Whether onto battlefields or into new frontiers, leaders guide people where few have gone and many prefer not to go. Today's leaders are charting a path through the murky waters of new technology, strategically employing digital assets to achieve their business's goals. They move their employees and organizations forward to reap the advantages of an increasingly technological environment. 

"In my view, the hallmarks and responsibilities of strong leadership have not changed," says Jessica Vann, Founder and CEO of Maven Recruiting Group. "But our methods for messaging, connecting, motivating, inspiring, and rewarding our employees and monitoring progress have." 

Research from Randstad suggests top talent is moving toward organizations with innovative digital leaders. Today's employees seek out companies that use cutting-edge digital tools to disrupt the status quo, advance their goals, and foster enticing workplace cultures. Instead of selecting companies based on compensation rates and tangible benefits, they are signing contracts based on workplace experience. 

Can leaders transition into digital leadership?

A handful of innovative leaders harnessed technology to revolutionize organizations prior to the COVID-19 pandemic. However, the acceleration of digital leadership is undeniably a result of the pandemic. 

"I'm no exception," admits Vann. "Up until two years ago, I wore Ferragamo mules and balanced on a BART train during morning commutes to our office in downtown San Francisco." 

When shelter-in-place orders were extended by waves of variants, Vann faced a reality of a future without offices. "We were forced to pivot," she recalls. "People's lifestyles, expectations, and physical locales became fluid. Fifty percent of our team left the Bay Area in 2020. The only way forward was to reinvent and change." 

After the initial shock, Vann discovered that releasing the constraint of the office freed up financial resources and creative resources, as well. When she accepted that an office no longer served the company's needs or her employees' desires, it cleared the way for new ideas. "I was no longer lamenting the past," she reflects, "I was dreaming up a new future and exhilarated by the possibility of reinventing a new leadership style for my company."

Traditional leadership vs. digital leadership

To move an organization forward, leaders need to know how to help employees perform at their best, and what drives those employees to perform at higher levels. People are a company's greatest asset. Understanding what drives those people, what they value and care about, and why they show up every day to do their best work is critical to success. 

"That element of leadership hasn't changed," Vann observes. "However, what people care about, the things that motivate them, and how you come to understand and monitor those things, has undergone a massive transformation in the era of digital leadership." 

Translating leadership skills to the tools that can accommodate effective digital leadership requires several key traits. Leaders of today need adaptability, creativity, and a willingness to try new things. They need the drive to leave behind preconceived notions and standardized practices, and strike out on a different path. In the face of constant change, these leaders must be willing to take regular and honest stock of themselves, their teams, and their companies. 

Effective digital leaders are the first to adopt digital tools. Embracing digital tools requires leaders to understand and appreciate technology's after-effects on the broader business environment. Digital leaders approach problems with a fervent sense of curiosity. They embrace an open mind and make all efforts to encourage creativity. Digital leaders help organizations find cutting-edge alternatives to outdated programs and legacy systems.

Whether in person or across time zones, digital leaders keep people connected, engaged, and aligned in a clear mission. They are the first to seek out technology that will meet the needs of their companies and employees. They approach every problem with curiosity, an open mind, and collaborative creativity. They investigate cutting-edge alternatives and turn from outdated systems. As they move forward, they are not afraid to fail and uproot established practices.

How leaders keep pace with the digital transformation 

The majority of organizations were at some time engaged in hybrid or remote work. Leaders felt the urgency to solve and address the unique challenges arising in those conditions. After all, a company's continued success depends upon its leader's ability to shift and pivot according to market conditions. 

"I see the digital shift as being similar to other market conditions we have responded to in the past," Vann remarks. "At the end of the day, business success requires adaptation and evolution. The digital era is simply another market condition we have to address." 

To strengthen digital leadership, Vann advises leaders to evaluate challenges that have surfaced as a result of adopting new tech or embracing remote work, spark conversations to brainstorm solutions, and map out remediation plans. "Amp up curiosity about what's important to your team and what they're struggling with, then come up with solutions. Be willing to experiment. Stop resisting, allow change to happen, and allow yourself to experience surprise."  

One thing is certain: unless leaders learn to embrace digital tools and ask "What if," they will be left behind by those who do. Leaders who know what their companies need and are willing to try new things will attract tomorrow's top talent. 

"Adapting to digital leadership isn't easy," admits Vann. "The shift requires new ways of relating, supporting, training, connecting, and strategizing. We must be intentional about solving these problems because this is the new reality. You can't avoid the pressure to evolve. You have to confront it by leading differently or be rendered obsolete."

For more information, readers can visit Maven's online course & coaching program.