In a search for growth after the economic crisis, many organizations are now investing in the digital transformation. And these organizations are realizing that they need new leaders, new talent and, even, a new culture for the new digital revolution.
A) A new leadership: the leaders of different companies need to evolve… though it is not an easy task. In a previous post, we have reviewed “Post the Super-CEO of 2020”. Harvard Business Review has identified 5 challenges for the new digital business leaders:
Considering the Financial Services transformation, the headhunter Egon Zehnder report the need to rethink even the business model, based on the experience and engagement of its customers. This way, organizations needs to evolve its structure: as an example, they quote BBVA’s transformation. Other banks are also reviewing their internal organization, such as Santander.
B) A new talent: the digital transformation fosters new capabilities, so that learning is key for everyone. On top of specific academic programs (i.e. ESIC- ICEMD, ISDI, etc.), there are additional spaces for sharing expertise and learning among peers. As examples, for entrepreneurship skills different activities are held at Centro de Innovacion BBVA or the Google Campus (now, a brand new one in Madrid).
C) A new culture: We can thing about a new full HR approach, based on the combination of analytics and experience.
Human analytics + Employee experience
It can be useful the examples of digital organizations, such as Google. A referent in talent for many years, Google’s efforts go beyond a great employee experience, with a fun environment and multiple benefits. Google uses advanced analytics both to recruit the new candidates, and to understand the impact of its policies among current employees. It also focuses on enhancing collaboration in a learning organization, and job enrichment in each project
To highlight: fostering digital talent for the new leaders