Being a digital leader requires the courage to challenge entrenched behaviors and mindsets, and the influence to build consensus. This calls for soft skills, such as emotional intelligence and a willingness to listen, as well as technical skills. The Singapore government, for instance, has drawn up a new Core Competency Framework, reflecting the more diverse capabilities that leaders need at different levels.
Leaders need the humility to acknowledge that they may not have all the answers, and a willingness to look for solutions both inside and outside the organization. Forty-seven percent of the survey respondents from high-performing transformations say their leaders welcome ideas from more junior personnel, versus 29% from low-performing transformations.
For digital leaders, the ability to drive change is as important as technical expertise. They need to keep a constant eye on citizens’ needs and the problems that need solving, while motivating staff to embrace creativity and continuous learning. The digital leader should also work with the talent leader to highlight how technology is successfully addressing society’s big challenges, which can inspire existing and future employees.
Our recent paper EY outlines 5 Leadership Mindsets, and recommends that leaders continually challenge themselves to ensure their beliefs, attitudes and values move with the times.
To find out more about the new breed of leader, read the full version of the paper.
Case study: Leaders power ahead in the Washington Metropolitan Area Transit Authority
EY teams supported the Washington Metropolitan Area Transit Authority in improving communication, training, and internal processes leading to a more collaborative work environment.
EY helped craft a leadership program to develop existing and future leaders, with a focus on culture to improve experience and engagement. We also assisted with change management to ensure smooth adoption, while providing data analytics to track metrics via a variety of innovative dashboards.
The resulting program is enabling a shift in culture, increasing engagement and retention, and helping the organization meet its goal of being the transportation and employer of choice.