Developing managers to lead confidently through dual digital transformation
The often-heard expression “the only thing constant is change” has existed in one form or another since the time of the ancient Greeks, and aptly describes the social, political, economic and moral shifts in our environment. Today more than ever, it also describes our business situation. What we know as the natural process of evolution brings new challenges and revives old ones that we may not yet have mastered. In addition to purely professional, technical and economic challenges, there are also leadership tasks that require our attention.
In today’s popular business parlance, it’s referred to as VUCA — volatility, uncertainty, complexity and ambiguity — but whatever you call it, it requires our confidence to deal positively with change. Our employees must see that we trust them to perform and execute their jobs. At the same time, as our companies evolve, so too do our socioeconomic systems and our employees, which in turn places new, evolving demands on leadership. In this context, it’s important to note that psychological safety in the workplace is no longer a luxury, but an integral part of high-performing teams — especially with new generations entering the workforce.
It seems sensible and helpful to scrutinize one's own leadership culture and align it in such a way that employees achieve and sustain first-class performance. Accepting that nothing stays the same and daring to rethink leadership is part of the innovation that we currently need.
I would like to share some tips on how to instill this type of innovation in your organization, based on the success that Atos has had with its Leading in the Digital Age (LiDA) Program:
Accepting that nothing stays the same and daring to rethink leadership is part of the innovation that we currently need.
- Recognize that your managers are a strategic lever for change and transformation
- Develop a targeted population into leaders capable of leading your strategy, inspiring and motivating high performance teams, and leading digital transformation by example
- Foster a robust learning culture for your leaders, enabling them to develop an
authentic approach to personal leadership, lead the business and inspire and motivate teams
At Atos, our program consists of three modules: managing yourself, managing others and managing clients. As a result, managers and their teams become more confident, make better decisions, take responsibility to solve issues more quickly and establish a more proactive mindset. This helps enhance the strategic direction for our clients. We found that the LiDA program yielded not just a cultural change, but true business impact as well. Some of the key achievements include:
- Line managers reported observing more confident, strategic leaders who are prepared to lead Atos and its clients into the digital future
- 74.6% of the participants made measurable behavior changes to improve their leadership abilities and potential
- Participants in the program had a 10% lower attrition rate compared to the group average, providing greater stability and continuity for Atos and its clients
If your organization is experiencing “growing pains” as you adapt to the ongoing digital transformation, I encourage you to explore a program like Leading in the Digital Age. In the end, this sort of investment in your employees will certainly pay off — providing cultural, reputational and financial dividends.