We are all in same page that any new initiatives has its own pros and cons with it. For us, the potential challenge is on how we handle those cons and capability to translate the cons into pros??

In a context, the world is not only emerging as a global village and we are all future citizen of one umbrella nation – Republic of Digital. Thanks to Digital Transformation for diluting our native identities and attempting to standardize the scale towards a global benchmark.

DX transformation is no more a conceptual talk and its different stages of  implementation are the real evidence across the industries around globe. As on, it is a leading transformation disrupters to any organization within its own industry/sector or across which is considered to be quite sensitive. It has a sufficient dimensions / capability to convert your client / partner into serious competitor by overnight. Hence, market and competitor intelligence are the streams gaining more traction these days.

From this view, organization have one and only option (not a choice) to upgrade their Human Pool capabilities to defend it. Hence, strategic HR is a top most priority as part of C Level agenda.

Now, we will try to identify the gap from digital context across the people attached to 3 levels in any organization.

  • Strategic layer – L5 & L4 (Decision makers)
  • Tactical layer – L3 & L4 (Decision implementers)
  • Operational layer– L2 & L1 (Decision followers)
  • Freshman / Rookies / Interns – College2Campus talents

Strategic layer

This layer needs to be injected with the global knowledge around DX streams and the capability to assess the gap across the time horizons (immediate, short term, long term) in order to frame a best policy / process tools and influence the whole stakeholders. It is equally important to aware about the immediate harm / impact at enterprise level due to fast-fail experiences of other industry / nation model too.

Having a comprehensive understanding on gaps / risks, they are in a position to assess the digital component presence / weightage in their current Organization Strategy and the need for update one or not. This is very crucial steps for any leadership level especially in absence of any industry benchmark / reference.

And, this group plays a crucial role in responding the gaps and reflections reported by the other level through course corrections.

Tactical layer

This set of people needs to be equipped with the knowledge / skills to absorb the ideas of strategic level and pass on it as a decomposed deliverables to further down layer.

This group are instrumental to bring the intended synergy between dream (Strategic – vision) and the reality (operational) through a coordinated efforts / communique on any organization initiatives and make things happen as planned. Additionally, they are capable listeners to hear the new ideas as well as unsaid information through non-verbal gestures.

Operational layer

Generally, this layer is considered as lynchpin of most organization and large in population size to be briefly equipped around their readiness to support the strategic / tactical level visions come true. They play the key role of translators – who translate the strategic vision / dream into complete reality to achieve the holistic goals of an organization.

And, these groups (tactical / operational) are the reflectors who bring the instant attention of strategic leaders near to the problem and also coming with the empirical innovative style of problem solving (solution) mindset.

Any thoughts, please do reflect,