Are you a Digital Leader or just another IT manager??

Technology is evolving at a very fast pace and so are the businesses dealing with technology. I have been working in the Tech consulting sector for almost 4 years now. It has been a good run so far and I am sure it will get even better in the future!
Lately, I have been reading a lot about the changing digital culture & eco-system and how are companies adapting to it. Conventional technology businesses are changing their models and structures to tune in with this new culture. If you put this in a sociological context, then its similar to how new generations drive drastic changes in the way masses think and the general norms & beliefs. We are entering or have already entered a new digital generation where technology is disrupting on a very rapid basis and affecting every business out there. Leading consulting firm, Deloitte calls Digital Disruption as unavoidable, hard to see and dramatic!
With so much going on around us, I always feel, how are the digital leaders of today doing? are they competent enough to see this cultural shift and guide us through it? are there enough leaders out there? are they adaptable or would they be disrupted too!

What’s a digital leader?
Definitely not an IT manager! Nop…!

I remember reading an article a few days ago written on The Economist website (Here) in which Robert Guest argues that millennials today are the brainiest, best educated generation ever but are being hindered, constantly, by their elders to reach their full potential. The reasons are well explained in the article, but the gist of it is that a generation full of talent is being challenged and wasted and countries/businesses must give them a fair shot. Do you, as a leader have the right set of skills to bring out the best out of them & make them feel comfortable at the same time. Would you have the boldness and the right emotional quotient to bend a few policies & protocols, sometimes, to help them in desperate times. From my personal experience, I have seen that these gestures eventually go a long way, thereby instilling loyalty and respect, which finally boils down to long term benefits for your team and business.

The market is growing and so are businesses. The technology workforce of today, especially the younger generation is no longer hesitant to try newer domains. My father did the same job for 28 years, one of my uncles is an IT director but remained in the same technology stream since the last 25 years, whereas I started with IBM Mainframes, moved on to front end for a while, pursued a masters in management and now working with cloud based CRMs but…but starting to get a liking for Blockchain. The point is, it is difficult to keep today’s talent riveted to one sector or company. Do you as a digital leader have the skills to retain your talent, from stopping them to go to your competitors or even better, start a revolution (*cough* startup *cough*).
Well, speaking of Startups, according to this article (Here) some of the primary reasons why people leave a job to start their own venture is to experience constant innovation. Well, I feel innovation opens up newer opportunities, which boosts learning & development. We want a leader who is innovative in himself, so that he can foster this in his team.

I am not a big fan of organizational hierarchies in the digital sector. When we talk about hierarchies or people placing themselves in one, I somehow remember Frederick Taylor’s principles and feel a bit…erm…cringy!
Digital organizations are learning organizations. Every stakeholder is responsible to bring their best knowledge on the table and constantly educate themselves. Although, having years of experience is a great asset but the ability to let go and re-learn is priceless. A digital leader, must be a contributor and not just an annoying critic.
Just along these lines, I remember Peter Senge’s concept of personal mastery and how is that a must have leadership quality. He states that a leader must go beyond his acquired skills and competencies, and must be creative in his life approach. A digital leader must be creative in his approach rather than be reactive. To put this through in simple words, they must have a clear focus, courageous decision making skills and most importantly, humility and modesty to accept that I was wrong and messed up this time. I personally think that hierarchies somehow restrict this way of thinking thereby lowering the final vision and goal.

Dedicated to all my leaders…Thank you!