Three component factors that are purpose, support and pressure help to incorporate any changes with the highest outcomes. If there is no specific purpose, there shouldn't be any changes then. For example, there is no complete understanding of business-processes RPA should cover or results of this technology seem unclear. NFP has a case where our specialists were to optimize processes differing from initial inquiry. The truth here is that such cases usually take place when customers hire consultants for this job. In case business is trying to find solutions for their digital tasks on their own, so to set the right purpose and find a proper decision for this certain business should be a priority. Effective tools of industry leaders and competitors can be a support during the process of transformation. By launching new products, they create a certain pressure and thus drive the development and upgrading of the solutions.
We can also apply the 'purpose, support and pressure' scheme in HR management. Cases where employees make little sense of their job responsibilities, KPI's or deadlines are not quite rare. This can lead to stagnation and impact both the project performance and employees.
When an employee has no support from managers or mentors, so there is no understanding that his/her work is important. The necessity of working eight hours or even more under strict directions from managers may lead to burnout, poor environment in a workplace, feel of resentment or other undesirable things. Every employee need to get a feedback to stay motivated. They need to be sure they can follow strategies and plans to achieve career goals and that they will not be criticized if some misunderstandings occur.
We should use pressure as a parameter of progress. It is not a stick, rather a tool to speed up performance. Hesitations and concerns are normal among specialists. But often pressure makes them get a second wind to generate ideas and think outside a box.