How to build digital confidence

English luddites in the past believed that new tools would replace manual jobs. In droves, they destroyed ancient machinery. Luddites have moved on from ruining tools. Today, they simply show a strong reluctance to new ways of working and technologies.  

 

Part of the problem luddites can face is a lack of confidence in using digital technology. Tackling this issue is complex, but in this article, we share our top tips and tricks to get over the hump.

 

 

Where does digital reluctance come from?

 

To unpack digital reticence, we need to understand where those feelings come from.

 

The top reason people fear digital is that they see it as a threat to their jobs. Some creative jobs are thought to be at risk because AI can produce similar work.

 

Research also points to digital burnout as another reason for reluctance. The University of Nottingham finds that being “hyperconnected” makes it hard for staff to unplug from work. People’s mental health can be impacted when the workplace creeps into their personal lives.

 

Another major reason for the lack of digital confidence is skills-based. Education charity NCFE finds that one in five people lack the essential tech know-how to navigate life today. For charity workers, the situation hampers confidence.

 

The Charity Digital Skills Report 2025 found that digital skills gaps among leaders, staff, and volunteers were a barrier to the charity’s digital progression. On the upside, 43% of charities said that growing staff and volunteer digital skills is a top priority.

 

 

How to build confidence

 

Given that digital skills and confidence can hold up projects and progress on a wider level, it’s important to address concerns. We suggest ways to boost competence and overcome fears. 

 

 

Tackling the fear of job loss

 

Part of building digital confidence means being able to confront fears of job loss and replacement. Experts suggest a change in mindset.

 

First is a change in perception – seeing AI and other digital technology as a tool rather than a threat. Second is to take a more empathetic approach. Experts say one of the best ways to tackling fear of job loss is to focus on human qualities that AI can’t compete with. Emotional intelligence, relationship building, and creativity are qualities that are irreplaceable.

 

 

Embracing failure leads to success

 

The fear of looking stupid may be paralysing for some, particularly at more senior levels. But as AMIS Head of Strategy Robbrecht van Amerongen states, failure can be a great opportunity. That’s because:

• Trying new things is inherently challenging. The lesson here is to prepare and make the challenge  as small as possible each time. That way, digital abilities may be built up bit-by-bit without a catastrophic failure
• New ideas emerge. Improved ideas often emerge from failure and frustration
• Failure is a form of feedback. Valuable information about refinement is gathered when things go awry
• Success is more gratifying afterwards. Once effort has been put into learning digital, achievements feel triumphant

Thus, for senior-level charity staff, embracing learnings from failure and sharing experiences builds confidence across the organisation.

 

 

Create learning spaces

 

Growing confidence means building competence. Installing a learning and development programme for new tech goes a long way. A learning management platform may be part of the solution.

 

Platforms like Charity Learning Consortium and Virtual College deliver courses on a variety of topics. Learners can move at their own pace, reducing the element of fear.  

 

 

Offer multiple ways to learn

 

A top tip for growing skills is offering multiple, flexible channels to learn. This might mean formal in-person training, informal learning, or watching asynchronous videos. Canva, a popular editing platform for charities, offers a beginners’ guide – this includes static text and short video clips to quicken the pace.

 

For more sophisticated users, YouTube also offers longer masterclasses.

 

 

Share knowledge

 

As well as creating a safe learning space, encouraging staff to share knowledge across the organisation also builds self-assurance for both audiences and mentors.

 

For many colleagues, informal mentorships and tutorials may be the way forward. As a first step, suggest that your in-house digital gurus set up a working lunch for colleagues who want to learn more.

 

 

Practice, practice, and more practice

 

Another critical element to scaling up digital abilities is repetition. Competencies are accrued over time and need to be worked on. Digital leaders may want to consider regularly teaching staff new skills and offer catch-up sessions.

 

Equally, when thinking about digital transformation, having multiple tutorials and gradually building up skills helps digital make more sense for even the most reluctant person.