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Welcome to the final in our four-part series on the topic of Digital Transformation or DT. The complete series aims to provide a robust look at this subject in companies across the globe and its urgent significance during and after Covid-19.


The Corona virus pandemic, COVID-19, has changed the landscape of living overnight. Countries went into lockdown since the beginning of March 2020 and that took the workforce indoors. This brought the topic of Digital Transformation (DT) back with a powerful focus. Questions and renewed debates flooded social media timelines.

Is using Zoom a straight path to Digital Transformation? The winning formula for Digital Transformation is Collaboration. Tips to fast track Digital Transformation. COVID-19 is revolutionizing the world as we know it… and it has throttled a digital transformation process widely demanded.

And the most shared poll on social media: Who drove digital transformation in your organisation in 2020?

  1. CTO
  2. CEO
  3. Covid-19

To keep a clear head in the midst of the noisy Digital Transformation racket, it is important to seek a clear methodology that effectively and transparently answers how people and technology should work together. The Nihka Shift Methodology is our answer to you.




Bringing EQ into AI Nihka Technology Group

At the Nihka Technology Group, our why exists in the infusion of EQ into AI. This helps to build an inspiring and democratic tech-connected world.

Our Shift methodology outlines the elements we believe will help guide the process of Digital Transformation into any organisation in a positive and inclusive manner.


Nihka Shift Methdology


Trends in organisational change reveal that change is becoming more regular.  Our two-pronged approach to sustainability focuses on 1) Ensuring that the change is sustainable for the duration of its relevance. 2) Empowering stakeholders to adopt sustainable skills/techniques for increased tolerance and openness to change in the future


Nihka Shift MethdologyTwo: HIGH-PERFORMANCE

Nihka acknowledges the role organisational culture plays in driving strategy.  Change is championed positively in a high-performance culture.  We focus on a 29-point checklist to identify gaps in the existing culture.  Training and coaching promote the transition to a high-performance culture.


How do we create a high-performance culture?

  • Goals: Clearly defined goals provide direction. These goals assist organisations and teams to evaluate where they are, where they want to be, and what they need to accomplish.
  • Interdependence: The contribution of each stakeholder is necessary for the organisation to grow and prosper. Stakeholders are dependent on one another.
  • Courage: Everyone is willing to go above and beyond their perceived limits and capabilities to effectively achieve the goals of the organisation.
  • Respect: Every person has a right to be in the world and to be accepted. Acknowledging the rights of individuals to hold a unique viewpoint is essential.
  • Integrity: Integrity includes honesty and trustworthiness. An honest team is usually successful and productive.
  • Trust: Establishing a certain level of trust promotes security. Stakeholders need to trust one another to do the right thing to the best of their ability.
  • Appreciation: A culture of appreciation and acknowledgement improves morale, promotes harmony and increases productivity.
  • Growth: The willingness to be open to continuous learning.  Each member of the organisation is evolving, developing and reinventing themselves.
  • Commitment: Individuals are engaged and invested in the organisation. They bring their full attention to the business and its activities.
  • Collaboration: Members cooperate, share, and work well together. The opinion of each stakeholder is counted and valued.
  • Innovation: The organisation encourages new ideas, and individuals can move ideas through the organisation.
  • Agility: The organisation responds and adapts to opportunities. The changing pulse of the environment is monitored and responded to.
  • Timeliness: Action is taken immediately when required.  Communication is swift and relevant.  A sense of urgency is embraced when necessary.
  • Efficiency: Behaviour and action are governed by lean principles.  Action is evaluated and implemented for greatest impact.
  • Quality: The highest possible standards are adopted.  There is a constant strive for excellence.
  • Equality: Everyone in the organisation is equal and receives fair treatment.  The opinions and needs of all are counted.
  • Empathy: Team members care about one another and can understand a situation from another’s point of view.
  • Maturity: The ability to admit to mistakes and learn from them and the willingness to take negative feedback with grace.
  • Humour: Individuals do not take themselves too seriously.  They are willing to laugh and interact with joy.
  • Fun: Fun is integral to the performance.  The energy of playfulness and enthusiasm promotes positivity which, in turn, results in forwarding motion.
  • Problem-solving: A solution-oriented approach is taken.  Focus is placed on proactively addressing issues and taking the necessary steps to prevent a repeat of the problem.
  • Communication: Individuals send, receive, and understand the necessary information. Parties listen to each other and ensure that they have understood the message.
  • Support: Stakeholders provide each other with the resources and guidance they need to be successful. They are confident in their leadership.
  • Wellness: The organisation encourages and assists people to maintain physical, emotional and mental health.
  • Resources: The organisation has a comfortable workplace where people have the resources to be effective in their work.
  • Accountability: Individuals are accountable for their actions and have the independence to make decisions regarding their work. Each stakeholder is responsible for their function and roles.
  • Alignment: Individuals know, understand, and believe in the organisation’s vision, mission and values.
  • Flexibility: Flexibility is having an open mind and being willing to think and act differently to the ways of the past.
  • Synergy: Synergy combines synchronisation and energy. The interaction in a team produces a total effect that is greater than any individual contribution.


Nihka Shift MethodologyThree: INSPIRATIONAL

Change is most effortlessly adopted in an environment of upliftment and motivation.  Change readiness is the ability to continuously initiate and respond to change in ways that create advantage, minimise risk and sustain performance. Those responsible for keeping their teams motivated through the change process require extra support.  Applying personal development techniques to the managers elevate their ability to manage challenges.

Communication is essential to managing change.  Our approach is to ensure that all communication is positive, uplifting, inspiring and motivating.


Nihka Shift MethdologyFour: FUN

High change creates fatigue.  Change is uncomfortable and stressful for most.  Introducing fun and playfulness alleviates tension and allays fear.



Nihka Shift MethdologyFive: Transformation

Change is external.  For an organisation to undergo a transformation, individuals need to undergo an internal transition.  At Nihka, we believe in connecting to stakeholders on what matters most to them.  We highlight the advantages and benefits of the change for the individual.  Employees are encouraged to own the change and drive the process.



Keep this infographic for a quick reference guide to the Shift Methodology


Nihka shift methodology infographic


The Nihka Technology Group is a South African technology company based in Johannesburg, South Africa. The Group is focused on bringing the digital future to both the private and public sectors, locally and globally by delivering innovative, integrated technologies and intelligent solutions. Nihka offers end-to-end multi-dimensional consulting with an emphasis on integrating the human potential. Bringing EQ into AI.


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