CIO's get fired for the same reasons that other executives, including the CEO, get fired. Failure to align resources toward the future; too much time and money spent on supporting the current state. Bottom Line: a failure to LEAD.
Bringing the dots together for enabling change in a world of complexityDavid Terrar
Here is my presentation that closed the Digital Work Disruption virtual conference on 26 August 2020. I was asked to "join the dots" of all the topics covered at the conference, as well as suggest what's next. It covered the shift from linear thinking to exponential thinking. It covered the massive disruption and the shift to working from home that we have all just experienced. I give my perspective on the technology backdrop that has got us to today's complex fourth industrial revolution. We need a new kind of leadership, and a more distributed and networked approach to the way our organisations work. we discussed the importance of community, and how we need to reteach the lessons of the last 15 years of enterprise collaboration. Above all we need to focus on why we do what we do, and get better at telling our stories.
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
This document outlines an agenda for a presentation on making workforce analytics initiatives stick. The presentation covers establishing a business case for workforce analytics, common roadblocks and challenges, and strategies for ensuring initiatives have lasting impact. It recommends aligning analytics with business strategy, conducting executive-level reporting that dollarizes metrics, developing a strategic communication plan, prioritizing quick wins, and piloting programs.
The document provides a detailed recipe for implementing the Wealthfront Equity Plan to attract and retain employees. It outlines granting equity for new hires, promotions, top performers, and evergreen grants to existing employees. For new hires, it determines market rates and calculates an "equity budget" totaling 1.92% dilution. Promotions are granted the difference to the market rate. Top performers receive 50% of current market rates, totaling 0.5% dilution. Evergreen grants of 25% of market rates each year total 1.4% dilution. The total dilution of 3.945% is within an acceptable range of 3-5%.
Driving Organizational Agility - PMO Leaders Rev Your EnginesKeyedIn Projects
The document is a presentation about driving organizational agility for PMO leaders. It discusses how the current environment requires organizations to embrace change and agility. It encourages PMO leaders to use this time to realign their PMOs with strategic goals, enable effective communication, and help their organizations thrive during uncertain times. The presentation provides tips for how PMOs can assess their impact and "tune up" their operations to better support organizational agility.
With so many different functions operating under the simple title of “Human Resources,” tech has stepped up to help lift the burden. New tools are being released daily, but HR pros should know the most important and valuable tools in the HR tool belt.
Join EPAY Systems as we walk through the top talked about and most vital tools that HR departments must have to successfully manage an hourly, distributed workforce. These tools aren’t new to the block, but they have become integral pieces to the HR process for meeting top human resource challenges.
The 45-minute presentation will cover:
Top predicted challenges for HR in 2019
Importance of mobile technology
Growing value of workforce learning and development
Plus, a short demo of EPAY’s innovative tools for managing the hourly, distributed workforce!
This document summarizes a presentation on linking budgets to strategy using balanced scorecards. It discusses how traditional budgeting focuses too much on targets and control rather than continuous learning and improvement. It suggests taking principles from beyond budgeting to make balanced scorecards more aspirational, focus on relative performance, and set rolling targets to continually replan and improve. This enables organizations to be more adaptive, inclusive, and empowered in pursuing their strategies.
Bringing the dots together for enabling change in a world of complexityDavid Terrar
Here is my presentation that closed the Digital Work Disruption virtual conference on 26 August 2020. I was asked to "join the dots" of all the topics covered at the conference, as well as suggest what's next. It covered the shift from linear thinking to exponential thinking. It covered the massive disruption and the shift to working from home that we have all just experienced. I give my perspective on the technology backdrop that has got us to today's complex fourth industrial revolution. We need a new kind of leadership, and a more distributed and networked approach to the way our organisations work. we discussed the importance of community, and how we need to reteach the lessons of the last 15 years of enterprise collaboration. Above all we need to focus on why we do what we do, and get better at telling our stories.
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
This document outlines an agenda for a presentation on making workforce analytics initiatives stick. The presentation covers establishing a business case for workforce analytics, common roadblocks and challenges, and strategies for ensuring initiatives have lasting impact. It recommends aligning analytics with business strategy, conducting executive-level reporting that dollarizes metrics, developing a strategic communication plan, prioritizing quick wins, and piloting programs.
The document provides a detailed recipe for implementing the Wealthfront Equity Plan to attract and retain employees. It outlines granting equity for new hires, promotions, top performers, and evergreen grants to existing employees. For new hires, it determines market rates and calculates an "equity budget" totaling 1.92% dilution. Promotions are granted the difference to the market rate. Top performers receive 50% of current market rates, totaling 0.5% dilution. Evergreen grants of 25% of market rates each year total 1.4% dilution. The total dilution of 3.945% is within an acceptable range of 3-5%.
Driving Organizational Agility - PMO Leaders Rev Your EnginesKeyedIn Projects
The document is a presentation about driving organizational agility for PMO leaders. It discusses how the current environment requires organizations to embrace change and agility. It encourages PMO leaders to use this time to realign their PMOs with strategic goals, enable effective communication, and help their organizations thrive during uncertain times. The presentation provides tips for how PMOs can assess their impact and "tune up" their operations to better support organizational agility.
With so many different functions operating under the simple title of “Human Resources,” tech has stepped up to help lift the burden. New tools are being released daily, but HR pros should know the most important and valuable tools in the HR tool belt.
Join EPAY Systems as we walk through the top talked about and most vital tools that HR departments must have to successfully manage an hourly, distributed workforce. These tools aren’t new to the block, but they have become integral pieces to the HR process for meeting top human resource challenges.
The 45-minute presentation will cover:
Top predicted challenges for HR in 2019
Importance of mobile technology
Growing value of workforce learning and development
Plus, a short demo of EPAY’s innovative tools for managing the hourly, distributed workforce!
This document summarizes a presentation on linking budgets to strategy using balanced scorecards. It discusses how traditional budgeting focuses too much on targets and control rather than continuous learning and improvement. It suggests taking principles from beyond budgeting to make balanced scorecards more aspirational, focus on relative performance, and set rolling targets to continually replan and improve. This enables organizations to be more adaptive, inclusive, and empowered in pursuing their strategies.
20061102 CIO Magazine Round Table Top 5 Agenda 2006 by Joseph TohJoseph Toh
The document discusses top IT agendas for Korean CIOs in 2006. It identifies the top 5 initiatives as: 1) Enterprise Architecture to effectively align IT with business capabilities, 2) Service Oriented Architecture to enable agile response to changing business environment, 3) Security to establish a corporate security architecture that protects business value, 4) Infrastructure Consolidation to optimize infrastructure supporting business, and 5) IT Service Management to manage IT services from a customer perspective based on clear SLAs. The document argues that focusing on these areas can maximize business value by enhancing IT quality and reducing non-discretionary costs.
Your Digital Finance Transformation JourneyWorkday, Inc.
When it comes to navigating digital transformation within finance, no two organizations or industries are alike.
View this slide deck to learn how Workday and Deloitte are partnering to provide customers across industries with a perfect path forward, and can help you set a clear strategy for your journey.
This document discusses succession planning trends, why organizations should create a succession planning process, and introduces Talent Blueprint as a solution. Key points include: trends show a lack of formal succession planning in many organizations and a need to identify future leaders; succession planning ensures a continuous pipeline of leaders and benefits organizations; and Talent Blueprint provides a fast, easy-to-use, and affordable tool to track critical talent and high impact positions.
Through this presentation, we bring you insights into how high impact learning can:
» Increase efficiency, productivity and profit for an organization
» Increased employee satisfaction
» A developed sense of ownership and accountability
» An enhanced ability for workers to adapt to change
Learn more about:
» How people are leaning today
» What people are learning
» Transformative learning
» Evolving Role of L&D and Content
» Framework to create a High Impact Learning
A white paper on the unique Service Oriented Architecture benefits of ARMnet Financial Software in the financial product management space. Using a client centric CIF file ARMnet is capable of managing any financial product for loan or mortgage origination and servicing, lease or fleet management, wealth or deposit management institutions.
5 Essential Insights for Maximizing Resource CapacityJerry Manas
Key insights from Jerry's book, The Resource Management and Capacity Planning Handbook, and well as from a comprehensive Resource Management and Capacity Planning Benchmark study, sponsored by Planview and conducted by Appleseed Partners.
By building a better workplace for all, your company is in an excellent position to engage top industry talent and increase the bottom line. In this slide deck, learn how Accenture relies on the Workday VIBE Index™ to create and sustain a culture of belonging.
HCMI Intro SOLVEPro Demo Deck Aug 2016eBill Morgan
The document provides an introduction and demo of the Human Capital Management Institute (HCMI). HCMI specializes in workforce analytics and measurement to help organizations quantify their investments in human capital. The demo shows how HCMI uses its software tools and proprietary data to analyze workforce productivity, quantify the financial impact of workforce decisions, and optimize the workforce based on scenarios modeled. HCMI also discusses its products and services including dashboards, benchmarks, and training to help users discover insights into areas like productivity, costs, and ROI from their workforce.
Presentation: IXN Webinar, CFOs and Big Data. Why they should care and what t...cfoixn
There is growing pressure on CFOs and CIOs to extract more value out of their most unused asset: data. Data that sits in line of business applications, email conversations and social media interactions. The challenge facing senior executives is how to untap the value and where and how to start.
This webinar presentation, took place on Monday November 18th, was specifically for CFOs and leaders in Finance, key themes relevant to the office of the CFO that were covered, included:
=> CFOs and Big Data: What’s on their minds, should they lead and where do they start?
=> Data in the Finance Function: What are we really talking about?
=> Top EPM Capabilities CFOs Should be Considering including: In-memory planning, Mobility, Analytics and Integrated Business Planning
Strategic Planning & Deployment Using The X Matrix W225Robert Mitchell
The document discusses strategic planning and execution using the X-Matrix planning process. It provides an overview of the key components of the planning process, including establishing a vision and mission, analyzing the current reality and desired future state, identifying underlying contradictions, and developing strategic directions. It then gives examples from MNASQ's strategic planning process, such as their new vision and mission statements, analysis of forces impacting the future of quality, and identification of MNASQ's underlying contradictions to address.
Are your frontline managers spending too many hours manually reviewing timesheets and payroll entries? In this slide deck, learn how Workday leverages machine learning to enable managers and payroll administrators to streamline these labor-intensive tasks—freeing up their time for more strategic, value-added work.
Executive Perspective with Tony DiBenedetto, Tribridge CEOLLR Partners
Tribridge Chairman & CEO Tony DiBenedetto is featured by Martinwolf, giving his executive perspective on what keeps him engaged in Tribridge, working with a private equity firm, competition among technology services providers, and helping mid-market and enterprise customers transition to the cloud.
With all the threats to the global economy that exist today, it's more important than ever that businesses demonstrate organizational agility. That means operating from top to bottom in a way that optimizes performance and minimizes disruption. In this webinar, industry expert Andy Jordan shows you how to build your agile enterprise with a focus on effective planning with limited budgets, best project investments, agility to pivot projects with minimal disruption, and empowering your project delivery teams.
The document discusses key performance indicators (KPIs) for measuring innovation. It argues against a "one-size-fits-all" Procrustean KPI system, as financial KPIs alone can stifle innovation. Instead, KPIs should be adapted based on a project or venture's maturity. It presents a classification of innovation accounting KPIs for reporting, governance, and overall performance. Specific KPIs discussed include cost per learning, experimentation velocity, knowledge-to-assumption ratio, and barebones net present value. The document concludes that an innovation accounting system tailored to a venture's stage is necessary for corporate startups to succeed.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
Don't Ask How How High, Always Go the Limit - Performance-based EquityPERFORMENSATION
Performenace-based equity compensation plans and share schemes are here to stay. Learn how to design, implement, manage and communicate these plans in the real world.
Sustaining Growth: Common challenges for growth companies and how to overcome...LLR Partners
The document summarizes ways for a company to achieve sustainable growth with investor support. It discusses establishing strategic goals, managing by metrics, structuring the company for growth, and how investors can help accelerate value through board support, strategic planning, introductions to customers and partners, and operational improvements. The focus is on active investor involvement to implement initiatives that build long-term value.
Discover how to unlock the most powerful tool in your saleskit - "stories" with Eleece Quilliam, National Manager of Invesco Consulting Australia.
Learn from Eleece how highly-effective advisers use 'StorySelling' to help them establish stronger personal connections and convert more prospects.
There are four 'super' measures that predict the eventual outcomes of projects;
are the requirements/expectations clear,
is the sponsor actively involved in the project, and
are processes being followed?
The fourth measure, rework probability, is a function of the other three measures (with a few additional factors).
20061102 CIO Magazine Round Table Top 5 Agenda 2006 by Joseph TohJoseph Toh
The document discusses top IT agendas for Korean CIOs in 2006. It identifies the top 5 initiatives as: 1) Enterprise Architecture to effectively align IT with business capabilities, 2) Service Oriented Architecture to enable agile response to changing business environment, 3) Security to establish a corporate security architecture that protects business value, 4) Infrastructure Consolidation to optimize infrastructure supporting business, and 5) IT Service Management to manage IT services from a customer perspective based on clear SLAs. The document argues that focusing on these areas can maximize business value by enhancing IT quality and reducing non-discretionary costs.
Your Digital Finance Transformation JourneyWorkday, Inc.
When it comes to navigating digital transformation within finance, no two organizations or industries are alike.
View this slide deck to learn how Workday and Deloitte are partnering to provide customers across industries with a perfect path forward, and can help you set a clear strategy for your journey.
This document discusses succession planning trends, why organizations should create a succession planning process, and introduces Talent Blueprint as a solution. Key points include: trends show a lack of formal succession planning in many organizations and a need to identify future leaders; succession planning ensures a continuous pipeline of leaders and benefits organizations; and Talent Blueprint provides a fast, easy-to-use, and affordable tool to track critical talent and high impact positions.
Through this presentation, we bring you insights into how high impact learning can:
» Increase efficiency, productivity and profit for an organization
» Increased employee satisfaction
» A developed sense of ownership and accountability
» An enhanced ability for workers to adapt to change
Learn more about:
» How people are leaning today
» What people are learning
» Transformative learning
» Evolving Role of L&D and Content
» Framework to create a High Impact Learning
A white paper on the unique Service Oriented Architecture benefits of ARMnet Financial Software in the financial product management space. Using a client centric CIF file ARMnet is capable of managing any financial product for loan or mortgage origination and servicing, lease or fleet management, wealth or deposit management institutions.
5 Essential Insights for Maximizing Resource CapacityJerry Manas
Key insights from Jerry's book, The Resource Management and Capacity Planning Handbook, and well as from a comprehensive Resource Management and Capacity Planning Benchmark study, sponsored by Planview and conducted by Appleseed Partners.
By building a better workplace for all, your company is in an excellent position to engage top industry talent and increase the bottom line. In this slide deck, learn how Accenture relies on the Workday VIBE Index™ to create and sustain a culture of belonging.
HCMI Intro SOLVEPro Demo Deck Aug 2016eBill Morgan
The document provides an introduction and demo of the Human Capital Management Institute (HCMI). HCMI specializes in workforce analytics and measurement to help organizations quantify their investments in human capital. The demo shows how HCMI uses its software tools and proprietary data to analyze workforce productivity, quantify the financial impact of workforce decisions, and optimize the workforce based on scenarios modeled. HCMI also discusses its products and services including dashboards, benchmarks, and training to help users discover insights into areas like productivity, costs, and ROI from their workforce.
Presentation: IXN Webinar, CFOs and Big Data. Why they should care and what t...cfoixn
There is growing pressure on CFOs and CIOs to extract more value out of their most unused asset: data. Data that sits in line of business applications, email conversations and social media interactions. The challenge facing senior executives is how to untap the value and where and how to start.
This webinar presentation, took place on Monday November 18th, was specifically for CFOs and leaders in Finance, key themes relevant to the office of the CFO that were covered, included:
=> CFOs and Big Data: What’s on their minds, should they lead and where do they start?
=> Data in the Finance Function: What are we really talking about?
=> Top EPM Capabilities CFOs Should be Considering including: In-memory planning, Mobility, Analytics and Integrated Business Planning
Strategic Planning & Deployment Using The X Matrix W225Robert Mitchell
The document discusses strategic planning and execution using the X-Matrix planning process. It provides an overview of the key components of the planning process, including establishing a vision and mission, analyzing the current reality and desired future state, identifying underlying contradictions, and developing strategic directions. It then gives examples from MNASQ's strategic planning process, such as their new vision and mission statements, analysis of forces impacting the future of quality, and identification of MNASQ's underlying contradictions to address.
Are your frontline managers spending too many hours manually reviewing timesheets and payroll entries? In this slide deck, learn how Workday leverages machine learning to enable managers and payroll administrators to streamline these labor-intensive tasks—freeing up their time for more strategic, value-added work.
Executive Perspective with Tony DiBenedetto, Tribridge CEOLLR Partners
Tribridge Chairman & CEO Tony DiBenedetto is featured by Martinwolf, giving his executive perspective on what keeps him engaged in Tribridge, working with a private equity firm, competition among technology services providers, and helping mid-market and enterprise customers transition to the cloud.
With all the threats to the global economy that exist today, it's more important than ever that businesses demonstrate organizational agility. That means operating from top to bottom in a way that optimizes performance and minimizes disruption. In this webinar, industry expert Andy Jordan shows you how to build your agile enterprise with a focus on effective planning with limited budgets, best project investments, agility to pivot projects with minimal disruption, and empowering your project delivery teams.
The document discusses key performance indicators (KPIs) for measuring innovation. It argues against a "one-size-fits-all" Procrustean KPI system, as financial KPIs alone can stifle innovation. Instead, KPIs should be adapted based on a project or venture's maturity. It presents a classification of innovation accounting KPIs for reporting, governance, and overall performance. Specific KPIs discussed include cost per learning, experimentation velocity, knowledge-to-assumption ratio, and barebones net present value. The document concludes that an innovation accounting system tailored to a venture's stage is necessary for corporate startups to succeed.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
Don't Ask How How High, Always Go the Limit - Performance-based EquityPERFORMENSATION
Performenace-based equity compensation plans and share schemes are here to stay. Learn how to design, implement, manage and communicate these plans in the real world.
Sustaining Growth: Common challenges for growth companies and how to overcome...LLR Partners
The document summarizes ways for a company to achieve sustainable growth with investor support. It discusses establishing strategic goals, managing by metrics, structuring the company for growth, and how investors can help accelerate value through board support, strategic planning, introductions to customers and partners, and operational improvements. The focus is on active investor involvement to implement initiatives that build long-term value.
Discover how to unlock the most powerful tool in your saleskit - "stories" with Eleece Quilliam, National Manager of Invesco Consulting Australia.
Learn from Eleece how highly-effective advisers use 'StorySelling' to help them establish stronger personal connections and convert more prospects.
There are four 'super' measures that predict the eventual outcomes of projects;
are the requirements/expectations clear,
is the sponsor actively involved in the project, and
are processes being followed?
The fourth measure, rework probability, is a function of the other three measures (with a few additional factors).
Comprehensive risk management for a cyber secure organizationJoe Hessmiller
This document discusses the need for comprehensive risk management and automation for cyber security. It makes three key points:
1. Security is a process that requires monitoring across physical, technical and administrative controls to be effective. Comprehensive monitoring of vulnerabilities and threats is needed.
2. Automation is key to continuously monitoring for vulnerabilities and threats, and to modifying security behaviors through persistent enforcement and reinforcement of practices.
3. An effective approach is to automate information security "ensurance" through a system that incorporates both technical ("hard") data from security systems and human ("soft") feedback to provide comprehensive security assessment and reinforcement of policies to change behaviors.
Managing the Evolution of Software Systems: The Old, the New and What's Consi...Joe Hessmiller
The document discusses managing the evolution of software systems through three main points: processes, metrics, and people. It outlines key maintenance processes like incident handling and work requests. It also discusses the importance of standard processes for communication, quality improvement, and tool usage. High performing organizations are characterized as having clear processes linked to goals and measured performance. The document then covers important maintenance metrics around volume, quality, responsiveness, and efficiency. Finally, it emphasizes that processes and metrics must be properly supported by people.
Knowledge Management - It's Not a Good Idea If It Can't Be Implemented by Joe...Joe Hessmiller
This is a presentation developed for the management team of the Texas Teachers Retirement System. It focuses on doing something that would be effective (provide the knowledge when and where needed) and successful (could be implemented by the people the client has, quickly and at low cost.)
Automation of Information (Cyber) Security by Joe HessmillerJoe Hessmiller
The focus is on physical and logical security vulnerabilities. Yes, locks and malware sandboxes are important. BUT, the biggest potential risk comes from inside. From the people who can - intentionally or unintentionally - expose the organization to the greatest risks. This presentation is about automating the process to control those risks.
This document summarizes a presentation about why CIOs get fired. It begins by outlining the agenda and purpose of discussing key career risks for CIOs. It then presents statistics showing that involuntary CIO departures are comparable to other executives. However, the risk of firing increases with company size. The presentation identifies the top 10 reasons CIOs get fired, including failure to address priorities, lack of revenue involvement, and being unprepared for new technologies. It suggests CIO tenure tracks business cycles and those committed to outdated strategies are at risk. The reasons CEOs get fired - like ignoring customers or reality - also apply to CIOs. The takeaway is that CIOs need to be in touch with realities
Cinco consejos de los expertos Cutter (Cuitláhuac Osorio)Software Guru
Cuitláhuac Osorio forma parte del consorcio Cutter donde nos habla de cómo hacer que las TI importen y que funcionen.
Además, nos comparte 5 consejos de los expertos.
Eric Schmidt, Google's CEO, believes companies should be run by asking questions rather than having answers. This drives conversation and innovation. The performance dialogue framework presented in the document structures discussions around key performance questions (KPQs) to understand business performance. It identifies four KPQs to focus on: 1) Did we do what we said? 2) Are plans realistic? 3) Are plans enough? 4) What are gap closing actions? Dashboards can be attuned to KPQs using the CXO Cockpit methodology to guide data collection and discussions.
This document discusses the future of the Chief Information Officer (CIO) role in healthcare. It begins by noting the challenges facing healthcare today including financial pressures, healthcare reform implementation, and technology issues. It then reviews survey results on the top issues confronting hospital executives, with technology and personnel shortages among the most important. The document discusses how the CIO role has evolved from a technical manager to a strategic leader who is an integral part of the executive team. It emphasizes the need for CIOs to focus on outcomes, change leadership, innovation, talent management, and relationship building. The rest of the document provides advice and frameworks for CIOs to develop vision, strategy, engagement, and change management to successfully lead digital transformation efforts
The Aligned Agenda -Insights From Cfo And Cio Studiesmanish gupta
The document summarizes findings from multiple studies conducted by the IBM Institute for Business Value on CIOs and their roles. It analyzed interviews with over 2,500 CIOs between 2004-2010. Key findings include:
1) Successful CIOs balance complementary roles like being an insightful visionary and able pragmatist.
2) High growth CIOs are more actively involved in business strategy and innovation initiatives.
3) CIO roles need to be adapted based on industry and business priorities in order to drive innovation, increase IT value, and expand business impact.
At the Next Gen Customer Experience (CX) in Financial Services conference, Centerline's Marketing Change Management team presents two hypotheses on the importance of organizational balance and elevating your CX using data and innovation. As a key takeaway, the presentation included a CX Maturity Program to gauge your organizational CX maturity as well as helps identify goals and where to focus your efforts moving forward.
It’s not a secret that the need to modernize traditional finance operations and evolve into a “Digital Finance” organization has become a key priority for finance leaders.
In this video recap of the webinar held on 12/11/ 2019; Raul Vega, Auxis CEO, discussed the key risks and challenges organizations typically face as part of their transformation journey, and how to develop and execute a strategy that provides the business case and outcomes you expect based on your specific company size and needs.
What was covered:
- What does Modern Finance really mean?
- Digitization as a Key Element of the Modern Finance Organization
- Most Common Tools you should be implementing as part of your Digital Finance journey
- What’s driving RPA’s growth?
- Implementation Strategies & Alternatives
- How Outsourcing can help finance executives self-fund their Digital Finance Strategy and drive faster outcomes
This 3 sentence summary provides the key points from the IBM Global CIO Study executive summary document:
The study interviewed over 2,500 CIOs worldwide to understand how CIOs can make the biggest impact as a member of the senior executive team. Successful CIOs were found to blend the roles of an insightful visionary and able pragmatist, savvy value creator and relentless cost cutter, and collaborative business leader and inspiring IT manager. By balancing these six roles, CIOs can achieve the goals of making innovation real, raising the ROI of IT, and expanding their business impact.
Optimize HR From Hire To Retire With Oracle BI Cloud Service for E-Business S...KPI Partners
http://www.kpipartners.com/webinar-optimize-HR-from-Hire-to-Retire-with-oracle
From our live Webcast on July 30, 2015 featuring representatives from Oracle and KPI Partners. The objective of the session was to to explore how business can make the most of out of their Cloud BI Investments… and profile and easy-to-use solution that offers substantial content and features that are quick to deploy.
Future HIT Leaders must be a valued strategic partner both internal and external to their organization. They should be an active participant with their C-Suite in defining the organization’s future business vision while providing sound, innovative and flexible technology strategies and solutions. As the provider’s community base expands, HIT Leaders must develop external strategic relationships to effectively support the organization’s short and long term business services. This positions the future HIT Leaders to champion technology value and benefits required to achieve organizational transformation and success. Attendees of this session will explore ways the HIT Leader 3.0 can successfully achieve technology deployment that tightly aligns with the organization’s business vision, strategy and services as well as participate as a key leader in driving the organization’s strategic vision.
Learning Objectives:
Explore new leadership skills and traits required of the future HIT Leaders to enable effectiveness across organizational lines and with their C-Suite peers.
Discuss approaches for the future HIT Leaders to ensure that technology strategies are aligned with both current and planned organizational services in highly dynamic and changing times.
Explore effective skills for the HIT Leader 3.0 in representing their organization to external customers and business associates that leads to successful achievement of the business vision and strategy while leveraging technology strategies.
Russell Branzell, FCHIME, CHCIO
President & CEO
CHIME
Elevating the Role of the CIO to Strategic Business PartnerChangepoint
The document discusses elevating the role of the CIO to a strategic business partner. It outlines an IT investment lifecycle with key phases including capturing business demands, prioritizing projects, delivering projects to track goals, assessing impact, and communicating across the business. It notes that while many CIOs want this strategic role, few have adopted it, and C-suite peers often don't see CIOs as enabling strategic decision making. The lifecycle aims to ensure IT investments are properly prioritized and aligned to business goals and deliver value, while managing risks such as misaligned projects or goals. Future CIOs must serve as strategists, take calculated risks, manage IT portfolios, and maintain risk visibility.
The document summarizes the key findings of the Deloitte 2014 CIO Survey. It finds that while CIOs continue to prioritize supporting core IT services over growth initiatives, budgets are shifting slightly more toward change and growth activities. Adoption of technologies like analytics, mobile apps, and social media is increasing. However, innovation funding remains limited and CIOs have capability gaps in areas like emerging technologies and data monetization that inhibit strategic portfolio management and assessing investments based on risk versus reward. While delivery of IT services remains a top priority for CIOs, the survey suggests they could do more to drive technology-led growth.
Driving Digital Success: Three ROI Criteria for Competitive Advantage Apigee | Google Cloud
Three ROI criteria can provide competitive advantage when used together:
1. Efficiency goals like reducing time-to-market increase digital performance.
2. Customer satisfaction targets consider both exceeding expectations and meeting minimums.
3. Financial metrics like real options valuation that account for changing conditions outperform static analyses.
Together these criteria drive better decisions about digital investments, with efficiency and satisfaction mutually reinforcing each other and real options allowing for a flexible portfolio. Leaders use all three to start, sustain, and structure smart digital initiatives.
The document summarizes findings from a study of over 2,500 CIOs from various industries and countries conducted by the IBM Institute for Business Value. It discusses how CIOs can make the biggest impact by focusing on innovation, ROI of IT investments, and business impact. Successful CIOs integrate the roles of insightful visionary and able pragmatist to make innovation real, savvy value creator and relentless cost cutter to raise ROI, and collaborative business leader and inspiring IT manager to expand business impact.
David Bottomley, Formerly Head of IT Delivery at Specsavers - Customer First ...Global Business Events
The document discusses transforming an IT organization to better meet business needs. It advocates knowing the business and IT function well, prioritizing outcomes like responsiveness and value, establishing design principles, and setting up organizational change as a project. Key steps are designing a new structure with customer-focused teams, clarifying processes, developing capabilities and behaviors, and engaging the team in implementation through leadership. The goal is continuous improvement through an iterative process of initiation, design/build, implementation, and business as usual.
Leadership | Technology | Client Experience (CX) Presentation Topics by Vicki...Vicki van Alphen
I have the great fortune of helping clients to hone their leadership skills to be the best versions of themselves. There is likely to be something relevant to a variety of professionals ranging from CIOs, Office of the CIO, CEO, CFO, Organizational Change Management (OCM) leaders, Digital Strategists, Change Agents, Customer Success leaders, and anyone looking to amplify leadership strengths in their organization.
The document discusses policy deployment as a process for aligning strategy execution across an organization. It begins by explaining the importance of strategy and outlines the policy deployment process. This includes developing objectives at each level of the organization from corporate down to individual employee objectives. Projects are then selected and prioritized to achieve the objectives. Progress is monitored using metrics in a policy deployment matrix to ensure the strategy is executed successfully.
The document discusses findings from a study on Chief Information Officers (CIOs). Key findings include:
- Most CIOs are recruited externally rather than promoted internally. Internal candidates face slim chances of promotion to CIO.
- Failed IT projects and an inability to partner well with the business are the primary reasons for CIO failure. Nearly half of new CIOs inherit failing projects.
- The CIO's reporting line, whether to the CEO or CFO, influences where they focus IT's energies - on enterprise-wide value or cost reduction. Reporting to the CEO encourages a strategic focus while the CFO emphasizes costs.
- Experience in consulting or systems integration is common among CIOs
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Why Do CIOs Get Fired? A Look at the Numbers and Insights by Joe Hessmiller
1. Why Do CIOs Get
Fired?
A briefing by the numbers
with suggestions for consultants
to share with their CIO clients.
by Joe Hessmiller
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
2. Agenda
•
•
•
•
•
Purpose of Presentation
Let’s Take a Look at the Numbers
Why DO CIOs Get Fired?
Why Do CEOs Get Fired?
Takeaways
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
3. Purpose of Presentation
• At the end of this presentation you will
be able to:
– Discuss with CIOs the key career risks they
are facing
– Present low-cost, low-risk ideas for
addressing those risks
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
4. Agenda
•
•
•
•
•
Purpose of Presentation
Let’s Take a Look at the Numbers
Why DO CIOs Get Fired?
Why Do CEOs Get Fired?
Takeaways
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
5. CIO “Involuntary” Departures Not
Out of Step with Other CxOs
Reason Top IT Executive Left Company
IS (148)
HR (168)
FINANCE
(183)
SALES
(90)
Left voluntarily to pursue career opportunities elsewhere
40%
33%
29%
35%
Left involuntarily due to performance
23%
19%
23%
18%
Retired
11%
23%
20%
16%
Promoted internally
10%
8%
12%
16%
Left involuntarily due to restructuring / downsizing
5%
4%
3%
3%
Left involuntarily due to misconduct
1%
3%
4%
2%
Other
9%
11%
8%
10%
Source: One in Four CIOs Fired for Performance, Kim Nash, CIO Magazine, March 11, 2009
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
6. Larger the Org, Greater the Risk
Reason Top IT Executive Left Company by
Revenue
Total
(148)
<$100 $100 Mil$1
Million $999.9 Billion+
(30)
Mil (69)
(37)
Left voluntarily to pursue career opportunities
40%
47%
45%
24%
elsewhere
Left involuntarily due to performance
23%
23%
23%
30%
Left involuntarily due to misconduct
1%
0%
0%
5%
Other
9%
7%
10%
8%
Source: One in Four CIOs Fired for Performance, Kim Nash, CIO Magazine, March 11, 2009
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
7. CIO = “Career is Over” is a Myth
Tenure of Current Dept. Head by Company Size (in
All
years)
Companies
<$100
Million
$100 Mil$1
$999.9
Billion+
Mil
Human Resources
6.40
6.90
6.70
5.00
Information Systems
6.30
6.50
6.50
6.20
Finance
7.00
8.10
6.40
6.70
Manufacturing
6.60
Sales
6.30
n/a
6.30
n/a
6.20
n/a
6.10
Source: One in Four CIOs Fired for Performance, Kim Nash, CIO Magazine, March 11, 2009
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
8. Agenda
•
•
•
•
•
Purpose of Presentation
Let’s Take a Look at the Numbers
Why DO CIOs Get Fired?
Why Do CEOs Get Fired?
Takeaways
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
9. 10 Reasons CIOs Will Get Fired
1. Failure to Attack 80/20
“The tools are now available-the at-risk component is the will of the CIO to
fight a long and grueling battle.”
2. Failure to Embrace Mobility
“…the customers of HP and SAP are clearly telling them that mobility must be
#1.”
3. Failure to Lead
“Successful CIOs surround themselves with technologists and focus instead
on leadership.”
4. Misplaced Priorities
“I can give you our IT strategy in two words: it’s our business strategy.” – Dave
Barnes, CIO, UPS
5. Revenue Involvement
“Can you really expect to survive as a cost center that’s detached from the
revenue that keeps your company alive?”
Source: Global CIO: 10 Reasons CIOs Will Get Fired This Year, InformationWeek Magazine, Bob Evans, June 10, 2010
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
10. 10 Reasons CIOs Will Get Fired
6. Revenue Enhancement
“Can you show – clearly – that you know your primary job is to help the
company grow and succeed rather than run infrastructure?”
7. Customer Engagement
“…in the age of Amazon and iTunes and Twitter and apps for everything,
you don’t feel the IT organization can be bothered with enhancing customer
intimacy?”
8. Cloudy on the Cloud
“CIOs must by now have a forceful and vigorous plan for how the cloud does
or does not fit into their plans.”
9. Real-time Awareness
“How would the ability to do real-time analytics feeding real-time decisions
change how your business operates?”
10. Power of Transformation
“CIOs need…a vision for how IT can become a profound engine for helping
the CEO and the entire company create the future rather than merely
replicating the past.”
Source: Global CIO: 10 Reasons CIOs Will Get Fired This Year, InformationWeek Magazine, Bob Evans, June 10, 2010
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
11. CIOs and Business Cycles
• CIO Tenure = Length of Business Cycle
– Time Between Last Major Strategy and New One
• CIOs committed to LAST strategy are targets
when new strategy is chosen.
“If CIOs’ let themselves be the wagging tail on
this [organizational transformation], … then
they deserve…the view…provided by the tail
and its proximate parts.”
– Bob Evans, InformationWeek, June 10, 2011
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
12. Agenda
•
•
•
•
•
Purpose of Presentation
Let’s Take a Look at the Numbers
Why DO CIOs Get Fired?
Why Do CEOs Get Fired?
Takeaways
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
13. Who CARES Why CEOs Get
Fired?
• CEOs Get Fired for the Same Reason as
Other CxOs.
• Helping the CEO Avoid Making These
Mistakes is a BIG Part of the CIOs’ Job
(whether they realize it or not.)
• So…
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
14. Why Do CEOs Get Fired?
• Mismanaging Change (31%)
– Failure to Sell the Need to Change Course
– Failure to Follow-through to Solidify Gains
• Ignoring Customers (28%)
– Failure to Develop Intimate Knowledge of Customers, Customer Needs and
Developing Trends
• Tolerating Low Performers (27%)
– Failure to Improve or Discipline Poor Performers
– Loss of Credibility (Suspicion of Something to Hide)
• Denying Reality (23%)
– Far too insulated from frontline realities
– “…rather have bad news and a plan to fix it, than…no news or sugarcoated news.”
• Too Much Talk, Not Enough Action (22%)
– Grand Visions, But Neglect Tactical Planning and Evidence of Implementation
Source: Response to question, “So why did the CEO REALLY get fired or forced out?” in Global HR
News, based on 4 year, 1087 Board Members, 286 Organizations.
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
15. Agenda
•
•
•
•
•
Purpose of Presentation
Let’s Take a Look at the Numbers
Why DO CIOs Get Fired?
Why Do CEOs Get Fired?
Takeaways
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
16. Takeaways
• CIO’s get fired for the same reasons as
other execs.
– They ignored the future
– They enabled waste
– They alienated truth tellers
– They promised a better future than they
could ever deliver
THEY WERE OUT OF TOUCH WITH REALITY
(and their management teams were too weak to overcome their limitations.)
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
17. McKinsey: Improvement Needed
in Management Capability in IT
Source: McKinsey Quarterly, Nov. 2008, “IT’s Unmet Potential”, Exhibit 4
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics
18. Takeaways
• Enable CIOs to predict the future, identify and eliminate
waste, encourage truth telling and deliver the future
they promised – on time, on budget and with high
customer satisfaction.
• BY enabling the IT management team to acquire, manage
and react to fact-based feedback from the ‘front lines’.
• Managers may need more training, but trained or not, they
need the fact-based feedback – in the most relevant,
critical areas - to make the right decisions in a timely
fashion.
High Productivity
Fixed Price
On Time
Within Budget
Defined Processes
Metrics