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How do you keep your executive team and board digitally skilled?

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Keeping your executive team and board digitally skilled is not only a matter of staying relevant and competitive in the market, but also a matter of leading by example and fostering a culture of innovation and learning in your organization. However, it can be challenging to find the time, resources, and motivation to update your digital knowledge and skills, especially when you are busy with strategic decisions, stakeholder relations, and crisis management. In this article, you will learn some practical tips on how to keep your executive team and board digitally skilled, such as:

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1 Assess your current digital skills

The first step is to identify your current level of digital skills and the gaps that you need to fill. You can use online tools, such as the Digital Skills Benchmark, to evaluate your digital proficiency across different domains, such as data, security, communication, and innovation. You can also ask for feedback from your peers, employees, customers, or external experts to get a different perspective on your digital strengths and weaknesses.

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Michael Chandler

Empowering Small Business Owners With Education, Tools, Resources, and Support! Changing the World One Entrepreneur At A Time!
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To keep your executive team and board digitally skilled, foster a culture of continuous learning, provide regular training and workshops, offer mentorship, share real-world case studies, create digital task forces, stay updated on emerging tech, align digital initiatives with business goals, use online resources, encourage peer learning, assess skills periodically, lead by example, and consider incentives for active participation. This approach ensures your leadership remains tech-savvy and ready to drive innovation.

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2 Set your digital learning goals

The next step is to define your digital learning goals and prioritize them according to your needs, interests, and opportunities. You can use the SMART framework to make your goals specific, measurable, achievable, relevant, and time-bound. For example, you might want to learn how to use a new software, analyze a data set, or create a digital strategy. You can also align your goals with your organization's vision, mission, and values, as well as with the expectations and demands of your stakeholders.

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Michael Chandler

Empowering Small Business Owners With Education, Tools, Resources, and Support! Changing the World One Entrepreneur At A Time!
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Certainly defining digital learning goals is crucial. Start by identifying tech skills needed in your role, align them with organizational objectives, and set SMART goals like mastering new software or enhancing data analysis capabilities. Collaborate with peers for diverse perspectives. Remember, your goals should evolve with tech trends and business needs.

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3 Choose your digital learning methods

The third step is to select the digital learning methods that suit your preferences, availability, and budget. You can choose from a variety of options, such as online courses, webinars, podcasts, blogs, newsletters, books, or mentors. You can also join online communities, networks, or forums where you can exchange ideas, insights, and best practices with other executives or experts. You can also leverage your internal resources, such as your IT department, your digital champions, or your learning and development team.

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Michael Chandler

Empowering Small Business Owners With Education, Tools, Resources, and Support! Changing the World One Entrepreneur At A Time!
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Tailor your learning methods to your style and resources. Consider online courses, webinars, and industry blogs. Engage in mentorship for practical insights. Internal resources like IT and L&D teams can be invaluable. Also, don't underestimate the power of networking in online communities for knowledge exchange.

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4 Apply your digital learning outcomes

The fourth step is to apply your digital learning outcomes to your daily work and decision making. You can use the 70-20-10 model to balance your learning activities with your on-the-job experience and social interactions. For example, you can spend 70% of your time practicing your digital skills in real situations, 20% of your time learning from others, such as your colleagues, mentors, or coaches, and 10% of your time learning from formal sources, such as courses or books.

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Michael Chandler

Empowering Small Business Owners With Education, Tools, Resources, and Support! Changing the World One Entrepreneur At A Time!
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To ensure your executive team and board remain digitally skilled, establish a culture of continuous learning. Arrange regular training sessions, workshops, and mentorship programs. Share real-world case studies to illustrate the benefits of digital initiatives. Form digital task forces, keep leaders updated on emerging tech, and align digital efforts with your business strategy. Encourage online learning through platforms like Coursera and foster peer knowledge sharing. Periodic skills assessments and incentives can also motivate skill development. Leading by example as a tech enthusiast reinforces the importance of digital skills.

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5 Review your digital learning progress

The fifth step is to review your digital learning progress and measure your results. You can use the Kirkpatrick model to evaluate your learning outcomes at four levels: reaction, learning, behavior, and results. For example, you can ask yourself how satisfied you are with your learning experience, how much you have learned, how much you have changed your behavior, and how much you have improved your performance.

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6 Celebrate your digital learning achievements

The sixth step is to celebrate your digital learning achievements and share them with others. You can use the STAR method to tell a story about your digital learning journey, highlighting the situation, task, action, and result. You can also use the feedback sandwich technique to give and receive constructive feedback on your digital skills, starting and ending with positive comments and adding a suggestion for improvement in the middle.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you keep your executive team and board digitally skilled?

1

2

3

4

5

6

7

1 Assess your current digital skills

2 Set your digital learning goals

3 Choose your digital learning methods

4 Apply your digital learning outcomes

5 Review your digital learning progress

6 Celebrate your digital learning achievements

7 Here’s what else to consider

Executive Management

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How do you keep your executive team and board digitally skilled?

1

2

3

4

5

6

7

1 Assess your current digital skills

2 Set your digital learning goals

3 Choose your digital learning methods

4 Apply your digital learning outcomes

5 Review your digital learning progress

6 Celebrate your digital learning achievements

7 Here’s what else to consider

Executive Management

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