Monday, November 18, 2019

The Monthly “Digital Fit” Book Tuning: The Digital Organizational Competency Nov. 2019

Part of the digital transformation journey is to prepare people to get digital ready psychologically and intellectually.

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 Organizational Competency

The Logical Scenario to Build Digital Workforce Competency The digital world moves into a hyper-connected and interdependent digital relationship under “VUCA” business new normal. Part of the digital transformation journey is to prepare people to get digital ready psychologically and intellectually.

Running Digital Organizations with Differentiated Business Competency The characteristics of digital business are dynamic, volatile, uncertain, and hypercompetitive. Digitalization implies the full-scale changes in the way business is conducted, so that simply adopting a new digital technology isn’t insufficient. You have to continuously scale up and dig underneath, optimize organizational processes and develop business capabilities, transform the underlying organizational structures and functions to ensure the business as a whole presenting the differentiated business competency and running with digital speed. Here is a set of differentiated business competencies.

Modern IT organizations with Three Digital Competency IT plays a significant role in the digital paradigm shift. The unprecedented opportunities brought by digital technologies and increasing speed of change can lift up a fast growing business promptly. It can also reinvent a well-established organization to reach the next level of the business growth cycle. The CIO must run a modern IT organization with core competency. A core competency is a harmonization of multiple organizational capabilities underpinned by business processes, such that it permeates the entire organization with a focus, and in alignment with the resource-based view. Here are modern IT organizations' three digital competencies.

Five Building Blocks of the Boardroom Competency Due to the “VUCA” characteristics - complexity, uncertainty, ambiguity, and velocity of the digital era, the directorship in any organization must have abilities for adapting to changes, being able to advise, inspire and motivate a group of people toward accomplishing shared visions and strategic goals. The fundamental dimensions of the corporate board’s responsibilities include, but not limited to strategy oversight, policy-making, performance monitoring, and executive advising.

Three PoVs of Talent Competency The word competencies, and thus the true meaning of its use, comes from competent which means being capable of doing something. The knowledge life cycle is significantly shortened due to the increasing speed of changes, and a huge skill gap in the workforce needs to be filled due to the continuously updated technology and regulation, digitalization and globalization, etc. The forward-looking organizations are now looking for people that have the right minds, characters, attitudes, traits, or can demonstrate the ability to do the work more innovatively, not just based on the previous experience, but through re-combinant capability and integral talent competency.

The “Future of CIO” Blog has reached 3 million page views with about #6200+ blogs posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting. The content richness is not for its own sake, but to convey the vision and share the wisdom, to inspire critical thinking and spur healthy debates. Blogging is not about writing, but about thinking and innovating new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.


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