It is often said that digital transformation is about people, not technology. Unlike some platitudes, this one is entirely true.

While enabling technology is important, it is the human workforce who will not only be executing on your organization’s digital transformation strategy, but ensuring it’s ongoing success far into the future. However, ensuring employees are fully up to the task requires more than just technical training but a radical shift in thinking and decision making.

What is a digital mindset?

As one can imagine, a digital mindset can be defined in many different ways. For example:

“[A digital mindset] can be defined as a set of attitudes, behaviors, and beliefs held by people or a group of people that influence curiosity about disruptive digital technology in an organization.” - Mufaro Dzingirai (Midlands State University, Zimbabwe)

“Digital Intelligence is not about becoming an expert in all things digital. Rather, it means having a foundational awareness of digital technology and the possibilities it opens up, and the willingness and ability to pursue new opportunities based on that awareness.” - Abbey Lewis (Harvard Business Review)

“The courage to disrupt” - Various (SC Ventures)

In other words, a “digital mindset” refers to an environment where all employees are comfortable not only working with digital technologies, but applying them to solve problems and drive growth. It’s less about cultivating expertise than confidence. People and groups with strong digital mindsets typically embody the following qualities:

• Adaptive: responds well to change and disruption
• Growth-Oriented: intellectually curious and committed to continued learning
• Failure: views failure as a learning opportunity. Comfortable with rapid experimentation and iterative practices
• Ecosystem focus: prioritizes the well-being of the entire multiorganizational system and not just their company

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How do you cultivate digital mindsets?

Major companies such as Amazon, BP, and AirBNB have all launched digital skills academy aimed at ensuring their employees have both the expertise and confidence to thrive in a digital-first environment. Though each company’s approach is unique to their own organizational culture and strategic objectives, some things to keep in mind when building out your own vision for change:

• Driving Digital Mindsets Start From the Top. As with any major transformation, senior executives must be the face and voice of cultural change. If the c-suite does not actively and authentically advocate for the desired culture transformation, these efforts will likely fail.
• Create a safe-to-fail environment. Making the workplace a “safe space” where people can make mistakes without fear of being judged incomptetent is one of the most difficult aspects of this journey. It’s critical that leaders set an example here by encouraging out-of-the-box thinking and experimentation. 
• Launch a New Horizontal Department. Many organizations find it helpful to build horizontal teams, such as a center of excellence (COE) or digital incubator, to support and help drive digital transformations. In addition to helping companies research and select cutting-edge technology, they can also help pinpoint and address larger cultural obstacles. 
• Build a Case for Doing Nothing. If you sincerely want to push innovation, your days of maximizing productivity are over. Especially in this day and age where burnout rates are rampant, making room for reflection and informal discussion and casual learning is essential to not only encouraging creative thinking, but employee wellbeing.