Digital Leadership
Redefining Digital Leadership in a Post-Pandemic World
Many organizations have implemented or are currently implementing aggressive digital transformation programs, investing heavily. However, are we seeing the gains we anticipated?
The push for further digitization gained new momentum post-COVID-19, prompting many organizations to realize three critical insights:
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Digital transformation (DX) is not a goal but a continuous process of digitization and innovation.
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New demands have emerged regarding social responsibilities.
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The human aspect of these changes requires relentless attention.
Therefore, we must redefine and explore the concept of "digital leadership"—the leadership qualities essential for driving an organization's digital transformation. Today, it is evident that digital leadership transcends merely implementing new tools; it demands a holistic re-envisioning of how organizations operate within a broader ecosystem.
Post-DX: Stabilizing and Enhancing Human-Centric Change
Given the importance of both digital transformation and the subsequent post-DX phase, digital leadership must be redefined to encompass a broader, more dynamic role. Digital leaders now must not only initiate and guide digital transformation efforts but also navigate the complexities of the post-DX landscape.
This leadership requires a profound understanding of technology and business strategy, and a commitment to fostering a digital culture that embraces continuous learning, adaptability, and innovation.
Today's digital leaders must be visionaries who anticipate future technological trends and their potential impacts on industry and society.
They must champion ethical practices in technology use, ensuring that digital advancements contribute positively to societal goals such as inclusivity, equity, and sustainability. Moreover, digital leaders must foster collaboration across departments and beyond organizational boundaries to drive innovation and solve complex challenges in the post-DX environment.
Developing Leaders in a Post-DX World
No organization will ever say, "We are done; our leaders are all fine."
Ongoing training and development of leaders are needed to keep challenging them and support them in finding their own “digital leadership” style. They need to retap into their personal values and aspirations while guiding others towards a better future empowered by digital transformation. The philosophy behind Positive Leadership that drives sustainable change can be taken as a guide for development.
This is where executive coaching for Post-DX Leadership is needed more than ever. Here is a high-level outline of a coaching assignment:
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Every coaching assignment starts with a gap analysis, either through internally or externally defined benchmarks, 360-degree feedback, and/or various leadership assessments. Assessment tools like Harrison Assessments can provide insights for leading in the DX/Post-DX era.
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The executive has to formulate their own coaching goals and seek endorsement from key stakeholders.
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10-12 x one-on-one coaching sessions are to be executed to guide and provide the executive with new perspectives.
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Ongoing evaluation of the progress is needed to keep track of the coaching plans.
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The coaching assignment will complete after verifying the changes.
To summarize, professional executive coaches like us, I and my partners, provide the tools and perspectives necessary for leaders to harness the full potential of digital transformations while ensuring the human-centric elements of their strategies are not overlooked.
By focusing on continuous personal and professional growth, we help leaders not only manage change but thrive in it, cultivating environments where both technology and human potential are aligned in pursuit of a more innovative, inclusive, and sustainable future.
