It’s okay for a leader to be loyal to their employees as long as their first loyalty is to the health and success of the company. Exceptions aside, outsourcing in general costs less, allows for talent flexibility, and empowers a leader to force partners to compete for their spend.
A digital leader creates the leanest internal organization possible to gain the flexibility to utilize the brightest external talent, at the best terms, on-demand.
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Most businesses don’t need to own its IT infrastructure because the cost of access has plummeted to the point it is often economically irresponsible to do so. The new digital leader points to the higher level of service and lower costs achieved through external partnerships.
You should be embracing cloud infrastructure and getting out of facility management.
Digital leaders must be able to unite the organization and nurture a digital culture that embraces change. For that to happen, a clear, coherent strategy outlining their digital agenda is essential.
When digital transformation begins to effect change in an organization, disrupting the business model, processes and practices, the business is recognized as having ‘digital maturity’. Successful digital leaders will have a clear vision for the company’s future and be willing to commit resources and implement needed changes to make it happen.
Sensemaking refers to the process of creating meaning out of the chaotic world around us.
We need to make sense when something in our environment seems to have changed. We collect data, learn from others, look for patterns to create a new map of the landscape. Then we experiment with new solutions to see how it will respond to this new environment.