Hi Reader,

Working within the digital executive search field offers valuable insights into the thinking of business leaders especially when it comes to digital transformation.

Many of my clients are grappling with the challenges accelerated by the last two years.

My conversations about leading within a digitally transforming world have created several leadership themes, many of which also extend well beyond the world of digital.

Here’s a checklist to help you navigate digital change from a people perspective.

Q1. Where does your top digital talent come from to fuel progression for tomorrow?

As companies embrace longer-term digital strategies, the C-suite has focused on nurturing an organic pipeline of digital talent. This is a sensible plan, but this is most relevant to digitally native companies. If you’re behind the curve on digital evolution, it’s imperative to look for talent in more digitally sophisticated companies to fast-track progress.

Q2. How does your talent acquisition support out of the box thinking?

Where do you fish? Does relevant sector experience count in digital executive hiring? The reality of more senior digital hiring is that coming from either the same or a very similar industry provides a greater sense of risk mitigation to employers. But it’s digital change over the medium to long-term and not comfort within your industry on day 1 that matters. New perspectives count. Pulling people from the cutting edge of digital technology can seem logical but your organisation’s stage of digital evolution has got to complement the expectations and aspirations of the individual.

Q3. What’s your tolerance for some degree of failure within digital?

As an executive search practitioner, you inevitably hear themes or common threads of leadership that companies are looking for. The pool of talent isn’t always huge, and some areas are still fast developing, so the track-record might not be there on paper. There often isn’t a blueprint, so it is about pushing boundaries, being able to fail fast and you look for ways to course correct and move forward. Not all companies or individuals are comfortable doing that, especially digitally transforming businesses where upfront investments are necessary without the swift return

Q4. How do you create the space for your leaders to learn to unlearn?

We all need an external perspective because quite often when somebody has been in an organisation for a few years there’s a particular tone around them. And biases are created, even resistance to change. Succession planning becomes critical within digital to make sure that you’ve got the right leadership talent aligned and ready for the next role, or for when you need to replace someone. It’s about future-proofing your digital talent strategy.

To view the full 8 point article on shaping your digital agenda click here.​

To your continued success.

Guy Day
​ BartonRock

About BartonRock: ​​

Guy Day is Founder of BartonRock, the executive search partner for digitally transforming companies.

We manage the careers of leaders whose know-how and commercial acumen within digital steers the strategic direction and future survival of companies.

For more information visit: www.bartonrock.com or contact guy@bartonrock.com

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