Will you shape the vision?

IT is like business engine, CIOs are accountable for critical part of business that is constantly changing and evolving. Contemporary CIOs should be capable of evolving leadership skills to not only match pace with the changes in technology and the pace at which organization can effectively manage these changes, but also proactively drive changes in business transformation.

Shape the Vision: CIO and his/her team can play a large role in shaping a vision of the firm as a place where passionate individuals want to connect with and learn from one another. CIO offices also have a significant responsibility to choose and deploy the IT that will help their firms realize the vision. Simply put, IT can no longer just be about numbers and algorithms; it has an opportunity to be a significant catalyst for passion and a tool for encouraging questing and connecting the innovation dots.

Ignite Passion: The range of technologies have emerged that can help foster a deeper sense of connection and purpose in employees, ignite latent worker passion and bring together disparate parts of the organization. But these new tools also necessitate a new way of thinking, a creative way to do things and a flexible way to work smartly.

Set Evolution: The emergence of the CIO coincided with the birth of the PC and end user computing. That role certainly matured as the Internet age unfolded. Now, it’s social, mobile, consumerization of IT, Big Data and a major shift in how IT services are delivered (cloud). These changes are inspiring spiritual conversations around the role of the CIO, these are all evolutionary and in some ways even predictable.

What is your new ecosystem?

The need for change is obvious. The CIO as change agent not only touches his/her own function, but also need make influence on entire organization and business ecosystem as well, it takes strategic planning, methodology and practice in orchestrating such transformation. This is a big deal. If the business isn't strategic it will be impossible for technology to be strategic as well.

Define Roadmap: In fact, the required changes, at the most fundamental level, need be well documented. A clearly defined roadmap is available, and industry best practices are in place to serve as a framework upon which the solution can be implemented over time. The transformation to a more proactive service/solution delivery organization with repeatable management processes in place of the 'crisis of the day' leadership model, can be a reality, but only if the CIO is the proactive, visible and charismatic sponsor.

Optimize Process: Meanwhile, to compete, business unit leaders need IT to ensure the availability and reliability of their business process automation tools/technology, so their staff can function as efficiently as promised, back when they justified the tool purchase. In fact, many organizations have little insight into their cost structures and who is consuming the assets. They have no idea where they are spending their money on and often assume it is mainly being spent on items which are actually much lower on the list. Every IT finance group can capture costs but the challenge is to have visibility and traceability between costs and the assets consuming those costs. The leadership team needs IT to be the business process optimization expert for the company, to find creative sources for competitive advantages, to better compete.

Ask for Help: One of the first things a CIO must do in a transformation initiative of this magnitude is to ask the business for help. The effort will fail if the business units are unwilling to invest resources and accept a "period of pain" where service levels may be adversely impacted. CIO can envision themselves talking with business unit leaders, selling them on the challenges and the vision for the future. Will CIO be open to new perspective, willing to adapt the new skill set to the demands of evolving technology or adapt their role to the evolving business requirements for technology? Will CIO be learning agile to understand business ecosystem and connect innovation dot cross-functional, cross-industrial and cross-cultural border? It takes both attitude and aptitude.

Will you transform the culture?

Many IT departments are still reeling from the "slam it in and fix it on the fly" approach that was required by the rush to automate all core business processes (late 1990s & early 2000s). A reactive, crisis-driven and internally focused 'systems management' culture evolved as a result, such culture becomes barrier for IT to reach higher level maturity.

From “Heroic effort” to “Collaboration Effect”: IT department-wide culture is maintained by a 'Heroic effort' reward system, a value system that is proving to be nearly intractable. Along with the Hero mentality, expertise silo evolved a non-collaborative, finger-pointing culture that renders truly effective SLAs impossible to measure & enforce. A fundamental change in the heroic effort rewards culture is required to put an end to the reactive, crisis-driven and technology systems focused role for the IT department, and shift to business-driven, collaborative IT mentality because the business requirements for technology management have changed. The rapid push for offering ‘cloud-based’ services and the need to retool IT to centrally manage these, is certainly a perfect opportunity to rethink the role of IT and make a cogent case for a service-level driven rewards and recognition culture

The transformation journey must start with the CIO. However, very few CIOs are willing to step away from the existing IT management paradigm and hero-based rewards culture to adopt a new role as a culture change transformation sponsor. This has not been a required leadership skill-set for the CIO role to date. It is a dramatic change in skills, priorities and rewards tactics. Can veteran CIOs who came up the ranks accept this need for a dramatic change in IT culture? Will they have the required skill set to sponsor such a change? Do they have the charisma to achieve buy-in from the current IT staff. Or will it take a crisis? CIOs must drive the elimination of the heroic effort reward culture. This is the principal challenge for current “up through the ranks” CIOs. Recognizing the need for this fundamental change has not been easy for most veteran CIOs.

Be Change Agent to retool Organizational Culture: Culture is perhaps the most invisible, but powerful fabric surrounding organization, the toxic culture like water, which can sink the enterprise ship, IT is also at unique position to well align people, process and the latest technology to empower talent, enforce communication, enhance governance, and enable cross-functional collaboration, to retool organizational culture for achieving high business performance potential.

 

Will you be the Change Agent?

Change is the second most popular word in 21st century. Why change is so tough and what really keeps (C-suite) executives from embracing organizational transformation is FEAR: fear of letting go of heroic leadership, fear of losing control, fear of navigating through uncharted territory, fear of chaos.

But change is inevitable, due to the CHANGE nature of technology, CIOs shouldn’t get pushed for change, they are actually at better position to play such a role as change agent in leading organizations’ transformation.

Will you be the change agent?

You Call That Innovation? Maybe it is just change management

Everybody is on the innovation bandwagon. It is the "buzzword" of the year. Unless what we are talking about is disruptive, we are probably talking about monumental change and change management. This may be the "elephant in the C-Suite" but it is an elephant none the less.

Got innovation? Just about every company says it does.

Companies throw the term "innovation" around but that doesn't mean they are actually changing anything monumental. Leslie Kwoh reports on digits. 

Businesses throw around the term to show they're on the cutting edge of everything from technology and medicine to snacks and cosmetics. Companies are touting chief innovation officers, innovation teams, innovation strategies and even innovation days.

But that doesn't mean the companies are actually doing any innovating. Instead they are using the word to convey monumental change when the progress they're describing is quite ordinary.

via You Call That Innovation? - WSJ.com.

How long does it take to change culture?

Think about this. Is it any wonder change management initiatives are so challenging.

Cultural change takes six months per layer in your organization. If you have eleven layers, you won’t live long enough to get anything done.

— Mike Capone, CIO, ADP

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As a leader, what should you stop doing today? Here is a good list

I am a big fan of list of things "to stop" doing. We all have "to do" lists but we all need more "to stop" lists. Here is a good one for leaders.

Which is your favorite?

1. Out: Micro-management, or the need to control every aspect of your company. In: Empowerment, the ability to give your people some rope--even rope to make mistakes without blame.

2. Out: Management by walking around the office; it is no longer enough to be visible. In: Leadership by watching and listening, engaging in conversation, implementing the ideas presented to you, and distributing the results.

3. Out: Pretending you know everything. You don't have all the answers, so why try to make people think you do? In: Knowing your leadership team members and trusting them. Choose great people who have the right skills and fit the culture. And get out of the way.

4. Out: No mistakes, or a "no tolerance policy" some still think works. In: Learning from mistakes, or being the first to admit an error.

5. Out: The balance sheet drives the business, and informs all other decisions. In: People drive the business, boosting customer loyalty, and profit.

6. Out: Job competency is sufficient. Do the job asked, and you'll survive. In: Recruit "A" players who will go the extra mile. They're out there.

7. Out: Invest in technology to increase productivity. In: Invest in people.

8. Out: Demand change; be very specific about what you want and when. In: Nurture change; your people can come up with the best ideas and you can give them credit for it.

9. Out: Fried food in the cafeteria. In: Wellness in the workplace.

10. Out: Incentives; pay employees more money and they'll do more. In: Rewards; being valued matters more than money.

via Leadership Practices to Stop Today | Inc.com.

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Is hope a good strategy?

Is hope a good strategy? For many of us in business, it seems to be on some days. We can break out of that vicious cycle though. With business technology, we can bring clarity to the business goal and help with a workforce computing strategy that enables the business goal.When thinking of the workforce computing strategy, some questions to answer are:

• What is the measurable business goal?


• What capabilities are needed to reach the goal?


• What strategies is the business focused on?


• What culture is our business creating?


• What people, processes and information is needed?


• What are the current gaps that exist with our employee computing environment?

David Johnson at Forrester Research has just published Forrester's Workforce Computing Strategic Plan research. He  has some great insights.

How strange it seems then, that thousands of IT projects begin every day, but more than one third of them crash enroute. Why? I would argue that it's because there is seldom a clear destination in mind, a rational plan to get there, nor a viable system approach in place to execute the plan. Most of the time, the destination and the means to get there are only vague estimates, and the elements of the strategy are rooted in hope.

via What Is A Workforce Computing Strategic Plan...And Why Do You Need One? | Forrester Blogs.

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Are you a hyperspecialist?

Tom Malone, professor at the MIT Sloan School of Management and author of the HBR article "The Age of Hyperspecialization," explains why breaking jobs into tiny pieces yields better, faster, cheaper work -- and greater flexibility for employees.

Is this a good thing or not? Are you taking advantage of it? What are the implications for managers?

http://www.youtube.com/watch?v=slK1RbPPGqY&feature=relmfu

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How comfortable are you at participating in business strategy conversations?

The job of a CIO is a tough one. Understanding and being able to communicate highly technical concepts in plain business language isn't easy. We all recognize that strategic planning is probably the most important thing we do. How good are we at it?

The business world today is extremely complex. Increased globalization; heightened merger activity; competition from nontraditional sources; shortened product life cycles; and a tightened regulatory environment are just a few of the items affecting a company’s strategic plan. Information technology can affect all of these things… and more.

In addition, many companies use technology as the strategic weapon necessary to survive in the fierce competitive environment. It is the job of the CIO to understand all of the aspects of the marketplace in which the company participates to help it effectively use information technology to address these challenges.

How comfortable are you at participating in business strategy conversations? A great question to think seriously about.

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Is Information Technology a support area?

Is Information Technology a support area? The traditional, "keep the lights on" world of technology just won't cut it anymore. Of course everyone expects their laptop to boot up and connect to the network. No one even thinks about it until it won't.

Our business partners expect more. They want us to be strategic. They expect us to know their goals, strategies and can capabilities. The want to know how technology can help them generate more revenue.

And so a revolution is under way. We aren't the guys who "make the trains run on time" department. Or at least, we shouldn't be.

In today’s world, the technology department cannot just be seen as a support area. It must be seen as a critical part of the business. It’s up to the CIO to drive that point home by positioning himself or herself as a strategic partner—with a distinct set of skills and tools at his or her disposal. Take the time to talk to employees that use technology regularly to really understand how they use it. Listen to business line leaders about what their people want and need to succeed—and explain how new systems can enable them to meet those goals.

via IT Implementation Depends Upon CIOs With Social Skills - The CIO Report - WSJ.

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What kind of business technology scorecard do you use?

I have been working with Nigel Fenwick at Forrester Research to transform my Business Technology focus. He suggest to me that I use a new framework for our balanced scorecard. It made sense so I have transformed our senior management performance standards for this fiscal year.

I highly recommend the approach Nigel is advocating for in his blog. He has some great visuals in it as well.

It's time to re-think the report card used by CIOs to report on BT performance – tomorrow’s BT CIOs must look beyond the traditional IT Balanced Scorecard (BSC).

I realize this is sacred ground for many people in IT (and some of my colleagues here at Forrester), so let me explain myself before I receive a barrage of complaints. The philosophy behind Business Technology (BT) recognizes technology as integral to every facet of every organization – as such, IT is very much an integral part of the business; we can no longer talk about “business” and “IT” as if referring to two distinct things. I’m suggesting that in the age of BT, we need a new scorecard that better reflects the impact of BT on the business.

via Does BT Need A New Report Card? | Forrester Blogs.

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