Digital transformation is coming faster than we think. Top 50 Change Management thought leader, TEDx speaker and #1 best-selling author Friska Wirya outlines how to turn resistance into resilience in her new book, The Future Fit Organisation: A Leader’s Guide to Transformation.

    For nearly a decade, Wirya has worked with some of the biggest names in mining, engineering and technology as a change and transformation expert, leading programs that have influenced tens of thousands of people across six continents.

    But she hadn’t always worked in the change management sphere. In the 2010s, she was enveloped in general management consulting, finding herself drowning in a sea of ennui.

    “I get bored easily. And boy was I bored in general management consulting,” she recalls. “Change management was still new. It intrigued me. [It was] a discipline that was coming of age.”

    Working her way up the ranks with “unwavering dedication and laser-like focus”, Wirya built her change management portfolio via major social and civic projects—one of which ensured the safety and quality of life for 1.2 million Australians from her work with the WA Police.

    Getting future fit

    In her new book, The Future Fit Organisation: A Leader’s Guide to Transformation, Wirya addresses the unprecedented pace of digital evolution and why and how organisations need to become “future fit” in order to adapt to the tides of change. The 208-page book serves as a manual for leaders and organisations to thrive in the face of change and disruption using the proper tools, strategy and mindset that will allow them to develop what she describes as the two most transformative traits in business - openness to change and assuming positive intent.

    She says leaders must not only possess an open and positive mindset if they want to effect successful digital transformation, but also create a culture of collaboration and openness through their conscious positive intent.

    Just like a successful relationship requires each person to be open to change, digital transformation requires employees to be open to new ideas and approaches.

    Friska Wirya

    The message in Wirya’s book is clear. Organisations that don’t innovate in today’s rapidly progressing tech landscape will be left behind. In her words, it’s not enough to just invest in new technology. You must be willing to change your entire mindset and way of doing things.

    With 15 chapters full of real-world case studies and analysis, The Future Fit Organisation can help directors navigate and negotiate the complex landscape of digital transformation.

    To learn more, visit

    Excerpt: Over-indexing on tech tools

    Many organisations fall into the trap of over-indexing on technology because it's seen as the easiest and most straightforward solution. They believe that investing in technology will automatically result in improved efficiencies, increased profits and happier customers. But this conventional thinking is shortsighted and ignores the bigger picture.

    Digital transformation is not just about technology; it’s about fundamentally changing the way an organisation operates. It involves adopting a new mindset, culture and way of working that prioritise agility, flexibility and innovation. It's about creating an environment where employees are empowered to think creatively and take risks and where failure is seen as an opportunity to learn and improve.

    Here are some examples of how this plays out:

    • Lego went through a digital and cultural transformation to stay relevant in the digital age. It shifted its focus from traditional toys to digital play experiences, introduced new digital products and apps and created a culture of innovation and experimentation.
    • Technology company Philips transformed its culture to become more agile, customer-centric and innovative. It implemented new ways of working, such as design thinking and lean startup methodologies, and created a culture of experimentation and collaboration.
    • Hospitality company Accor transformed its culture and operations to become more customer-centric, innovative and agile. It implemented new digital platforms and technologies, such as cloud computing and data analytics, and created a culture of experimentation and empowerment.

    Over-indexing on technology hinders the process of digital transformation. When you focus solely on technology, you overlook the critical need for cultural and operational change. You may also fail to engage your employees in the transformation process, which can lead to resistance and, ultimately, failure.

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