LD7090 Leadership in a Digital Age Assignment Sample 2023
Introduction
The report will discuss digital leadership and its capabilities and behaviours. The first section will describe three leadership theories including behavioural, trait, and situational in context with digital leadership. As per digital leadership capabilities, self-analysis is done to identify the strengths and weaknesses. Further, the capabilities and behaviours of digital leadership will be discussed. The digital leadership skills required to bring business transformation will be described. Lastly, a PDP plan is developed to analyse practices for improving skills and knowledge.
Section 1: Leadership & Self-analysis
Introduction
Digital leadership is the concept of the leading team in which leaders encourage and motivates their team to adopt emerging digital technologies along with utilising digital assets effectively (Kapure, 2021). In today’s developing world, digital technologies are booming rapidly and that makes it essential for leaders to use them for improving organisation’s strategies and growth. The section will critically analyse three leadership theories and it will be then critically analysed with the traits and characteristics of digital leadership. Along with that, self-analysis will be done to examine the weaknesses and strengths.
Leadership theories and models
The rapid advancements in today’s digital era have made it essential for leaders to adapt leadership capabilities that can quickly adapt to technologies. The three primary leadership theories including situational, behavioural, and trait theory of leadership will be discussed below in context with digital leadership.
Situational theory of leadership:
This leadership theory suggests that a leader must have the capability of adopting leadership qualities as per market demands and situations. It can be seen that there occurs various situations that need to be controlled using diverse leadership abilities. As per the situational leadership theory, leaders that are capable of planning strategies as per the situation are effective leaders (Wuryani et. al. 2021). The primary leadership traits that have been described by this theory are flexibility, adaptability, and agility to accept the changes and plan accordingly. Based on this theory of leadership, four primary leadership styles are described by Hersey and Blanchard. It includes telling, selling, participating, and delegating.
| Leadership style | Characteristics |
| Telling | In this, leaders order their team about their task without any interaction. |
| Selling | In this more back-and-forth approach is adopted between leaders and followers (Thompson and Glasø, 2018). In these leaders sell their ideas and ask team to get involve in them. |
| Participating | This approach allows leaders to ask team about their ideas and take a more active role in decision making process. |
| Delegating | In this approach, group members are the primary decision makers and involvement of leader is very less. |
Maturity levels at situational leadership:
M1: In this group members don’t have sufficient knowledge or skills and are less willing to complete the task.
M2: In this group members have strong willingness and enthusiasm to complete the task but lack of knowledge and skills.
M3: At this, group members are not willing to take the responsibility but are highly capable and skilled.
M4: In this, team is highly skilled and talented along with willingness to complete the task.
Figure 1: Situational theories of Leadership.
(Source: Situational Theories of Leadership, 2020)
As per the situational leadership theory, leadership style needs to be matched with maturity levels. Based on the theory, M1 (Low Maturity) best suits with telling leadership style, M2 (Medium Maturity) best suits with selling, M3 (Medium Maturity) best suits with participating, and M4 (High Maturity) best suits with Delegating (Raza and Sikandar, 2018). It can be observed that leaders must adapt their leadership style based on the capability, skills, knowledge, and willingness to complete the particular task. In context with digital leadership, leaders must adopt participating leadership style and must have a team of skilled and talented staff and encourage them to complete the task. Other than that, digital leaders can also adopt to delegating style if they have highly talented group members along with the willingness to complete the task.
Furthermore, if the leaders have team of diversified members having different skills and capabilities along with different maturity levels then situational leadership suggests that digital leaders must have the ability to adopt style as per the demand (Henkel and Bourdeau, 2018). This leadership style best suits with the digital leadership as they must have the ability of adapting to changing technological requirements.
Trait theory of leadership:
This leadership analyse the traits and characteristics of an effective leader. The characteristics leaders possess describe the way they will lead the team. It includes traits like physical factors, intelligence factors, personality factors, and many more. As per the trait theory of leadership, leadership skills and characteristics are most essential for the organisation’s success (Meskelis and Whittington, 2020). This theory primarily focuses on leaders’ traits instead of followers. The theory also suggests some leadership behaviour that needs to be adopted by leaders for achieving the goals and objectives. The primary trait that leaders must possess as per trait theory in context with digital leadership is flexibility and adaptability as it is essential for adapting to changing digital requirements.
Furthermore, the leadership theory has described traits into four groups including personality, task competence, demographics, and interpersonal attributes. Demographics states that both males and females are capable of leading the team, personality reflects on behavioural patterns like ambiguity and adaptability, task competence focuses on emotional stability, conscientiousness, and openness to experience, and interpersonal attributes focuses on the leader’s way to approach social interactions (Thompson et. al. 2020). In context with digital leadership, digital leaders must have all these four traits. For example, they must have openness to experience new technologies that are emerging to improvise organisational success; social interactions need to be there to identify team ideas and opinions as well. The demands of ruling in the technological world are changing rapidly and the way of utilising organisational digital assets needs to be there so they can secure a competitive position in the market.
Behavioural theory of leadership:
Behavioural leadership theory suggests that the success of leaders depends on their behaviour instead of their natural attributes. It describes leadership ability based on the actions they show in the organisations. To become effective leaders, they must have some set of behaviours. It observes the set of behaviour and actions leaders adopt to handle particular situations (Rico et. al. 2021). The theory argued that leaders are made not born and everyone can become an effective leader if they learn and implement leadership behaviour. As per the digital era and leadership, it can be seen that digital technologies are booming nowadays and it is must for leaders as well to learn and acquire them effectively. In context with behavioural leadership theory, it can be stated that every leader is capable of learning and implementing leadership behaviour in their daily work activities.
Furthermore, it also states that the leader’s behaviour highly affects the working capability of followers and team members. For instance, in the digital era leaders must ask for team members’ opinions instead of just ordering them to complete a particular task. This behaviour of leaders describes the participative behaviour of leaders that is must in the digital leadership era (Bakker et. al. 2019). For keeping the team motivated and encouraging leaders must offer rewards, observe team progress, provide feedback and increase collaboration. Along with that, leaders must have the behaviour of adapting to changing requirements to influence their followers that for achieving success adopting changes is must. In this way, all three leadership theories describe effective leaders differently.
Digital leadership traits and thorough self-analysis
From the above analysis, it can be seen that various characteristics of digital leadership needs to be in digital leaders to keep their team motivated and encouraged. Based on those traits and characteristics self-analysis has been done along with identifying strengths and weaknesses.
Strengths: I have noticed that digital leaders must have adaptability and flexibility to adopt technologies as per market requirements (de Araujo et. al. 2021). From the self-analysis, I have identified that I am capable of learning new things and adapting to changes quickly and flexibly. Other than that, it has been found that I am good at technical skills, and the capability of learning would be beneficial in gaining continuous technological knowledge. I have diagnosed that digital leader must have strong communication skills to implement change in the organisation adequately and plan strategies using a participative approach.
Weaknesses: I have identified that I am capable of gaining new knowledge and skills but it requires innovative and creative thinking as well for implementing the knowledge into actions. From the analysis, I have diagnosed that there is an essential requirement of developing innovative and creative thinking ability in me. Further, I have fear of adopting risk because if it is not implemented adequately then it can be a huge loss to the organisation. In the digital era, adopting risk is the key to success, otherwise; the growth of an organisation will be stopped (Hensellek, 2020). I am willing to focus on improvising my risk-taking ability.
Conclusions
Three leadership theories have been used in the section and are based on the various traits and characteristics that have been identified. From the entire analysis, it has been concluded that digital leaders must have adaptability and flexibility in them to adopt emerging digital technologies effectively. Other than that, behavioural theory suggests that leaders are not born they are made and as demands of leadership style are changing; leaders must have the capability of learning new behaviours so they can lead adequately. From the self-analysis, I have identified that I am good at learning new things and possess good technical knowledge but I need to work on improving my technical skills as it is emerging regularly. Further, I want to improve my innovative and creative thinking and risk-taking skills.
Section 2: Leadership capabilities and Behaviours
Introduction
Digital leadership plays a crucial role in today’s digital era as the world is developing; technologies are also developing (Rüth and Netzer, 2020). The leaders must possess some capabilities and behaviours that could benefit the organisation and help in leading the team effectively. The section will be focused on analysing various digital leadership characteristics that will help in managing a dispersed team. Adopting digital changes along with keeping together is must for achieving success.
Digital leaders capabilities and behaviours
Adaptability and flexibility: It is the most crucial leadership capability and behaviour that needs to be in digital leaders. This skill can be described as the ability to change so an organisation can fit into the changed situations (Schiuma et. al. 2021). Adaptability and flexibility will help individuals in gaining a higher level of emotional intelligence to adopt change quickly and easily. If leaders have this capability, then they will be able to circulate it among team members as well. It can be observed that not every individual has the same opinion and perception; some members will easily agree to adapt to the change, whereas; some will not. In this situation, the leader can convince the team to adopt the change. Adapting to a new working environment can be difficult sometimes but if leaders are adaptable to a new environment, they can convince their followers as well by highlighting the positive points of adapting to a change. Having this skill and behaviour is must because the world is changing rapidly. In today’s digital era, it can be seen that digital technologies and the use of the internet are increasing among every individual (Falloon, 2020). This makes it more essential for digital leaders to adapt to an environment that is more customers centric and beneficial for the team as well.
For example, adapting digital channels and other technologies to take customer reviews instead of taking them verbally or face-to-face. Many of the team members will find it difficult to adapt the technologies so digital leaders must offer some training to them so they can use them flexibly with fewer issues.
Innovative and creative: From the entire analysis, I have found that digital leaders must have innovative and creative thinking so they can implement technologies innovatively. It will also help in supporting the digital transformation in the organisation. The leaders must have the ability to interact with employees and collect their opinions about a particular technology. It is their responsibility to analyse their opinions and offer them feedback for improvements if required (Murashkin and Tyrväinen, 2020). It will benefit the dispersed team in improvising their innovative and creative thinking and they will also identify their loopholes that require improvements. Entirely it is must motivate and encourage team members to bring innovations and share their ideas among the group so the best innovative idea can be implemented. Improving innovativeness in the organisation will be achieved only if leaders offer adequate resources to their essential employees. It includes proper information, data, and knowledge of the latest digital technologies as per their business. Offer extrinsic and intrinsic motivation to employees so they feel encouraged and think out of the box.
Figure 2: Nine Skills of digital leaders.
(Source: Digital leader’s capabilities and skills, 2021)
Encourage digital literacy: I have observed that many of the leaders just focus on achieving the goals and objectives and force their team to complete the task on deadlines. It can be observed that digital leaders must have the capability of circulating digital literacy among individuals so they can facilitate change adequately (Bresciani et. al. 2021). The technologies are increasing rapidly and before adopting them it is must to gain knowledge about the technology and analyse the business area where it could be implemented. It is found that keeping up with digital technologies is not easy for a non-digital persona. For this purpose, it is the responsibility of digital leaders that they encourage new learning skills that are required to compete in today’s business environment. Further, digital leaders must have to provide their employees with adequate resources to implement digital changes. In this context, they can also offer training to diverse team members based on their skills, interests, and talents. Offering them training will not only improve their skills but also encourage them.
Keep up with technology: In today’s digital era, it is must that leaders must have adequate knowledge of technologies before asking the team to adopt them. In this, leaders should have understood the technologies that the organisation is going to use in the future so they can communicate them among the team members (Abbu et. al. 2020). Technologies are changing rapidly and, in this era, leaders must organise meetings and seminars with team members to ask them about their opinions and present their views on a particular technology. It would help leaders in analysing which technological change will benefit the organisation. For instance, being a team member if my leader has not adequate knowledge of the technology, we are thinking to adopt than the team members will lose their confidence and trust and it is harmful to organisational success. Leaders need to have adequate knowledge so they can lead their teams and resolve their issues.
Conclusion
It has been concluded from the section that digital leaders must have adequate knowledge and understanding of the digital technologies they are going to adopt, otherwise; it would be difficult for them to guide the team members. Further, they must have adaptability and flexibility in them to adopt the digital technologies that are required for organisational success. Other than that, forcing and asking dispersed teams to work with new technologies is not good as the team will have some non-digital persona that doesn’t have enough knowledge. In this situation, they must encourage digital literacy among employees so they can feel motivated.
Section 3: – Business Transformation
Introduction
The section will critically evaluate digital leadership skills that can improve business transformation and can deal with particular issues. I have analysed that many of the organisations face difficulty in collecting customer reviews and resolving their issues adequately. Keeping customers satisfied is must for improvising business growth and sales. Collecting customer reviews is must to improve the strategic process of business and bring products and services as per their demands. Further, resolving their issues are must hold the potential and loyal customer. In this section, various strategies have been identified to resolve the issues described.
Ways digital leadership can enhance business transformation and performance
Implement digital technologies: The technological era is rapidly increasing with the development of new technologies helping companies in keeping the satisfaction of customers high. I have observed that business technologies also help in interacting with the customer so their demands and requirements can be analysed appropriately (Anak Agung Sagung and Sri Darma, 2020). In the competitive era, every organisation is implementing ways to improvise their interaction with consumers. For example, implementing chatbots on the online website will help the customer is asking about the queries and the chatbots will reply in milliseconds that too 24/7. The quick response offered to customer queries would benefit the organisation in improving the customer experience. Other than that, for collecting customer reviews organisations can send direct mails to their customer and ask them to complete the survey so the organisation can bring improvements as per their feedbacks.
Moreover, increasing digital presence through various digital marketing channels also helps in analysing customer demands and requirements. For example, social media networking helps organisations in updating pictures and videos of products and services organisations have to offer (Shearer and Mitchell, 2021). By analysing views, comments, and likes on the posts company can identify the loopholes and bring improvements. Using social networking sites, they can also analyse customer demands and with the help of personalisation, they can attract customers.
Offer training and development programs: To adopt digital technologies for bringing business transformation it is must to provide employees with proper training and development. The training programs will help leaders in circulating the knowledge among the employees that are going to work with these technologies. Along with that, digital leaders must offer training as per their strengths and interests so they can acquire knowledge easily as compared to other team members (Yücebalkan, 2018). Training and development program will not only help team members in accessing the knowledge required for adopting the technology but will also help in keeping them encourages, aware, and motivated for adopting technologies. Further, implementing technologies is easy but using them appropriately is hard, and without its proper utilisation organisation won’t achieve growth and success. At this place, training is must so non-digital persona can also learn about technologies and implement them adequately.
Use change management model: It can be observed that implementing change for bringing digital or business transformation it is must that change is circulated among the team and team members adequately (Karambelkar and Bhattacharya, 2017). In circulating the change effectively, the change management model is used so leaders can encourage and motivate employees to adapt to change effectively.
ADKAR model: This model is used to identify the difficulty in change, why some changes are successful while some are unsuccessful. ADKAR model consists of 5 basic blocks that leads to successful change. It includes awareness, desire, knowledge, ability and reinforcement.
Figure 3: ADKAR model of change.
(Source: ADKAR Model of Change, 2020)
Awareness: The step helps in creating awareness among team members about the necessity of change along with its benefits. It will be difficult for them to adopt new technologies but it is must keep them aware that adopting change is must for surviving in the competitive environment (Galli, 2018). This allows employees to ask about their queries and allow them to suggest their opinions about a particular change.
Desire: It results in allowing everyone to be a part of the change and support the change as well. In arising desire of adopting change, it is must that leaders communicate with all employees and team members and prove that the current working conditions are not successful. Secondly, communicate about the pause on growth and success if things are kept the same. Lastly, convince people to take part in the change management process.
Knowledge: As per the ADKAR model, two types of knowledge need to be there before adopting change. It includes knowledge of the skills that will help in bringing change, and knowledge of behaviours that is must to keep the change in its place and achieve success (Wong et. al. 2019). For improvising employees’ knowledge, it is must that digital leaders offer training and development to bring business transformation.
Ability: After inhibiting required knowledge in employees, it is time to implement strategies adequately. In this, now employees must be able to support the change and utilise the newly implemented technology adequately.
Reinforcement: It is must to reinforce the new ways of working among employees for sustaining the change (Galli, 2019). For managing the change, individuals must not use the old ways of working.
Conclusion
Bringing business transformation is all about bringing change in the organisation whether it is digital or non-digital. The leaders must have proper implementation of digital technologies to resolve the current issues discussed in the section. Further, they must provide adequate training to their employees so they can implement and utilise the technologies adequately. Other than that, implementing change requires a proper change management process so every member of the team supports the change. ADKAR change management model is used for circulating the change among team members adequately.
Section 4 – Personal Development Plan
To fulfil the requirements of my role I need to
| Objectives | · To improve the technical skills required for digital leadership
· To enhance the ability of bringing innovation and creativity · To improve the risk-taking ability |
Strengths and areas of development
| Areas of strength | Ways to use it more extensively |
| Strong communication skills | I possess strong communication skills that would help me in interacting with others about the digital technologies and suggest my opinions adequately. |
| Ability to adapt changes | I am good at learning new things rapidly and it would benefit me in adapting to changing requirements quickly and flexibly. |
| Technical skills | I possess goof technical knowledge and it would help me in enhancing my knowledge as per requirements. I think this area requires continuous development so I will look forward to gain more technical skills as per my job role. |
Areas of development
| Issues/ Areas of development | Ways to address the issues |
| Improve technological knowledge | For improving technical knowledge, I will continuously enrol in various online courses that are must for my job role (Flor et. al. 2018). It is must to learn technical skills as per interests and strengths and I will take online tutorials based on my future career goals. |
| Ability to innovate | I possess great knowledge of learning new things quickly but the primary loophole I have identified is that I lack in implementing it innovatively. In support to this, I will focus on listening to other opinions and analyse the way they are innovating with the technologies and from that I will practice to formulate my suggestion and discuss them so that I can improve them (Janteng and Tan, 2017). |
| Ability to take risks | I have analysed that I fear taking risks and to overcome this I will start to focus on positive outcomes and benefits I will get after implementing a particular strategy. Further, I have to work on my stress management so that I cannot stress more about the failures and take risks adequately (Yung and Chen, 2018). Other than that, after analysing benefits and drawbacks I will decide whether it will be beneficial for take risks. |
Setting goals
| Short term goals (next 12 months) |
| · Improve technical knowledge
· Ability to innovate · Capability of taking risk |
| Long-term goals (In next 2-3 years) |
| · Enhance leadership skills and abilities
· Get a job role that helps in achieving career goals · Learning continuously as per the new requirements. |
Personal Objective
| Specific | Measurable | Achievable | Relevant | Time-bound |
| Improve technical skills | By analysing the technical success in small projects and group tasks | It can be achieved if proper knowledge and training is done | Technical requirements are increasing that makes it essential for today’s individuals to have adequate knowledge. | 5-6 months |
| Digital leadership capabilities | Analysing the digital leadership traits and characteristics I possess and measuring the success of my team or project. | It can be achieved if proper capabilities have been adopted and implementing them into actions. | The requirement of digital leaders is increasing due to enhanced technological developments. | 12-18 months |
Conclusion
It has been concluded that digital leaders must have adaptability and flexibility in their skills so they can bring digital changes as per requirements. From the entire analysis, it has been found that they must be aware of digital technologies and must possess in-depth knowledge so they can guide their team to adopt them effectively. The ability to innovate, bring changes and adopt technologies is must in today’s digitalised era for digital leaders. It is must that digital leaders must encourage digital literacy among group members so they can support and take an active part in the change management process. From the PDP plan, I have decided to improve my technical skills because it is a continuous process and knowledge needs to be inhibited as per market requirements. I will also learn about the abilities to innovate and risk-taking abilities. In the long run, I will focus on gaining digital leadership capabilities for achieving success.
References
Books and Journals
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Thompson, J., Camp, J.R., Trimble, J.E. and Langford, S., (2020). Leadership Styles. The Wiley Encyclopedia of Personality and Individual Differences: Clinical, Applied, and Cross‐Cultural Research, pp.499-504.
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Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N. and Arifb, D., (2021). Analysis of decision support system on situational leadership styles on work motivation and employee performance. Management Science Letters, 11(2), pp.365-372.
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Online
ADKAR Model of Change. (2020). [Online]. Accessed through: <https://expertprogrammanagement.com/2018/02/adkar-model-of-change/>
Digital leader’s capabilities and skills. (2021). [Online]. Accessed through: <https://quixy.com/blog/digital-leader-top-skills/>
Situational Theories of Leadership. (2020). [Online]. Accessed through: <https://courses.lumenlearning.com/suny-principlesmanagement/chapter/situational-theories-of-leadership/>
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