Digital Capability: Bridging Gaps & Optimising Talent

A blog by Hannah Rogers, workpal, Lead Partner in Organisational Effectiveness

In today’s rapidly advancing world, the importance of digital capability cannot be overstated. Digital technology has transformed the way we live, work, and interact with each other. It has become an integral part of our daily lives, influencing almost every aspect, from education and healthcare to business and entertainment – it’s hard to believe that only 10 years ago we needed to bank via call centres or visiting a branch in person whereas now we have digital banking at our fingertips! With digital playing such a fundamental role in our lives and in many cases providing newfound opportunities, the ability to navigate and utilise digital tools effectively now plays a key role in determining success and inclusivity in modern society.

It is therefore not a surprise that increasing digital capabilities was referenced in the recently published NHS Long Term Workforce Plan as an essential part of developing a workforce that is fit for the future.

In the article we are going to explore:

• What is digital capability?
• Digital skills now and for the future
• Increasing digital capability

What is digital capability?

Digital capability refers to the set of skills, knowledge, and attitudes that enable individuals to thrive in a technology-driven environment. At an organisational level we need to look beyond the capabilities of individuals and consider the extent to which the culture and infrastructure of an institution enables and motivates digital practices. Therefore, digital capability is more than the mere ability to use computers or mobile devices; it encompasses a deeper understanding of how digital tools work, critical thinking to evaluate digital information, and the confidence to adapt to ever-evolving technologies.

Digital skills now and for the future

There has been a significant amount of research carried out that provides insight into the digital skills that are important now and for the future if organisations are to operate successfully in a digital environment.

This does not consider specialist roles or requirements but more the general areas of digital capability that applies to most of us that has regular exposure to technology and digital ways of working.

1. Digital awareness

To maximise technology, it’s important that every employee has an awareness of it and how and when to use different tools and applications within the context of their job role. We know that people performing a role are in a fantastic position to suggest improvements to how work gets done, so understanding technology will provide a critical lens for them to consider this through.

Not only does this help each of us to be more efficient and productive, but it also creates the opportunity for innovation.

To increase awareness, exposure is critical. If we look at millennials and generation Z as the younger population in the workplace, the majority have a greater level of digital literacy because they have been exposed to it for an early age, however, research carried out highlighted that while people may feel confident and prepared to use every day social media and communication tools, this significantly dropped when it came to similar tools used in the workplace.

Therefore, raising awareness including what tools may be suitable for different roles can help here.

There is also a cultural consideration as to encourage innovation, the right conditions need to be in place. People need to be know that they are empowered (within appropriate parameters) to make changes to the way that work is done.

2. Digital literacy

Beyond an underpinning awareness, understanding the basics of using digital devices and how to use technology to create content, solve problems and innovate will remain fundamental not just within the work environment but also societal.

Being digitally literate also includes:

• Connecting and communicating effectively online
• Learning and collaborating including discovering and sharing new information
• Recognising risk, staying safe online, protecting physical and emotional wellbeing
• Practising positive online behaviour

Over the past few years, our collective digital literacy has increased because of the COVID-19 pandemic. For non-front-line workers, many of us were required to adjust immediately to more digital ways of working and learn how to use and maximise technology to get work done. This is interesting as it demonstrates the value of increased exposure and how as organisations, we can create seismic shifts by introducing new technology. That being said, there are many lessons about how we do this including how we engage, support and develop people to transition effectively.

3. Using data

Also resulting from digitalisation is the exponential growth of data, which is becoming an increasingly crucial commodity in various fields, therefore being able to interpret, analyse, and draw insights from data will be an essential skill.

Another factor here is the use of critical thinking and being able to draw data from multiple sources much of which now exists in a real-time way. Through my experience, particularly with workpal, I often find that this is one of the primary areas where we need to increase our capability and confidence.

Some ways to start to do this are being clear on what it is that you’re trying to measure and for what purpose, identifying the different sources of data, and encouraging curiosity: where are the patterns and the outliers, and what is this telling us?

4. Digital collaboration and communication

With a significant increase in hybrid and remote working, it’s critical that we use digital to communicate and collaborate with those that we work with to increase our effectiveness, to build relationships, and to increase engagement.

Similar to what I’ve outlined above, knowing how to do this and having the tools to do so is important. Another consideration is the collective awareness and application of such tools as without everyone on board, there is a risk that effectiveness being significantly reduced.

Increasing digital capability

To increase digital capability, organisations need to understand knowledge gaps and areas where further learning is required, based on their context and organisational strategy. The Digital Skills Assessment Tool (DSAT) has been developed by Health Education England to help with this providing the opportunity to understand current digital literacy levels and the resources available to upskill where there might be knowledge gaps.

Some of the ways that you can start to increase digital capability include:

• Talking more widely about an increasing shift to digital helps to create greater awareness.
• Increase exposure to relevant digital tools – using technology will help to build literacy and confidence.
• Use digital as a primary part of learning and development, and communication activities.
• Consider how people can use tools more effectively and facilitate open sessions on that, e.g., how to maximise team collaboration using digital, MS Teams, SharePoint.
• Target teams where there may be a specific area of development, e.g., data analysis and through a co-creation approach, run learning interventions around this.
• Create opportunities for people to innovate and experiment with different digital methods.

In summary, as organisations we need to be developing individual and collective capability when it comes to digital and hopefully this provides a platform to consider this in more depth. However, there shouldn’t be a one sized fit all approach which is why an assessment/diagnostic is a great place to start. I’d love to hear more about where you’re focusing your attention when it comes to digital capability so feel free to get in touch via hannah@workpal.com.

Our next webinar scheduled for October is now live for you to sign up so please click here to find out more. We will be exploring the topic of digital readiness and what you need to consider and how you can prepare for digital at whatever stage you are at on your digital journey.

We always love hearing your thoughts, your own experiences, any questions that you may have, and what else would be helpful for us to share in the future. Get involved to shape our Digital Workforce future by tweeting us @HPMA_National / @workpal or by emailing us.