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To identify the key factors

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that drive success

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in a digital transformation,

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BCG recently surveyed over 800 senior executives

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globally across all major industries,

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and studied more than 70

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digital transformations supported by BCG.

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The study showed that

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only 30% of digital transformation

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efforts achieve success.

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However, there are six key factors that,

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if addressed adequately,

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can flip the odds of success

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in a digital transformation

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from 30% to 80%.

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One of the six success factors

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is having a strong leadership commitment

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from the CEO all the way down through to middle management.

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Our research reveals

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that companies with a leadership commitment

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from the CEO down through middle management

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are 65% more likely to succeed in their digital transformations

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than those without such a commitment.

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Companies that met

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 or exceeded their targets

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and created sustainable change

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had their CEOs checking in

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at least quarterly to track progress and steer the effort.

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Over 90% of these companies

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had digital transformation on the CEO’s

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or the Executive Committee’s agenda—

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a staggering 50% more

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than companies that were less successful

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or unsuccessful.

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In our discussions with executives

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who led successful digital transformations,

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we also learned about how they engaged

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 the frozen middle.

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This refers to middle managers

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who may not buy into the transformation right away

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because their incentives  are not aligned

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with the transformation goals, for example.

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So, what makes leadership committed

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and middle management engaged?

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Based on our empirical research,

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we have developed a set of Yes/ No questions

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to help you assess

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whether your organization

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can adequately address

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the leadership factor.

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And BCG

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has a structured approach

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to help you answer Yes to these defining questions

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by getting visible commitment from your CEO

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and other key executives,

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and engaging middle management.

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There are a few other considerations

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to keep in mind

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as you progress with your digital transformation effort.

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Purpose

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is what motivates people.

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Your company’s purpose

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is the North Star that inspires true commitment

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and gives employees much more than a paycheck.

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Consistent messaging

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and actions are key.

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Having leaders

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speak the same language

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to describe the transformation,

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as well as

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act on what they say,

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creates a clear vision

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 of the future

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and sets the right example.

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Leaders must also rethink

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how to engage

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and create excitement

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about the transformation.

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They need to embrace large-scale

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empowering rather than traditional

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command-and-control models.

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Leaders must demonstrate compassion and care.

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Because layoffs,

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redeployments,

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 and reskilling are inevitable.

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It is essential to provide

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practical and emotional support

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to those affected

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 either directly or indirectly.

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Be agile

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and ready to take

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bold decisions to drive commitment.

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Be open to reassessing the change vision

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 and messaging to keep them relevant,

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but willing to reevaluate the leadership team

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to ensure unanimous support for the change.

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As one of our senior clients put it: