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.
TDigital 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. he purpose of “
The Digital Professional 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. Modern digital technologies bring unprecedented convenience for people to learn and work, improve their productivity, learning agility, and innovativeness. Evaluating the digital readiness of the business is important to allow room for adjustments and keeping the organization dynamic and informative. Here is the logical scenario to build digital workforce competency.
Three Characteristics of Digital Workforce Digital organizations are always on, interdependent and hyperconnected, people are always the most important asset in any organization before, today, and future. However, compared to a traditional industrial workforce, the digital workforce is a new breed -it's the super-connected generation with a multitude of varieties - multi-generations, multi-cultures, and multi-devices. More specifically, what are the new characteristics of the digital workforce??
How do you define “Digital Fit”? People are always the most invaluable asset in businesses. “Hiring the right person 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? How do you define the wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? How do you define “Digital Fit”?
Five Traits of High-Quality IT Professionals People are always the weakest link in any organization, this is particularly true for IT organizations due to the changing nature and complexity of technologies. IT skills gap is a significant challenge facing IT leaders today, the common complaints from talent managers include: people do not have the right competencies; they can’t find the right skills to fill the positions or their non-IT partners do not understand IT, etc. Are such problems an organization-specific, or systematic? What are exactly the skill gaps and what are the resulting symptoms? What are the emergent traits to be high-quality IT professionals regardless of the specific skills, how to reinvent the "IT geek" stereotype and build a healthy and positive IT culture for catalyzing innovation?
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 recombinant capability and integral talent competency.
The “Future of CIO” Blog has reached 3 million page views with about #6600+ blog 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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