The world of work 4.0 requires not only new skills but also new processes, business models, paradigms, and—above all—different attitudes and mindsets. It is especially important that these attitudes and mindsets be developed starting with leadership. In recent years, this shift has become increasingly evident, demonstrating how more traditional leadership styles often fail to take into account the opportunities offered by digitalization.
But what does it really mean to be a successful leader in the digital age? Is it just a matter of digital skills and upskilling, or is there more to it?
According to a study by MIT Sloan Management and Deloitte, being digitally savvy must go hand in hand with certain mental attitudes; in fact, the following are necessary:
· The ability to anticipate the rapid transformation of markets, processes, and ways of working. Everything is constantly changing;
· Proficiency in using the primary tools, software, and platforms necessary to perform one’s job effectively and understand the work of one’s colleagues;
· Decision-making processes that take into account the complexity and uncertainty of the times we are living in—in other words, fully embracing change.
Thus, being a digital leader means creating the best possible conditions within the company so that technologies, processes, and aspects related to attitude and mindset can permeate people’s daily activities in a harmonious way, while taking into account, above all, the relationship between the individual and the organization.
In fact, the person-organization fit theory assumes precisely that people and organizations are not two alternative poles but are, on the contrary, characterized by their ongoing relationship and mutual influence with regard to attitudes, behaviors, and outcomes.
Taking all these factors into account, how can a company best develop effective, modern, and successful leadership?
How to Develop and Improve Digital Leadership in Your Company
As we have already mentioned, focusing solely on technological and digital expertise is no longer enough to address the challenges and complexities of today’s workplace.
Within a company, especially from a leadership perspective, it is necessary to focus on three complementary areas:
- A shift in mindset: a genuine cognitive transformation in the way we think and tackle challenges; this aspect must permeate the entire organizational culture;
- Behavioral change: actively implementing the change process through daily habits and actions at every level and in every function of the company.
- Organizational and structural change: effectively adapting processes so that implementing change is simple and sustainable; technology can be a key aid in this regard.
Furthermore, it is precisely the digital dimension that brings a distinct type of leadership—one rooted inempathy—into play.
Throughout history, different types of leadership have emerged in response to evolving technologies. To date, however, these have been linked primarily to hierarchy, power, authority, and personal charisma. Digital technology, on the other hand, presents us with models that are leaner, more agile, and more horizontal. These new paradigms, combined with the complex economic and social situation we are currently experiencing, have led to the development of new leadership styles, including empathetic leadership, which begins by listening to people’s needs as a means of generating innovation, success, and productivity.
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