The Learning Crisis

I was introduced to the world of books by my father and nurtured by my English teacher, both kept me supplied with enough books big and small, modern and classics. Drowning in their fictional world, late night sojourns with super heroes and supernatural beings completed my days. Growing up surrounded by virtual friends, as I started working they transformed into management and self-help books in the quest to stay ahead in the rat race. Books were interspersed with other trade publications and in recent times by electronic newsletters.

At the turn of the century and thereafter there has been overabundance of management books on colored oceans, climbing mountains, being different and creating strategic differentiators; I remember meeting many luminary authors in conferences which had a mandatory fixture with one such thought leader. As a young professional I enjoyed these interactions and managed to get autographed versions of their publications. Reading voraciously my collection of knowledge started outgrowing the space in my office.

The story tellers and theorists with their postulations evoked interest in some; rest found good slumber value in the books distributed in the conference. Having read some of their books before meeting them I had a few questions; at times to validate my assumptions and many times to clarify a point or two. There were also occasions where my frame of reference did not agree with the writings resulting in good discussions over drinks. Those with good oratory skills enthralled us, for the rest their message was lost in articulation.

Everyone loves to go on company offsite meetings and sponsored conferences, especially to exotic locations with no agenda, devoid of presentations they have to attend or make. Most people love the fun elements, skits, karaoke, and when alcohol is involved. As a good manager, I too indulged my teams which required everyone to attend with only medical emergencies being accepted and excused. There was always excitement about the event and the agenda; there was also trepidation in equal measure with majority of the team members.

Talking to friends and peers I realized that my situation was unique and none of the others had found such behavior. We compared notes, went through respective agendas and offsites structures; there was no evident difference in what they did to what I did. We discussed locations, team profiles, traveling arrangements, accommodation, and day end activities; there was no material difference that could have pointed to my teams’ variant behavior. I sensed it was not the obvious so I popped the question to my team.

I did not know how to react to the revelation, to me it was unimaginable, but it was their reality. They loved everything that we did starting with preparation, planning, fun and games, what have you; the part they hated is when prior to the offsite a book was given to every team member to read which would be the theme of the outing. They were okay with the books being given post the offsite as giveaways as most of them did not read them, but when they were expected to read before the journey, it gave them sleepless nights.

I discovered that even my CIO friends wondered why I insisted that my team spend precious time in reading these “management” books. Do they serve a purpose beyond the hours being occupied ? How does it help understand new technology trends or implement the next system ? As it is, there is paucity of time, where do we fit it in our priorities and urgencies which keep everyone busy ? Their ignorance was appalling and comparable to kids in my team. I also realized that the few who loved books stood out in their ability to engage their enterprises.

With information overload and explosion of news, views and innovative ideas, unfortunately many professionals have deprioritized reading as an investment over other pursuits. The resultant learning crisis is scary to say the least creating educated but ignorant people whose ability to connect across paradigms is challenged. The electronic media pushes information at our faces, we need to embrace it to survive. If you did not change with online retailing of books and then their electronic versions, it is time now before you are made irrelevant in the new digital world.

Stay relevant, stay hungry

In the last few weeks by accident, coincidence or that suddenly it has become a big discussion; I had a few CIOs young and old, and other senior non-IT friends wanting to discuss job security and career progression. Their questions were fairly similar with the prime theme being how do they contextually stay relevant to their changing role and expectations and at the same time address the flavor of the month or season. After all with every even slightly disruptive technology trend comes the hype that the CIO role is no longer relevant.

Everyone has an opinion on IT today and they are trigger happy in their pronouncements; not that it matters who they are, or the power or authority they wield, there is always an opinion on what the CIO should be doing to survive the bad world of changing expectations. CIOs are used to this now, but when some non-IT friends raised similar doubts it had me wondering. A little more than a year back I had explored the subject of changing skills (Re-skilling for the future) and I did not see any change.

It is a fact that the role of technology professionals has changed over the last many decades; it is also known that CIOs have come up to the situation with varied degrees of success. Staying unaligned to enterprise politics and power struggles, in most cases the CIO has acted in the best interests of the company. This was an easy path with multiple conflicting priorities or interplay within functions. This position brings with it a strength and vulnerability leaving the choice to the person on how s/he uses it (a post on this coming soon).

The evolution curve has created some first amongst equals or the crème who are seen as the role models. They are visibly successful, appear to do everything right, have good presentation and oratory skills, are able to shift across companies/industries and roles with ease, end up attracting great talent and retaining them. They appear larger than life and are favorites as speakers for seminars, group discussions, quotes for publications, great networkers and are even sought after by executive placement companies too.

The relevance of a role in a company changes with industry ups and downs, size and growth, profitability and industry positioning, the culture and politics, and finally the incumbent individual. All these changes require adaptation to the new paradigms with focused action. Changes are rarely sudden and give fair opportunity to prepare; high professionals align quickly and hit the ground running. No one can afford to lag behind for too long, the outcome will be Darwinian; everyone is responsible for their own survival.

Everyone almost always thinks that they are doing well in whatever they do. It is typical for people to wait for feedback and when none is coming, they live in a false sense of complacency. Many also wait for their development plans to be created by HR or their managers, or training to be scheduled by the learning function; effectively it is a passive approach to skills enhancement and development. The crème takes ownership of their vectors and creates the desired path and outcomes more frequently.

Sustaining relevance to the role and context is important for continuity; for growth, demonstration of hunger is necessary too. It is important to create a persona that people associate with and are able to relate to. I have observed many CIOs drifting along with a sense of helplessness while enviously looking at the visible CIOs. They wonder why they are unable to rise; I do not for a moment believe that they are disadvantaged in any way except their inertia and self-created limitations of what they can achieve.

Survival is not mandatory said Edwards Deming the quality guru, while Darwin postulated that the adaptable survive. In the hyper-competitive and uncertain world that we live in, everyone has to fend for themselves. I believe that CIOs should take charge of their future as well as demonstrate leadership for their teams to keep themselves relevant. This has worked for everyone I know in the crème group; there is no reason for it not to work for you. Go ahead, stay hungry, and stay relevant.

Aspiring CIOs

Last week, I was invited to speak to a gathering of IT Managers (CIO aspirants). The subject was of course “How to become a CIO”. With some confusion on the start time of my presentation, the audience had almost 30 minutes of waiting time, but in their desire to pick up some tips and tricks, they patiently waited for the session to begin. As I entered the room, the expectation written on the audience’s faces brought butterflies in my stomach.

The agenda included: timeframe to make the grade, domain versus technology expertise, degrees and qualifications, soft skills, management challenges and opportunities, managing teams, all the qualities that matter and what to watch out for. I decided not to use the standard slide presentations with bullets, process diagrams et al, or the usual stuff that most presentations are made up of. The idea was to engage the audience, and engage they did. With 40 minutes allotted, the hour passed quickly without realizing it–the questions took away another half.

Today’s aspiring IT Managers are well aware of the challenges faced by the CIO; they shadow their bosses. They learn by observation and try to understand the intricacies and finer nuances. The only thing that they lack is a playground to test themselves and a coach to hone their skills. It was refreshing to see the young talent raring to go, waiting for an opportunity to knock. Many are abreast with financial skills and also aware of how to justify hard numbers in the enterprise quest for ROI. Finally, the importance of networking and challenging status quo makes the well rounded personality that creates success.

Succession planning for the CIO creates a platform for the next level to demonstrate their acumen. Learning is real on the battleground; no amount of theory can substitute real experience. Mature CIOs are today working towards nurturing their teams to challenge them; this was evident in the post event networking where some CIOs of the IT Managers joined in. It was heartening to see the connect between these leaders and the potential leaders of tomorrow. As the current lot of CIOs plan their retirement by 2020, the next generation has to be ready to take on the mantle by 2015.

My takeaway from the session was that the skills that worked for current CIOs are required even for the next generation. Apart from this, the new CIO will also have to keep his antenna tuned to new developments like the cloud and mobility, the latter being driven largely by consumerization of mobile devices.

The Q&A revealed existence of comfort zones in what the IT Managers do — be it technology or business process enablement. Now the challenge is to give us their comfort zones if they want to move to the next level. After all, Trina Paulus in her book "Hope for the flowers" said it very well, “You must want to fly so much, that you are willing to give up being a caterpillar”.

Types of CIO and CIO longevity

My Sunday morning breakfast with a CIO proved to be quite an interesting discussion. He was wondering whether it is time to change now, since he will be completing almost five years in the current company. “Renewal is necessary to keep the learning going”, pronounced the person sitting across the table, as he mulled over his toast. It’s not that he was underperforming, or that the company had suddenly decided to defocus on IT spending. The diversified enterprise enjoyed healthy above market growth. It was recognized as a strong company on the leading curve of technology adoption. Curious, I dug more.

The CIO’s reminiscence of his journey proved to be very enriching and rewarding. Industry recognition and internal appreciation from across business units helped with continued investments and new initiatives. So there was no adverse impact in overall sentiment during 2008-2009’s difficult times. I could not uncover any recent or past incidents that may have even triggered the thoughts of movement to pastures unknown.

Global surveys generally indicate the CIO tenure to be between three to five years depending on industry, geography, and personality. There are some who move like clockwork every three to four years. Compulsions vary for most of them, while words imply, “no new challenges to address … or no new opportunities”. Analysis indicates the existence of a well defined pattern across these movements.

Now, I am not outlining the type who has spent over a decade in a company and done very well. They are a small breed, who are either cherished by their companies or work in public sector enterprises or equivalents (yes, there are many enterprises where the culture, urgency and behaviors are akin to a public sector enterprise). Nor am I including the IT Managers with CIO titles—people who are called upon (and indeed enjoy fixing) the board room’s faulty projector.

Many CIOs are recognized as successful leaders who specialize in implementation of ERP solutions. Once these missions are executed, their interest in sustenance or alternative solutions diminishes quickly. These are the ERP specialists who get into enterprises with struggling legacy systems. They are masters in the implementation of a specific ERP that brings some efficiency, who then move on. They are extremely useful to set a foundation of technology; average longevity is in the range of three years.

Another type of CIO flirts from company to company. He is able to communicate effectively hide his ineffectiveness with a choice of phrases and jargon. Thus he impresses upon the CEO why he is their man Friday. With strong political skills, such a CIO uses the three envelope process quite effectively to last anywhere from two to four years in the organization (depending on how political the company is). With little to demonstrate as delivery, their networking and communication skills save the day with amazing consistency.

The last category consists of CIOs who are aggressive, consistent, demanding, and articulate. They get in, transform, create the next line of leadership, and move on to the next challenge—typically achieving this within a three to five year timeframe. It dawned upon me that the person across the table was such a leader who had completed the wave of innovation. In the pause that came after addressing all the discussed challenges and opportunities, he had a crisis of “What next?” These leaders grow from strength to strength, are not tied to any industry or technology, and are truly business leaders who understand how to effectively leverage the tool.

As the discussion progressed, it was evident that the question was rhetorical. It’s just a matter of time before the CIO finds another large enterprise to host his quest for innovation.

How to become a CIO - Part 2

Every time I meet a set of people aspiring to become a CIO, they are interested in the 101 of how to become a CIO. So a long time back, I gave my viewpoint (this link takes you to the old post) on how can one become a CIO. That was driven out of a discussion with aspirants who wanted a checklist. In recent times, the discussion has come back with renewed vigor, which includes various themes including succession planning, on which I commented last month. However, the moot point is about how one can indeed become a CIO in the new normal—when everyone is now discussing about whether the CIO role as it exists today will disappear in the next five years.

Almost all the CIOs I know understand business (process, results, metrics, and influencers) as well as other CXOs. They are no longer enamored by technology, but are always asking the business benefit and ROI questions to vendors as well as partners. Most of them are able to hold a conversation on broad business subjects with management, and challenge the CEOs on why they should be engaging the Board. Their soft skills are well honed, and the CIOs are taking on additional responsibilities within their enterprises. A few CIOs (based on their interests) are seeking lateral movement or even nudging the CEO chair.

Now, that’s indeed a reflection of how the CIO’s role has evolved, and continues to break new barriers. So what should aspirant CIOs be working on? Should they adopt a role model from amongst CIOs, or look up checklists that many paper and web publications offer? If only transformation to a CXO role was as easy as ticking off an objective question list!

There are no training programs for someone to become a CIO, nor any specific qualifications that are inherent to a CIO. Like any CXO, the CIO is an integral part of the decision makers who influence the business’ direction. However, technology enablement of the business (process, results and metrics) is one of the key contributions expected from the CIO. To successfully execute this, I reiterate that the CIO’s focus is on par with others; evidently, the key ingredient for an aspiring CIO is the understanding that the business of IT is business, and not technology. This is the key tenet on which the CIO role is evolving, and success will largely depend on the (aspirant) CIO’s ability to further the business with, or without help from technology. The remaining traits can be developed with training, coaching and/or mentoring. Look around, and you will observe that the successful CIOs are indeed business leaders—not technologists.

So no 101s on how to become a CIO, or a checklist that you can use; did I not meet your expectations? I would rather do that, than give anyone a false sense of hope!

Are you happy being a CIO ?

It doesn’t matter which conference you go to, or who is the person at the discussion’s other end — Whenever the CIO’s evolution is examined, the other person always has a view on what should be a CIO’s next role. Multiple propositions get discussed, including that of the COO and CEO. Sometimes, the lateral inclusions are in supply chain, logistics or human resources, rarely in finance or marketing. But is the CIO an interim position that has to evolve into some other role? Why can’t CIOs be happy being good CIOs?

A few weeks back, a reporter called me. She said that I was one of the few people she knew who was happy being a CIO. She had not come across too many such people within her contact book despite having hundreds of listed CIOs. So this discussion continued on whether a CIO should necessarily move on to another role. If yes, which one?

I wondered a bit as she continued her excited chatter — what’s wrong in being a CIO, and that too a good one! Why is the world interested in my evolution to another CXO’s role (as if other CXOs would be extremely delighted to fill in my shoes)?

Apart from technology expertise, CIOs by virtue of providing technology enabled systems and processes across the enterprise have unparalleled visibility in terms of what happens across each function. They are expected to “know” the business, as well as understand the domain specific challenges and opportunities. Such a knowledge level is essential to provide new technology solutions, whether it’s marketing, sales, warehousing, finance or any other. Typically, this gets referred to as the wonderful world of “IT-business alignment”. Such opportunities give them an advantage over others from the CXO domain who may not have this opportunity (or the interest). Best of all, other CXOs do not get measured for knowing other functions and their ability to engage, let’s say the head of supply chain, in a discussion on the best put-away process.

This advantage and ability to influence business outcomes opens up possibilities. Maybe, just maybe, the CIO could take on additional responsibilities beyond “mundane” IT. In all possibility, he can bring about the best while improving the present. Analytical abilities come to the forefront at this point, whereupon the CIO typically challenges status quo, seeking a better tomorrow. So the question of whether a CIO is ready to take on the role of another CXO or a COO becomes irrelevant. If we push the envelope a bit further, he even has a remote chance of being a CEO. So pressure starts to build upon the CIO to get on with it.

So what’s wrong in being a good CIO? Why can’t the CIO remain in the current role and evolve it into a meaningful contributor to the organization (a difficult task to consistently execute)? At this point, the Board may benevolently grant a seat in the Boardroom’s hallowed chambers with other CXOs, executive and non-executive directors. The CIO then reaches the pinnacle of success within his role’s dimensions. Sustaining this peak position obviously requires as much effort as it took to get there. It’s at this juncture that the CIO can be deemed ready to challenge any CXO and succeed in the new role. Of course, this requires the ecosystem to at least be neutral (if not positive) towards the CIO. A negative or a non-conducive environment will be a challenge for any CXO, including the CIO. (See Are Boards ready for the CIO?)

Time to get back to the question “Are you happy being a CIO?” If you are, great! Build upon your success, challenge the organization, and keep on asking the question, “What do I need to do to get to the Boardroom?” If you aren’t, you are probably a CIO by accident or unable to find the magic formula for success (the magic formula is for another day). If you face a personal crisis on your role as a CIO, you should find yourself a mentor or coach who can help. Otherwise, go and find the right job for yourself !

How to become a CIO

Someone asked me a seemingly innocuous question "How do I become a CIO ?"

It set into motion a thought process and I began to wonder. So here is the result of the wondering in a step by step how to. There could be many more questions in the list, but I restricted myself to the ones that matter the most.

1. You have to want to become one
2. Some one should be willing to hire you as one
3. Ask yourself the questions below:

• Do you understand business activities well specific to your industry as well as generically ?
• Are you good at numbers, budgets, reconciliations, metrics ?
• Can you confidently present in a management group meeting without being tongue-tied ?
• Do people within your team and your users trust you ?
• Can you negotiate well with a vendor or a user ?
• Are you able to resolve conflict ?
• Are you able to hold your head high and have a disagreement with your boss without getting beaten up ?
• Can you talk in a language that non-IT folks can understand ?
• Are you able to deliver results as promised ?

If the answer to any of the questions above is NO, then work upon making it a yes. If you get more than 2 NO, then you are not yet ready.

If you got all YES and are not yet a CIO, then go to point 1 and 2. The only other reason can be you are a consultant.

Update: After being asked the question umpteen times by readers, I wrote the sequel to this piece, How to become a CIO - Part 2