Learning new technological skills is essential for digital transformation, but it’s not enough. Employees must be motivated to use their skills to create new opportunities, which requires a digital mindset. Psychologists define mindset as a way of thinking and orienting to the world that shapes our perceptions, feelings, and actions. A digital mindset encompasses attitudes and behaviors that help individuals and organizations recognize how data, algorithms, and AI can unlock new possibilities, charting a path for success in a data-driven and technologically advanced business landscape.

Developing a digital mindset is challenging, but the effort is worthwhile. Employees with a digital mindset tend to be more successful and satisfied in their jobs, are more likely to get promoted, and acquire skills that are valuable across different roles. Leaders with a digital mindset can better position their organizations for success and build a resilient workforce. Companies that foster a digital mindset can quickly adapt to market changes and seize new business opportunities.

Like any change initiative, digital transformation often faces resistance and early missteps. Companies succeed when they focus on two critical areas: (1) preparing people for a new digital organizational culture and (2) designing and aligning systems and processes. This article outlines the basic principles of this significant undertaking, drawing lessons from Philips, Moderna, and Unilever. These companies provide a roadmap for developing digital mindsets in existing talent pools and aligning systems and processes to leverage digital proficiency.

source: https://hbr.org/2022/05/developing-a-digital-mindset