The document summarizes an Australian CIO summit that took place from July 28-30, 2014 on the Gold Coast. It discusses the shifting role of the CIO as a strategic innovator and identifies five different types of CIOs: utility CIO, evangelist CIO, innovator CIO, facilitator CIO, and tightrope walker CIO. It also covers topics like political savvy, conflict management, developing teams, and partnering with external parties. The document provides information on identifying which type of CIO best fits an individual and strategies for CIOs to effectively lead through areas like culture change, communication, and handling conflict.
How Are Women Making a Difference in Cyber-security?PECB
This webinar delivers exclusive information on the representation of women in cyberspace as a vital asset of organizations toward establishing a security culture. Without a detailed plan of women inclusion in cyber security, governments and businesses will face major challenges in regards to larger number of cyber-attacks and potential financial losses. Get to discover the role and impact of women in the cybersecurity world.
Main points covered:
• What is the role of women in Cybersecurity?
• The importance of empowering women in cybersecurity field
• Building a better future for women in cybersecurity
Presenter:
Jane Frankland is an award winning entrepreneur, speaker and business consultant. She is also an SC Awards Judge for Europe and the USA, and has been identified as one of the top 50 influencers in cyber security in the UK. Jane has 19-years’ worth of experience in the industry, has built and sold her own global penetration testing firm, Corsaire, advised boards and held senior executive positions at several large PLCs, including the NCC Group. Through Cyber Security Capital she now helps cyber security individuals, corporate leaders and entrepreneurs meet their performance objectives. As an ambassador for cyber security she is passionate about STEAM and diversity in the workplace. Her book, ‘In Security: How a failure to attract and retain more women in cyber security is making us all less safe, and what to do about it,’ is due for release in 2017.
Link of the recorded session published on YouTube: https://youtu.be/143-dliHwwE
World at Work Total Rewards 2017 presentation - lantern group - behavioral sc...Kurt Nelson, PhD
Our presentation from the 2017 Total Rewards session that showed how we used behavioral science to change the incentive and total reward framework for Lilly.
Data Ethics in the Workplace: Beyond AI, Privacy and SecurityCase IQ
The rate at which we generate data is increasing at a dizzying pace, with estimates of 463 exabytes of data being created each day by 2025. While security and privacy are often top-of-mind when discussing data, organizations must also consider the ethics of data collection, analysis and movement and the risks that they present. Operating without a data ethics framework can cause permanent damage. On the other hand, a healthy approach to data ethics has immeasurable benefits.
Join Neal O’Farrell, data ethics expert, advisor and trainer, as he tackles this timely and important topic. Learn how to create a culture of data ethics in your workplace that can make almost everything better - from AI and big data, security and privacy, trust and reputation, even workplace harmony and productivity.
7 Ways to Increase Ethical Accountability and Decrease Fraud Risk Case IQ
It’s long been clear that organizations with strong ethical cultures perform better than those without. In addition to the multitude of positive impacts a strong ethical culture provides, these organizations will also typically experience less fraud and misconduct. However, to achieve maximum results, a strong ethical culture must focus on accountability and include robust fraud prevention measures.
Ethical accountability takes time and effort to build, but the rewards of fostering the right culture in an organization are measurable. Fewer fraud incidents, for example, can be demonstrated by hard numbers. A strong code of conduct is a great start, but it’s critical to have a comprehensive ethics program that fosters accountability.
Join Joseph Agins, CFE, CCEP, adjunct professor and fraud expert, as he outlines strategies organizations can use to ensure every employee from the C-Suite down has the tools they need to help them make ethical decisions and prevent fraud.
The webinar will cover:
The importance of tone from the top
Identifying the pressures employees face and thus the ethics and fraud risks
Understanding the resources employees have (or not) to report wrongdoing
Whether the internal imagining of the culture matches the reality
Developing tools and strategies for fostering ethics in the workplace
Anti-fraud measures that should be incorporated into every ethics policy
Encouraging ethics and accountability
American Bankers Association Risk Management Forum April 29, 2010 Tyler D. ...tnunnally
American Bankers Association Risk Management Forum, April 29, 2010. Best Practices: Managing Judgment Risk. Presented by Tyler D. Nunnally, Founder & CEO, Upside Risk
How Are Women Making a Difference in Cyber-security?PECB
This webinar delivers exclusive information on the representation of women in cyberspace as a vital asset of organizations toward establishing a security culture. Without a detailed plan of women inclusion in cyber security, governments and businesses will face major challenges in regards to larger number of cyber-attacks and potential financial losses. Get to discover the role and impact of women in the cybersecurity world.
Main points covered:
• What is the role of women in Cybersecurity?
• The importance of empowering women in cybersecurity field
• Building a better future for women in cybersecurity
Presenter:
Jane Frankland is an award winning entrepreneur, speaker and business consultant. She is also an SC Awards Judge for Europe and the USA, and has been identified as one of the top 50 influencers in cyber security in the UK. Jane has 19-years’ worth of experience in the industry, has built and sold her own global penetration testing firm, Corsaire, advised boards and held senior executive positions at several large PLCs, including the NCC Group. Through Cyber Security Capital she now helps cyber security individuals, corporate leaders and entrepreneurs meet their performance objectives. As an ambassador for cyber security she is passionate about STEAM and diversity in the workplace. Her book, ‘In Security: How a failure to attract and retain more women in cyber security is making us all less safe, and what to do about it,’ is due for release in 2017.
Link of the recorded session published on YouTube: https://youtu.be/143-dliHwwE
World at Work Total Rewards 2017 presentation - lantern group - behavioral sc...Kurt Nelson, PhD
Our presentation from the 2017 Total Rewards session that showed how we used behavioral science to change the incentive and total reward framework for Lilly.
Data Ethics in the Workplace: Beyond AI, Privacy and SecurityCase IQ
The rate at which we generate data is increasing at a dizzying pace, with estimates of 463 exabytes of data being created each day by 2025. While security and privacy are often top-of-mind when discussing data, organizations must also consider the ethics of data collection, analysis and movement and the risks that they present. Operating without a data ethics framework can cause permanent damage. On the other hand, a healthy approach to data ethics has immeasurable benefits.
Join Neal O’Farrell, data ethics expert, advisor and trainer, as he tackles this timely and important topic. Learn how to create a culture of data ethics in your workplace that can make almost everything better - from AI and big data, security and privacy, trust and reputation, even workplace harmony and productivity.
7 Ways to Increase Ethical Accountability and Decrease Fraud Risk Case IQ
It’s long been clear that organizations with strong ethical cultures perform better than those without. In addition to the multitude of positive impacts a strong ethical culture provides, these organizations will also typically experience less fraud and misconduct. However, to achieve maximum results, a strong ethical culture must focus on accountability and include robust fraud prevention measures.
Ethical accountability takes time and effort to build, but the rewards of fostering the right culture in an organization are measurable. Fewer fraud incidents, for example, can be demonstrated by hard numbers. A strong code of conduct is a great start, but it’s critical to have a comprehensive ethics program that fosters accountability.
Join Joseph Agins, CFE, CCEP, adjunct professor and fraud expert, as he outlines strategies organizations can use to ensure every employee from the C-Suite down has the tools they need to help them make ethical decisions and prevent fraud.
The webinar will cover:
The importance of tone from the top
Identifying the pressures employees face and thus the ethics and fraud risks
Understanding the resources employees have (or not) to report wrongdoing
Whether the internal imagining of the culture matches the reality
Developing tools and strategies for fostering ethics in the workplace
Anti-fraud measures that should be incorporated into every ethics policy
Encouraging ethics and accountability
American Bankers Association Risk Management Forum April 29, 2010 Tyler D. ...tnunnally
American Bankers Association Risk Management Forum, April 29, 2010. Best Practices: Managing Judgment Risk. Presented by Tyler D. Nunnally, Founder & CEO, Upside Risk
In Book “How” Dov Seidman explains that the intention of leaders to have their organizations behave well is not enough, and that "blind obedience" to leaders and rules is much less effective in creating a successful organization than one where shared values are internalized and believed by associates who govern their own behavior. Self-governance organizations can respond better than one where rules and commands are viewed as obstacles to be skirted. He argues that technology has allowed individual behavior to affect the contemporary world much more than it has previously, for good or bad.
The book says that companies that earn trust can translate that trust into direct economic benefits, such as more consumer sales or being charged lower interest rates. Through transparency and trust, an organization improves its reputation, which translates into more long-term business
Leadership from below is a perspective on leadership: No need for a position in a hierarchy to have influence. It is also a perspective on life: lead when you need. It is not just a trend. In fact it is a stable feature of any society, but it has recently become trendy. However, despite disruptive
tech...hierarchy remains systemic part of society. Complexity means that delegation is necessary. Also, people love to delegate. So, the pendulum swings back. However, hierarchy will need re-legitimation.
How to Remove Bias From Your Hiring ProcessAmanda Herbert
At most organizations, hiring quality candidates isn’t just limited to the recruiting team. Qualifying all parties involved in the hiring process is critical, as studies have shown that interviewer conduct is amongst the top-mentioned factors in candidate feedback surveys.
HR professionals are tasked with ensuring that interviewers are qualified in order to provide a professional hiring experience to avoid common biases that appear in the hiring process. This presentation will:
- Share proprietary wage gap data and personal experiences with pay inequality from Hired's "2018 State of Wage Inequality in the Workplace" report.
- Discuss tactics to streamline recruiting practices, avoid unconscious bias and eliminate the wage gap.
- Prepare your team with the knowledge and resources necessary to identify and hire top talent while remaining compliant.
Title: 2020 Women On Boards: The National ConversationTerri Friel
Why should more women be on corporate boards? Read the astonishing results of studies that indicate business does better, MUCH better when women are included.
2017 ICON Melbourne Forum - Breakout 2: CRISIS AND REPUTATION MANAGEMENTICON
by Darren Behar, SenateSHJ
This session will focus on the latest research into crisis and reputation management, including the latest results from SenateSHJ’s own reputation research of Executive and Board views around Australia.
We will consider a model for staying ahead of the game – and being crisis ready. And we will explore why trust matters as a solid starting point for protecting reputations.
We will also assess the particular challenges of preparing for and managing a crisis as this relates to both traditional and social media.
The First Word: Digital Reinvention Requires a Radical CIO MakeoverCognizant
To lead digital transformation, CIOs need to go beyond technology prowess and develop new work styles, people skills, and political savvy to energize the organization for change.
11 Tips for Building a Winning CIO - CFO PartnershipSirius
Most CFOs and CIOs know that they need each other to ensure company success. So it would seem like a natural strategic partnership, right? Too often, however, that is not the case. These 11 tips can help CFOs and CIOs build a winning partnership.
Presentation by Nirvesh Sooful on the topic of “The Emerging Role of the CIO: Leader or Technologist, Visionary or Implementer, Maverick or Collaborator” at the 2nd Annual CIO Challenge 2007 on 14&15 November 2007 at The Park Hyatt in Johannesburg. The conference was co-hosted with Deloitte.
A New Approach to the CIO role by Redefining the IT Department’s Contribution...IT Network marcus evans
A New Approach to the CIO role by Redefining the IT Department’s Contribution to the Bottom Line
by Barry Lerner, Huawei Technologies at the Australian CIO Summit 2014
In Book “How” Dov Seidman explains that the intention of leaders to have their organizations behave well is not enough, and that "blind obedience" to leaders and rules is much less effective in creating a successful organization than one where shared values are internalized and believed by associates who govern their own behavior. Self-governance organizations can respond better than one where rules and commands are viewed as obstacles to be skirted. He argues that technology has allowed individual behavior to affect the contemporary world much more than it has previously, for good or bad.
The book says that companies that earn trust can translate that trust into direct economic benefits, such as more consumer sales or being charged lower interest rates. Through transparency and trust, an organization improves its reputation, which translates into more long-term business
Leadership from below is a perspective on leadership: No need for a position in a hierarchy to have influence. It is also a perspective on life: lead when you need. It is not just a trend. In fact it is a stable feature of any society, but it has recently become trendy. However, despite disruptive
tech...hierarchy remains systemic part of society. Complexity means that delegation is necessary. Also, people love to delegate. So, the pendulum swings back. However, hierarchy will need re-legitimation.
How to Remove Bias From Your Hiring ProcessAmanda Herbert
At most organizations, hiring quality candidates isn’t just limited to the recruiting team. Qualifying all parties involved in the hiring process is critical, as studies have shown that interviewer conduct is amongst the top-mentioned factors in candidate feedback surveys.
HR professionals are tasked with ensuring that interviewers are qualified in order to provide a professional hiring experience to avoid common biases that appear in the hiring process. This presentation will:
- Share proprietary wage gap data and personal experiences with pay inequality from Hired's "2018 State of Wage Inequality in the Workplace" report.
- Discuss tactics to streamline recruiting practices, avoid unconscious bias and eliminate the wage gap.
- Prepare your team with the knowledge and resources necessary to identify and hire top talent while remaining compliant.
Title: 2020 Women On Boards: The National ConversationTerri Friel
Why should more women be on corporate boards? Read the astonishing results of studies that indicate business does better, MUCH better when women are included.
2017 ICON Melbourne Forum - Breakout 2: CRISIS AND REPUTATION MANAGEMENTICON
by Darren Behar, SenateSHJ
This session will focus on the latest research into crisis and reputation management, including the latest results from SenateSHJ’s own reputation research of Executive and Board views around Australia.
We will consider a model for staying ahead of the game – and being crisis ready. And we will explore why trust matters as a solid starting point for protecting reputations.
We will also assess the particular challenges of preparing for and managing a crisis as this relates to both traditional and social media.
The First Word: Digital Reinvention Requires a Radical CIO MakeoverCognizant
To lead digital transformation, CIOs need to go beyond technology prowess and develop new work styles, people skills, and political savvy to energize the organization for change.
11 Tips for Building a Winning CIO - CFO PartnershipSirius
Most CFOs and CIOs know that they need each other to ensure company success. So it would seem like a natural strategic partnership, right? Too often, however, that is not the case. These 11 tips can help CFOs and CIOs build a winning partnership.
Presentation by Nirvesh Sooful on the topic of “The Emerging Role of the CIO: Leader or Technologist, Visionary or Implementer, Maverick or Collaborator” at the 2nd Annual CIO Challenge 2007 on 14&15 November 2007 at The Park Hyatt in Johannesburg. The conference was co-hosted with Deloitte.
A New Approach to the CIO role by Redefining the IT Department’s Contribution...IT Network marcus evans
A New Approach to the CIO role by Redefining the IT Department’s Contribution to the Bottom Line
by Barry Lerner, Huawei Technologies at the Australian CIO Summit 2014
Mark Bolgiano and Gavin Clabaugh ruminate on the role of a successful CIO within nonprofit organizations. An informal presentation at the NTC, Seattle 2006.
From my archive - Gavin Clabaugh
I'm presenting the IBM CIO 2010 Outlook at IBM iForum, Zurich (26th November 2007). I can't take the credit for writing it; Dave Newbold did the hard work on this one.
Digital technologies have emerged as disruptive forces within corporations across all industries. These fundamental changes require a new type of leadership that will enable innovation and transformation to fully embraced. Truly digital leaders hold the key. Digital leaders in modern corporations include the CIO, CTO, CDO, and CMO.
The Role of the CIO and CMO in the Digital Transformation of EducationVala Afshar
Colleges and universities face economic, technological, and market forces that challenge the traditional ways of recruiting students, raising money, delivering services, and insuring student success. Rapid growth in BYOD, apps, online education, and an explosion of new competitors, such as MOOCs are adding to the pressure. At the same time, marketing has become data intensive and technology driven. Gartner points to the CMO as the champion of the technology budget in the near future. CIOs can partner with marketing leaders to optimize the use of technology to increase execution velocity and scale departmental efficiency. The current period of transition creates opportunities for institutions that learn to embrace change and form a collaborative relationship between the CIO and CMO.
by Vala Afshar, Chief Marketing Officer, Extreme Networks
Discover 12 reasons why your culture is preventing you from being the organisation you want to be, awareness is the first step on the journey to redemption.
Building your talent base for the future is essential – especially with your emerging leaders. But do you know the best techniques to coach these high potential employees, or how to improve your coaching’s speed and effectiveness by using smart technologies and data sharing?
In this webinar Infor’s Jason Taylor and Kenneth Fung share their proven methods for ensuring full motivation and engagement during coaching. They will also reveal how working with behaviors allows you to develop a common language and to focus on delivering results.
Ellwood Atfield: Key Success Factors for Advocates and Advocacy Teams - Genev...NataliaKurop
Author Mark Dober, Managing Director of Ellwood Atfield's Brussel's, office shares his latest research entitled: ‘Key Success Factors for Advocacy and Advocacy Teams’
The next stages of your journey to agile performance managementDavid Perks
In a transition from traditional performance management to agile performance management, there are people capabilities that need to be strengthened. This is because everybody leads in an agile environment, and usually leadership development training has not been available wholesale throughout the organisation. You don't need the capabilities in order to begin, but you do need the capabilities in order to master an agile culture and foster an agile performance management mindset among your people.
Great leaders come in all shapes and sizes, genders and cultures, but they all possess many of the qualities I’ve highlighted in the Think Oak A to Z of Leadership Qualities
Learning Objective: Discuss traits that help develop and expand your leadership repertoire
Are leaders born or made? How do aspiring managers succeed in an ever-changing business environment? How do they lead different groups to action? Throughout this seminar, we will explore how great leaders assess themselves, manage collaborative teams, and effectively manage negotiations and conflict.
At this seminar, participants will:
a. Discover how leaders communicate through storytelling and employ other communication strategies to influence.
b. Explore and analyze leadership styles.
c. Identify how organizations can develop team charters to optimize their groups and develop a game plan for effective negotiation.
Get your team into flow with talent dynamicsMike Lowe
Flow is a mental state researched and described by psychologist Mihaly Csikszentmihalyi and many others as being the state of optimal performance, when the whole person is fully engaged in their work without distractions or inner conflict.
Talent Dynamics is a system based on the I-Ching, designed to help get individuals and organisations more into their flow. It includes a strengths-based profiling tool. One of the conditions required for flow in the workplace is a close alignment between a person's natural skills and abilities and the role they are in. People who regularly attain flow in their work report high levels of personal satisfaction and happiness as well as extraordinary productivity. These people can be trusted to deliver because they are working from their strengths.
CTR Workshop:
• Relationship Between Talents and Strengths
* Clifton StrengthsFinder® Assessment
• 34 Talent Themes
• Four Leadership Domains
• Understanding and Leveraging Team Member Strengths
• Benefits and Challenges of High Performing Teams
Contact www.CTR-Consulting.com for complete PowerPoint presentation and more information about company and services.
Mergers and acquisitions have a high rate of failure.
Areas of difference that could derail a business partnership:
- Attitudes toward people who are different
- Gender and travel overseas
- Hiring and promotion
- Communication
- Attitudes toward conflict
This ppt highlights the main differences between South Korea and the USA as captured by Geert Hofstede's framework.
ITAP helps companies strengthen their partnerships by diagnosing and bridging their differences (e.g. culture, function, language).
Top 5 Soft Skills: What Successful People Know that Every Employee Needs to K...BizLibrary
In this program, you’ll learn about the top 5 soft skills that are most predictive of employee, leadership and organizational success in today’s highly complex and rapidly changing environment. You’ll also gain quick tips to help jump-start your development efforts for each soft skill.
www.bizlibrary.com
Capturing Alpha - An New Approach to Crowdsourcing Investment WisdomThomas Beevers
These slides are from a recent seminar I gave to a number of University Investment Clubs across the U.S. The slides explain how there are certain individuals who consistently beat the market, and explores ways that we can crowdsource those alpha generators through the StockViews platform
Entrepreneurship is defined as the starting of new businesses, usually by an individual who identified a gap in the market and trail blazed their way to success as sole owner and CEO. But you don’t have to share this passion of building your own business to see the value in utilising the same skills for your future career aspirations! We explore the relevancy of entrepreneurial skills for your career in this free one-hour webinar, and hear from a USQ student about how she found success by nurturing these skills and taking a chance.
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Ahead of the marcus evans Australian CIO Summit 2023, Greg Cassis discusses how managing the impact of change can be more effective when the executive leadership, technical and operational teams are better aligned.
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Dr Steven P. Pratt, PhD., Chief Technology Officer, CenterPoint Energy, Inc. delivered his presentation entitled Time Machines: The Evolution and Application of Predictive Analytics at the marcus evans CIO Summit 2016 held in Los Angeles, CA
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by Patrick Hadley, Australian Bureau of Statistics at the Australian CIO Summit 2014
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Active Defence: Safeguarding Crucial Capability while Boosting Functionality and Delivering on ROI
Presentation by Ricardo Alberto, CTO & Acting CIO , The Treasury, Australian Government at the Australian CIO Summit 2014
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Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
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See how to accelerate model training and optimize model performance with active learning
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UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
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GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
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The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
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PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
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- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
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What you will learn during the webinar:
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UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
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Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
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Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
Accelerate your Kubernetes clusters with Varnish CachingThijs Feryn
A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
This presentation was delivered at K8SUG Singapore. See https://feryn.eu/presentations/accelerate-your-kubernetes-clusters-with-varnish-caching-k8sug-singapore-28-2024 for more details.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
2. The Shifting Role of the CIO as a Strategic Innovator
• The 5 CIO’s – which one is you?
• Know the Big Picture
• Ready to engage (political savvy & conflict mgt)
• 6 x 3 + 5 – 8 + 3 x 9 = Getting the Best from your Team
• Partnering with external parties
• SELL what IT does
2
4. 5 CIO’s - which one is you?
Source: MIS Quarterly March 2011
4
5. 5 CIO’s - which one is you?
Utility
CIO
Evangelist
CIO
Innovator
CIO
Facilitator
CIO
Tight Rope Walker
CIO
5
6.
7. 5 CIO’s - which one is you?
Utility
CIO
IT Supply Orientation
Reports to CFO
Strong Technical bias
Maintaining service levels
Ensuring the integrity of infra
Cost control
Service availability
Efficiency
On-time project delivery
Securing budget
Gaining Management attention
Stopping users DIY IT
Not Necessary as most interactions are
operational
Scope of Role
Issues Critical to Success
Performance Metrics
Challenges
Relationship with CxOs
7
8. 5 CIO’s - which one is you?
Evangelist
CIO
Changing mindsets about info
Identifying sources of competitive advantage
Securing ‘face time’ with CxOs
Maintaining existing IT performance levels
Attendance of CxOs at ITSC
Maintaining service levels
Number of ‘converts’
Securing availability of a pilot budget
Understand the business & industry in detail
Securing ‘airtime’ with senior executives
Establishing credibility with business colleagues
Sporadic
Fighting for time with CxOs.
Scope of Role
Issues Critical to Success
Performance Metrics
Challenges
Relationship with CxOs
8
9. 5 CIO’s - which one is you?
Innovator
CIO
Delivering opportunities for securing advantage
Raising profile of the IT unit as a business partner
Delivering meaningful business innovations
Securing business commitment for significant business
change
Appointing Demand managers
Being part of the strategy process
Value of Innovations developed
Requests for additional service
Ensuing continued investment in strategic opportunities
Limiting key operational & support apps
Gaining active governance of IT at board
Regular formal and informal meetings
Challenges valued by CxOs.
Scope of Role
Issues Critical to Success
Performance Metrics
Challenges
Relationship with CxOs
9
10. 5 CIO’s - which one is you?
Facilitator
CIO
Empowering & enabling the business with info
capabilities
Levering IT assets
Encouraging info ownership by the business
Preparedness of the business to adopt new skills
Training & supporting capabilities to enable
business innovation with IT
Outstanding ROI from Information
Achieving competitive advantage from info
exploitation
Managing migration of IT innovation into the
business
Letting go
Trusted partner
Scope of Role
Issues Critical to Success
Performance Metrics
Challenges
Relationship with CxOs
10
11. 5 CIO’s - which one is you?
Tight Rope
Walker CIO
Developing agile infrastructure
Coordinating organisational info & technology requirements
Maintaining service levels
Identifying emerging technologies
Ensuring integrity & agility of technical architecture
Reading the technology marketplace
Guaranteeing security & privacy
Service availability
Customer satisfaction
Technology responsiveness
Staying at the cutting edge of technology
Managing intelligent & demanding users
Setting technical standards & policies]
Speed of response
Advisor on policies, risks & technical capabilities
Scope of Role
Issues Critical to Success
Performance Metrics
Challenges
Relationship with CxOs 11
12. 5 CIO’s – did you figure out yourself?
Utility
CIO
Evangelist
CIO
Innovator
CIO
Facilitator
CIO
Tight Rope Walker
CIO
12
14. David’s 5 Expectations
Monday September 5th 2011
1. Winning Team
o Accountability for getting results but do this as a team
2. Punch above your weight
o Bring your brains to CUA everyday
o Challenge the status quo
3. Being uncomfortable is normal
o Contribute outside of your comfort zone
o Learning Agility (sharpening your own sword)
4. Strive to be a Change Agent + Trusted Advisor
o Drive change & influence business direction
5. Have fun
o Enjoy work and your life
15. What Culture that you want?
Drive the culture to desired end state
15
22. Avoiding a Dysfunctional team
Source: Patrick Lencioni
Unwilling to be
vulnerable
Feigning buy-in for
group decisions
Seek artificial
harmony over debate
Focus on personal
success above team
Not calling on peer
behaviour
22
23. Wolf CIO
• Are you a hunter or just food?
• Do you stay on the Light side and never enter the Dark?
• When is manipulation required?
Source: Gartner
23
25. Person E
Person H
Person D
Person F
Person C
Person B
Person G
Wolf Jnr
Person A
Approach to POWER
CIOs with a Lamb power approach are often driven by a desire to
be liked and likeable. They enjoy having a positive working
environment, and generally prefer not to stand
out either positively or negatively. Many may view them as
having an affable lack of ego because they tend not to be
concerned with power or status.
CIOs with a Jr. Wolf approach to power are driven to do what is
best for the enterprise and aspire to get along with their
colleagues. They tend to rely upon the positional
power that comes with the role, or the power that comes from
collaboration, and may inadvertently leave some power tools
underutilized as a result.
CIOs with a Wolf power approach are willing to
go to the dark side, using power to get
things done and gain respect, but they blend
their tactics with lighter-side approaches to
ensure likability. They know that sometimes
using power is necessary to gain compliance,
but they take care to avoid creating too much
collateral damage when they do so
Source: Gartner25
26. Wolf Jnr
Approach to MANIPULATION
CIOs with Wolf manipulation approaches will go
to both ends of the spectrum, blending both
light and dark manipulation tactics at the same
time to get the job done. They display a strong
sense of values, but are not so inflexible in
adhering to them that they
cannot get the job done. They strive to be honest
and trustworthy, but refuse to be an easy target
for other manipulators. Overall, they focus first
and foremost on what is best for the enterprise,
rather than using their powers of manipulation
for personal gain.
CIOs with Dove behaviors are driven
by a strong sense of values and
beliefs. They have a set of principles
around right and wrong which guides
all of their actions. They believe that
it is important to win the hearts and
minds of others in order to expect
their ooperation with any initiative.
Challenges include:
• Impervious to status and hierarchy,
you prefer systems with fairness and
equality
• You may seem unrealistic,
uncompromising or out of touch with
others
CIOs with Jr. Wolf manipulation approaches gather and
use information primarily as a defensive maneuver
against dark-side colleagues. They will seek to
understand stakeholders and situations as well as
possible before deciding how to proceed. Most often,
they will cooperate with colleagues and give them the
benefit of the doubt, but will protect themselves by
documenting the interactions.
Source: Gartner26
27. Wolf Jnr
Approach to WARFARE
CIOs with Dolphin characteristics
create followership by making
people want to go with them by
making the experience fun and
enjoyable. Dolphins are the
extroverts of the animal kingdom;
they truly enjoy being with and
leading people, and prefer peace to
warfare. They consume information
in the same way they consume
schools of fish.
Dolphins gather information about
their followers, their enemies and
their environment, analyze that
information and use it to prevent
warfare — but they succeed at
warfare when they have no choice.
'CIOs with Shark characteristics are aggressive in the
extreme. Others follow them because they know that in a
battle these CIOs will win, and they fear being on the
losing side. Shark CIOs amass a wide arsenal of powerful
weapons, and create a
fearsome reputation by taking down any competitors who
get in their way. Sharks do form alliances, but because of
their fearsome nature, usually their alliances are only with
other Sharks.
To succeed in warfare, Wolf CIOs master a
blend of light-side social and information
analysis skills and dark-side fighting skills. By
periodically going to extremes and
demonstrating both an understanding of
their people and the environment and an
ability
to dispatch threats with extreme prejudice,
they can grow and protect their territory
while building a lasting peace. Wolf CIOs are
highly disciplined and able to create well-
organized campaigns that require long-term
planning and multilateral tactics. They are
also highly adaptable and can analyse large
amounts of information, finding the most
important data points, and adjust their
tactics dynamically to suit the situation.
CIOs with a Jr. Wolf approach to warfare are excellent
planners who take a highly
disciplined approach to creating partnerships and
leading change initiatives. Their motto
might best be described as, “the best defense is good
planning,” Jr. Wolfs plan far in
advance, and are highly transparent and clear in their
approaches and communications.
They prefer peace, but when they need to, they can
organize complex IT initiatives
resembling campaigns.
Source: Gartner27
28. Wolf Jnr
Extreme Animal Profile
You are a Light-Side CIO. Light-side leadership
behaviors are positive and inspirational. CIOs
need many stakeholders at multiple levels and
across multiple business units to
cooperate so that they can successfully
complete complex IT-related initiatives. Many
of the most strategic and high-value initiatives
require creativity and enthusiasm both for the
initiative and the leader. As a Light-Side CIO,
you create loyal and enthusiastic followership.
Unfortunately, it is not ideal to rely solely upon
light-side behaviors. Some staff may not share
your values, and therefore will be uninspired
by them. They may have agendas that are
more self-focused rather than enterprise-
focused, or may be loyal to another executive
and thus find themselves inadvertently in
conflict with your goals. Most importantly, the
intimate relationships established in such
teams can leave you vulnerable and open to
attack, with few options for defense. As a
result, you must consider building your toolkit
of extreme dark-side behaviors to help you
evolve into astrongly balanced Wolf CIO.
You are a Wolf CIO. For CIOs, the ultimate
animal is the Wolf — an ideal balance of an
intelligent, social creature that can inspire
loyal followership and create group affinity;
and the ruthless predator that can lead a pack
of strong fighters, win in a competitive
environment and command a large territory.
Wolf CIOs display all of these qualities to lead
highly complex IT organizations with an
evolving purview as IT capabilities expand
reach and range globally through
information, mobility and social media. The
territory of the CIO is no longer the
basement data center; it now has the
potential to reach as far as technology does.
Yet as with the Roman Empire, with a greater
territory to protect and maintain comes
greater risks. As a Wolf CIO, you must always
grow and maintain your arsenal to protect
the valuable assets you have created.
You are a Jr. Wolf CIO. A young Wolf, you show many signs of evolving into a full-
fledged pack leader. You use the power that you have in the hierarchy, and strive
to work collaboratively with others. You will compromise with others to make
some progress rather than none. And you use information as a defensive tool to
protect yourself and your team. The tendency to compromise is driven by a
“middle ground approach” intended to avoid unnecessary conflict. This may result
in a CIO appearing too malleable and predictable. Potential enemies will
recognize that such a CIO is unwilling to go to extremes to achieve a goal.
Unfortunately, the middle ground is not always safe and limits a CIO’s ability to be
truly competitive. To evolve into a strongly balanced Wolf CIO, you should
consider taking more risks, but in a calculated rather than reckless manner.
Source: Gartner28
29. Getting the best from your Team
6 x 3 + 5 – 8 + 3 x 9 = Team Outcomes
29
31. BehaviourExperience
• Deep Knowledge of Analytics
• Working level of Business LOS process
• How to effectively partner with others
• Account Management
• Time Management
• Project Management
• Experience in leading a stream of a large
transformation effort
• To proficient in Benefits Realisation
• Drive the development of a new customer
engagement models
• Innovative - risk taking behaviour
• Be agile by driving accountability and clarity across
the organisation
• Take stronger leadership in challenging the status quo
and how things are done
Skill Knowledge