Tuesday, June 7, 2016

How do you define “Digital Fit”?

"Digital fitness" is not about reading or writing, but about learning, de-learning, and re-leaning.

People are always the most invaluable asset in businesses. “Hiring the right person for the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? How do you define “Digital Fit”?






The term 'fit' can be interpreted with a degree of variability: “Digital fit” should be first defined as “mind fit.” The right mindset is utmost quality for being a right fit because the power of the mind is the force to change the business or even the world for better, and then following with attitude fit and behavior fit. Where you want to look for 'fit' is in relation to the cognitive intelligence to speed up digital transformation, values you want to build or maintain within your team, and the kinds of behaviors that you would expect to see as a result of, or in alignment with those values. “Fitting” doesn’t take cookie cutting approach, organizational fit means "incluversity." “Fit” doesn't mean that everyone needs to have the same thought process, the same personalities, the same preferences, or the same experiences. On the opposite, the beauty is in the color of characters and many shades of creativity. Just because two different people have different backgrounds, different thought processes, different approaches, and different opinions, it does not mean they can't be a good fit. Indeed, the complementary skills and capabilities are imperative to build a digital fit team and organization. Organizations need to be thoughtful about whether you are hiring people who are an obvious "fit," and passing on people who are less so (at least on the surface). Thought, skill and experience diversity are what make effective innovation and growth possible, and you are selling short when you hire for homogeneity.

Fit or misfit is contextual: "People engagement" blended with "context-fit" makes the people "fit. The goal of an organization is to find out how you can locate the right candidate for a specific position within an organization. Are you planning to build a homogeneous or heterogeneous team; a complimentary team or a competitive team? Organizational fit from conventional lenses makes relationships easy and perpetuates the status quo. If companies are satisfied with where they are and going then they should pay attention to the profound understanding about the Digital Fit. If things need to change then they need to quit hiring clones. Every single individual is right (talent or genius) in some way. There are some basic fundamental characteristics will separate a digital fit candidate from a wrong candidate. What is important is that everyone feels committed to the goals of the team, and are comfortable with “who they are” associated with those goals. A "context-fit" culture of the team/job profile matches with the culture of the individual, or a 'misfit' mind helps culture transformation, is highly desired along with attributes.

Set the principles to innovate talent management and embrace digital fitness: The guiding principles, which is part of the culture set by the leadership of an organization, should be at the forefront of the mind of anyone doing the hiring because finding the right person who fits in the company will only lead to greater success for the individual and the company. Moreover, a passionate and motivated leader makes the hiring right as he/she can engage the team members and can unlock their motivation. It further leads to enhancement of productivity and performance. Hiring good people is hard; hiring great people is brutally difficult. Different organizations set different criteria. The fit is not equal to compliance. Generally speaking, a “digital fit” person is self-motivated, self-directed, self-inspired, purposeful, and creative., etc. Although there are many attributes that may influence hiring the right people. The culture of the organization begins at the top with the leadership. That culture is communicated through documentation, through informal practices and formal behavior. When it comes to finding the right people, one must first assume the goal is to find the right person who not only fulfills the required needs of the job at the moment but also has the potential to lead organizations to the next level; the right person who fits into, more precisely, who can bring the wisdom to the culture of the organization, and who can transform the organizational culture to accelerate business execution.

The digital fitness is based on both how you think and what you are doing. The right people are the ones who possess the right mind with knowledge, skills, abilities and behaviours necessary to move your business in the direction it needs to go; to help realize the vision and values of the organization, they are fit for changes, and keep innovating and transforming the business for the long-term prosperity.

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