Six Strategies to Drive Business Transformation Success

As digital disruption accelerates, more companies are focusing on strategic transformation to remain competitive. However, success depends on how well they balance investment, talent development and execution. A new industry study shows that even firms increasing their transformation budgets by up to 2.5 times still face operational and cultural challenges that may slow progress.

Businesses are now approaching transformation as a company-wide priority, driven by economic shifts, fast-moving technological change and rising market competition. Deloitte’s 2025 Chief Transformation Officer Study surveyed executives across various sectors who explained how their organisations are updating operations through process redesign, technology improvements and leadership alignment.

The study finds that most companies are increasing investment in long-term transformation, with more budget going toward modern technologies and essential operational upgrades. Since 2022, budgets have grown significantly, especially in areas that strengthen core business functions. Despite this growth, boards and stakeholders are demanding faster returns, which puts even greater pressure on organisations to prioritise effectively.

Changes in talent strategy are also playing a major role. Companies are assigning more internal teams to lead transformation work, shifting away from heavy dependence on external contractors. Involving team leaders early in the planning process led to up to 10% higher success rates, showing that deeper internal engagement directly contributes to better outcomes.

Leadership structures are also being redefined. More companies now rely on full-time transformation leaders who are highly experienced and focused solely on change initiatives. This marks a significant increase, with nearly 50% of surveyed organisations reporting dedicated transformation officers, compared to only 2% in past studies. This shift highlights the realisation that transformation cannot be treated as an occasional task.

Managing change within organisations has become a crucial priority. Although most leaders acknowledge its importance, many say they underestimated the need for talent development and internal engagement. Those who created strong employee support networks and addressed resistance to change were up to 16% more successful in achieving their transformation goals.

Another clear challenge is sustaining momentum after the planning stage. The study shows that while many organisations can design transformation strategies, actually executing them remains difficult. Misaligned resources, workloads and unclear communication often disrupt progress. Identifying these issues early helps create long-term gains.

Effective measurement is another area of improvement. High-performing organisations are emphasising more than just efficiency and customer satisfaction. They are improving how they measure transformation by adopting predictive performance indicators that inform daily decisions in real time. Viewing metrics as tools for strategy rather than just reporting provides these companies with a meaningful advantage.

In summary, ongoing disruption is now a fact of business. Those that proactively plan, involve their people and adapt their leadership approach stand a better chance of thriving. Transformation is not a one-time project. It is a continuous effort that requires agility, persistence and commitment.

Source: The Australian, TEKsystems, Oliver Wyman