Transition::IT -- Leadership and Cultural Change

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Presentation Deck that I used to talk to Intel's IT Leadership team

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Transition::IT -- Leadership and Cultural Change

  1. 1. Transition::IT Leadership and Cultural Change mike d. kail :: @mdkail VP of IT Operations Netflix
  2. 2. Results of Resistance and Reaction to Change 15% Anger 40% Distrust 30% Uncertain 15% Positive How can the Positive 15% get the others to at least consider the the concept of change?
  3. 3. By Increasing Resiliency “the ability to adjust to, or recover from, change” ❖ Direct and Clear Communication ❖ Encourage Questions ❖ Accept Input (criticism and praise) from Others ❖ Don’t be Quick to Judge ❖ Work on Planning and Organization ❖ Remain Open to the Idea of Change
  4. 4. Get Comfortable With Being Uncomfortable 100% commitment to changing the culture
  5. 5. Now What? Continue to evolve and look for opportunities to push the edges
  6. 6. Keep Calm Create Disruption, Innovation, and Revolution
  7. 7. Defining Culture ❖ Beliefs, Values, and Attitude ➢ Define these anchors first ■ e.g. Passion, Curiosity, Judgement, Impact … ❖ Executives start by leading by example ➢ Assess yourself and peers ■ Is everyone a High Performer? ➢ Hard Work != Performance ■ Number of hours worked per week poor indicator ➢ Remove “Brilliant Jerks” ■ Passive-Aggressiveness is another toxic trait
  8. 8. Improving Culture ❖ Look to continue to raise the talent bar ➢ high performers have a 10x impact on the business ➢ should improve collaboration, not internal competition ❖ Don’t settle when interviewing/hiring ➢ a B or C player starts to lower the talent bar ❖ Responsible employees thrive ➢ self-motivated ➢ driven to improve ➢ have leadership qualities, even as individual contributor
  9. 9. Traditional IT needs a 10x change
  10. 10. Change Starts With A Vision ❖ What is IT’s Mission Statement? ➢ e.g. “Improve Efficiency and Reduce Process” ❖ Continual Evolvement ➢ Enhance your skills ❖ Collaboration with LOB ➢ Engage and Enable ❖ Operational Efficiency ➢ Empower via service model
  11. 11. Continued Change Requires Continued Effort and Focus ❖ Continue to Reinforce Reasons for Change ❖ Set Clear Objectives (Short and Long Term) ❖ Be Accessible ❖ Be an Active Listener ❖ Focus on Actions and Results ❖ Celebrate Wins ❖ Work on your “EQ” (Acknowledge Emotions) ❖ Direct and Candid Feedback

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