Due to the “VUCA” characteristics of business new normal, digital workplace today needs to become dynamic and informative.
The purpose of “Digital Fit: Manifest Future of Business with Multidimensional Fit“ is to share insight about multidimensional enterprise fit from digital characteristics, organizational structure, change, knowledge, and talent perspectives; evoke critical and paradoxical thinking about digital “fit vs. misfit,” spark healthy debates on how to define and develop true digital fit, and build a fitting working environment to inspire creativity and accelerate digital transformation.
The Digital Workforce Fit
Three Questions to Clarify Digital Workforce Fit Digital is the age of people-centricity. Going digital is an evolutionary path of pursuing the next level of organizational maturity and collective human progress via empowerment and democratic meritocracy. In practice, how to put the right people with the right capability in the right position to solve the right problems? Here are three questions to clarify digital workforce fit.
Five Aspects of Digital Workforce Readiness Today’s digital workforces are multigenerational, multicultural, multi-geographical, multitasking, and multi-devicing. One of the key determinants of whether an organization can move up to the new digital structure for improving its business adaptability and strategic flexibility is the development level of the people. People are often the weakest link but one of the most critical success factors of the organization. Therefore, part of the digital transformation journey is to prepare people to get digital ready psychologically and professionally. Developing high mature digital workforce won’t happen overnight, it takes planning, adapting, and innovating. Here are five aspects of digital workforce readiness.
Three Aspects in Building a Digital Workplace Digitalizing the workplaces isabout building an environment with the abundance of information and the culture of innovation, to put people at the center of business, and to both engage employees and delight customers. After clarifying the Big Why, there are still many questions haunting around about the Knowing -HOW, though: Is it possible to have an effective digital workplace where the culture is more command and control, where the chosen solutions simply mirror or reinforce the way of working within that hierarchy, but do so very well? Or is it a prerequisite of an effective Digital Workforce to have that more open culture, and so "traditional" organizations are facing a culture change task alongside the development of a more effective Digital Workforce? Could you be imposing the current values of collaboration and openness on an effective Digital Workforce, and discounting organizations who aren't making progress in developing their own Digital Workforce? When setting the workplace policy to enforce digital management, are you thinking of guidelines for people? Do you have a basic business conduct policy that people sign when they join?
The Characteristics of Digital Workplace Due to the “VUCA” characteristics of business new normal, digital workplace today needs to become dynamic and informative. Traditional hierarchical lines will phase out and a collective of the business partnership will emerge. The digital transformation won’t happen overnight, organizations need to work collaboratively to set the strategy and achieve organizational goals, invest in the cultivation of capacity for change, innovation, and strategy implementation.
A Psychologist’s Mind: How to Shape Digital Workforce with Positive Psychology Some say Western Management is based on psychology, and Eastern Management stems from philosophy. The psychology is the condensed version of mindset; whereas the philosophy is the abstract fact of human society. In today’s always connected, increasingly decentralized workplace, how to shape digital workforce with positive psychology, though?
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