In the ‘Future of Work’ the ‘team’ has become the heart of innovation and excellence within successful organisations. The ‘agile’ way, having reached beyond the software development bench, emphasises team self-management, collaboration, quick and early stage functioning results, and an immense adaptability to emerging business realities.
The importance of agile methodologies for the benefit of excellence and innovation is by now well understood. Nevertheless, with a steadily growing number of global knowledge workers – an anticipated 1 billion digital nomads by 2035 – agile methodologies need updating. Behaviour-centric identity management is the secret sauce to adding value to modern agile in an increasingly diverse marketplace.
“High frequency quality interactions get everyone
on the same page and working in sync”.
Collaboration is enacted through interaction, which in turn is enacted through identity. Through raised levels of identity awareness, the workforce is able to build robust work-based relationships across generations, geographies, functional, and organisational boundaries. By that, internal and external teams can put customers at the centre of community collaboration in order to deliver value to customers faster.
It is essential that all people in the organisation understand the value of human connections as well as their own role in shaping their organisational culture. The focus has to be on the role of identity as the key ingredient to achieving excellence, from individual innovation, through to innovative practice at team and organisational level.
Scaling agile across the organisation is an iterative process well beyond the IT function. With individuals and teams as ambassadors and a with a clear action plan in place, it is feasible to successfully embed these practices as part of your digital transformation programme.
Part 1: Innovating through identity-based collaboration
In the first part of the webinar, we provide an overview of the complexity inherent in innovation and discuss how maximum innovation comes from agile, self-managed teams.
Part 2: Understanding the importance of profiling yourself, groups, and end user/customers to create social impact
In part 2, we look at how workforce identity and corporate brand shape the foundation for organisational innovation – why is it so important to create belonging within and across teams.
Part 3: Achieving innovation excellence and what really works
In the final part of the webinar, we give examples of application and best practice in innovating for success in the agile market-place realities.
Mobility, cloud-based platforms, Internet of Things, Virtual Reality – the tech-induced, global outlook of doing things has become an integral part of our work and private lives. With increasingly fluid boundaries, old ways of working have become obsolete; digital technologies force organisations to transform. Nevertheless, digital transformation is not about technology; it is much more, it is a mindset – a thirst for innovation that needs to be reflected in workplace culture.
Clearly, with new digital business models and new ways of collaborating, insular thinking and behaviour no longer add value to a globally, often geographically dispersed workforce operating in a tech-driven world. So, business leaders and change agents need to lead the conversation on strength-based identity management to prepare for today and tomorrow.
So, why talk about identity?
At the heart of successful digital transformation is people. People act through their identities in the interactions inherent to the change process. Their performance will make or break the transformation process. The change agent’s understanding of own and other identities has a key role in this success. The digital value chain holds three major domains for changing the conversation to strength-based identity:
Business leaders – Be ahead
Business leaders need to be at the forefront of moving the conversation to behaviour-driven identity management. Despite knowing that the world of work is changing some still struggle, and continue with the use of traditional concepts, such as personality profiling and staff surveys. Either this only predicts individual performance or is too general to affect outcomes.
“Yes, but it’s dangerous to speak about identity”. In our organisation we can’t do this”.
HR Business Partner, Financial service organisation, UK 2016
For leaders behaviour-driven identity management must include three essential steps:
Cyber capacity for the individual
As mentioned above, people adopt a number of different personas across different platforms. For example, wellbeing might be an integral part of your identity. You may want to share sports activities with colleagues and friends for different purposes, perhaps to arrange meeting points or display your performance on different platforms, such as Meetup or Facebook. Sharing information can be a double-edged sword. Whilst winning a valuable network of like-minded people, it also puts you at risk, in both the cyberspace, e.g. identity theft and potentially in the physical space, e.g. burglary when away from home.
Which of the identities carefully selected from overall identity profile to put on display? There is a need for raised awareness as to how to portray yourself safely. Moreover, there is a need for alignment. What opportunities are there and what are the connected risks? Build capabilities that help mitigate cyber risk caused by human behaviour, reducing opportunities for cybercriminals to exploit human weaknesses. Both, raised awareness of own behaviours and superior security awareness, should be an integral element of the workplace culture.
Power collaboration for measurable results
As the organisational structures of ‘networked teams’ become more popular, switching between face-to-face and cyber interactions, and even switching between platforms becomes an ever more critical capability.
High frequency quality interactions get everyone on
the same page and working in sync.
Collaboration is enacted through interaction, which in turn is enacted through identity. Through raised levels of identity awareness, the workforce is able to build robust work-based relationships across generations, geographies, functional, and organisational boundaries. By that, internal and external teams can put customers at the centre of community collaboration. From important virtual etiquette for initial contacts through to achieving measurable team results by working on cloud-based platforms, identity and its awareness and skills unlocks workforce collaboration skills.
Culture is king
In addition to team collaboration, organisations need to consider that working with a digital response strategy without the right culture is a random act of digitization. With the many different identities people bring to the virtual capability, - multi-faceted, often overlapping and contradictory, all under one roof - there is need for a culture of technology use, to provide a foundation for the company’s digital strategy. A workplace culture that people not only accept, but genuinely believe in and value – one that empowers them to implement the company’s digital strategy. However, how to create “their” culture?
Unlock people’s identity first, scale it to team level, to then
create your organisation’s identity.
Moving from identity to culture works best when you marry workforce engagement and data. People simply love exploring more about their identity and the strength that comes with it. The sum of workforce identity profiles results in a powerful map that can be further negotiated among people and leaders to finally result in a shared culture that people genuinely believe in and value – simply “theirs”.
Culture is an organisation’s identity. It is developmental and sometimes contradictory, getting it right is not only achievable but crucial to the success of any business.
If you wish to speak about making identity work in your organisation, contact us.
Abraham, P.E. 2015. Cyberconnecting. The Three Lenses of Diversity. Surrey, UK: Gower/Ashgate
Agrafiotis, I.; Bada, M.; Cornish, P.; Creese, S.; Goldsmith, M.; Ignatuschtschenko, E.; Roberts, T.; Upton, D.M. 2016. Cyber Harm: Concepts, Taxonomy and Measurement (August 1, 2016). Saïd Business School WP 2016-23. Available at SSRN: https://ssrn.com/abstract=2828646 or http://dx.doi.org/10.2139/ssrn.2828646
Kane, G.C.; Palmer, D.; Philips, A.N.; Buckley, N. 2016. Deloitte University Press: Aligning the organization for its digital future: http://dupress.deloitte.com/dup-us-en/topics/emerging-technologies/mit-smr-deloitte-digital-transformation-strategy.html?id=us:2sm:3tw:4dup2985:5eng:6DUPress:20160926:mitsmr2016:du_press&linkId=29139511, accessed May 2016
Smircich, L. 1983. Concepts of Culture and Organizational analysis. Administrative Science Quarterly, 28 (3), 339–358.
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Digital transformation strategist | Privacy advisor | Cyber anthropologist | Author