Friday, September 22, 2017

The New Book “Digital Fit: Manifest Future of Business with Multidimensional Fit” Chapter 5 Introduction: Talent Fit

The right people with digital talent fit are the ones who possess the right mind with high mature thinking ability, updated knowledge, unique skills, differentiated capabilities, and good behaviors.

“Hiring the right person with the right capability 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 and what does the "Digital Fit" mean. The goal is to find the right people who not only fulfills the required needs of the work at the moment but also has the potential to lead organizations to the next level, and accelerate digital transformation.

Digital Thinking fit: Our mind is a complex system of complex systems and many of them are very difficult to understand and grasp. They shape our thinking, communicating, and the way we perceive and understand things. The shift from silo thinking to holistic thinking is evolutionary at the mindset level. The individual's” thinking box” is a mental construct made up of personal and environmental components that one operates within. Digitalization is all about hyperconnectivity and innovation, interdependence and information-savvy. Thus, it is important to shape the bigger, much bigger box at the cognitive level in order to capture new perspectives and gain an interdisciplinary understanding of solving complex problems. The deep problem that reveals is to understand what are the evolutionary pathways implied by these mind switches and how we can leverage different thought processes to solve them effectively.

Innovation leadership fit: Digital is the age of innovation. But who should be put in the right position for accelerating innovation? Who are your idea creators? And who are your innovation implementers? The success of innovation depends on bold leadership and proper management. Innovation leadership is crucial because leaders must have a clear vision and be strong in communicating it. Innovation leaders must walk the tightrope between diplomat and Maverick. They have to create, manage, and orchestrate the innovation symphony not completely written yet. They should have their own constitutional innovation leadership behaviors across the innovation creator, translator, stabilizer, and navigator, etc, with the pattern of required behaviors to face the emerging situation and succeed. Digital innovation has a broader scope, you need different types of people for various innovation objectives for different types of companies. Ultimately, innovation wheel is spinning faster when it was pushed by the top management and that commitment cross the functional levels permeates to the entire organization.

Experience FitLife is the journey with the knowledge we gain and the experience we accumulate, etc. The point is how to define the quality of experience. Some experiences are sweet, other experiences are bitter.  Experience in most of the case is a mixture of success and failure. Experience is not about doing the same things, again and again, it is about always learning the new things through it, either it is success or failure. When experiences become cyclical, repetitive with no focus on improving, it soon becomes a trap. One should build capabilities through experience. Keep in mind, the X years of experience is not equal to the X times of capability. In fact, the experiences become a hindrance to future progress when experiences resist you to intake new knowledge or relearn when necessary. The experience becomes a hindrance when it causes the arrogance, make you feel that you are finally capable of everything. With today’s business dynamic, the experience can no longer be measured quantitatively only, quality counts, dynamic counts, and the better way to define experience is “Lesson Learned.” With today's change dynamic, experience to tackle new situations under diverse factors is what we should be looking at, it's the true "digital fit" capability for changes. So, the quality of experience is very essential.

The right people with digital talent fit are the ones who possess the right mind with high mature thinking ability, updated knowledge, unique skills, differentiated capabilities, and good behaviors necessary to move your business in the direction it needs to go, to achieve the vision and goals of the organization. They are not just keeping the lights on, they continue innovating, make positive influence, and transform the business for the long-term prosperity.

The New Book "Digital Fit - Manifest Future of Business with Multidimensional Fit" Slideshare Presentation

"Digital Fit" Amazon Order Link

"Digital FIT" B&N Order Link

"Digital Fit" Chapter 1 The Characteristics of Digital Fit

"Digital Fit" Chapter 2 Organizational Structure Fit

"Digital Fit" Chapter 3 Change Fit

"Digital Fit" Chapter 4 Knowledge Fit

"Digital Fit" Chapter 5: Talent Fit

"Digital Fit" Conclusion

"Digital Fit" Quote Collection I

"Digital Fit" Quote Collection II

"Digital Fit" Quote Collection III

"Digital Fit" Quote Collection IV

"Digital Fit" Quote Collection V


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