![The new worker central activity is searching for
information
“[the working] effort is not necessarily making us more productive. In addition to spending
as much as 25% of our time doing email (…) and we spend an inordinate amount of time
looking for information. Our research shows that in a given week, employees take less than
25 minutes of time to actually slow down and learn.”
https://joshbersin.com/2017/03/the-disruption-of-digital-learning-ten-things-we-have-learned/
LuisBorgesGouveia,lmbg@ufp.edu.pt](https://image.slidesharecdn.com/aprekeynoteecmlg-191117184036/75/Emerging-alternatives-to-leadership-and-governance-in-a-digital-ecosystem-32-2048.jpg)
Uploaded byLuis Borges Gouveia
Emerging alternatives to leadership and governance in a digital ecosystem
The presentation discusses emerging alternatives to leadership and governance in a digital ecosystem characterized by volatility, uncertainty, complexity, and ambiguity (VUCA). It emphasizes the importance of digital leadership in navigating this landscape, focusing on a balance between technical and soft skills, and the strategic use of digital technologies for competitive advantage. Additionally, it highlights the need for organizations to adapt to new challenges in human activity and the evolving nature of work brought about by digital transformation.
More Related Content
Similar to Emerging alternatives to leadership and governance in a digital ecosystem
Emerging alternatives to leadership and governance in a digital ecosystem
- 1. Emerging alternatives toleadership and governance in a digital ecosystem Luis Borges Gouveia University Fernando Pessoa ECMLG – 15th European Conference on Management Leadership and Governance 14-15 November 2019, Polytechnic Institute of Porto, Portugal
- 2. Presentation structure Emerging alternativesto leadership and governance in a digital ecosystem • Keynote outline • Digital Leadership (DL) • VUCA World • Digital Transformation • Technology side • People side • Models to integrate DL practices • Final remarks LuisBorgesGouveia,[email protected]
- 3. Keynote outline Emerging alternativesto leadership and governance in a digital ecosystem The last decade brings us a quite global, complex and complete digital ecosystem, the so called VUCA world were volatility, uncertainty, complexity and ambiguity is a common setting for any organization. Digital data and information, appliances, information artifacts and any sort of products and applications emerge, more connective due to its digital nature. Even considering different contexts, almost any economic sector, social or work setting was affected by a common digital base. Thus, whatever perspective that we can take on, this digital base made some sort of impact both in the way we work, and organize ourselves. It also alters the ways we interact and support human relationships both as individuals and as organizations. It is expected that such a digital ecosystem enhances and transforms hard skills related with information and communication technologies and the same with information based skills. Not so clear, the same happens to soft skills and the need to address new challenges in how we deal with human activity. In particular, concerning leadership and governance, there is a need to discuss emerging alternatives in a digital ecosystem. LuisBorgesGouveia,[email protected]
- 4.
- 5.
- 6. Less is more Whatskills to deal with information in a digital ecosystem? LuisBorgesGouveia,[email protected]
- 7. Let’s start… https://www.zuehlke.com/blog/en/challenges-of-digital-leadership/ Dimensions of DigitalLeadership • Spotting business opportunities through new technologies • Find the path within change and transformation • Keep a strong social and human orientation • Develop communities with a collaborative culture LuisBorgesGouveia,[email protected]
- 8. Digital Leadership • Relatedwith digital transformation (DX) • A digital leader will: • Use data driven analysis rather than subjective analysis • Develop a vision rather than an aspiration • Develop a demand based strategy (client-side) rather than from the offer side • Outline coherent action rather than ad-hoc performance programs • Focus on outcomes rather than outputs • The digital leader will recognize that digital transformation is not about technology but about strategy, structure, culture, capabilities and understanding the demand side • It is about how to use and explore technology to create competitive advantage (and not to technology itself) • Within organizations, digital leadership is the strategic use of the organization's digital assets to achieve business goals • Digital leadership can be addressed at both organizational and individual levels. Normally related with the CIO (Chief Information Officer) LuisBorgesGouveia,[email protected]
- 9. The context ofa VUCA environment LuisBorgesGouveia,[email protected]
- 10. VUCA Volatility “Volatility has todo with the speed of change. A tweet from a world leader can set a new wave of change into motion. New markets emerge overnight, or business models appear out of nowhere that put other organizations out of business in a snap of a finger. The more volatility there is in the world, the faster things change. The trust-building antidote to volatility is for leaders to be reliable and consistent in how they respond to change. Freaking out, making rash decisions, or retreating into a shell to resist change will further erode trust in leadership. Steady, thoughtful, and predictable leadership builds trust.” https://leadingwithtrust.com/2019/06/23/4-principles-for-building-trust-in-a-vuca-world/ LuisBorgesGouveia,[email protected]
- 11. VUCA Uncertainty “Uncertainty is theextent to which we can reasonably predict the future. With change happening so fast, this is a tremendous challenge for 21st century leaders. The trust-building corollary is to emphasize what is known and to keep teams focused on things under their control. Although it sounds counter-intuitive, leaders need to extend trust in times of uncertainty. Trust requires risk. If there’s no risk, there’s no need for trust (…). Control is the opposite of trust, so if leaders resort to controlling behaviors like micromanaging or withholding information during times of uncertainty, they’ll further erode trust with their teams and kill their ability to thrive during change.” https://leadingwithtrust.com/2019/06/23/4-principles-for-building-trust-in-a-vuca-world/ LuisBorgesGouveia,[email protected]
- 12. VUCA Complexity “Complexity is thenumber and variety of factors a leader must consider and their relationships with one another. Often, a leader’s challenge is not having enough information to make a decision, but having too much information. We are overwhelmed with data, and many times it is too vague or inaccurate to breed a sense of confidence. When dealing with complexity, a leader builds trust by leveraging the skills and abilities of team members. They involve others in solving problems, bringing their best and brightest to the table to help figure out these complex issues. Trustworthy leaders share information liberally and foster a culture of transparency, because they believe that people cannot act responsibly if they don’t have the right information. (..). A good team axiom is no one of us is as smart as all of us.” https://leadingwithtrust.com/2019/06/23/4-principles-for-building-trust-in-a-vuca-world/ LuisBorgesGouveia,[email protected]
- 13. VUCA Ambiguity “Ambiguity refers tothe lack of clarity about how to interpret something. Information may be incomplete, the truth may be indiscernible, or the data may be contradictory. Fuzziness, vagueness, and indecisiveness reign in times of ambiguity. To build trust, leaders must be clear on the vision and purpose of the organization. (…) When your team has a clear vision of where they’re headed, they can cut through the noise, confusion, and distractions swirling around them. The leader’s job is not just to articulate a clear vision, but also to equip team members with the necessary mindset and skillset to achieve the vision.” https://leadingwithtrust.com/2019/06/23/4-principles-for-building-trust-in-a-vuca-world/ LuisBorgesGouveia,[email protected]
- 14. Digital transformation …different perspectivesmay apply “(…) digital transformation is a more complex type of technology enabled business transformation, which needs to address the strategic roles of new digital technologies and capabilities for successful digital innovation in the digital world” (Yoo et al. 2010). Ismail et al. (2017) define it as the process through which companies converge multiple new digital technologies, enhanced with ubiquitous connectivity, with the intention of reaching superior performance and sustained competitive advantage, by transforming multiple business dimensions, including the business model, the customer experience (comprising digitally enabled products and services) and operations (comprising processes and decision-making), and simultaneously impacting people (including skills talent and culture) and networks (including the entire value system).” LuisBorgesGouveia,[email protected] Mariam Ismail (2017). Digital Business Transformation and Strategy: What Do We Now So Far?. November. Cambridge Service Alliance. University of Cambridge. Yoo, Y., Henfridsson, O. & Lyytinen, K., 2010. Research Commentary - The New Organizing Logic of Digital Innovation: An Agenda for Information Systems Research. 35 Information Systems Research, 21(4), pp.724–735.
- 15. LuisBorgesGouveia,[email protected] Questions Rationale 1: Whydo companies digitally transform? Seeks to understand the context of digital transformation 2: What do we know about the dimensions of digital business transformation? Seeks to understand the content of digital transformation 3: How do businesses formulate and implement their digital business transformation strategies? Seeks to understand digital transformation from a strategy lens and explores its content and process Mariam Ismail (2017). Digital Business Transformation and Strategy: What Do We Now So Far?. November. Cambridge Service Alliance. University of Cambridge. 1 2 3
- 16. An example from“real world” Information security and cibersecurity issues • Considering a report from Sophos https://www.sophos.com/en-us/medialibrary/PDFs/Whitepaper/sophos- exposed-cyberattacks-on-cloud-honeypots-wp.pdf • “Contrary to popular belief, every device is worth hacking when the process is automated. It doesn’t matter who or where you are, if you own a company big or small, or have technology in the home – every device can be monetized by an enterprising criminal” • Opportunities for hacking (honeypots) • Data • Money • Services LuisBorgesGouveia,[email protected]
- 17. Ongoing hacking activity– attemps Data range of data collection 30 days Jan 17th 2019 00:00:00.000 to 15th Feb 2019 23:59:59.999 LuisBorgesGouveia,[email protected]
- 18. Security is areal issue Time to first login attempt to each honeypot LuisBorgesGouveia,[email protected]
- 19. What honeypots areon risk? LuisBorgesGouveia,[email protected]
- 20. After discovery, howto conquer these honeypots? LuisBorgesGouveia,[email protected]
- 21. Is cybersecurity atechnical (IT) problem? Not anymore… • It is a critical organizational problem and requires other skills Digital Leadership LuisBorgesGouveia,[email protected]
- 22.
- 23.
- 24. Where do we,Europe, stand for now? Urge for innovation harnessing peoples’ knowledge (client/demand), not strutures (offer/system) Source: World Economic Forum, https://www.weforum.org/agenda/2019/03/europe-is-no-longer-an-innovation-leader-heres-how-it-can-get- ahead?fbclid=IwAR1n1v5PIQdu9ujT1uphH_h5bnySuhrMSpWs65iE9H26OZXNYMgJQnrNCqE LuisBorgesGouveia,[email protected]
- 25. Solutions? Digital Deadership? Digital Leadership Create adigital safe space Added value, supported on owned digital platforms Create a controled digital ecosystems that: Protect privacy (sensible data) Reduce entropy (filter relevant information) Control and monitor activity (operations) Adopt Cloud Computing (to support digital platforms) LuisBorgesGouveia,[email protected]
- 26. Collaboration issues: takeadvantage of digital based environments to sense collaboration and turn it more cognitive for people (AI helps on the process) “(…) evolved into an omni-channel environment where people collaborate in real-time and non-real-time, across voice, video, and messaging, from anywhere, on virtually any device.” The Future of Collaboration is Cognitive. Q2 2019. Nemertes. Irwin Lazar. LuisBorgesGouveia,[email protected]
- 27. The quest forproductivity Source: The Future of Collaboration is Cognitive. Q2 2019. Nemertes. Irwin Lazar. “approximately 20% of research participants are able to measure quantifiable productivity improvements associated with their investments in collaboration technologies (…) see a gain of between 5 and 20%.” LuisBorgesGouveia,[email protected]
- 28. Mixing capabilities andincentives for digital adoption within an organization Source: Background paper going digital. Dan Andrews et al. Global Forum on Productivity. Ottawa, Canada. June 2018 LuisBorgesGouveia,[email protected]
- 29. Example: digital adoptionfor cloud versus computing and ICT training and regulations Source: Background paper going digital. Dan Andrews et al. Global Forum on Productivity. Ottawa, Canada. June 2018 LuisBorgesGouveia,[email protected]
- 30. Reality check… • “traditional”workplaces faces information that fails in: • Quantity • Frequency • Complexity • Channels diversity • Leading to DX that: • Access quality / integration • Organization issues • Lack of digital platforms • In order to avoid: • Lack of skills • Undertanding issues • Lack of confidence (trust) Information Overload Infloglut Information Excess Digital environment Harness Human Resources LuisBorgesGouveia,[email protected]
- 31. A glance oncurrent situation… “Employees are overhelmed” LuisBorgesGouveia,[email protected]
- 32. The new workercentral activity is searching for information “[the working] effort is not necessarily making us more productive. In addition to spending as much as 25% of our time doing email (…) and we spend an inordinate amount of time looking for information. Our research shows that in a given week, employees take less than 25 minutes of time to actually slow down and learn.” https://joshbersin.com/2017/03/the-disruption-of-digital-learning-ten-things-we-have-learned/ LuisBorgesGouveia,[email protected]
- 33. Allow for learningstrategies in the workplace will be a competitive advantage (like microlearning) https://joshbersin.com/2017/03/the-disruption-of- digital-learning-ten-things-we-have-learned/ LuisBorgesGouveia,[email protected]
- 34. What to do aboutit? Where and how can change take place? LuisBorgesGouveia,[email protected]
- 35. The client side Thequest for relationship Source: Sustaining digital leadership! Report n.2, 2014. EY Global Tecnhology Center, https://www.ey.com/Publication/v wLUAssets/EY-Sustaining-digital- leadership/$FILE/EY-Sustaining- digital-leadership.pdf LuisBorgesGouveia,[email protected]
- 36. The offer side Thequest for sustainability Source: Sustaining digital leadership! Report n.2, 2014. EY Global Tecnhology Center, https://www.ey.com/Publication/vwL UAssets/EY-Sustaining-digital- leadership/$FILE/EY-Sustaining-digital- leadership.pdf LuisBorgesGouveia,[email protected]
- 37. The Chief DigitalOfficer …as a digital leadership persona Source: Laurie Nash et al., https://www.russellreynolds.com/insights/th ought-leadership/the-emergence-of-the- chief-digital-officer-in-cultural-institutions LuisBorgeGouveia,[email protected]
- 38. Integrating Digital Leadership Source:Mariam Ismail (2017). Digital Business Transformation and Strategy: What Do We Now So Far?. November. Cambridge Service Alliance. University of Cambridge. LuisBorgesGouveia,[email protected]
- 39. Integrating Digital Leadership Technicallevel (hard skills) mix of knowledge - . - Tech & Management & Business LuisBorgesGouveia,[email protected]
- 40. Integrating Digital Leadership Humanlevel (soft skills) mix of will - . - Empathie & Vision & Collaboration LuisBorgesGouveia,[email protected]
- 41. • Be ableto balance between technical and social issues • Be a talent promoter wherever possible • Be people oriented • Choose people first • Be a learner • Be an ethics champiom • Be client side, but with results • Be sustainable • Be collaborative • Be in compliance • Be with others (groups and communities) • Be in networks and stay connected Final remarks https://www.forbes.com/sites/iese/2014/03/11/the-5- keys-to-a-digital-mindset/ LuisBorgesGouveia,[email protected]
- 42. • Be ableto balance between technical and social issues • Be a talent promoter wherever possible • Be people oriented • Choose people first • Be a learner • Be an ethics champiom • Be client side, but with results • Be sustainable • Be collaborative • Be in compliance • Be with others (groups and communities) • Be networked and stay connected How to achieve all that… Further research is needed to balance the load… https://www.forbes.com/sites/iese/2014/03/11/the-5- keys-to-a-digital-mindset/ LuisBorgesGouveia,[email protected]
- 43. Biographical note Luis BorgesGouveia Holds a Habilitation in Engineering and Industrial Management from the University of Aveiro (2010), a Phd in Computing Science from the University of Lancaster, UK (2002), a Master's degree in Electronic and Computers Engineering, from the University of Porto (1995), and a Diploma in Informatics, Applied Mathematics from University Portucalense (1989). Full Professor at University Fernando Pessoa (UFP) from January 2017, where he has a position since 1994. He collaborates regularly with higher institutions in Portugal, Brazil, England, Spain, Mexico, Lithuania and Estonia where he is involved with projects or postgraduate supervision. Currently he is the Coordinator of the Information Science Program, specialty of Systems, Technology and Information Management at UFP, where he has a number of doctoral projects in place. His main research interests are related to the use and exploration of digital based technology and its applications for human activity, such as information systems and knowledge management. This includes topics as digital transformation, cybersecurity, e-government and e-learning where he supervised 15 successful PhD projects. He is the author of 18 books within its interest areas, where he has a publishing register of 400 entries distributed by journals, book chapters and international conference proceedings. He was involved as coordinator or technical director in several projects regarding the use and application of information and communication technologies both in the public sector (central and local government and public local administration) and the private sector. Those projects include digital cities and smart cities projects, information systems, e-learning platforms and knowledge management implementations. Web homepage http://homepage.ufp.pt/lmbg/