.jpg)
A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The new workplace literacy is here, and it’s digital.
Updated
September 16, 2025 7:21 PM
A group of office worker attending a presentation in a meeting room. PHOTO: UNSPLASH
The modern workplace is powered by technology, and success increasingly depends on how well employees can use it. Digital fluency—the ability to confidently and effectively use digital tools to achieve goals—is no longer a bonus skill; it’s a necessity. It goes beyond basic technical know-how, encompassing the ability to adapt to new technologies, integrate them into workflows, and use them to solve problems and drive innovation.
Yet, despite its importance, many organizations struggle to build digital fluency across their teams. Barriers such as limited access to technology, outdated training programs, resistance to change, and gaps in leadership support often stand in the way. These challenges can leave businesses lagging behind competitors who are better prepared to leverage the potential of the digital age.
Understanding and addressing these barriers is critical for creating a workforce that thrives in today’s fast-changing world. Below, we explore the key obstacles to digital fluency and provide actionable strategies to overcome them.
One of the challenges to digital fluency is the gap between the technology available and employees’ ability to use it effectively. Technology evolves rapidly, but many organizations lag behind in providing relevant, up-to-date training. Employees may receive a one-time introduction to new tools but lack ongoing opportunities to build confidence or master advanced features.
This issue is compounded by the fact that training often takes a one-size-fits-all approach, failing to address the diverse skill levels within a workforce. For example, while some employees may only need a basic overview of a tool, others may require in-depth knowledge to integrate it into their roles effectively. Without tailored and continuous training, even the most advanced tools can go under utilized, leading to frustration and resistance.
Even with proper training, employees may hesitate to adopt new technologies. Resistance to change is a deeply rooted challenge that goes beyond technical skills—it’s tied to fear of failure, skepticism about the value of new tools, or discomfort with disrupting existing workflows.
For example, employees who have been using the same systems for years may feel overwhelmed by the idea of learning something new. They may worry that new technologies will complicate their work rather than simplify it. In some cases, they may even feel their jobs are threatened by automation or digital tools.
This resistance isn’t limited to employees—it can also exist at the leadership level. If leaders themselves are hesitant to adopt new approaches, it creates a top-down culture that stifles innovation.
The lack of organizational alignment is another significant barrier. Digital tools often roll out unevenly across departments, leading to fragmented adoption. For instance, one team might embrace a new project management tool, while another continues to rely on spreadsheets. This inconsistency creates silos, disrupts collaboration, and makes it harder for organizations to achieve the full benefits of digital transformation.
Generational differences can further exacerbate this issue. Younger employees, who are often more comfortable with technology, may adopt new tools quickly, while older employees may struggle to keep up. This divide can lead to frustration on both sides and uneven levels of digital proficiency across the organization.
Leadership plays a critical role in driving digital transformation, but in many organizations, this support is inconsistent or absent. Some leaders fail to prioritize digital fluency as a strategic initiative, while others may not fully understand the tools themselves, making it difficult to set an example for their teams.
Without clear direction from leadership, employees may not see digital fluency as a priority. This lack of alignment can lead to half-hearted adoption, where technology is seen as an optional add-on rather than a fundamental part of the organization’s success.
These barriers don’t exist in isolation—they are deeply interconnected. For example, outdated training practices can fuel resistance to change, while fragmented adoption across teams is often a symptom of weak leadership support. Together, they create a cycle that limits an organization’s ability to adapt, innovate, and thrive in a fast-changing world.
Addressing these challenges is critical for building a workforce that is confident, capable, and ready to embrace the future. By breaking down these barriers, organizations can unlock the full potential of their teams and position themselves for long-term success.
Training should not be an afterthought or a one-time event—it must be a continuous and personalized process. Employees come with diverse skill levels, and a one-size-fits-all training program often fails to address these differences. Organizations should adopt a multi-pronged approach to training, offering workshops for hands-on learners, e-learning modules for self-paced learning, and one-on-one coaching for employees who need more targeted support.
For example, companies like AT&T have invested heavily in workforce retraining initiatives, providing employees with a structured path to build digital skills overtime. These programs not only improve employee confidence but also help organizations fully leverage their digital tools.
Moreover, training programs should evolve to keep up with technological advancements. Employees need regular refreshers to stay current, as even the most advanced tools can become obsolete or under utilized without proper guidance. By making training a core part of the organizational culture, companies can empower employees to adapt to new tools with ease and confidence.
Resistance to change is a major barrier to digital fluency, often fueled by employees’ fear of failure or inefficiency when using new tools. To address this, organizations should foster a culture where employees feel safe experimenting with technologies in low-stakes environments, such as “sandbox environments” that allow for practice without affecting real workflows. When employees are encouraged to test new tools and processes in a low-stakes environment, they become more comfortable with technology over time.
Recognizing and rewarding employees who embrace new tools or suggest innovative ways to use them reinforces this mindset. Early adopters can serve as champions for digital fluency, encouraging others to engage with and explore new technologies.
By normalizing experimentation, organizations can shift employees from resisting change to confidently adopting digital tools as opportunities for growth.
To avoid fragmented adoption, organizations must ensure that digital tools are implemented consistently across teams. This requires clear communication, cross-departmental collaboration, and alignment on how tools will be used to achieve shared goals.
Mentorship programs can help bridge generational divides, pairing younger employees with older colleagues to share knowledge and skills.
Leaders play a pivotal role in overcoming barriers to digital fluency. They don’t just drive the adoption of digital tools—they shape how employees perceive and engage with them. When leaders actively embrace technology, they demonstrate its value and set a standard for others to follow.
Leadership involvement must go beyond symbolic gestures. Employees are far more likely to adopt new tools or processes when they see their leaders using them effectively in day-to-day work. For example, a manager who uses a team collaboration platform to streamline communications or leverages data visualization tools in meetings signals the practical benefits of these technologies. This hands-on engagement builds trust and encourages others to follow suit.
Equally important is leaders’ ability to connect digital tools to broader organizational goals. Employees need to understand how these tools contribute to solving real problems, improving workflows, or driving innovation. When leaders clearly communicate the "why" behind digital initiatives, it helps employees see digital fluency as a shared mission rather than an abstract directive.
Digital fluency isn’t just about mastering tools—it’s about creating a workplace where adaptability, curiosity, and collaboration thrive. It’s about empowering employees to see technology not as a hurdle but as an opportunity to innovate, grow, and solve problems in new ways.
At its heart, digital fluency is a shared effort, requiring leaders who inspire, teams that align, and cultures that embrace experimentation and learning. When organizations commit to breaking down barriers—whether through better training, stronger leadership, or fostering collaboration—they unlock the full potential of their people and their tools.
The future belongs to organizations that don’t just adopt technology but embed it into their culture, enabling their teams to thrive in an ever-changing digital landscape. The question now is not whether we can keep up with change, but how far we can go when we embrace it fully.
Keep Reading
Can innovation truly deliver affordable housing to those who need it most?
Updated
September 16, 2025 7:25 PM
Close up of a 3D printer nozzle pouring concrete. PHOTO: ICON
The affordable housing crisis has become one of the most pressing challenges of our time. Across the globe, millions of people are struggling to secure a roof over their heads. In cities like San Francisco, housing prices are so high that even middle-income families find themselves shut out of the market.
The root of this crisis lies in a persistent imbalance: the supply of housing has failed to keep pace with growing demand. Factors such as high construction costs, bureaucratic hurdles, and limited available land in urban areas have made it increasingly difficult to build enough homes quickly and affordably. The result is a market where housing remains inaccessible to millions, even as the need becomes more urgent.
Technology is now stepping in to address these challenges in ways that were unimaginable just a decade ago. From streamlining construction processes to introducing new financing models and data-driven tools, tech innovations are rethinking how homes are built, financed, and accessed. But while these advancements offer hope, they also raise important questions: can they truly address the root causes of the housing crisis, or are they simply patching up a fractured system?
The housing crisis begins with supply shortage: we simply aren’t building enough homes. Traditional construction methods are expensive, slow, and reliant on labor that is increasingly hard to find. This is where technology is making its most significant impact. Startups likeICON and Veev are leading the charge, using cutting-edge solutions to make housing more efficient and affordable.
ICON, for instance, uses 3D printing to build homes faster and at a lower cost. By printing the structure of a house directly on-site, ICON reduces waste, labor requirements, and construction time. Entire neighborhoods of 3D-printed homes are already being built, showcasing how this technology can scale.
Veev, on the other hand, focuses on prefabricated construction. By manufacturing high-quality components like walls and steel frames in a controlled factory environment, Veev eliminates inefficiencies associated with on-site building. These components are then assembled on location, drastically reducing construction time and costs. This approach mirrors the principles of mass production seen in industries like automotive manufacturing, where efficiency and scalability are key.
While building more homes is essential, access to housing often depend son financing. For many people, especially those with low or irregular incomes, the traditional mortgage system presents insurmountable barriers. Fintech innovations are stepping in to make housing financing more inclusive and flexible.
Access to affordable housing often hinges on financing, and innovative financial technology (fintech) solutions are beginning to change the landscape. Some platforms are offering new ways for individuals to transition from renting to owning, while others are introducing shared equity models that reduce the traditional barriers of large down payments and strict credit requirements. For example, companies like Point use shared-equity financing, where homeowners receive funds in exchange for a percentage of their home’s future value instead of taking on traditional debt. Meanwhile, startups are building tools that automate and simplify and revolutionizing the mortgage process, making it easier for underserved populations to access loans tailored to their needs.
Blockchain technology is also changing the game. By digitizing land titles and creating secure records of financial transactions, blockchain reduces the complexity and difficulty of accessing credit, especially for those with limited traditional credit. This is particularly impactful in regions where informal economies dominate and traditional proof of income is scarce. These tools create a pathway to homeownership for individuals who would otherwise be excluded from the system.
Beyond building and financing, technology is transforming how we understand and address housing needs. Artificial intelligence (AI) is revolutionizing risk assessment in the mortgage industry by analyzing a broader range of financial behaviors, such as rent and utility payments, to provide a more inclusive picture of creditworthiness.
At the same time, AI and big data are helping policymakers and developers make smarter decisions about where and how to build. By analyzing population trends, commuting patterns, and infrastructure needs, these tools ensure that new housing developments are built in the right places, reducing wasteful construction and improving urban planning.
For example, startups are using 3D scanning and machine learning to map informal settlements and identify buildings at risk of collapse. These insights not only improve safety but also guide investment toward areas where housing is most desperately needed.
The housing crisis is one of the most complex challenges of our time, and technology alone cannot solve it. But it can provide powerful tools to address specific pain points, from streamlining construction to expanding access to financing. Startups like ICON, Veev, and Landis are proving that innovation can lower costs, improve efficiency, and make housing more inclusive.
However, the ultimate solution lies in a combination of technology, policy reform, and community engagement. Governments must work alongside tech innovators to create urban environments that prioritize affordability, sustainability, and accessibility.
The future of housing isn’t just about building more homes; it’s about building smarter, greener, and fairer cities where everyone has a place to call home. By integrating cutting-edge technologies with forward-thinking policies, we can move closer to a world where affordable housing is not an aspiration but a reality.
The question is no longer whether technology can solve the housing crisis—it’s how we will use it wisely to create lasting change.