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| | | | | Building Digital Dexterity Into Your Workforce | | Prior to 2020, working remotely at home was almost unheard of unless you were a private business owner or worked overseas. Today the realities of the Covid-19 pandemic have changed the game. Many companies have transitioned into a work environment that supports remote work-from-home scenarios, hybrid office days, and digital meetings. During the beginning of the pandemic, many mid-sized companies found ways to cut spending on travel, training, promotions, marketing, hiring across the board with the expectation of digital technologies. The expense for employees significantly increased as work became more digital. The expense continues as companies continue to utilize a hybrid digital-work scenario.
Though companies will do their best to meet this growing need for technological collaboration, they will fail if they do not improve their digital dexterity. Using technology to grow the business in all aspects should be every leader's goal.
Why Is Digital Dexterity Important? Technology advancement has skyrocketed since the invention of the IBM PC in 1980. Companies have competed to showcase their latest technological advancement, which will aid in business and manufacturing across the globe. Technology certainly has advanced many different professions and taken the business to new heights. The progression led to the internet, then onto smartphone technology, and from there cloud servers.
Digital dexterity is now more important than ever. As each part of an organization functions separately, it is difficult to get everyone on the same page with advances in technology as it changes. The pandemic has taught us that having these technology systems in place like SaaS-based personal and team productivity applications helps flip-flop between remote settings and the workplace.
How To Build Digital Dexterity in the Workforce The level of digital dexterity in an organization often determines the likelihood of success for a digital transformation. About 16% of all leaders and 9% of employees have a high level of digital dexterity. Below are ways to build a digital ambitious company:
- Teach employees how digital dexterity can help them reach their career goals and grow as a person.
- Replicate what works at other successful companies and model the practices through your teams.
- Offer Broker development experiences to employees. Help employees build new skills in ways they find most interesting to them.
- Identify employees who can act as "digital translators" and "skill disseminators" to help encourage the movement to digital dexterity and coach others.
The economy is unpredictable in many ways, but one thing is certain: the need for digital dexterity. Our society will continue to grow and technologically advance despite what setbacks our economy endures. The hybrid remote workforce is no longer taboo as many companies continue to make this the new normal. Using these techniques will help you to ease this transition and motivate your employees. ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved | | Team Leadership And Team Dynamics | | The role of a leader cannot be undermined when it comes to establishing the direction of a team and plays a principal role in the organization’s success to achieve its goals effectively. When we look at the literature, we realize that most of the literature is focused on the common features of leadership and how it affects and influences the organization but few works of literature focus on leadership and team dynamics.
There are some approaches and theories when it comes to leadership and team dynamics. There is a theory known as the path-goal theory in which a leader influences the organization in achieving its goals by setting goals for and with the subordinates. So, the involvement of the leader with individual members to set expectations is barely minimum. There are other models which emphasize leadership progression as a key driver for the success of the team. The general practice as to who will lead in a team depends on the seniority of individuals and their qualifications. Well-qualified people or senior people are often preferred over others and are appointed to lead the team. There are some cases in which this traditional criterion is not followed while appointing a leader. Several staff members are identified as team leaders although they fall behind in the seniority order. Research has been done to get an insight into such personalities. It is noted that being vocal and actively participating in team meetings and discussions at an early stage is a strong predictor of a team leader. Such that, individuals who actively participate in the initial team discussions mostly end up leading the team. The passive personalities rarely end up leading the team.
Team members usually look for two important characteristics in the team leader. First, they focus on the social and emotional competencies of the individual. Members who are good at social dealings because of being adept in communication skills, and members who take into consideration the opinions and views of other members such that they have high emotional intelligence. The second characteristic that members look for in a team leader is their willingness, intensity, and frequency to get themselves involved in the problem-solving process. Being a team leader highly supports the transformational leadership concept. A leader in a team is in a position of power and can impact others. A leader should persuade team members through words and actions, so the members act accordingly to drive the organization towards its goals and to achieve the desired values. ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved | | MOST POPULAR! Live DISC Certification Training Webinar | - Includes Facilitator Materials
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Our DISC refresher training program provides an excellent orientation/refresher about DISC. The course includes your own DISC report, E-book and additional training material. The class is conducted in two, 90 minute sessions. | | | | | | Emotional Intelligence (EQ) Training & Certification | Our emotional intelligence training program is delivered by Jennifer C. Zamecki, an Accredited Certified Professional Coach who has a wealth of knowledge and 20 + years of experience using these tools in both large global organizations & small companies. | | | | | | Self Study DISC Certification Program | This DISC self-study program allows you to move at your own pace at the comfort of your home or office. Your learning platform will guide you through the 16 modules of instruction required to complete your certification. Each video is approximately 4-9 minutes in length. The DISC certification exam is optional. | | | | | | The Navigator Newsletter is the free newsletter from Greg Smith the Lead Navigator, author, speaker and organizational development consultant, along with his team of experts at Chartcourse.com. If you like it, please forward a copy to a friend. | | Copyright © 2022. All Rights Reserved. | | | | | | |
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