Successfully advancing digitalization in a company requires more than just a few new to-dos for the IT department or a digital hack, such as a "ThinkThank" or "Digital Lab". Even having your own app has never given any company world domination.
No, much more is needed - namely a change in attitude towards a digital mindset. But what does the term actually mean? Why is this particularly important for HR departments? How can your company make its way into an even more digitalized world without acting hastily?
Learn more about digital mindsets.
What does digital mindset mean?
Mindset can be translated from English as way of thinking or mentality. As a complex construct, it encompasses a person's mental attitude, philosophy of life and orientation.
Experiences, memories, knowledge, cognitive processes, values, attitudes, beliefs and goals - all of these factors influence each other as part of the mindset. The respective characteristics generate different interpretations of events and reactions in everyday life.
But what is a digital mindset?
An extremely important characteristic of people with a digital mindset is their understanding of the connections between different technologies and online worlds. They often have the following characteristics:
- Very good understanding of digital processes
- Learn new software quickly
- Recognizing automation potential
- High communication skills on social media platforms
- Strong interest in technical innovations
- Ability to improvise in digital worlds
- Strong urge to try out new things
- Pronounced proactivity
- Use of online tools in everyday life
- Striving for the most efficient work processes possible
- Intelligent use of digital tools
Different personality styles on board
If there was a Mr. or Ms. "Digital Mindset", the person would have exactly the characteristics just described. But our world is not that stereotypical. Digital mindsets always have additional characteristics and cannot be completely identical in their overall complexity.
Several personality styles are required in the context of digitalization. The lively and lateral-thinking employee A, who always shares his latest ideas with his team, is just as crucial to success as employee B, who works very analytically and is excellent at prioritizing complex tasks. What counts is a heterogeneous and very colorful mix.
This is exactly where your HR department comes in! It should be on the lookout for different personalities who complement each other and want to commit to your company in the long term. Employees should be able to internalize modern working methods in the long term with a suitable digital mindset.
But what other success factors are decisive?
Digital mindsets in day-to-day business - 3 success factors
In the course of digitalization, three very important success factors have emerged that will drive companies forward in the long term. Get an overview here:
- Success factor 1: Find the right personality types with the right skills.
- Success factor 2: Place value on a modern IT department that can flexibly provide technologically smart solutions for the challenges of the specialist departments.
- Success factor 3: Live an open, curious and courageous corporate culture that can react flexibly and agilely to change.
Get started with the location determination
Is your company still a little bumpy when it comes to new technologies? Are many of your employees or colleagues beating their hands in front of their heads when they have to learn a new tool "again"? But is it high time for new, digitalized processes?
Then the best place to start is with a location analysis. No, not on Google Maps - but in your organization or company. How is your company structured? Is it strongly hierarchical or does it have very flat hierarchies with fast decision-making processes?
Employees with more conservative mindsets will probably not be overjoyed if you put them in a meeting room for "design thinking". No, tact is required here.
As a first step, take a look at the internal communication channels. Do many colleagues coordinate in person or do agreements tend to be made by email, chat or video? How productive are the regular team meetings, what is the workload like and is there enough room for ideas and innovation? Where is there a need for optimization?
Depending on the situation, you can start by introducing practical collaboration platforms such as Microsoft SharePoint, Salesforce Quip or Trello.
New tools - digitization done?
Unfortunately, it's not that simple. There is often a misconception that problems will disappear as soon as the IT department has integrated a new technology.
At this point, you should create understanding by explaining the "why" to employees. With an appropriate "adoption plan", you can educate them and establish your digitalization projects in the company in the long term.
The following procedures can also help you with this.
Tips for establishing a digital corporate world:
- Realize regular team meetings via video conferencing to optimize the exchange of information
- Have face-to-face meetings to discuss concerns and opportunities for improvement
- Encourage lateral thinking by establishing new working groups from non-specialist departments
The most important fields of action
As just described, it is not the sole task of the IT department to drive digitalization forward. No, it is the combination of several areas that interlock perfectly and give the company the necessary speed to adapt quickly and flexibly to our volatile world.
The holy grail of digitalization unites the fields of action: Technology, people and processes.
Companies need people who have mastered these three disciplines. As motivating instigators of digitalization, generalists who keep an eye on precisely these areas are required above all. The respective implementation ultimately takes place in a team with the respective specialists.
Always think beyond company boundaries! Create the basis for open collaboration, actively exchange ideas and share your knowledge.
Who knows - maybe this will lead to a new business idea or a lucrative cooperation tomorrow.
Mistakes in digitization are good ... or are they?
Have you made mistakes on your digitalization journey so far? Have you established new software that didn't work?
Don't worry, it happens. But don't focus too much on failures. Some companies and book titles today advertise almost mantra-like with "fail fast, fail often".
But regular defeats should never be the goal of new projects! Otherwise they will regularly creep into projects as a self-fulfilling prophecy.
If a company should nevertheless fail, we advise those responsible to remain calm and take a stance. In the minds of many bosses, mistakes often mean disaster. The result? They look for scapegoats or try to sweep the failure under the carpet.
There are much more elegant approaches.
Dealing openly with failures
First try to get out of the state of shock and choose to deal with mistakes openly. The motto is: take a deep breath, put your shoulders back, admit your mistakes and then straighten your crown.
In such phases, do what is expected of managers:
Admit the failure to yourself and work through the reasons. Communicate openly and transparently to your employees what the cost of the mistake was. Simply learn from it for the future. If you analyze mistakes relentlessly and openly, you will be very well equipped for the digital age!
The biggest pitfalls on the digital journey
You should be aware of the following: Along the way, you will encounter stumbling blocks that crop up time and again in digitalization processes. However, with focus and sensitivity, you can overcome them wonderfully.
Be it fear of the workplace or fundamental mistrust - every change generates resistance. Always explain the "why" behind process changes and try to listen to your colleagues' concerns with understanding.
Another trap is success. Are you wondering how success can be a problem?
Unfortunately, it often eats away at innovation. Successful companies often rest on their laurels. They miss out on the decisive leap to important trends or the departure from unnecessary legacy issues.
It is better to take a chance on new innovations - even if the success barometer is still at "very good" today.
Also keep an eye on long-term goals and take enough time to make concrete plans. We often don't think about working on strategic new developments in the middle of our everyday work. Short-term success is important, but it should never become a burden on medium and long-term plans.
Promoting digital mindsets - tips at the end
Digitalization is a key to sustainable corporate success. In theory, not all employees can contribute to this, as not everyone has a strong digital mindset. Nevertheless, try to take everyone involved on the digital journey with you. The more you lead by example, the more your fellow travellers will internalize a new mindset.
This can be particularly successful if you mobilize both the HR and IT departments. You will experience setbacks along the way, but keep the long-term goal in mind and the vision in your heart!
Along the way, you can look for people in your organization who like to network. Build a core team with digital pioneers to guide others through the jungle of digitalization.
And a crucial piece of advice at the end: knowledge is now a fundamental building block when it comes to promoting digital mindsets. After all, knowledge is the only resource that increases the more we share it - so share it!
Let yourself be inspired by your fellow campaigners, but look for your own individual paths in order to arrive at your digitalization destination on time.
