Digital Horizons: Architecting Digital Teams

Let's talk about a challenge that keeps landing in my conversations with colleagues and business leaders: "How do we build a workforce that's both digitally savvy and resilience-minded?" It's a pressing question, especially as resource constraints tighten and stakeholder expectations around environmental stewardship continue to rise.

I've spent considerable time observing the intersection of digital capability and operational resilience, and I've discovered something surprising: the answer isn't just about hiring more tech experts or risk and supply chain specialists. It's about fundamentally reimagining how we develop talent for a resource-constrained world.

The Wake-Up Call

Here's a reality check: regulations like the EU's Corporate Due Diligence Reporting Directive (CS3D) and evolving requirements surrounding global trade aren't just creating new reporting demands along supply chains - they're requiring a workforce that can navigate both digital transition and resource optimization. The skills needed are business-critical.

But here's the good news: after observing how leading organizations are tackling this challenge, I've identified three game-changing approaches that actually work.

1. The "Own It First" Revolution

The most successful organizations I've worked with are embracing what I call the "own it first, centralize second" principle. Take Schneider Electric 's approach: instead of rushing to centralize all their digital corporate initiatives coupled with a detailed capital investment plan, they first focus on building ownership at the team level.

What does this look like in practice?

• Empowering teams to experiment with resource optimization solutions
• Tracking impact on operational efficiency and retention
• Building trust in technology through direct experience, and
• Creating internal champions before scaling initiatives

2. The Learning Laboratory Approach

Forward-thinking companies are turning their entire operations into learning laboratories. They're not just training people; they're creating environments where digital and operational resilience skills develop naturally through daily work.

I've seen organizations succeed by:

• Setting up pilot projects that combine digital tools with resource efficiency goals
• Creating cross-functional teams where tech experts and operations specialists work together
• Using AI and automation tools as learning platforms, not just productivity solutions
• Developing feedback loops that capture and share insights across the entire organization

3. The Network Effect

Perhaps the most powerful approach I've observed is what I call "network learning." Organizations are finding that their best talent development happens when they plug into broader ecosystems of knowledge.

This includes:

• Participating in industry collaborations
• Engaging with academic institutions
• Contributing to open-source digital projects
• Building relationships with innovative technology providers

The Real-World Impact

Let me share a concrete example: Microsoft 's recent supply chain pilot program isn't just about developing new tools - it's about creating a learning ecosystem where their talent pool can grow alongside their resource optimization initiatives. They're using generative AI not just as a solution, but as a teaching tool that helps their teams develop new capabilities.

Practical Steps for Getting Started

For organizations looking to build their digital-resilience talent pool, here are three immediate steps you can take:

1.     Audit Your Current Capabilities: Map out where your digital and sustainability skills currently overlap - and where they don't. Look for hidden talents in unexpected places.

2.     Create Learning Opportunities: Start small with pilot projects that combine digital efficiency and sustainability goals. Use these as training grounds for developing new capabilities.

3.     Build Your Network Identify partners, from suppliers to academic institutions, who can help you develop your talent pool. Remember, you don't have to build everything in-house.

The Path Forward

What's becoming increasingly clear is that the organizations that will thrive in our resource-constrained future are those that can develop talent that bridges the digital-resilience divide. It's not just about having the right technology or the right trade, climate and environmental policies - it's about having people who can bring all these elements together effectively.

Digital Horizons: A Leadership Series

Digital transition isn't just about technology—it's about people, partnerships, and possibility. In this three-part series, we dive into how leading organizations are rethinking their approach to digital excellence. Drawing from extensive research and real-world examples, these articles explore the human side of digital transitions, the power of collaborative innovation, and the strategies for building high-performing digital teams. Whether you're a business leader, investor, technology professional, or change agent, these insights will help you navigate the evolving digital landscape to build operational resilience.

Part 1: The Human Edge Part 2: Networks of Innovation Part 3: Architecting Digital Teams