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Digital Transformation: Stop Automating Chaos, 360+ Tools
692 students
Digital Transformation: Stop Automating Chaos, 360+ Tools
Bought a system nobody uses? Diagnose first, fix the process, pick the software, bring people along: 195 ready tools
Last updated 10/2026
English
English [Auto],
What you'll learn
- Stop starting from the software: take 360+ ready procedures, checklists, question lists, templates and matrices for each step
- See where you really are with a digital maturity model, an IT current-state assessment checklist and a data maturity assessment
- Turn business goals into a plan with an IT strategy template, an IT roadmap and RICE prioritization
- Find out why people resist before you roll out: an OD diagnostic interview script and organizational change readiness questions
- Fix the process before you automate it: value stream mapping, a swimlane diagram, five whys and a process waste detection checklist
- Choose a system without regret: an HRIS selection checklist, an ATS comparison matrix and a technology vendor selection checklist
- Test small before you spend big with a pilot launch checklist and a pilot scale-or-stop checklist
- Prove it worked with return on investment (ROI), IT strategy success metrics and an OD intervention evaluation checklist
- Bring people along with Kotter's 8-step change model, a communication plan template and a change resistance response matrix
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
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Course content
15 sections • 39 lectures • 20h 23m total length
Requirements
- A transformation, a system rollout or a process redesign you take part in
- No coding required: the course is about deciding, sequencing and landing the change
- One real process or system you can take apart as you go
- Nothing to buy for the course itself: the presentations and a workbook are attached to the lectures
Description
This course contains the use of artificial intelligence.
The system is bought, the launch is done, and people still work in spreadsheets. Here are 368 tools to do it in the right order: 195 ready-to-use procedures, checklists, question lists, templates and matrices, 106 models and methods, 66 services and apps shown on screen, and 1 downloadable workbook.
Open a lecture, take the tool, use it on the rollout you are in now.
Why most transformations automate the mess
The order is almost always wrong. A platform is chosen because a competitor has it. It lands on a process that nobody has ever described, so the first thing it does is run the old confusion faster and in plain sight. Nobody diagnosed the organisation, so resistance looks like people being difficult, when they are protecting something that works. And there was no baseline, so nobody can show that anything improved. The next initiative starts with less trust than this one.
What changes after this course
You go in the order the work needs. First the goal and an honest look at where you are. Then the diagnosis of the organisation. Then the process, redesigned on paper. Only then the system, chosen by criteria you set before the first vendor demo. And all the way through, the people: what they will lose, what they will gain and what will make the first step easy.
What is inside: 368 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 195 ready-to-use tools inside the presentations:
- 61 step-by-step procedures and workflows: IT strategy development procedure, digital transformation procedure, process improvement procedure, change request management procedure
- 38 checklists: IT current-state assessment checklist, technology vendor selection checklist, pilot launch checklist, HRIS selection checklist
- 37 question lists and scripts: CIO-CFO conversation script, technology value assessment questions, OD diagnostic interview script, organizational change readiness questions
- 27 templates and sample documents: IT strategy template, IT roadmap, project charter, communication plan template
- 23 scorecards, rubrics and matrices: digital maturity model, impact-effort matrix, IT outsourcing decision matrix, ATS comparison matrix
- 6 formulas and metric sets: IT strategy success metrics, DORA metrics, IT project and portfolio success metrics
- 3 other working tools: personal history team exercise, team effectiveness feedback exercise, event-driven process chain
- 106 models and methods explained with examples: ADKAR model, ITIL, COBIT, Zero Trust, data mesh, DevOps, minimum viable product
- 66 services and apps shown on screen, from a quick look to a detailed demo: Greenhouse, Lever, Workable, BambooHR, Docebo, Confluence, Miro, Lucidchart and others
- 1 downloadable workbook: Rollout readout workbook
Where the tools are
- The technology leadership frame (3 sections, 108 tools). Strategy and digital maturity, infrastructure, continuity and regulation, the function and its vendors, data, choosing technologies, ITIL, COBIT and the project portfolio.
- Diagnosing and changing the organisation (3 sections, 111 tools). Getting permission to start, assessment and feedback, interventions at the level of a person, a team and a process, and proof that it worked.
- Redesigning the process (3 sections, 77 tools). Waste and maturity, mapping, root causes and advanced analysis.
- Selecting the systems (3 sections, 74 tools). How to choose and negotiate, learning and collaboration platforms, chatbots and AI inside your systems. The examples here are HR systems: applicant tracking, HR information and learning platforms.
- Carrying people through it (2 sections, 32 tools). How people react to change, the eight steps, urgency, vision, quick wins and making it stick.
What this course is not
It is not a technical course: there is no coding and no configuration of a specific platform.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe. I am also a founder and lead the strategy of my own academy.
When I joined iDeals, I introduced automation first and not last, while people were still open to everything new and before we hired many more who would have to be retrained. I had to roll out many systems at once and knew it usually meets resistance, so I worked with emotions too. We put up posters, invited everyone at four on a Friday and turned on light music. I said: today we show you the new systems, and then there is a party; you do not need to memorise anything. After the presentation there were cocktails and cupcakes in the kitchen. It went smoothly, without resistance.
How to use the course
Start with the first lecture and its workbook: it shows whether your rollout changed anything. Then go in order if you are at the start of a transformation, or open the block for the stage you are at: diagnosis, process, systems or people. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 39 lectures across 15 sections, 20.5 hours
- 38 downloadable resources: the lecture presentations and a workbook
- 368 tools across the lessons, ready to copy into your own work
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take the last system your company rolled out. Open the first lecture and fill in the rollout readout workbook: what changed for the people who use it. Enrol now and start your first lesson today.
Who this course is for:
- IT and technology leaders who were handed "digital transformation" as a goal
- Operations and process leads whose new system was rejected by its users
- Programme managers who run a rollout across several functions
- Consultants and internal advisers who have to land a change, not only recommend it
- Founders and general managers who digitise a company for the first time
- HR and organisational development specialists on transformation teams