Digital leadership as a key competence: actively shape change
The world of work has been in a state of upheaval for years and is constantly presenting managers with new challenges. Digital leadership is no longer a trend, but the decisive lever when it comes to successfully guiding teams and companies through dynamic times. Decision-makers are increasingly turning to us because they feel that traditional management is reaching its limits, but the path to the digital future is paved with questions. This is where digital leadership comes in - a modern approach that combines technology, cultural work and targeted communication [1][3].
Digital leadership means actively shaping change and taking employees along for the ride. It is about more than just tools and platforms. At its core is the question of how a manager creates orientation, trust and a willingness to learn while processes and working methods are constantly changing [1][5]. Those who live digital leadership combine technological expertise with genuine people management, promote innovation and act as a driving force for the entire organisation.
How digital leadership is defined
Digital leadership describes the ability to lead and promote teams and organisations through the targeted use of digital technologies and thus pave the way for the future [1]. It is important that it is not just the technology that matters, but above all the attitude of the manager: from controlling to empowering, from hierarchical thinking to networking, from rigid structures to agile processes.
The focus is always on people - their needs, skills and fears. Clients often report that uncertainty, excessive demands or a lack of trust are the biggest obstacles to digital change. This is where it helps if managers develop digital skills in a targeted manner, as this is the only way they can support and inspire employees in the long term [1][5].
Digital leadership in practice: What really works?
Imagine an international company introducing a new CRM system. Instead of being „prescribed“ by the management, small pilot groups are formed to test the tool, provide feedback and make suggestions for improvement. The management communicates regularly and honestly about progress, stumbling blocks and goals. As a consultant specialising in digital leadership, I see the advantages here: Acceptance increases, the implementation process runs faster, uncertainty is addressed transparently [2].
Another example comes from the mechanical engineering sector, where a company uses predictive maintenance to digitalise maintenance processes and minimise downtimes. The key? Managers create space for experimentation, provide clearly communicated guidelines and establish a learning culture in which failure is allowed [4].
Finally, it is worth taking a look at Amazon: The company shows how digital leadership can work when vision, data-based decisions and permanent adaptation to customer needs characterise the path [2]. However, there are also cautionary examples - such as Kodak, which missed the boat when it came to digital photography, marking a classic case of a lack of digital leadership [2].
BEST PRACTICE at the customer (name hidden due to NDA contract)An international service company wanted to increase its focus on remote working, but encountered resistance and uncertainty. The management then started a structured dialogue at eye level: workshops, digital platforms for exchange and open consultation hours were introduced. The managers actively took up questions, provided space for feedback and regularly clarified the purpose and added value of the measures. After a few months, not only had acceptance increased noticeably, but productivity had also risen - without employees losing the feeling of being part of a strong community.
Hands-on: How to strengthen digital leadership in your company
Establishing digital leadership requires more than just good intentions - it needs concrete steps and a clear compass. These tips will help you on your way:
- Promote technological expertise: Use targeted training courses to familiarise yourself with digital tools and possibilities. Inspire your team with practical projects and give them space to try things out.
- Living transparency: Communicate regularly and openly - about goals, challenges and successes. Digital channels offer many opportunities to create proximity even across distances.
- responsibility: Trust your employees and empower them to make their own decisions. This creates the commitment and initiative that characterises digital leadership.
- Establish a learning culture: Mistakes are allowed if you learn from them. Create structures in which feedback is encouraged and continuous improvement is practised [1][2].
One company from the energy sector is a good example of how it works: agile teams have been formed here that use tools such as Microsoft Teams or Trello for their daily work. Managers use pulse checks and digital retrospectives to capture moods and adapt processes as required. This creates a permanent learning and development process that makes the company more flexible overall.
An Austrian wine-growing company also digitalised its processes and provided intensive training for all employees. Crucially, the management led by example, taking part in training sessions themselves and signalling that digital leadership depends on the mindset of those responsible [6].
Digital leadership as competence development
Today's managers are not only visionaries, but also change managers, coaches and innovators. Digital leadership requires familiarity with technological developments, an understanding of agile methods and the ability to guide teams through uncertainty [7]. In many organisations, we feel that the greatest challenge lies in breaking up rigid structures and breaking new ground together - true to the motto: trust, not control, creates the future.
My analysis
Digital leadership is not a project with an end date, but an ongoing process that sets companies and teams up for the long term. If you want to be a successful leader today, you have to actively shape digital change, take employees with you and promote a culture of learning. The best results are achieved when managers act as role models, combine technology and humanity and make consistent use of the opportunities offered by digitalisation.
If you want to strengthen digital leadership in a targeted manner, we will be happy to support you as TRANSRUPTION coaches - individually, practically and with a focus on sustainable results. After all, challenges such as change processes, remote work or the introduction of new tools are not solved alone, but together as a team - supported by a clear, digital leadership culture that involves everyone.
Further links from the text above:
Digital leadership: trends & challenges [1]
Digital leadership: Successfully navigating change with leadership [2]
Digital leadership: definition, competences, practice [3]
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic TRANSRUPTION here.
Deutsch 
English (UK)