Category Archives: Leadership

Is this true? “IT Departments Are a Dying Breed” on csoonline.com

I came across this article on www.csoonline.com titled “IT Departments Are a Dying Breed”. (http://www.csoonline.com/article/2142067/it-audit/it-departments-are-a-dying-breed.html)

Author Steve Ragan writes about the comments from one of his readers regarding the future of IT departments.

His reader’s rant is quite offensive. For me it shows, that IT has a long way to go in terms of how they position themselves. And the value they generate.

I believe, that the future of any company is directly related to the strength of its IT department.

But the IT department of the future will and has to be completely different to today’s IT departments.

IT has to become the technological enabler of business initiatives and at the same time  take care that all systems are available and as safe as needed.

Therefore IT needs to reinvent themselves from “we build, run and maintain” everything – which is currently the main purpose and will be their grave if they don’t change – to “we are THE partner of the business when it comes to the use of technology”.

No matter if IT is developing and hosting themselves or if they are managing suppliers.

Vendors tell business functions whatever they want to hear to sell their solutions. It requires a lot of technological expertise to separate the good from the bad ones. Being the advisor for the business, that’s what IT needs to position themselves in.

Business and IT have to stand on the same side – and not be fighting against each other.

Because those fights make it very easy for vendors to get in! The vendor will be on the side of the business and help them. Help them to buy their solution against the advise of IT.

Few CIOs and their teams are already moving into the right direction – and they become a strong partner of the business.

Those CIOs and IT leaders who blame the business functions that these don’t understand IT and need to adjust to the IT rules, those will be the ones which will be outsourced sooner or later.

Therefore my resume would be “The Current Breed of IT Departments Are a Dying Breed and The Time of the NEW IT acting as a Business Partner is about to start”.

Strong IT departments are the competitive advantage of a company.

8 aspects more important than salary to IT workers

We all know, earning a decent salary is a very important topic for job satisfaction.

But it’s not the only one.

Especially when you look at IT employees, who mostly earn a nice salary!

A recent study by Careerbuilder.com including a representative sample of 240 full-time IT-employees came up with 8 aspects which are MORE IMPORTANT THAN SALARY!

  • 69% Job stability
  • 64% Office location
  • 60% Good work culture
  • 57% Affordable benefit plans
  • 40% Learning opportunities
  • 40% Flexible schedules
  • 40% Good career advancement opportuntities
  • 40% Ability to telecommute

It shows that the quality of life, during both private and work time, becomes more and more important. We want to work in a positive environment, not be scared to lose our job and avoid wasting valuable hours of our life commuting.

The survey can be found here:

http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=1%2f22%2f2014&id=pr799&ed=1%2f22%2f2099

 

Are your employees your ambassadors – or do they just collect their money?

Do you know, how your employees think about your company?

How they speak about it, when they are together with their friends?

It’s key, that your own employees are your “brand ambassadors” – no matter if you are selling Porsche sports cars or soft drinks. Because if they spread the word about their employer in a positive way, people will pick that up – and become new customers. Or they attract new talent.

But how do you find out, what they say?

Firstly – listen to them, when they communicate about what’s going on in the company. If they complain a lot in front of you, they will do as well when they left the office.

Secondly – run monthly or at least quarterly short surveys. Anonymous of course!

Ask specific questions about how they see the company – and if the survey comes up with a “bad” result, you have to take action. Until it turns and becomes good.

Uber-successfull leader challenges his leadership style

One of my very successful clients, a self-made man with several companies & hundreds of employees before he turned 40, is aware of the fact, that he might be successful not only because he is good, but despite behavior that might be destructive.

Therefore he gave me green light for a project called “Start – Stop – Continue” where I am going to talk to all of his executives, managing directors and direct reports including assistants to identify, what they see as necessary to prepare the companies for the future.

He expressed his concerns, that

  • he might be the limiting factor for talents, because of his personality
  • he might feel challenged by potential successors (since his dream is to step back and become an advisor instead of running the business) and fight with them instead of fostering the potential
  • he destroys the creativity of his teams with his analytical and rhetorical skills

This is a true leader – he identifies a potential threat to his business (= himself) and takes action!

The Art of Delegation in “Destiny Man Magazine”

DestinyMan2014-Jan-FebIf you are an executive, entrepreneur or C-Level-Member, delegation is one of your most important day to day tasks. There are only 24 hours in a day, and some people achieve more than others during this given time.

What might sound easy at first sight often has it’s challenges – and in many cases all parties involved make delegation a successful or a miserable experience.

Destiny Man (www.destinyman.com) interviewed us regarding the topic of delegation and we happily replied.

You can read our tips in the January-February 2014 edition.

More than 96% of CEOs (!) enjoy receiving coaching!

A recent study by Stanford Graduate Schools shows an overwhelming positive reaction of CEOs on leadership coaching.

What really strikes is the fact, that 2/3 of the CEOs do NOT receive leadership advice like coaching, but most of them want it!

Read more about the Exexcutive Coaching study here:

http://www.gsb.stanford.edu/cldr/research/surveys/coaching.html