People often describe motivation as an intrinsic quality; either you have it or you don’t. Motivation is not a possession, but a result of a two-part process of channeling your attention; Here’s where you are, and here’s where you want to go. It’s a shared future that can be a goal or a behavior, and the key is establishing the link and creating engagement around it, telling the story.
Rock Stars – one of the most overused corporate buzzwords today. The point of finding Rock Stars, though is to find a perfect match for your team and organization. Whether hiring a new employee or working to help the team improve, here are the qualities/qualifications to look for and cultivate:
Self-managing time, goals, and efforts. This leaves you free to be a coach, not a boss. Think of athletes. Top performers don’t need to be coaxed to workout, the coach simply puts the right players in the right places and gets out of the way!
Self-motivated by their own sense of pride. The best people are driven by their own success and the success of the team. No need for carrot or stick!
Fast learners who enjoy solving problems. Curiosity about the world in general, not just their own tasks. Focus on “how fast can you learn” not “how much do you know.”
Not tolerant of bad management. They will make you better by not accepting anything less.
Willing to push back and give their own opinions.
Customer-focused. IT is a service, and the best employees won’t put up with mediocre service levels.
CIO defines the strategic role for the IT Department according to a defined set of principles. Examples include:
IT Role: collaborates with the business to shape strategy and streamline operations. Alignment between IT and the business, targeted technology investments, and being an advocate for users and constituents.
Resource Model: focus on talent, methods, and tools to accelerate innovation. Hiring smart people, adopting the Agile working method, leading-edge tools, and targeted vendor partnerships.
Technology Foundation: Build flexible, scalable systems that speed release of IT solutions with a modular architecture, enterprise-wide data, and integrated cybersecurity.
Business relationship managers, whether a dedicated role or as part of a combined role, provides seamless collaboration between IT and the business divisions/departments.
Focus on the three most common types of organizational change: developmental change—improving and optimizing established processes, strategies and procedures while trying not to reinvent the wheel; transitional change such as automating manual business processes; and transformational change to culture, core values and operations.
Prioritize and invest in reducing technical debt to ensure the success of digital transformation.
Updating and refining the cloud strategy—not seeking a single vendor but looking for hybrid platforms to provide business and technical blueprints to accelerate digital change along with multi-cloud management tools.