The market for digital transformation is expanding at an impressive rate, and it is becoming increasingly vital for healthcare organizations to innovate to stay ahead of the game. 

Essentially, healthcare organizations must strive to improve data access and flow, explore telemedicine, and reduce human error while simultaneously creating amazing mobile and web experiences to lower costs. 

Digital transformation is a significant change in how healthcare organizations deliver value to their customers and requires a robust change management strategy to achieve success. However, the success rate for digital transformation programs is frightening. The success rate of digital transformation is between 5 and 30%, according to the Harvard Business Review September 2022. That’s because healthcare organizations tend to over-index their focus and investments into process and technology and miss the people change aspects; this leads to a disengaged workforce, which poses significant risks to any transformation. To achieve success, organizations must understand that a successful digital transformation requires a strong change management strategy. 

According to WalkMe, 47% of organizations that integrate change management are more likely to meet their objectives. 

Essentially, organizations must focus on change management to achieve success. The following recommendations can increase the chances of a successful change:

• Involve change network in corporate culture change: Bring the change network change champions forward to the front of the organizational change management process, engaging leadership in your change network at the earliest possible point. This approach will answer the key questions along with the "what's in it for me" question, allowing the conversation to change from resistance to enthusiasm. This can be the key to setting the stage for successful change.
• Expand the group of people involved in the change process: Expand the group of people involved in the process beyond just the executives, leaders, and managers. It is essential to include members of the organization who will make up the change network and change champions. These individuals have formal and informal networks that can impact change and culture through their communication with leaders and end-users.
• Identify the influencers within the organization: It is crucial to identify the "influencers" within the organization, the people whose opinions are listened to by others. These influencers need to be engaged in the process from the beginning, as they can help communicate the message to the rest of the organization and provide the knowledge necessary to make informed decisions to support and engage in the upcoming change.
• Mitigate resistance to change: By involving the Change Network and Change Champions early on and engaging the influencers, the conversation surrounding the change can change from one of resistance to one of enthusiasm, energy, and urgency, setting the stage for a successful change. Knowing who your resisters are and giving them the knowledge and the understanding of how important they are and the change to the success of the organization will allow you to minimize any risks.
• Identify the right change team members: Groups to look at would include corporate leaders, managers, business leaders, super users, and end-users. Instruments that may help identify the right guiding/change team members would include informal network analysis, focus groups, interviews, and suggestions from all of the above-mentioned groups. 

Consider these recommendations carefully as you consider your people along with the process and technology and your next digital transformation effort.