In today’s rapidly evolving business landscape, digital transformation has proven to be a crucial step toward modernizing processes, driving data-driven decisions, and automating workflows to make human teams more efficient. However, an even more radical shift—agentic transformation—is poised to reshape organizations by integrating AI-driven agents that can replace the need for human intervention in entire processes. This article examines how organizations can transition from digital to agentic transformation, addresses the challenges along the way, offers strategies to soften the blow of departmental obsolescence, and extends a welcoming hand to digital transformation leaders to spearhead this next revolution.

Digital vs. Agentic Transformation: A Recap

• Digital Transformation
  Focuses on improving and streamlining existing workflows with new technologies. Gradually makes certain roles less necessary, often over a longer timeframe. Keeps humans at the center of processes, supported by digital tools.
• Agentic Transformation
  Embraces AI-driven agents that execute entire workflows autonomously. Can quickly render entire departments unnecessary once agents prove reliable. Places humans in strategic, managerial roles, rather than in day-to-day tasks.

While digital transformation helps organizations keep pace with technological change, agentic transformation leapfrogs traditional models by assigning repetitive or even complex tasks to autonomous agents. This shift has deep ramifications for organizational structure, job roles, and the very nature of work.

The Path to Agentic Transformation

1. Lay a Strong Digital Foundation
   Before jumping into agentic transformation, organizations must have robust digital operations. This includes well-structured data systems, established governance and security protocols, and a culture comfortable with continuous improvement and technological innovation. Digital transformation leaders are uniquely positioned to build and refine these foundations, leveraging their expertise in process mapping, tech integration, and change management.
2. Rethink Organizational Design
   As you plan for autonomous agents, consider which processes can be fully replaced and which should remain partially human-led. This rethinking might involve identifying candidate workflows that are rule-based, repetitive, or data-intensive, and collaborating with cross-functional teams—including digital and AI experts—to design new processes from the ground up.
3. Pilot and Parallel Operations
   Start small by piloting agentic solutions in a single department or workflow. While agents are tested, continue running the existing process in parallel, allowing a smoother transition if the agent encounters issues. Gather metrics to assess reliability, effectiveness, and improvement over human-led efforts. Communicate transparently about the pilot’s scope, goals, and potential impact on roles and responsibilities.
4. Scale and Redeploy
   Once the pilot succeeds, scale the agentic solution to other parts of the organization. Gradually retire legacy processes to allow employees time to train for new roles or to transition out with support. Redeploy employees from obsolete roles into areas where human insight, creativity, and emotional intelligence remain indispensable—such as innovation, strategic planning, or AI governance.
5. Top-Down Leadership and Vision
   Agentic transformation requires executive alignment and unwavering support. Leaders must clearly communicate the strategic vision, connecting agentic transformation to the organization’s long-term goals, and offer reassurance and guidance to teams facing uncertainty, providing pathways for professional growth and development.

Soothing the Shock of Departmental Obsolescence

One of the most challenging aspects of agentic transformation is the sudden obsolescence of entire departments or roles. Unlike the gradual pace of many digital transformations, agentic solutions can disrupt structures almost overnight. However, there are ways to soften this impact:

• Transparency and Empathy
  Communicate openly about the potential for significant changes, so employees can prepare. Invite input and discussion, fostering a sense of shared ownership rather than top-down imposition.
• Reskilling and Upskilling
  Provide training opportunities that help employees pivot to roles involving oversight of AI agents, data analytics, or human-centric tasks that require creativity and emotional intelligence. Frame automation as an opportunity to move up the value chain rather than a threat to job security.
• Generous Off-Ramping
  For those whose roles are truly displaced, offer severance packages, outplacement services, and career counseling. Emphasize the invaluable contribution these employees made to the transformation journey, preserving goodwill and morale.
• Celebrate Innovation
  Recognize the teams—both staying and departing—that helped the organization progress. Promote a culture where continual learning and adaptation are core values.

Embracing Digital Transformation Leaders in the AI Revolution

Rather than viewing digital transformation leaders as outdated in an agentic era, forward-thinking organizations can empower them to champion the transition. Their familiarity with:

• Tech integration and system design
• Process optimization and data-driven decision-making
• Change management and stakeholder communication

…makes them crucial for aligning agentic initiatives with broader organizational goals. By partnering with AI specialists, digital transformation experts can help plan, implement, and oversee the next generation of autonomous processes—ensuring a smoother transformation that balances efficiency gains with organizational well-being.

Conclusion

The journey from digital transformation to agentic transformation is both exciting and challenging. On one hand, agentic solutions promise unprecedented efficiencies and the liberation of human potential from repetitive tasks. On the other hand, entire teams or departments may become obsolete at a pace far faster than traditional digital projects.

Yet, by laying strong digital foundations, piloting carefully, phasing in changes, and treating employees with empathy, organizations can navigate these disruptions more smoothly. In this evolution, digital transformation leaders are not left behind—they are invited to lead the charge toward a more autonomous future, becoming pivotal architects of a new era where humans guide intelligent agents from the top, while letting the machines handle the day-to-day details. This is the path that ensures sustainable innovation, ethical deployment, and the long-term success of agentic transformation.

*Written with the help of chatgpt pro, vision and idea's provided by Dominique De Cooman