LEADERSHIP SKILLS in the Digital Age

LEADERSHIP SKILLS in the Digital Age: WHAT WE KNOW FOR SURE IN SUCH AN UNCERTAIN WORLD

Every day we are confronted with news about automation, open AI, chatbots, avatars, the digital age, among others, and the impact they will have (or already have!) on current business models, organizational models, roles, people, etc.

Digital transformation is gaining ground exponentially, often not allowing time for organizations and their leaders to understand and implement the necessary transformations that result from it.

According to a study conducted by Harvard Business School, published in the article “Leading in the Digital Era,” and involving approximately 1500 leaders from 90 countries, 97% of respondents agreed that organizations will not remain competitive unless they adapt to the requirements of the digital age.

But what are these requirements and what are the factors that drive success?

Contrary to what one might initially think, the digital world is much more behavioral than technical. Therefore, it’s important to change behaviors, create a digital culture, and adopt new tools and work processes.

We all agree that the role of leadership is crucial in any organizational transformation. But what skills and competencies should leaders demonstrate (or develop!) to lead in the digital age?

I would start by listing the ability to act as a catalyst for change! The speed of change in the digital age doesn’t allow for traditional planning! It demands, instead, a strong capacity for adaptation from leaders, who must position themselves as accelerators, facilitators, and enhancers of the search for integration and/or adoption of the new.

But where is the “new”? We need curiosity to go looking for it! At GROW-ING, we’ve long considered curiosity a key dimension in life and work. Being curious is part of our DNA. Without curiosity, there’s no room to seek novelty, for change, to question the status quo, to evolve! This need is recognized by our clients, who have already requested the creation of various learning activities focused on developing this skill.

The frenetic pace of digital transformation also implies the need to make decisions in contexts of high uncertainty. Therefore, it is important for leaders to develop their ability to deal with ambiguity positively, accepting it as a variable to be considered in the management of the business and the day-to-day operations of organizations and the world in which we live.

Regarding people leadership, it is critical that leaders increasingly demonstrate an inclusive leadership style – the ability to empathize, to be approachable, to show vulnerability, to be humble, to support, to develop, to foster growth, to integrate different perspectives on issues, encouraging everyone’s participation, thus promoting an environment where all employees feel valued.

But how do we recognize and develop these skills?

First, it’s important to diagnose where we are and where we want to go. To this end, we suggest conducting an organizational diagnosis/assessment of digital skills and leadership competencies. GROW-ING has solid experience in conducting 360º assessments and leadership assessments.

Then, it is important to develop – and here, once again, GROW-ING has extensive experience in designing corporate academies and development programs aimed at addressing the challenges and needs of each organization – the digital skills of all employees in our client organizations.

In short, digital transformation demands a tremendous capacity for adaptation and management of the unknown from everyone. For organizations to thrive in the digital age, it is essential to diagnose existing competencies and invest in the continuous development of leaders and their teams. GROW-ING offers specific tools and programs to empower organizations to face these challenges and remain competitive in an increasingly digital world.

ompetitivas num mundo cada vez mais digital.