Thinking transformative, and embracing digital

Ethan East

Our latest thought leadership ‘Thinking transformative, and embracing digital’ takes a human-centred approach to transformation. We believe in creating alignment of process, technology and people to enable a 'customer first' outcome.

We believe organisations that consider digital transformation should look at what their customers need and how to make their processes and systems efficient, enabling employees to unlock the true potential of the business model. Our approach is designed to challenge your people to think beyond the status quo and transform the world around them. At Sysdoc, we leverage our transformation experience with our creative minds to uncover true value for our clients.

We bring a unique set of skills to our clients that transforms the hearts and minds of leaders, employees and customers. Our Digital Transformation team takes a 360 degree view of your organisation.

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Designing the future of Sysdoc

How we enabled global collaboration and team work to rebrand from the inside-out, taking a human-centred approach to branding by putting our people and our clients first through the entire process.  What does ‘brand’ mean to you?  For some it has become shorthand for a variety of static visual assets, like the logo, or look and feel. But to us, brand is more than what a company ‘looks like’.  An organisation’s brand lives in the minds of the people who engage with it. It’s how people talk about an organisation, and how they interact with it – a good brand increases both trust and loyalty.

Brett Sedcole

How to improve your organisation's culture: The impact of unconscious biases in organisational culture

Did you know you are the culture creator? It comes as no shock that many of us struggle to improve ‘Organisational Culture’ when, as an industry, we still cannot even come to an agreement on its definition. It is suggested that when viewed holistically, organisational culture: is the rolling sum of what we do (or do not do) and whether those behaviours are rewarded and reinforced (monetary, recognition, advancement) or punished contains shared understandings and stories can be reflective of attitudes in the wider local, regional or national culture in which the organisation sits can vary within the company (based on its structure) is viewed by some as static, others as dynamic and continuous (Watkins, M., 2013)

Jade Tipping

Katherine Corich - An interview with WIL

Our Founder Katherine Corich was interviewed recently for the European Network for Women In Leadership, of which she is a board member. They discussed her career shift and what it takes to lead a successful transformation programme in the 21st century, as well as her extraordinary charity work in Brazil as Chairwoman of Happy Child International.  Katherine also reiterated the importance of networks such as WIL Europe and shared with the group a lesson she recently learned through her millennial employees. You can read the interview in full below.

Thomas Bugler