Impact of Leadership on Digital Transformation

Abstract

The purpose of this study was to identify leadership styles that impacted the digital transformation of an organization. Six information technology leaders from healthcare organizations were chosen to lead and participate in a digital transformation effort across several organizations in the Midwest (USA). The information collected was transcribed for clarity and to identify patterns in leadership styles that were evident. A qualitative research design using semi-structured interviews was established to determine this impact and how leadership style influenced an organization's direction regarding its digital transformation. Specific research literature in this area was addressed and provided a framework for this issue, including the types of leadership styles which were commonly used. These styles influenced large-scale decisions within an organization. In addition, the success of this transformation was evaluated in the context of leadership styles occurring naturally within an organization. The research findings indicated that leadership style was highly impactful in transforming organizations and employee-based involvement and input played a critical role in the success of the change effort. In addition, organizational leaders lacked some of the technical knowledge required to lead this project. Leadership styles are influential in organizations and can implement norms, expectations, and desirable outcomes during large-scale transformative projects.

Digital Leadership in Managing Employee Work Motivation (Case Study: Oil and Gas Industry in Indonesia)

“…Digital leadership skills are necessary in making organizational change through digital transformation. This is consistent with research conducted by Mouhamadou Sow and Solomon Aborbie who stated leaders must be flexible and support their employees who can make a difference during and after a digital transformation, along with recognizing what they have to offer and how they can make a difference at the organization in the long term [27].…”

Leadership Characteristics in the Era of Digital Transformation

“…On this account, the digital leader should act during the DT process as a motivating coach. To be motivating means to be able to encourage the employees embracing the difficulties of the transformation, to take away their fears regarding changings in their tasks and positions and to build a culture of transformation (Bawany, 2019;Junita, 2019;Sow & Aborbie, 2018;Staffen & Schoenwald, 2016;Yüksel & Genç, 2018). The digital leader should do that by acting as a mentor or a coach by breaking down the organizational hierachies (Albrecht, 2017;Fisk, 2002).…”

A taxonomy of digital leadership in the construction industry

“…The impact of leadership styles on issues such as organizational performance (Rukmani et al 2010, Mkheimer 2018, workplace performance (Wren 2018), organizational culture (Shao 2019, S€ ur€ uc€ u andYeşilada 2017), innovation climate (Zuraik and Kelly 2019), implementation of initiatives (Shao et al 2017, Tortorella et al 2020, organizational commitment (Al-Daibat 2017) and organizational change (Bligh et al 2018) demonstrate the importance of leadership attributes and behaviours in influencing performance and change in organizations. Sow and Aborbie (2018) investigated leadership styles that impacted the digital transformation of an organization. Their findings suggest that leadership style had a significant impact on organizational transformation and played a critical role in the success of the change effort.…”