Hybridity: Digital means flow and overwhelming growth of information. Today’s digital workplace is a hybrid, networked, and extended modern working environment in which the powerful digital platforms and computing technologies enable seamless conversations, delayer overly rigid hierarchical organizational structures, evolve dynamic business processes and improve customer satisfaction. Today’s digital workforces are multigenerational, multicultural, multi-geographical, and multitasking. The reality of digital business is a hybrid combination of something old with something new, and there are many seemly paradoxical but indeed coherent elements in running the high-performance business today. Fundamentally, running a digital business is an iterative problem-solving continuum. In practices, digital transformation is a continuous journey for solving problems caused by "conflict," "out of balance," and “lack of logic.” Digital favors hybrid solutions, with powerful digital platforms and collaboration tools, ideally, the physical organizational structure, relationships, virtual platforms, and social connections wrap around each other to ensure accountability, information flow, employee empowerment, and change enforcement. Digital Management is a hybrid and holistic discipline with mixed management styles for running a high performance and high mature digital organization.
Adaptability: Adaptability is to be understood as the ability of systems or people adapts themselves smoothly and fast to changed circumstances. Metaphorically, the highly adaptive digital organization is just like the chameleon which has a laterally flattened body and its skin changes color for constantly adapting itself to its environment. With rapid changes, the exponential growth of information, and continuous disruptions often led by digital technologies, organizational adaptation is the ability to be highly responsive to the fast-changing business environment. Consider the digital organization as the self-organized but interlaced and hyper-connected ecosystem, and humans are vehicles of societal and cultural solutions. Adaptability is not just a soft skill, but a hard competency. Digital organizations are living systems. What enables a self-adaptive organism is an information-driven process feeding and sustaining business growth and balance cycle. A key element in self-adaptive organisms such as running a thriving business is people. Self-adaptation is faster if made with the full involvement of people in organizational flow with the consciousness to change and harness of innovation.
Potentiality: To make a shift from doing digital to being digital, the business needs to discover its innate strength and build its differentiated competency. Either at the individual or business level, performance is mostly a mix of past and present; and potential relates to the innate and developed business competency. Individuals showing potential are distinguished usually by their mastery of new roles quickly and effectively. Business potential enables the organization to develop dynamic business capabilities and build differentiated organizational competency. Re-imaging the digital business is exciting, reinventing the business to get digital ready takes both bold leadership and strategic planning. The collective human potential transcending into the business potentiality is the greatest thing the organization should ever invest in because it is the driving force to catalyze the business growth and build the unique organizational advantage that the competitors cannot beat. However, in many organizations, there is a danger of not having a structural process to develop and nurture collective potential. Because investigating the different path of unleashing business potential needs to take a systematic approach to develop it into a more solid form and transform it into the powerful digital force catalyzing business growth and driving digital transformation.
Inclusiversity: This is a portmanteau word of mixing two words: “inclusiveness” and “diversity.” Today’s digital workforce is multigenerational, multicultural, and multidevicing. Many large multinational organizations have established a "diversity and inclusion" initiative or developed certain “diversity” best practices. But often it’s not sufficient to make diversity as a true digital delight if inclusiveness is not embedded into your business culture; sometimes, such practices even divide your workplace further or try to fix the symptom, and not get the real issues fixed. Inclusion is the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s long-term success. When there is an intentional strategy in place to not only increase awareness but to link the power of diversity to key business initiatives and team effectiveness, it will make a significant difference between cosmetic diversity makeup and the essential inclusiveness movement. It's something an organization must work on continuously and it’s important to take a holistic approach by leveraging comprehensive organizational or managerial process for achieving inclusion that maximizes the potential of all employees and develops a creative and delightful digital workforce.
From doing digital to going digital to being digital needs to take a lot of brainstorming, thought-out planning, forming, and performing. A radically different kind of management needs to be in place, a different way of thinking and coordinating work, a different set of values or characteristics, a different way of communicating, and a differentiated set of organizational competencies need to be built up, in order to run a delightful digital organization.
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