The “Future of CIO” Blog has reached 1.3 million page views with 2600+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. The content richness is not for its own sake, but to convey the vision and share the wisdom. Here is the weekly insight about digital leadership, IT Management, and Talent Management.
The Weekly Insight of the “Future of CIO” 3/11/2016
- How to Build a Real Agile Organization: Many organizations are doing Agile - applying Agile methodologies and practices to develop software, but very few organizations are being agile - following Agile principles and philosophy to run an agile organization. An agile organization is one that is open to change and can adapt readily when change is needed. Agile is a mindset which drives strategic and tactical decisions to achieve goals with a set of agile guidelines. But what characteristics determine whether organizations are truly agile or just calling themselves agile? is there any way to measure “agility” of an organization, and how to build a real Agile organization?
- Running IT as a Business Optimizer IT is the spinal cord for the organization, integrating various functional capabilities to bring out technology-enabled business solutions, motivating the IT team to constantly deliver multidimensional IT values. Today's organizations have to continue to keep digital fit to adapt to changes with increasing speed. So how to run IT as a business optimizer for improving business efficiency, enhancing innovation, harness agility, build resilience, and ultimately achieve high-performing business expectation?
- Boomers, X, Y, and Z Generations: Many company workforce spans three or even four generations—Baby Boomers, Generation X, and Y (Millennials) and Z: each with different leadership, communication, working, and learning strengths and styles, and their mindsets are shaped by the environment in which they grew up, the historical events they experienced, the technologies they played with at the certain era, the media they followed, or the particular challenges they overcome. Hence, each generation is defined by a set of stereotypes, and in fact, that different ages and worldviews learn differently and through different media and methods. So how can digital professionals belonging to different generations learn from each other to advocate the most advanced thinking, ideas, and viewpoint from a different perspective in order to lead their organizations, and fundamentally our society to the next level? How can they work together harmoniously by respecting what each brings, ideally, works for the overall goals of the company as well as fulfill their own career goal and purpose?
- Three Questions to Assess a Person’s Intellectual Curiosity: Innovation is the light every organization is pursuing, and creativity becomes #1 most wanted skill for digital professionals. Creativity is an innate ability to create novel ideas. Would you consider that creativity is a response to a stimulus and that individuals will manifest different thought processes and behavioral responses to that stimulus depending on their individual cognition and experiences? What are the personality traits or working environment which decide how creative the individual or team could be? If creativity is like a plant, perhaps curiosity is like the seed, so how to assess a person’s intellectual curiosity, and further evaluate his/her creativity potential and problem-solving capability?
- The Cause and Effect of Poor Leadership: Leadership debate is never ending. the leadership impact for the business is just like the light on the road when you drive in the dark. What’s the cause and effect of poor leadership? What’s the biggest negative or most serious impact on employees when leadership is poor?