Digital management is responsible for designing, enabling, and enforcing a collaborative, innovative, intelligent, and inclusive working environment, seeking unity in diversity, enforcing cross-siloed or cross-divisional collaboration.
We are experiencing the paradigm shift from industrialism to digitalism. Today's business leaders and professionals need to have a view of looking ahead, an insight of looking deeper, and a competency of looking beyond.
For every objective, seek unity of goals and unity of effort: Unity brings strength. it would seem reasonable to suggest that in whatever environment you are in, if there is a lack of trust, then there would most likely be an over-abundance of control mechanisms. Organizations face numerous distractions and all sorts of challenges. Many departments are perhaps dysfunctional in different ways due to misalignment of people, process, or technology. Thus, they need to pay more attention to creating shared vision and common-understood goals and then encourage the teams to compete and collaborate as they deem fit. In collaboration, there is definitely a mix of complementary and competitive teams, so without empathetic communication and “keeping the end in mind” strategic thinking, businesses would stagnate as different teams or departments would be pulled in different directions and stifle changes.
The most effective digital workplace is in which sharing and collaboration are the norms, the over-abundance of control mechanisms take charge when you don't have the collaborative framework with checks and balances within the teams. For every objective, in order to see unity of collaborative effort, structural capability mapping and development approach enable the business to improve organizational competency throughout the company, and enable strategic responsiveness of the company. Don't forget about communication, transparency, and acts of integrity on the part of management in creating organizational trust without a conducive organizational climate.
To solve problems creatively, appreciate diversity in unity: Everyone is unique, there are all kinds of differences that exist between individuals, teams, companies, or industries. We create conflicts between different groups that have their own senses of belief, reality, strength and weakness. Thus, disagreements and antagonisms arise between groups. This may cause us to rationalize our own sense of reality by disempowering or ignoring others’ viewpoint. To solve problems creatively, the organizational inclusiveness efforts need to focus on cognitive differences, skills, abilities and the wealth of ideas since the value lies in the contributions of the individual to the organization. Even though people have different intents, strengths, personality traits, working styles, effective inclusion efforts and empathetic communication can bridge leadership and innovation gaps and build a complementary team to generate creative results regularly and frequently.
Due to the complexity and hyperconnectivity nature of digital, there are more collective creativities happening everywhere than many realize. However, in many traditional organizations, their diversity program is only based on the physical identity of people, and their inclusiveness only works at the very low levels of the organization. The higher the hierarchy the more homogenous the workforce is. It could be the very reason that many talent/leadership development and innovation initiatives fail to achieve the expected result. Collectively, it is critical to walk in others’ shoes and see the problem or situation from the others’ point of view, and appreciate diversity in unity by flattening the organizational hierarchy and walking across the business boundary.
Drive changes via "pulling" and anticipating with unity: Individual work and group work cannot be done as a segregated form but within a framework of an entire business ecosystem including policies, systems, processes, culture, and customers, etc. To strike the right digital management balance and expedite business performance, it’s critical to create a need to find a need for a “pull” - pulling all necessary business resources to develop innovative business solutions and cultivate a culture of change; pulling all sorts of talents to build a high-performance team; pulling all critical business elements to form the unique business competency; pulling the structural lever, also looking at all key business elements, including the human element, as an integrated system and functions as an organic living thing, anticipating with unity.
Change is the 'now'; transformation is a journey and needs a larger strategic investment. Through multidimensional pulling in the same right direction, organizations can create synergy, important business elements can be integrated and knitted into differentiated business competency, encourage cross-functional collaboration, enforce business flexibility, construct and enact a people-centric organization. Orchestrating a seamless business transformation requires step-function changes in leadership, tools, culture, and process, selects potentials, reforms them, then goes by such multiplicators to scale up change management practices and amplifies change influence.
Nowadays, businesses are steadily moving into the digital era with characteristics of hyper-connectivity and interdependence, digital management is responsible for designing, enabling, and enforcing a collaborative, innovative, intelligent, and inclusive working environment, seeking unity in diversity, enforcing cross-siloed or cross-divisional collaboration, and drive a frictionless, immersive, and relentless digital transformation journey for maximizing the full business potential.
For every objective, seek unity of goals and unity of effort: Unity brings strength. it would seem reasonable to suggest that in whatever environment you are in, if there is a lack of trust, then there would most likely be an over-abundance of control mechanisms. Organizations face numerous distractions and all sorts of challenges. Many departments are perhaps dysfunctional in different ways due to misalignment of people, process, or technology. Thus, they need to pay more attention to creating shared vision and common-understood goals and then encourage the teams to compete and collaborate as they deem fit. In collaboration, there is definitely a mix of complementary and competitive teams, so without empathetic communication and “keeping the end in mind” strategic thinking, businesses would stagnate as different teams or departments would be pulled in different directions and stifle changes.
The most effective digital workplace is in which sharing and collaboration are the norms, the over-abundance of control mechanisms take charge when you don't have the collaborative framework with checks and balances within the teams. For every objective, in order to see unity of collaborative effort, structural capability mapping and development approach enable the business to improve organizational competency throughout the company, and enable strategic responsiveness of the company. Don't forget about communication, transparency, and acts of integrity on the part of management in creating organizational trust without a conducive organizational climate.
To solve problems creatively, appreciate diversity in unity: Everyone is unique, there are all kinds of differences that exist between individuals, teams, companies, or industries. We create conflicts between different groups that have their own senses of belief, reality, strength and weakness. Thus, disagreements and antagonisms arise between groups. This may cause us to rationalize our own sense of reality by disempowering or ignoring others’ viewpoint. To solve problems creatively, the organizational inclusiveness efforts need to focus on cognitive differences, skills, abilities and the wealth of ideas since the value lies in the contributions of the individual to the organization. Even though people have different intents, strengths, personality traits, working styles, effective inclusion efforts and empathetic communication can bridge leadership and innovation gaps and build a complementary team to generate creative results regularly and frequently.
Due to the complexity and hyperconnectivity nature of digital, there are more collective creativities happening everywhere than many realize. However, in many traditional organizations, their diversity program is only based on the physical identity of people, and their inclusiveness only works at the very low levels of the organization. The higher the hierarchy the more homogenous the workforce is. It could be the very reason that many talent/leadership development and innovation initiatives fail to achieve the expected result. Collectively, it is critical to walk in others’ shoes and see the problem or situation from the others’ point of view, and appreciate diversity in unity by flattening the organizational hierarchy and walking across the business boundary.
Drive changes via "pulling" and anticipating with unity: Individual work and group work cannot be done as a segregated form but within a framework of an entire business ecosystem including policies, systems, processes, culture, and customers, etc. To strike the right digital management balance and expedite business performance, it’s critical to create a need to find a need for a “pull” - pulling all necessary business resources to develop innovative business solutions and cultivate a culture of change; pulling all sorts of talents to build a high-performance team; pulling all critical business elements to form the unique business competency; pulling the structural lever, also looking at all key business elements, including the human element, as an integrated system and functions as an organic living thing, anticipating with unity.
Change is the 'now'; transformation is a journey and needs a larger strategic investment. Through multidimensional pulling in the same right direction, organizations can create synergy, important business elements can be integrated and knitted into differentiated business competency, encourage cross-functional collaboration, enforce business flexibility, construct and enact a people-centric organization. Orchestrating a seamless business transformation requires step-function changes in leadership, tools, culture, and process, selects potentials, reforms them, then goes by such multiplicators to scale up change management practices and amplifies change influence.
Nowadays, businesses are steadily moving into the digital era with characteristics of hyper-connectivity and interdependence, digital management is responsible for designing, enabling, and enforcing a collaborative, innovative, intelligent, and inclusive working environment, seeking unity in diversity, enforcing cross-siloed or cross-divisional collaboration, and drive a frictionless, immersive, and relentless digital transformation journey for maximizing the full business potential.
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