In a world where disruption in the workplace is rapidly becoming the new norm, prioritising the management of people is now more critical than ever.

Let’s take the big retailers as an example. Around the world, retail giants are facing huge amounts of disruption by new and more innovative online retailers. With their substantial investments in real estate and stock, they simply can’t compete with eCommerce businesses whose biggest expense comes from their IT and people. Hence, the big retailers are being rapidly left behind by their competitors, and are having to make some difficult decisions regarding the future of their business operations.

This type of disruption which leverages innovative competition and advanced technologies is being mirrored across industries everywhere. And it’s causing many business leaders to ask themselves: how can I mitigate the impact of disruption, whilst successfully managing the combined technical, process and people issues?

Why do disruption initiatives fail?  

In every organisation there will be changes that occur, and the effects of this can be significantly amplified by disruption. But the fundamentals of how change and disrupted change need to be handled remain the same.

McKinsey has written a classic article on making operational improvements stick, which outlines the importance of integrating each of the following three functions in order to create successful change initiatives:

  1. Technical system (operating system): the way corporate resources are deployed to meet customer needs at the lowes