Working in the Digital Age: Not an Easy but a Thrilling One for Organizations, Leaders and Employees

The notion of work has to be re-examined in its entirety. Companies need to create structures which fine-tune efficiency and incrementally enhance existing business (exploit), and at the same time enable the company to deliver disruptive innovations which relentlessly challenge existing business models (explore). This so-called ambidexterity is regarded in many quarters as the “holy grail” for an organization’s ability to survive in the digital age. New Work ultimately provides an answer to how work can be structured meaningfully and thus a new culture of collaboration can be implemented into an organization. In all this, the core and focal point in transformation is the most personal and individual one—the digital mindset. Agility and flexibility are key pillars of a future-proof organization in the digital age and cornerstones of New Work concepts. Flexibilization, however, poses major challenges for large enterprises and organizations in particular as it represents a significant cultural shift for many of them. This is especially the case when existing management structures are disbanded and status symbols appear to be threatened. But as well in terms of flexibilization of organizational structures. Flexible structures can be used as a bridge that helps a business move towards a new type of work with flat hierarchies and self-organized teams while keeping all challenges of flexibilization in mind. In combination with communities, which are another characteristic of enterprise flexibilization, working in the digital age can be a thrilling one for organizations, leaders and employees.