Master digital transformation in companies: 3 tips for better employee experience

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Digital transformation is a continuous learning process. This creates uncertainty and the risk of making mistakes is high. Depending on the prevailing climate and mindset, this can paralyze or free up creativity and lead to joint growth.

Mastering Digital Transformation in Business: 3 Tips for Better Employee Experience Mastering Digital Transformation in Business: 3 Tips for Better Employee Experience

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Ulrike Stahl Ulrike Stahl_Portrait quer_berufebilderUlrike Stahl is Businesscoach, trainer and speaker on the topic of success factor cooperation.


Two kinds of self-images


US psychology professor Carol Dweck has worked with hundreds of Fortune500 students and employees on her studies.Company discovered that humans follow two distinctive self-images:

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The one self-image makes it possible to constantly learn and grow. Restraining the other self-image and frightens a new opportunity. It distinguishes the dynamic self-image, the so-called "growth mindset" and the static, so-called fixed mindset.

Error prevention vs. error acceptance


People with a static self-image are careful not to make mistakes or admit weaknesses. Therefore, they prefer to stay in their comfort zone and are reluctant to face situations that they are not sure they can control.

People with a dynamic self-image, on the other hand, assume that intelligence and abilities are evolving through testing, exercise and endurance, as well as through the support of others. They are ready to face new challenges and to work on their abilities.

R like travel


The third and last letter of the WIR formula stands for travel. Because it is not to be expected that we will ever arrive at the goal in the digital transformation, ever reach a status on which we can rest. But here are three tips that make the "journey" a complete success:

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  1. Dynamically lead: Executives who present their employees the dynamic self-image, ie, recognize and share their own fallibility and ignorance, create psychological safety in their teams. This also means that the employees do not have to be immediately perfect, which allows them to show themselves with their mistakes, their ignorance and their weaknesses.
  2. Provide psychological security: Aristotle's study, which Google conducted with 180-owned teams, shows that team success is not as important to team success. The team result stands and falls with the level of psychological security that the team members feel. The Professorin Amy Edmondson has already defined the term 1999 as the belief that you will not be punished or exposed when addressing ideas, questions, concerns or mistakes. If this belief does not exist, team members do not question the results of others and withhold their ideas for fear of rejecting the other team members.
  3. Improve safety with simple statements: But that's just fatal when it comes to creating a growth mindset. Even simple statements such as "Maybe I've overlooked something here, what do you think?" Or if someone can help on the jumps, the degree of psychological security influence significantly positive. The higher it is, the higher the likelihood that pleasure in further development will arise and unusual and novel ideas will be expressed and discussed.



Digital transformation brings about change. With the help of the WIR formula, any uncertainty is easy to eliminate. Knowledge can be shared more easily than ever, and with the help of a common economic framework, creativity, innovation and growth can be promoted. Not for nothing is the WE in WE: TSCHAFT.

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  1. Katharina Daniels

    A very catchy formula "WE", which makes clear the ethical element of digital change
    - Highly recommended OMo2WnWdMQ
    via @Berufebilder

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