Harvard Business Review (HBR) have outlined a number of key details on Digital Dexterity.

https://hbr.org/2021/10/how-to-build-digital-dexterity-into-your-workforce

Key Learnings on Digital Dexterity

Digital Dexterity is Essential: Digital dexterity, defined as the ambition and ability to use technology for better business outcomes, is crucial for organizational success in the digital age.

Digital Dexterity is an Enterprise Skill: It’s not just an IT department concern; all employees, from leaders to frontline workers, need basic digital competencies.

Digital Dexterity is More Than Technical Skills: Behavioral attributes like an open mindset and agile ways of working are also essential.

Digital Dexterity Drives Successful Digital Transformation: Organisations with high digital dexterity are more likely to achieve successful digital transformation.

Traditional HR and IT Approaches Fall Short: The responsibilities for building digital dexterity often fall through the cracks between HR and IT departments.

Key statistics

• 90% of midsize organizations plan to migrate to a hybrid work structure.
• 93% of midsize organizations cut costs during the pandemic.
• 69% of midsize companies plan to increase spending on digital tools in 2022.
• Only 16% of all leaders have high digital dexterity.
• High digital dexterity increases the likelihood of successful digital transformation by 3.3 times.

Understanding Digital Dexterity: A Worked Example

Before diving into strategies, let’s illustrate digital dexterity with a real-world example. Consider a customer service representative at a retail company. A digitally dexterous representative would be able to do all of the following:

Utilise CRM software effectively: Quickly access customer information, track interactions, and resolve issues efficiently.

Leverage social media platforms: Monitor brand mentions, engage with customers, and address concerns in a timely manner.

Utilise AI-powered chatbots: Handle routine inquiries, freeing up time for more complex issues.

Adapt to new technologies: Learn and adopt emerging tools like virtual reality or augmented reality for customer support.

Key Steps for Leaders: A Detailed Breakdown

Communicate the Importance of Digital Dexterity

Create a clear vision: Develop a compelling narrative explaining how digital dexterity aligns with the company’s strategic goals.

Use storytelling: Share success stories or case studies highlighting the benefits of digital dexterity.

Engage in open dialogue: Encourage discussions and feedback from employees to address concerns and build buy-in.

Example: A tech company could showcase how a digitally dexterous employee used data analytics to identify a new market opportunity, leading to significant revenue growth.

Foster a Digital-Friendly Environment

Invest in technology: Provide employees with the tools and infrastructure they need to be effective.

Simplify processes: Streamline workflows and eliminate unnecessary steps to improve efficiency.

Encourage experimentation: Create a culture where employees feel comfortable trying new technologies and approaches.

Example: A company could offer a “digital sandbox” where employees can experiment with emerging technologies without fear of failure.

Build Digital Capabilities Within the Team

Assess current skills: Conduct a skills assessment to identify gaps and areas for improvement.

Tailor development plans: Create personalized learning paths based on individual needs and career goals.

Leverage diverse learning methods: Offer a mix of online courses, workshops, and hands-on training.

Example: A company could partner with a digital skills training platform to provide employees with access to a wide range of courses.

Distill Digital Dexterity into Competencies

Identify core competencies: Define the specific skills and behaviors that are essential for digital dexterity in your organization.

Create competency models: Develop detailed profiles outlining the knowledge, skills, and abilities required for each role.

Align competencies with performance expectations: Integrate digital dexterity competencies into performance reviews and evaluations.

Example: A company could define core competencies such as data literacy, problem-solving, and adaptability, and incorporate them into job descriptions and performance goals.

Show Employees the Value of Digital Dexterity

Highlight career benefits: Emphasize how developing digital skills can lead to career advancement and increased earning potential.

Offer mentorship programs: Connect employees with experienced mentors who can provide guidance and support.

Recognise achievements: Celebrate employee successes and publicly acknowledge their contributions to digital transformation.

Example: A company could create a “Digital Champion” award to recognize employees who demonstrate exceptional digital dexterity and inspire others.

Provide Opportunities for Skill Development

Offer on-the-job training: Create opportunities for employees to learn and practice new skills in their current roles.

Encourage experimentation: Provide employees with the resources and support they need to try new technologies and approaches.

Facilitate peer-to-peer learning: Foster a culture of collaboration and knowledge sharing among employees.

Example: A company could organise “digital hackathons” where employees can work together to develop innovative solutions to business challenges. Drop in sessions to share quick tips and tricks that others may combine into novel solutions.

Identify and Leverage Digital Translators

Identify potential candidates: Look for employees with strong digital skills and a passion for sharing knowledge.

Provide training and support: Equip these individuals with the tools and resources they need to be effective coaches and mentors.

Create a network: Foster a community of digital translators and skill sharers who can support each other and share best practices.

Example: A company could establish a “Digital Mentorship Program” where experienced employees can volunteer to mentor their colleagues.

Wrap up

By implementing these strategies in a cohesive way and providing ongoing support, CIOs can create a self-sustaining culture of digital dexterity that empowers team members to thrive in the digital age.