Effective IT Leadership (Transformational IT leadership (Top-line focus …
Effective IT Leadership
Remaining of the traditional style of leadership
Little pressure to change
Hierarchical operation within IT
Difficulties in controlling jouner staff
Transformational IT leadership
Strong IT leadership teams are needed to take on roles to influence business leaders.
New technologies and applications drive the enterprise to differentiation and transformation strategies to deliver top line growth
IT must consistently deliver on results.
IT must demonstrate the skills and competencies to deliver what it says it will do
Small IT decisions can have a major impact on the organization
IT staff must have stronger organizational perspectives, decision-making, entrepreneurialism, and risk-assessment capabilities at lower levels
IT staffs must be proactive,
Have strong technical skills
The ability to quickly act in the best interests of the organization when the need arises.
IT staff and organizations are expected to be responsive to changing business needs.
Low-cost services and lead the way through ever-changing new technology opportunities
IT is expected to offer change and innovation leadership
New technologies change how information is acquired and disseminated, how communication takes place, how people are influenced and decisions made
Staff are increasingly mobile and their interactions with their managers are mediated by technology.
Categories of making a good IT leader
Embody the collection of behaviors that determine how individual approaches different work and personal situations
Soft skills <self-knowledge>
Awareness of individual approaches to work
Adapt personal behaviors to different situations
Leadership skill mastery
General leadership skills
Motivation, Team Building, Collaboration Communication, Risk assessment, Problem-solving, Coaching , Mentoring
Can be both taught and modeled by current leaders
Good Leaders Strategic vision
Have a strategic vision and be able to apply it
Have a solid understanding of the organization current operation and future direction
Effective execution of strategic vision
Combine technology with people and process to be effective
Be able to drive transformation forward
Political savvy, organizational problem solving, effective use of governance structure, governance design
Creating a supportive working environment
Create environment of (Trust, empowerment, accountability)
Involve (clear communication of objectives, setting the rule of engagement, developing strong relationships, providing support to manage risk and resolve issues)
Effective use of resources
Ability to concentrate on biggest payoff areas
Recognize where resources should not be used
Enhance people’s abilities
Flexibility of approach
Knows when and where particular skills are required, and how they should be deployed
Adjust style to suit a dynamic topography of issued and situation
Ability to gain business attention
Ability to motivate business executives
Lead business transformation
Gain and maintain executive attention
Know how to interact with business leaders
Know how to guide and educate them about the realities of IT use
Requirements for leadership development
Well articulated and instantiated values
A climate of trust
Clear and frequent communication
Process & Practices
Activities such as planning, budgeting, conflict resolution, service delivery, and financial reviews should be well defined and documented.
Establish job rotations and mentoring programs.
Can be internally developed or externally purchased.
Requires a time commitment to ensure staff can take advantage of training.
Training is perceived as a tool for helping individuals make their best contributions and achieving success.