The workplace today is global, mobile, virtual, and far more dynamic than in the past. A company that might have had a homogenous business environment not long ago can easily find itself in a diverse ecosystem: suppliers in every world region, newly segmented customer markets, multiple acquired organizations, and multigenerational teams. As a result, nearly everyone in business must be adept at working with individuals from many cultural backgrounds. Digital-ready leaders lay the foundation of digital transformation and streamline organizations in a way that allows them to reap maximum benefits out of disruptions. They support and inspire employees to change their work, revolutionize their processes, increase profitability, and lead their organizations to phenomenal success.

1. Developing
Dexterity
Culture for
Digital Leaders
SETA A. WICAKSANA
FOUNDER AND CEO OF
WWW.HUMANIKACONSULTING.COM AND
HIPOTEST.CO.ID

2. Seta A. Wicaksana
0811 19 53 43
wicaksana@humanikaconsulting.com
• Business Psychologist
• Pendiri dan Direktur Humanika Consulting dan hipotest.com
• Anggota Komite Nominasi dan Remunerasi Dewan Komisaris PT Askrindo
• Sekretaris Prodi MM Program Pasca Sarjana Universitas Pancasila
• Dosen Tetap dan Peneliti di Fakultas Psikologi Universitas Pancasila
• Pembina Yayasan Humanika Edukasi Indonesia
• Wakil Ketua Asosiasi Psikologi Forensik Indonesia wilayah DKI
• Penulis Buku: Sobat Way (2016), Industri dan Organisasi: Pendekatan Integratif dalam
menghadapi Perubahan (2020), Human Faktor Engineering: Integratif Desain Manusia
dan Lingkungan Kerja (2021), Psikologi Industri dan Organisasi (2021), Psikologi Umum
(2021), Manajemen Pengembangan Talenta (2021), PIODiagnostik: Pengukuran Psikologi
di Lingkungan Kerja (2021), Transformasi Digital: Perspektif Organisasi, Talenta dan
Budaya Organisasi (2021), Psikologi Pelayanan (2021) dan Psikologi Konsumen (2021).
• Dosen Tidak Tetap di: Program Pasca Sarjana Ekonomi di Univ. Pancasila, STP TRISAKTI,
Fakultas Psikologi Universitas Mercu Buana, STIKOM IMA
• Certified of Assessor Talent Management
• Certified of Human Resources as a Business Partner
• Certified of Risk Professional
• Certified of HR Audit
• Ilmu Ekonomi dan Manajemen (MSDM) S3 Universitas Pancasila
• Fakultas Psikologi S1 dan S2 Universitas Indonesia
• Sekolah ikatan dinas Akademi Sandi Negara

3. Agenda
▪ Who is Digital Leader
▪ Dexterity Culture
▪ The components of Cultural Dexterity
▪ Digital Dexterity Leader’s Behaviors
▪ 7 Trait Digital Leader
▪ Developing Cultural Dexterity Competencies
▪ Key takeaway

4. Who is
Digital
Leader
▪ The workplace today is global, mobile, virtual, and
far more dynamic than in the past. A company
that might have had a homogenous business
environment not long ago can easily find itself in a
diverse ecosystem: suppliers in every world
region, newly segmented customer markets,
multiple acquired organizations, and
multigenerational teams. As a result, nearly
everyone in business must be adept at working
with individuals from many cultural backgrounds.
▪ Digital-ready leaders lay the foundation of digital
transformation and streamline organizations in a
way that allows them to reap maximum benefits
out of disruptions. They support and inspire
employees to change their work, revolutionize
their processes, increase profitability, and lead
their organizations to phenomenal success.

5. Dexterity
Culture
▪ Cultural Dexterity represents an
advanced approach to cultural
competence required in today’s diverse
global business settings.
▪ Rather than static learning specific to
only one national, ethnic, generational,
or another group, Cultural Dexterity
combines cultural knowledge, emotional
intelligence, and interpersonal skills that
can be adapted to achieve improved
business results in any cross-cultural
situation.
▪ Developing such abilities throughout
organizations, but particularly among
leaders, is crucial to companies that must
retain top talent around the globe,
optimize team performance, and grasp
the subtleties of new market segments.

6. The components
of
Cultural Dexterity
Cultural Dexterity is a set of skills
and a methodology that equip
leaders to achieve effective
collaboration, alignment, and
communication across multiple
dimensions of cultural diversity.
One’s Cultural Dexterity is
developed by integrating three key
skills:
▪ Cultural Intelligence
▪ Emotional Intelligence
▪ Business Intelligence

7. Cultural Dexterity
CULTURAL
INTELLIGENCE
EMOTIONAL
INTELLIGENCE
BUSINESS
INTELLIGENCE

8. Cultural Intelligence
DIGITAL LEADERS ARE
MASTERS AT
NETWORKING
THEY LEAD TEAMS THAT
WIN OVER ADVERSITIES
THROUGH
COLLABORATIONS

9. Emotional Intelligence
THEY THINK BEYOND
INDUSTRY BOUNDARIES
THEY ARE ALWAYS CURIOUS
ABOUT THE NEW
THEY DON’T SHY AWAY
FROM RISKS

10. Business Intelligence
DIGITAL LEADERS SHAPE A
STRONG VISION AND INSPIRE
OTHERS
THEY REIMAGINE AND
EXPERIMENT

11. Digital Dexterity Leader’s Behaviors
DIGITAL LEADERS SHAPE
A STRONG VISION AND
INSPIRE OTHERS (BI)
THEY THINK BEYOND
INDUSTRY
BOUNDARIES(EI)
THEY ARE ALWAYS
CURIOUS ABOUT THE
NEW (EI)
THEY LEAD TEAMS THAT
WIN OVER ADVERSITIES
THROUGH
COLLABORATIONS (CI)
THEY REIMAGINE AND
EXPERIMENT (BI)
THEY DON’T SHY AWAY
FROM RISKS (EI)
DIGITAL LEADERS ARE
MASTERS AT
NETWORKING (CI)

12. 7 Trait Digital Leader
▪ Set A Vision and Steer The organization
▪ Explore Beyond Your Organization
▪ Curiosity Not Kill your Success
▪ Collaborate Your Way out of Trouble
▪ Never Fear to Experiment
▪ Don’t Shy Away From risks
▪ Network the Final Key

13. Developing Cultural
dexterity Competencies
Leadership Architect—Improved Cultural
Dexterity would likely improve a leader’s abilities
in many competencies. Most evident are those
that fall under Personal and Interpersonal Skills,
such as Managing Diversity, Building Effective
Teams, Approachability, and Understanding
Others.

14. Developing
Cultural
Dexterity
Competencies
Global Focus Areas—
Perhaps less familiar, but
also relevant are the
similarities between Cultural
Dexterity and the Global
Focus Areas included in the
Leadership Architect.

15. Developing Cultural
Dexterity Competencies
Learning Agility—Cultural Dexterity would
appear to be related to People Agility, the facet
of Learning Agility that measures abilities in
working with a wide variety of people.

16. Takeaways
Digital leaders stand out because of their innovation and
vision, and not necessarily through their position or
seniority.
By fostering a culture of digital dexterity and adoption in
their organization, such leaders take their organization a
league ahead.
All the core components of business—how we meet, build
trust, establish credibility, and negotiate—are strongly
influenced by culture.
The business rationale for increasing Cultural Dexterity
extends far beyond enhanced one-on-one relationships.
Organizations are compelled to develop these skills and this
methodology across all levels and functions because they
contribute to strategic business priorities: market growth,
innovation, talent, and performance optimization.

17. Learning and Giving
For Better Indonesia
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