Under new leadership, LITC aimed to reimagine its business and become the region’s most trusted digital business enabler. The company’s leaders aimed to undertake a major cultural transformation, to maximize employees’ talent, and to acquire critical new skills.

LITC partnered with Makman Consulting to embark first on a comprehensive cultural transformation program based on the philosophy that a business cannot scale or mature if it is not built on proper foundations. Proper foundations include elements like disciplined processes, business assurance controls, and proven methodologies for creating and controlling new revenue streams.

LITC and Makman took a two-pronged approach. The first focused on protecting the company’s bottom line by learning how to develop and implement superior revenue assurance practices. The second focused on learning how to create a digital services ecosystem and establish new, alternative revenue streams.

LITC and Makman used a tool called the The Game Changing Index (The GC Index) to identify the first 30% of LITC’s workforce that would be specially upskilled in the initial phases of the program. The GC Index provides part of the basis for the cultural transformation component of the TM Forum Digital Maturity Model (DMM) and helps to match employee proclivities, or energy for business impact, with needed new skillsets. All LITC’s employee groups received training in the Business Process Framework, Business Assurance principles and Lean Six Sigma to improve business process skills across the company.

Rounding out its cultural transformation, LITC will practice continuous improvement to ensure that teams continue implementing process definitions and business assurance controls across both legacy and new areas of the business. They will continuously monitor, optimize, expand, and improve business processes. A “set-it-and-forget-it approach” to business assurance is a thing of the past.

Perhaps the most important lesson learned in LITC’s transformation was the effectiveness of addressing culture first, then knowledge, then skills, so that teams are prepared in both change management and digital readiness to see the company’s new vision and business transformation through.