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, June 6, 2016

Running IT as a Business Energizer

Whatever & wherever the business needs are, IT needs to proactively solve the problems with setting priority right, and recharge business via innovation.

The majority of IT organizations today have still been perceived by their business partners as a cost center and support function which drags down the speed of business change, and many IT organizations also suffer from change fatigue due to work overloading and under-staffing. Therefore, forward-looking IT organizations must reinvent their tarnished reputation, and businesses should empower their IT leaders to drive digital transformation more proactively, run IT as a business energizer to catalyze growth and achieve not just IT “changeability,” but overall organizational agility.


Information technology should be seen by any business as a “digital transformer”: Thanks for the latest lightweight digital technologies, IT organization is shifting from a monolithic industrial mode to mosaic digital style. More importantly, IT is switching from inside-out operation-driven to outside-in customer focus. Because, nowadays, IT is a significant part of the business strategy, and not simply as a tool or mechanism to support business goals, but a business enabler and digital engine. Running IT as a business energizer means that IT is no longer live in a silo as a commodity no one care about if the “lights are on.” Rather, there are very few businesses today can state that IT does not play a significant role in the long-term strategic positioning of the company, and all forward-thinking organizations claim they are in information management business. An energized IT delights customers and enables digital flow, also it’s in conjunction with the business as a strategic partner, not be seen as in competition with the business.


Running IT as a business energizer via decomplexitizng business processes and enforcing organizational capabilities: Simplicity is an optimal state of complication. It means IT can add a necessary layer of complexity in order to build differentiated business capabilities. On the other hand, to energize is to de-complexitizing via consolidation, integration, modernization, innovation, optimization. etc. You can not deliver value without "de-complexitizing" and make transparent what is being delivered and how or what is being delivered. The gaps between IT and business are often the causes of unnecessary complication either strategically or technically. Unless there is a collaborative & understanding environment, the perception is that IT is raising roadblocks. As part of and in concert with the top management team, it’s crucial to break down old school silos of thought, IT and business are not separate departments. IT does not run the show and should not hold up the business and business does not own the goals and own the solution to the tough problems. In the company, every “part” of the business needs to work together to be successful, collaboration, transparency, respect, and clear leadership are the keys to breaking down the barriers, energize business mood, and unleash the full potential of the business.


Running IT as a business energizer to reach the full speed of the organization: Speed matters for businesses surviving and thriving: speed matters for businesses to adapt to changes; to grasp the opportunities for marketing expansion; speed matters for building the new capabilities gaining competency for the business’s continuous improvement. People and organizations could now learn faster in a time when leading strategists were arguing that the only sustainable advantage was to learn faster than your competition. The emergence of potential opportunities for exploiting digitization is likely to follow a nonlinear pattern, even with an exponential speed, as the pervasiveness of an organization's digitization journey increases. The pervasive digitization means "reduced the time to knowledge." And IT is an enabler to accelerate changes. The common element of a proactive IT is business engagement - whatever & wherever the business needs are, IT needs to proactively solve the problems with setting priority right and recharge business via innovation.


To energize business, IT has to recharge itself as well, to engage IT employees and digitalize its own processes. A good relationship between Business and IT becomes visible by clearly defining tasks, authorities, and responsibilities. Ensuring a high-performing, high-reliable and high-proactive IT is the key success factor in organizational digital transformation.





Sunday, June 5, 2016

Talent Management Monthly Brief: See Through Talent from Different Angles XII June 2016

Digital contemporary professionals are perceived as modern, open-minded, informative, creative, and changeable to adapt to the digital new normal.

People are always the most invaluable asset in businesses. “Hiring the right person to the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? Traditional Performance Management focusing on measuring what an employee does (mainly being told to do) in quantitative way is not sufficient to identify high performance or high potential, should we see through talent from different angles?


See Through Talent from Different Angles XII

  • Three Questions to Assess a Person’s Contemporary Digital Fit? Contemporary means “living or occurring at the same time” in the dictionary. To add the digital theme of the word, digital contemporary goes beyond describing the art or artist, digital contemporary professionals are perceived as modern, open-minded, informative, creative, and changeable to adapt to the digital new normal. They “think digitally,” contrary to analog thinking; they live digitally, not just because they use the latest fancy gadgets or wear the fashionable dresses, more because they are equipped with digital mindset, have the ability to adapt to changes or weather changes, and they have unique and impressive digital footprint to build their contemporary digital persona and capability portfolio cohesively and continually. Therefore, digital contemporary is less on style, more based on strength. You have to dig beyond the surface. Which questions should you ask to assess a person’s contemporary digital fit?


  • Three Questions to Assess a Person’s Experience Regardless whatever we are today, our knowledge and capabilities are on account of our cumulative experience to become part of “who we are.” These experience got created consciously and subconsciously, some are positive, and some are negative; some are direct, some are indirect, some help us grow, and some are undesirable; some are building blocks and some are roadblocks. Which questions should you ask to assess a person's experience?
  • Three Questions to Assess a Person’s Passion People are passionate about different things. We are all different. Where is your passion flowing toward perhaps makes the best clue for discovering "who you are." Are you passionate to be a leader in a certain domain? Are you passionate about learning the new knowledge and skills? It takes passion to fuel energy and overcome obstacles in reaching new height; it takes passion to learn, grow, fail forward or start over. Does passion come from the heart of mind, how to assess a person’s passion, though?

  • Three Questions to Assess a Person’s EGO: Ego is an interesting world with both positive and negative meanings. Different dictionaries give synonyms such as “self-esteem,” “'self-importance,” “self-worth.” “self-respect,” “self-conceit,” “self-image,” “self-confidence.” It is often defined as the 'conscious mind' or 'self,’ especially as distinct from the world and other selves.' Ego can be both healthy or toxic, which questions should you ask to assess a person's "EGO"?

  • Three Questions to Assess a Person’s Culture Wisdom: The definition of culture is “the mindsets, attitudes, feelings, values and behaviors that characterize and inform a group and its member.”  There are organizational culture, community culture, societal culture, etc. From a business perspective, culture is the way how we think and do things around here. Culture wisdom is the type of intelligence for tolerance of ambiguity, and a set of capabilities such as learning agility, cultural flexibility, empathetic communication, complexity handling. Etc. Which questions should you ask to assess a person’s culture wisdom?

The “Future of CIO” Blog has reached 1.3+million page views with about #2800+ blog posting in 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting. The content richness is not for its own sake, but to convey the vision and share the wisdom, to inspire critical thinking and spur healthy debates. Blogging is not about writing, but about thinking and innovating the new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.

Digitize Boardroom: A Professional Board

"Thinking professionally" is the first step in building a high-performance digital board.

The corporate board plays an important role in strategy advising, governance oversight, leadership exemplifying, culture tune setting, talent management influencing. The contemporary board also moves from the industrial mode to digital mode: from emotional to effective, from monitoring to participating; from controlling to information savvy. More specifically, how to run a professional board?



Professional Thinking: Corporate board spends significant time in making strategic decisions and crafting policies. Therefore, the board professionalism is fundamentally based on how BoDs think before how they act. Do they have decision-making wisdom based on synthesizing thought processes to make sound judgments? Are they critical enough to diagnose the problems, and find strategy defects or potential business risks? Are they creative enough to bring alternative solutions to the table? Can they avoid “Group Thinking” syndrome? Group thinking is often caused by the homogeneous team setting: From the industry study, group polarization means that a group of people can make a more extreme decision than an individual. There is good and bad judgment. Every board decision is particular to the objectives, circumstances and - as seems in this case - board dynamics. Applying deep insight and rubber stamping are such counter-propositions. A professional board should embrace cognitive differences and complementary capability & expertise, not just see diversity through the lens of conventional wisdom, in order to set good policies and make effective decisions. All of these require thinking, requiring asking questions - the most powerful tool of a Director is the capacity to frame and ask good questions. The BoD’s mindfulness is based on vision, insight, and multidimensional intelligence.


Professional knowledge: With the abundance of information and shortened knowledge cycle, having subject-matter experts with updated knowledge in each domain dramatically increases the board’s effectiveness, learning agility and high professionalism. A professional board as a top leadership team can set a clear digital tone by providing in-depth knowledge, diversity of thought regarding culture, economics, geopolitics, competition, technology, demographics, innovation, and environmental perspectives. Digital BoDs must become information-savvy, they must have a clear vision of what they need to know, how the information provided pertains to the strategic plan, and what they are going to do with that information. The digital Board is responsible for ensuring an appropriate mix of skills, knowledge, and experience are present or available for it to fulfill its functions, and Boards should proactively look for people who have cognitive difference or unique strength as part of the mix of Board skills, for business growth and embrace business trends such as digitalization and globalization.


Professional processes and methodologies to practice board duties: The main point of the digitizing boardroom is all about innovating the digital culture, leveraging the latest technology and tools, fine-tuning the optimized processes to build a high-performance digital board. If a Board is to fulfill its fiduciary responsibilities to its stakeholders, it needs to take a professional and systematic approach for assessing strategy, prioritizing agendas, advising strategy, overseeing risks and keeping track of business performance via efficient technological tools. BoDs might not always participate in developing business strategy, but the Board needs to determine suitability, adequacy, viability, sustainability of the organization, etc in advance.


A professional board is not only about filling with cool-headed, high-professional and high-intelligent BoDs, but also about tuning the structured and intelligent processes to digitize boardroom in a radical way via optimizing its decision-making capacity, inspiring a culture of innovation, and improving its overall effectiveness, agility, and maturity.



Digital Agility: How to Take a Disciplined Approach

The beauty is that “Being Agile” promotes great flexibility and opportunity to change.


Organizations large or small are on the journey of digital transformation. Business agility is an important capability for them to creative certain changes, also adapt to change seamlessly. Does being agile take more discipline or less? What are important drivers to agility? And which characteristics determine whether organizations are truly agile or just calling themselves agile?


Agile is about self-discipline: Discipline means embracing certain values and principles. Based on these values and principles, develop some guidelines and policies and then take a structural approach to managing business. Although discipline doesn’t mean overly prescriptive, it is critical to follow "people over process" Agile principle. In most cases, the lower-agile organizations are not in a good position to leap directly to a mature agile team structure and supporting policies and culture. Most people misinterpret the agile values as "no documentation," "no process and tools" etc. This kind of misunderstanding gives room for the confusions, Many waterfall organizations have no discipline at all. They collect requirements and then filed them in a cabinet and never looked at them again. Once things started going "wrong" (such as a new requirement emerged), there is no clear plan to get things back on track. And to deliver effectively, it’s important in using a lightweight method depends on "people over process" to enforce self discipline and assure high-quality results.


Being agile is about building a culture of continuous improvement: Agile is about doing, we learn by doing, we change as the output of that doing. Either for individuals, teams, departments, and enterprises, always have the plan to be getting better: If you don't know more and have the capability to execute better than you did six months ago, there is a good chance one or more of your competitors can. Since people are at the heart of agile,, Agile can fail and particularly because - and most often specifically because  it is erroneously planted, cultivated and modeled as just that, undisciplined and ad-hoc. Therefore, a cohesive set of insight and thinking is important to build a collective mindset and embed agility to the business culture for making continuous improvement.


The beauty is that “Being Agile” promotes great flexibility and opportunity to change: The power is in the "Change Management" which is controlled and disciplined. Organizations with that do to Agile well is the most disciplined way that you will ever deliver the right products with customer centricity. And the discipline is most needed at the leadership level where they often don't have really effective planning processes nor ways to identify their products and the value streams that they work in. Being Agile definitely isn't easy or ad-hoc. It requires focus, patience and commitment across the organization. The necessary trainings are also important to shift from “doing agile,” to “being agile.”
 -Set the system of principles and regulations to enforce agile.
- Provide training to act in accordance with principles.
-Plan activity, exercise, or a regimen that develops or improves 'agile skills."
- Encourage behaviors in accord with rules of conduct; management, and order maintained by training and control


Without disciplines, Agile will turn to be ad hoc, but with overly rigid rules, inflexible processes, or practicing too much prescriptive agile, it will stifle innovation. The overall goal of adopting a more "Agile" approach is "resilience," in essence. It’s about advocating transparency and autonomy. A disciplined agile is the right path to scale up and run a true digital organization to achieve high effectiveness, high innovation, and high maturity.

Saturday, June 4, 2016

The Monthly Innovation Brief: The Best/Next Practices in Innovation Management June. 2016

Innovation is essentially about reducing the unnecessary business complexity to tackle the complexities of business dynamic.


Innovation takes the cycle of observing-questioning-connecting-networking-experimenting. From a management perspective, innovation is how to transform novel ideas to achieve its business value. Due to the hyper-complexity of modern business, innovation is essentially about reducing the unnecessary business complexity to tackle the complexities of business dynamic. Here is a series of blogs to brainstorm the practices of innovation management.



The Best/Next Practices in Innovation Management

How to Innovate Talent Management? With the increasing speed of changes and advanced digital technologies, organizations large or small are also facing the challenges to innovate talent management and take care of their most important assets - people more effectively. It starts with mind shift - from treating people as cost and resource to plug in, to thinking them as human capital to invest in. Researches show that the foundation of business success is innovation. Creativity is #1 skill needed in the digital Era, how can organizations build a creative working environment and unleash their talent potential as well as the full business potential?


Three Aspects of Practicing Intrapreneurship in the Enterprise  If entrepreneurship is to look for changes, deploy it as an opportunity, then, intrapreneurship is about creating new venture from within an established organizations to leverage the startup culture for catalyzing changes and improving IT agility. But more specifically, how to practice intrapreneurship to innovate business and accelerate digital transformation?


Three Practices of Digital Innovation, Generally speaking, innovation is to transform novel ideas to achieve their business values. It is not a serendipity, but a discipline and a set of practices to achieve business goals. Innovation helps to tackle the complexities of business dynamic in the digital ecosystem, but often within itself, it needs to change and improve as well. Therefore, digital paradigm shift also includes the perspective of building a scalable innovation environment or innovation ecosystem. It is crucial to fine tune innovation processes, capabilities, and develop a set of practices to manage innovation portfolio more effectively.


How to Build Innovation Strength in your Organization? Digital innovation has a broader spectrum with hybrid nature, it is the incremental improvement- radical innovation continuum. It has broader scope beyond just a new product or service, radical innovation brings something that was not existing before. Incremental Innovation is more about taking something someone created and adding to it, changing it, adapting it; or to leverage the latest technology for business improvement. A fine tuned innovation is not a serendipity, how to build innovation strength in your organization?


Running IT as an Innovation Engine in Digital Organizations? Organizations large or small are at the digital journey, and corporate IT is also shifting from a support center to an innovation engine, because more often information is the lifeblood, and technology is the disruptor to push the business world into the digital paradigm. Hence, for any forward-thinking organizations, IT mantra is shifting from “doing more with less,” to “doing more with innovation. But more specifically, how to run IT as an innovation engine to accelerate digital shift?



The “Future of CIO” Blog has reached 1.3 million page views with about 2800+ 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. Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify your voice, deepen your digital footprints, and match your way for human progression.




Running IT with Digital Equilibrium

Digital equilibrium is the optimal state of operational excellence, business agility, and maturity.


Organizations large or small on the journey of digital transformation, as we move from using technology as a vehicle to maximize efficiency and minimize costs to using technology as an enabler and catalyzer of totally new business models and growth. IT needs to strike the right balance between innovation and stability, a new way to explore emergent digital opportunities and keeping the lights on fundamental, information flow, and risk management. More specifically, how to run IT with digital equilibrium?


Digital strategy execution continuum: In the industrial era, business strategy execution is linear steps in a considerably static business environment. However, with increasing speed of change, digital strategy execution is an iterative continuum; it’s important to take strategic continuity with continual improvement in realization over time. Digital equilibrium is achieved through balancing the short-term gain with the long-term win. On one hand, it is very easy to continuously be caught up in execution with weekly, monthly and quarterly results. It is what keeps your customers satisfied and maintaining quality delivery, and profitability on an immediate basis. In order to adapt to the accelerated changes, it is also important to take strong quarterly updates on progress and sanity checks on the long-term strategic plan, because there’s always a paradox, If you never look up, you miss the large bus that is headed in the right direction. From an IT management perspective, IT historically has had poor communication accountability within IT or between business and IT.  IT - Business communications sometimes seems like an oxymoron. The IT leaders usually play the role of a translator between the business and IT;  they must straddle concepts and translate language between the business and technical staff, to avoid “get lost in translation.” To enforce digital equilibrium, IT leaders need to build the capability, not only communicate, but connect, inspire and motivate. Communication is important, however, what is even more important is the ability to connect. The ability to inspire and motivate; the ability to help people achieve their goals and objectives; the ability to help people overcome their challenges and more importantly; the ability to help people navigate through difficult change, to keep information and talent flow with equilibrium.


Digital equilibrium is achieved via the harmony of Strategy, Structure, and Business Performance: There is a key difference between digital and industrial organizations: In industrial organizations, the structure is rigid and hard to change. In an environment where change is constantly happening, that handicaps the organization; In the emerging digital organizations, the business leverage digital technologies and tools in enforcing holistic thinking, cross-functional collaboration, and dynamic processes and case management. The correlation between strategy, structure, and performance can be figured out via asking a series of questions such as, how much does the strategy impact on business performance? How much does the structure impact on business performance? What is the cause and effect relationship between strategy and structure that impact on business performance? Both top-down strategy and bottom-up innovations can work together if there is an explicit linkage between all related artifacts: strategy, business objectives, capabilities, projects, etc. Fine tune business processes to build a differentiated set of business capabilities for implementing a dynamic digital strategy and achieve high business performance.


Keep the balance of IT stability and speed: Digital means flow, digital IT has faster speed. So you have to strike the right balance between stability and agility. Technology enablement is always about planning, funding, designing, building, operating, securing, optimizing and balancing. To enable digital equilibrium, the terms strategic planning and agility need to achieve such contradictory coherence. Even in the fluid world of IT, if you are unable to commit to technical directions for long enough, you'll never be able to develop and maintain a capable staff to execute. Therefore, IT also needs to strike the good balance between stability and agility. One one hand, build a highly skillful IT workforce and collective human capability to execute strategy, on the other hand, agility is a digital capability to create necessary change and adapt to change nimbly.


Digital equilibrium starts with the peace of mind, it’s achieved via cross-functional communication and collaboration, a healthy innovation portfolio, seamless information flow, antifragile processes, and effective strategy-execution-change continuum. It is the optimal state of operational excellence, business agility, and maturity.





Friday, June 3, 2016

The Monthly Digital Leadership Brief June, 2016

The substance of leadership never changes, it is all about future.

From one generation to the next, the substance of leadership does not change, it’s about future, change, and influence. However, digital the leadership trends will continue to emerge. Here is a set of featured blogs to brainstorm the future of digital leadership.



Is Digital Leadership Constructively Disruptive? Many think digital is the age of innovation. Digital is a disruption with rapidly increasing speed and hyperconnectivity to break down silos and rigid hierarchy. Digitalization implies the full-scale changes in the way business is conducted so that simply adopting a new digital technology may be insufficient. You have to transform the company's underlying processes, cultures, and organization as a whole with adjusted digital speed. Otherwise, companies may begin a decline from its previous high performance. Digital border is not made of sharp lines, but cursive dots need to be widely connected to spark the next level of innovation. And in order to lead more effectively, does a digital leader have to be constructively disruptive?


Digital Leadership as Harmonizer Though the substance of leadership never changes, it is all about future. Leadership is situational, in every era, there is the different theme for leadership effectiveness. If the agricultural leadership is about surviving from the scarcity of resources; the industrial leadership is based on command and control to build a certain order from chaos, and then digital leadership is about harmonizing and orchestrating toward the next level of prosperity of human society. Because we slowly, but steadily move to the era with an abundance of knowledge and flow of information and ideas, and digital leadership should also leap to the next level of maturity with the following traits.


“WHY, WHAT, and HOW” in Authentic Leadership? Leadership is complex yet simple: Complex in that there are so many traits and characteristics that are considered when evaluating a leader. Simplicity in that the substantial of leadership never changes, it’s about future. What are great questions to inspire authentic leadership and how to improve leadership effectiveness?


Five Mental Characteristics in Systems Thinking to Shape Digital Leadership  Systems Thinking (ST) is the ability to navigate levels of abstraction or logic as an essential thinking skill. Most folks follow the conventional way of thinking, it is what they have always been taught and learned to do. But digital leaders need to understand things and circumstances in a more holistic way or think differently in order to clear the vision and navigate the uncharted water to lead digital transformation seamlessly. But how can they leverage Systems Thinking, what are specific mental characteristics in Systems Thinking to shape digital leadership effectiveness?

Three Traits in Innovative Leadership Creativity is the most wanted skill for digital professionals today, and innovative leadership is also in strong demand to bridge cognitive gaps, amplify collective creativity, inspire the culture of learning, and accelerate digital transformation. What are the top traits in innovative leadership, and how to cultivate more world-class innovative leaders?


The blog is a dynamic book flowing with your thought; growing through your dedication; sharing your knowledge; conveying your wisdom, and making influence through touching the hearts and connecting the minds across the globe. The “Future of CIO” Blog has reached 1.3 million page views with about #2800 blog posting. Among 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. Blogging is not about writing, but about thinking and innovating the new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.