Monday, July 31, 2017

Three “HYPER” Characteristics of Digital Organizations

The digital organization with “HYPER” characteristics should keep tuning its structures and processes, to become more adaptable, innovative and inclusive.

The digital shift means change. It represents the next stage of business maturity which will improve how the enterprise works and interacts with its ecosystem, with the customer at the center of its focus, and innovation as its major theme. Digital organizations become always on and interdependent, they are the switches in the expanded business ecosystem, to keep information flow, knowledge flow, and therefore the business world flow. Here are three “Hyper” characteristics of the digital organization.

Hyperconnectivity: Digital means holism and interconnectivity. Digital is about connectivity, it means to have the better capability for dots connection across the geographical, functional, organizational, industrial, or generational boundaries. Hyperconnectivity brings both the abundance of opportunities and unprecedented risks, hence, the hyperconnectivity of the digital world requires people to see things from the broader lens. Being connect-wise means to discern the trends from fads, seek business goals before taking business initiatives, to build a high-innovative digital powerhouse. To keep the hyper connectivity nature of the business, the challenge for today’s organizations is to manage its portfolio of relevant cross-border strategic synergies and organizational interdependence with the appropriate mix of enabling organizational elements and maintain the right level of digital balance. If creativity is about connecting the wider dots. Digital hyper-connectivity can foster innovation through the broader scope collaboration. Because it's important to digitally connect key resources/assets in their vicinity/context to the resource-rich innovation hubs/clusters across the business ecosystem. The aspect which matters is ensuring that the enterprise is connected to all the appropriate eco-system, lattice or otherwise, touch points, for improving idea flows, knowledge flow, and catalyzing digital innovation as well as digital transformation.

Hyper-diversity: Today’s working environment is multigenerational, multicultural, and multidevicing, or put simply, hyperdiverse. Thus, to keep the business dynamic, companies today should embrace “inclusiversity” which is a  portmanteau word of mixing two words: “inclusiveness” and “diversity.” Many large multinational organizations have certain “diversity” best practices. However, if inclusiveness is not embedded into your business culture, sometimes, such practices even divide your workplace further, be diverse only on the surface or at the bottom of the organizational hierarchy, or try to fix the symptom and cause more serious problems for the long term. So, a working environment with hyper-diversity can help all employees to discover who they are and reach their full potential, and then maximize the collective business potential. It's something an organization must work on continuously.

Hyperdynamics: Nature is dynamic, life is dynamic, and digital ecosystem is dynamic. The digital ecosystem is complex and volatile. Dynamism consists in being able to break away from the static, being proactive. Either for the individuals or the businesses, if you stick and restrict, you cannot be dynamic. Hence, to run a successful dynamic digital organization means that you have to be open to changes, be informative to act, be flexible to take alternative paths, be elastic to scale, be resilient to recover, and be innovative to thrive. Today, the emerging digital technology is the most important element in the new breed of digital capabilities/processes which are rigor, but not rigid, standardized, but not lack innovation; mosaic, but not monolithic; it can be built dynamically and adapt to the change more seamlessly. Today’s digital organizations are hyperdynamic and customer-centric, digital organizations are becoming smarter at reaching consumers, in a targeted, highly responsive, deliberate way, and consumers are becoming smarter at consuming and providing direct feedback to the organization dynamically.  

The digital organization with “HYPER” characteristics should keep tuning its structures and processes, to become more adaptable, innovative and inclusive via taking advantage of the latest digital technologies. Understand that digital business development is multifaceted. Either being hyper or super is not about boosting the ego, but taking the long journey that is reshaping our thinking and recasting the way we view ourselves, the systems of which we are the part of the environments in which we live, and the way we think and solve problems.


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