The Chief Information Officer’s job is evolving and no one can ignore that. Expectations that CIOs will support Business have been on the horizon for a long time. It is becoming clear that the successful CIO is one who plays the role of “trusted advisor” to Business. In the past it was not uncommon for Business to describe the CIO as a “gate keeper” (often seen as “obstacle”) rather than as an enabler. So what has changed? Both IT and Business have evolved towards a more respectful relationship. Many CIOs are not only providing sound IT services but are also assuming leadership roles to tackle non-technological issues within the company. IBM studies suggest that “Recognizing that successful IT innovation requires deep involvement with the business overall, CIOs increasingly: help set business strategy; use IT to enable business flexibility; innovatively deploy technology to enhance the competitiveness of their organizations; and help corporations meet enterprise-wide goals and solve enterprise-wide problems.”
Have you changed your expectations of the CIO’s role in relation to help provided to the enterprise?
When I read this short article, I immediately thought about sharing it with you. Of course, none of us have any bad working habits. It is the other people who have them. So for their benefit, in order to “help them” I suggest you read the short summary below…
We all have bad work habits — checking email during meetings, insisting on being right, multitasking to the point of accomplishing nothing. Here are two steps to achieving long-term behavior change and getting rid of bad habits for good:
1. Create useful fear.
You know that bad habits are bad, but do you truly understand their impact on others and your career? Picture what your review will say if you continually show disrespect for others during meetings. Imagine that you may be left out of important future meetings. The fear will help you stop.
2. Find the reward.
Stopping the behavior is the first step. Now you need to find a reason to not let it return. Enjoy the pleasure of being fully present in a meeting. Discover how much more you can contribute and how much more you are appreciated. This reward will help you sustain the change.
This weekend a friend of mine asked me a seemingly innocent question. What course should I choose to get the corner office?
Well we thought for a moment and then we started brainstorming over coffee and camomile tea. We had a few ideas: accounting, business, law, economics… and this made me wonder: is there a foolproof pathway to the corner office? I promised to do my research and give her a definitive answer, and here is what I found (thanks to Google and HBR). According to a study of U.S. degrees, economics beats all other majors, including business, physical sciences and political science as a path to becoming CEO. Interestingly a business major’s chance of becoming CEO of an S&P 500 company is 34% lower than an economics major’s.
What are your views on education requirements for becoming the CEO?
Feedback, feedback. We all know how important feedback is. Leaders often participate in management and leadership training where feedback is being discussed. This is usually followed by “how to give constructive feedback” coaching sessions. Did you ever wonder what the typical ratio of negative vs positive feedback is that we give or receive? I have observed that we focus more on negative than on positive. Are we forgetting about power of positive feedback/experiences?
I have read that over the past decade, John Gottman and others have explored the impact of positive-to-negative interaction ratios in our work and personal life. They have found that this ratio can be used to predict—with remarkable accuracy—everything from workplace performance to divorce. There exists the “Golden Ratio” of 5:1 where an individual should have 5 times more positive experiences/feedback to one negative experience/feedback. Now let me ask you a question. As a leader, manager, employee, partner, parent…
How do you measure up?
What steps are you going to take to move toward the “Golden Ratio”?
Let me help you a little…
Leaders need to focus more on giving positive rather than “constructive” feedback. We cannot underestimate how powerful positive feedback is in motivating employees:
Don’t wait. Start now and remember praise is best received in public.
Make sure that you are specific and provide detail.
Be sincere and honest.
Consider the recipient of your feedback. Some of your team members may prefer quiet celebration rather than company assembly.
Recognise often, even small achievements. They are small steps toward the goal.
Most of all, please do not wait for the perfect moment. Some of us have difficulty with giving praise. Just remember “practice makes a master”.
If you feel skeptical about it, please give it a go at work and in your family/social situation. You may be surprised how much difference you can make in other people’s lives.
This little blog post by Mike Rogers made me laugh and think at the same time. He writes “Since most of us need time to waste, I thought it would be beneficial to my blogging audience to provide eight tips you must, must, must incorporate into your meetings. They are legend in most meetings and will help you waste as much time as possible, I guarantee it! ”
We all know how important creative teams are for business success. Yet it is not an easy task. There is a significant amount of management advice on the importance of having the right people, with the right skillset but this may not be enough. So, what is the mystery ingredient that makes a group of individuals to become a team? Managers are often faced with this difficult dilemma. Nigel Collin in his article: