6 mindset traits of highly effective digital transformations

[Anke_Hirning]

A transformational mindset can help individuals and organizations to grow, innovate and succeed in today’s complex digital environments.

If technology is the lifeblood of digital transformation, then people are its beating heart. Helping your teams to cultivate a transformational mindset is vital to the success of your digital agenda.

What does such a mindset consist of?

In a recent article at CIO.com, I defined a fundamental set of characteristics that enable individuals and organizations to grow, innovate and succeed in today’s complex digital environments: Your Mindset Must Pump the Heart of Your Digital Transformation. They are:

1. Growth mentality. This involves an understanding that learning is continuous, and that everybody has the potential to develop and grow. Any efforts that fall short of success are seen as learning opportunities, and feedback is welcomed.

2. Explorer’s mind. Curiosity can help to drive digital transformations with the excitement of understanding how things work and the search for new experiences. This aspect of the transformational mindset leads to a sense of ownership for problem-solving.

3. Belief in self-efficacy. People with this mindset orientation have a strong sense of confidence in themselves as problem-solvers and innovators.

4. Teamwork. Complex challenges call for extensive collaboration and the ability to share expertise and experience.

5. Diversity. Transformation projects benefit by drawing on the talents of people with a wide variety of educational and work backgrounds and experiences, as well as demographic diversity

6. Agile thinking. A fail-fast, learn-fast mentality lowers barriers to experimentation, enables you to pivot quickly as needed, and accelerates results.

How can organizations nurture these mindset traits? I offer some answers to that question in the CIO.com article. It involves a cultural shift, and culture is reflected in what is rewarded. Structure your performance measures to reflect the desired behavior.

Leaders play a crucial role in enabling teams to see “mistakes” as opportunities to learn and advance the program. Educate your workforce to embrace new ways of thinking – and consider training for your transformation leaders, too, to help them thrive in their role as coaches.

HPE can help you build your people-centric transformation with a comprehensive Management of Change (MoC) framework and services covering three core change domains: culture and behaviors; IT organizational change; and knowledge and skills. Learn more about HPE Management of Change Services and how we help you deliver successful, sustainable digital transformation.

Read more about HPE Pointnext Services and how we help you stay ahead of what's next.

See my related posts:

Take your people from crisis management to the new normal

Leadership skills for the hybrid workplace era – a quick intro

Anke Hirning
Global Lead Management of Change
Hewlett Packard Enterprise

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