly impact white-collar jobs besides having a devastating effect on the blue-collared jobs as predicted by most experts. Lee claims that these unprecedented AI developments lead to dramatic changes much sooner than expected. Pick this book for: He further explains the jobs that will be affected and those that can be enhanced with AI and discusses how we can offer solutions to some of the most significant changes in human history. Goodreads Rating: 4.16/5 (8,422 ratings) 8. Clearing the Digital BLUR: How Organizations Can Transform Themselves At the Speed of Digital by Rajiv Jayaraman The new breed of competitors like Google, Facebook, Amazon, and Alibaba are disrupting the industries using innovative strategies beyond the understanding of most seasoned enterprises. The book helps you understand how these digital-born enterprises perceive the world around them. Besides helping you transform your organization to compete in today's digital rat-race, the book explains how to thrive in the digital age. Pick this book for: Tackling the digital challenge calls for a fresh perspective compared to the industrial age management playbooks. ‘Clearing the digital BLUR’ serves as a guidebook for managers and leaders to accelerate digital adoption, backed by a modern strategy, leadership, execution, and culture. It offers a holistic approach to digital transformation through practical insights in actionable frameworks, case studies, worksheets, and leaders’ interviews. Goodreads Rating: 4.33/5 (12 ratings) 9. Platform Scale: How an emerging business model helps startups build large empires with minimum investment by Sangeet Paul Choudary Contrary to selling a product or service, today’s massive scaling startups build a platform for others to create and exchange value. Some of the examples are social media, the Internet of Things, cryptocurrency, and more. Yet, most platform ideas fail due to a lack of proper understanding of the business design and growth strategies. Pick this book for: Platform Scale not only writes down a structured approach to designing and scaling a platform business model, but it also addresses the key aspects that can succeed or fail businesses through six core concepts. Goodreads Rating: 4.23/5 (415 ratings) 10. Platform Revolution: How Networked Markets Are Transforming the Economy--and How to Make Them Work for You by Geoffrey G. Parker, Marshall W. Van Alstyne, Sangeet Paul Choudary Fact-based, authoritative, ‘Platform Revolution’ is the first of its kind of “owner’s manual” for successfully creating a platform business model. It explains various ways for newbies to identify prime markets and monetize the network. It reveals strategies behind the upcoming business platforms to current business leaders and explains how traditional organizations can adapt to the change. Pick this book for: Besides discussing regulation, security, and consumer trust and examining markets that may be mature for a platform revolution, the book explains the bright prospect of platforms. It shows how they will change the careers and lives of millions forever. Goodreads Rating: 4.13/5 (2,845 ratings) 11. Modern Monopolies: What It Takes to Dominate the 21st Century Economy by Alex Moazed, Nicholas L. Johnson Platforms like Google, Amazon, Snapchat are game-changers. Rather than making things, these platforms create value by connecting people and dominating everyone’s daily lives worldwide. Mobile computing has transformed how we interact and blend the physical and digital worlds. While these enterprises are expanding their influence from the digital world to the entire economy, just a few individuals genuinely grasp this radical structural shift. Pick this book for: In ‘Modern Monopoly,’ the authors explain what has changed, how it affects today’s organizations, and how business owners, entrepreneurs, and managers can adapt and succeed in the new era. Goodreads Rating: 4.08/5 (585 ratings) 12. Edge: Value-Driven Digital Transformation by Jim Highsmith, Linda Luu, David Robinson In ‘Edge,’ the authors talk about the fast, adaptive, value-driven, iterative, lightweight, and powerful new operating model that helps achieve continuous innovation by closing the gap between digital strategy and execution. ‘Edge’ addresses three critical aspects, i.e., working together among the criticality of vital and rapid responses, allocation and tracking business investment funds for their goal and vision-based initiatives, and ways of rapid adaptation to thrive Agile. Pick this book for: The book delivers practical insights leveraging its authors’ unparalleled experience and pioneering clients. Goodreads Rating: 4.38/5 (42 ratings) 13. IT Strategy: A 3-Dimensional Framework to Plan Your Digital Transformation and Deliver Value to Your Enterprise by Jim Maholic With over a dozen IT executives and CIOs’ interviews, the book lays out the process from a blank whiteboard to an all-inclusive IT Strategy. ‘IT Strategy’ illustrates a range of technical and non-technical topics to facilitate readers to devise a road map to their desired future state and repeatedly emphasize the alignment of IT Strategic Planning with central business key performance measures and strategic business planning. Pick this book for: With 25+ years of IT Strategist stint, Jim Maholic has consulted with many reputed and largest enterprises in North and South America. He leverages his expertise to deliver a notably thorough and consistently precise guide in ‘IT Strategy.’ Goodreads Rating: 4.86/5 (7 ratings) 14. 77 Building Blocks of Digital Transformation by Jace An ’77 Building Blocks of Digital Transformation’ is a practical field book that explains the proven digital capabilities as the fundamental digital transformation blocks. It discusses the approach to assessing and enhancing digital capabilities for achieving successful digital transformation and is ideal for digital practitioners such as IT professionals, sales reps, marketers, digital planners, and digital consultants. The book consists of 12 mega capabilities (set of capabilities) and 77 capabilities. Pick this book for: The book serves as a ready-made yet highly customizable solution for those organizations that find it challenging to establish a robust and agile framework for their digital operations. Goodreads Rating: 4.83/5 (6 ratings) 15. Mastering Digital Business: How powerful combinations of disruptive technologies are enabling the next wave of digital transformation by Nicholas D. Evans ‘Mastering Digital Business’ serves as a strategic guide for IT and business executives. Today, mobile, cloud, intelligent automation, IoT, social, analytics, wearables, and robotics are some of the most disruptive technologies. Pick this book for: The author talks about how we can leverage these technology combinations and mastery in digital services, platform business models, and leading practices in corporate innovation to create and execute our digital strategies for competitive advantage. Goodreads Rating: 4.21/5 (14 ratings) 16. The Digital Matrix: New Rules for Business Transformation Through Technology by Venkat Venkatraman The book helps its readers understand the types of players forming the new business landscape, the transformations that every business will experience, and the winning moves to ensure your organization’s success. Pick this book for: It helps you learn to navigate the digital ecosystem world, discover how you can compete and collaborate with other organizations for creating and capturing value, realize how robust machines can maximize your organization’s human talent, and learn to assemble the team to experiment with new ideas, reassess your core beliefs, and reinvent your business strategy for the digital future. It explains how to rethink your business model, assemble the right team, and make bold strategic choices to harness digital technology. Goodreads Rating: 4.21/5 (14 ratings) 17. Agile Transformation: Structures, Processes, and Mindsets for the Digital Age by Neil Perkin ‘Agile Transformation’ offers practical advice and covers everything, including the need for new operating models, ways to apply agile principles at scale, how to leverage digital-native processes, and why change managers should think big but start small. Pick this book for: It discusses tackling the staff mindset that can hinder agile adoption, create and engage high-performing teams for change, and why a plan of starting an agile business need not fail. Featuring case studies from organizations including Amazon, Netflix, and Vodafone, this book is vital for businesses to compete in the new world of work effectively. Goodreads Rating: 4.5/5 (12 ratings) 18. The Transformation Files: 17 Insights to Inspire Managers and Leaders in the Transformation of a Digital Economy Business by Rob Llewellyn ‘The Transformation Files’ is a collection of critical success factors that every leader should focus on during digital transformation adoption. Rob leverages his two decades of experience in 30+ countries to help some globally renowned firms generate commercial value from people. Pick this book for: This knowledgeable and easy to read book is backed by relevant work experience and offers practicality to start applying the guidelines and insights immediately. Goodreads Rating: 4.33/5 (6 ratings) 19. The Future Is Faster Than You Think: How Converging Technologies Are Transforming Business, Industries, and Our Lives by Peter H. Diamandis, Steven Kotler ‘The Future is Faster than You think’ investigates the impact of rapid technology acceleration on both our society and daily life. The book offers a prescient look at our impending future. Pick this book for: The book explores the convergence of digital technologies and their revolutionizing impact on today's legacy industries and their impact on our daily activities such as governing our nation, raising kids, or caring for our planet. Goodreads Rating: 4.33/5 (6 ratings) 20. The Industries of the Future by Alec J. Ross In the book, Ross distills his observations on the forces that are changing the world. Backed by nearly a million miles of travel to forty-one countries as Hillary Clinton's Senior Advisor for Innovation, Ross emphasizes the best opportunities for progress and discusses how countries thrive or sputter. Pick this book for: The book explains the ways we will need to adapt. Ross offers a vivid and informed perspective on how sweeping global trends affect how we live in today and the future. Ross examines the particular fields that will form our economic future over the next decade, including the impact of digital technology, robotics, the commercialization of genomics, artificial intelligence, and cybercrime. Goodreads Rating: 4.04/5 (6,868 ratings) Conclusion The above books discuss how digital transformation has affected practically every industry and every aspect of a business. They provide multifaceted solutions that offer insights on innovation and agility, helping companies achieve increased revenue and much-needed sustainability in today’s competitive marketplace. Do you have more book recommendations to add? Feel free to drop in a message and we will review it.
Choosing the right SaaS tool can be challenging as there are many tools out there in the market for every need, and based on your requirements and preferences, you have to see which is best for you.