“Digital Fitting” doesn’t take cookie cutting approach. On the opposite, the beauty is in the color of characters, the distinction of capabilities, and many shades of creativity.
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? Furthermore, how do you define “Digital Fit,” and develop the best and next practices of "Digital-Ready" Talent Management?
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? Furthermore, how do you define “Digital Fit,” and develop the best and next practices of "Digital-Ready" Talent Management?
Running a Digital Ready Talent Management
- 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 organizations, 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." “Digital 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.
- How to Innovate Talent Management With the increasing speed of changes and advanced digital technologies, organizations large or small are also facing the challenges to innovate talent management and take care of their most important assets - people more effectively. It starts with mind shift - from treating people as cost and resource to plug in, to thinking them as human capital to invest in. Research show that the foundation of business success is innovation. Creativity is #1 skill needed in the digital Era, how can organizations build a creative working environment and unleash their talent potential as well as the full business potential?
- The Business Fitness for Digital Paradigm Shift: Digital makes a significant impact on every aspect of the business from people, process to technology, both horizontally and vertically. Digital becomes the very fabric of high performing business, being outside-in and customer-centric is the new mantra for forward-looking and high mature digital organizations today. At the heart of digital, it is people and how to build a customer-centric organization. But how to assess the digital fitness of your organization for such a paradigm shift?
- Three "C's in Building an innovative team: There are still full of serendipity in creativity: How many forms of creativity are there? How are they different? How are they similar? Isn't what makes them similar or different, also what makes them creativity? Creativity has many forms and manifestations. Take the standpoint that creativity has its starting point within an individual. Individual creativity is absolutely critical, but how to build a creative team to harness collective creativity?
Three Perspectives to Bridge the “Trust Gaps”: Digital workforce in organizations today are multigenerational, multicultural, multidevicing; on one hand, the business becomes hyperconnected and always on; on the other hand, every person is different, every generation is different, and every region in the multinational company is also different, from talent management perspective, besides “skills gap” the organization needs to close; minding the trust gap is perhaps another challenging facing in businesses and our society.
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1 comments:
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