IT Leadership & Talent Management

1. IT Leadership & Talent Management A priority with failing grades ~ Joe Kane Northwestern University Masters in IT Tribune November 3, 2007

2. Business Drivers • Business change ~ fastest pace ever • Globalization + IT  structural, operational & cultural change • B-Model innovation  ++ operating margins • IT = innovation and competitive advantage • IT savvy companies  ++ business performance • CEOs... 84% “IT enables & transforms

3. IT Opportunities • “Management recognizes technology as central to innovation and competitive advantage... more CIOs are gaining a prominent seat at the table in their executive teams and are playing an active role in strategic business decisions." • CIOs have end-to-end view of business

4. IT Realities • But... 30+% CIOs NOT on executive committee • CEOs: 16% “we take advantage of IT” (vs. 84%) • CIO - Misperceptions of role, lack business competency • IT leaders = tech specialist vs. business leaders • Managing Global Talent greatest challenge (50% of CIOs) • Attracting, developing, retaining talent - #2 IT concern • Boomer drain • Demand will exceed pipeline

5. Talent Pipeline - what’s wrong with this picture? • Enrollment in IT college programs declining • Perception that IT jobs are decreasing • Desired skills in entry level candidates: • Programming, Support/help desk • Roles most likely to be outsourced/offshore: • Programming, Support/help desk

6. Successful IT Organization- Technology AND.... • Talent Management • Quality Management • Demand Management • Governance & Portfolio Management • Financial Management • Vendor/Partner Management • Relationship Management

7. Talent Management- whose job? • “That’s HR... And not meeting my needs” • “IT people leave in 2-3 years” • “Where is the ROI” ~ • “Young workers pose a confounding problem... Lofty expectations and a near total lack of loyalty have conspired to make young workers entirely unpredictable” (CIO Insight)

8. Talent Management – CIO’s job • “CIOs, not corporate HR, hold the keys to change. High performing CIOs allocate more time to IT staff management and development than any other single activity” (CIO Executive Board)

9. IT Talent Management • Engagement • Leadership Development • Identification of HIPO • Succession Planning • Learning & Development • Coaching & Mentoring • Sourcing Strategy • Building Business Acumen • Skills Inventory • Resource Management • Integrated process & data

10. Attributes of IT Leaders • Relationship Management • Leadership • Business Acumen • Global Perspective • Strategy  Execution • Flexibility and Fleet-of-foot • Collaborative and Partnering

11. Attributes of IT Leaders • Risk Taker • Emotionally invested • Tolerance and OK with ambiguity • HR leader too • HIPO... • Ability • Aspiration • Engagement

12. Attributes of Business Leaders • Creates Focus and passion • Acts with Emotional Intelligence • Runs the Business • Invests in Talent • Sponsors growth of others • Seeks feedback and acts on it • Eager to learn

13. What Now? Company …. • Assess maturity of IT Talent Management • Prioritize, plan, execute • Invest in HCM (people/process/tools) • CIO sponsorship

14. What about you? As future leaders.... • Assess your leadership attributes • Gather feedback • Personal development plan • Get a coach/mentor • Focus on your strengths • Are you HIPO? • Skills / Desire / Engaged

15. What about you? As managers and mentors • Respect / requiring / example / develop • Realize your potential by helping others realize theirs • Honor to lead others • People leave bosses, not companies

16. Invest in Assets If people are your greatest asset…. • Know your talent needs • Define your pipeline • Invest in your people

17. War for Talent … and it’s brutal “… scarcity of the essential employee… talented, tech savvy, who can collaborate, innovate, and manage change.”

18. Credits • “Aligned at the Top” – Deloittte Economist Intelligence Unit • “Expectations forBusiness Leaders” - Hewitt Associates • “The Business Case for Human Capital Management” - SAP White Paper • “The Five Messages Leaders Must Manage” - Harvard Business Review podcast • “The Human Factor” – CIO Insight • “The Information Technology Workforce: Trends and Implications 2005-2008” - SIM • “The IT Professional Outlook: Where Will We Go From Here” – Gartner Research • “It’s 2008: Do You Know Where Your Talent IS?” - Deloitte • “The New CIO: Change Partner and Business Leader”- IBM Center for CIO Leadership • “Recruiting the Next Generation of IT Leaders” - Spencer Stuart • “Successful Strategies for Talent Management” - PriceWaterhoudeCoopers • “Three Tips for Creating a Business-Savvy Information Technology Staff”; CIO.COM • “From High Performance to High Potential” - CIO Executive Board/Corp Executive Board • “Spiritual Leadership” – James Ritscher • “Talent Management – the New Business Imperative”- BusinessWeek Research Services • Ed Busse – Global IT Leader – Hollister • Perry Cliburn – VP/CTO – Ceridian • Jasen Judd – Organization Change Architect - CSC • Kate Kaiser – Marquette University • Steve King – Talent Management Leader – Baxter International • Bahman Koohestani – Sr VP & CIO – Orbitz Worldwide • John Moon – CIO – Johnson Outdoors • Karenann Terrell - CIO – Baxter International

19. That’s all, folkswww.lucaskane.com