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- 1. ‘socitm’@socitm All rights reserved. This publication may not be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission of the publisher. Copyright © 2016 Socitm Ltd Women Leading Digital Research Ruby Dixon and Martin Ferguson ruby.dixonmba@gmail.com martin.ferguson@socitm.net
- 2. “ “Empower the edge – because it has better situational awareness than the hierarchy” David Bray @fcc_cio “
- 3. Outline • Methodology and approach • How women are leading digital • Enlist Diversity of Expertise • Empower the Edge • Embrace the Ecosystem • Next steps
- 4. Methodology 6 structured tele-interviews, 1 control Diversity of council: London boroughs, mets, district councils, one refusal 45-60 minute duration Analysis and videos Stratified sample Randomised sample EWDW meta data
- 5. WiT as ‘digital’ leaders 1. ENLIST A DIVERSITY OF EXPERTISE Rather than relying on a single expert or group of experts with a shared view of issues, it’s important to have diverse opinions in your planning and operations. How? Talent management, new ways of working
- 6. WiT leading digital (2) 2. EMPOWER THE EDGE The best insights don’t come from the top, but rather the people closest to the action – ‘the edge’. It’s more important than ever to empower those on the edges to share their insights and become change agents for how public services are delivered. How? Engagement, co-design, co-production
- 7. WiT leading digital (4) SOME OTHERS: • Exploring and educating • Empathising
- 8. WiT leading digital (3) 3. EMBRACE THE ECOSYSTEM Leadership of place. Places comprise of diverse ecosystems with many disparate parts. Connecting these parts helps places, people and processes adapt to change, be resilient to challenge How? ‘Collaborative’ ‘Open’ ‘Inclusive’ approaches Demarcation of hierarchy, hooking into informal networks and structures
- 9. Summary If you don’t like something change it. If you can’t change it, change the way you think about it” You may not be able to change organisational culture, but you can change: People – skills & experience Partners – power & relationships Place - structures and networks
- 10. Resources Socitm Policy Briefings – Digital Innovation, Vision to Value Socitm with LGA, SOLACE and LCIOC - Digital Leadership 21st Century Public Servant Civil Service College – 7 leadership elements
Notes de l'éditeur
- Leaders with transferable skills – intellectual curiosity, discovery, creativity
- People = Diversity of experience = Human Resources – the policies and procedures for hiring, firing, promoting, rewarding and training people.
- Empower = Power – the formal and informal relationships of power between people in the organisation The edge has better situational awareness than the hierarchy
- Ecosystems = Structures: formal lines of demarcation, responsibility and management in the organisation informal structures, relationships and networks Place - the boundary-less organisation
- Ecosystems = Structures: formal lines of demarcation, responsibility and management in the organisation informal structures, relationships and networks Place - the boundary-less organisation
- Culture will follow = Culture – the formal and informal artefacts and behaviours of people in the organisation.
- PWC report: http://pwc.to/2n8D5ai Civil Service College: 1. Embrace Diversity Managers can increase staff engagement and improve outcomes through diversity management. Our one-day course Inclusive Leadership demonstrates the benefits of taking a proactive approach to creating an inclusive workplace environment. Participants will gain understanding of unconscious bias and build skills to strengthen their professional relationships. 2. Cultivate a Shared Sense of Purpose Teams without common values and purpose are working at a disadvantage. Members of these teams are unable to communicate effectively and end up working against each other. Organisational Storytelling will teach you how to create and communicate shared values and purpose that genuinely guide behaviour and enhance performance. Participants will learn how to uncover hidden values and utilise story frameworks to encourage their teams. 3. Motivate Your Team Emotional intelligence is a necessary skill for managers to lead their teams through challenging times. Our one day workshop Emotional Intelligence provides an introduction to different leadership styles and emotional intelligence skills. Participants will also have the opportunity to explore and develop their personal leadership style. 4. Evaluate Risk Managers need be able to take preventative measures before risks become crises. Understanding and Managing Risk will teach participates how to evaluate potential risks and build an action plan to confront them. Participants will leave confident in their ability to asses and minimise risks to operations, projects, and reputations. 5. Develop Your Personal Brand It can be difficult to capture people’s attention and inspire confidence. Create a personal action plan to let your personality shine with Executive Presence: Style, Substance and Character. This course will cover a variety of topics including speaking skills, grooming, and first impressions to ensure participants leave assured in their ability to convey confidence and sincerity. David Bray @fcc_cio Three ways to become a change agent for your smart city http://bit.ly/2o008mg