Changing competitive tensions are requiring organizations to rapidly evolve new capabilities and skills, necessitating an imaginative approach to technology that demonstrates autonomy, openness, innovation and speed. The biggest limitation is no longer technology itself, but the imagination of those who must deploy it.

Automating what is already there is only half the battle. Imagining what should be there is the other half…

Robert Bolton
KPMG in the UK

To succeed in a disrupted world, leaders will need to forge an agile and connected enterprise with a future-focused workforce. For both individuals and organizations, there needs to be a reconciling of the demand for digital skills to deploy and manage technology, and the human skills to live and work with this technology. Positioning the enterprise for success as the work of humans and machines converges, will require a digital mind-set.

This digital mind-set must be evident across the workforce, and at the heart of the organization, in order to succeed in these times of continuing and extraordinary technological advances.

Whether we consider an individual, a team, or an organization as a whole, a digital mind-set balances four principles:

  • Courage to act/challenge: everyone is seen as a leader and encouraged to act and challenge. When this aspect is present, it is expected that individuals seek and possess the autonomy and freedom to act, while being accountable for meeting business objectives. Everyone across the enterprise is encouraged to share details and updates on priorities, projects, and progress, with a focus on interdependencies among team members
  • Connecting end to end: a connected enterprise reflects the impact of digital disruption on changing enterprise value chain, business outcomes, and customer experience. When this aspect is present, individuals are expected to enact and apply design-thinking to support and build future-focused business
  • Growth mind-set: an innovative and flexible culture encourages agility, collaboration, and change. This requires the creation of a work environment in which roles can evolve and people can collaborate across role boundaries, and instilling a strong “learning to learn” mind-set that maintains a focus on tomorrow as much as today
  • Everyone an innovator: everyone in the organization is encouraged to productively innovate how tasks, roles, and delivery are conducted between humans and machines. When this aspect is present, it allows organizations to unleash their own potential towards common business goals

For further insights, please visit Reinventing Work – A sequel to the Rise of the Humans series.

Digital mindset framework

Take the free self-assessment

The self-assessment has been designed to help shine a light on the digital mind-set of individuals in the context of their organization. It enables them to see strengths and relative weaknesses against our researched model of the mind-set needed to build and navigate a digitally transformed future.

If a representative sample of employees completes the self-assessment a KPMG firm can then provide an organization assessment that can highlight strengths, opportunities and potential issues. In due course we will include benchmarks by country and industry.

To find out more about conducting an organization assessment, or if you are interested in finding out more please contact us.

  

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