The pace imposed by digitalization subjects every company and every employee to new ways of working. It is not a question here of transforming oneself into a digital machine, but of being able to evolve at the rhythm of innovations.
Steer rather than direct. Collaborative management is now imposing itself at all hierarchical levels. Benevolence invites itself into the professional world. The manager no longer confines themselves to a controller role, but positions themselves as a revealer of talents. Daily « quick meetings » supplant interminable meetings, and group efforts are encouraged through collective objectives.
Intrapreneurship more than encouraged. The ability to work in project mode, also called « scrum », has widely developed within companies because it is highly prized for the flexibility and responsiveness it allows. Entrepreneurial spirit, vision, ownership and creativity have become qualities sought by executives.
Continuing training everywhere and for all. While initial training is the unavoidable gateway to the professional world, continuing training has now become essential to boost employability. Training organizations have understood that easy access to training has become one of the essential criteria. Webinar-format training is also very prized.
Recruit with artificial intelligence? Employers and HR professionals have changed their approach to recruitment by massively using social networks. The upcoming legal restrictions regarding personal data protection raise questions. Practices and methods must be reviewed. Reinventing one’s approach to candidate sourcing will become a priority.
For an executive, the transition to digital requires significant work of reflection and analysis. It is not a question of knowing whether one’s company will dare digital transformation, but rather how it will proceed. And, incidentally, keeping a mode of operation in which the human will not be subjected to the machine.
