Welcome to our blog, the digital brainyard to fine tune "Digital Master," innovate leadership, and reimagine the future of IT.

The magic “I” of CIO sparks many imaginations: Chief information officer, chief infrastructure officer , Chief Integration Officer, chief International officer, Chief Inspiration Officer, Chief Innovation Officer, Chief Influence Office etc. The future of CIO is entrepreneur driven, situation oriented, value-added,she or he will take many paradoxical roles: both as business strategist and technology visionary,talent master and effective communicator,savvy business enabler and relentless cost cutter, and transform the business into "Digital Master"!

The future of CIO is digital strategist, global thought leader, and talent master: leading IT to enlighten the customers; enable business success via influence.

Monday, November 25, 2013

What Percentage of Total Project Cost should be Spent on Managing Project Risk

The risk management cost allocation needs to be in proportion to the risk inherent in the works. 

Due to the rapidly change business environment with emerging VUCA (Volatile, Uncertainty, Complexity and Ambiguity) factors, Risk is one of the core areas and Risk Management is getting more visibility nowadays, even to an extent that projects are driven on the risk basis. So is there a percentage amount that is considered optimum for a project risk management, what percentage of total project cost should be spent on managing project risks?


Risk calculation is part of the cost estimate-ROI equation, or put another way, the cost-benefit analysis. There is no hard and fast rule. One should consider costs of various aspects before guesstimating potential risk management cost (vendor, resource turnover, backup plans, etc.), but then at some point, the value of the project itself should define the boundary condition. That is why it is so important to not only clearly know the drivers and return on the project investment, but also as early as possible.

Project driver and return on investment should play the major role in risk management. Usually, the risk budget is not set aside but agreed to by project sponsors to be made available if needed and for that they have options of delaying/canceling/ reducing other initiatives. Given that it is often difficult to calculate the value of the project precisely, it quickly becomes a debate on how much should be allocated for project risk buffer and whether just in terms of money, time or resource as well.

The risk management cost allocation needs to be in proportion to the risk inherent in the works. In construction risk is often represented by the contingency sum, but this is rarely used in IT. Instead, the estimate tends to include higher margins of error as the complexity grows. A bespoke design, for example, would tend to have more risk than a simpler off the shelf implementation. There is no standard, but common sense dictates it should be less than 50%! And generally, 5 - 15/20% is an acceptable range in most cases unless there is severe recognition of known unknowns or unknown unknowns. Setting aside an arbitrary budget for project risk can be counter-productive as it can set false expectations.

Risk management requires good support structures such as governance and escalation channels. If not already set up then they become an additional cost that needs to be considered. The risk analyst/coordinator for the project will also have the chance to identify operational risks associated with the project and stakeholders and will enforce its registration and mitigation through the Risk management process within the organization which will be a value add.

Follow up with a series of risk identification/management planning sessions, to identify all risk, develop mitigation plans and to associate risk funding. And the risk allocation is also related to project status -already in progress or one that is yet to start, deciding when to close the project due to risk cost incurred, or, just allocating risk budget for an upcoming project. For large size project in the enterprise, just as you have workforce /human resources (in IT projects) from all related areas to accomplish a project, a dedicated person from Risk division/department/area should also be part of the team and of course budgeted. Further, the project is based on a 'freedom of choice' - this is not always the case. Constraints such as compliance and fixed completion dates can alter the cost-benefit equation from a measure of positive benefits realization to a negative outcome reduction.

So there’s no magic formula or one size fit all golden ratio in allocating project risk budget, but an organization with risk intelligence should follow key risk management principles or ‘borrow certain industry best practices’ in order to manage risk accordingly and improve project management maturity. 

EA as the ‘Best Practice” Evangelizer

The best practice is not a panacea; the next practice is not a secret sauce.
EA is a holistic view of an organization which provides an architectural oversight of organizational processes and shared data, EA provides a capability architecture and each capability is supposed to generate some business outcome and EA recommends guidelines, standards, policies and practices to achieve business outcomes as per organization goals and objectives. EA enables a common vocabulary and communion amongst various stakeholders to achieve a Target State of enterprise with improved capabilities, better ROI.  

EA do recommend best practices or next practices but you can't say EA is just the collection of best practices. EAs look at best practices, as part of knowledge management effort, but there is far more involved in EA than simply selecting and implementing applicable best practices. Knowledge Management is a collection of best practices. EAs gather, create, tweak and evangelize best practices as a small part of their portfolio. Best practices are second-hand knowledge. You can move ahead with second-hand knowledge, but second-hand knowledge is not your success per se.

The best practices and guiding principles are a necessary step for EAs being enabled to do their job of Architecture. It’s a way to have EA and the organization to align on fundamental building blocks and approaches. Without this, there would be an undisciplined approach to system delivery life cycle leading to chaos and inefficiencies, cost and time overruns, and building of a, generally speaking, hodge-podge eco-system. EA needs to have the best practices and guiding principles if they plan on executing their value proposition and demonstrating the "E" or Enterprise part of EA.

EA is a discipline with required practice to become the best at aligning and executing on business needs with IT capabilities. While various frameworks offer best practice, EA is the capability of coupling together these methodologies/frameworks, to define a model that works for the business you do EA for. The key is applying the frameworks to organizations and deciding which best practice fits and then modifying it accordingly to achieve the outcome to meet the original requirement. One size does not necessarily fit all.

EA is definitely not a collection of “best practices.” However, many of the EA practitioners put a lot of efforts in evangelizing best practices: EA as a structured process of:
- information collection, refinement, recording
- choosing best practices and aligning within organization constraints, goals, strategies
- plan transformation/inventory, measure value, saving, side-effects
- some forecast of further steps
- explain transformation/inventory/process 

One of the key challenges of the EA function is the mastering of the complexity of the "enterprise": EA provides methods, tools, guidelines, governance etc. to optimize complexity and achieve unique Best Capabilities for an organization. Best Practices may be considered as guidelines and techniques recommended by any EA framework to achieve "Best Capabilities" with an improved organization. One thing which should be considered is, whether the adopted best practices are aligned with the organization’s business requirements, strategies, goals, etc…

EAs evangelize and educate about architecture: An enterprise's architecture as the structure of its data, the structure of its processes, the interactions between the two, informed by the enterprise's goals and objectives. The EA's job as creating, documenting, rationalizing, optimizing, educating about, evangelizing about, and consulting about that architecture. The EA should also have authority and responsibility for architectural oversight of all creation of, and changes to, the enterprise's data and processes -- the "bones" of its architecture -- to ensure that those data and processes stay consistent with the enterprise's architecture, or that the architecture is adapted to accommodate them. 

Sunday, November 24, 2013

A Cloudified IT

A Cloudified IT is not Cloudy.

The majority of organizations today has already adopted cloud-based IT services in a certain way. One thing for sure - Cloud is here to stay and it will be changing the paradigm for running IT and business as well. The simple fact is that CIOs have to consider the cloud within their long term strategy. However, cloud adoption depends on many factors including partner availability, costs, reliability, and connectivity. Is a cloudified IT less-cloudy? And how to push the cloud envelope with thoughtful planning & solid action?


Value Proposition:  It depends on what each individual internal IT department does to respond to the competitive challenge. Those who think strategically will map out a  cloud strategy which uniquely identifies the value proposition to the company and how public cloud services compare and fit in. 1) Talking about committing to the cloud or not is not the right way to approach IT meeting the needs of the business. You  need to start with understanding the business opportunities that IT can deliver solutions to that will increase top and bottom line performance as well as increase opportunities to deliver to current and new markets.    2) Cloud allows IT departments (and all other departments for that matter) to focus on being more pro-active and strategic vs. reactionary and redundant. Cloud computing has the ability to actually bring IT much closer to the business. It will free up considerable amounts of time for IT staff to innovate and take a leading role in contributing to the overall business strategy. 3) Perhaps the first step, which IT has yet to do, is to understand in total what services they do offer, benchmark those services (deliverables, quality, and price) against cloud services - and create an investment-based budget

Strategic Planning: Businesses need to have an overarching cloud strategy as an integral element of corporate strategy. Those IT departments that do think strategically are building a value proposition around core services while portraying the public Cloud as a platform for non-core, consumer like services with cost efficiency. Organizations, which do not create strategic capabilities of integrating on-premise, private cloud, and public cloud through appropriate over-arching infrastructure with relevant GRC model, will create a 'bigger' gap, increase business vs. IT friction and increase IT costs, by their cloud initiatives. Going cloud may not always be more cost effective, faster, or more reliable in every situation. Overall strategy and business requirements are still at the heart of providing effective solutions


Architectural Conversation
: An Enterprise should understand its EA before shipping parts of IT out to be managed by third-parties; organizations also need EA afterward to manage the complexity in the cloud. EA is about ensuring the maximum payback for an organization's IT investment. Much of this has to do with complexity management. If the IT solutions are available in the cloud then IT can consider those options along the side of in-house or hybrid delivery models. The conversation above still requires capable BA's and PM's to work with the internal business no matter what delivery model you use. These skills are going to continue being a value add proposition that IT can deliver to organizations

IT Leadership: IT is not going away, rather It’s the opportunities for IT to deliver solutions faster via enablement by viable cloud solutions and hence faster means more business solutions can be solved in the long run. The use of a cloud solution is one of many choices that an organization should consider in using information and technology to manage digital transformation for the long term. As a key member of the corporate executive team, the role of the CIO remains one of helping the business maintain its competitive advantage through greater efficiency and customer service, even stretching out its goals, to help the business achieve agility. Today you must consider the cloud, advance in communications, social media, and array of mobile technologies. The CIO must also understand how the business operates, the opportunities technology and information science offers, and the value of adding business analysts who can help business units reap the benefits from these technologies.

Vendor relationship management for smooth integration and long-term partnership: When cloud solutions are a good choice in a given situation, the vendor relationship and quality of service will, as it always has  a key variable. As long as there is a desire to integrate process and information across the organization and the applications, there will need to be an IT organization comfortable with talking to all those cloud providers. As IT moves more applications to the cloud, there'll need to be more IT involvement, not less, because the efficiencies of the cloud allow  to bring in more applications, but those applications then need to interface with each other and with legacy applications. And while you can buy technical expertise for the cloud applications, you cannot buy internal process knowledge.

Cloud Governance Model: In order for a cloud initiative to succeed, a clear governance model must be in place and tied to the greater IT risk management and controls regimen. If the goal is to expand the extent to which the cloud is utilized within an organization, the manner in which these controls are implemented take on an even greater importance. In fact, forward-looking CIOs will be more focused on SLA management and creating better IT-enabled business models. With strong governance discipline, IT can become a true business partner to say yes while not compromising GRC principles and well-educating business upon the potential risks Cloud solution may put on their organizations.   

A Cloudified IT is not cloudy, it is a paradigm shift for IT, and will take some work to refine the culture and restructure - but, it is being done by many organizations that embrace the future, and it should shine through laser focusing on business visions and goals.


A Competitive Board

A True Competency is based on 3As: Altitude, Aptitude, and Attitude. 

Competency is a composite of skills, ability, behavior, attitude and personality traits that identify successful Directors against defined roles within a company. The level of Board accomplishment may vary but the essential competencies will remain the same. 

More specifically, here are a few focal points for BoDs to keep competitive and accountable. 

Leadership Competency: Ability to probe issues in depth, disagree without being disagreeable, mentoring and be mentored, understanding risks, a functional skill, and promoting teamwork, relationship management are some of the other skill sets--- a balance of hard skills and soft skills. The effective functioning of a board depends on a number of factors, including the mix of knowledge and experience among the directors, the quality of information they receive and their ability to operate as a team. Broad experience in the same industry is not necessarily a requirement - Internal directors can help in that- Diversity in experience, industry, and situations are more important as a team. Governance, auditing, risk management, regulatory issues, mentoring and coaching, openness to communication are some of the areas of competencies though it may be contextual.

Strategic Competency: The ability to see the whole picture and relate it to the stated vision and goals. Vision & communication skills, analytic ability are a must. Great boards consist of independent directors who are “rowing together in the boat.” They see the development of strategy as a collective effort between themselves and management, rather than a question of “us versus them.” Management generates and shares ideas that stimulate debate among directors who are there to make positive, valuable contributions to strategy development, not just to provide a critique of the ideas they are presented with. Further, Board Directors need to understand the difference between being a Director and the Operator of the business. Directors need to be able to guide senior management team through effective questioning, coaching, advising, and assessment of the business strategy and the organization's execution. 

Skill Competency: Modern BoDs need to have both core competency and distinctive competency. Core competencies are those competencies that any successful Director will need to successfully rise through the Board organization. A distinctive or unique competency is a prized capability that has both the breadth in scope and the depth in expertise. Another way to keep a competency model succinct and focused on differentiators is to classify mission-critical competencies as either price-of-admission, something to select for, or a competitive skill that will most likely need to be developed. Such as:
1) Independent-mindedness 
2) The ability to see the big picture.
3) Willingness to ask difficult questions about strategy, leadership, and outcomes. 
4) Ability to make unbiased decisions
5). Willingness to act as a coach and advisor to the executive.
6) Vision & Communication & Innovation& Integrity
7) Measurable contributions in areas of problem-solving, innovation and introduction of new business opportunities

A competitive Board is upon that the Board as a whole needs to be able to create the holistic view. This implies that Boards of the future will need to work much more closely and collaboratively. Given the short amount of time they spend together, this may be one of the biggest challenges. Today and beyond, BoDs need to be global citizens with the ability to balance resources, risks, and consequences. Built on a foundation of integrity, welcome and embrace diverse thoughts, value those thoughts and behave accordingly.








EA ROI

The 'hard' ROI has varied 'soft' perspectives.  

ROI for any non-physical/intangible asset is always more an act in creativity than a logical/scientific calculation. Classically, EA delivers value from a long-term strategic alignment perspective. Increasingly, Management expects EA to have a clear calculation of ROI, and get both some quick wins as well as long term benefits.




Enterprise Architects need to make a business case for CIO to use EA. When evaluating EA's KPIs, compare to regular IT project proposal, the case might be more complex, as at many circumstances, the good architecture may help speed up other projects via better integration or orchestration. The ROI may have to be estimated, if it can not be calculated precisely, as too many things are happening all at the same time to be able to successfully isolate/attribute the effect of EA on the outcomes achieved.

One of the activities or tasks EA performs will be that of doing the ROI analysis for each and every initiative that comes under its purview: That is considered as one of the governance functions. In trying to keep the initiatives aligned with the organizational mission. It must take into account at a high level, the costs that would be incurred for the initiative (including that of efforts by the EA team), Capital, LOE, etc on the costs side. The reduction in OpEx, additional revenues the initiative enables. From that perspective, EA LOE is included in each of the initiative ROIs.

One of the methods used to estimate/calculate the ROI is cost avoidance. If the organization can increase the effective revenue without an increase in the organization's staff or cost investment then the ROI is the difference. You can also draw on the experience of others in estimating the reduction in cost through avoided duplication, and increase in benefits through redirecting to other valued initiatives.

EA ROI calculation also depends on a case by case: Are you looking for a method of calculating ROI of an EA to the business as a whole or ROI of ‘doing some EA work’ for a specific project/system delivery? Also, not everything that EA does can be measured by solutions implemented like the documentation of the as-is and to be process, improvement in ways of working due to EA, better decision making by stakeholders etc all these cannot be linked to implemented solution

EA ROI estimation formula: From an investment perspective, the following EA ROI estimation formula provides a certain level of knowledge to help management understand the potential benefit via investing EA. Still, it’s just an estimation, and not one size fitting all magic formula. Assess the difference between the base case (no EA) and the proposal (with EA) as follows:
1). Base case : EA cost = $0, investment in IT initiatives over 5 years ($x), benefits realized ($y)
2) Proposal: EA cost =$ investment in EA planned IT initiatives over 5 years ($b), benefits realized ($c)
3) ROI = Benefits [ $(c-y)m + $(x-b) - $a ] / Costs [ $a ]
 
So the balanced scoreboard for EA may include: Forecast benefit, project cost (hard dollar & soft dollar), map benefit/cost projection., etc. Better timeliness of reporting to tune operations and reduce waste, or controlled reduction of losses through better modeling of business risk with a formula to calculate the return on investment in technology-based loss controls at key points. 

EA’s value is based on its practicality, EA needs to be business-driven and customer-centric, one could gather ROI for solutions implemented as a result of EA analysis, but just building an EA that sits on the shelf has no ROI.







How to Assess Organizational Culture

 Culture is intangible but powerful; culture is invisible but touchable. 


Culture is the most intangible, but powerful fiber surrounding business today, and it is one of the key factors in running a high-performance business. 

In order to improve and optimize organizational culture, first of all, the companies need to know how to assess their organizational culture objectively and systematically.



Identify the specific attributes of organizational culture. You will have to identify what are the specific attributes of an Organization Culture and which ones you are interested to assess. So the first question is "what do you want to know?”. Any cultural assessment starts on a premise that there is a particular angle on the organization’s culture which is important. With that in mind, you decide HOW to do it, which might or might not be using, what you are asking here as the BEST Organizational Culture Assessment.  

Identify the culture gaps between ‘as is’ and ‘to be’ state. Say, an organization wants to be more people-centric which is driven by the data from a recent pulse survey, a profile of the perceived as-is culture shows what people perceive the present profile to be across the following elements - overall profile, organizational characteristics, organizational leadership, management of employees, Organizational Glue, Strategic Emphasis, Criteria of Success. Obviously the perception is not absolute but a relative perception of how people see the culture (perception is reality). An as-is profile is created; a future profile is also developed and discussed. The gaps between the as-is state and future "help" leaders with what is perceived to be needed in order to achieve that future state - a road map of change is then developed.

Three dimensions of cultural perspectives: Multi-dimensional business values, behaviors and underlying assumptions. Some instruments assess culture from a Values perspective. Others assess culture by behaviors. Most of the culture experts believe there is no instrument that could possibly assess culture as it is too complex and overly focuses on the underlying assumptions which are a deeper level of understanding. Some cultural instruments are in fact measuring climate rather than culture. In the end, it comes down to which perspective you wish to take - Values, Behaviors or Underlying Assumptions. There’re few instruments that cover all three and hence why qualitative data is so important to pick up the richness and the 'invisible' aspects of culture, underlying assumptions and unwritten rules

Do employee surveys for their feedback about ideal cultures. What the assessment measures are the underlying motivational drivers -- whether an individual or collective organizational level -- that drives one's focus, mental map, decision-making style, relationship to norms, time and change, etc. Together these patterns ultimately drive behavior, actions, and performance. One part of the assessment is to get employees to identify what the ideal culture would look like and the instrument captures the current culture. It breaks down all cultures into constructive, passive-aggressive and passive defensive and assigns behaviors to each of these categories, a problem statement usually drives the process to profile and diagnosing the perceived as-is organization culture and helps with developing a future profile, then the prescriptive solutions can better fix the different matters more effectively. 

A culture assessment is tough, but it may be worth the effort. As strong, adaptive cultures tend to nurture higher business performers, compared to those with weak or non-adaptive cultures. But the qualities that make up those cultures are unique and specific to each of those organizations. So statistical validity, high correlations, rigorous design, etc. are all very important for selecting an assessment.



Is Scrum a Framework or a Methodology

Either Scrum as Framework or Methodology, it is the way to Revitalize PM.

Agile is philosophy and principle, and a set of guidelines. Agile software development refers to a group of software development frameworks/methodologies, like SCUM, XP, DSDM, FDD, Crystal etc., each one of these frameworks/methodologies follows standard processes and practices. The values and principles of Agile development should be embodied within a specific Agile methodology, since those are the key tenets of Agile development. The values and principles reflect the spirit of Agile, and the implementation is the methodology. Especially Agile-Scrum is power pair to be wildly adopted cross sector, if Agile is principle, then is Scrum a Framework or a Methodology?

  • Scrum is more as a framework within which complex products can be developed. Scrum has been used to develop complex products since the early 1990s. The paper written by Ken Schwaber and Jeff Sutherland on Scrum Org describes how to use Scrum to build products. “Scrum is not a process or a technique for building products; rather, it is a framework within which you can employ various processes and techniques. The role of Scrum is to surface the relative efficacy of your development practices so that you can improve upon them while providing a framework within which complex products can be developed.....” 
  • Scrum is a Management Framework: Scrum has been misunderstood and then misapplied as a “process” instead of as a project management framework with following characteristics:                     1) Scrum is a "management framework for incremental product development using one or more cross-functional, self-organizing teams of about seven people each."
    2). Scrum has the ability to change organizational culture
    3). It takes personnel with requisite agile-lean knowledge and skill to do Scrum 
  • To leverage the other school of thought on SCRUM:  Scrum is pretty much a complete definition of things to do and highly prescriptive. It doesn't cover specific engineering practices, and it doesn't cover project management in detail. Nevertheless, Scrum prescribes a lot of highly specific ways to do what it recommends and puts someone in place to ensure the process is being followed as specified. Deviation is strongly discouraged. So, it is a methodology because it does, in fact, spell out a lot of things and tries to hold you to those specific implementations. Not everybody does that, of course, but then that's Scrum. 
Either Scrum is Framework or Methodology, in order to be successful, Agile-Scrum  needs to become a way of life- from doing Agile to Be Agile, all the way through the business - and that is typically the toughest part of implementing agile successfully.

Saturday, November 23, 2013

An Effective & Efficient Board

The Effective Board can Connect all the Right Dots Well.


The Board’s main responsibilities include, but not limit to strategy oversight, governance, and it needs to touch the key topic such as talent management, information management, GRC disciplines, etc. However, how to evaluate the effectiveness & efficiency of Board?

Assessing Board effectiveness and efficiency through questioning: As a Board of Directors is responsible for oversight and direction of a business or organization so evaluating the performance of a Board of Directors comes down to two questions: 1) Is the Board of Directors directing management effectively and appropriately by establishing objectives and defining operational and management parameters limiting management authority? 2) Is the Board of Directors monitoring and evaluating management and operational performance to ensure efficient and effective progress toward objectives and compliance with operational and management parameters?

The Effective Board can connect all the right dots well: If the board is effective and efficient by results and by how well the organization is connecting all the right dots (people dots, awareness dots, policy dots, regulatory dots, lessons-learned dots, information dots, process & capability dots. etc.). Why is connecting all the right dots critical? Because strong evidence from business studies revealed these organizations had handbooks, policies, incident reporting, annual/general training, threat assessment teams, but they failed to prevent preventable incidents because their organization was not equipped to connect all the right dots and their people were not equipped to do the right things and not equipped to do all the things their policies, obligations, and regulations say they should do.

Qualifying and Quantifying the efficiency and effectiveness of a Board of Directors are a little more complex: On the surface it is outcomes. Going a little deeper though it is the effectiveness of the Board of Directors in delegating to the senior management team and holding them accountable that supports the management team in achieving outcomes. Furthermore, organizational performance may not always be a good indicator of Board performance. An exceptional management team or an organization that provides a service or product in high demand may mask a weak or dysfunctional Board behind organizational success. This becomes very trying when the non-Board reasons for success are weakened or lost.

It takes the time to test Board effectiveness: If there is a crisis or visible material decision with immediate consequences, you can see if the decisions and actions of the board were done right with good results. Otherwise, there needs to be the long-term alignment of measuring board effectiveness by sharing responsibility for how well the organization performs. An effective board enables and directs management towards good outcomes, and monitors performance. If the results are lacking then the board effectiveness must be questioned. 

An effective and efficient Board can identify and mind the gaps on their own Boardroom turf: Such as purpose, culture, leadership, information, advice, debate, and self-renewal. The boards should develop policies and practices to ensure ongoing evaluation and education of current directors. Its board members need to be "willing" to change. Utilizing new technology can be helpful but if some members are not interested in receiving feedback or don't want to change the way they work or how the Board functions, then you're likely wasting your time and money.

An effective and efficient Board has a clear understanding of the provenance of the inoculation(s) from "silos thinking”: The BoDs share collective insight upon key issues, with the ability to address the critical differences between governance and policy issues, practice board rejuvenation processes etc. The measurability should be measured at the board member level to see how each individual is performing according to their roles and responsibilities, as well as the board’s performance as a whole based on a well set of governance principles.  








A Dynamic EA

Enterprise Architecture is a living thing.

High mature enterprises are on the journey to pursue business agility in order to adapt to the accelerated changes and hyper-competition or complexity as well. Can Enterprise Architecture evolve and match such business dynamics?

Ideally, an enterprise's architecture must be a living, breathing thing to be effective. There will always be a balance to be struck between the valuable lessons of tradition and the dynamism of innovation; EA must be a full and ongoing participant in that dynamic tension. But in reality, Enterprise Architecture continues to be somehow decoupled from business motion. It's a management problem, that can't embrace it in a continuous way.

The enterprise's architecture should inform and guide important strategic and tactical business decisions the enterprise makes. Success in EA would mean "continuous collaboration" of all stakeholders involved in a seamless way. One out of sync will prove detrimental. A major goal of EA is to be so intimately involved as a full partner in formulating the strategy and goals of the enterprise that the CxOs would feel uncomfortable making any serious decision without EA's full involvement. If the Enterprise Architect isn't a full partner with CxOs in evolving the enterprise's architecture, he/she isn't doing his/her job.

EA not only should be dynamic, but it also needs to be forward-looking and outside-in. Scope of EA needs to be at the "Ecosystem" level as opposed to the Enterprise. EA should be informing strategy and the impacts of following a strategy. EA needs to be integrated with business dynamics so that they grow and evolve together. Good architecture should allow for dynamics in the business to be decoupled from design. A solid architecture framework will allow architecture to have such flexibility of allowing the business dynamics to be realized within the architecture. Initially, the business cannot identify and document the business requirements and thus based on market dynamics the business requirements change or add. So the architecture should be designed initially foreseeing future enhancements.

EA constitutes a framework for IT development and evolution. Any framework has predefined constraints. These constraints have been put in taking into account business environment conditions at the time of framework definition. However, business needs evolve and their dynamism has been increasing exponentially. To stay in synch, EA also needs to evolve at the same pace or stay ahead of the curve. The challenges that EA faces in maintaining itself in synch with dynamic business requirements are the amount of technical complexity in its architecture, and also the varying age of applications within the enterprise.

EA must be dynamic and drive influence on business: The majority of EA practices are not mature enough to fulfill its purpose yet, the tools and methods used are largely static models and culture largely driven by IT. This is changing though and people are beginning to take a business-driven view and using dynamic analysis tools to inform and assess business strategy and policy design. EA needs to expand its scope to cover the holistic social-ecological-technical system view; an Enterprise Architect should actually, drive the influence of the business dynamics by providing insight and options to the business decision-makers.

A dynamic EA enables business transformation with holistic planning and execution. Metaphorically, think of EA as a square of plywood balanced on top of an exercise ball. To move forward, you have to have all four corners 'off the ground' at the same time. To change direction each corner must be capable of changing its 'attitude' without breaking, touching the ground or falling off the ball. Once a corner has 'learned' new behavior and finds that behavior to be collectively advantageous, the change will become latched and permanent, at least until the next bump in the road comes along. 

The characteristics of a dynamic EA is forward-looking, agile, flexible and outside-in, in order to drive the influence on building the high-mature digital organizations





Innateleadership

Leadership is both art and science. The most elegant, interesting and challenging art of leadership is to streamline sorts of flows-positive emotion flow, collective workable flow, transcendental wisdom flow, etc.

Organizations across the vertical sectors deal with paradoxes and pathologies across individuals, teams, loose groups, and network-enterprise, deliver impressive business outcomes and unlock its performance. Economic and political models provide some insight into the tradeoffs associated with either approach via massive individuality vs massive collectivity. To adapt to the ever-evolving digital new normal, leadership is about bridging today and the future, to know oneself is necessary to understand the filters and the bias. Leadership in itself is a constant learning process that requires the leader to predict, to share insight, and take a continuous journey for building core competency and improving their leadership maturity.

The leadership influence expands into multidimensional scope to create momentum for business transformation: To deal with unprecedented complexity, top leaders are expected to be more informative, intelligent and sophisticated, and to be able to lead by influence, not by brute force. In such a hyperconnected and interdependent world, the mass collaboration through the digital platform is already driving changes to enterprise systems and exposing them to societal changes as well. The interesting dimensions to explore are multithreading- the philosophical dimension with deliberate processes for raising questions, identifying faulty reasoning, and thinking outside the box; the psychological drivers behind a desire for such massive connectivity, or the resistance to such an existence; the technological lens with a structural view to overcome technical challenges and enable the large scale of transformation; the biological perspective on anthropological concerns broadens our vision to grow the business as a living thing, enforce people-centricity, harmonize the balance cycle, and move up the business to the next level of maturity. 

To amplify their influence, define their leadership brand and reputation, top leaders need to observe, perceive, and pay attention to the myriad of internal, external, national or global forces, develop talented people and hold people in high regards, not only for who they are but for the potential that lies inside of them. The most elegant, interesting and challenging art of leadership is to streamline sorts of flows: generating and appreciating in-depth thoughts, understanding and transcending them into wisdom; developing positive emotion flows via empathetic communication or constructive criticism; unleashing the collective potential by transforming a crowd into a workable collective and into high performance teams to achieve the “art of possible.”

The leadership synergy is created through thought provoking inquiries of the future of organization, emerging trends and opportunities: With the faster pace of changes and continuous disruptions often led by emerging technologies or dynamic ecosystems, things do interact, particularly in the case of "nonlinear" interaction, you can't separate things properly or you cannot predict the actual effect of interaction straightforwardly. Simple variables can be both cause and effect. Top leaders should spend more time looking forward in order to co-develop and participate in the future in a more proactive way. Reality will not be still. The only problem about the future is that it is usually here before we are ready for it. Future orientation should help leaders prepare to meet what's coming!

In specific, taking a systematic view for understanding interconnectivity of things is an increasingly important skill to gain a holistic understanding of complex situations in which it is challenging to predict the behavior of the whole from the behavior of the parts; and in which the relationships between component parts are more important than the parts themselves. So foresight is critical to improve leadership effectiveness and the future orientation is part of the foundation of running a successful digital organization, focus on the business goals and navigate the organization in the right direction.

The leadership climate for innovation and improvement sets the tone to nurture a creative environment: The digital world today is much more complicated, because now there would be the-likely competitive interests of the individual and the collective. That requires business leaders to demonstrate an ability to embrace diverse viewpoints, juggle multiple and competing demands for steering the business in the right direction, and establish the trust and principles to inspire creativity, develop a cohesive organizational innovation strategy, scrutinize the business mentality, management methodologies and practices, and inspire unconventional problem solving.

In reality, many lagging organizations still think of their innovators as misfits. Senior leaders as policy makers create the leadership climate for innovation by setting business personality tone or the organization's risk appetites, breaking down the old belief or habit and enforcing a creative environment in which inquisitiveness and humility are appreciated, curiosity is encouraged, and creative thinking is rewarded. Organizations with more open minded leadership, flatten structure and flexible management style can build their differentiated innovation strength based on a triangle with three vertices: culture, method and people.

As the saying goes "practice makes it perfect" for either building leadership strength or developing professional skills to reach the high level of intellectual and emotional maturity, Either looking further or acting wisely, the importance of daily pattern of business leaders’ personal involvement to their improvement would do a great job to surrounding - either to the workplace or to society, for driving incremental change or making a leapfrog transformation significantly.

The Insight upon INSIGHT

Insight is perception through multi-dimensional cognizance.

If knowledge is manpower, wisdom is nature power, then insight is perhaps the bridge between manpower and nature power. There are multi-layer meanings upon insight.

Insight is the ultimate level of Data-Information-Knowledge-Intelligence-Insight-Wisdom pyramid: If machine analytics is good at transforming information into knowledge; then, the human is still the master of transforming knowledge into insight. Knowledge is limited and can be out of date shortly, but insight is more universal and transcendent. A masterpiece of work, either literature, art, science or philosophy., etc is rest on insight.

Insight is the vision through ‘mind's eyes’: The act or result of understanding the inner nature of things or of seeing intuitively in Greek called noesis. When you learn to create inner space of clear, calmness in the storming mind of thoughts emotions, sensations, dreams and imagination, insights can be perceived.

Insight is thinking into the box after thinking out of the box: Insight takes both creativity and reasoning, intuition and logic, the power of acute observation and deduction, questioning, connection, penetration, discernment, perception called intellection or noesis.

Insight is the understanding of a specific cause and effect in a specific context: Insight is being able to identify the root cause of a problem or the core issues of a situation which leads to understanding and resolution. Too often people may take the easy path, think and work at a superficial level rather than spend the time to understand what is going on underneath. Insight is an understanding of cause and effect based on the identification of relationships and behaviors within a model, context, or scenario.

Insight is the ability to perceive clearly or deeply penetration: It is about penetrating and often sudden understanding, as of a complex situation or problem. The insight of the situation requires in-depth understanding. It’s about the understanding of one´s possibilities, adversaries, environments effects and other stakeholders’ behavior. The more complex the situation is, the more different approaches and role gaming is needed to reach for understanding. Collective insight is superior. If a team clicks it may reach shared insight of situation which is always better than individual belief.

Insight is one's experience and exploration process, and introspection: The moment to gain insight is different from the ‘Eureka’ moment which refers to that joyous exciting moment when what was perplexing and contradictory suddenly falls into place. An insightful thought can go beyond a moment, even take certain systematic planning. Insight is the intersection of analytic thinking and synthetic thinking; the linear logic and nonlinear thinking; Insight is ageless-it is implying that you can gain access to insight at any age, at any life stage, strictly from an esoteric perspective.

Insight is a perception beyond the thought, a multi-dimensional cognizance, and it’s the experience to explore oneself, surrounds and beyond. 

Friday, November 22, 2013

A Change Agent IT

IT plays a pivotal role in driving the business's digital transformation.


With the emerging technology trends such as SMAC (Social, Mobile, Analytics, and Cloud) and IT consumerization & Internet of the Things, more often than not, IT plays a significant role in driving business changes, and leading organizations' digital transformation. Because the digital transformation is driven by technology; and not just by technology, but by user-driven technology. Sure, in today's world, technology is driving business transformation, unlike previous eras during which business transformation was driven by business ideas. This is a golden opportunity for CIOs to lead the way by enabling, governing and optimizing the consumer-driven technology that's going viral in the enterprise. But how to run IT as a change agent for business transformation. Here comes both opportunities and responsibility.

IT's Change Agenda: CIOs have to get the transformation agenda right to refine IT reputation. To put simply, IT faces an unprecedented opportunity to refine its reputation, also needs to take more responsibility as a true business partner. It is an opportunity to demonstrate the execution of responsibility. CIOs have to get the transformation agenda right and have access to resources (external and internal) to achieve the desired ROI. But without your peers' collaborating, the work will become much harder - to get as many people pulling in the same direction. And it is a big "responsibility," but one should also acknowledge that "opportunity" is concurrent. IT needs to proactively participate business conversations: Change is not for its own sake, every change needs to have a noble business purpose, and IT as a change agent needs to well engage business conversations. The CIO is at a unique position in business transformation and needs to handle it cautiously but firmly. It should be driven by business needs and goals rather than the IT requirement, and then it is easier to get peer collaboration. The transformation definitely needs technology to make it happen as today no business is independent of IT or rather IT has become now business technology.

Change leaders, agents, and champions: Identify change agent and customer champions as the lightning rod and empower them to take leadership in the thorny change journey. Business transformation should not be undertaken lightly because it must align diverse and divergent stakeholders' interests toward a common goal. The CIO needs to identify a champion as the lightning rod for the project. IT leaders/talent also need to possess business skills and change techniques to garner the influence needed to be effective. They are in a unique position because they can see the whole organization and should have the program skills to implement transformation successfully. The change agent IT needs to practice both leadership and follow-ship, depending on the circumstances. A CIO is a senior manager of the company/org they serve. As such, they must be able to learn and follow not only lead and coach. A CIO must also have the ability to see the ideas of others and transform them into action. A change agent IT should get a deeper understanding of the issues facing both internal customers and end customers as well, not just scratch the surface, but dig through the root causes. It is an IT responsibility to identify opportunities for business transformation wherever analysis and assessment indicate the potential benefits of transformation efforts.

Change Capabilities: IT can build two sets of competencies in order to become a change agent: 'Competitive necessities and competitive uniqueness,' in order to gain the currency of influence. CIOs and IT staff should take a lead role in identifying, assessing, designing, coordinating, implementing, and revising opportunities for transforming the business. IT will ultimately lead to recognition of the efforts by the executive peers, and thus the perception of the value of IT, in general, will receive greater esteem within the business and in the relevant industry & ecosystem. IT plays a change agent role in Business Transformation via systematic thinking and well thought-out planning, and for the CIO to shine, he/she really needs to evaluate the issues, do the due diligence, asks the right questions and pick the right software/hardware that can do the job. However, this might also be the pitfall for the CIO, because of baggage he/she carries, his/her business acumen and technical knowledge, and how well he/she can collaborate with vendors, stakeholders, and the internal IT people.

Change is not for its own sake, a clear vision, a systematic thinking and effective communication, the logical processes and exemplified change leadership are all the key success factors to overcome challenges and manage changes smoothly. Moving from order-taker IT to change agent IT, and leaping up from industrial speed to digital speed; there are significant opportunities and responsibilities for IT to do both what’s right and how to do it rightly for their organizations and our society.





The ‘Agile’ Culture

An Agile Culture is Collective Habit to Shape an Agile Organization

Agile is philosophy and principle, not just a software management methodology, it shapes one’s mindset to fit in hyper-connectivity, hyper-complexity and hyper-digitalization of new business reality today. Organizational culture is a collective mindset of business, how can Agile make an influence on organizational culture, if it does, what are characteristics in it?

Agile promotes the culture of open communication and iterative interaction. People are willing to let go of their ego and those with an open, positive attitude towards change tend to embrace it, while those who dislike change, don't communicate well, can't adapt well, are at the other end of the spectrum. Identify the positive early adopters and they'll help you convert the rest. As it can also be hard for an agile team to interface with other parts of the organization, as it is having differing expectations. But when open communication becomes a habit for the organization, part of the agile culture is shaped smoothly.

Agile promotes a culture of continuous improvement. Culture change is hard and it takes time. You can't expect immediate results. thus, it's a continuous journey. Learning and discovery are constantly happening in agile organizations. The agile values and principles are a foundation on which being built - the practices are much more fluid and will evolve over time. You start by improving where you can, enlist help, expand your influence, and repeat. 

Agile promotes the culture of self-discipline: Agile is not taking less discipline, but more-either engineering discipline or management discipline. The agile is not lack of a plan, but always planning with agility and flexibility. The digital transformation is shaping work from being a place you go during set hours each work day to something you do in a dynamic, increasingly virtual workplace. Self-organizing Agile teams do have a bounded authority to make their own accountability, organize and assign their own work. They craft appropriate strategies to accomplish their goals, and make decisions with bounded economic and organizational impact.

Agile promotes the culture of execution: Agile is an adjective meaning 'able to move quickly and easily', Applying agile principles to the process of agile adoption within an organization will definitely reap benefits. The more salient manifesto is being: “At regular intervals, the team reflects on how to become more effective, then tunes and adjusts its behavior accordingly.”. Provided adoption is also subject to the call to inspect and adapt, then barriers can be surmounted, minds changed, champions identified - and in time, successful delivery synonymous with software development. An agile culture makes execution process iterative with the leverage of change management.

Agile promotes the culture of adaptability: Agile inspires cross-disciplined thinking, iterative communication, and cross-functional collaboration, to allow decisions to be made at lower levels in the organization, and—to reduce the time between stimulus and response. Agile culture can cultivate such collective mindset which is able to correct itself through new traits, such as entrepreneurial attitude, the lens of diversity, and tolerance of ambiguity. Always see the work/project through the eyes of customers.


To sum it up, the adjective 'agile' is an orientation, an intention to be lightweight and low-structure without being ignorant or irresponsible. The culture of agile is the collective mindset with customer-focus, adaptation to the changes, progression, and flexibility.



Thursday, November 21, 2013

The Big Roadblocks for Agile Adoption

Agile is Philosophy, Principle, Practice and more.

Though Agile has been adopted by mainstream and has been proven with advantage for iterative communication, incremental improvement and faster delivery, still, there’re many roadblocks on the way, what are those top problems when you adopt Agile?

  • Leadership thinks tactically and not strategically. Leadership has not adopted a value-based approach to their overall way of doing business. The belief that agile is a set of practices rather than values and principles. Fail to question and change process (retrospectives). Fail to work effectively with rest of the organization. Continuous drive for the maximizing/ optimizing productivity of the team at the expense of other areas of risk/concern for the long term.   
  • Misunderstanding Agile Principle or lack of Agile Discipline, with the misconception that agile means no planning; with the misconception, that agile means no scope and no change management. Different influential people have their own conflicting ideas about what agile is. Scrum Masters lack understanding for leadership and the discipline required to adhere to agile/scrum practices. Wishful thinking sprint planning only applies to the next sprint, so you don't have to plan multiple sprints to release a shippable product.   
  • Steadfast insistence on measuring progress by effort and cost,  projects is measured by only two things: is it on time? is it on the budget? What about 'is it delivering value’. And managing stakeholders who don’t want to know day to day progress but just want to know when the entire product backlog will be finished. Skip product backlog relative size estimation and jump to sprint backlog with large pieces of the iceberg. Or teams take on too much into a sprint and not take the time to break into tasks and measure the business result accordingly. 
  • Mis-communication within the Agile team and cross-teams due to managing agile in distributed teams with different work cycles.Geographically different team stretching across a twelve-hour time zone leads to miscommunication and at most times lack any communication. Not enough reasons for PMs to change the way they work. Agile is seen as introducing a lack of control to them. 

  • Mindset, Culture: Agile means change. You can't change other people, you can only change yourself. Too much fear of change causes project failure. Also organizational culture plays crucial role in Agile, developers must become true doers and testers must be more flexible. In addition, when you are the only team running agile and the rest of the organization are on a form of waterfall, or maybe just 'less agile' than you team is. When you need interfaces to those systems they cannot keep up
As any other emerging trend, Agile is the right way for either managing software or running business, but it is not just a practice, but a philosophy and principle in guiding you overcoming the roadblocks and climbing through the high mature business journey