Performance keeps your business running, churning numbers whereas potential can leap your company up to the next level of the business growth and maturity.
From one generation to the next, the substance of leadership does not change, it’s about future, change, and influence. However, digital leadership trends will continue to emerge. Here is a set of featured blogs to dig into the “keywords” of the 21st century to brainstorming the future of digital leadership and business transformation.
Potentiality
Unleash Business Potential and Accelerate Digital Maturity Re-imaging the future of business is exciting, reinventing the business to get digital ready takes both bold leadership and strategic planning, navigating the different path for unleashing business potential needs to take a systematic approach and develop it into a more solid form, in order to evolve change and accelerate digital maturity.
Five Characteristics of “Being Digital” Going digital is all about the rapid changes, blurred functional, business or industrial territories, expanded organizational horizons, and ever-evolving digital ecosystem. The digital transformation makes a significant impact on almost every aspect of the business from people; process, to technology, both horizontally and vertically. It does make a smaller world, but also makes businesses more complex and interdependent. Here are the five characteristics of “being digital.”
Performance vs. Potential - Which One is More Crucial? Performance is how someone has performed in the past plus the present in various related contexts/ jobs. The potential is how one might perform in a different context or within the same context as a result of growth, maturity, skill development, or capability shaping, etc. Performance keeps the business running; and potential moves the business to the next level; so performance vs. potential, how shall you assess them objectively; are organizations really buying-in to talent development? In this day and age of instant up-to-the-minute information of stock performance and earnings reports that are due on a quarterly basis, what are the real odds of companies that actually put in the time to develop their human capital so employees would achieve their full potential, and ultimately organizations can grow into a Digital Master?
Three “P” Factors for Assessing Digital Fitness Digital fit starts with people fit. People are always the weakest link in organizations. So, part of the digital transformation journey is to prepare people for the new paradigm shift and to recognize this is a crucial step. The point is that how you know for sure that people being called “talent,” are really fit, how do you know you are putting the right people in the right position to solve the right problems? Here are three “P” factors for evaluating digital fitness.
Bridging the Potential Gap Organizations today need both performance and potential. Performance keeps your business running, churning numbers etc, whereas potential looks at an employee that can bring your company to the next level, and the collective human potential in the organization 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 the competitors cannot beat. So, how to understand both potential and performance at the deeper level, bridge the gap to unleash the collective potential and accelerate business performance to the next level?
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