The Top Seven Digital Competencies for Organizations

When you move technology from a supporting role in business to a leading player in innovation in business, it requires deep competencies plus more and different skills. I think there will be a change in what organizations will be looking for in new hires, technology professionals, business professionals and business leaders. This is primarily motivated by organizations having to anticipate and respond to opportunities and threats from traditional and non-traditional sources. Here are my top seven digital competencies that organizations must posses as we progress in the digital age. There are a number of new base skills, values and performance targets that help build these competencies:

Constituency Engagement:

Customer relationships will be a big area of focus through better digital engagement designs, journey mapping, customer input and realistic feedback loops. This is the start of digital, but better engagement needs to be expanded to include employees, partners and value chain participants. The skills here are about listening and acting on what's best for all parties not just the organization and will require a much better "give and take" balance in relationships.

Hyper Awareness:

Organizations are no longer playing in a static world with simple business models. This puts a premium on not only being aware of traditional business contexts and simple business signals, but understanding emerging patterns. This requires skills in big data analytic capabilities that leverages algorithms and new / large data sources for emerging patterns of interest.

Complex Problem Solving:

In a fast paced and complex world, the kinds of problems that will surface will be compound in nature and have more dimensions. This means the skills around complexity management will play a bigger role for organizations over time as measured actions will have to be thought out over time in many arenas of impact. Organizations are ecosystems that play in and around other ecosystems and potential interactions will need to be considered.

Creative Digital Design: 

Knowing how to best combine digital capabilities with traditional capabilities in not only an attractive way, but in a compelling way is where most organizations are headed. This requires knowing the kind of user experience and man / machine interfaces that will compel an increase in business activity.

Anticipatory Decision Making:

Not only will organizations have to be acutely aware of what is happening in their own and neighboring contexts, they will have to be able to predict trends and new areas of  impact. This includes predictive analytics, simulation and cognitive computing capabilities. Driving organizations by looking through rear view mirrors is not the way forward, so there will be a premium on fast and future decisions

Innovative Productivity:

While the traditional productivity leavers will still work at times, there will be a demand to increase the leveraging new technologies such as bots and cognitive services (cogs). Resource optimization will go beyond simple creating stretch goals with punitive enforcement approaches. Resources will be considered in all the contexts they participate in at any moment in time and will be given assists both temporary and permanent.

Operations Agility: 

The will be a premium on change management and technologies that respond quickly to change. This means that resources that are flexible will be desired. For people, it means that they might have to have incentives to take on risk. For software and hardware, dynamic configuration features will be a necessity. There will be pressure for rapid development through composition and configuration.

Net; Net:

The digital world will be different requiring additional competencies over and above the base competencies of an organization. This will require new skills that will be prized in the future.  These skills will be shaped by the competencies that organizations need to build to survive and thrive in the digital world.