Design and Implement a Business-Aligned Security Program

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  • You need to build a security program that enables business services and secures the technology that makes them possible.
  • Building an effective, business-aligned security program requires that you coordinate many components, including technologies, processes, organizational structures, information flows, and behaviors.
  • The program must prioritize the right capabilities, and support its implementation with clear accountabilities, roles, and responsibilities.

Our Advice

Critical Insight

  • Common security frameworks focus on operational controls rather than business value creation, are difficult to convey to stakeholders, and provide little implementation guidance.
  • A security strategy can provide a snapshot of your program, but it won’t help you modernize or transform it, or align it to meet emerging business requirements.
  • There is no unique, one-size-fits-all security program. Each organization has a distinct character and profile and differs from others in several critical respects.

Impact and Result

Tailor your security program according to what makes your organization unique.

  • Analyze critical design factors to determine and refine the scope of your security program and prioritize core program capabilities.
  • Identify program accountabilities, roles, and responsibilities.
  • Build an implementation roadmap to ensure its components work together in a systematic way to meet business requirements.

Design and Implement a Business-Aligned Security Program Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Design and Implement a Business-Aligned Security Strategy – A step-by-step guide on how to understand what makes your organization unique and design a security program with capabilities that create business value.

This storyboard will help you lay foundations for your security program that will inform future security program decisions and give your leadership team the information they need to support your success. You will evaluate design factors that make your organization unique, prioritize the security capabilities to suit, and assess the maturity of key security program components including security governance, security strategy, security architecture, service design, and service metrics.

  • Design and Implement a Business-Aligned Security Program Storyboard

2. Security Program Design Tool – Tailor the security program to what makes your organization unique to ensure business-alignment.

Use this Excel workbook to evaluate your security program against ten key design factors. The tool will produce a goals cascade that shows the relationship between business and security goals, a prioritized list of security capabilities that align to business requirements, and a list of program accountabilities.

  • Security Program Design Tool

3. Security Program Design and Implementation Plan – Assess the current state of different security program components, plan next steps, and communicate the outcome to stakeholders.

This second Excel workbook will help you conduct a gap analysis on key security program components and identify improvement initiatives. You can then use the Security Program Design and Implementation Plan to collect results from the design and implementation tools and draft a communication deck.

  • Security Program Implementation Tool
  • Security Program Design and Implementation Plan

Infographic

Workshop: Design and Implement a Business-Aligned Security Program

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

1 Initial Security Program Design

The Purpose

Determine the initial design of your security program.

Key Benefits Achieved

An initial prioritized list of security capabilities that aligns with enterprise strategy and goals.

Activities

1.1 Review Info-Tech diagnostic results.

1.2 Identify project context.

1.3 Identify enterprise strategy.

1.4 Identify enterprise goals.

1.5 Build a goal cascade.

1.6 Assess the risk profile.

1.7 Identify IT-related issues.

1.8 Evaluate initial program design.

Outputs

Stakeholder satisfaction with program

Situation, challenges, opportunities

Initial set of prioritized security capabilities

Initial set of prioritized security capabilities

Initial set of prioritized security capabilities

Initial set of prioritized security capabilities

Initial set of prioritized security capabilities

Initial set of prioritized security capabilities

2 Refine Security Program Capabilities

The Purpose

Refine the design of your security program.

Key Benefits Achieved

A refined, prioritized list of security capabilities that reflects what makes your organization unique.

Activities

2.1 Gauge threat landscape.

2.2 Identify compliance requirements.

2.3 Categorize the role of IT.

2.4 Identify the sourcing model.

2.5 Identify the IT implementation model.

2.6 Identify the tech adoption strategy.

2.7 Refine the scope of the program.

Outputs

Refined set of prioritized security capabilities

Refined set of prioritized security capabilities

Refined set of prioritized security capabilities

Refined set of prioritized security capabilities

Refined set of prioritized security capabilities

Refined set of prioritized security capabilities

Refined set of prioritized security capabilities

3 Security Program Gap Analysis

The Purpose

Finalize security program design.

Key Benefits Achieved

Key accountabilities to support the security program

Gap analysis to produce an improvement plan

Activities

3.1 Identify program accountabilities.

3.2 Conduct program gap analysis.

3.3 Prioritize initiatives.

Outputs

Documented program accountabilities.

Security program gap analysis

Security program gap analysis

4 Roadmap and Implementation Plan

The Purpose

Create and communicate an improvement roadmap for the security program.

Key Benefits Achieved

Security program design and implementation plan to organize and communicate program improvements.

Activities

4.1 Build program roadmap

4.2 Finalize implementation plan

4.3 Sponsor check-in

Outputs

Roadmap of program improvement initiatives

Roadmap of program improvement initiatives

Communication deck for program design and implementation

Further reading

Design a Business-Aligned Security Program

Focus on business value first.

EXECUTIVE BRIEF

Analyst Perspective

Business alignment is no accident.

Michel Hébert

Security leaders often tout their choice of technical security framework as the first and most important program decision they make. While the right framework can help you take a snapshot of the maturity of your program and produce a quick strategy and roadmap, it won’t help you align, modernize, or transform your program to meet emerging business requirements.

Common technical security frameworks focus on operational controls rather than business services and value creation. They are difficult to convey to business stakeholders and provide little program management or implementation guidance.

Focus on business value first, and the security services that enable it. Your organization has its own distinct character and profile. Understand what makes your organization unique, then design and refine the design of your security program to ensure it supports the right capabilities. Next, collaborate with stakeholders to ensure the right accountabilities, roles, and responsibilities are in place to support the implementation of the security program.

Michel Hébert
Research Director, Security & Privacy
Info-Tech Research Group

Executive Summary

Your Challenge

Common Obstacles

Info-Tech’s Approach

  • You need to build a security program that enables business services and secures the technology that makes them possible.
  • Building an effective, business-aligned security program requires that you coordinate many components, including technologies, processes, organizational structures, information flows, and behaviors.
  • The program must prioritize the right capabilities, and support its implementation with clear accountabilities, roles, and responsibilities.
  • Common security frameworks focus on operational controls rather than business value creation, are difficult to convey to stakeholders, and provide little implementation guidance.
  • A security strategy can provide a snapshot of your program, but it won’t help you modernize or transform it, or align it to meet emerging business requirements.
  • There is no unique, one-size-fits-all security program. Each organization has a distinct character and profile and differs from others in several critical respects.

Tailor your security program according to what makes your organization unique.

  • Analyze critical design factors to determine and refine the design of your security program and prioritize core program capabilities.
  • Identify program accountabilities, roles, and responsibilities.
  • Build an implementation roadmap to ensure its components work together in a systematic way to meet business requirements.

Info-Tech Insight

You are a business leader who supports business goals and mitigates risk. Focus first on business value and the security services that enable it, not security controls.

Your challenge

The need for a solid and responsive security program has never been greater.

  • You need to build a security program that enables business services and secures the technology that makes them possible.
  • Building an effective, business-aligned security program requires that you coordinate many components, including technologies, processes, organizational structures, information flows, and behaviors.
  • The program must prioritize the right capabilities, and support its implementation with clear accountabilities, roles, and responsibilities.
  • You must communicate effectively with stakeholders to describe the risks the organization faces, their likely impact on organizational goals, and how the security program will mitigate those risks and support the creation of business value.
  • Ransomware is a persistent threat to organizations worldwide across all industries.
  • Cybercriminals deploying ransomware are evolving into a growing and sophisticated criminal ecosystem that will continue to adapt to maximize its profits.

  • Critical infrastructure is increasingly at risk.
  • Malicious agents continue to target critical infrastructure to harm industrial processes and the customers they serve State-sponsored actors are expected to continue to target critical infrastructure to collect information through espionage, pre-position in case of future hostilities, and project state power.

  • Disruptive technologies bring new threats.
  • Malicious actors increasingly deceive or exploit cryptocurrencies, machine learning, and artificial intelligence technologies to support their activities.

Sources: CCCS (2023), CISA (2023), ENISA (2023)

Your challenge

Most security programs are not aligned with the overall business strategy.

50% Only half of leaders are framing the impact of security threats as a business risk.

49% Less than half of leaders align security program cost and risk reduction targets with the business.

57% Most leaders still don’t regularly review security program performance of the business.

Source: Tenable, 2021

Common obstacles

Misalignment is hurting your security program and making you less influential.

Organizations with misaligned security programs have 48% more security incidents...

…and the cost of their data breaches are 40% higher than those with aligned programs.

37% of stakeholders still lack confidence in their security program.

54% of senior leaders still doubt security gets the goals of the organization.

Source: Frost & Sullivan, 2019
Source: Ponemon, 2023

Common obstacles

Common security frameworks won’t help you align your program.

  • Common security frameworks focus on operational controls rather than business value creation, are difficult to convey to stakeholders, and provide little implementation guidance.
  • A security strategy based on the right framework can provide a snapshot of your program, but it won’t help you modernize, transform, or align your program to meet emerging business requirements.
  • The lack of guidance leads to a lack of structure in the way security services are designed and managed, which reduces service quality, increases security friction, and reduces business satisfaction.

There is no unique, one-size-fits-all security program.

  • Each organization has a distinct character and profile and differs from others in several critical respects. The security program for a cloud-first, DevOps environment must emphasize different capabilities and accountabilities than one for an on-premise environment and a traditional implementation model.

Info-Tech’s approach

You are a business leader who supports business goals and mitigates risk.

  • Understand what makes your organization unique, then design and refine a security program with capabilities that create business value.
  • Next, collaborate with stakeholders to ensure the right accountabilities, roles, and responsibilities are in place, and build an implementation roadmap to ensure its components work together over time.

Security needs to evolve as a business strategy.

  • Laying the right foundations for your security program will inform future security program decisions and give your leadership team the information they need to support your success. You can do it in two steps:
    • Evaluate the design factors that make your organization unique and prioritize the security capabilities to suit. Info-Tech’s approach is based on the design process embedded in the latest COBIT framework.
    • Review the key components of your security program, including security governance, security strategy, security architecture, service design, and service metrics.

If you build it, they will come

“There's so much focus on better risk management that every leadership team in every organization wants to be part of the solution.

If you can give them good data about what things they really need to do, they will work to understand it and help you solve the problem.”

Dan Bowden, CISO, Sentara Healthcare (Tenable)

Design a Business-Aligned Security Program

The image contains a screenshot of how to Design a business-aligned security program.


Choose your own adventure

This blueprint is ideal for new CISOs and for program modernization initiatives.

1. New CISO

“I need to understand the business, prioritize core security capabilities, and identify program accountabilities quickly.”

2. Program Renewal

“The business is changing, and the threat landscape is shifting. I am concerned the program is getting stale.”

Use this blueprint to understand what makes your organization unique:

  1. Prioritize security capabilities.
  2. Identify program accountabilities.
  3. Plan program implementation.

If you need a deep dive into governance, move on to a security governance and management initiative.

3. Program Update

“I am happy with the fundamentals of my security program. I need to assess and improve our security posture.”

Move on to our guidance on how to Build an Information Security Strategy instead.

Info-Tech’s methodology for security program design

Define Scope of
Security Program

Refine Scope of
Security Program

Finalize Security
Program Design

Phase steps

1.1 Identify enterprise strategy

1.2 Identify enterprise goals

1.3 Assess the risk profile

1.4 Identify IT-related issues

1.5 Define initial program design

2.1 Gage threats and compliance

2.2 Assess IT role and sourcing

2.3 Assess IT implementation model

2.4 Assess tech adoption strategy

2.5 Refine program design

3.1 Identify program accountabilities

3.2 Define program target state

3.3 Build program roadmap

Phase outcomes

  • Initial security program design
  • Refined security program design
  • Prioritized set of security capabilities
  • Program accountabilities
  • Program gap closure initiatives

Tools

Insight Map

You are a business leader first and a security leader second

Technical security frameworks are static and focused on operational controls and standards. They belong in your program’s solar system but not at its center. Design your security program with business value and the security services that enable it in mind, not security controls.

There is no one-size-fits-all security program
Tailor your security program to your organization’s distinct profile to ensure the program generates value.

Lay the right foundations to increase engagement
Map out accountabilities, roles, and responsibilities to ensure the components of your security program work together over time to secure and enable business services.

If you build it, they will come
Your executive team wants to be part of the solution. If you give them reliable data for the things they really need to do, they will work to understand and help you solve the problem.

Blueprint deliverables

Info-Tech supports project and workshop activities with deliverables to help you accomplish your goals and accelerate your success.

Security Program Design Tool

Tailor the security program to what makes your organization unique to ensure alignment.

The image contains a screenshot of the Security Program Design Tool.

Security Program Implementation Tool

Assess the current state of different security program components and plan next steps.



SecurityProgram Design and Implementation Plan

Communicate capabilities, accountabilities, and implementation initiatives.

The image contains a screenshot of the Security Program Design and Implementation Plan.

Key deliverable

Security Program Design and Implementation Plan

The design and implementation plan captures the key insights your work will generate, including:

  • A prioritized set of security capabilities aligned to business requirements.
  • Security program accountabilities.
  • Security program implementation initiatives.

Blueprint benefits

IT Benefits

Business Benefits

  • Laying the right foundations for your security program will:
    • Inform the future security governance, security strategy, security architecture, and service design decisions you need to make.
    • Improve security service design and service quality, reduce security friction, and increase business satisfaction with the security program.
    • Help you give your leadership team the information they need to support your success.
    • Improve the standing of the security program with business leaders.
  • Organizations with a well-aligned security program:
    • Improve security risk management, performance measurement, resource management, and value delivery.
    • Lower rates of security incidents and lower-cost security breaches.
    • Align costs, performance, and risk reduction objectives with business needs.
    • Are more satisfied with their security program.

Measure the value of using Info-Tech’s approach

Assess the effectiveness of your security program with a risk-based approach.

Deliverable

Challenge

Security Program Design

  • Prioritized set of security capabilities
  • Program accountabilities
  • Devise and deploy an approach to gather business requirements, identify and prioritize relevant security capabilities, and assign program accountabilities.
  • Cost and Effort : 2 FTEs x 90 days x $130,000/year

Program Assessment and Implementation Plan

  • Security program assessment
  • Roadmap of gap closure initiatives
  • Devise and deploy an approach to assess the current state of your security program, identify gap closure or improvement initiatives, and build a transformation roadmap.
  • Cost and Effort : 2 FTEs x 90 days x $130,000/year

Measured Value

  • Using Info-Tech’s best practice methodology will cut the cost and effort in half.
  • Savings: 2 FTEs x 45 days x $130,000/year = $65,000

Measure the impact of your project

Use Info-Tech diagnostics before and after the engagement to measure your progress.

  • Info-Tech diagnostics are standardized surveys that produce historical and industry trends against which to benchmark your organization.
  • Run the Security Business Satisfaction and Alignment diagnostic now, and again in twelve months to assess business satisfaction with the security program and measure the impact of your program improvements.
  • Reach out to your account manager or follow the link to deploy the diagnostic and measure your success. Diagnostics are included in your membership.

Inform this step with Info-Tech diagnostic results

  • Info-Tech diagnostics are standardized surveys that accelerate the process of gathering and analyzing pain point data.
  • Diagnostics also produce historical and industry trends against which to benchmark your organization.
  • Reach out to your account manager or follow the links to deploy some or all these diagnostics to validate your assumptions. Diagnostics are included in your membership.

Governance & Management Maturity Scorecard
Understand the maturity of your security program across eight domains.
Audience: Security Manager

Security Business Satisfaction and Alignment Report
Assess the organization’s satisfaction with the security program.
Audience: Business Leaders

CIO Business Vision
Assess the organization’s satisfaction with IT services and identify relevant challenges.
Audience: Business Leaders

Executive Brief Case Study

INDUSTRY: Higher Education

SOURCE: Interview

Building a business-aligned security program

Portland Community College (PCC) is the largest post-secondary institution in Oregon and serves more than 50,000 students each year. The college has a well-established information technology program, which supports its education mission in four main campuses and several smaller centers.

PCC launched a security program modernization effort to deal with the evolving threat landscape in higher education. The CISO studied the enterprise strategy and goals and reviewed the college’s risk profile and compliance requirements. The exercise helped the organization prioritize security capabilities for the renewal effort and informed the careful assessment of technical controls in the current security program.

Results

Laying the right foundations for the security program helped the security function understand how to provide the organization with a clear report of its security posture. The CISO now reports directly to the board of directors and works with stakeholders to align cost, performance, and risk reduction objectives with the needs of the college.

The security program modernization effort prioritized several critical design factors

  • Enterprise Strategy
  • Enterprise Goals
  • IT Risk Profile
  • IT-Related Issues
  • IT Threat Landscape
  • Compliance Requirements

Info-Tech offers various levels of support to best suit your needs

DIY Toolkit

“Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

Guided Implementation

“Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

Workshop

“We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

Consulting

“Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

Diagnostics and consistent frameworks used throughout all four options

Guided Implementation

What does a typical GI on this topic look like?

Phase 1 Phase 2 Phase 3

Call #1:
Scope requirements, objectives, and specific challenges.

Call #2:
Define business context, assess risk profile, and identify existing security issues.

Define initial design of security program.

Call #3:
Evaluate threat landscape and compliance requirements.

Call #4:
Analyze the role of IT, the security sourcing model, technology adoption, and implementation models.

Refine the design of the security program.

Call #5:
Identify program accountabilities.

Call #6:
Design program target state and draft security program implementation plan.

A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

A typical GI is 4 to 6 calls over the course of 6 months.

Workshop Overview

Contact your account representative for more information.
workshops@infotech.com 1-888-670-8889

Day 1 Day 2 Day 3 Day 4 Day 5

Initial Security
Program Design

Refine Security
Program Design

Security Program
Gap Analysis

Roadmap and Implementation Plan

Next Steps and
Wrap-Up (offsite)

Activities

1.1.0 Review Info-Tech diagnostic results

1.1.1 Identify project context

1.1.2 Identify enterprise strategy

1.2.1 Identify enterprise goals

1.2.2 Build a goals cascade

1.3 Assess the risk profile

1.4 Identify IT-related issues

1.5 Evaluate initial program design

2.1.1 Gauge threat landscape

2.1.2 Identify compliance requirements

2.2.1 Categorize the role of IT

2.2.2 Identify the sourcing model

2.3.1 Identify the IT implementation model

2.4.1 Identify the tech adoption strategy

2.5.1 Refine the design of the program

3.1 Identify program accountabilities

3.2.1 Conduct program gap analysis

3.2.2 Prioritize initiatives

3.3.1 Build program roadmap

3.3.2 Finalize implementation plan

3.3.3 Sponsor check-in

4.1 Complete in-progress deliverables from previous four days

4.2 Set up review time for workshop deliverables and to discuss next steps

Deliverables

  1. Project context
  2. Stakeholder satisfaction feedback on security program
  3. Initial set of prioritized security capabilities
  1. Refined set of prioritized security capabilities
  1. Documented program accountabilities
  2. Security program gap analysis
  1. Roadmap of initiatives
  2. Communication deck for program design and implementation
  1. Completed security program design
  2. Security program design and implementation plan

Customize your journey

The security design blueprint pairs well with security governance and security strategy.

  • The prioritized set of security capabilities you develop during the program design project will inform efforts to develop other parts of your security program, like the security governance and management program and the security strategy.
  • Work with your member services director, executive advisor, or technical counselor to scope the journey you need. They will work with you to align the subject matter experts to support your roadmap and workshops.

Workshop
Days 1 and 2

Workshop
Days 3 and 4

Security Program Design Factors

Security Program Gap Analysis or
Security Governance and Management

Beyond Survival

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  • Consumer, customer, employee, and partner behavior has changed; new needs have arisen as a result of COVID-19. Entire business models had to be rethought and revised – in real time with no warning.
  • And worse, no one knows when (or even if) the pandemic will end. The world and the economy will continue to be highly uncertain, unpredictable, and vulnerable for some time.
  • Business leaders need to continue experimenting to stay in business, protect employees and supply chains, manage financial obligations, allay consumer and employee fears, rebuild confidence, and protect trust.
  • How do organizations know whether their new business tactics are working?

Our Advice

Critical Insight

  • We can learn many lessons from those who have survived and are succeeding.
  • They have one thing in common though – they rely on data and analytics to help people think and know how to respond, evaluate effectiveness of new business tactics, uncover emerging trends to feed innovation, and minimize uncertainty and risk.
  • This mini-blueprint highlights organizations and use cases where data, analytics, and AI deliver tangible business and human value now and in the future.

Impact and Result

  • Learn from the pandemic survivors and super-achievers so that you too can hit the ground running in the new normal. Even better – go beyond survival, like many of them have done. Create your future by leveraging and scaling up your data and analytics investments. It is not (yet) too late, and Info-Tech can help.

Beyond Survival Research & Tools

Beyond Survival

Use data, analytics, and AI to reimagine the future and thrive in the new normal.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

  • Beyond Survival Storyboard
[infographic]

Take the First Steps to Embrace Open-Source Software

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  • Parent Category Name: Development
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Your organization is looking to invest in new software or a tool to solve key business and IT problems. They see open source as a viable option given the advertised opportunities and the popularity of many open-source projects, but they have concerns:

  • Despite the longevity and broad adoption of open-source software, stakeholders are hesitant about its long-term viability and the costs of ongoing support.
  • A clear direction and strategy are needed to align the expected value of open source to your stakeholders’ priorities and gain the funding required to select, implement, and support open-source software.

Our Advice

Critical Insight

  • Position open source in the same light as commercial software. The continuous improvement and evolution of popular open-source software and communities have established a reputation for reliability in the industry.
  • Consider open source as another form of outsource development. Open source is externally developed software where the code is accessible and customizable. Code quality may not align to your organization’s standards, which can require extensive testing and optimization.
  • Treat open source as any internally developed solution. Configurations, integrations, customizations, and orchestrations of open-source software are often done at the code level. While some community support is provided, most of the heavy lifting is done by the applications team.

Impact and Result

  • Outline the value you expect to gain. Discuss current business and IT priorities, use cases, and value opportunities to determine what to expect from open-source versus commercial software.
  • Define your open-source selection criteria. Clarify the driving factors in your evaluation of open-source and commercial software using your existing IT procurement practices as a starting point.
  • Assess the readiness of your team. Clarify the roles, processes, and tools needed for the implementation, use, and maintenance of open-source software.

Take the First Steps to Embrace Open-Source Software Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Take the First Steps to Embrace Open-Source Software Storyboard – A guide to learn the fit, value, and considerations of open-source software.

This research walks you through the misconceptions about open source, factors to consider in its selection, and initiatives to prepare your teams for its adoption.

  • Take the First Steps to Embrace Open-Source Software Storyboard

2. Open-Source Readiness Assessment – A tool to help you evaluate your readiness to embrace open-source software in your environment.

Use this tool to identify key gaps in the people, processes, and technologies needed to support open source in your organization. It also contains a canvas to facilitate discussions about expectations with your stakeholders and applications teams.

  • Open-Source Readiness Assessment
[infographic]

Further reading

Take the First Steps to Embrace Open-Source Software

Begin to understand what is required to embrace open-source software in your organization.

Analyst Perspective

With great empowerment comes great responsibilities.

Open-source software promotes enticing technology and functional opportunities to any organization looking to modernize without the headaches of traditional licensing. Many organizations see the value of open source in its ability to foster innovation, be flexible to various use cases and system configurations, and give complete control to the teams who are using and managing it.

However, open source is not free. While the software is freely and easily accessible, its use and sharing are bound by its licenses, and its implementation requires technical expertise and infrastructure investments. Your organization must be motivated and capable of taking on the various services traditionally provided and managed by the vendor.

Photo of Andrew Kum-Seun

Andrew Kum-Seun
Research Director,
Application Delivery and Application Management
Info-Tech Research Group

Executive Summary

Your Challenge

Your organization is looking to invest in new software or a tool to solve key business and IT problems. They see open source as a viable option because of the advertised opportunities and the popularity of many open-source projects.

Despite the longevity and the broad adoption of open-source software, stakeholders are hesitant about its adoption, its long-term viability, and the costs of ongoing support.

A clear direction and strategy is needed to align the expected value of open source to your stakeholders’ priorities and gain the funding required to select, implement, and support open-source software.

Common Obstacles

Your stakeholders’ fears, uncertainties, and doubts about open source may be driven by misinterpretation or outdated information. This hesitancy can persist despite some projects being active longer than their proprietary counterparts.

Certain software features, support capabilities, and costs are commonly overlooked when selecting open-source software because they are often assumed in the licensing and service costs of commercial software.

Open-source software is often technically complicated and requires specific skill sets and knowledge. Unfortunately, current software delivery capability gaps impede successful adoption and scaling of open-source software.

Info-Tech’s Approach

Outline the value you expect to gain. Discuss current business and IT priorities, use cases, and value opportunities to determine what to expect from open-source versus commercial software.

Define your open-source selection criteria. Clarify the driving factors in your evaluation of open-source and commercial software using your existing IT procurement practices as a starting point.

Assess the readiness of your team. Clarify the roles, processes, and tools needed for the implementation, use, and maintenance of open-source software.

Insight Summary

Overarching Info-Tech Insight

Open source is as much about an investment in people as it is about technology. It empowers applications teams to take greater control over their technology and customize it as they see fit. However, teams need the time and funding to conduct the necessary training, management, and ongoing community engagement that open-source software and its licenses require.

  • Position open source in the same light as commercial software.
    The continuous improvement and evolution of popular open-source software and communities have established a trusting and reliable reputation in the industry. Open-source software quality and community support can rival similar vendor capabilities given the community’s maturity and contributions in the technology.
  • Consider open source another form of outsource development.
    Open source is externally developed software where the code is accessible and customizable. Code quality may not align to your organization’s standards, which can require extensive testing and optimization. A thorough analysis of change logs, code repositories, contributors, and the community is recommended – much to the same degree as one would do with prospective outsourcing partners.
  • Treat open source as any internally developed solution.
    Configurations, integrations, customizations, and orchestrations of open-source software are often done at the code level. While some community support is provided, most of the heavy lifting is done by the applications team. Teams must be properly resourced, upskilled, and equipped to meet this requirement. Otherwise, third-party partners are needed.

What is open source?

According to Synopsys, “Open source software (OSS) is software that is distributed with its source code, making it available for use, modification, and distribution with its original rights. … Programmers who have access to source code can change a program by adding to it, changing it, or fixing parts of it that aren’t working properly. OSS typically includes a license that allows programmers to modify the software to best fit their needs and control how the software can be distributed.”

What are the popular use cases?

  1. Programming languages and frameworks
  2. Databases and data technologies
  3. Operating systems
  4. Git public repos
  5. Frameworks and tools for AI/ML/DL
  6. CI/CD tooling
  7. Cloud-related tools
  8. Security tools
  9. Container technology
  10. Networking

Source: OpenLogic, 2022

Common Attributes of All Open-Source Software

  • Publicly shared repository that anyone can access to use the solution and contribute changes to the design and functionality of the project.
  • A community that is an open forum to share ideas and solution enhancements, discuss project direction and vision, and seek support from peers.
  • Project governance that sets out guidelines, rules, and requirements to participate and contribute to the project.
  • Distribution license that defines the terms of how a solution can be used, assessed, modified, and distributed.

Take the first steps to embrace open-source software

Begin to understand what is required to embrace open-source software in your organization.

A diagram of open-source community.

State the Value of Open Source: Discuss current business and IT priorities, use cases, and value opportunities to determine what to expect from open-source versus commercial software.

Select Your Open-Source Software: Clarify the driving factors in your evaluation of open-source and commercial software using your existing IT procurement practices as a starting point.

Prepare for Open Source: Clarify the roles, processes, and tools needed for the implementation, use, and maintenance of open-source software.

Step 1.1: State the Value of Open Source

Diagram of step 1.1

Activities

1.1.1 Outline the value you expect to gain from open-source software

This step involves the following participants:

  • Applications team
  • Product owner

Outcomes of this step:

  • Value proposition for open source
  • Potential open-source use cases

Use a canvas to frame your open-source evaluation

A photo of open-source canvas

This canvas is intended to provide a single pane of glass to start collecting your thoughts and framing your future conversations on open-source software selection and adoption.

Record the results in the “Open-Source Canvas” tab in the Open-Source Readiness Assessment.

Open source presents unique software and tooling opportunities

Innovation

Many leading-edge and bleeding-edge technologies are collaborated and innovated in open-source projects, especially in areas that are beyond the vision and scope of vendor products and priorities.

Niche Solutions

Open-source projects are focused. They are designed and built to solve specific business and technology problems.

Flexible & Customizable

All aspects of the open-source software are customizable, including source code and integrations. They can be used to extend, complement, or replace internally developed code. Licenses define how open-source code should be and must be used, productized, and modified.

Brand & Recognition

Open-source communities encourage contribution and collaboration among their members to add functionality and improve quality and adoption.

Cost

Open-source software is accessible to everyone, free of charge. Communities do not need be consulted prior to acquisition, but the software’s use, configurations, and modifications may be restricted by its license.

However, myths continue to challenge adoption

  • Open source is less secure or poorer quality than proprietary solutions.
  • Open source is free from risk of intellectual property (IP) infringement.
  • Open source is cheaper than proprietary solutions.

What are the top perceived barriers to using enterprise open source?

  • Concerns about the level of support
  • Compatibility concerns
  • Concerns about inherent security of the code
  • Lack of internal skills to manage and support it

Source: Red Hat, 2022

Build a Cloud Security Strategy

  • Buy Link or Shortcode: {j2store}169|cart{/j2store}
  • member rating overall impact: 9.4/10 Overall Impact
  • member rating average dollars saved: $38,592 Average $ Saved
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  • Parent Category Name: Security Strategy & Budgeting
  • Parent Category Link: /security-strategy-and-budgeting
  • Leveraging the cloud introduces IT professionals to a new world that they are tasked with securing.
  • With many cloud vendors proposing to share the security responsibility, it can be a challenge for organizations to develop a clear understanding of how they can best secure their data off premises.

Our Advice

Critical Insight

  • Cloud security is not fundamentally different from security on premises.
  • While some of the mechanics are different, the underlying principles are the same. Accountability doesn’t disappear.
  • By virtue of its broad network accessibility, the cloud does expose decisions to extreme scrutiny, however.

Impact and Result

  • The business is adopting a cloud environment and it must be secured, which includes:
    • Ensuring business data cannot be leaked or stolen.
    • Maintaining privacy of data and other information.
    • Securing the network connection points.
  • This blueprint and associated tools are scalable for all types of organizations within various industry sectors.

Build a Cloud Security Strategy Research & Tools

Start Here – read the Executive Brief

Read our concise Executive Brief to find out why you should build a cloud security strategy, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Explore security considerations for the cloud

Explore how the cloud changes the required controls and implementation strategies for a variety of different security domains.

  • Build a Cloud Security Strategy – Phase 1: Explore Security Considerations for the Cloud
  • Cloud Security Information Security Gap Analysis Tool
  • Cloud Security Strategy Template

2. Prioritize initiatives and construct a roadmap

Develop your organizational approach to various domains of security in the cloud, considering the cloud’s unique risks and challenges.

  • Build a Cloud Security Strategy – Phase 2: Prioritize Initiatives and Construct a Roadmap
[infographic]

Workshop: Build a Cloud Security Strategy

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

1 Define Your Approach

The Purpose

Define your unique approach to improving security in the cloud.

Key Benefits Achieved

An understanding of the organization’s requirements for cloud security.

Activities

1.1 Define your approach to cloud security.

1.2 Define your governance requirements.

1.3 Define your cloud security management requirements.

Outputs

Defined cloud security approach

Defined governance requirements

2 Respond to Cloud Security Challenges

The Purpose

Explore challenges posed by the cloud in various areas of security.

Key Benefits Achieved

An understanding of how the organization needs to evolve to combat the unique security challenges of the cloud.

Activities

2.1 Explore cloud asset management.

2.2 Explore cloud network security.

2.3 Explore cloud application security.

2.4 Explore log and event management.

2.5 Explore cloud incident response.

2.6 Explore cloud eDiscovery and forensics.

2.7 Explore cloud backup and recovery.

Outputs

Understanding of cloud security strategy components (cont.).

3 Build Cloud Security Roadmap

The Purpose

Identify initiatives to mitigate challenges posed by the cloud in various areas of security.

Key Benefits Achieved

A roadmap for improving security in the cloud.

Activities

3.1 Define tasks and initiatives.

3.2 Finalize your task list

3.3 Consolidate gap closure actions into initiatives.

3.4 Finalize initiative list.

3.5 Conduct a cost-benefit analysis.

3.6 Prioritize initiatives and construct a roadmap.

3.7 Create effort map.

3.8 Assign initiative execution waves.

3.9 Finalize prioritization.

3.10 Incorporate initiatives into a roadmap.

3.11 Schedule initiatives.

3.12 Review your results.

Outputs

Defined task list.

Cost-benefit analysis

Roadmap

Effort map

Initiative schedule

Define a Sourcing Strategy for Your Development Team

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  • member rating overall impact: N/A
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  • Parent Category Name: Development
  • Parent Category Link: /development
  • Hiring quality development team resources is becoming increasingly difficult and costly in most domestic markets.
  • Firms are seeking to do more with less and increase their development team throughput.
  • Globalization and increased competition are driving a need for more innovation in your applications.
  • Firms want more cost certainty and tighter control of their development investment.

Our Advice

Critical Insight

  • Choosing the right sourcing strategy is not just a question of technical skills! Successful sourcing is based on matching your organization’s culture, knowledge, and experiences to the right choice of internal or external partnership.

Impact and Result

  • We will help you build a sourcing strategy document for your application portfolio.
  • We will examine your portfolio and organization from three different perspectives to enable you to determine the right approach:
    • From a business perspective, reliance on the business, strategic value of the product, and maturity of product ownership are critical.
    • From an organizational perspective, you must examine your culture for communication processes, conflict resolution methods, vendor management skills, and geographic coverage.
    • From a technical perspective, consider integration complexity, environmental complexity, and testing processes.

Define a Sourcing Strategy for Your Development Team Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Define a Sourcing Strategy for Your Development Team Storyboard – A guide to help you choose the right resourcing strategy to keep pace with your rapidly changing application and development needs.

This project will help you define a sourcing strategy for your application development team by assessing key factors about your products and your organization, including critical business, technical, and organizational factors. Use this analysis to select the optimal sourcing strategy for each situation.

  • Define a Sourcing Strategy for Your Development Team Storyboard

2. Define a Sourcing Strategy Workbook – A tool to capture the results of activities to build your sourcing strategy.

This workbook is designed to capture the results of the activities in the storyboard. Each worksheet corresponds with an activity from the deck. The workbook is also a living artifact that should be updated periodically as the needs of your team and organization change.

  • Define a Sourcing Strategy Workbook
[infographic]

Further reading

Define a Sourcing Strategy for Your Development Team

Choose the right resourcing strategy to keep pace with your rapidly changing application and development needs.

Analyst Perspective

Choosing the right sourcing strategy for your development team is about assessing your technical situation, your business needs, your organizational culture, and your ability to manage partners!

Photo of Dr. Suneel Ghei, Principal Research Director, Application Development, Info-Tech Research Group

Firms today are under continuous pressure to innovate and deliver new features to market faster while at the same time controlling costs. This has increased the need for higher throughput in their development teams along with a broadening of skills and knowledge. In the face of these challenges, there is a new focus on how firms source their development function. Should they continue to hire internally, offshore, or outsource? How do they decide which strategy is the right fit?

Info-Tech’s research shows that the sourcing strategy considerations have evolved beyond technical skills and costs. Identifying the right strategy has become a function of the characteristics of the organization, its culture, its reliance on the business for knowledge, its strategic value of the application, its vendor management skills, and its ability to internalize external knowledge. By assessing these factors firms can identify the best sourcing mix for their development portfolios.

Dr. Suneel Ghei
Principal Research Director, Application Development
Info-Tech Research Group

Executive Summary

Your Challenge
  • Hiring quality development team resources is becoming increasingly difficult and costly in most domestic markets.
  • Firms are seeking to do more with less and increase their development team throughput.
  • Globalization and increased competition is driving a need for more innovation in your applications.
  • Firms want more cost certainty and tighter control of their development investment.
Common Obstacles
  • Development leaders are encouraged to manage contract terms and SLAs rather than build long-term relationships.
  • People believe that outsourcing means you will permanently lose the knowledge around solutions.
  • Moving work outside of the current team creates motivational and retention challenges that can be difficult to overcome.
Info-Tech’s Approach
  • Looking at this from these three perspectives will enable you to determine the right approach:
    1. From a business perspective, reliance on the business, strategic value of the product, and maturity of product ownership are critical.
    2. From an organizational perspective, you must examine your culture for communication processes, conflict resolution methods, vendor management skills, and geographic coverage
    3. From a technical perspective, consider integration complexity, environment complexity, and testing processes.

Info-Tech Insight

Choosing the right sourcing strategy is not just a question of technical skills! Successful sourcing is based on matching your organization’s culture, knowledge, and experiences to the right choice of internal or external partnership.

Define a sourcing strategy for your development team

Business
  • Business knowledge/ expertise required
  • Product owner maturity
Technical
  • Complexity and maturity of technical environment
  • Required level of integration
Organizational
  • Company culture
  • Desired geographic proximity
  • Required vendor management skills
  1. Assess your current delivery posture for challenges and impediments.
  2. Decide whether to build or buy a solution.
  3. Select your desired sourcing strategy based on your current state and needs.
Example sourcing strategy with initiatives like 'Client-Facing Apps' and 'ERP Software' assigned to 'Onshore Dev', 'Outsource Team', 'Offshore Dev', 'Outsource App (Buy)', 'Outsource Dev', or 'Outsource Roles'.

Three Perspectives +

Three Steps =

Your Sourcing Strategy

Diverse sourcing is used by many firms

Many firms across all industries are making use of different sourcing strategies to drive innovation and solve business issues.

According to a report by ReportLinker the global IT services outsourcing market reached US$413.8 billion in 2021.

In a recent study of Canadian software firms, it was found that almost all firms take advantage of outside knowledge in their application development process. In most cases these firms also use outside resources to do development work, and about half the time they use externally built software packages in their products (Ghei, 2020)!

Info-Tech Insight

In today’s diverse global markets, firms that wish to stay competitive must have a defined ability to take advantage of external knowledge and to optimize their IT services spend.

Modeling Absorptive Capacity for Open Innovation in the Canadian Software Industry (Source: Ghei, 2020; n=54.)

56% of software development firms are sourcing applications instead of resources.

68% of firms are sourcing external resources to develop software products.

91% of firms are leveraging knowledge from external sources.

Internal sourcing models

Insourcing comes in three distinct flavors

Geospatial map giving example locations for the three internal sourcing models. In this example, 'Head Office' is located in North America, 'Onshore' is 'Located in the same area or even office as your core business resources. Relative Cost: $$$', 'Near Shore' is 'Typically, within 1-3 time zones for ease of collaboration where more favorable resource costs exist. Relative Cost: $$', and 'Offshore' is 'Located in remote markets where significant labor cost savings can be realized. Relative Cost: $'.

Info-Tech Insight

Insourcing allows you to stay close to more strategic applications. But choosing the right model requires a strong look inside your organization and your ability to provide business knowledge support to developers who may have different skills and cultures and are in different geographies.

Outsourcing models

External sourcing can be done to different degrees

Outsource Roles
  • Enables resource augmentation
  • Typically based on skills needs
  • Short-term outsourcing with eventual integration or dissolution
Outsource Teams (or Projects)
  • Use of a full team or multiple teams of vendor resources
  • Meant to be temporary, with knowledge transfer at the end of the project
Outsource Products
  • Use of a vendor to build, maintain, and support the full product
  • Requires a high degree of contract management skill

Info-Tech Insight

Outsourcing represents one of the most popular ways for organizations to source external knowledge and skills. The choice of model is a function of the organization’s ability to support the external resources and to absorb the knowledge back into the organization.

Defining your sourcing strategy

Follow the steps below to identify the best match for your organization

Review Your Current Situation

Review the issues and opportunities related to application development and categorize them based on the key factors.

Arrow pointing right. Assess Build Versus Buy

Before choosing a sourcing model you must assess whether a particular product or function should be bought as a package or developed.

Arrow pointing right. Choose the Right Sourcing Strategy

Based on the research, use the modeling tool to match the situation to the appropriate sourcing solution.

Step 1.1

Review Your Current Situation

Activities
  • 1.1.1 Identify and categorize your challenges

This step involves the following participants:

  • Product management team
  • Software development leadership team
  • Key stakeholders
Outcomes of this step

Review your current delivery posture for challenges and impediments.

Define a Sourcing Strategy for Your Development Team
Step 1.1 Step 1.2 Step 1.3

Review your situation

There are three key areas to examine in your current situation:

Business Challenges
  • Do you need to gain new knowledge to drive innovation?
  • Does your business need to enhance its software to improve its ability to compete in the market?
  • Do you need to increase your speed of innovation?

Technology Challenges

  • Are you being asked to take tighter control of your development budgets?
  • Does your team need to expand their skills and knowledge?
  • Do you need to increase your development speed and capacity?

Market Challenges

  • Is your competition seen as more innovative?
  • Do you need new features to attract new clients?
  • Are you struggling to find highly skilled and knowledgeable development resources?
Stock image of multi-colored arrows travelling in a line together before diverging.

Info-Tech Insight

Sourcing is a key tool to solve business and technical challenges and enhance market competitiveness when coupled with a robust definition of objectives and a way to measure success.

1.1.1 Identify and categorize your challenges

60 minutes

Output: List of the key challenges in your software lifecycle. Breakdown of the list into categories to identify opportunities for sourcing

Participants: Product management team, Software development leadership team, Key stakeholders

  1. What challenge is your firm is facing with respect to your software that you think sourcing can address? (20 minutes)
  2. Is the challenge related to a business outcome, development methodology, or technology challenge? (10 minutes)
  3. Is the challenge due to a skills gap, budget or resource challenge, throughput issue, or a broader organizational knowledge or process issue? (10 minutes)
  4. What is the specific objective for the team/leader in addressing this challenge? (15 minutes)
  5. How will you measure progress and achievement of this objective? (5 minutes)

Document results in the Define a Sourcing Strategy Workbook

Identify and categorize your challenges

Sample table for identifying and categorizing challenges, with column groups 'Challenge' and 'Success Measures' containing headers 'Issue, 'Category', 'Breadth', and 'Stakeholder' in the former, and 'Objective' and 'Measurement' in the latter.

Step 1.2

Assess Build Versus Buy

Activities
  • 1.2.1 Understand the benefits and drawbacks of build versus buy in your organizational context

This step involves the following participants:

  • Product management team
  • Software development leadership team
  • Key stakeholders

Outcomes of this step

Understand in your context the benefits and drawbacks of build versus buy, leveraging Info-Tech’s recommended definitions as a starting point.

Define a Sourcing Strategy for Your Development Team

Step 1.1 Step 1.2 Step 1.3

Look vertically across the IT hierarchy to assess the impact of your decision at every level

IT Hierarchy with 'Enterprise' at the top, branching out to 'Portfolio', then to 'Solution' at the bottom. The top is 'Strategic', the bottom 'Operational'.

Regardless of the industry, a common and challenging dilemma facing technology teams is to determine when they should build software or systems in-house versus when they should rely wholly on an outside vendor for delivering on their technology needs.

The answer is not as cut and dried as one would expect. Any build versus buy decision may have an impact on strategic and operational plans. It touches every part of the organization, starting with individual projects and rolling up to the enterprise strategy.

Info-Tech Insight

Do not ignore the impact of a build or buy decision on the various management levels in an IT organization.

Deciding whether to build or buy

It is as much about what you gain as it is about what problem you choose to have

BUILD BUY

Multi-Source Best of Breed

Integrate various technologies that provide subset(s) of the features needed for supporting the business functions.

Vendor Add-Ons & Integrations

Enhance an existing vendor’s offerings by using their system add-ons either as upgrades, new add-ons, or integrations.
Pros
  • Flexibility in choice of tools
  • In some cases, cost may be lower
  • Easier to enhance with in-house teams
Cons
  • Introduces tool sprawl
  • Requires resources to understand tools and how they integrate
  • Some of the tools necessary may not be compatible with one another
Pros
  • Reduces tool sprawl
  • Supports consistent tool stack
  • Vendor support can make enhancement easier
  • Total cost of ownership may be lower
Cons
  • Vendor lock-in
  • The processes to enhance may require tweaking to fit tool capability

Multi-Source Custom

Integrate systems built in-house with technologies developed by external organizations.

Single Source

Buy an application/system from one vendor only.
Pros
  • Flexibility in choice of tools
  • In some cases, cost may be lower
  • Easier to enhance with in-house teams
Cons
  • May introduce tool sprawl
  • Requires resources to have strong technical skills
  • Some of the tools necessary may not be compatible with one another
Pros
  • Reduces tool sprawl
  • Supports consistent tool stack
  • Vendor support can make enhancement easier
  • Total cost of ownership may be lower
Cons
  • Vendor lock-in
  • The processes to enhance may require tweaking to fit tool capability

1.2.1 Understand the benefits and drawbacks of build versus buy in your organizational context

30 minutes

Output: A common understanding of the different approaches to build versus buy applied to your organizational context

Participants: Product management team, Software development leadership team, Key stakeholders

  1. Look at the previous slide, Deciding whether to build or buy.
  2. Discuss the pros and cons listed for each approach.
    1. Do they apply in your context? Why or why not?
    2. Are there some approaches not applicable in terms of how you wish to work?
  3. Record the curated list of pros and cons for the different build/buy approaches.
  4. For each approach, arrange the pros and cons in order of importance.

Document results in the Define a Sourcing Strategy Workbook

Step 1.3

Choose the Right Sourcing Strategy

Activities
  • 1.3.1 Determine the right sourcing strategy for your needs

This step involves the following participants:

  • Product management team
  • Software development leadership team
  • Key stakeholders

Outcomes of this step

Choose your desired sourcing strategy based on your current state and needs.

Define a Sourcing Strategy for Your Development Team

Step 1.1 Step 1.2 Step 1.3

Choose the right sourcing strategy

  • Based on our research, finding the right sourcing strategy for a particular situation is a function of three key areas:
    • Business drivers
    • Organizational drivers
    • Technical drivers
  • Each area has key characteristics that must be assessed to confirm which strategy is best suited for the situation.
  • Once you have assessed the factors and ranked them from low to high, we can then match your results with the best-fit strategy.
Business
  • Business knowledge/ expertise required
  • Product owner maturity

Technical

  • Complexity and maturity of technical environment
  • Required level of integration

Organizational

  • Your culture
  • Desired geographic proximity
  • Required vendor management skills

Business drivers

To choose the right sourcing strategy, you need to assess your key drivers of delivery

Product Knowledge
  • The level of business involvement required to support the development team is a critical factor in determining the sourcing model.
  • Both the breadth and depth of involvement are critical factors.
Strategic Value
  • The strategic value of the application to the company is also a critical component.
  • The more strategic the application is to the company, the closer the sourcing should be maintained.
  • Value can be assessed based on the revenue derived from the application and the depth of use of the application by the organization.
Product Ownership Maturity
  • To support sourcing models that move further from organizational boundaries a strong product ownership function is required.
  • Product owners should ideally be fully allocated to the role and engaged with the development teams.
  • Product owners should be empowered to make decisions related to the product, its vision, and its roadmap.
  • The higher their allocation and empowerment, the higher the chances of success in external sourcing engagements.
Stock image of a person running up a line with a positive trend.

Case Study: The GoodLabs Studio Experience Logo for GoodLabs Studio.

INDUSTRY: Software Development | SOURCE: Interview with Thomas Lo, Co-Founder, GoodLabs Studio
Built to Outsource Development Teams
  • GoodLabs is an advanced software innovation studio that provides bespoke team extensions or turnkey digital product development with high-caliber software engineers.
  • Unlike other consulting firms, GoodLabs works very closely with its customers as a unified team to deliver the most significant impact on clients’ projects.
  • With this approach, it optimizes the delivery of strong software engineering skills with integrated product ownership from the client, enabling long-term and continued success for its clients.
Results
  • GoodLabs is able to attract top engineering talent by focusing on a variety of complex projects that materially benefit from technical solutions, such as cybersecurity, fraud detection, and AI syndrome surveillance.
  • Taking a partnership approach with the clients has led to the successful delivery of many highly innovative and challenging projects for the customers.

Organizational drivers

To choose the right sourcing strategy for a particular problem you need to assess the organization’s key capabilities

Stock photo of someone placing blocks with illustrated professionals one on top of the other. Vendor Management
  • Vendor management is a critical skill for effective external sourcing.
  • This can be assessed based on the organization’s ability to cultivate and grow long-term relationships of mutual value.
  • The longevity and growth of existing vendor relationships can be a good benchmark for future success.
Absorptive Capacity
  • To effectively make use of external sourcing models, the organization must have a well-developed track record of absorbing outside knowledge.
  • This can be assessed by looking at past cases where external knowledge was sourced and internalized, such as past vendor development engagements or use of open-source code.
Organizational Culture
  • Another factor in success of vendor engagements and long-term relationships is the matching of organizational cultures.
  • It is key to measure the organization’s current position on items like communication strategy, geographical dispersal, conflict resolution strategy, and hierarchical vs flat management.
  • These factors should be documented and matched with partners to determine the best fit.

Case Study: WCIRB California Logo for WCIRB California.

INDUSTRY: Workers Compensation Insurance | SOURCE: Interview with Roger Cottman, Senior VP and CIO, WCIRB California
Trying to Find the Right Match
  • WCIRB is finding it difficult to hire local resources in California.
  • Its application is a niche product. Since no off-the-shelf alternatives exist, the organization will require a custom application.
  • WCIRB is in the early stages of a digital platform project and is looking to bring in a partner to provide a full development team, with the goal of ideally bringing the application back in-house once it is built.
  • The organization is looking for a local player that will be able to integrate well with the business.
  • It has engaged with two mid-sized players but both have been slow to respond, so it is now considering alternative approaches.
Info-Tech’s Recommended Approach
  • WCIRB is finding that mid-sized players don’t fit its needs and is now looking for a larger player
  • Based on our research we have advised that WCIRB should ensure the partner is geographically close to its location and can be a strategic partner, not simply work on an individual project.

Technical drivers

To choose the right sourcing strategy for a particular problem you need to assess your technical situation and capabilities

Environment Complexity
  • The complexity of your technical environment is a hurdle that must be overcome for external sourcing models.
  • The number of environments used in the development lifecycle and the location of environments (physical, virtual, on-premises, or cloud) are key indicators.
Integration Requirements
  • The complexity of integration is another key technical driver.
  • The number of integrations required for the application is a good measuring stick. Will it require fewer than 5, 5-10, or more than 10?
Testing Capabilities
  • Testing of the application is a key technical driver of success for external models.
  • Having well-defined test cases, processes, and shared execution with the business are all steps that help drive success of external sourcing models.
  • Test automation can also help facilitate success of external models.
  • Measure the percentage of test cases that are standardized, the level of business involvement, and the percentage of test cases that are automated.
Stock image of pixelated light.

Case Study: Management Control Systems (MC Systems) Logo for MC Systems.

INDUSTRY: Technology Services | SOURCE: Interview with Kathryn Chin See, Business Development and Research Analyst, MC Systems
Seeking to Outsource Innovation
  • MC Systems is seeking to outsource its innovation function to get budget certainty on innovation and reduce costs. It is looking for a player that has knowledge of the application areas it is looking to enhance and that would augment its own business knowledge.
  • In previous outsourcing experiences with skills augmentation and application development the organization had issues related to the business depth and product ownership it could provide. The collaborations did not lead to success as MC Systems lacked product ownership and the ability to reintegrate the outside knowledge.
  • The organization is concerned about testing of a vendor-built application and how the application will be supported.
Info-Tech’s Recommended Approach
  • To date MC Systems has had success with its outsourcing approach when outsourcing specific work items.
  • It is now looking to expand to outsourcing an entire application.
  • Info-Tech’s recommendation is to seek partners who can take on development of the application.
  • MC Systems will still need resources to bring knowledge back in-house for testing and to provide operational support.

Choosing the right model


Legend for the table below using circles with quarters to represent Low (0 quarters) to High (4 quarters).
Determinant Key Questions to Ask Onshore Nearshore Offshore Outsource Role(s) Outsource Team Outsource Product(s)
Business Dependence How much do you rely on business resources during the development cycle? Circle with 4 quarters. Circle with 3 quarters. Circle with 1 quarter. Circle with 2 quarters. Circle with 1 quarter. Circle with 0 quarters.
Absorptive Capacity How successful has the organization been at bringing outside knowledge back into the firm? Circle with 0 quarters. Circle with 1 quarter. Circle with 1 quarter. Circle with 2 quarters. Circle with 1 quarter. Circle with 4 quarters.
Integration Complexity How many integrations are required for the product to function – fewer than 5, 5-10, or more than 10? Circle with 4 quarters. Circle with 3 quarters. Circle with 3 quarters. Circle with 2 quarters. Circle with 1 quarter. Circle with 0 quarters.
Product Ownership Do you have full-time product owners in place for the products? Do product owners have control of their roadmaps? Circle with 1 quarter. Circle with 2 quarters. Circle with 3 quarters. Circle with 2 quarters. Circle with 4 quarters. Circle with 4 quarters.
Organization Culture Fit What are your organization’s communication and conflict resolution strategies? Is your organization geographically dispersed? Circle with 1 quarter. Circle with 1 quarter. Circle with 3 quarters. Circle with 1 quarter. Circle with 3 quarters. Circle with 4 quarters.
Vendor Mgmt Skills What is your skill level in vendor management? How long are your longest-standing vendor relationships? Circle with 0 quarters. Circle with 1 quarter. Circle with 1 quarter. Circle with 2 quarters. Circle with 3 quarters. Circle with 4 quarters.

1.3.1 Determine the right sourcing strategy for your needs

60 minutes

Output: A scored matrix of the key drivers of the sourcing strategy

Participants: Development leaders, Product management team, Key stakeholders

Choose one of your products or product families and assess the factors below on a scale of None, Low, Medium, High, and Full.

  • 3.1 Assess the business factors that drive selection using these key criteria (20 minutes):
    • 3.1.1 Product knowledge
    • 3.1.2 Strategic value
    • 3.1.3 Product ownership
  • 3.2 Assess the organizational factors that drive selection using these key criteria (20 minutes):
    • 3.2.1 Vendor management
    • 3.2.2 Absorptive capacity
    • 3.2.3 Organization culture
  • 3.3 Assess the technical factors that drive selection using these key criteria (20 minutes):
    • 3.3.1 Environments
    • 3.3.2 Integration
    • 3.3.3 Testing

Document results in the Define a Sourcing Strategy Workbook

Things to Consider When Implementing

Once you have built your strategy there are some additional things to consider

Things to Consider Before Acting on Your Strategy

By now you understand what goes into an effective sourcing strategy. Before implementing one, there are a few key items you need to consider:

Example 'Sourcing Strategy for Your Portfolio' with initiatives like 'Client-Facing Apps' and 'ERP Software' assigned to 'Onshore Dev', 'Outsource Team', 'Offshore Dev', 'Outsource App (Buy)', 'Outsource Dev', or 'Outsource Roles'. Start with a pilot
  • Changing sourcing needs to start with one team.
  • Grow as skills develop to limit risk.
Build an IT workforce plan Enhance your vendor management skills Involve the business early and often
  • The business should feel they are part of the discussion.
  • See our Agile/DevOps Research Center for more information on how the business and IT can better work together.
Limit sourcing complexity
  • Having too many different partners and models creates confusion and will strain your ability to manage vendors effectively.

Bibliography

Apfel, Isabella, et al. “IT Project Member Turnover and Outsourcing Relationship Success: An Inverted-U Effect.” Developments, Opportunities and Challenges of Digitization, 2020. Web.

Benamati, John, and Rajkumar, T.M. “The Application Development Outsourcing Decision: An Application of the Technology Acceptance Model.” Journal of Computer Information Systems, vol. 42, no. 4, 2008, pp. 35-43. Web.

Benamati, John, and Rajkumar, T.M. “An Outsourcing Acceptance Model: An Application of TAM to Application Development Outsourcing Decisions.” Information Resources Management Journal, vol. 21, no. 2, pp. 80-102, 2008. Web.

Broekhuizen, T. L. J., et al. “Digital Platform Openness: Drivers, Dimensions and Outcomes.” Journal of Business Research, vol. 122, July 2019, pp. 902-914. Web.

Brook, Jacques W., and Albert Plugge. “Strategic Sourcing of R&D: The Determinants of Success.” Business Information Processing, vol. 55, Aug. 2010, pp. 26-42. Web.

Delen, G. P A.J., et al. “Foundations for Measuring IT-Outsourcing Success and Failure.” Journal of Systems and Software, vol. 156, Oct. 2019, pp. 113-125. Web.

Elnakeep, Eman, et al. “Models and Frameworks for IS Outsourcing Structure and Dimensions: A Holistic Study.” Lecture notes in Networks and Systems, 2019. Web.

Ghei, Suneel. Modeling Absorptive Capacity for Open Innovation in the Software Industry. 2020. Faculty of Graduate Studies, Athabasca University, 2020. DBA Dissertation.

“IT Outsourcing Market Research Report by Service Model, Organization Sizes, Deployment, Industry, Region – Global Forecast to 2027 – Cumulative Impact of COVID-19.” ReportLinker, April 2022. Web.

Jeong, Jongkil Jay, et al. “Enhancing the Application and Measurement of Relationship Quality in Future IT Outsourcing Studies.” 26th European Conference on Information Systems: Beyond Digitization – Facets of Socio-Tehcnical Change: Proceedings of ECIS 2018, Portsmouth, UK, June 23-28, 2018. Edited by Peter Bednar, et al., 2018. Web.

Könning, Michael. “Conceptualizing the Effect of Cultural Distance on IT Outsourcing Success.” Proceedings of Australasian Conference on Information Systems 2018, Sydney, Australia, Dec. 3-5, 2018. Edited by Matthew Noble, UTS ePress, 2018. Web.

Lee, Jae-Nam, et al. “Holistic Archetypes of IT Outsourcing Strategy: A Contingency Fit and Configurational Approach.” MIS Quarterly, vol. 43, no. 4, Dec. 2019, pp. 1201-1225. Web.

Loukis, Euripidis, et al. “Determinants of Software-as-a-Service Benefits and Impact on Firm Performance.” Decision Support Systems, vol. 117, Feb. 2019, pp. 38-47. Web.

Martensson, Anders. “Patterns in Application Development Sourcing in the Financial Industry.” Proceedings of the 13th European Conference of Information Systems, 2004. Web.

Martínez-Sánchez, Angel, et al. “The Relationship Between R&D, the Absorptive Capacity of Knowledge, Human Resource Flexibility and Innovation: Mediator Effects on Industrial Firms.” Journal of Business Research, vol. 118, Sept. 2020, pp. 431-440. Web.

Moreno, Valter, et al. “Outsourcing of IT and Absorptive Capacity: A Multiple Case Study in the Brazilian Insurance Sector.” Brazilian Business Review, vol. 17, no. 1, Jan.-Feb. 2020, pp. 97-113. Web.

Ozturk, Ebru. “The Impact of R&D Sourcing Strategies on Basic and Developmental R&D in Emerging Economies.” European Journal of Innovation Management, vol. 21, no. 7, May 2018, pp. 522-542. Web.

Ribas, Imma, et al. “Multi-Step Process for Selecting Strategic Sourcing Options When Designing Supply Chains.” Journal of Industrial Engineering and Management, vol. 14, no. 3, 2021, pp. 477-495. Web.

Striteska, Michaela Kotkova, and Viktor Prokop. “Dynamic Innovation Strategy Model in Practice of Innovation Leaders and Followers in CEE Countries – A Prerequisite for Building Innovative Ecosystems.” Sustainability, vol. 12, no. 9, May 2020. Web.

Thakur-Wernz, Pooja, et al. “Antecedents and Relative Performance of Sourcing Choices for New Product Development Projects.” Technovation, 2020. Web.

Customer Value Contribution

I'm proud to announce our new Customer Value Contribution Calculator©, or CVCC© in short.

It enhances and possibly replaces the BIA (Business Impact Analysis) process with a much simpler way.

More info to follow shortly.

Get Started With IT Project Portfolio Management

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  • Parent Category Name: Portfolio Management
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  • Most companies are struggling to get their project work done. This is due in part to the fact that many prescribed remedies are confusing, disruptive, costly, or ineffective.
  • While struggling to find a solution, within the organization, project requests never stop and all projects continue to all be treated the same. Resources are requested for multiple projects without any visibility into their project capacity. Projects lack proper handoffs from closure to ongoing operational work. And the benefits are never tracked.
  • If you have too many projects, limited resources, ineffective communications, or low post-project adoption, keep reading. Perhaps you should spend a bit more on project, portfolio, and organizational change management.

Our Advice

Critical Insight

  • Successful project outcomes are not built by rigorous project processes: Projects may be the problem, but project management rigor is not the solution.
  • Don’t fall into the common trap of thinking high-rigor project management should be every organization’s end goal.
  • Instead, understand that it is better to spend time assessing the portfolio to determine what projects should be prioritized.

Impact and Result

Begin by establishing a few foundational practices that will work to drive project throughput.

  • Capacity Estimation: Understand what your capacity is to do projects by determining how much time is allocated to doing other things.
  • Book of Record: Establish a basic but sustainable book of record so there is an official list of projects in flight and those waiting in a backlog or funnel.
  • Simple Project Management Processes: Align the rigor of your project management process with what is required, not what is prescribed by the PMP designation.
  • Impact Assessment: Address the impact of change at the beginning of the project and prepare stakeholders with the right level of communication.

Get Started With IT Project Portfolio Management Research & Tools

Start here – read the Executive Brief

Begin by establishing a few foundational practices that will work to drive project throughput. Most project management problems are resolved with portfolio level solutions. This blueprint will address the eco-system of project, portfolio, and organizational change management.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Project portfolio management

Estimate project capacity, determine what needs to be tracked on an ongoing basis, and determine what criteria is necessary for prioritizing projects.

  • Project Portfolio Supply-Demand Analysis Tool
  • Project Value Scorecard Development Tool
  • Project Portfolio Book of Record

2. Project management

Develop a process to inform the portfolio of the project status, create a plan that can be maintained throughout the project lifecycle, and manage the scope through a change request process.

  • Light Project Change Request Form Template

3. Organizational change management

Perform a change impact assessment and identify the obvious and non-obvious stakeholders to develop a message canvas accordingly.

  • Organizational Change Management Triage Tool

4. Develop an action plan

Develop a roadmap for how to move from the current state to the target state.

  • PPM Wireframe
  • Project Portfolio Management Foundations Stakeholder Communication Deck
[infographic]

Workshop: Get Started With IT Project Portfolio Management

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

1 Project Portfolio Management

The Purpose

Establish the current state of the portfolio.

Organize the portfolio requirements.

Determine how projects are prioritized.

Key Benefits Achieved

Understand project capacity supply-demand.

Build a portfolio book of record.

Create a project value scorecard.

Activities

1.1 Conduct capacity supply-demand estimation.

1.2 Determine requirements for portfolio book of record.

1.3 Develop project value criteria.

Outputs

Clear project capacity

Draft portfolio book of record

Project value scorecard

2 Project Management

The Purpose

Feed the portfolio with the project status.

Plan the project work with a sustainable level of granularity.

Manage the project as conditions change.

Key Benefits Achieved

Develop a process to inform the portfolio of the project status.

Create a plan that can be maintained throughout the project lifecycle and manage the scope through a change request process.

Activities

2.1 Determine necessary reporting metrics.

2.2 Create a work structure breakdown.

2.3 Document your project change request process.

Outputs

Feed the portfolio with the project status

Plan the project work with a sustainable level of granularity

Manage the project as conditions change

3 Organizational Change Management

The Purpose

Discuss change accountability.

Complete a change impact assessment.

Create a communication plan for stakeholders.

Key Benefits Achieved

Complete a change impact assessment.

Identify the obvious and non-obvious stakeholders and develop a message canvas accordingly.

Activities

3.1 Discuss change accountability.

3.2 Complete a change impact assessment.

3.3 Create a communication plan for stakeholders.

Outputs

Assign accountability for the change

Assess the change impact

Communicate the change

4 Develop an Action Plan

The Purpose

Summarize current state.

Determine target state.

Create a roadmap.

Key Benefits Achieved

Develop a roadmap for how to move from the current state to the target state.

Activities

4.1 Summarize current state and target state.

4.2 Create a roadmap.

Outputs

Stakeholder Communication Deck

MS Project Wireframe

Improve IT-Business Alignment Through an Internal SLA

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  • Parent Category Name: Operations Management
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  • The business is rarely satisfied with IT service levels, yet there is no clear definition of what is acceptable.
  • Dissatisfaction with service levels is often based on perception. Your uptime might be four 9s, but the business only remembers the outages.
  • IT is left trying to hit a moving target with a limited budget and no agreement on where services levels need to improve.

Our Advice

Critical Insight

  • Business leaders have service level expectations regardless of whether there is a formal agreement. The SLA process enables IT to manage those expectations.
  • Track current service levels and report them in plain language (e.g. hours and minutes of downtime, not “how many 9s” which then need to be translated) to gain a clearer mutual understanding of current versus desired service levels.
  • Use past incidents to provide context (how much that hour of downtime actually impacted the business) in addition to a business impact analysis to define appropriate target service levels based on actual business need.

Impact and Result

Create an effective internal SLA by following a structured process to report current service levels and set realistic expectations with the business. This includes:

  • Defining the current achievable service level by establishing a metrics tracking and monitoring process.
  • Determining appropriate (not ideal) business needs.
  • Creating an SLA that clarifies expectations to reduce IT-business friction.

Improve IT-Business Alignment Through an Internal SLA Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should create an internal SLA, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Scope the pilot project

Establish the SLA pilot project and clearly document the problems and challenges that it will address.

  • Improve IT-Business Alignment Through an Internal SLA – Phase 1: Scope the Pilot Project
  • Internal SLA Process Flowcharts (PDF)
  • Internal SLA Process Flowcharts (Visio)
  • Build an Internal SLA Project Charter Template
  • Internal SLA Maturity Scorecard Tool

2. Establish current service levels

Expedite the SLA process by thoroughly, carefully, and clearly defining the current achievable service levels.

  • Improve IT-Business Alignment Through an Internal SLA – Phase 2: Determine Current Service Levels
  • Availability and Reliability SLA Metrics Tracking Template
  • Service Desk SLA Metrics Tracking Template
  • Service Catalog SLA Metrics Tracking Template

3. Identify target service levels and create the SLA

Create a living document that aligns business needs with IT targets by discovering the impact of your current service level offerings through a conversation with business peers.

  • Improve IT-Business Alignment Through an Internal SLA – Phase 3: Set Target Service Levels and Create the SLA
  • SLA Project Roadmap Tool
  • Availability Internal Service Level Agreement Template
  • Service Catalog Internal Service Level Agreement Template
  • Service Desk Internal Service Level Agreement Template
  • Internal SLA Executive Summary Presentation Template
[infographic]

Proactively Identify and Mitigate Vendor Risk

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  • Parent Category Name: Vendor Management
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  • IT priorities are focused on daily tasks, pushing risk management to secondary importance and diverging from a proactive environment.
  • IT leaders are relying on an increasing number of third-party technology vendors and outsourcing key functions to meet the rapid pace of change within IT.
  • Risk levels can fluctuate over the course of the partnership, requiring manual process checks and/or automated solutions.

Our Advice

Critical Insight

  • Every IT vendor carries risks that have business implications. These legal, financial, security, and operational risks could inhibit business continuity and IT can’t wait until an issue arises to act.
  • Making intelligent decisions about risks without knowing what their financial impact will be is difficult. Risk impact must be quantified.
  • You don’t know what you don’t know, and what you don’t know, can hurt you. To find hidden risks, you must use a structured risk identification method.

Impact and Result

  • A thorough risk assessment in the selection phase is your first line of defense. If you follow the principles of vendor risk management, you can mitigate collateral losses following an adverse event.
  • Make a conscious decision whether to accept the risk based on time, priority, and impact. Spend the required time to correctly identify and enact defined vendor management processes that determine spend categories and appropriately evaluate potential and preferred suppliers. Ensure you accurately assess the partnership potential.
  • Take a proactive stance against IT threats and vulnerabilities by identifying and assessing IT’s most significant risks before they happen.

Proactively Identify and Mitigate Vendor Risk Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out how to create a vendor risk management program that minimizes your organization’s vulnerability and mitigates adverse scenarios.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Review vendor risk fundamentals and establish governance

Review IT vendor risk fundamentals and establish a risk governance framework.

  • Proactively Identify and Mitigate Vendor Risk – Phase 1: Review Vendor Risk Fundamentals and Establish Governance
  • Vendor Risk Management Maturity Assessment Tool
  • Vendor Risk Management Program Manual
  • Risk Event Action Plan

2. Assess vendor risk and define your response strategy

Categorize, prioritize, and assess your vendor risks. Follow up with creating effective response strategies.

  • Proactively Identify and Mitigate Vendor Risk – Phase 2: Assess Vendor Risk and Define Your Response Strategy
  • Vendor Classification Model Tool
  • Vendor Risk Profile and Assessment Tool
  • Risk Costing Tool
  • Risk Register Tool

3. Monitor, communicate, and improve IT vendor risk process

Assign accountability and responsibilities to formalize ongoing risk monitoring. Communicate your findings to management and share the plan moving forward.

  • Proactively Identify and Mitigate Vendor Risk – Phase 3: Monitor, Communicate, and Improve IT Vendor Risk Process
  • Risk Report
[infographic]

Workshop: Proactively Identify and Mitigate Vendor Risk

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

1 Prepare for the Workshop

The Purpose

To prepare the team for the workshop.

Key Benefits Achieved

Avoids delays and interruptions once the workshop is in progress.

Activities

1.1 Send workshop agenda to all participants.

1.2 Prepare list of vendors and review any contracts provided by them.

1.3 Review current risk management process.

Outputs

All necessary participants assembled

List of vendors and vendor contracts

Understanding of current risk management process

2 Review Vendor Risk Fundamentals and Establish Governance

The Purpose

Review IT vendor risk fundamentals.

Assess current maturity and set risk management program goals.

Engage stakeholders and establish a risk governance framework.

Key Benefits Achieved

Understanding of organizational risk culture and the corresponding risk threshold.

Obstacles to effective IT risk management identified.

Attainable goals to increase maturity established.

Understanding of the gap to achieve vendor risk readiness.

Activities

2.1 Brainstorm vendor-related risks.

2.2 Assess current program maturity.

2.3 Identify obstacles and pain points.

2.4 Develop risk management goals.

2.5 Develop key risk indicators (KRIs) and escalation protocols.

2.6 Gain stakeholders’ perspective.

Outputs

Vendor risk management maturity assessment

Goals for vendor risk management

Stakeholders’ opinions

3 Assess Vendor Risk and Define Your Response Strategy

The Purpose

Categorize vendors.

Prioritize assessed risks.

Key Benefits Achieved

Risk events prioritized according to risk severity – as defined by the business.

Activities

3.1 Categorize vendors.

3.2 Map vendor infrastructure.

3.3 Prioritize vendors.

3.4 Identify risk contributing factors.

3.5 Assess risk exposure.

3.6 Calculate expected cost.

3.7 Identify risk events.

3.8 Input risks into the Risk Register Tool.

Outputs

Vendors classified and prioritized

Vendor risk exposure

Expected cost calculation

4 Assess Vendor Risk and Define Your Response Strategy (continued)

The Purpose

Determine risk threshold and contract clause relating to risk prevention.

Identify and assess risk response actions.

Key Benefits Achieved

Thorough analysis has been conducted on the value and effectiveness of risk responses for high-severity risk events.

Risk response strategies have been identified for all key risks.

Authoritative risk response recommendations can be made to senior leadership.

Activities

4.1 Determine the threshold for (un)acceptable risk.

4.2 Match elements of the contract to related vendor risks.

4.3 Identify and assess risk responses.

Outputs

Thresholds for (un)acceptable risk

Risk responses

5 Monitor, Communicate, and Improve IT Vendor Risk Process

The Purpose

Communicate top risks to management.

Assign accountabilities and responsibilities for risk management process.

Establish monitoring schedule.

Key Benefits Achieved

Risk monitoring responsibilities are established.

Transparent accountabilities and established ongoing improvement of the vendor risk management program.

Activities

5.1 Create a stakeholder map.

5.2 Complete RACI chart.

5.3 Establish the reporting schedule.

5.4 Finalize the vendor risk management program.

Outputs

Stakeholder map

Assigned accountability for risk management

Established monitoring schedule

Risk report

Vendor Risk Management Program Manual

Select an EA Tool Based on Business and User Need

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  • Parent Category Name: Architecture Domains
  • Parent Category Link: /architecture-domains
  • A mature EA function is increasingly becoming an organizational priority to drive innovation, provide insight, and define digital capabilities.
  • Proliferation of digital technology has increased complexity, straining the EA function to deliver insights.
  • An EA tool increases the efficiency with which the EA function can deliver insights, but a large number of organizations have not a selected an EA tool that suits their needs.

Our Advice

Critical Insight

  • EA tool value largely comes from tying organizational context and requirements to the selection process.
  • Organizations that have selected an EA tool often fail to have it adopted and show its true value. To ensure successful adoption and value delivery, the EA tool selection process must account for the needs of business stakeholders and tool users.

Impact and Result

  • Link the need for the EA tool to your organization’s EA value proposition. The connection enables the EA tool to address the future needs of stakeholders and the design style of the EA team.
  • Use Info-Tech’s EA Solution Recommendation Tool to create a shortlist of EA tools that is suited to the preferences of the organization.
  • Gather additional information on the shortlist of EA tool vendors to narrow down the selection using the EA Tool Request for Information Template.

Select an EA Tool Based on Business and User Need Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should procure an EA tool in the digital age, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

  • Select an EA Tool Based on Business and User Need – Executive Brief
  • Select an EA Tool Based on Business and User Need – Phases 1-3

1. Make the case

Decide if an EA tool is needed in your organization and define the requirements of EA tool users.

  • Select an EA Tool Based on Business and User Need – Phase 1: Make the Case
  • EA Value Proposition Template
  • EA Tool User Requirements Template

2. Shortlist EA tools

Determine your organization’s preferences in terms of product capabilities and vendor characteristics.

  • Select an EA Tool Based on Business and User Need – Phase 2: Shortlist EA Tools
  • EA Solution Recommendation Tool

3. Select and communicate the process

Gather information on shortlisted vendors and make your final decision.

  • Select an EA Tool Based on Business and User Need – Phase 3: Select and Communicate the Process
  • EA Tool Request for Information Template
  • EA Tool Demo Script Template
  • Request for Proposal (RFP) Template
  • EA Tool Selection Process Template
[infographic]

Annual CIO Survey Report 2024

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CIOs today face increasing pressures, disruptive emerging technologies, talent shortages, and a slew of other challenges. What are their top concerns, priorities, and technology bets that will define the future direction of IT?

CIO responses to our Future of IT 2024 survey reveal key insights on spending projects, the potential disruptions causing the most concern, plans for adopting emerging technology, and how firms are responding to generative AI.

See how CIOs are sizing up the opportunities and threats of the year ahead

Map your organization’s response to the external environment compared to CIOs across geographies and industries. Learn:

  • The CIO view on continuing concerns such as cybersecurity.
  • Where they rate their IT department’s maturity.
  • What their biggest concerns and budget increases are.
  • How they’re approaching third-party generative AI tools.

Annual CIO Survey Report 2024 Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Future of IT Survey 2024 – A summary of key insights from the CIO responses to our Future of IT 2024 survey.

Take the pulse of the IT industry and see how CIOs are planning to approach 2024.

  • Annual CIO Survey Report for 2024
[infographic]

Further reading

Annual CIO Survey Report 2024

An inaugural look at what's on the minds of CIOs.

1. Firmographics

  • Region
  • Title
  • Organization Size
  • IT Budget Size
  • Industry

Firmographics

The majority of CIO responses came from North America. Contributors represent regions from around the world.

Countries / Regions Response %
United States 47.18%
Canada 11.86%
Australia 9.60%
Africa 6.50%
China 0.28%
Germany 1.13%
United Kingdom 5.37%
India 1.41%
Brazil 1.98%
Mexico 0.56%
Middle East 4.80%
Asia 0.28%
Other country in Europe 4.52%

n=354

Firmographics

A typical CIO respondent held a C-level position at a small to mid-sized organization.

Half of CIOs hold a C-level position, 10% are VP-level, and 20% are director level

Pie Chart of CIO positions

38% of respondents are from an organization with above 1,000 employees

Pie chart of size of organizations

Firmographics

A typical CIO respondent held a C-level position at a small to mid-sized organization.

40% of CIOs report an annual budget of more than $10 million

Pie chart of CIO annual budget

A range of industries are represented, with 29% of respondents in the public sector or financial services

Range of industries

2. Key Factors

  • IT Maturity
  • Disruptive Factors
  • IT Spending Plans
  • Talent Shortage

Two in three respondents say IT can deliver outcomes that Support or Optimize the business

IT drives outcomes

Most CIOs are concerned with cybersecurity disruptions, and one in four expect a budget increase of above 10%

How likely is it that the following factors will disrupt your business in the next 12 months?

Chart for factors that will disrupt your business

Looking ahead to 2024, how will your organization's IT spending change compared to spending in 2023?

Chart of IT spending change

3. Adoption of Emerging Technology

  • Fastest growing tech for 2024 and beyond

CIOs plan the most new spend on AI in 2024 and on mixed reality after 2024

Top five technologies for new spending planned in 2024:

  1. Artificial intelligence - 35%
  2. Robotic process automation or intelligent process automation - 24%
  3. No-code/low-code platforms - 21%
  4. Data management solutions - 14%
  5. Internet of Things (IoT) - 13%

Top five technologies for new spending planned after 2024:

  1. Mixed reality - 20%
  2. Blockchain - 19%
  3. Internet of Things (IoT) - 17%
  4. Robotics/drones - 16%
  5. Robotic process automation or intelligent process automation - 14%

n=301

Info-Tech Insight
Three in four CIOs say they have no plans to invest in quantum computing, more than any other technology with no spending plans.

4. Adoption of AI

  • Interest in generative AI applications
  • Tasks to be completed with AI
  • Progress in deploying AI

CIOs are most interested in industry-specific generative AI applications or text-based

Rate your business interest in adopting the following generative AI applications:

Chart for interest in AI

There is interest across all types of generative AI applications. CIOs are least interested in visual media generators, rating it just 2.4 out of 5 on average.

n=251

Info-Tech Insight
Examples of generative AI solutions specific to the legal industry include Litigate, CoCounsel, and Harvey.

By the end of 2024, CIOs most often plan to use AI for analytics and repetitive tasks

Most popular use cases for AI by end of 2024:

  1. Business analytics or intelligence - 69%
  2. Automate repetitive, low-level tasks - 68%
  3. Identify risks and improve security - 66%
  4. IT operations - 62%
  5. Conversational AI or virtual assistants - 57%

Fastest growing uses cases for AI in 2024:

  1. Automate repetitive, low-level tasks - 39%
  2. IT operations - 38%
  3. Conversational AI or virtual assistants - 36%
  4. Business analytics or intelligence - 35%
  5. Identify risks and improve security - 32%

n=218

Info-Tech Insight
The least popular use case for AI is to help define business strategy, with 45% saying they have no plans for it.

One in three CIOs are running AI pilots or are more advanced with deployment

How far have you progressed in the use of AI?

Chart of progress in use of AI

Info-Tech Insight
Almost half of CIOs say ChatGPT has been a catalyst for their business to adopt new AI initiatives.

5. AI Risk

  • Perceived impact of AI
  • Approach to third-party AI tools
  • AI features in business applications
  • AI governance and accountability

Six in ten CIOs say AI will have a positive impact on their organization

What overall impact do you expect AI to have on your organization?

Overall impact of AI on organization

The majority of CIOs are waiting for professional-grade generative AI tools

Which of the following best describes your organization's approach to third-party generative AI tools (such as ChatGPT or Midjourney)?

Third-party generative AI

Info-Tech Insight
Business concerns over intellectual property and sensitive data exposure led OpenAI to announce ChatGPT won't use data submitted via its API for model training unless customers opt in to do so. ChatGPT users can also disable chat history to avoid having their data used for model training (OpenAI).

One in three CIOs say they are accountable for AI, and the majority are exploring it cautiously

Who in your organization is accountable for governance of AI?

Governance of AI

More than one-third of CIOs say no AI governance steps are in place today

What AI governance steps does your organization have in place today?

Chart of AI governance steps

Among organizations that plan to invest in AI in 2024, 30% still say there are no steps in place for AI governance. The most popular steps to take are to publish clear explanations about how AI is used, and to conduct impact assessments (n=170).

Chart of AI governance steps

Among all CIOs, including those that do not plan to invest in AI next year, 37% say no steps are being taken toward AI governance today (n=243).

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Methodology

All data in this report is from Info-Tech's Future of IT online survey 2023 edition.

A CIO focus for the Future of IT

Data in this report represents respondents to the Future of IT online survey conducted by Info-Tech Research Group between May 11 and July 7, 2023.

Only CIO respondents were selected for this report, defined as those who indicated they are the most senior member of their organization's IT department.

This data segment reflects 355 total responses with 239 completing every question on the survey.

Further data from the Future of IT online survey and the accompanying interview process will be featured in Info-Tech's Tech Trends 2024 report this fall and in forthcoming Priorities reports including Applications, Data & EA, CIO, Infrastructure, and Security.

Application Portfolio Management Foundations

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Organizations consider application oversight a low priority and app portfolio knowledge is poor:

  • No dedicated or centralized effort to manage the app portfolio means no single source of truth is available to support informed decision making.
  • Organizations acquire more applications over time, creating redundancy, waste, and the need for additional support.
  • Organizations are more vulnerable to changing markets. Flexibility and growth are compromised when applications are unadaptable or cannot scale.

Our Advice

Critical Insight

  • You cannot outsource application strategy.
  • Modern software options have lessened the need for organizations to have robust in-house application management capabilities. But your applications’ future and governance of the portfolio still require centralized oversight to ensure the best overall return on investment.
  • Application portfolio management is the mechanism to ensure that the applications in your enterprise are delivering value and support for your value streams and business capabilities. Understanding value, satisfaction, technical health, and total cost of ownership are critical to digital transformation, modernization, and roadmaps.

Impact and Result

Build an APM program that is actionable and fit for size:

  • Understand your current state, needs, and goals for your application portfolio management.
  • Create an application and platform inventory that is built for better decision making.
  • Rationalize your apps with business priorities and communicate risk in operational terms.
  • Create a roadmap that improves communication between those who own, manage, and support your applications.

Application Portfolio Management Foundations Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Application Portfolio Management Foundations Deck – A guide that helps you establish your core application inventory, simplified rationalization, redundancy comparison, and modernization roadmap.

Enterprises have more applications than they need and rarely apply oversight to monitor the health, cost, and relative value of applications to ensure efficiency and minimal risk. This blueprint will help you build a streamlined application portfolio management process.

  • Application Portfolio Management Foundations – Phases 1-4

2. Application Portfolio Management Diagnostic Tool – A tool that assesses your current application portfolio.

Visibility into your application portfolio and APM practices will help inform and guide your next steps.

  • Application Portfolio Management Diagnostic Tool

3. Application Portfolio Management Foundations Playbook – A template that builds your application portfolio management playbook.

Capture your APM roles and responsibilities and build a repeatable process.

  • Application Portfolio Management Foundations Playbook

4. Application Portfolio Management Snapshot and Foundations Tool – A tool that stores application information and allows you to execute rationalization and build a portfolio roadmap.

This tool is the central hub for the activities within Application Portfolio Management Foundations.

  • Application Portfolio Management Snapshot and Foundations Tool
[infographic]

Workshop: Application Portfolio Management Foundations

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

1 Lay Your Foundations

The Purpose

Work with key corporate stakeholders to come to a shared understanding of the benefits and aspects of application portfolio management.

Key Benefits Achieved

Establish the goals of APM.

Set the scope of APM responsibilities.

Establish business priorities for the application portfolio.

Activities

1.1 Define goals and metrics.

1.2 Define application categories.

1.3 Determine steps and roles.

1.4 Weight value drivers.

Outputs

Set short- and long-term goals and metrics.

Set the scope for applications.

Set the scope for the APM process.

Defined business value drivers.

2 Improve Your Inventory

The Purpose

Gather information on your applications to build a detailed inventory and identify areas of redundancy.

Key Benefits Achieved

Populated inventory based on your and your team’s current knowledge.

Understanding of outstanding data and a plan to collect it.

Activities

2.1 Populate inventory.

2.2 Assign business capabilities.

2.3 Review outstanding data.

Outputs

Initial application inventory

List of areas of redundancy

Plan to collect outstanding data

3 Gather Application Information

The Purpose

Work with the application subject matter experts to collect and compile data points and determine the appropriate disposition for your apps.

Key Benefits Achieved

Dispositions for individual applications

Application rationalization framework

Activities

3.1 Assess business value.

3.2 Assess end-user perspective.

3.3 Assess TCO.

3.4 Assess technical health.

3.5 Assess redundancies.

3.6 Determine dispositions.

Outputs

Business value score for individual applications

End-user satisfaction scores for individual applications

TCO score for individual applications

Technical health scores for individual applications

Feature-level assessment of redundant applications

Assigned dispositions for individual applications

4 Gather, Assess, and Select Dispositions

The Purpose

Work with application delivery specialists to determine the strategic plans for your apps and place these in your portfolio roadmap.

Key Benefits Achieved

Prioritized initiatives

Initial application portfolio roadmap

Ongoing structure of APM

Activities

4.1 Prioritize initiatives

4.2 Populate roadmap.

4.3 Determine ongoing APM cadence.

4.4 Build APM action plan.

Outputs

Prioritized new potential initiatives.

Built an initial portfolio roadmap.

Established an ongoing cadence of APM activities.

Built an action plan to complete APM activities.

Further reading

Application Portfolio Management Foundations

Ensure your application portfolio delivers the best possible return on investment.

Analyst Perspective

You can’t outsource accountability.

Many lack visibility into their overall application portfolio, focusing instead on individual projects or application development. Inevitably, application sprawl creates process and data disparities, redundant applications, and duplication of resources and stands as a significant barrier to business agility and responsiveness. The shift from strategic investment to application maintenance creates an unnecessary constraint on innovation and value delivery.

With the rise and convenience of SAAS solutions, IT has an increasing need to discover and support all applications in the organization. Unmanaged and unsanctioned applications can lead to increased reputational risk. What you don’t know WILL hurt you.

You can outsource development, you can even outsource maintenance, but you cannot outsource accountability for the portfolio. Organizations need a holistic dashboard of application performance and dispositions to help guide and inform planning and investment discussions. Application portfolio management (APM) can’t tell you why something is broken or how to fix it, but it is an important tool to determine if an application’s value and performance are up to your standards and can help meet your future goals.

The image contains a picture of Hans Eckman.

Hans Eckman
Principal Research Director
Info-Tech Research Group


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Research Navigation

Managing your application portfolio is essential regardless of its size or whether your software is purchased or developed in house. Each organization must have some degree of application portfolio management to ensure that applications deliver value efficiently and that their risk or gradual decline in technical health is appropriately limited.

Your APM goals

If this describes your primary goal(s)

  • We are building a business case to determine where and if APM is needed now.
  • We want to understand how well supported are our business capabilities, departments, or core functions by our current applications.
  • We want to start our APM program with our core or critical applications.
  • We want to build our APM inventory for less than 150 applications (division, department, operating unit, government, small enterprise, etc.).
  • We want to start simple with a quick win for our 150 most important applications.
  • We want to start with an APM pilot before committing to an enterprise APM program.
  • We need to rationalize potentially redundant and underperforming applications to determine which to keep, replace, or retire.
  • We want to start enterprise APM, with up to 150 critical applications.
  • We want to collect and analyze detailed information about our applications.
  • We need tools to help us calculate total cost of ownership (TCO) and value.
  • We want to customize our APM journey and rationalization.
  • We want to build a formal communication strategy for our APM program.

Executive Summary

Your Challenge

Common Obstacles

Info-Tech’s Approach

  • Organizations consider application oversight a low priority and app portfolio knowledge is poor.
  • No dedicated or centralized effort to manage the app portfolio means no single source of truth is available to support informed decision making.
  • Organizations acquire more applications over time, creating redundancy, waste, and the need for additional support.
  • Organizations are more vulnerable to changing markets. Flexibility and growth are compromised when applications are unadaptable or cannot scale.
  • APM implies taking a holistic approach and compiling multiple priorities and perspectives.
  • Organizations have limited time to act strategically or proactively and need to be succinct.
  • Uncertainties on business value prevent IT from successfully advising software decision making.
  • IT knows its technical debt but struggles to get the business to act on technical risks.
  • Attempts at exposing these problems rarely gain buy-in and discourage the push for improvement.
  • Think low priority over no priority.
  • Integrate these tasks into your mixed workload.
  • Create an inventory built for better decision making.
  • Rationalize your apps in accordance with business priorities and communicate risks on their terms.
  • Create a roadmap that improves communication between those who own, manage, and support an application.
  • Build your APM process fit for size.

Info-Tech Insight: You can’t outsource strategy.

Modern software options have decreased the need for organizations to have robust in-house application management capabilities. Your applications’ future and governance of the portfolio still require a centralized IT oversight to ensure the best return on investment.

The top IT challenges for SE come from app management

#1 challenge small enterprise owners face in their use of technology:

Taking appropriate security precautions

24%

The costs of needed upgrades to technology

17%

The time it takes to fix problems

17%

The cost of maintaining technology

14%

Lack of expertise

9%

Breaks in service

7%
Source: National Small Business Association, 2019

Having more applications than an organization needs means unnecessarily high costs and additional burden on the teams who support the applications. Especially in the case of small enterprises, this is added pressure the IT team cannot afford.

A poorly maintained portfolio will eventually hurt the business more than it hurts IT.

Legacy systems, complex environments, or anything that leads to a portfolio that can’t adapt to changing business needs will eventually become a barrier to business growth and accomplishing objectives. Often the blame is put on the IT department.

56%

of small businesses cited inflexible technology as a barrier to growth

Source: Salesforce as quoted by Tech Republic, 2019

A hidden and inefficient application portfolio is the root cause of so many pains experienced by both IT and the business.

  • Demand/Capacity Imbalance
  • Overspending
  • Security and Business Continuity Risk
  • Delays in Delivery
  • Barriers to Growth

APM comes at a justified cost

The image contains a screenshot of a graph to demonstrate APM and the costs.

The benefits of APM

APM identifies areas where you can reduce core spending and reinvest in innovation initiatives.

Other benefits can include:

  • Fewer redundancies
  • Less risk
  • Less complexity
  • Improved processes
  • Flexibility
  • Scalability

APM allows you to better understand and set the direction of your portfolio

Application Inventory

The artifact that documents and informs the business of your application portfolio.

Application Rationalization

The process of collecting information and assessing your applications to determine recommended dispositions.

Application Alignment

The process of revealing application information through interviewing stakeholders and aligning to business capabilities.

Application Roadmap

The artifact that showcases the strategic directions for your applications over a given timeline.

Application Portfolio Management (APM):

The ongoing practice of:

  • Providing visibility into applications across the organization.
  • Recommending corrections or enhancements to decision makers.
  • Aligning delivery teams on priority.
  • Showcasing the direction of applications to stakeholders.

Create a balanced approach to value delivery

Enterprise Agility and Value Realization

Product Lifecycle Management

Align your product and service improvement and execution to enterprise strategy and value realization in three key areas: defining your products and services, aligning product/service owners, and developing your product vision.

Product Delivery Lifecycle (Agile DevOps)

Enhance business agility by leveraging an Agile mindset and continuously improving your delivery throughput, quality, value realization, and adaptive governance.

Application Portfolio Management

Transform your application portfolio into a cohesive service catalog aligned to your business capabilities by discovering, rationalizing, and modernizing your applications while improving application maintenance, management, and reuse.

The image contains a screenshot of a Thought Model on the Application Department Strategy.


The image contains a screenshot of a Thought Model on Accelerate Your Transition to Product Delivery.

Every organization experiences some degree of application sprawl

The image contains a screenshot of images to demonstrate application sprawl.

Causes of Sprawl

  • Poor Lifecycle Management
  • Turnover & Lack of Knowledge Transfer
  • Siloed Business Units & Decentralized IT
  • Business-Managed IT
  • (Shadow IT)
  • Mergers & Acquisitions

Problems With Sprawl

  • Redundancy and Inefficient Spending
  • Disparate Apps & Data
  • Obsolescence
  • Difficulties in Prioritizing Support
  • Barriers to Change & Growth

Application Sprawl:

Inefficiencies within your application portfolio are created by the gradual and non-strategic accumulation of applications.

You have more apps than you need.

Only 34% of software is rated as both IMPORTANT and EFFECTIVE by users.

Source: Info-Tech’s CIO Business Vision

Build your APM journey map

The image contains screenshots of diagrams that reviews building your APM journey map.

Application rationalization provides insight

Directionless portfolio of applications

Info-Tech’s Five Lens Model

Assigned dispositions for individual apps

The image contains a screenshot of an example of directionless portfolio of applications.

Application Alignment

Business Value

Technical Health

End-User Perspective

Total Cost of Ownership (TCO)

Maintain: Keep the application but adjust its support structure.

Modernize: Create a new initiative to address an inadequacy.

Consolidate: Create a new initiative to reduce duplicate functionality.

Retire: Phase out the application.

Disposition: The intended strategic direction or implied course of action for an application.

How well do your apps support your core functions and teams?

How well are your apps aligned to value delivery?

Do your apps meet all IT quality standards and policies?

How well do your apps meet your end users’ needs?

What is the relative cost of ownership and operation of your apps?

Application rationalization requires the collection of several data points that represent these perspectives and act as the criteria for determining a disposition for each of your applications.

APM is an iterative and evergreen process

APM provides oversight and awareness of your application portfolio’s performance and support for your business operations and value delivery to all users and customers.

Determine Scope and categories Build your list of applications and capabilities Score each application based on your values Determine outcomes based on app scoring and support for capabilities

1. Lay Your Foundations

1.1 Assess the state of your current application portfolio.

1.2 Determine narrative.

1.3 Define goals and metrics.

1.4 Define application categories.

1.5 Determine APM steps and roles (SIPOC).

2. Improve Your Inventory

2.1 Populate your inventory.

2.2 Align to business capabilities.

*Repeat

3. Rationalize Your Apps

3.1 Assess business value.

3.2 Assess technical health.

3.3 Assess end-user perspective.

3.4 Assess total cost of ownership.

*Repeat

4. Populate Your Roadmap

4.1 Review APM Snapshot results.

4.2 Review APM Foundations results.

4.3 Determine dispositions.

4.4 Assess redundancies (optional).

4.5 Determine dispositions for redundant applications (optional).

4.6 Prioritize initiatives.

4.7 Determine ongoing cadence.

*Repeat

Repeat according to APM cadence and application changes

Executive Brief Case Study

INDUSTRY: Retail

SOURCE: Deloitte, 2017

Supermarket Company

The grocer was a smaller organization for the supermarket industry with a relatively low IT budget. While its portfolio consisted of a dozen applications, the organization still found it difficult to react to an evolving industry due to inflexible and overly complex legacy systems.

The IT manager found himself in a scenario where he knew the applications well but had little awareness of the business processes they supported. Application maintenance was purely in keeping things operational, with little consideration for a future business strategy.

As the business demanded more responsiveness to changes, the IT team needed to be able to react more efficiently and effectively while still securing the continuity of the business.

The IT manager found success by introducing APM and gaining a better understanding of the business use and future needs for the applications. The organization started small but then increased the scope over time to produce and develop techniques to aid the business in meeting strategic goals with applications.

Results

The IT manager gained credibility and trust within the organization. The organization was able to build a plan to move away from the legacy systems and create a portfolio more responsive to the dynamic needs of an evolving marketplace.

The application portfolio management initiative included the following components:

Train teams and stakeholders on APM

Model the core business processes

Collect application inventory

Assign APM responsibilities

Start small, then grow

Info-Tech’s application portfolio management methodology

1. Lay Your Foundations

2. Improve Your Inventory

3. Rationalize Your Apps

4. Populate Your Roadmap

Phase Activities

1.1 Assess your current application portfolio

1.2 Determine narrative

1.3 Define goals and metrics

1.4 Define application categories

1.5 Determine APM steps and roles

2.1 Populate your inventory

2.2 Align to business capabilities

3.1 Assess business value

3.2 Assess technical health

3.3 Assess end-user perspective

3.4 Assess total cost of ownership

4.1 Review APM Snapshot results

4.2 Review APM Foundations results

4.3 Determine dispositions

4.4 Assess redundancies (optional)

4.5 Determine dispositions for redundant applications (optional)

4.6 Prioritize initiatives

4.7 Determine ongoing APM cadence

Phase Outcomes

Work with the appropriate management stakeholders to:

  • Extract key business priorities.
  • Set your goals.
  • Define scope of APM effort.

Gather information on your own understanding of your applications to build a detailed inventory and identify areas of redundancy.

Work with application subject matter experts to collect and compile data points and determine the appropriate disposition for your apps.

Work with application delivery specialists to determine the strategic plans for your apps and place these in your portfolio roadmap.

Blueprint deliverables

Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals.

Application Portfolio Management Foundations Playbook

Application Portfolio Management Snapshot and Foundations Tool

This template allows you to capture your APM roles and responsibilities and build a repeatable process.

This tool stores all relevant application information and allows you to assess your capability support, execute rationalization, and build a portfolio roadmap.

The image contains screenshots of the Application Portfolio Management Foundations Playbook. The image contains screenshots of the Application Portfolio Management Snapshot and Foundations Tool.

Key deliverable:

Blueprint Storyboard

This is the PowerPoint document you are viewing now. Follow this guide to understand APM, learn how to use the tools, and build a repeatable APM process that will be captured in your playbook.

The image contains a screenshot of the blueprint storyboard.

Info-Tech offers various levels of support to best suit your needs

DIY Toolkit

Guided Implementation

Workshop

Consulting

“Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.” “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.” “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.” “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

Diagnostics and consistent frameworks used throughout all four options

Guided Implementation

What does a typical GI for on this topic look like?

Phase 1 Phase 2 Phase 3 Phase 4

Call #1: Establish goals and foundations for your APM practice.

Call #2:

Initiate inventory and determine data requirements.

Call #3:

Initiate rationalization with group of applications.

Call #4:

Review result of first iteration and perform retrospective.

Call #5:

Initiate your roadmap and determine your ongoing APM practice.

Note: The Guided Implementation will focus on a subset or group of applications depending on the state of your current APM inventory and available time. The goal is to use this first group to build your APM process and models to support your ongoing discovery, rationalization, and modernization efforts.

A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our right-sized best practices in your organization. A typical GI, using our materials, is 3 to 6 calls over the course of 1 to 3 months.

Workshop Overview

Contact your account representative for more information.
workshops@infotech.com 1-888-670-8889

1. Lay Your Foundations

2. Improve Your Inventory

3. Rationalize Your Apps

4. Populate Your Roadmap

Post Workshop Steps

Activities

1.1 Assess your current
application portfolio

1.2 Determine narrative

1.3 Define goals and metrics

1.4 Define application categories

1.5 Determine APM steps and roles

2.1 Populate your inventory

2.2 Align to business capabilities

3.1 Assess business value

3.2 Assess technical health

3.3 Assess end-user perspective

3.4 Assess total cost of ownership

4.1 Review APM Snapshot results

4.2 Review APM Foundations results

4.3 Determine dispositions

4.4 Assess redundancies (optional)

4.5 Determine dispositions for redundant applications (optional)

4.6 Prioritize initiatives

4.7 Determine ongoing APM cadence

  • Complete in-progress deliverables from the previous four days.
  • Set up review time for workshop deliverables and to discuss the next steps.

Outcomes

Work with the appropriate management stakeholders to:

  1. Extract key business priorities
  2. Set your goals
  3. Agree on key terms and set the scope for your APM effort

Work with your applications team to:

  1. Build a detailed inventory
  2. Identify areas of redundancy

Work with the SMEs for a subset of applications to:

  1. Define your rationalization criteria, descriptions, and scoring
  2. Evaluate each application using rationalization criteria

Work with application delivery specialists to:

  1. Determine the appropriate disposition for your apps
  2. Build an initial application portfolio roadmap
  3. Establish an ongoing cadence of APM activities

Info-Tech analysts complete:

  1. Workshop report
  2. APM Snapshot and Foundations Toolset
  3. Action plan

Note: The workshop will focus on a subset or group of applications depending on the state of your current APM inventory and available time. The goal is to use this first group to build your APM process and models to support your ongoing discovery, rationalization, and modernization efforts.

Workshop Options

Contact your account representative for more information.
workshops@infotech.com 1-888-670-8889

Outcomes

1-Day Snapshot

3-Day Snapshot and Foundations (Key Apps)

4-Day Snapshot and Foundations (Pilot Area)

APM Snapshot

  • Align applications to business capabilities
  • Evaluate application support for business capabilities

APM Foundations

  • Define your APM program and cadence
  • Rationalize applications using weighted criteria
  • Define application dispositions
  • Build an application roadmap aligned to initiatives

Establish APM practice with a small sample set of apps and capabilities.

Establish APM practice with a pilot group of apps and capabilities.

Blueprint Pre-Step: Get the right stakeholders to the right exercises

The image contains four steps and demonstrates who should be handling each exercise. 1. Lay Your Foundations, is to be handled by the APM Lead/Owner and the Key Corporate Stakeholders. 2. Improve Your Inventory, is to be handled by the APM Lead/Owner and the Applications Subject Matter Experts. 3. Rationalize Your Apps, is to be handled by the APM Lead/Owner, the Applications Subject Matter Experts, and the Delivery Leads. 4. Populate Your Roadmap, is to be handled by the APM Lead/Owner, the Key Corporate Stakeholders, and the Delivery Leads.

APM Lead/Owner (Recommended)

☐ Applications Lead or the individual responsible for application portfolio management, along with any applications team members, if available

Key Corporate Stakeholders

Depending on size and structure, participants could include:

☐ Head of IT (CIO, CTO, IT Director, or IT Manager)

☐ Head of shared services (CFO, COO, VP HR, etc.)

☐ Compliance Officer, Steering Committee

☐ Company owner or CEO

Application Subject Matter Experts

Individuals who have familiarity with a specific subset of applications

☐ Business owners (product owners, Head of Business Function, power users)

☐ Support owners (Operations Manager, IT Technician)

Delivery Leads

☐ Development Managers

☐ Solution Architects

☐ Project Managers

Understand your APM tools and outcomes

1.Diagnostic The image contains a screenshot of the diagnostic APM tool.

5. Foundations: Chart

The image contains a screenshot of the Foundations: Chart APM tool.

2. Data Journey

The image contains a screenshot of the data journey APM tool.

6. App Comparison

The image contains a screenshot of the App Comparison APM tool.

3. Snapshot

The image contains a screenshot of the snapshot APM tool.

7. Roadmap

The image contains a screenshot of the Roadmap APM tool.

4. Foundations: Results

The image contains a screenshot of the Foundations: Results APM Tool.

Examples and explanations of these tools are located on the following slides and within the phases where they occur.

Assess your current application portfolio with Info-Tech’s APM Diagnostic Tool

The image contains a screenshot of the APM Diagnostic Tool.

One of the primary purposes of application portfolio management is to get what we know and need to know on paper so we can share a common vision and understanding of our portfolio. This enables better discussions and decisions with your application owners and stakeholders.

APM worksheet data journey map

The image contains a screenshot of the APM worksheet data journey map.

Interpreting your APM Snapshot results

The image contains a screenshot of the APM snapshots results.

Interpreting your APM Foundations results

The image contains a screenshot of the APM Foundations results.

Interpreting your APM Foundations chart

The image contains a screenshot of the APM Foundations chart.

Compare application groups

Group comparison can be used for more than just redundant/overlapping applications.

The image contains a screenshot of images that demonstrate comparing application groups.

Apply Info-Tech’s 6 R’s Rationalization Disposition Model

The image contains a screenshot of Info-Tech's 6 R's Rationalization Disposition Model.

Disposition

Description

Reward

Prioritize new features or enhancement requests and openly welcome the expansion of these applications as new requests are presented.

Refresh

Address the poor end-user satisfaction with a prioritized project. Consult with users to determine if UX issues require improvement to address satisfaction.

Refocus

Determine the root cause of the low value. Refocus, retrain, or refresh the UX to improve value. If there is no value found, aim to "keep the lights on" until the app can be decommissioned.

Replace

Replace or rebuild the application as technical and user issues are putting important business capabilities at risk. Decommission application alongside replacement.

Remediate

Address the poor technical health or risk with a prioritized project. Further consult with development and technical teams to determine if migration or refactoring is suited to address the technical issue.

Retire

Cancel any requested features and enhancements. Schedule the proper decommission and transfer end users to a new or alternative system if necessary.

TCO, compared relatively to business value, helps determine the practicality of a disposition and the urgency of any call to action. Application alignment is factored in when assessing redundancies and has a separate set of dispositions.

Populate roadmap example

The image contains an example of the populate roadmap.

ARE YOU READY TO GET STARTED?

Phase 1

Lay Your Foundations

Phase 1

1.1 Assess Your Current Application Portfolio

1.2 Determine Narrative

1.3 Define Goals and Metrics

1.4 Define Application Categories

1.5 Determine APM Steps and Roles

Phase 2

2.1 Populate Your Inventory

2.2 Align to Business Capabilities

Phase 3

3.1 Assess Business Value

3.2 Assess Technical Health

3.3 Assess End-User Perspective

3.4 Assess Total Cost of Ownership

Phase 4

4.1 Review APM Snapshot Results

4.2 Review APM Foundations Results

4.3 Determine Dispositions

4.4 Assess Redundancies (Optional)

4.5 Determine Dispositions for Redundant Applications (Optional)

4.6 Prioritize Initiatives

4.7 Determine Ongoing APM Cadence

This phase involves the following participants:

Applications Lead

Key Corporate Stakeholders

Additional Resources

APM supports many goals

Building an APM process requires a proper understanding of the underlying business goals and objectives of your organization’s strategy. Effectively identifying these drivers is paramount to gaining buy-in and the approval for any changes you plan to make to your application portfolio.

After identifying these goals, you will need to ensure they are built into the foundations of your APM process.

“What is most critical?” but also “What must come first?”

Discover

Improve

Transform

Collect Inventory

Uncover Shadow IT

Uncover Redundancies

Anticipate Upgrades

Predict Retirement

Reduce Cost

Increase Efficiency

Reduce Applications

Eliminate Redundancy

Limit Risk

Improve Architecture

Modernize

Enable Scalability

Drive Business Growth

Improve UX

Assess your current application portfolio with Info-Tech’s APM Diagnostic Tool

The image contains a screenshot of the APM Diagnostic Tool.

One of the primary purposes of application portfolio management is to get what we know and need to know on paper so we can share a common vision and understanding of our portfolio. This enables better discussions and decisions with your application owners and stakeholders.

1.1 Assess your current application portfolio with Info-Tech’s diagnostic tool

Estimated time: 1 hour

  1. This tool provides visibility into your application portfolio and APM practices.
  2. Based on your assessment, you should gain a better understanding of whether the appropriate next steps are in application discovery, rationalization, or roadmapping.
  3. Complete the “Data Entry” worksheet in the Application Portfolio Management Diagnostic Tool (Excel).
  4. Review the “Results” worksheet to help inform and guide your next steps.

Download the Application Portfolio Management Diagnostic Tool

Input Output
  • Current APM program
  • Application landscape
  • APM current-state assessment
Materials Participants
  • Application Portfolio Management Diagnostic Tool
  • Applications Lead

1.1 Understanding the diagnostic results

  • Managed Apps are your known knowns and most of your portfolio.
  • Unmanaged and Unsanctioned Apps are known but have unknown risks and compliance. Bring these under IT support.
  • Unknown Apps are high risk and noncompliant. Prioritize these based on risk, cost, and use.
The image contains a screenshot of the diagnostic APM tool.
  • APM is more than an inventory and assessment. A strong APM program provides ongoing visibility and insights to drive application improvement and value delivery.
  • Use your Sprawl Factors to identify process and organizational gaps that may need to be addressed.
  • Your APM inventory is only as good as the information in it. Use this chart to identify gaps and develop a path to define missing information.
  • APM is an iterative process. Use this state assessment to determine where to focus most of your current effort.

Understand potential motivations for APM

The value of APM is defined by how the information will be used to drive better decisions.

Portfolio Governance

Transformative Initiatives

Event-Driven Rationalization

Improves:

  • Spending efficiency
  • Risk
  • Retirement of aged and low-value applications
  • Business enablement

Impact on your rationalization framework:

  • Less urgent
  • As rigorous as appropriate
  • Apply in-depth analysis as needed

Enables:

  • Data migration or harmonization
  • Legacy modernization
  • Infrastructure/cloud migration
  • Standardizing platforms
  • Shift to cloud and SAAS

Impact on your rationalization framework:

  • Time sensitive
  • Scope on impacted areas
  • Need to determine specific dispositions
  • Outcomes need to include detailed and actionable steps

Responds to:

  • Mergers and acquisitions
  • Regulatory and compliance change
  • New applications
  • Application retirement by vendors
  • Changes in business operations
  • Security risks and BC/DR

Impact on your rationalization framework:

  • Time constrained
  • Lots of discovery work
  • Primary focus on duplication
  • Increased process and system understanding

Different motivations will influence the appropriate approach to and urgency of APM or, specifically, rationalizing the portfolio. When rationalizing is directly related to enabling or in response to a broader initiative, you will need to create a more structured approach with a formal budget and resources.

1.2 Determine narrative

Estimated time: 30 minutes-2 hours

  1. Open the “Narrative” tab in the APM Snapshot and Foundations Tool.
  2. Start by listing your prevailing IT pain points with the application portfolio. These will be the issues experienced predominantly by the IT team and not necessarily by the stakeholders. Be sure to distinguish pain points from their root causes.
  3. Determine an equivalent business pain point for each IT pain point. This should be how the problem manifests itself to business stakeholders and should include potential risks to the organization is exposed to.
  4. Determine the business goal for each business pain point. Ideally, these are established organizational goals that key decision-makers will recognize. These goals should address the business pain points you have documented.
  5. Determine the technical objective for each business goal. These speak to the general corrections or enhancements to the portfolio required to accomplish the business goals.
  6. Use the “Narrative - Matrix” worksheet to group items into themes if needed.

Record the results in the APM Snapshot and Foundations Tool

Input Output
  • Familiarity with application landscape
  • Organizational context and strategic artifacts
  • Narrative for application portfolio transformation
Materials Participants
  • APM Snapshot and Foundations Tool
  • Application Portfolio Manager

Connect your pains to what the business cares about to find the most effective narrative

Root Cause

IT Pain Points

Business Pain Points

Business Goals

Narrative

Technical Objectives

Sprawl

Shadow IT/decentralized oversight

Neglect over time

Poor delivery processes

Back-End Complexity

Disparate Data/Apps

Poor Architectural Fit

Redundancy

Maintenance Demand/
Resource Drain

Low Maintainability

Technical Debt

Legacy, Aging, or Expiring Apps

Security Vulnerabilities

Unsatisfied Customers

Hurdles to Growth/Change

Poor Business Analytics

Process Inefficiency

Software Costs

Business Continuity Risk

Data Privacy Risk

Data/IP Theft Risk

Poor User Experience

Low-Value Apps

Scalability

Flexibility/Agility

Data-Driven Insights

M&A Transition

Business Unit Consolidation/ Centralization

Process Improvement

Process Modernization

Cost Reduction

Stability

Customer Protection

Security

Employee Enablement

Business Enablement

Innovation

Create Strategic Alignment

Identify specific business capabilities that are incompatible with strategic initiatives.

Reduce Application Intensity

Highlight the capabilities that are encumbered due to functional overlaps and complexity.

Reduce Software Costs

Specific business capabilities come at an unnecessarily or disproportionately high cost.

Mitigate Business Continuity Risk

Specific business capabilities are at risk of interruption or stoppages due to unresolved back-end issues.

Mitigate Security Risk

Specific business capabilities are at risk due to unmitigated security vulnerabilities or breaches.

Increase Satisfaction Applications

Specific business capabilities are not achieving their optimal business value.

Platform Standardization

Platform Standardization Consolidation

Data Harmonization

Removal/Consolidation of Redundant Applications

Legacy Modernization

Application Upgrades

Removal of Low-Value Applications

1.3 Define goals and metrics

Estimated time: 1 hour

  1. Determine the motivations behind APM. You may want to collect and review any of the organization’s strategic documents that provide additional context on previously established goals.
  2. With the appropriate stakeholders, discuss the goals of APM. Try to label your goals as either:
    1. Short term: Refers to immediate goals used to represent the progress of APM activities. Likely these goals are more IT-oriented
    2. Long term: Refers to broader and more distant goals more related to the impact of APM. These goals tend to be more business-oriented.
  3. To help clearly define your goals, discuss appropriate metrics for each goal. Often these metrics can be expressed as:
    1. Leading indicators: Metrics used to gauge the success of your short-term goals and the progress of APM activities.
    2. Lagging indicators: Metrics used to gauge the success of your long-term goals.

Record the results in the APM Snapshot and Foundations Tool

Input Output
  • Overarching organizational strategy
  • IT strategy
  • Defined goals and metrics for APM
Materials Participants
  • Whiteboard
  • Markers
  • APM Snapshot and Foundations Tool
  • Applications Lead
  • Key Corporate Stakeholders

1.3 Define goals and metrics: Example

Goals

Metric

Target

Short Term

Improve ability to inform the business

Leading Indicators

  • Application inventory with all data fields completed
  • Applications with recommended dispositions
  • 80% of portfolio

Improve ownership of applications

  • Applications with an assigned business and technical owner
  • 80% of portfolio

Reduce costs of portfolio

  • TCO of full application portfolio
  • The number of recovered/avoided software licenses from retired apps
  • Reduce by 5%
  • $50,000

Long Term

Migrate platform

Lagging Indicators

  • Migrate all applications
  • Total value change in on-premises apps switched to SaaS
  • 100% of applications
  • Increase 50%

Improve overall satisfaction with portfolio

  • End-user satisfaction rating
  • Increase 25%

Become more customer-centric

  • Increased sales
  • Increased customer experience
  • Increase 35%

“Application” doesn’t have the same meaning to everyone

The image contains a picture of Martin Fowler.

Code: A body of code that's seen by developers as a single unit.

Functionality: A group of functionality that business customers see as a single unit.

Funding: An initiative that those with the money see as a single budget.

?: What else?

“Essentially applications are social constructions.

Source: Martin Fowler

APM focuses on business applications.

“Software used by business users to perform a business function.”

– ServiceNow, 2020

Unfortunately, that definition is still quite vague.

You must set boundaries and scope for “application”

1. Many individual items can be considered applications on their own or components within or associated with an application.

2. Different categories of applications may be out of scope or handled differently within the activities and artifacts of APM.

Different categories of applications may be out of scope or handled differently within the activities and artifacts of APM.

  • Interface
  • Software Component
  • Supporting Software
  • Platform
  • Presentation Layer
  • Middleware
  • Micro Service
  • Database
  • UI
  • API
  • Data Access/ Transfer/Load
  • Operating System

Apps can be categorized by generic categories

  • Enterprise Applications
  • Unique Function-Specific Applications
  • Productivity Tools
  • Customer-Facing Applications
  • Mobile Applications

Apps can be categorized by bought vs. built or install types

  • Custom
  • On-Prem
  • Off the Shelf
  • SaaS
  • Hybrid
  • End-User-Built Tools

Apps can be categorized by the application family

  • Parent Application
  • Child Application
  • Package
  • Module
  • Suite
  • Component (Functional)

Apps can be categorized by the group managing them

  • IT-Managed Applications
  • Business-Managed Applications (Shadow IT)
  • Partner/External Applications

Apps can be categorized by tiers

  • Mission Critical
  • Tier 2
  • Tier 3

Set boundaries on what is an application or the individual unit that you’re making business decisions on. Also, determine which categories of applications are in scope and how they will be included in the activities and artifacts of APM. Use your product families defined in Deliver Digital Products at Scale to help define your application categories, groups, and boundaries.

1.4 Define application categories

Estimated time: 1 hour

  1. Review the items listed on the previous slide and consider what categories provide the best initial grouping to help organize your rationalization and dispositions. Update the category list to match your application groupings.
  2. Identify the additional categories you need to manage in your application portfolio.
  3. For each category, establish or modify a description or definition and provide examples that exist in your current portfolio.
  4. For each category, answer:
    1. Will these be documented in the application inventory?
    2. Will these be included in application rationalization? Think about if this item will be assigned a TCO, value score, and, ultimately, a disposition.
    3. Will these be listed in the application portfolio roadmap?
  5. If you completed Deliver Digital Products at Scale, use your product families to help define your application categories.

Record the results in the APM Snapshot and Foundations Tool

InputOutput
  • Working list of applications
  • Definitions and guidelines for which application categories are in scope for APM
MaterialsParticipants
  • Whiteboard and markers
  • APM Snapshot and Foundations Tool
  • Applications Lead
  • Key Corporate Stakeholders

1.4 APM worksheet data journey map

The image contains a screenshot of the APM worksheet data journey map.

1.4 Define application categories: Example

Category

Definition/Description

Examples

Documented in your application inventory?

Included in application rationalization?

Listed in your application portfolio roadmap?

Business Application

End-user facing applications that directly enable specific business functions. This includes enterprise-wide and business-function-specific applications. Separate modules will be considered a business application when appropriate.

ERP system, CRM software, accounting software

Yes

Yes. Unless currently in dev. TCO of the parent application will be divided among child apps.

Yes

Software Components

Back-end solutions are self-contained units that support business functions.

ETL, middleware, operating systems

No. Documentation in CMDB. These will be listed as a dependency in the application inventory.

No. These will be linked to a business app and included in TCO estimates and tech health assessments.

No

Productivity Tools

End-user-facing applications that enable standard communication of general document creation.

MS Word, MS Excel, corporate email

Yes

No

Yes

End-User- Built Microsoft Tools

Single instances of a Microsoft tool that the business has grown dependent on.

Payroll Excel tool, Access databases

No. Documentation in Business Tool Glossary.

No No

Partner Applications

Partners or third-party applications that the business has grown dependent on but are internally owned or managed.

Supplier’s ERP portal, government portal

No No

Yes

Shadow IT

Business-managed applications.

Downloaded tools

Yes

Yes. However, just from a redundancy perspective.

Yes

The roles in APM rarely exist; you need to adapt

Application Portfolio Manager

  • Responsible for the health and evolution of the application portfolio.
  • Facilitates the rationalization process.
  • Compiles and assesses application information and recommends and supports key decisions regarding the direction of the applications.
  • This is rarely a dedicated role even in large enterprises. For small enterprises, this should be an IT employee at a manager level – an IT manager or operations manager.

Business Owner

  • Responsible for managing individual applications on a functional level and approves and prioritizes projects.
  • Provides business process or functional subject matter expertise for the assessment of applications.
  • For small enterprises, this role is rarely defined, but the responsibility should exist. Consider the head of a business unit or a process owner as the owner of the application.

Support Owner

  • Responsible for the maintenance and management of individual applications.
  • Provides technical information and subject matter expertise for the assessment of an application.
  • For small enterprises, this would be those responsible for maintaining the application and those responsible for its initial implementation. Often support responsibilities are external, and this role will be more of a vendor manager.

Project Portfolio Manager

  • Responsible for intake, planning, and coordinating the resources that deliver any changes.
  • The body that consumes the results of rationalization and begins planning any required action or project.
  • For small enterprises, the approval process can come from a steering committee but it is often less formal. Often a smaller group of project managers facilitates planning and coordination and works closely with the delivery leads.

Corner-of-the-Desk Approach

  • No one is explicitly dedicated to building a strategy or APM practices.
  • Information is collected whenever the applications team has time available.
  • Benefits are pushed out and the value is lost.

Dedicated Approach

  • The initiative is given a budget and formal agenda.
  • Roles and responsibilities are assigned to team members.

The high-level steps of APM present some questions you need to answer

Build Inventory

Create the full list of applications and capture all necessary attributes.

  • Who will build the inventory?
  • Do you know all your applications (Shadow IT)?
  • Do you know your applications’ functionality?
  • Do you know where your applications overlap?
  • Who do you need to consult with to fill in the gaps?
  • Who will provide specific application information?

Collect & Compile

Engage with appropriate SMEs and collect necessary data points for rationalization.

  • Who will collect and compile the data points for rationalization?
  • What are the specific data points?
  • Are some of the data points currently documented?
  • Who will provide specific data points on technical health, cost, performance, and business value?
  • Who will determine what business value is?

Assess & Recommend

Apply rationalization framework and toolset to determine dispositions.

  • Who will apply a rationalization tool or decision-making framework to generate dispositions for the applications?
  • Who will modify the tool or framework to ensure results align to the goals of the organization?
  • Who will define any actions or projects that result from the rationalization? And who needs to be consulted to assess the feasibility of any potential project?

Validate & Roadmap

Present dispositions for validation and communicate any decisions or direction for applications.

  • Who will present the recommended disposition, corrective action, or new project to the appropriate decision maker?
  • Who is the appropriate decision maker for application changes or project approval?
  • What format is recommended (idea, proposal, business case) and what extra analysis is required?
  • Who needs to be consulted regarding the potential changes?

1.5 Determine APM steps and roles (SIPOC)

Estimated time: 1-2 hours

  1. Begin by comparing Info-Tech’s list of common APM roles to the roles that exist in your organization with respect to application management and ownership.
  2. There are four high-level steps for APM: build inventory, collect & compile, assess & recommend, and validate & roadmap. Apply the SIPOC (Supplier, Input, Process, Output, Customer) model by completing the following for each step:
    1. In the Process column, modify the description, if necessary. Identify who is responsible for performing the step.
    2. In the Inputs column, modify the list of inputs.
    3. In the Suppliers column, identify who must be included to provide the inputs.
    4. In the Outputs column, modify the list of outputs.
    5. In the Customers column, identify who consumes the outputs.
  3. (Optional) Outline how the results of APM will be consumed. For example, project intake or execution, data or platform migration, application or product management, or whichever is appropriate.

Record the results in the APM Snapshot and Foundations Tool

Input Output
  • Existing function and roles regarding application delivery, management, and ownership
  • Scope of APM
  • Responsibilities assigned to your roles
Materials Participants
  • Whiteboard and markers
  • “Supporting Activities – SIPOC” worksheet in the APM Snapshot and Foundations Tool
  • Applications Lead
  • Key Corporate Stakeholders

1.5 Determine steps and roles

Suppliers

Inputs

Process

Outputs

Customers

  • Applications Manager
  • Operations Manager
  • Business Owners
  • IT Team
  • List of applications
  • Application attributes
  • Business capabilities

Build Inventory

Create the full list of applications and capture all necessary attributes.

Resp: Applications Manager & IT team member

  • Application inventory
  • Identified redundancies
  • Whole organization
  • Applications SMEs
  • Business Owners
  • Support Owners & Team
  • End Users
  • Application inventory
  • Existing documentation
  • Additional collection methods
  • Knowledge of business value, cost, and performance for each application

Collect & Compile

Engage with appropriate SMEs and collect necessary data points for rationalization.

Resp: IT team member

  • Data points of business value, cost, and performance for each application
  • Applications Manager
  • Applications Manager
  • Defined application rationalization framework and toolset
  • Data points of business value, cost, and performance for each application

Assess & Recommend

Apply rationalization framework and toolset to determine dispositions.

Resp: Applications Manager

  • Assigned disposition for each application
  • New project ideas for applications
  • Business Owners
  • Steering Committee
  • Business Owners
  • Steering Committee
  • Assigned disposition for each application
  • New project ideas for applications
  • Awareness of goals and priorities
  • Awareness of existing projects and resources capacity

Validate & Roadmap

Present dispositions for validation and communicate any decisions or direction for applications.

Resp: Applications Manager

  • Application portfolio roadmap
  • Confirmed disposition for each application
  • Project request submission
  • Whole organization
  • Applications Manager
  • Solutions Engineer
  • Business Owner
  • Project request submission
  • Estimated cost
  • Estimated value or ROI

Project Intake

Build business case for project request.

Resp: Project Manager

  • Approved project
  • Steering Committee

Planning your APM modernization journey steps

Discovery Rationalization Disposition Roadmap

Enter your pilot inventory.

  • Optional Snapshot: Populate your desired snapshot grouping lists (departments, functions, groups, capabilities, etc.).

Score your pilot apps to refine your rationalization criteria and scoring.

  • Score 3 to 9 apps to adjust and get comfortable with the scoring.
  • Validate scoring with the remaining apps in your pilot group. Refine and finalize the criteria and scoring descriptions.
  • Optional Snapshot: Use the Group Alignment Matrix to match your grouping list to select which apps support each grouping item.

Determine recommended disposition for each application.

  • Review and adjust the disposition recommendations on the “Disposition Options” worksheet and set your pass/fail threshold.
  • Review your apps on the “App Rationalization Results” worksheet. Update (override) the recommended disposition and priority if needed.

Populate your application roadmap.

  • Indicate programs, projects, initiatives, or releases that are planned for each app.
  • Update the priority based on the initiative.
  • Use the visual roadmap to show high-level delivery phases.

Phase 2

Improve Your Inventory

Phase 1

1.1 Assess Your Current Application Portfolio

1.2 Determine Narrative

1.3 Define Goals and Metrics

1.4 Define Application Categories

1.5 Determine APM Steps and Roles

Phase 2

2.1 Populate Your Inventory

2.2 Align to Business Capabilities

Phase 3

3.1 Assess Business Value

3.2 Assess Technical Health

3.3 Assess End-User Perspective

3.4 Assess Total Cost of Ownership

Phase 4

4.1 Review APM Snapshot Results

4.2 Review APM Foundations Results

4.3 Determine Dispositions

4.4 Assess Redundancies (Optional)

4.5 Determine Dispositions for Redundant Applications (Optional)

4.6 Prioritize Initiatives

4.7 Determine Ongoing APM Cadence

This phase involves the following participants:

  • Applications Lead
  • Applications Team

Additional Resources

Document Your Business Architecture

Industry Reference Architectures

Application Capability Template

Pre-step: Collect your applications

  1. Consult with your IT team and leverage any existing documentation to gather an initial list of your applications.
  2. Build an initial working list of applications. This is just meant to be a starting point. Aim to include any new applications in procurement, implementation, or development.
  3. The rationalization and roadmapping phases are best completed when iteratively focusing on manageable groups of applications. Group your applications into subsets based on shared subject matter experts. Likely this will mean grouping applications by business units.
  4. Select a subset to be the first group of applications that will undergo the activities of rationalization and roadmapping to refine your APM processes, scoring, and disposition selection.

Info-Tech Best Practice

The more information you plan to capture, the larger the time and effort, especially as you move along toward advanced and strategic items. Capture the information most aligned to your objectives to make the most of your investment.

If you completed Deliver Digital Products at Scale, use your product families and products to help define your applications.

Learn more about automated application discovery:
High Application Satisfaction Starts With Discovering Your Application Inventory

Discover your applications

The image contains a screenshot of examples of applications that support APM.

2.1 Populate your inventory

Estimated time: 1-4 hours per group

  1. Review Info-Tech’s list of application inventory attributes.
  2. Open the “Application Inventory Details” tab of the APM Snapshot and Foundations Tool. Modify, add, or omit attributes.
  3. For each application, populate your prioritized data fields or any fields you know at the time of discovery. You will complete all the fields in future iterations.
  4. Complete this the best you can based on your team’s familiarity and any readily available documentation related to these applications.
  5. Use the drop-down list to select Enabling, Redundant/Overlapping, and Dependent apps. This will be used to help determine dispositions and comparisons.
  6. Highlight missing information or placeholder values that need to be verified.

Record the results in the APM Snapshot and Foundations Tool

Input Output
  • Working list of applications
  • Determined attributes for inventory
  • Populated inventory
Materials Participants
  • APM Snapshot and Foundations Tool
  • Applications Lead
  • Any Applications Team Members

2.1 APM worksheet data journey map

The image contains a screenshot of the APM worksheet data journey map.

Why is the business capability so important?

For the purposes of an inventory, business capabilities help all stakeholders gain a sense of the functionality the application provides.

However, the true value of business capability comes with rationalization.

Upon linking all the organization’s applications to a standardized and consistent set of business capabilities, you can then group your applications based on similar, complementary, or overlapping functionality. In other words, find your redundancies and consolidation opportunities.

Important Consideration

Defining business capabilities and determining the full extent of redundancy is a challenging undertaking and often is a larger effort than APM all together.

Business capabilities should be defined according to the unique functions and language of your organization, at varying levels of granularity, and ideally including target-state capabilities that identify gaps in the future strategy.

This blueprint provides a simplified and generic list for the purpose of categorizing similar functionality. We strongly encourage exploring Document Your Business Architecture to help in the business capability defining process, especially when visibility into your portfolio and knowledge of redundancies is poor.

The image contains a screenshot of the business capability scenarios.

For a more detailed capability mapping, use the Application Portfolio Snapshot and the worksheets in your current workbook.

What is a business capability map?

The image contains a screenshot of a business capability map.

A business capability map (BCM) is an abstraction of business operations that helps describe what the enterprise does to achieve its vision, mission, and goals. Business capabilities are the building blocks of the enterprise. They are typically defined at varying levels of granularity and include target-state capabilities that identify gaps in the future strategy. These are the people, process, and tool units that deliver value to your teams and customers.

Info-Tech’s Industry Coverage and Reference Architectures give you a head start on producing a BCM fit for your organization. The visual to the left is an example of a reference architecture for the retail industry.

These are the foundational piece for our Application Portfolio Snapshot. By linking capabilities to your supporting applications, you can better visualize how the portfolio supports the organization at a single glance. More specifically, you can highlight how issues with the portfolio are impacting capability delivery.

Reminder: Best practices imply that business capabilities are methodologically defined by business stakeholders and business architects to capture the unique functions and language of your organization.

The approach laid out in this service is about applying minimal time and effort to make the case for proper investment into the best practices, which can include creating a tailored BCM. Start with a good enough example to produce a useful visual and generate a positive conversation toward resourcing and analyses.

We strongly encourage exploring Document Your Business Architecture and the Application Portfolio Snapshot to understand the thorough methods and tactics for BCM.

Why perform a high-level application alignment before rationalization?

Having to address redundancy complicates the application rationalization process. There is no doubt that assessing applications in isolation is much easier and allows you to arrive at dispositions for your applications in a timelier manner.

Rationalization has two basic steps: first, collect and compile information, and second, analyze that information and determine a disposition for each application. When you don’t have redundancy, you can analyze an application and determine a disposition in isolation. When you do have redundancies, you need to collect information for multiple applications, likely across departments or lines of business, then perform a comparative analysis.

Most likely your approach will fall somewhere between the examples below and require a hybrid approach.

Benefits of a high-level application alignment:

  • Review the degree of redundancy across your portfolio.
  • Understand the priority areas for rationalization and the sequence of information collection.

The image contains a screenshot of a timeline of rationalization effort.

2.2 Align apps to capabilities and functions

Estimated time: 1-4 hours per grouping

The APM tool provides up to three different grouping comparisons to assess how well your applications are supporting your enterprise. Although business capabilities are important, identify your organizational perspectives to determine how well your portfolio supports these functions, departments, or value streams. Each grouping should be a consistent category, type, or arrangement of applications.

  1. Enter the business capabilities, from either your own BCM or the Info-Tech reference architectures, into the Business Capability column under Grouping 1.
  2. Open the “Group 1 Alignment Matrix” worksheet in the APM Snapshot and Foundations Tool.
  3. For each application’s row, enter an “X” in the column of a capability that the application supports.
  4. Optionally, repeat these steps under Grouping 2 and 3 for each value stream, department, function, or business unit where you’d like to assess application support. Note: To use Grouping 3, unhide the columns on the “Application and Group Lists” worksheet and unhide the worksheet “Grouping 3 Alignment Matrix.”

Record the results in the APM Snapshot and Foundations Tool

InputOutput
  • Application inventory
  • List of business capabilities, Info-Tech Reference Architecture capabilities, departments, functions, divisions, or value streams for grouping comparison
  • Assigned business capabilities to applications
MaterialsParticipants
  • Whiteboard and markers
  • APM Snapshot and Foundations Tool
  • Applications Lead
  • Any Applications Team Members

2.2 APM worksheet data journey map

The image contains a screenshot of the APM worksheet data journey map.

2.2 Aligning applications to groups example

Alignment Matrix: Identify applications supporting each capability or function.

Capability, Department, or Function 1

Capability, Department, or Function 2

Capability, Department, or Function 3

Capability, Department, or Function 4

Capability, Department, or Function 5

Capability, Department, or Function 6

Application A

x

Application B

x

Application C

x

Application D

x

Application E

x x

Application F

x

Application G

x

Application H

x

Application I

x

Application J

x

In this example:

BC 1 is supported by App A

BC 2 is supported by App B

BC 3 is supported by Apps C & D

BCs 4 & 5 are supported by App E

BC 6 is supported by Apps F-G. BC 6 shows an example of potential redundancy and portfolio complexity.

The APM tool supports three different Snapshot groupings. Repeat this exercise for each grouping.

Align application to capabilities – tool view

The image contains screenshots of the align application to capabilities - tool view

Phase 3

Rationalize Your Applications

Phase 1

1.1 Assess Your Current Application Portfolio

1.2 Determine Narrative

1.3 Define Goals and Metrics

1.4 Define Application Categories

1.5 Determine APM Steps and Roles

Phase 2

2.1 Populate Your Inventory

2.2 Align to Business Capabilities

Phase 3

3.1 Assess Business Value

3.2 Assess Technical Health

3.3 Assess End-User Perspective

3.4 Assess Total Cost of Ownership

Phase 4

4.1 Review APM Snapshot Results

4.2 Review APM Foundations Results

4.3 Determine Dispositions

4.4 Assess Redundancies (Optional)

4.5 Determine Dispositions for Redundant Applications (Optional)

4.6 Prioritize Initiatives

4.7 Determine Ongoing APM Cadence

This phase involves the following participants:

  • Applications Lead
  • Application SMEs

Additional Resources

Phase pre-step: Sequence rationalization assessments appropriately

Use the APM Snapshot results to determine APM iterations

  • Application rationalization requires an iterative approach.
  • Review your application types and alignment from Phase 2 to begin to identify areas of overlapping or redundant applications.
  • Sequence the activities of Phase 3 based on whether you have a:
    • Redundant Portfolio
      • Use the APM Snapshot to prioritize analysis by grouping.
      • Complete the application functional analysis.
      • Use the “Application Comparison” worksheet to aid your comparison of application subsets.
      • Update application dispositions and roadmap initiatives.
    • Non-Redundant Portfolio
      • Use the APM Snapshot to prioritize analysis by grouping.
      • Update application dispositions and roadmap initiatives.

The image contains a screenshot of a timeline of rationalization effort.

Phase pre-step: Are the right stakeholders present?

Make sure you have the right people at the table from the beginning.

  • Application rationalization requires specific stakeholders to provide specific data points.
  • Ensure your application subsets are grouped by shared subject matter experts. Ideally, these are grouped by business units.
  • For each subset, identify the appropriate SMEs for the five areas of rationalization criteria.
  • Communicate and schedule interviews with groups of stakeholders. Inform them of additional information sources to have readily available.
  • (Optional) This phase’s activities follow the clockwise sequence of the diagram to the right. Reorder the sequence of activities based on overlaps of availability in subject matter expertise.

Application

Rationalization

Additional Information Sources

Ideal Stakeholders

  • KPIs

Business Value

  • Business Application/Product Owners
  • Business Unit/ Process Owners
  • Survey Results

End User

  • Business Application/ Product Owners
  • Key/Power Users
  • End Users
  • General Ledger
  • Service Desk
  • Vendor Contracts

TCO

  • Operations/Maintenance Manager
  • Vendor Managers
  • Finance & Acct.
  • Service Desk
  • ALM Tools

Technical Health

  • Operations/ Maintenance Manager
  • Solution Architect
  • Security Manager
  • Dev. Manager
  • Capability Maps
  • Process Maps

Application Alignment

  • Business Unit/ Process Owners

Rationalize your applications

The image contains screenshots of diagrams that reviews building your APM journey map.

One of the principal goals of application rationalization is determining dispositions

Disposition: The intended strategic direction or course of action for an application.

Directionless portfolio of applications

Assigned dispositions for individual apps

High-level examples:

The image contains a screenshot of an image that demonstrates a directionless portfolio of applications.

Maintain: Keep the application but adjust its support structure.

The image contains screenshots of a few images taken from the directionless application to demonstrate the text above.

Modernize: Create a new project to address an inadequacy.

The image contains screenshots of a few images taken from the directionless application to demonstrate the text above.

Consolidate: Create a new project to reduce duplicate functionality.

The image contains screenshots of a few images taken from the directionless application to demonstrate the text above.

Retire: Phase out the application.

The image contains screenshots of a few images taken from the directionless application to demonstrate the text above.

Application rationalization provides insight

Directionless portfolio of applications

Info-Tech’s Five Lens Model

Assigned dispositions for individual apps

The image contains a screenshot of an example of directionless portfolio of applications.

Application Alignment

Business Value

Technical Health

End-User Perspective

Total Cost of Ownership (TCO)

Maintain: Keep the application but adjust its support structure.

Modernize: Create a new initiative to address an inadequacy.

Consolidate: Create a new initiative to reduce duplicate functionality.

Retire: Phase out the application.

Disposition: The intended strategic direction or implied course of action for an application.

How well do your apps support your core functions and teams?

How well are your apps aligned to value delivery?

Do your apps meet all IT quality standards and policies?

How well do your apps meet your end users’ needs?

What is the relative cost of ownership and operation of your apps?

Application rationalization requires the collection of several data points that represent these perspectives and act as the criteria for determining a disposition for each of your applications.

Disposition: The intended strategic direction or implied course of action for an application.

3.1-3.4 APM worksheet data journey map

The image contains a screenshot of the APM worksheet data journey map.

Assessing application business value

The Business Business Value of Applications IT
Keepers of the organization’s mission, vision, and value statements that define IT success. The business maintains the overall ownership and evaluation of the applications. Technical subject matter experts of the applications they deliver and maintain. Each IT function works together to ensure quality applications are delivered to stakeholder expectations.

First, the authorities on business value need to define and weigh their value drivers that describe the priorities of the organization.

This will then allow the applications team to apply a consistent, objective, and strategically aligned evaluation of applications across the organization.

In this context…business value is the value of the business outcome that the application produces and how effective the application is at producing that outcome.

Business value IS NOT the user’s experience or satisfaction with the application.

Review the value drivers of your applications

The image contains a screenshot of a the business value matrix.

Financial vs. Human Benefits

Financial benefits refer to the degree to which the value source can be measured through monetary metrics and are often quite tangible.

Human benefits refer to how an application can deliver value through a user’s experience.

Inward vs. Outward Orientation

Inward orientation refers to value sources that have an internal impact and improve your organization’s effectiveness and efficiency in performing its operations.

Outward orientation refers to value sources that come from your interaction with external factors, such as the market or your customers.

Increased Revenue

Reduced Costs

Enhanced Services

Reach Customers

Application functions that are specifically related to the impact on your organization’s ability to generate revenue and deliver value to your customers.

Reduction of overhead. The ways in which an application limits the operational costs of business functions.

Functions that enable business capabilities that improve the organization’s ability to perform its internal operations.

Application functions that enable and improve the interaction with customers or produce market information and insights.

3.1 Assess business value

Estimated time: 1 -4 hours

  1. Review Info-Tech’s four quadrants of business value: increase revenue/value, reduce costs, enhance services, and reach customers. Edit your value drivers, description, and scoring on the “Rationalization Inputs” worksheet. For each value driver, update the key indicators specific to your organization’s priorities. When editing the scoring descriptions, keep only the one you are using.
  2. (Optional) Add an additional value driver if your organization has distinct value drivers (e.g. compliance, sustainability, innovation, and growth).
  3. For each application, score on a scale of 0 to 5 how impactful the application is for each value driver. Use the indicators set in Phase 1 to guide your scoring.
  4. For each value driver, adjust the criteria weighting to match its relative importance to the organization. Start with a balanced or low weighting. Adjust the weights to ensure that the category score matches your relative values and priorities.

Record the results in the APM Snapshot and Foundations Tool

InputOutput
  • Knowledge of organizational priorities
  • (Optional) Existing mission, vision, and value statements
  • Scoring scheme for assessing business value
MaterialsParticipants
  • Whiteboard and markers
  • APM Snapshot and Foundations Tool
  • Applications Lead
  • Key Corporate Stakeholders

3.1 Weigh value drivers: Example

The image contains a screenshot example of the weigh value drivers.

For additional support in implementing a balanced value framework, refer to Build a Value Measurement Framework.

Understand the back end and technical health of your applications

Technical health identifies the extent of technology risk to the organization.

MAINTAINABILITY (RAS)

RAS refers to an app’s reliability, availability, and serviceability. How often, how long, and how difficult is it for your resources to keep an app functioning, and what are the resulting continuity risks? This can include root causes of maintenance challenges.

SECURITY

Applications should be aligned and compliant with ALL security policies. Are there vulnerabilities or is there a history of security incidents? Remember that threats are often internal and non-malicious.

ADAPTABILITY

How easily can the app be enhanced or scaled to meet changes in business needs? Does the app fit within the business strategy?

INTEROPERABILITY

The degree to which an app is integrated with current systems. Apps require comprehensive technical planning and oversight to ensure they connect within the greater application architecture. Does the app fit within your enterprise architecture strategy?

BUSINESS CONTINUITY/DISASTER RECOVERY

The degree to which the application is compatible with business continuity/disaster recovery (BC/DR) policies and plans that are routinely tested and verified.

Unfortunately, the business only cares about what they can see or experience. Rationalization is your opportunity to get risk on the business’ radar and gain buy-in for the necessary action.

3.2 Assess technical health

Estimated time: 1-4 hours

  1. Review Info-Tech’s suggested technical health criteria. Edit your criteria, descriptions, and scoring on the “Rationalization Inputs” worksheet. For each criterion, update the key indicators specific to your organization’s priorities.
  2. For each application, score on a scale of 1 to 5 on how impactful the application is for each criterion.
  3. For each criterion, adjust the weighting to match its relative importance to the organization. Start with a balanced or low weighting. Adjust the weights to ensure that the category score matches your relative values and priorities.
InputOutput
  • Familiarity of technical health perspective for applications within this subset
  • Maintenance history, architectural models
  • Technical health scores for each application
MaterialsParticipants
  • APM Snapshot and Foundations Tool
  • Technical SMEs
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

End users provide valuable perspective

Your end users are your best means of determining front-end issues.

Data Quality

To what degree do the end users find the data quality sufficient to perform their role and achieve their desired outcome?

Effectiveness

To what degree do the end users find the application effective for performing their role and desired outcome?

Usability

To what degree do the end users find the application reliable and easy to use to achieve their desired outcome?

Satisfaction

To what degree are end users satisfied with the features of this application?

What else matters to you?

Tune your criteria to match your values and priorities.

Info-Tech Best Practice

When facing large user groups, do not make assumptions or use lengthy methods of collecting information. Use Info-Tech’s Application Portfolio Assessment to collect data by surveying your end users’ perspectives.

3.3 Assess end-user perspective

Estimated time: 1-4 hours

  1. Review Info-Tech’s suggested end-user perspective criteria. Edit your criteria, descriptions and scoring on the “Rationalization Inputs” worksheet. For each criterion, update the key indicators specific to your organization’s priorities.
  2. For each application, score on a scale of 1 to 5 on how impactful the application is for each criterion.
  3. For each criterion, adjust the weighting to match its relative importance to the organization. Start with a balanced or low weighting. Adjust the weights to ensure that the category score matches your relative values and priorities.
InputOutput
  • Familiarity of end user’s perspective for applications within this subset
  • User satisfaction scores for each application
MaterialsParticipants
  • APM Snapshot and Foundations Tool
  • Business Owners, Key Users
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

Consider the spectrum of application cost

An application’s cost extends past a vendor’s fee and even the application itself.

LICENSING AND SUBSCRIPTIONS: Your recurring payments to a vendor.

Many commercial off-the-shelf applications require a license on a per-user basis. Review contracts and determine costs by looking at per-user or fixed rates charged by the vendor.

MAINTENANCE COSTS: Your internal spending to maintain an app.

These are the additional costs to maintain an application such as support agreements, annual maintenance fees, or additional software or hosting expenses.

INDIRECT COSTS: Miscellaneous expenses necessary for an app’s continued use.

Expenses like end-user training, developer education, and admin are often neglected, but they are very real costs organizations pay regularly.

RETURN ON INVESTMENT: Perceived value of the application related to its TCO.

Some of our most valuable applications are the most expensive. ROI is an optional criterion to account for the value and importance of the application.

Info-Tech Best Practice

The TCO assessment is one area where what you are considering the ”application” matters quite a bit. An application’s peripherals or software components need to be considered in your estimates. For additional help calculating TCO, use the Application TCO Calculator from Build a Rationalization Framework.

3.4 Assess total cost of ownership

Estimated time: 1-4 hours

  1. Review Info-Tech’s suggested TCO criteria. Edit your criteria, descriptions, and scoring on the “Rationalization Inputs” worksheet. For each criterion, update the key indicators specific to your organization’s priorities.
  2. For each application, score on a scale of 1 to 5 on how impactful the application is for each criterion.
  3. For each criterion, adjust the weighting to match its relative importance to the organization. Start with a balanced or low weighting. Adjust the weights to ensure that the category score matches your relative values and priorities.
InputOutput
  • Familiarity with the TCO for applications within this subset
  • Vendor contracts, maintenance history
  • TCO scores for each application
MaterialsParticipants
  • APM Snapshot and Foundations Tool
  • Business Owners, Vendor Managers, Operations Managers
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

Phase 4

Populate Your Roadmap

Phase 1

1.1 Assess Your Current Application Portfolio

1.2 Determine Narrative

1.3 Define Goals and Metrics

1.4 Define Application Categories

1.5 Determine APM Steps and Roles

Phase 2

2.1 Populate Your Inventory

2.2 Align to Business Capabilities

Phase 3

3.1 Assess Business Value

3.2 Assess Technical Health

3.3 Assess End-User Perspective

3.4 Assess Total Cost of Ownership

Phase 4

4.1 Review APM Snapshot Results

4.2 Review APM Foundations Results

4.3 Determine Dispositions

4.4 Assess Redundancies (Optional)

4.5 Determine Dispositions for Redundant Applications (Optional)

4.6 Prioritize Initiatives

4.7 Determine Ongoing APM Cadence

his phase involves the following participants:

  • Applications Lead
  • Delivery Leads

Additional Resources

Review your APM Snapshot

The image contains a screenshot of examples of applications that support APM.

4.1 Review your APM Snapshot results

Estimated time: 1-2 hours

  1. The APM Snapshot provides a dashboard to support your APM program’s focus and as an input to demand planning. Unhide the “Group 3” worksheet if you completed the alignment matrix.
  2. For each grouping area, review the results to determine underperforming areas. Use this information to prioritize your application root cause analysis and demand planning. Use the key on the following slide to guide your analysis.
  3. Analysis guidance:
    1. Start with the quartile grouping to find areas scoring in Remediate or Critical Need and focus follow-up actions on these areas.
    2. Use the lens/category heat map to determine which lenses are underperforming. Use this to then look up the individual app scores supporting that group to identify application issues.
    3. Use the “Application Comparison” worksheet to select and compare applications for the group to make your review and comparison easier.
    4. Work with teams in the group to provide root cause analysis for low scores.
    5. Build a plan to address any apps not supported by IT.
InputOutput
  • Application list
  • Application to Group mapping
  • Rationalization scores
  • Awareness of application support for each grouping

Materials

Participants
  • APM Snapshot and Foundations Tool
  • Business Owners
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

Interpreting your APM Snapshot

The image contains a screenshot of the APM Snapshot with guides on how to interpret it.

4.1 APM worksheet data journey map

The image contains a screenshot of the AMP worksheet data journey map.

Review your APM rationalization results

The image contains a screenshot of examples of applications that support APM.

4.2 Review your APM Foundations results

Estimated time: 1-2 hours

The APM Foundations Results dashboard (“App Rationalization Results” worksheet) provides a detailed summary of your relative app scoring to serve as input to demand planning.

  1. For each grouping, review the results to determine underperforming app support. Use this information to prioritize your application root cause analysis using the individual criteria scores on the “Rationalization Inputs” worksheet.
  2. Use guidance on the following example slides to understand each area of the results.
  3. Any applications marked as N/A for evaluation will display N/A on the results worksheet and will not be displayed in the chart. You can still enter dispositions.
  4. Use the column filters to compare a subset of applications or use the “App Comparison” worksheet to maintain an ongoing view by grouping, redundancy, or category.
  5. Any applications marked as N/A for evaluation will display N/A on the results worksheet and will not be displayed in the chart. You can still enter dispositions.
InputOutput
  • Application list
  • Rationalization scores
  • Application awareness
MaterialsParticipants
  • APM Snapshot and Foundations Tool
  • Business Owners
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

4.2 APM worksheet data journey map

The image contains a screenshot of the AMP worksheet data journey map.

Interpreting your APM Foundations results

The image contains a screenshot of the APM Foundations results.

Interpreting your APM Foundations chart

The image contains a screenshot of the APM Foundations chart.

Modernize your applications

The image contains a screenshot of examples of applications that support APM.

Apply Info-Tech’s 6 R’s Rationalization Disposition Model

The image contains a screenshot of Info-Tech's 6 R's Rationalization Disposition Model.

Disposition

Description

Reward

Prioritize new features or enhancement requests and openly welcome the expansion of these applications as new requests are presented.

Refresh

Address the poor end-user satisfaction with a prioritized project. Consult with users to determine if UX issues require improvement to address satisfaction.

Refocus

Determine the root cause of the low value. Refocus, retrain, or refresh the UX to improve value. If there is no value found, aim to "keep the lights on" until the app can be decommissioned.

Replace

Replace or rebuild the application as technical and user issues are putting important business capabilities at risk. Decommission application alongside replacement.

Remediate

Address the poor technical health or risk with a prioritized project. Further consult with development and technical teams to determine if migration or refactoring is suited to address the technical issue.

Retire

Cancel any requested features and enhancements. Schedule the proper decommission and transfer end users to a new or alternative system if necessary.

TCO, compared relatively to business value, helps determine the practicality of a disposition and the urgency of any call to action. Application alignment is factored in when assessing redundancies and has a separate set of dispositions.

4.3 Determine dispositions

Estimated time: 1-4 hours

  1. The Recommended Disposition and Priority fields are prepopulated from your scoring thresholds and options on the “Disposition Options” worksheet. You can update any individual application disposition or priority using the drop-down menu and it will populate your selection on the “Roadmap” worksheet.
  2. Question if that disposition is appropriate. Be sure to consider:
    1. TCO – cost should come into play for any decisions.
    2. Alignment to strategic goals set for the overarching organizational, IT, technology (infrastructure), or application portfolio.
    3. Existing organizational priorities or funded initiatives impacting the app.
  3. Some dispositions may imply a call to action, new project, or initiative. Ideate and/or discuss with the team any potential initiatives. You can use different dispositions and priorities on the “App Rationalization Results” and “Roadmap” worksheets.
  4. Note: Modify the list of dispositions on the “Disposition Options” worksheet as appropriate for your rationalization initiative. Any modifications to the Disposition column will be automatically updated in the “App Rationalization Results” and “Roadmap” worksheets.
InputOutput
  • Rationalization results
  • Assigned dispositions for applications
MaterialsParticipants
  • APM Snapshot and Foundations Tool
  • Business Owners
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

4.3 APM worksheet data journey map

The image contains a screenshot of the worksheet data journey map.

Redundancies require a different analysis and set of dispositions

Solving application redundancy is a lot more complicated than simply keeping one application and eliminating the others.

First, you need to understand the extent of the redundancy. The applications may support the same capability, but do they offer the same functions? Determine which apps offer which functions within a capability. This means you cannot accurately arrive at a disposition until you have evaluated all applications.

Next, you need to isolate the preferred system. This is completed by comparing the same data points collected for rationalization and the application alignment analysis. Cost and coverage of all necessary functions become the more important factors in this decision-making process.

Lastly, for the non-preferred redundant applications you need to determine: What will you do with the users? What will you do with the data? And what can you do with the functionality (can the actual coding be merged onto a common platform)?

Disposition

Description & Additional Analysis

Call to Action (Priority)

Keep & Absorb

Higher value, health satisfaction, and cost than alternatives

These are the preferred apps to be kept. However, additional efforts are still required to migrate new users and data and potentially configure the app to new processes.

Application or Process Initiative

(Moderate)

Shift & Retire

Lower value, health satisfaction, and cost than alternatives

These apps will be decommissioned alongside efforts to migrate users and data to the preferred system.

*Confirm there are no unique and necessary features.

Process Initiative & Decommission

(Moderate)

Merge

Lower value, health satisfaction, and cost than alternatives but still has some necessary unique features

These apps will be merged with the preferred system onto a common platform.

*Determine the unique and necessary features.

*Determine if the multiple applications are compatible for consolidation.

Application Initiative

(Moderate)

Compare groups of applications

The image contains a screenshot of examples of applications that support APM.

4.4 Assess redundancies (optional)

Estimated rime: 1 hour per group

This exercise is best performed after aligning business capabilities to applications across the portfolio and identifying your areas of redundancy. At this stage, this is still an information collection exercise, and it will not yield a consolidation-based disposition until applied to all relevant applications. Lastly, this exercise may still be at too high a level to outline the full details of redundancy, but it is still vital information to collect and a starting point to determine which areas require more concentrated analysis.

  1. Determine which areas of redundancy or comparisons are desired. Duplicate the “App Comparison” worksheet for each grouping or comparison.
  2. Extend the comparison to better identify redundancy.
    1. For each area of redundancy, identify the high-level features. Aim to limit the features to ten, grouping smaller features if necessary. SoftwareReviews can be a resource for identifying common features.
    2. Label features using the MoSCoW model: must have, should have, could have, will not have.
    3. For each application, identify which features they support. You can use the grouping alignment matrix as a template for feature alignment comparison. Duplicate the worksheet, unlock it, and replace the grouping cell references with your list of features.
Input Output
  • Areas of redundancy
  • Familiarity with features for applications within this subset
  • Feature-level review of application redundancy
Materials Participants
  • Whiteboard and markers
  • APM Snapshot and Foundations Tool
  • Business Owners
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

4.4 Assess redundancies (optional)

Account Management

Call Management

Order/Transaction Processing

Contract Management

Lead/Opportunity Management

Forecasting/Planning

Customer Surveying

Email Synchronization

M M M M S S C W

CRM 1

CRM 2

CRM 3

4.5 Determine dispositions for redundant applications (optional)

Estimated time: 1 hour per group

  1. Based on the feature-level assessment, determine if you can omit applications if they don’t truly overlap with other applications.
  2. Make a copy of the “App Comparison” worksheet and select the applications you want to compare based on your functional analysis.
  3. Determine the preferred application(s). Use the diagram to inform your decision. This may be the application closest to the top right (strong health and value). However, less expensive options or any options that provide a more complete set of features may be preferable.
  4. Open the “App Rationalization Results” worksheet. Update your disposition for each application.
  5. Use these updated dispositions to determine a call to action, new project, or initiative. Ideate and/or discuss with the team any potential initiatives. Update your roadmap with these initiatives in the next step.
InputOutput
  • Feature-level review of application redundancy
  • Redundancy comparison
  • Assigned dispositions for redundant applications
MaterialsParticipants
  • APM Snapshot and Foundations Tool
  • Business Owners
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

Compare application groups

Group comparison can be used for more than just redundant/overlapping applications.

The image contains a screenshot of images that demonstrate comparing application groups.

Roadmaps are used for different purposes

Roadmaps are used for different communication purposes and at varying points in your application delivery practice. Some use a roadmap to showcase strategy and act as a feedback mechanism that allows stakeholders to validate any changes (process 1). Others may use it to illustrate and communicate approved and granular elements of a change to an application to inform appropriate stakeholders of what to anticipate (process 2).

Select Dispositions & Identify New Initiatives

Add to Roadmap

Validate Direction

Plan Project

Execute Project

Select Dispositions & Identify New Initiatives

  • Project Proposal
  • Feasibility/ Estimation
  • Impact Assessment
  • Business Case
  • Initial Design

Approve Project

Add to Roadmap

Execute Project

The steps between selecting a disposition and executing on any resulting project will vary based on the organization’s project intake standards (or lack thereof).

This blueprint focuses on building a strategic portfolio roadmap prior to any in-depth assessments related to initiative/project intake, approval, and prioritization. For in-depth support related to intake, approval, prioritization, or planning, review the following resources.

The image contains a screenshot of the Deliver on your Digital Product Vision blueprint. The image contains a screenshot of the Deliver Digital Products at Scale blueprint.

Determine what makes it onto the roadmap

A roadmap should not be limited to what is approved or committed to. A roadmap should be used to present the items that need to happen and begin the discussion of how or if this can be put into place. However, not every idea should make the cut and end up in front of key stakeholders.

The image contains a screenshot of steps to be taken to determine what makes it onto the roadmap.

4.6 Prioritize initiatives

Estimated time: 1-4 hours

  1. This is a high-level assessment to provide a sense of feasibility, practicality, and priority as well as an estimated timeline of a given initiative. Do not get lost in granular estimations. Use this as an input to your demand planning process.
  2. Enter the specific name or type of initiative.
    1. Process Initiative: Any project or effort focused on process improvements without technical modification to an app (e.g. user migration, change in SLA, new training program). Write the application and initiative name on a blue sticky note.
    2. App Initiative: Any project or effort involving technical modification to an app (e.g. refactoring, platform migration, feature addition or upgrade). Write the application and initiative name on a yellow sticky note.
    3. Decommission Initiative: Any project and related efforts to remove an app (e.g. migrating data, removal from server). Write the application and initiative name on a red sticky note.
  3. Prioritize the initiative to aid in demand planning. This is prepopulated from your selected application disposition, but you can set a different priority for the initiative here.
  4. Select the Initiative Phase in the timeline to show the intended schedule and sequencing of the initiative.
Input Output
  • Assigned dispositions
  • Rationalization results
  • Prioritized initiatives
Materials Participants
  • Whiteboard and markers
  • APM Snapshot and Foundations Tool
  • Delivery Leads
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

4.6 APM worksheet data journey map

The image contains a screenshot of the worksheet data journey map.

Populate roadmap example

The image contains an example of the populate roadmap.

Create a recurring update plan

  • Application inventories become stale before you know it. Build steps in your procurement process to capture the appropriate information on new applications. Also, build in checkpoints to revisit your inventory regularly to assess the accuracy of inventory data.
  • Rationalization is not one and done; it must occur with an appropriate cadence.
    • Business priorities change, which will impact the current and future value of your apps.
    • Now more than ever, user expectations evolve rapidly.
    • Application sprawl likely won’t stop, so neither will shadow IT and redundancies.
    • Obsolescence, growing technical debt, changing security threats, or shifting technology strategies are all inevitable, as is the gradual decline of an app’s health or technical fit.
  • An application’s disposition changes quicker than you think, and rationalization requires a structured cadence. You need to plan to minimize the need for repeated efforts. Conversely, many use preceding iterations to increase the analysis (e.g. more thorough TCO projections or more granular capability-application alignment).
  • Portfolio roadmaps require a cadence for both updates and presentations to stakeholders. Updates are often completed semiannually or quarterly to gauge the business adjustments that affect the timeline of the domain-specific applications. The presentation of a roadmap should be completed alongside meetings or gatherings of key decision makers.
  • M&A or other restructuring events will prompt the need to address all the above.

The image contains a screenshot of chart to help determine frequency of updating your roadmap.

Build your APM maturity by taking the right steps at the right time

The image contains a diagram to demonstrate the steps taken to build APM maturity.

Info-Tech’s Build an Application Rationalization Framework provides additional TCO and value tools to help build out your portfolio strategy.

APM is an iterative and evergreen process

APM provides oversight and awareness of your application portfolio’s performance and support for your business operations and value delivery to all users and customers.

Determine scope and categories Build your list of applications and capabilities Score each application based on your values Determine outcomes based on app scoring and support for capabilities

1. Lay Your Foundations

  • 1.1 Assess the state of your current application portfolio
  • 1.2 Determine narrative
  • 1.3 Define goals and metrics
  • 1.4 Define application categories
  • 1.5 Determine APM steps and roles (SIPOC)

2. Improve Your Inventory

  • 2.1 Populate your inventory
  • 2.2 Align to business capabilities

3. Rationalize Your Apps

  • 3.1 Assess business value
  • 3.2 Assess technical health
  • 3.3 Assess end-user perspective
  • 3.4 Assess total cost of ownership

4. Populate Your Roadmap

  • 4.1 Review APM Snapshot results
  • 4.2 Review APM Foundations results
  • 4.3 Determine dispositions
  • 4.4 Assess redundancies (Optional)
  • 4.5 Determine dispositions for redundant applications (Optional)
  • 4.6 Prioritize initiatives
  • 4.7 Ongoing APM cadence

Repeat according to APM cadence and application changes

4.7 Ongoing APM cadence

Estimated time: 1-2 hours

  1. Determine how frequently you will update or present the artifacts of your APM practice: Application Inventory, Rationalization, Disposition, and Roadmap.
  2. For each artifact, determine the:
    1. Owner: Who is accountable for the artifact and the data or information within the artifact and will be responsible for or delegate the responsibility of updating or presenting the artifact to the appropriate audience?
    2. Update Cadence: How frequently will you update the artifact? Include what regularly scheduled meetings this activity will be within.
    3. Update Scope: Describe what activities will be performed to keep the artifact up to date. The goal here is to minimize the need for a full set of activities laid out within the blueprint. Optional: How will you expand the thoroughness of your analysis?
    4. Audience: Who is the audience for the artifact or assessment results?
    5. Presentation Cadence: How frequently and when will you review the artifact with the audience?
InputOutput
  • Initial experience with APM
  • Strategic meetings schedule
  • Ongoing cadence for APM activities
MaterialsParticipants
  • Whiteboard and markers
  • APM Snapshot and Foundations Tool
  • Applications Lead
  • Any Applications Team Members

Record the results in the APM Snapshot and Foundations Tool

4.7 Ongoing APM cadence

Artifact

Owner

Update Cadence

Update Scope

Audience

Presentation Cadence

Inventory

Greg Dawson

  • As new applications are acquired
  • Annual review
  • Add new application data points (this is added to implementation standards)
  • Review inventory and perform a data health check
  • Validate with app’s SME
  • Whole organization
  • Always available on team site

Rationalization Tool

Judy Ng

  • Annual update
  • Revisit value driver weights
  • Survey end users
  • Interview support owners
  • Interview business owners
  • Update TCO based on change in operational costs; expand thoroughness of cost estimates
  • Rescore applications
  • Business owners of applications
  • IT leaders
  • Annually alongside yearly strategy meeting

Portfolio Roadmap

Judy Ng

  • Monthly update alongside project updates
  • Shift the timeline of the roadmap to current day 1
  • Carry over project updates and timeline changes
  • Validate with PMs and business owners
  • Steering Committee
  • Business owners of applications
  • IT leaders
  • Quarterly alongside Steering Committee meetings
  • Upon request

Appendices

  • Additional support slides
  • Bibliography

The APM tool provides a single source of truth and global data sharing

The table shows where source data is used to support different aspects of APM discovery, rationalization, and modernization.

Worksheet Data Mapping

Application and Capability List

Group Alignment Matrix (1-3)

Rationalization Inputs

Group 1-3 Results

Application Inventory Details

App Rationalization Results

Roadmap

App Redundancy Comparison

Application and Capability List

App list, Groupings

App list

App list, Groupings

App list, Categories

App list, Categories

App list

App list

Groups 1-3 Alignment Matrix

App to Group Tracing

Application Categories

Category
drop-down

Category

Category

Rationalization Inputs

Lens Scores (weighted input to Group score)

Lens Scores (weighted input)

Disposition Options

Disposition list, Priorities list, Recommended Disposition and Priority

Lens Scores (weighted input)

App Rationalization Results

Disposition

Common application inventory attributes

Attribute Description Common Collection Method
Name Organization’s terminology used for the application. Auto-discovery tools will provide names for the applications they reveal. However, this may not be the organizational nomenclature. You may adapt the names by leveraging pre-existing documentation and internal knowledge or by consulting business users.
ID Unique identifiers assigned to the application (e.g. app number). Typically an identification system developed by the application portfolio manager.
Description A brief description of the application, often referencing core capabilities. Typically completed by leveraging pre-existing documentation and internal knowledge or by consulting business users.
Business Units A list of all business units, departments, or user groups. Consultation, surveys, or interviews with business unit representatives. However, this doesn’t always expose hidden applications. Application-capability mapping is the most effective way to determine all the business units/user groups of an app.
Business Capabilities A list of business capabilities the application is intended to enable. Application capability mapping completed via interviews with business unit representatives.
Criticality A high-level grading of the importance of the application to the business, typically used for support prioritization purposes (i.e. critical, high, medium, low). Typically the criticality rating is determined by a committee representing IT and business leaders.
Ownership The individual accountable for various aspect of the application (e.g. product owner, product manager, application support, data owner); typically includes contact information and alternatives. If application ownership is an established accountability in your organization, typically consulting appropriate business stakeholders will reveal this information. Otherwise, application capability mapping can be an effective means of identifying who that owner should be.
Application SMEs Any relevant subject matter experts who can speak to various aspects of the application (e.g. business process owners, development managers, data architects, data stewards, application architects, enterprise architects). Technical SMEs should be known within an IT department, but shadow IT apps may require interviews with the business unit. Application capability mapping will determine the identity of those key users/business process SMEs.
Type An indication of whether the application was developed in-house, commercial off-the-shelf, or a hybrid option. Consultation, surveys, or interviews with product owners or development managers.
Active Status An indication of whether the application is currently active, out of commission, in repair, etc. Consultation, surveys, or interviews with product owners or operation managers.

Common application inventory attributes

Attribute Description Common Collection Method
Vendor Information Identification of the vendor from whom the software was procured. May include additional items such as the vendor’s contact information. Consultation with business SMEs, end users, or procurement teams, or review of vendor contracts or license agreements.
Links to Other Documentation Pertinent information regarding the other relevant documentation of the application (e.g. SLA, vendor contracts, data use policies, disaster recovery plan). Typically includes links to documents. Consultation with product owners, service providers, or SMEs, or review of vendor contracts or license agreements.
Number of Users The current number of users for the application. This can be based on license information but will often require some estimation. Can include additional items of quantities at different levels of access (e.g. admin, key users, power users). Consultation, surveys, or interviews with product owners or appropriate business SMEs or review of vendor contracts or license agreements. Auto-discovery tools can reveal this information.
Software Dependencies List of other applications or operating components required to run the application. Consultation with application architects and any architectural tools or documentation. This information can begin to reveal itself through application capability mapping.
Hardware Dependencies Identification of any hardware or infrastructure components required to run the application (i.e. databases, platform). Consultation with infrastructure or enterprise architects and any architectural tools or documentation. This information can begin to reveal itself through application capability mapping.
Development Language Coding language used for the application. Consultation, surveys, or interviews with development managers or appropriate technical SMEs.
Platform A framework of services that application programs rely on for standard operations. Consultation, surveys, or interviews with infrastructure or development managers.
Lifecycle Stage Where an application is within the birth, growth, mature, end-of-life lifecycle. Consultation with business owners and technical SMEs.
Scheduled Updates Any major or minor updates related to the application, including the release date. Consultation with business owners and vendor managers.
Planned or In-Flight Projects Any projects related to the application, including estimated project timeline. Consultation with business owners and project managers.

Bibliography

”2019 Technology & Small Business Survey.” National Small Business Association (NSBA), n.d. Accessed 1 April 2020.
“Application Rationalization – Essential Part of the Process for Modernization and Operational Efficiency.” Flexera, 2015. Web.
“Applications Rationalization during M&A: Standardize, Streamline, Simplify.” Deloitte Consulting, 2016. Web.
Bowling, Alan. “Clearer Visibility of Product Roadmaps Improves IT Planning.” ComputerWeekly.com, 1 Nov. 2010. Web.
Brown, Alex. “Calculating Business Value.” Agile 2014 Orlando, 13 July 2014. Scrum Inc. 2014. Web.
Brown, Roger. “Defining Business Value.” Scrum Gathering San Diego 2017. Agile Coach Journal. Web.
“Business Application Definition.” Microsoft Docs, 18 July 2012. Web.
“Connecting Small Businesses in the US.” Deloitte Consulting, 2017. Accessed 1 April. 2020.
Craveiro, João. “Marty meets Martin: connecting the two triads of Product Management.” Product Coalition, 18 Nov. 2017. Web.
Curtis, Bill. “The Business Value of Application Internal Quality.” CAST, 6 April 2009. Web.
Fleet, Neville, Joan Lasselle, and Paul Zimmerman. “Using a Balance Scorecard to Measure the Productivity and Value of Technical Documentation Organizations.” CIDM, April 2008. Web.
Fowler, Martin. “Application Boundary.” MartinFowler.com, 11 Sept. 2003. Web.
Harris, Michael. “Measuring the Business Value of IT.” David Consulting Group, 2007. Web.
“How Application Rationalization Contributes to the Bottom Line.” LeanIX, 2017. Web.
Jayanthi, Aruna. “Application Landscape Report 2014.” Capgemini, 4 March 2014. Web.
Lankhorst, Marc., et al. “Architecture-Based IT Valuation.” Via Nova Architectura, 31 March 2010. Web.
“Management of business application.” ServiceNow, Jan.2020. Accessed 1 April 2020.
Mauboussin, Michael J. “The True Measures of Success.” HBR, Oct. 2012. Web.
Neogi, Sombit., et al. “Next Generation Application Portfolio Rationalization.” TATA, 2011. Web.
Riverbed. “Measuring the Business Impact of IT Through Application Performance.” CIO Summits, 2015. Web.
Rouse, Margaret. “Application Rationalization.” TechTarget, March 2016. Web.
Van Ramshorst, E.A. “Application Portfolio Management from an Enterprise Architecture Perspective.” Universiteit Utrecht, July 2013.
“What is a Balanced Scorecard?” Intrafocus, n.d. Web.
Whitney, Lance. “SMBs share their biggest constraints and great challenges.” Tech Republic, 6 May 2019. Web.

Reimagine Learning in the Face of Crisis

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  • Parent Category Name: Train & Develop
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  • As organizations re-evaluate their priorities and shift to new ways of working, leaders and employees are challenged to navigate unchartered territory and to adjust quickly to ever-evolving priorities.
  • Learning how to perform effectively through the crisis and deliver on new priorities is crucial to the success of all employees and the organization.

Our Advice

Critical Insight

The most successful organizations recognize that learning is critical to adjusting quickly and effectively to their new reality. This requires L&D to reimagine their approach to deliver learning that enables the organization’s immediate and evolving priorities.

Impact and Result

  • L&D teams should focus on how to support employees and managers to develop the critical competencies they need to successfully perform through the crisis, enabling organizations to survive and thrive during and beyond the crisis.
  • Ensure learning needs align closely with evolving organizational priorities, collaborate cross-functionally, and curate content to provide the learning employees and leaders need most, when they need it.

Reimagine Learning in the Face of Crisis Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Prioritize

Involve key stakeholders, identify immediate priorities, and conduct high-level triage of L&D.

  • Reimagine Learning in the Face of Crisis Storyboard
  • Reimagine Learning in the Face of Crisis Workbook

2. Reimagine

Determine learning needs and ability to realistically deliver learning. Leverage existing or curate learning content that can support learning needs.

3. Transform

Identify technical requirements for the chosen delivery method and draft a four- to six-week action plan.

  • How to Curate Guide
  • Tips for Building an Online Learning Community
  • Ten Tips for Adapting In-Person Training During a Crisis
  • Tips for Remote Learning in the Face of Crisis
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Asset Management

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  • Parent Category Name: Infra and Operations
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Asset management has a clear impact on the financials of your company. Clear insights are essential to keep your spending at the right level.

Asset Management

Master M&A Cybersecurity Due Diligence

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  • Parent Category Name: Governance, Risk & Compliance
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This research is designed to help organizations who are preparing for a merger or acquisition and need help with:

  • Understanding the information security risks associated with the acquisition or merger.
  • Avoiding the unwanted possibility of acquiring or merging with an organization that is already compromised by cyberattackers.
  • Identifying best practices for information security integration post merger.

Our Advice

Critical Insight

The goal of M&A cybersecurity due diligence is to assess security risks and the potential for compromise. To succeed, you need to look deeper.

Impact and Result

  • A repeatable methodology to systematically conduct cybersecurity due diligence.
  • A structured framework to rapidly assess risks, conduct risk valuation, and identify red flags.
  • Look deeper by leveraging compromise diagnostics to increase confidence that you are not acquiring a compromised entity.

Master M&A Cybersecurity Due Diligence Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Start here – read the Executive Brief

Read our concise Executive Brief to find out how to master M&A cyber security due diligence, review Info-Tech’s methodology, and understand how we can support you in completing this project.

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Design a Tabletop Exercise to Support Your Security Operation

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  • Parent Category Name: Threat Intelligence & Incident Response
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  • Threat management has become resource intensive, requiring continuous monitoring, collection, and analysis of massive volumes of security event data.
  • Security incidents are inevitable, but how they are handled is critical.
  • The increasing use of sophisticated malware is making it difficult for organizations to identify the true intent behind the attack campaign.
  • The incident response is often handled in an ad hoc or ineffective manner.

Our Advice

Critical Insight

  • Establish communication processes and channels well in advance of a crisis. Don’t wait until a state of panic. Collaborate and share information mutually with other organizations to stay ahead of incoming threats.
  • Security operations is no longer a center, but a process. The need for a physical security hub has evolved into the virtual fusion of prevention, detection, analysis, and response efforts. When all four functions operate as a unified process, your organization will be able to proactively combat changes in the threat landscape.
  • You might experience a negative return on your security control investment. As technology in the industry evolves, threat actors will adopt new tools, tactics, and procedures; a tabletop exercise will help ensure teams are leveraging your security investment properly and providing relevant situational awareness to stay on top of the rapidly evolving threat landscape.

Impact and Result

Establish and design a tabletop exercise capability to support and test the efficiency of the core prevention, detection, analysis, and response functions that consist of an organization's threat intelligence, security operations, vulnerability management, and incident response functions.

Design a Tabletop Exercise to Support Your Security Operation Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should design a tabletop exercise, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Plan

Evaluate the need for a tabletop exercise.

  • Design a Tabletop Exercise to Support Your Security Operation – Phase 1: Plan

2. Design

Determine the topics, scope, objectives, and participant roles and responsibilities.

  • Design a Tabletop Exercise to Support Your Security Operation – Phase 2: Design

3. Develop

Create briefings, guides, reports, and exercise injects.

  • Design a Tabletop Exercise to Support Your Security Operation – Phase 3: Develop
  • Design a Tabletop Exercise to Support Your Security Operation – Inject Examples

4. Conduct

Host the exercise in a conference or classroom setting.

  • Design a Tabletop Exercise to Support Your Security Operation – Phase 4: Conduct

5. Evaluate

Plan to ensure measurement and continued improvement.

  • Design a Tabletop Exercise to Support Your Security Operation – Phase 5: Evaluate
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Build a Software Quality Assurance Program

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  • Today’s rapidly scaling and increasingly complex products create mounting pressure on delivery teams to release new systems and changes quickly and with sufficient quality.
  • Many organizations lack the critical capabilities and resources needed to satisfy their growing testing backlog, risking product success.

Our Advice

Critical Insight

  • Testing is often viewed as a support capability rather than an enabler of business growth. It receives focus and investment only when it becomes a visible problem.
  • The rise in security risks, aggressive performance standards, constantly evolving priorities, and misunderstood quality policies further complicate QA as it drives higher expectations for effective practices.
  • QA starts with good requirements. Tests are only as valuable as the requirements they are validating and verifying. Early QA improves the accuracy of downstream tests and reduces costs of fixing defects late in delivery.
  • Quality is an organization-wide accountability. Upstream work can have extensive ramifications if all roles are not accountable for the decisions they make.
  • Quality must account for both business and technical requirements. Valuable change delivery is cemented in a clear understanding of quality from both business and IT perspectives.

Impact and Result

  • Standardize your definition of a product. Come to an organizational agreement of what attributes define a high-quality product. Accommodate both business and IT perspectives in your definition.
  • Clarify the role of QA throughout your delivery pipeline. Indicate where and how QA is involved throughout product delivery. Instill quality-first thinking in each stage of your pipeline to catch defects and issues early.
  • Structure your test design, planning, execution, and communication practices to better support your quality definition and business and IT environments and priorities. Adopt QA good practices to ensure your tests satisfy your criteria for a high-quality and successful product.

Build a Software Quality Assurance Program Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should build a strong foundation for quality, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Define your QA process

Standardize your product quality definition and your QA roles, processes, and guidelines according to your business and IT priorities.

  • Build a Strong Foundation for Quality – Phase 1: Define Your QA Process
  • Test Strategy Template

2. Adopt QA good practices

Build a solid set of good practices to define your defect tolerances, recognize the appropriate test coverage, and communicate your test results.

  • Build a Strong Foundation for Quality – Phase 2: Adopt QA Good Practices
  • Test Plan Template
  • Test Case Template
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Workshop: Build a Software Quality Assurance Program

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

1 Define Your QA Process

The Purpose

Discuss your quality definition and how quality is interpreted from both business and IT perspectives.

Review your case for strengthening your QA practice.

Review the standardization of QA roles, processes, and guidelines in your organization.

Key Benefits Achieved

Grounded understanding of quality that is accepted across IT and between the business and IT.

Clear QA roles and responsibilities.

A repeatable QA process that is applicable across the delivery pipeline.

Activities

1.1 List your QA objectives and metrics.

1.2 Adopt your foundational QA process.

Outputs

Quality definition and QA objectives and metrics.

QA guiding principles, process, and roles and responsibilities.

2 Adopt QA Good Practices

The Purpose

Discuss the practices to reveal the sufficient degree of test coverage to meet your acceptance criteria, defect tolerance, and quality definition.

Review the technologies and tools to support the execution and reporting of your tests.

Key Benefits Achieved

QA practices aligned to industry good practices supporting your quality definition.

Defect tolerance and acceptance criteria defined against stakeholder priorities.

Identification of test scenarios to meet test coverage expectations.

Activities

2.1 Define your defect tolerance.

2.2 Model and prioritize your tests.

2.3 Develop and execute your QA activities.

2.4 Communicate your QA activities.

Outputs

Defect tolerance levels and courses of action.

List of test cases and scenarios that meet test coverage expectations.

Defined test types, environment and data requirements, and testing toolchain.

Test dashboard and communication flow.

Prevent Data Loss Across Cloud and Hybrid Environments

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  • Organizations are often beholden to compliance obligations that require protection of sensitive data.
  • All stages of the data lifecycle exist in the cloud and all stages provide opportunity for data loss.
  • Organizations must find ways to mitigate insider threats without impacting legitimate business access.

Our Advice

Critical Insight

  • Data loss prevention is the outcome of a well-designed strategy that incorporates multiple, sometimes disparate, tools within your existing security program.
  • The journey to data loss prevention is complex and should be taken in small and manageable steps.

Impact and Result

  • Organizations will achieve data comprehension.
  • Organizations will align DLP with their current security program and architecture.
  • A DLP strategy will be implemented with a distinct goal in mind.

Prevent Data Loss Across Cloud and Hybrid Environments Research & Tools

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Prevent Data Loss Across Cloud and Hybrid Environments Storyboard – A guide to handling data loss prevention in cloud services.

This research describes an approach to strategize and implement DLP solutions for cloud services.

  • Prevent Data Loss Across Cloud and Hybrid Environments Storyboard

2. Data Loss Prevention Strategy Planner – A workbook designed to guide you through identifying and prioritizing your data and planning what DLP actions should be applied to protect that data.

Use this tool to identify and prioritize your data, then use that information to make decisions on DLP strategies based on classification and data environment.

  • Data Loss Prevention Strategy Planner
[infographic]

Further reading

Prevent Data Loss Across Cloud and Hybrid Environments

Leverage existing tools and focus on the data that matters most to your organization.

Analyst Perspective

Data loss prevention is an additional layer of protection

Driven by reduced operational costs and improved agility, the migration to cloud services continues to grow at a steady rate. A recent report by Palo Alto Networks indicates workload in the cloud increased by 13% last year, and companies are expecting to move an additional 11% of their workload to the cloud in the next 24 months1.

However, moving to the cloud poses unique challenges for cyber security practitioners. Cloud services do not offer the same level of management and control over resources as traditional IT approaches. The result can be reduced visibility of data in cloud services and reduced ability to apply controls to that data, particularly data loss prevention (DLP) controls.

It’s not unusual for organizations to approach DLP as a point solution. Many DLP solutions are marketed as such. The truth is, DLP is a complex program that uses many different parts of an organization’s security program and architecture. To successfully implement DLP for data in the cloud, an organization should leverage existing security controls and integrate DLP tools, whether newly acquired or available in cloud services, with its existing security program.

Photo of Bob Wilson
Bob Wilson
CISSP
Research Director, Security and Privacy
Info-Tech Research Group

Executive Summary

Your Challenge

Organizations must prevent the misuse and leakage of data, especially sensitive data, regardless of where it’s stored.

Organizations often have compliance obligations requiring protection of sensitive data.

All stages of the data lifecycle exist in the cloud and all stages provide opportunity for data loss.

Organizations must find ways to mitigate insider threats without impacting legitimate business access.

Common Obstacles

Many organizations must handle a plethora of data in multiple varied environments.

Organizations don’t know enough about the data they use or where it is located.

Different systems offer differing visibility.

Necessary privileges and access can be abused.

Info-Tech’s Approach

The path to data loss prevention is complex and should be taken in small and manageable steps.

First, organizations must achieve data comprehension.

Organizations must align DLP with their current security program and architecture.

Organizations need to implement DLP with a distinct goal in mind.

Once the components are in place it’s important to measure and improve.

Info-Tech Insight

Data loss prevention is the outcome of a well-designed strategy that incorporates multiple, sometimes disparate, tools within your existing security program.

Your challenge

Protecting data is a critical responsibility for organizations, no matter where it is located.

45% of breaches occurred in the cloud (“Cost of a Data Breach 2022,” IBM Security, 2022).

A diagram that shows the mean time to detect and contain.

It can take upwards of 12 weeks to identify and contain a breach (“Cost of a Data Breach 2022,” IBM Security, 2022).

  • Compliance obligations will require organizations to protect certain data.
  • All data states can exist in the cloud, and each state provides a unique opportunity for data loss.
  • Insider threats, whether intentional or not, are especially challenging for organizations. It’s necessary to prevent illicit data use while still allowing work to happen.

Info-Tech Insight

Data loss prevention doesn’t depend on a single tool. Many of the leading cloud service providers offer DLP controls with their services and these controls should be considered.

Common obstacles

As organizations increasingly move data into the cloud, their environments become more complex and vulnerable to insider threats

  • It’s not uncommon for an organization not to know what data they use, where that data exists, or how they are supposed to protect it.
  • Cloud systems, especially software as a service (SaaS) applications, may not provide much visibility into how that data is stored or protected.
  • Insider threats are a primary concern, but employees must be able to access data to perform their duties. It isn’t always easy to strike a balance between adequate access and being too restrictive with controls.

Insider threats are a significant concern

53%

53% of a study’s respondents think it is more difficult to detect insider threats in the cloud.

Source: "2023 Insider Threat Report," Cybersecurity Insiders, 2023

45%

Only about 45% of organizations think native cloud app functionality is useful in detecting insider threats.

Source: "2023 Insider Threat Report," Cybersecurity Insiders, 2023

Info-Tech Insight

An insider threat management (ITM) program focuses on the user. DLP programs focus on the data.

Insight summary

DLP is not just a single tool. It’s an additional layer of security that depends on different components of your security program, and it requires time and effort to mature.

Organizations should leverage existing security architecture with the DLP controls available in the cloud services they use.

Data loss prevention is not a point solution

Data loss prevention is the outcome of a well-designed strategy that incorporates multiple, sometimes disparate tools within your existing security program.

Prioritize data

Start with the data that matters most to your organization.

Define an objective

Having a clearly defined objective will make implementing a DLP program much easier.

DLP is a layer

Data loss prevention is not foundational, and it depends on many other parts of a mature information security program.

The low hanging fruit is sweet

Start your DLP implementation with a quick win in mind and build on small successes.

DLP is a work multiplier

Your organization must be prepared to investigate alerts and respond to incidents.

Prevent data loss across cloud or hybrid environments

A diagram that shows preventing data loss across cloud or hybrid environments

Data loss prevention is not a point solution.
It’s the outcome of a well-designed strategy that incorporates multiple, sometimes disparate tools within your existing security program.

Info-Tech Insight

Leverage existing security tools where possible.

Data loss prevention (DLP) overview

DLP is an additional layer of security.

DLP is a set of technologies and processes that provides additional data protection by identifying, monitoring, and preventing data from being illicitly used or transmitted.

DLP depends on many components of a mature security program, including but not limited to:

  • Acceptable use policy
  • Data classification policy and data handling guidelines
  • Identity and access management

DLP is achieved through some or all of the following tactics:

  • Identify: Data is detected using policies, rules, and patterns.
  • Monitor: Data is flagged and data activity is logged.
  • Prevent: Action is taken on data once it has been detected.

Info-Tech Insight

DLP is not foundational. Your information security program needs to be moderately mature to support a DLP strategy.

DLP approaches and methods

DLP uses a handful of techniques to achieve its tactics:

  • Policy and access rights: Limits access to data based on user permissions or other contextual attributes.
  • Isolation or virtualization: Data is isolated in an environment with channels for data leakage made unavailable.
  • Cryptographic approach: Data is encrypted.
  • Quantifying and limiting: Use or transfer of data is restricted by quantity.
  • Social and behavioral analysis: The DLP system detects anomalous activity, such as users accessing data outside of business hours.
  • Pattern matching: Data content is analyzed for specific patterns.
  • Data mining and text clustering: Large sets are analyzed, typically with machine learning (ML), to identify patterns.
  • Data fingerprinting: Data files are matched against a pre-calculated hash or based on file contents.
  • Statistical Analysis: Data content is analyzed for sensitive data. Usually involves machine learning.


DLP has two primary approaches for applying techniques:

  • Content-based: Data is identified through inspecting its content. Fingerprinting and pattern matching are examples of content-based methods.
  • Context-based: Data is identified based on its situational or contextual attributes. Some factors that may be used are source, destination, and format.

Some DLP tools use both approaches.

Info-Tech Insight

Different DLP products will support different methods. It is important to keep these in mind when choosing a DLP solution.

Start by defining your data

Define data by answering the 5 “W”s

Who? Who owns the data? Who needs access? Who would be impacted if it was lost?
What? What data do you have? What type of data is it? In what format does it exist?
When? When is the data generated? When is it used? When is it destroyed?
Where? Where is the data stored? Where is it generated? Where is it used?
Why? Why is the data needed?

Use what you discover about your data to create a data inventory!

Compliance requirements

Compliance requirements often dictate what must be done to manage and protect data and vary from industry to industry.

Some examples of compliance requirements to consider:

  • Healthcare - Health Insurance Portability and Accountability Act (HIPAA)
  • Financial Services - Gramm-Leach-Bliley Act (GLBA)
  • Payment Card Industry Data Security Standards (PCI DSS)

Info-Tech Insight

Why is especially important. If you don’t need a specific piece of data, dispose of it to reduce risk and administrative overhead related to maintaining or protecting data.

Classify your data

Data classification facilitates making decisions about how data is treated.

Data classification is a process by which data is categorized.

  • The classifications are often based on the sensitivity of the data or the impact a loss or breach of that data would have on the organization.
  • Data classification facilitates decisions about data handling and how information security controls are implemented. Instead of considering many different types of data individually, decisions are based on a handful of classification levels.
  • A mature data classification should include a formalized policy, handling standards, and a steering committee.

Refer to our Discover and Classify Your Data blueprint for guidance on data classification.

Sample data classification schema

Label

Category

Top Secret Data that is mission critical and highly likely to negatively impact the organization if breached. The “crown jewels.”
Examples: Trade secrets, military secrets
Confidential Data that must not be disclosed, either because of a contractual or regulatory requirement or because of its value to the organization.
Examples: Payment card data, private health information, personally identifiable information, passwords
Internal Data that is intended for organizational use, which should be kept private.
Examples: Internal memos, sales reports
Limited Data that isn’t generally intended for public consumption but may be made public.
Examples: Employee handbooks, internal policies
Public Data that is meant for public consumption and anonymous access.
Examples: Press releases, job listings, marketing material

Info-Tech Insight

Data classification should be implemented as a continuous program, not a one-time project.

Understand data risk

Knowing where and how your data is at risk will inform your DLP strategy.

Data exists in three states, and each state presents different opportunities for risk. Different DLP methodologies will be appropriate for different states.

Data states

In use

  • End-user devices
  • Mobile devices
  • Servers

In motion

  • Cloud services
  • Email
  • Web/web apps
  • Instant messaging
  • File transfers

At rest

  • Cloud services
  • Databases
  • End-user devices
  • Email archives
  • Backups
  • Servers
  • Physical storage devices

Causes of Risk

The most common causes of data loss can be categorized by people, processes, and technology.

A diagram that shows the categorization of causes of risk.

Check out our Combine Security Risk Management Components Into One Program blueprint for guidance on risk management, including how to do a full risk assessment.

Prioritize your data

Know what data matters most to your organization.

Prioritizing the data that most needs protection will help define your DLP goals.

The prioritization of your data should be a business decision based on your comprehension of the data. Drivers for prioritizing data can include:

  • Compliance-driven: Noncompliance is a risk in itself and your organization may choose to prioritize data based on meeting compliance requirements.
  • Audit-driven: Data can be prioritized to prepare for a specific audit objective or in response to an audit finding.
  • Business-driven: Data could be prioritized based on how important it is to the organization’s business processes.

Info-Tech Insight

It’s not feasible for most organizations to apply DLP to all their data. Start with the most important data.

Activity: Prioritize your data

Input: Lists of data, data types, and data environments
Output: A list of data types with an estimated priority
Materials: Data Loss Prevention Strategy Planner worksheet
Participants: Security leader, Data owners

1-2 hours

For this activity, you will use the Data Loss Prevention Strategy Planner workbook to prioritize your data.

  1. Start with tab “2. Setup” and fill in the columns. Each column features a short explanation of itself, and the following slides will provide more detail about the columns.
  2. On tab “3. Data Prioritization,” work through the rows by selecting a data type and moving left to right. This sheet features a set of instructions at the top explaining each column, and the following slides also provide some guidance. On this tab, you may use data types and data environments multiple times.

Click to download the Data Loss Prevention Strategy Planner

Activity: Prioritize your data

In the Data Loss Prevention Strategy Planner tool, start with tab “2. Setup.”

A diagram that shows tab 2 setup

Next, move to tab “3. Data Prioritization.”

A diagram that shows tab 3 Data Prioritization.

Click to download the Data Loss Prevention Strategy Planner

Determine DLP objectives

Your DLP strategy should be able to function as a business case.

DLP objectives should achieve one or more of the following:

  • Prevent disclosure or unauthorized use of data, regardless of its state.
  • Preserve usability while providing adequate security.
  • Improve security, privacy, and compliance capabilities.
  • Reduce overall risk for the enterprise.

Example objectives:

  • Prevent users from emailing ePHI to addresses outside of the organization.
  • Detect when a user is uploading an unusually large amount of data to a cloud drive.

Most common DLP use cases:

  • Protection of data, primarily from internal threats.
  • Meet compliance requirements to protect data.
  • Automate the discovery and classification of data.
  • Provide better data management and visibility across the enterprise.
  • Manage and protect data on mobile devices.

Info-Tech Insight

Having a clear idea of your objectives will make implementing a DLP program easier.

Align DLP with your existing security program/architecture

DLP depends on many different aspects of your security program.
To the right are some components of your existing security program that will support DLP.


1. Data handling standards or guidelines: These specify how your organization will handle data, usually based on its classification. Your data handling standards will inform the development of DLP rules, and your employees will have a clear idea of data handling expectations.

2. Identity and access management (IAM): IAM will control the access users have to various resources and data and is integral to DLP processes.

3. Incident response policy or plan: Be sure to consider your existing incident handling processes when implementing DLP. Modifying your incident response processes to accommodate alerts from DLP tools will help you efficiently process and respond to incidents.

4. Existing security tools: Firewalls, email gateways, security information and event management (SIEM), and other controls should be considered or leveraged when implementing a DLP solution.

5. Acceptable use policy: An organization must set expectations for acceptable/unacceptable use of data and IT resources.

6. User education and awareness: Aside from baseline security awareness training, organizations should educate users about policies and communicate the risks of data leakage to reduce risk caused by user error.

Info-Tech Insight

Consider DLP as a secondary layer of protection; a safety net. Your existing security program should do most of the work to prevent data misuse.

Cloud service models

A fundamental challenge with implementing DLP with cloud services is the reduced flexibility that comes with managing less of the technology stack. Each cloud model offers varying levels of abstraction and control to the user.

Infrastructure as a service (IaaS): This service model provides customers with virtualized technology resources, such as servers and networking infrastructure. IaaS allows users to have complete control over their virtualized infrastructure without needing to purchase and maintain hardware resources or server space. Popular examples include Amazon Web Servers, Google Cloud Engine, and Microsoft Azure.

Platform as a service (PaaS): This service model provides users with an environment to develop and manage their own applications without needing to manage an underlying infrastructure. Popular examples include Google Cloud Engine, OpenShift, and SAP Cloud.

Software as a service (SaaS): This service model provides customers with access to software that is hosted and maintained by the cloud provider. SaaS offers the least flexibility and control over the environment. Popular examples include Salesforce, Microsoft Office, and Google Workspace.

A diagram that shows cloud models, including IaaS, PaaS, and SaaS.

Info-Tech Insight

Cloud service providers may include DLP controls and functionality for their environments with the subscription. These tools are usually well suited for DLP functions on that platform.

Different DLP tools

DLP products often fall into general categories defined by where those tools provide protection. Some tools fit into more than one category.

Cloud DLP refers to DLP products that are designed to protect data in cloud environments.

  • Cloud access security broker (CASB): This system, either in-cloud or on-premises, sits between cloud service users and cloud service providers and acts as a point of control to enforce policies on cloud-based resources. CASBs act on data in motion, for the most part, but can detect and act on data at rest through APIs.
  • Existing tools integrated within a service: Many cloud services provide DLP tools to manage data loss in their service.

Endpoint DLP: This DLP solution runs on an endpoint computing device and is suited to detecting and controlling data at rest on a computer as well as data being uploaded or downloaded. Endpoint DLP would be feasible for IaaS.

Network DLP: Network DLP, deployed on-premises or as a cloud service, enforces policies on network flows between local infrastructure and the internet.

  • “Email DLP”: Detects and enforces security policies specifically on data in motion as emails.

A diagram of CASB

Choosing a DLP solution

You will also find that some DLP solutions are better suited for some cloud service models than others.


DLP solution types that are better suited for SaaS: CASB and Integrated Tools

DLP solution types that are better suited for PaaS: CASB, Integrated Tools, Network DLP

DLP solution types that are better suited for IaaS: CASB, Integrated Tools, Network DLP, and Endpoint DLP

Your approach for DLP will vary depending on the data state you’ll be acting on and whether you are trying to detect or prevent.

A diagram that shows DLP tactics by approach and data state

Click to download the Data Loss Prevention Strategy Planner
Check the tab labeled “6. DLP Features Reference” for a list of common DLP features.

Activity: Plan DLP methods

Input: Knowledge of data states for data types
Output: A set of technical DLP policy rules for each data type by environment
Materials: The same Data Loss Prevention Strategy Planner worksheet from the earlier activity
Participants: Security leader, Data owners

1-2 hours

Continue with the same workbook used in the previous activity.

  1. On tab “4. DLP Methods,” indicate the expected data state the DLP control will act on. Then, select the type of DLP control your organization intends to use for that data type in that data environment.
  2. DLP actions are suggested based on the classification of the data type, but these may be overridden by manually selecting your preferred action.
  3. You will find more detail on this activity on the following slide, and you will find some additional guidance in the instructional text at the top of the worksheet.
  4. Once you have populated the columns on this worksheet, a summary of suggested DLP rules can be found on tab “5. Results.”

Click to download the Data Loss Prevention Strategy Planner

Activity: Plan DLP methods

Use tab “4. DLP Methods” to plan DLP rules and technical policies.

A diagram that shows tab 4 DLP Methods

See tab “5. Results” for a summary of your DLP policies.

A diagram that shows tab 5 Results.

Click to download the Data Loss Prevention Strategy Planner

Implement your DLP program

Take the steps to properly implement your DLP program

  1. It’s important to shift the culture. You will need leadership’s support to implement controls and you’ll need stakeholders’ participation to ensure DLP controls don’t negatively affect business processes.
  2. Integrate DLP tools with your security program. Most cloud service providers, like Amazon, Microsoft, and Google provide DLP controls in their native environment. Many of your other security controls, such as firewalls and mail gateways, can be used to achieve DLP objectives.
  3. DLP is best implemented with a crawl, walk, then run approach. Following change management processes can reduce friction.
  4. Communicating controls to users will also reduce friction.

A diagram of implementing DLP program

Info-Tech Insight

After a DLP program is implemented, alerts will need to be investigated and incidents will need a response. Be prepared for DLP to be a work multiplier!

Measure and improve

Metrics of effectiveness

DLP attempts to tackle the challenge of promptly detecting and responding to an incident.
To measure the effectiveness of your DLP program, compare the number of events, number of incidents, and mean time to respond to incidents from before and after DLP implementation.

Metrics that indicate friction

A high number of false positives and rule exceptions may indicate that the rules are not working well and may be interfering with legitimate use.
It’s important to address these issues as the frustration felt by employees can undermine the DLP program.

Tune DLP rules

Establish a process for routinely using metrics to tune rules.
This will improve performance and reduce friction.

Info-Tech Insight

Aside from performance-based tuning, it’s important to evaluate your DLP program periodically and after major system or business changes to maintain an awareness of your data environment.

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One Anonymous Contributor

Bibliography

Alhindi, Hanan, Issa Traore, and Isaac Woungang. "Preventing Data Loss by Harnessing Semantic Similarity and Relevance." jisis.org Journal of Internet Services and Information Security, 31 May 2021. Accessed 2 March 2023. https://jisis.org/wp-content/uploads/2022/11/jisis-2021-vol11-no2-05.pdf

Cash, Lauryn. "Why Modern DLP is More Important Than Ever." Armorblox, 10 June 2022. Accessed 10 February 2023. https://www.armorblox.com/blog/modern-dlp-use-cases/

Chavali, Sai. "The Top 4 Use Cases for a Modern Approach to DLP." Proofpoint, 17 June 2021. Accessed 7 February 2023. https://www.proofpoint.com/us/blog/information-protection/top-4-use-cases-modern-approach-dlp

Crowdstrike. "What is Data Loss Prevention?" Crowdstrike, 27 Sept. 2022. Accessed 6 Feb. 2023. https://www.crowdstrike.com/cybersecurity-101/data-loss-prevention-dlp/

De Groot, Juliana. "What is Data Loss Prevention (DLP)? Definition, Types, and Tips." Digital Guardian, 8 February 2023. Accessed 9 Feb. 2023. https://digitalguardian.com/blog/what-data-loss-prevention-dlp-definition-data-loss-prevention

Denise. "Learn More About DLP Key Use Cases." CISO Platform, 28 Nov. 2019. Accessed 10 February 2023. https://www.cisoplatform.com/profiles/blogs/learn-more-about-dlp-key-use-cases

Google. "Cloud Data Loss Prevention." Google Cloud Google, n.d. Accessed 7 Feb. 2023. https://cloud.google.com/dlp#section-6

Gurucul. "2023 Insider Threat Report." Cybersecurity Insiders, 13 Jan. 2023. Accessed 23 Feb. 2023. https://gurucul.com/2023-insider-threat-report

IBM Security. "Cost of a Data Breach 2022." IBM Security, 1 Aug. 2022. Accessed 13 Feb. 2023. https://www.ibm.com/downloads/cas/3R8N1DZJ

Mell, Peter & Grance, Tim. "The NIST Definition of Cloud Computing." NIST CSRC NIST, Sept. 2011. Accessed 7 Feb. 2023. https://csrc.nist.gov/publications/detail/sp/800-145/final

Microsoft. "Plan for Data Loss Prevention (DLP)." Microsoft 365 Solutions and Architecture Microsoft, 6 Feb. 2023. Accessed 14 Feb. 2023. https://learn.microsoft.com/en-us/microsoft-365/compliance/dlp-overview-plan-for-dlp

Nanchengwa, Christopher. "The Four Questions for Successful DLP Implementation." ISACA Journal ISACA, 1 Jan. 2019. Accessed 6 Feb. 2023. https://www.isaca.org/resources/isaca-journal/issues/2019/volume-1/the-four-questions-for-successful-dlp-implementation

Palo Alto Networks. "The State of Cloud Native Security 2023." Palo Alto Networks, 2 March 2023. Accessed 23 March 2023. https://www.paloaltonetworks.com/content/dam/pan/en_US/assets/pdf/reports/state-of-cloud-native-security-2023.pdf

Pritha. "Top Six Metrics for your Data Loss Prevention Program." CISO Platform, 27 Nov. 2019. Accessed 10 Feb. 2023. https://www.cisoplatform.com/profiles/blogs/top-6-metrics-for-your-data-loss-prevention-program

Raghavarapu, Mounika. "Understand DLP Key Use Cases." Cymune, 12 June 2021. Accessed 7 Feb. 2023. https://www.cymune.com/blog-details/DLP-key-use-cases

Sheela, G. P., & Kumar, N. "Data Leakage Prevention System: A Systematic Report." International Journal of Recent Technology and Engineering BEIESP, 30 Nov. 2019. Accessed 2 March 2023. https://www.ijrte.org/wp-content/uploads/papers/v8i4/D6904118419.pdf

Sujir, Shiv. "What is Data Loss Prevention? Complete Guide [2022]." Pathlock, 15 Sep. 2022. Accessed 7 February 2023. https://pathlock.com/learn/what-is-data-loss-prevention-complete-guide-2022/

Wlosinski, Larry G. "Data Loss Prevention - Next Steps." ISACA Journal, 16 Feb. 2018. Accessed 21 Feb. 2023. https://www.isaca.org/resources/isaca-journal/issues/2018/volume-1/data-loss-preventionnext-steps

Build a Service Desk Consolidation Strategy

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  • Incompatible technologies. Organizations with more than one service desk are likely to have many legacy IT service management (ITSM) solutions. These come with a higher support cost, costly skill-set maintenance, and the inability to negotiate volume licensing discounts.
  • Inconsistent processes. Organizations with more than one service desk often have incompatible processes, which can lead to inconsistent service support across departments, less staffing flexibility, and higher support costs.
  • Lack of data integration. Without a single system and consistent processes, IT leaders often have only a partial view of service support activities. This can lead to rigid IT silos, limit the ability to troubleshoot problems, and streamline process workflows.

Our Advice

Critical Insight

  • Every step should put people first. It’s tempting to focus the strategy on designing processes and technologies for the target architecture. However, the most common barrier to success is workforce resistance to change.
  • A consolidated service desk is an investment, not a cost-reduction program. Focus on efficiency, customer service, and end-user satisfaction. There will be many cost savings, but viewing them as an indirect consequence of the pursuit of efficiency and customer service is the best approach.

Impact and Result

  • Conduct a comprehensive assessment of existing service desk people, processes, and technology.
  • Identify and retire resources and processes that are no longer meeting business needs, and consolidate and modernize resources and processes that are worth keeping.
  • Identify logistic and cost considerations and create a roadmap of consolidation initiatives.
  • Communicate the change and garner support for the consolidation initiative.

Build a Service Desk Consolidation Strategy Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should build a service desk consolidation strategy, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

Besides the small introduction, subscribers and consulting clients within this management domain have access to:

1. Develop a shared vision

Engage stakeholders to develop a vision for the project and perform a comprehensive assessment of existing service desks.

  • Build a Service Desk Consolidation Strategy – Phase 1: Develop a Shared Vision
  • Stakeholder Engagement Workbook
  • Consolidate Service Desk Executive Presentation
  • Consolidate Service Desk Assessment Tool
  • IT Skills Inventory and Gap Assessment Tool

2. Design the consolidated service desk

Outline the target state of the consolidated service desk and assess logistics and cost of consolidation.

  • Build a Service Desk Consolidation Strategy – Phase 2: Design the Consolidated Service Desk
  • Consolidate Service Desk Scorecard Tool
  • Consolidated Service Desk SOP Template
  • Service Desk Efficiency Calculator
  • Service Desk Consolidation TCO Comparison Tool

3. Plan the transition

Build a project roadmap and communication plan.

  • Build a Service Desk Consolidation Strategy – Phase 3: Plan the Transition
  • Service Desk Consolidation Roadmap
  • Service Desk Consolidation Communications and Training Plan Template
  • Service Desk Consolidation News Bulletin & FAQ Template
[infographic]

Workshop: Build a Service Desk Consolidation Strategy

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

1 Engage Stakeholders to Develop a Vision for the Service Desk

The Purpose

Identify and engage key stakeholders.

Conduct an executive visioning session to define the scope and goals of the consolidation.

Key Benefits Achieved

A list of key stakeholders and an engagement plan to identify needs and garner support for the change.

A common vision for the consolidation initiative with clearly defined goals and objectives.

Activities

1.1 Identify key stakeholders and develop an engagement plan.

1.2 Brainstorm desired service desk attributes.

1.3 Conduct an executive visioning session to craft a vision for the consolidated service desk.

1.4 Define project goals, principles, and KPIs.

Outputs

Stakeholder Engagement Workbook

Executive Presentation

2 Conduct a Full Assessment of Each Service Desk

The Purpose

Assess the overall maturity, structure, organizational design, and performance of each service desk.

Assess current ITSM tools and how well they are meeting needs.

Key Benefits Achieved

A robust current state assessment of each service desk.

An understanding of agent skills, satisfaction, roles, and responsibilities.

An evaluation of existing ITSM tools and technology.

Activities

2.1 Review the results of diagnostics programs.

2.2 Map organizational structure and roles for each service desk.

2.3 Assess overall maturity and environment of each service desk.

2.4 Assess current information system environment.

Outputs

Consolidate Service Desk Assessment Tool

3 Design Target Consolidated Service Desk

The Purpose

Define the target state for consolidated service desk.

Identify requirements for the service desk and a supporting solution.

Key Benefits Achieved

Detailed requirements and vision for the consolidated service desk.

Gap analysis of current vs. target state.

Documented standardized processes and procedures.

Activities

3.1 Identify requirements for target consolidated service desk.

3.2 Build requirements document and shortlist for ITSM tool.

3.3 Use the scorecard comparison tool to assess the gap between existing service desks and target state.

3.4 Document standardized processes for new service desk.

Outputs

Consolidate Service Desk Scorecard Tool

Consolidated Service Desk SOP

4 Plan for the Transition

The Purpose

Break down the consolidation project into specific initiatives with a detailed timeline and assigned responsibilities.

Plan the logistics and cost of the consolidation for process, technology, and facilities.

Develop a communications plan.

Key Benefits Achieved

Initial analysis of the logistics and cost considerations to achieve the target.

A detailed project roadmap to migrate to a consolidated service desk.

A communications plan with responses to anticipated questions and objections.

Activities

4.1 Plan the logistics of the transition.

4.2 Assess the cost and savings of consolidation to refine business case.

4.3 Identify initiatives and develop a project roadmap.

4.4 Plan communications for each stakeholder group.

Outputs

Consolidation TCO Tool

Consolidation Roadmap

Executive Presentation

Communications Plan

News Bulletin & FAQ Template

Further reading

Build a Service Desk Consolidation Strategy

Manage the dark side of growth.

ANALYST PERSPECTIVE

A successful service desk consolidation begins and ends with people.

"It’s tempting to focus strategic planning on the processes and technology that will underpin the consolidated service desk. Consistent processes and a reliable tool will cement the consolidation, but they are not what will hold you back.

The most common barrier to a successful consolidation is workforce resistance to change. Cultural difference, perceived risks, and organizational inertia can hinder data gathering, deter collaboration, and impede progress from the start.

Building a consolidated service desk is first and foremost an exercise in organizational change. Garner executive support for the project, enlist a team of volunteers to lead the change, and communicate with key stakeholders early and often. The key is to create a shared vision for the project and engage those who will be most affected."

Sandi Conrad

Senior Director, Infrastructure Practice

Info-Tech Research Group

Our understanding of the problem

This Research is Designed For:

  • CIOs who need to reduce support costs and improve customer service.
  • IT leaders tasked with the merger of two or more IT organizations.
  • Service managers implementing a shared service desk tool.
  • Organizations rationalizing IT service management (ITSM) processes.

This Research Will Help You:

  • Develop a shared vision for the consolidated service desk.
  • Assess key metrics and report on existing service desk architecture.
  • Design a target service desk architecture and assess how to meet the new requirements.
  • Deploy a strategic roadmap to build the consolidated service desk architecture.

Executive summary

Situation

Every organization must grow to survive. Good growth makes an organization more agile, responsive, and competitive, which leads to further growth.

The proliferation of service desks is a hallmark of good growth when it empowers the service of diverse end users, geographies, or technologies.

Complication

Growth has its dark side. Bad growth within a business can hinder agility, responsiveness, and competitiveness, leading to stagnation.

Supporting a large number of service desks can be costly and inefficient, and produce poor or inconsistent customer service, especially when each service desk uses different ITSM processes and technologies.

Resolution

Manage the dark side of growth. Consolidating service desks can help standardize ITSM processes, improve customer service, improve service desk efficiency, and reduce total support costs. A consolidation is a highly visible and mission critical project, and one that will change the public face of IT. Organizations need to get it right.

Building a consolidated service desk is an exercise in organizational change. The success of the project will hinge on how well the organization engages those who will be most affected by the change. Build a guiding coalition for the project, create a shared vision, enlist a team of volunteers to lead the change, and communicate with key stakeholders early and often.

Use a structured approach to facilitate the development of a shared strategic vision, design a detailed consolidated architecture, and anticipate resistance to change to ensure the organization reaps project benefits.

Info-Tech Insight

  1. Every step should put people first. It’s tempting to focus the strategy on designing processes and technologies for the target architecture. However, the most common barrier to success is workforce resistance to change.
  2. A consolidated service desk is an investment, not a cost-reduction program. Focus on efficiency, customer service, and end-user satisfaction. Cost savings, and there will be many, should be seen as an indirect consequence of the pursuit of efficiency and customer service.

Focus the service desk consolidation project on improving customer service to overcome resistance to change

Emphasizing cost reduction as the most important motivation for the consolidation project is risky.

End-user satisfaction is a more reliable measure of a successful consolidation.

  • Too many variables affect the impact of the consolidation on the operating costs of the service desk to predict the outcome reliably.
  • Potential reductions in costs are unlikely to overcome organizational resistance to change.
  • Successful service desk consolidations can increase ticket volume as agents capture tickets more consistently and increase customer service.

The project will generate many cost savings, but they will take time to manifest, and are best seen as an indirect consequence of the pursuit of customer service.

Info-Tech Insight

Business units facing a service desk consolidation are often concerned that the project will lead to a loss of access to IT resources. Focus on building a customer-focused consolidated service desk to assuage those fears and earn their support.

End users, IT leaders, and process owners recognize the importance of the service desk.

2nd out of 45

On average, IT leaders and process owners rank the service desk 2nd in terms of importance out of 45 core IT processes. Source: Info-Tech Research Group, Management and Governance Diagnostic (2015, n = 486)

42.1%

On average, end users who were satisfied with service desk effectiveness rated all other IT services 42.1% higher than dissatisfied end users. Source: Info-Tech Research Group, End-User Satisfaction Survey 2015, n = 133)

38.0%

On average, end users who were satisfied with service desk timeliness rated all other IT services 38.0% higher than dissatisfied end users. Source: Info-Tech Research Group, End-User Satisfaction Survey (2015, n = 133)

Overcome the perceived barriers from differing service unit cultures to pursue a consolidated service desk (CSD)

In most organizations, the greatest hurdles that consolidation projects face are related to people rather than process or technology.

In a survey of 168 service delivery organizations without a consolidated service desk, the Service Desk Institute found that the largest internal barrier to putting in place a consolidated service desk was organizational resistance to change.

Specifically, more than 56% of respondents reported that the different cultures of each service unit would hinder the level of collaboration such an initiative would require.

The image is a graph titled Island cultures are the largest barrier to consolidation. The graph lists Perceived Internal Barriers to CSD by percentage. The greatest % barrier is Island cultures, with executive resistance the next highest.

Service Desk Institute (n = 168, 2007)

Info-Tech Insight

Use a phased approach to overcome resistance to change. Focus on quick-win implementations that bring two or three service desks together in a short time frame and add additional service desks over time.

Avoid the costly proliferation of service desks that can come with organizational growth

Good and bad growth

Every organization must grow to survive, and relies heavily on its IT infrastructure to do that. Good growth makes an organization more agile, responsive, and competitive, and leads to further growth.

However, growth has its dark side. Bad growth hobbles agility, responsiveness, and competitiveness, and leads to stagnation.

As organizations grow organically and through mergers, their IT functions create multiple service desks across the enterprise to support:

  • Large, diverse user constituencies.
  • Rapidly increasing call volumes.
  • Broader geographic coverage.
  • A growing range of products and services.

A hallmark of bad growth is the proliferation of redundant and often incompatible ITSM services and processes.

Project triggers:

  • Organizational mergers
  • ITSM tool purchase
  • Service quality or cost-reduction initiatives
Challenges arising from service desk proliferation:
Challenge Impact
Incompatible Technologies
  • Inability to negotiate volume discounts.
  • Costly skill set maintenance.
  • Increased support costs.
  • Increased shadow IT.
Inconsistent Processes
  • Low efficiency.
  • High support costs.
  • Inconsistent support quality.
  • Less staffing flexibility.
Lack of Data Integration
  • Only partial view of IT.
  • Inefficient workflows.
  • Limited troubleshooting ability.
Low Customer Satisfaction
  • Fewer IT supporters.
  • Lack of organizational support.

Consolidate service desks to integrate the resources, processes, and technology of your support ecosystem

What project benefits can you anticipate?

  • Consolidated Service Desk
    • End-user group #1
    • End-user group #2
    • End-user group #3
    • End-user group #4

A successful consolidation can significantly reduce cost per transaction, speed up service delivery, and improve the customer experience through:

  • Single point of contact for end users.
  • Integrated ITSM solution where it makes sense.
  • Standardized processes.
  • Staffing integration.
Project Outcome

Expected Benefit

Integrated information The capacity to produce quick, accurate, and segmented reports of service levels across the organization.
Integrated staffing Flexible management of resources that better responds to organizational needs.
Integrated technology Reduced tool procurement costs, improved data integration, and increased information security.
Standardized processes Efficient and timely customer service and a more consistent customer experience.

Standardized and consolidated service desks will optimize infrastructure, services, and resources benefits

  • To set up a functioning service desk, the organization will need to invest resources to build and integrate tier 1, tier 2, and tier 3 capabilities to manage incidents and requests.
  • The typical service desk (Figure 1) can address a certain number of tickets from all three tiers. If your tickets in a given tier are less than that number, you are paying for 100% of service costs but consuming only a portion of it.
  • The consolidated model (Figure 2) reduces the service cost by reducing unused capacity.
  • Benefits of consolidation include a single service desk solution, a single point of contact for the business, data integration, process standardization, and consolidated administration, reporting, and management.

The image is a graphic showing 2 figures. The first shows ring graphs labelled Service Desk 1 and Service Desk 2, with the caption Service provisioning with distinct service desks. Figure 2 shows one graphic, captioned Service provisioning with Consolidated service providers. At the bottom of the image, there is a legend.

Info-Tech’s approach to service desk consolidation draws on key metrics to establish a baseline and a target state

The foundation of a successful service desk consolidation initiative is a robust current state assessment. Given the project’s complexity, however, determining the right level of detail to include in the evaluation of existing service desks can be challenging.

The Info-Tech approach to service desk consolidation includes:

  • Envisioning exercises to set project scope and garner executive support.
  • Surveys and interviews to identify the current state of people, processes, technologies, and service level agreements (SLAs) in each service desk, and to establish a baseline for the consolidated service desk.
  • Service desk comparison tools to gather the results of the current state assessment for analysis and identify current best practices for migration to the consolidated service desk.
  • Case studies to illustrate the full scope of the project and identify how different organizations deal with key challenges.

The project blueprint walks through a method that helps identify which processes and technologies from each service desk work best, and it draws on them to build a target state for the consolidated service desk.

Inspiring your target state from internal tools and best practices is much more efficient than developing new tools and processes from scratch.

Info-Tech Insight

The two key hurdles that a successful service desk consolidation must overcome are organizational complexity and resistance to change.

Effective planning during the current state assessment can overcome these challenges.

Identify existing best practices for migration to the consolidated service desk to foster agent engagement and get the consolidated service desk up quickly.

A consolidation project should include the following steps and may involve multiple transition phases to complete

Phase 1: Develop a Shared Vision

  • Identify stakeholders
  • Develop vision
  • Measure baseline

Phase 2: Design the Consolidation

  • Design target state
  • Assess gaps to reach target
  • Assess logistics and cost

Phase 3: Plan the Transition

  • Develop project plan and roadmap
  • Communicate changes
  • Make the transition
    • Evaluate and prepare for next transition phase (if applicable)
    • Evaluate and stabilize
      • CSI

Whether or not your project requires multiple transition waves to complete the consolidation depends on the complexity of the environment.

For a more detailed breakdown of this project’s steps and deliverables, see the next section.

Follow Info-Tech’s methodology to develop a service desk consolidation strategy

Phases Phase 1: Develop a Shared Vision Phase 2: Design the Consolidated Service Desk Phase 3: Plan the Transition
Steps 1.1 - Identify and engage key stakeholders 2.1 - Design target consolidated service desk 3.1 - Build the project roadmap
1.2 - Develop a vision to give the project direction
1.3 - Conduct a full assessment of each service desk 2.2 - Assess logistics and cost of consolidation 3.2 - Communicate the change
Tools & Templates Executive Presentation Consolidate Service Desk Scorecard Tool Service Desk Consolidation Roadmap
Consolidate Service Desk Assessment Tool Consolidated Service Desk SOP Communications and Training Plan Template
Service Desk Efficiency Calculator News Bulletin & FAQ Template
Service Desk Consolidation TCO Comparison Tool

Service desk consolidation is the first of several optimization projects focused on building essential best practices

Info-Tech’s Service Desk Methodology aligns with the ITIL framework

Extend

Facilitate the extension of service management best practices to other business functions to improve productivity and position IT as a strategic partner.

Standardize

Build essential incident, service request, and knowledge management processes to create a sustainable service desk that meets business needs.

Improve

Build a continual improvement plan for the service desk to review and evaluate key processes and services, and manage the progress of improvement initiatives.

Adopt Lean

Build essential incident, service request, and knowledge management processes to create a sustainable service desk that boosts business value.

Select and Implement

Review mid-market and enterprise service desk tools, select an ITSM solution, and build an implementation plan to ensure your investment meets your needs.

Consolidate

Build a strategic roadmap to consolidate service desks to reduce end-user support costs and sustain end-user satisfaction.

Our Approach to the Service Desk

Service desk optimization goes beyond the blind adoption of best practices.

Info-Tech’s approach focuses on controlling support costs and making the most of IT’s service management expertise to improve productivity.

Complete the projects sequentially or in any order.

Info-Tech draws on the COBIT framework, which focuses on consistent delivery of IT services across the organization

The image shows Info-Tech's IT Management & Governance Framework. It is a grid of boxes, which are colour-coded by category. The framework includes multiple connected categories of research, including Infrastructure & Operations, where Service Desk is highlighted.

Oxford University IT Service Desk successfully undertook a consolidation project to merge five help desks into one

CASE STUDY

Industry: Higher Education

Source: Oxford University, IT Services

Background

Until 2011, three disparate information technology organizations offered IT services, while each college had local IT officers responsible for purchasing and IT management.

ITS Service Desk Consolidation Project

Oxford merged the administration of these three IT organizations into IT Services (ITS) in 2012, and began planning for the consolidation of five independent help desks into a single robust service desk.

Complication

The relative autonomy of the five service desks had led to the proliferation of different tools and processes, licensing headaches, and confusion from end users about where to acquire IT service.

Oxford University IT at a Glance

  • One of the world’s oldest and most prestigious universities.
  • 36 colleges with 100+ departments.
  • Over 40,000 IT end users.
  • Roughly 350 ITS staff in 40 teams.
  • 300 more distributed IT staff.
  • Offers more than 80 services.

Help Desks:

  • Processes → Business Services & Projects
  • Processes → Computing Services
  • Processes → ICT Support Team

"IT Services are aiming to provide a consolidated service which provides a unified and coherent experience for users. The aim is to deliver a ‘joined-up’ customer experience when users are asking for any form of help from IT Services. It will be easier for users to obtain support for their IT – whatever the need, service or system." – Oxford University, IT Services

Info-Tech offers various levels of support to best suit your needs

DIY Toolkit

“Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

Guided Implementation

“Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

Workshop

“We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

Consulting

“Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

Diagnostics and consistent frameworks used throughout all four options

Build a Service Desk Consolidation Strategy – project overview

1. Develop shared vision 2. Design consolidation 3. Plan transition
Best-Practice Toolkit

1.1 Identify and engage key stakeholders

1.2 Develop a vision to give the project direction

1.3 Conduct a full assessment of each service desk

2.1 Design target consolidated service desk

2.2 Assess logistics and cost of consolidation

3.1 Build project roadmap

3.2 Communicate the change

Guided Implementations
  • Build the project team and define their roles and responsibilities, then identify key stakeholders and formulate an engagement plan
  • Develop an executive visioning session plan to formulate and get buy-in for the goals and vision of the consolidation
  • Use diagnostics results and the service desk assessment tool to evaluate the maturity and environment of each service desk
  • Define the target state of the consolidated service desk in detail
  • Identify requirements for the consolidation, broken down by people, process, technology and by short- vs. long-term needs
  • Plan the logistics of the consolidation for process, technology, and facilities, and evaluate the cost and cost savings of consolidation with a TCO tool
  • Identify specific initiatives for the consolidation project and evaluate the risks and dependencies for each, then plot initiatives on a detailed project roadmap
  • Brainstorm potential objections and questions and develop a communications plan with targeted messaging for each stakeholder group
Onsite Workshop

Module 1: Engage stakeholders to develop a vision for the service desk

Module 2: Conduct a full assessment of each service desk

Module 3: Design target consolidated service desk Module 4: Plan for the transition

Phase 1 Outcomes:

  • Stakeholder engagement and executive buy-in
  • Vision for the consolidation
  • Comprehensive assessment of each service desk’s performance

Phase 2 Outcomes:

  • Defined requirements, logistics plan, and target state for the consolidated service desk
  • TCO comparison

Phase 3 Outcomes:

  • Detailed consolidation project roadmap
  • Communications plan and FAQs

Info-Tech delivers: Use our tools and templates to accelerate your project to completion

  • Service Desk Assessment Tool (Excel)
  • Executive Presentation (PowerPoint)
  • Service Desk Scorecard Comparison Tool (Excel)
  • Service Desk Efficiency Calculator (Excel)
  • Service Desk Consolidation Roadmap (Excel)
  • Service Desk Consolidation TCO Tool (Excel)
  • Communications and Training Plan (Word)
  • Consolidation News Bulletin & FAQ Template (PowerPoint)

Measured value for Guided Implementations (GIs)

Engaging in GIs doesn’t just offer valuable project advice, it also results in significant cost savings.

GI Measured Value
Phase 1:
  • Time, value, and resources saved by using Info-Tech’s methodology to engage stakeholders, develop a project vision, and assess your current state.
  • For example, 2 FTEs * 10 days * $80,000/year = $6,200
Phase 2:
  • Time, value, and resources saved by using Info-Tech’s tools and templates to design the consolidated service desk and evaluate cost and logistics.
  • For example, 2 FTEs * 5 days * $80,000/year = $3,100
Phase 3:
  • Time, value, and resources saved by following Info-Tech’s tools and methodology to build a project roadmap and communications plan.
  • For example, 1 FTE * 5 days * $80,000/year = $1,500
Total savings $10,800

Workshop overview

Contact your account representative or email Workshops@InfoTech.com for more information.

Pre-Workshop Workshop Day 1 Workshop Day 2 Workshop Day 3 Workshop Day 4
Activities

Module 0: Gather relevant data

0.1 Conduct CIO Business Vision Survey

0.2 Conduct End-User Satisfaction Survey

0.3 Measure Agent Satisfaction

Module 1: Engage stakeholders to develop a vision for the service desk

1.1 Identify key stakeholders and develop an engagement plan

1.2 Brainstorm desired service desk attributes

1.3 Conduct an executive visioning session to craft a vision for the consolidated service desk

1.4 Define project goals, principles, and KPIs

Module 2: Conduct a full assessment of each service desk

2.1 Review the results of diagnostic programs

2.2 Map organizational structure and roles for each service desk

2.3 Assess overall maturity and environment of each service desk

2.4 Assess current information system environment

Module 3: Design target consolidated service desk

3.1 Identify requirements for target consolidated service desk

3.2 Build requirements document and shortlist for ITSM tool

3.3 Use the scorecard comparison tool to assess the gap between existing service desks and target state

3.4 Document standardized processes for new service desk

Module 4: Plan for the transition

4.1 Plan the logistics of the transition

4.2 Assess the cost and savings of consolidation to refine business case

4.3 Identify initiatives and develop a project roadmap

4.4 Plan communications for each stakeholder group

Deliverables
  1. CIO Business Vision Survey Diagnostic Results
  2. End-User Satisfaction Survey Diagnostic Results
  1. Stakeholder Engagement Workbook
  2. Executive Presentation
  1. Consolidate Service Desk Assessment Tool
  1. Consolidate Service Desk Scorecard Tool
  2. Consolidated Service Desk SOP
  1. Consolidation TCO Tool
  2. Executive Presentation
  3. Consolidation Roadmap
  4. Communications Plan
  5. News Bulletin & FAQ Template

Insight breakdown

Phase 1 Insight

Don’t get bogged down in the details. A detailed current state assessment is a necessary first step for a consolidation project, but determining the right level of detail to include in the evaluation can be challenging. Gather enough data to establish a baseline and make an informed decision about how to consolidate, but don’t waste time collecting and evaluating unnecessary information that will only distract and slow down the project, losing management interest and buy-in.

How we can help

Leverage the Consolidate Service Desk Assessment Tool to gather the data you need to evaluate your existing service desks.

Phase 2 Insight

Select the target state that is right for your organization. Don’t feel pressured to move to a complete consolidation with a single point of contact if it wouldn’t be compatible with your organization’s needs and abilities, or if it wouldn’t be adopted by your end users. Design an appropriate level of standardization and centralization for the service desk and reinforce and improve processes moving forward.

How we can help

Leverage the Consolidate Service Desk Scorecard Tool to analyze the gap between your existing processes and your target state.

Phase 3 Insight

Getting people on board is key to the success of the consolidation, and a communication plan is essential to do so. Develop targeted messaging for each stakeholder group, keeping in mind that your end users are just as critical to success as your staff. Know your audience, communicate to them often and openly, and ensure that every communication has a purpose.

How we can help

Leverage the Communications Plan and Consolidation News Bulletin & FAQ Template to plan your communications.

Phase 1

Develop a Shared Vision

Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

Guided Implementation 1: Develop shared vision

Proposed Time to Completion (in weeks): 4-8

Step 1.1: Identify and engage key stakeholders

Discuss with an analyst:

  • Build the project team and define their roles and responsibilities
  • Identify key stakeholders and formulate an engagement plan

Then complete these activities…

  • Assign project roles and responsibilities
  • Identify key stakeholders
  • Formalize an engagement plan and conduct interviews

With these tools & templates:

Stakeholder Engagement Workbook

Step 1.2: Develop a vision to give the project direction

Discuss with an analyst:

  • Develop an executive visioning session plan to formulate and get buy-in for the goals and vision of the consolidation

Then complete these activities…

  • Host an executive visioning exercise to define the scope and goals of the consolidation

With these tools & templates:

Consolidate Service Desk Executive Presentation

Step 1.3: Conduct a full assessment of each service desk

Discuss with an analyst:

  • Use diagnostics results and the service desk assessment tool to evaluate the maturity and environment of each service desk
  • Assess agent skills, satisfaction, roles and responsibilities

Then complete these activities…

  • Analyze organizational structure
  • Assess maturity and environment of each service desk
  • Assess agent skills and satisfaction

With these tools & templates:

Consolidate Service Desk Assessment Tool

IT Skills Inventory and Gap Assessment Tool

Phase 1 Outcome:

  • A common vision for the consolidation initiative, an analysis of existing service desk architectures, and an inventory of existing best practices.

Step 1.1: Get buy-in from key stakeholders

Phase 1

Develop a shared vision

1.1 Identify and engage key stakeholders

1.2 Develop a vision to give the project direction

1.3 Conduct a full assessment of each service desk

This step will walk you through the following activities:
  • 1.1.1 Assign roles and responsibilities
  • 1.1.2 Identify key stakeholders for the consolidation
  • 1.1.3 Conduct stakeholder interviews to understand needs in more depth, if necessary
This step involves the following participants:
  • Project Sponsor
  • CIO or IT Director
  • Project Manager
  • IT Managers and Service Desk Manager(s)
Step Outcomes:
  • A project team with clearly defined roles and responsibilities
  • A list of key stakeholders and an engagement plan to identify needs and garner support for the change

Oxford consulted with people at all levels to ensure continuous improvement and new insights

CASE STUDY

Industry: Higher Education

Source: Oxford University, IT Services

Motivation

The merging of Oxford’s disparate IT organizations was motivated primarily to improve end-user service and efficiency.

Similarly, ITS positioned the SDCP as an “operational change,” not to save costs, but to provide better service to their customers.

"The University is quite unique in the current climate in that reduction in costs was not one of the key drivers behind the project. The goal was to deliver improved efficiencies and offer a single point of contact for their user base." – Peter Hubbard, ITSM Consultant Pink Elephant

Development

Oxford recognized early that they needed an open and collaborative environment to succeed.

Key IT and business personnel participated in a “vision workshop” to determine long- and short-term objectives, and to decide priorities for the consolidated service desk.

"Without key support at this stage many projects fail to deliver the expected outcomes. The workshop involved the key stakeholders of the project and was deemed a successful and positive exercise, delivering value to this stage of the project by clarifying the future desired state of the Service Desk." – John Ireland, Director of Customer Service & Project Sponsor

Deployment

IT Services introduced a Service Desk Consolidation Project Blog very early into the project, to keep everyone up-to-date and maintain key stakeholder buy-in.

Constant consultation with people at all levels led to continuous improvement and new insights.

"We also became aware that staff are facing different changes depending on the nature of their work and which toolset they use (i.e. RT, Altiris, ITSM). Everyone will have to change the way they do things at least a little – but the changes depend on where you are starting from!" – Jonathan Marks, Project Manager

Understand and validate the consolidation before embarking on the project

Define what consolidation would mean in the context of your organization to help validate and frame the scope of the project before proceeding.

What is service desk consolidation?

Service desk consolidation means combining multiple service desks into one centralized, single point of contact.

  • Physical consolidation = personnel and assets are combined into a single location
  • Virtual consolidation = service desks are combined electronically

Consolidation must include people, process, and technology:

  1. Consolidation of some or all staff into one location
  2. Consolidation of processes into a single set of standardized processes
  3. One consolidated technology platform or ITSM tool

Consolidation can take the form of:

  1. Merging multiple desks into one
  2. Collapsing multiple desks into one
  3. Connecting multiple desks into a virtual desk
  4. Moving all desks to one connected platform

Service Desk 1 - Service Desk 2 - Service Desk 3

Consolidated Service Desk

Info-Tech Insight

Consolidation isn’t for everyone.

Before you embark on the project, think about unique requirements for your organization that may necessitate more than one service desk, such as location-specific language. Ask yourself if consolidation makes sense for your organization and would achieve a benefit for the organization, before proceeding.

1.1 Organize and build the project team to launch the project

Solidify strong support for the consolidation and get the right individuals involved from the beginning to give the project the commitment and direction it requires.

Project Sponsor
  • Has direct accountability to the executive team and provides leadership to the project team.
  • Legitimatizes the consolidation and provides necessary resources to implement the project.
  • Is credible, enthusiastic, and understands the organization’s culture and values.
Steering Committee
  • Oversees the effort.
  • Ensures there is proper support from the organization and provides resources where required.
  • Resolves any conflicts.
Core Project Team
  • Full-time employees drawn from roles that are critical to the service desk, and who would have a strong understanding of the consolidation goals and requirements.
  • Ideal size: 6-10 full-time employees.
  • May include roles defined in the next section.

Involve the right people to drive and facilitate the consolidation

Service desk consolidations require broad support and capabilities beyond only those affected in order to deal with unforeseen risks and barriers.

  • Project manager: Has primary accountability for the success of the consolidation project.
  • Senior executive project sponsor: Needed to “open doors” and signal organization’s commitment to the consolidation.
  • Technology SMEs and architects: Responsible for determining and communicating requirements and risks of the technology being implemented or changed, especially the ITSM tool.
  • Business unit leads: Responsible for identifying and communicating impact on business functions, approving changes, and helping champion change.
  • Product/process owners: Responsible for identifying and communicating impact on business functions, approving changes, and helping champion change.
  • HR specialists: Most valuable when roles and organizational design are affected, i.e. the consolidation requires staff redeployment or substantial training (not just using a new system or tool but acquiring new skills and responsibilities) or termination.
  • Training specialists: If you have full-time training staff in the organization, you will eventually need them to develop training courses and material. Consulting them early will help with scoping, scheduling, and identifying the best resources and channels to deliver the training.
  • Communications specialists (internal): Valuable in crafting communications plan, required if communications function owns internal communications.

Use a RACI table (e.g. in the following section) to clarify who is to be accountable, responsible, consulted, and informed.

Info-Tech Insight

The more transformational the change, the more it will affect the organizational chart – not just after the implementation but through the transition.

Take time early in the project to define the reporting structure for the project/transition team, as well as any teams and roles supporting the transition.

Assign roles and responsibilities

1.1.1 Use a RACI chart to assign overarching project responsibilities

Participants
  • Project Sponsor
  • IT Director, CIO
  • Project Manager
  • IT Managers and Service Desk Manager(s)
What You'll Need
  • RACI chart

RACI = Responsible, Accountable, Consulted, Informed

The RACI chart will provide clarity for overarching roles and responsibilities during the consolidation.

  1. Confirm and modify the columns to match the stakeholders in your organization.
  2. Confirm and modify the roles listed as rows if there are obvious gaps or opportunities to consolidate rows.
  3. Carefully analyze and document the roles as a group.
Task Project Sponsor Project Manager Sr. Executives SMEs Business Lead Service Desk Managers HR Trainers Communications
Meeting project objectives A R A R R
Identifying risks and opportunities R A A C C C C I I
Assessing current state I A I R C R
Defining target state I A I C C R
Planning logistics I A I R R C R
Building the action plan I A C R R R R R R
Planning and delivering communications I A C C C C R R A
Planning and delivering training I A C C C C R R C
Gathering and analyzing feedback and KPIs I A C C C C C R R

Identify key stakeholders to gather input from the business, get buy-in for the project, and plan communications

Identify the key stakeholders for the consolidation to identify the impact consolidation will have on them and ensure their concerns don’t get lost.

  1. Use a stakeholder analysis to identify the people that can help ensure the success of your project.
  2. Identify an Executive Sponsor
    • A senior-level project sponsor is someone who will champion the consolidation project and help sell the concept to other stakeholders. They can also ensure that necessary financial and human resources will be made available to help secure the success of the project. This leader should be someone who is credible, tactful, and accessible, and one who will not only confirm the project direction but also advocate for the project.

Why is a stakeholder analysis essential?

  • Ignoring key stakeholders is an important cause of failed consolidations.
  • You can use the opinions of the most influential stakeholders to shape the project at an early stage.
  • Their support will secure resources for the project and improve the quality of the consolidation.
  • Communicating with key stakeholders early and often will ensure they fully understand the benefits of your project.
  • You can anticipate the reaction of key stakeholders to your project and plan steps to win their support.

Info-Tech Insight

Be diverse and aware. When identifying key stakeholders for the project, make sure to include a rich diversity of stakeholder expertise, geography, and tactics. Also, step back and add silent members to your list. The loudest voices and heaviest campaigners are not necessarily your key stakeholders.

Identify key stakeholders for the consolidation

1.1.2 Identify project stakeholders, particularly project champions

Participants
  • CIO/IT Director
  • Project Sponsor
  • Project Manager
  • IT Managers
What You’ll Need
  • Whiteboard or flip chart and markers

Goal: Create a prioritized list of people who are affected or can affect your project so you can plan stakeholder engagement and communication.

  • Use an influence/commitment matrix to determine where your stakeholders lie.
  • High influence, high commitment individuals should be used in conjunction with your efforts to help bring others on board. Identify these individuals and engage with them immediately.
  • Beware of the high influence, low commitment individuals. They should be the first priority for engagement.
  • High commitment, low influence individuals can be used to help influence the low influence, low commitment individuals. Designate a few of these individuals as “champions” to help drive engagement on the front lines.

Outcome: A list of key stakeholders to include on your steering committee and your project team, and to communicate with throughout the project.

The image is a matrix, with Influence on the Y-axis and Commitment to change on the X-axis. It is a blank template.

Overcome the value gap by gathering stakeholder concerns

Simply identifying and engaging your stakeholders is not enough. There needs to be feedback: talk to your end users to ensure their concerns are heard and determine the impact that consolidation will have on them. Otherwise, you risk leaving value on the table.

  • Talk to the business end users who will be supported by the consolidated service desk.
  • What are their concerns about consolidation?
  • Which functions and services are most important to them? You need to make sure these won't get lost.
  • Try to determine what impact consolidation will have on them.

According to the Project Management Institute, only 25% of individuals fully commit to change. The remaining 75% either resist or simply accept the change. Gathering stakeholder concerns is a powerful way to gain buy-in.

The image is a graph with Business Value on the Y-Axis and Time on the X-Axis. Inside the graph, there is a line moving horizontally, separated into segments: Installation, Implementation, and Target Value. The line inclines during the first two segments, and is flat during the last. Emerging from the space between Installation and Implementation is a second line marked Actual realized value. The space between the target value line and the actual realized value line is labelled: Value gap.

Collect relevant quantitative and qualitative data to assess key stakeholders’ perceptions of IT across the organization

Don’t base your consolidation on a hunch. Gather reliable data to assess the current state of IT.

Solicit direct feedback from the organization to gain critical insights into their perceptions of IT.

  • CIO Business Vision: Understanding the needs of your stakeholders is the first and most important step in building a consolidation strategy. Use the results of this survey to assess the satisfaction and importance of different IT services.
  • End-User Satisfaction: Solicit targeted department feedback on core IT service capabilities, IT communications, and business enablement. Use the results to assess the satisfaction of end users with each service broken down by department and seniority level.

We recommend completing at least the End-User Satisfaction survey as part of your service desk consolidation assessment and planning. An analyst will help you set up the diagnostic and walk through the report with you.

To book a diagnostic, or get a copy of our questions to inform your own survey, visit Info-Tech’s Benchmarking Tools, contact your account manager, or call toll-free 1-888-670-8889 (US) or 1-844-618-3192 (CAN).

Data-Driven Diagnostics:

End-User Satisfaction Survey

CIO Business Vision

Review the results of your diagnostics in step 1.3

Formalize an engagement plan to cultivate support for the change from key stakeholders

Use Info-Tech’s Stakeholder Engagement Workbook to formalize an engagement strategy

If a more formal engagement plan is required for this project, use Info-Tech’s Stakeholder Engagement Workbook to document an engagement strategy to ensure buy-in for the consolidation.

The engagement plan is a structured and documented approach for gathering requirements by eliciting input and validating plans for change and cultivating sponsorship and support from key stakeholders early in the project lifecycle.

The Stakeholder Engagement Workbook situates stakeholders on a grid that identifies which ones have the most interest in and influence on your project, to assist you in developing a tailored engagement strategy.

You can also use this analysis to help develop a communications plan for each type of stakeholder in step 3.2.

Conduct stakeholder interviews to understand needs in more depth, if necessary

1.1.3 Interview key stakeholders to identify needs

  • If the consolidation will be a large and complex project and there is a need to understand requirements in more depth, conduct stakeholder interviews with “high-value targets” who can help generate requirements and promote communication around requirements at a later point.
  • Choose the interview method that is most appropriate based on available resources.
Method Description Assessment and Best Practices Stakeholder Effort Business Analyst Effort
Structured One-on-One Interview In a structured one-on-one interview, the business analyst has a fixed list of questions to ask the stakeholder and follows up where necessary. Structured interviews provide the opportunity to quickly hone in on areas of concern that were identified during process mapping or group elicitation techniques. They should be employed with purpose – to receive specific stakeholder feedback on proposed requirements or help identify systemic constraints. Generally speaking, they should be 30 minutes or less. Low

Medium

Unstructured One-on-One Interview In an unstructured one-on-one interview, the business analyst allows the conversation to flow freely. The BA may have broad themes to touch on, but does not run down a specific question list. Unstructured interviews are most useful for initial elicitation, when brainstorming a draft list of potential requirements is paramount. Unstructured interviews work best with senior stakeholders (sponsors or power users), since they can be time consuming if they’re applied to a large sample size. It’s important for BAs not to stifle open dialog and allow the participants to speak openly. They should be 60 minutes or less. Medium Low

Step 1.2: Develop a vision to give the project direction

Phase 1

Develop a shared vision

1.1 Get buy-in from key stakeholders

1.2 Develop a vision to give the project direction

1.3 Conduct a full assessment of each service desk

This step will walk you through the following activities:
  • 1.2.1 Brainstorm desired attributes for the consolidated service desk to start formulating a vision
  • 1.2.2 Develop a compelling vision and story of change
  • 1.2.3 Create a vision for the consolidated service desk
  • 1.2.4 Identify the purpose, goals, and guiding principles of the consolidation project
  • 1.2.5 Identify anticipated benefits and associated KPIs
  • 1.2.6 Conduct a SWOT analysis on the business
This step involves the following participants:
  • Project Sponsor
  • IT Director, CIO
  • IT Managers and Service Desk Manager(s)
  • Business Executives
Step outcomes

A shared vision for the consolidated service desk that:

  • Defines the scope of the consolidation
  • Encompasses the goals and guiding principles of the project
  • Identifies key attributes of the consolidated service desk and anticipated benefits it will bring
  • Is documented in an executive presentation

Hold an executive visioning session to kick off the project

A major change such as service desk consolidation requires a compelling vision to engage staff and motivate them to comprehend and support the change.

After identifying key stakeholders, gather them in a visioning session or workshop to establish a clear direction for the project.

An executive visioning session can take up to two days of focused effort and activities with the purpose of defining the short and long-term view, objectives, and priorities for the new consolidated service desk.

The session should include the following participants:

  • Key stakeholders identified in step 1.1, including:
    • IT management and CIO
    • Project sponsor
    • Business executives interested in the project

The session should include the following tasks:

  • Identify and prioritize the desired outcome for the project
  • Detail the scope and definition of the consolidation
  • Identify and assess key problems and opportunities
  • Surface and challenge project assumptions
  • Clarify the future desired state of the service desk
  • Determine how processes, functions, and systems are to be included in a consolidation analysis
  • Establish a degree of ownership by senior management

The activities throughout this step are designed to be included as part of the visioning session

Choose the attributes of your desired consolidated service desk

Understand what a model consolidated service desk should look like before envisioning your target consolidated service desk.

A consolidated service desk should include the following aspects:

  • Handles all customer contacts – including internal and external users – across all locations and business units
  • Provides a single point of contact for end users to submit requests for help
  • Handles both incidents and service requests, as well as any additional relevant ITIL modules such as problem, change, or asset management
  • Consistent, standardized processes and workflows
  • Single ITSM tool with workflows for ticket handling, prioritization, and escalations
  • Central data repository so that staff have access to all information needed to resolve issues quickly and deliver high-quality service, including:
    • IT infrastructure information (such as assets and support contracts)
    • End-user information (including central AD, assets and products owned, and prior interactions)
    • Knowledgebase containing known resolutions and workarounds

Consolidated Service Desk

  • Service Desk 1
  • Service Desk 2
  • Service Desk 3
  • Consolidated staff
  • Consolidated ITSM tool
  • Consolidated data repository

Brainstorm desired attributes for the consolidated service desk to start formulating a vision

1.2.1 Identify the type of consolidation and desired service desk attributes

Participants
  • Project Sponsor
  • IT Director, CIO
  • IT Managers and Service Desk Manager(s)
  • Other interested business executives
What You'll Need
  • Whiteboard or flip chart and markers
Document

Document in the Consolidate Service Desk Executive Presentation, slide 6.

Brainstorm the model and attributes of the target consolidated service desk. You will use this to formulate a vision and define more specific requirements later on.
  1. Identify the type of consolidation: virtual, physical, or hybrid (both)
  2. Identify the level of consolidation: partial (some service desks consolidated) or complete (all service desks consolidated)
Consolidated Service Desk Model Level of Consolidation
Partial Complete
Type of Consolidation Virtual
Physical
Hybrid

3. As a group, brainstorm and document a list of attributes that the consolidated service desk should have.

Examples:

  • Single point of contact for all users
  • One ITSM tool with consistent built-in automated workflows
  • Well-developed knowledgebase
  • Self-serve portal for end users with ability to submit and track tickets
  • Service catalog

Develop a compelling vision and story of change

1.2.2 Use a vision table to begin crafting the consolidation vision

Participants
  • Project Sponsor
  • IT Director, CIO
  • IT Managers and Service Desk Manager(s)
  • Other interested business executives
What You'll Need
  • Whiteboard or flip chart and markers
Document

Document in the Consolidate Service Desk Executive Presentation, slide 7.

Build desire for change.

In addition to standard high-level scope elements, consolidation projects that require organizational change also need a compelling story or vision to influence groups of stakeholders.

Use the vision table below to begin developing a compelling vision and story of change.

Why is there a need to consolidate service desks?
How will consolidation benefit the organization? The stakeholders?
How did we determine this is the right change?
What would happen if we didn’t consolidate?
How will we measure success?

Develop a vision to inspire and sustain leadership and commitment

Vision can be powerful but is difficult to craft. As a result, vision statements often end up being ineffective (but harmless) platitudes.

A service desk consolidation project requires a compelling vision to energize staff and stakeholders toward a unified goal over a sustained period of time.

Great visions:

  • Tell a story. They describe a journey with a beginning (who we are and how we got here) and a destination (our goals and expected success in the future).
  • Convey an intuitive sense of direction (or “spirit of change”) that helps people act appropriately without being explicitly told what to do.
  • Appeal to both emotion and reason to make people want to be part of the change.
  • Balance abstract ideas with concrete facts. Without concrete images and facts, the vision will be meaninglessly vague. Without abstract ideas and principles, the vision will lack power to unite people and inspire broad support.
  • Are concise enough to be easy to communicate and remember in any situation.

Info-Tech Insight

Tell a story. Stories pack a lot of information into few words. They are easy to write, remember, and most importantly – share. It’s worth spending a little extra time to get the details right.

Create a vision for the consolidated service desk

1.2.3 Tell a story to describe the consolidated service desk vision

Participants
  • Project Sponsor
  • IT Director, CIO
  • IT Managers and Service Desk Manager(s)
What You'll Need
  • Whiteboard or flip chart and markers
  • Document in the Executive Presentation, slide 8.

Craft a vision of the future state of the service desk.

Tell a story.

Stories serve to give the consolidation real-world context by describing what the future state will mean for both staff and users of the service desk. The story should sum up the core of the experience of using the consolidated service desk and reflect how the service desk will fit into the life of the user.

Stories should include:

  • Action describing the way things happen.
  • Contextual detail that helps readers relate to the person in the story.
  • Challenging ideas that contradict common belief and may be disruptive, but help suggest new directions.
Example:

Imagine if…

… users could access one single online service that allows them to submit a ticket through a self-service portal and service catalog, view the status of their ticket, and receive updates about organization-wide outages and announcements. They never have to guess who to contact for help with a particular type of issue or how to contact them as there is only one point of contact for all types of incidents and service requests.

… all users receive consistent service delivery regardless of their location, and never try to circumvent the help desk or go straight to a particular technician for help as there is only one way to get help by submitting a ticket through a single service desk.

… tickets from any location could be easily tracked, prioritized, and escalated using standardized definitions and workflows to ensure consistent service delivery and allow for one set of SLAs to be defined and met across the organization.

Discuss the drivers of the consolidation to identify the goals the project must achieve

Identifying the reasons behind the consolidation will help formulate the vision for the consolidated service desk and the goals it should achieve.

The image is a graph, titled Deployment Drivers for Those Planning a Consolidated Service Desk. From highest to lowest, they are: Improved Service Delivery/Increased Productivity; Drive on Operational Costs; and Perceived Best Practice.

Service Desk Institute (n = 20, 2007)

A survey of 233 service desks considering consolidation found that of the 20 organizations that were in the planning stages of consolidation, the biggest driver was to improve service delivery and/or increase productivity.

This is in line with the recommendation that improved service quality should be the main consolidation driver over reducing costs.

This image is a graph titled Drivers Among Those Who Have Implemented a Consolidated Service Desk. From highest to lowest, they are: Improved Service Delivery/Increased Productivity; Best Practice; Drive on Operational Costs; Internal vs Outsourcing; and Legacy.

Service Desk Institute (n = 43, 2007)

The drivers were similar among the 43 organizations that had already implemented a consolidated service desk, with improved service delivery and increased productivity again the primary driver.

Aligning with best practice was the second most cited driver.

Identify the purpose, goals, and guiding principles of the consolidation project

1.2.4 Document goals of the project

Participants
  • Project Sponsor
  • IT Director, CIO
  • IT Managers and Service Desk Manager(s)
What You'll Need
  • Whiteboard or flip chart and markers
  • Document in the Executive Presentation, slide 9.

Use the results of your stakeholder analysis and interviews to facilitate a discussion among recommended participants and document the purpose of the consolidation project, the goals the project aims to achieve, and the guiding principles that must be followed.

Use the following example to guide your discussion:

Purpose The purpose of consolidating service desks is to improve service delivery to end users and free up more time and resources to achieve the organization’s core mission.
Goals
  • Align IT resources with business strategies and priorities
  • Provide uniform quality and consistent levels of service across all locations
  • Improve the end-user experience by reducing confusion about where to get help
  • Standardize service desk processes to create efficiencies
  • Identify and eliminate redundant functions or processes
  • Combine existing resources to create economies of scale
  • Improve organizational structure, realign staff with appropriate job duties, and improve career paths
Guiding Principles

The consolidated service desk must:

  1. Provide benefit to the organization without interfering with the core mission of the business
  2. Balance cost savings with service quality
  3. Increase service efficiency without sacrificing service quality
  4. Not interfere with service delivery or the experience of end users
  5. Be designed with input from key stakeholders

Identify the anticipated benefits of the consolidation to weigh them against risks and plan future communications

The primary driver for consolidation of service desks is improved service delivery and increased productivity. This should relate to the primary benefits delivered by the consolidation, most importantly, improved end-user satisfaction.

A survey of 43 organizations that have implemented a consolidated service desk identified the key benefits delivered by the consolidation (see chart at right).

The image is a bar graph titled Benefits Delivered by Consolidated Service Desk. The benefits, from highest to lowest are: Increased Customer Satisfaction; Optimised Resourcing; Cost Reduction; Increased Productivity/Revenue; Team Visibility/Ownership; Reporting/Accountability.

Source: Service Desk Institute (n = 43, 2007)

Info-Tech Insight

Cost reduction may be an important benefit delivered by the consolidation effort, but it should not be the most valuable benefit delivered. Focus communications on anticipated benefits for improved service delivery and end-user satisfaction to gain buy-in for the project.

Identify anticipated outcomes and benefits of consolidation

1.2.5 Use a “stop, start, continue” exercise to identify KPIs

What You'll Need
  • Whiteboard or flip chart and markers
Participants
  • Project Sponsor
  • IT Director, CIO
  • IT Managers and Service Desk Manager(s)
Document

Document in the Executive Presentation, slide 10

  1. Divide the whiteboard into 3 columns: stop, start, and continue
  2. Identify components of your service desk that:
  • Are problematic and should be phased out (stop)
  • Provide value but are not in place yet (start)
  • Are effective and should be sustained, if not improved (continue)
  • For each category, identify initiatives or outcomes that will support the desired goals and anticipated benefits of consolidation.
  • Stop Start Continue
    • Escalating incidents without following proper protocol
    • Allowing shoulder taps
    • Focusing solely on FCR as a measure of success
    • Producing monthly ticket trend reports
    • Creating a self-serve portal
    • Communicating performance to the business
    • Writing knowledgebase articles
    • Improving average TTR
    • Holding weekly meetings with team members

    Use a SWOT analysis to assess the service desk

    • A SWOT analysis is a structured planning method that organizations can use to evaluate the strengths, weaknesses, opportunities, and threats involved in a project or business venture.
    • Use a SWOT analysis to identify the organization’s current IT capabilities and classify potential disruptive technologies as the first step toward preparing for them.
    Review these questions...
    Strengths (Internal) Weaknesses (Internal)
    • What Service Desk processes provide value?
    • How does the Service Desk align with corporate/IT strategy?
    • How does your Service Desk benefit end users?
    • Does the Service Desk produce reports or data that benefit the business?
    • Does your Service Desk culture offer an advantage?
    • What areas of your service desk require improvement?
    • Are there gaps in capabilities?
    • Do you have budgetary limitations?
    • Are there leadership gaps (succession, poor management, etc.)?
    • Are there reputational issues with the business?
    Opportunities (External) Threats (External)
    • Are end users adopting hardware or software that requires training and education for either themselves or the Service Desk staff?
    • Can efficiencies be gained by consolidating our Service Desks?
    • What is the most cost-effective way to solve the user's technology problems and get them back to work?
    • How can we automate Service Desk processes?
    • Are there obstacles that the Service Desk must face?
    • Are there issues with respect to sourcing of staff or technologies?
    • Could the existing Service Desk metrics be affected?
    • Will the management team need changes to their reporting?
    • Will SLAs need to be adjusted?

    …to help you conduct your SWOT analysis on the service desk.

    Strengths (Internal) Weaknesses (Internal)
    • End user satisfaction >80%
    • Comprehensive knowledgebase
    • Clearly defined tiers
    • TTR on tickets is <1 day
    • No defined critical incident workflow
    • High cost to solve issues
    • Separate toolsets create disjointed data
    • No root cause analysis
    • Ineffective demand planning
    • No clear ticket categories
    Opportunities (External) Threats (External)
    • Service catalog
    • Ticket Templates
    • Ticket trend analysis
    • Single POC through the use of one tool
    • Low stakeholder buy-in
    • Fear over potential job loss
    • Logistics of the move
    • End user alienation over process change

    Conduct a SWOT analysis on the business

    1.2.6 Conduct SWOT analysis

    Participants
    • Project Sponsor
    • IT Director, CIO
    • IT Managers and Service Desk Manager(s)
    What You'll Need
    • Whiteboard or flip chart and markers
    Document
    • Document in the Executive Presentation, slide 11
    1. Break the group into two teams:
    • Assign team A strengths and weaknesses.
    • Assign team B opportunities and threats.
  • Have the teams brainstorm items that fit in their assigned areas.
    • Refer to the questions on the previous slide to help guide discussion
  • Choose someone from each group to fill in the grid on the whiteboard.
  • Conduct a group discussion about the items on the list.
  • Helpful to achieving the objective Harmful to achieving the objective
    Internal origin attributes of the organization Strengths Weaknesses

    External Origin attributes of the environment

    Opportunities Threats

    Frame your project in terms of people, process, technology

    A framework should be used to guide the consolidation effort and provide a standardized basis of comparison between the current and target state.

    Frame the project in terms of the change and impact it will have on:

    • People
    • Process
    • Technology

    Service desk consolidation will likely have a significant impact in all three categories by standardizing processes, implementing a single service management tool, and reallocating resources. Framing the project in this way will ensure that no aspect goes forgotten.

    For each of the three categories, you will identify:

    • Current state
    • Target state
    • Gap and actions required
    • Impact, risks, and benefits
    • Communication and training requirements
    • How to measure progress/success

    People

    • Tier 1 support
    • Tier 2 support
    • Tier 3 support
    • Vendors

    Process

    • Incident management
    • Service request management
    • SLAs

    Technology

    • ITSM tools
    • Knowledgebase
    • CMDB and other databases
    • Technology supported

    Complete the Consolidate Service Desk Executive Presentation

    Complete an executive presentation using the decisions made throughout this step

    Use the Consolidate Service Desk Executive Presentation to deliver the outputs of your project planning to the business and gain buy-in for the project.

    1. Use the results of the activities throughout step 1.2 to produce the key takeaways for your executive presentation.
    2. At the end of the presentation, include 1-2 slides summarizing any additional information specific to your organization.
    3. Once complete, pitch the consolidation project to the project sponsor and executive stakeholders.
      • This presentation needs to cement buy-in for the project before any other progress is made.

    Step 1.3: Conduct a full assessment of each service desk

    Phase 1

    Develop a shared vision

    1.1 Get buy-in from key stakeholders

    1.2 Develop a vision to give the project direction

    1.3 Conduct a full assessment of each service desk

    This step will walk you through the following activities:
    • 1.3.1 Review the results of your diagnostic programs
    • 1.3.2 Analyze the organizational structure of each service desk
    • 1.3.3 Assess the overall maturity of each service desk
    • 1.3.4 Map out roles and responsibilities of each service desk using organizational charts
    • 1.3.5 Assess and document current information system environment
    This step involves the following participants:
    • CIO
    • IT Directors
    • Service Desk Managers
    • Service Desk Technicians
    Step outcomes
    • A robust current state assessment of each service desk, including overall maturity, processes, organizational structure, agent skills, roles and responsibilities, agent satisfaction, technology and ITSM tools.

    Oxford saved time and effort by sticking with a tested process that works

    CASE STUDY

    Industry: Higher Education

    Source: Oxford University, IT Services

    Oxford ITS instigated the service desk consolidation project in the fall of 2012.

    A new ITSM solution was formally acquired in the spring 2014, and amalgamated workflows designed.

    Throughout this period, at least 3 detailed process analyses occurred in close consultation with the affected IT units.

    Responsibility for understanding each existing process (incident, services, change management, etc.) were assigned to members of the project team.

    They determined which of the existing processes were most effective, and these served as the baseline – saving time and effort in the long run by sticking with tested processes that work.

    Reach out early and often.

    Almost from day one, the Oxford consolidation team made sure to consult closely with each relevant ITS team about their processes and the tools they used to manage their workflows.

    This was done both in structured interviews during the visioning stage and informally at periodic points throughout the project.

    The result was the discovery of many underlying similarities. This information was then instrumental to determining a realistic baseline from which to design the new consolidated service desk.

    "We may give our activities different names or use different tools to manage our work but in all cases common sense has prevailed and it’s perhaps not so surprising that we have common challenges that we choose to tackle in similar ways." – Andrew Goff, Change Management at Oxford ITS

    Review the results of your diagnostic programs to inform your current state assessment

    1.3.1 Understand satisfaction with the service desk

    Participants
    • CIO/IT Director
    • IT Manager
    • Service Manager(s)
    Document
    1. Set up an analyst call through your account manager to review the results of your diagnostic.
    • Whatever survey you choose, ask the analyst to review the data and comments concerning:
      • Assessments of service desk timeliness/effectiveness
      • IT business enablement
      • IT innovation leadership
  • Book a meeting with recommended participants. Go over the results of your diagnostic survey.
  • Facilitate a discussion of the results. Focus on the first few summary slides and the overall department results slide.
    • What is the level of IT support?
    • What are stakeholders’ perceptions of IT performance?
    • How satisfied are stakeholders with IT?
    • Does the department understand and act on business needs?
    • What are the business priorities and how well are you doing in meeting these priorities?
    • How can the consolidation project assist the business in achieving goals?
    • How could the consolidation improve end-user satisfaction and business satisfaction?
  • A robust current state assessment is the foundation of a successful consolidation

    You can’t determine where you’re going without a clear idea of where you are now.

    Before you begin planning for the consolidation, make sure you have a clear picture of the magnitude of what you plan on consolidating.

    Evaluate the current state of each help desk being considered for consolidation. This should include an inventory of:

    • Process:
      • Processes and workflows
      • Metrics and SLAs
    • People:
      • Organizational structure
      • Agent workload and skills
      • Facility layout and design
    • Technology:
      • Technologies and end users supported
      • Technologies and tools used by the service desk

    Info-Tech Insight

    A detailed current state assessment is a necessary first step for a consolidation project, but determining the right level of detail to include in the evaluation can be challenging. Gather enough data to establish a baseline and make an informed decision about how to consolidate, but don’t waste time collecting unnecessary information that will only distract and slow down the project.

    Review ticket handling processes for each service desk to identify best practices

    Use documentation, reports, and metrics to evaluate existing processes followed by each service desk before working toward standardized processes.

    Poor Processes vs. Optimized Processes

    Inconsistent or poor processes affect the business through:

    • Low business satisfaction
    • Low end-user satisfaction
    • High cost to resolve
    • Delayed progress on project work
    • Lack of data for reporting due to ineffective ticket categorization, tools, and logged tickets
    • No root cause analysis leads to a reactive vs. proactive service desk
    • Lack of cross-training and knowledge sharing result in time wasted troubleshooting recurring issues
    • Lack of trend analysis limits the effectiveness of demand planning

    Standardized service desk processes increase user and technician satisfaction and lower costs to support through:

    • Improved business satisfaction Improved end-user satisfaction Incidents prioritized and escalated accurately and efficiently
    • Decreased recurring issues due to root cause analysis and trends
    • Increased self-sufficiency of end users
    • Strengthened team and consistent delivery through cross-training and knowledge sharing
    • Enhanced demand planning through trend analysis and reporting

    The image is a graphic of a pyramid, with categories as follows (from bottom): FAQ/Knowledgebase; Users; Tier 1-75-80%; Tier 2-15%; Tier 3 - 5%. On the right side of the pyramid is written Resolution, with arrows extending from each of the higher sections down to Users. On the left is written Escalation, with arrows from each lower category up to the next highest. Inside the pyramid are arrows extending from the bottom to each level and vice versa.

    Analyze the organizational structure of each service desk

    1.3.2 Discuss the structure of each service desk

    Participants
    • CIO
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You'll Need
    • Consolidate Service Desk Assessment Tool

    1. Facilitate a discussion among recommended participants to discuss the structure of each service desk. Decide which model best describes each service desk:

    • The Gatekeeper Model: All calls are routed through a central call group whose sole responsibility is to link the customer to the right individual or group.
    • The Call Sorting Model: All calls are sorted into categories using technology and forwarded to the right 2nd level specialist group.
    • Tiered Structure (Specialist Model): All calls are sorted through a single specialist group, such as desktop support. Their job is to log the interaction, attempt resolution, and escalate when the problem is beyond their ability to resolve.
    • Tiered Structure (Generalist Model): All calls are sorted through a single generalist group, whose responsibility is to log the interaction, attempt a first resolution, and escalate when the problem is beyond their ability to resolve.

    2. Use a flip chart or whiteboard to draw the architecture of each service desk, using the example on the right as a guide.

    The image is a graphic depicting the organizational structure of a service desk, from Users to Vendor. The graphic shows how a user request can move through tiers of service, and the ways that Tiers 2 and 3 of the service desk are broken down into areas of specialization.

    Assess the current state of each service desk using the Consolidate Service Desk Assessment Tool

    Assess the current state of each service desk

    The Consolidate Service Desk Assessment Tool will provide insight into the overall health of each existing service desk along two vectors:

    1. Process Maturity (calculated on the basis of a comprehensive survey)
    2. Metrics (calculated on the basis of entered ticket and demographic data)

    Together these answers offer a snapshot of the health, efficiency, performance, and perceived value of each service desk under evaluation.

    This tool will assist you through the current state assessment process, which should follow these steps:

    1. Send a copy of this tool to the Service Desk Manager (or other designated party) of each service desk that may be considered as part of the consolidation effort.
      • This will collect key metrics and landscape data and assess process maturity
    2. Analyze the data and discuss as a group
    3. Ask follow-up questions
    4. Use the information to compare the health of each service desk using the scorecard tool

    These activities will be described in more detail throughout this step of the project.

    Gather relevant data to assess the environment of each service desk

    Assess each service desk’s environment using the assessment tool

    Send a copy of the Consolidate Service Desk Assessment Tool to the Service Desk Manager (or other designated party) of each service desk that will be considered as part of the consolidation.

    Instruct them to complete tab 2 of the tool, the Environment Survey:

    • Enter Profile, Demographic, Satisfaction, Technology, and Ticket data into the appropriate fields as accurately as possible. Satisfaction data should be entered as percentages.
    • Notes can be entered next to each field to indicate the source of the data, to note missing or inaccurate data, or to explain odd or otherwise confusing data.

    This assessment will provide an overview of key metrics to assess the performance of each service desk, including:

    • Service desk staffing for each tier
    • Average ticket volume and distribution per month
    • # staff in IT
    • # service desk staff
    • # supported devices (PC, laptops, mobiles, etc.)
    • # desktop images

    Assess the overall maturity of each service desk

    1.3.3 Use the assessment tool to measure the maturity of each service desk

    Participants
    • CIO
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You'll Need
    • Consolidate Service Desk Assessment Tool
    1. Assemble the relevant team for each service desk: process owners, functional managers, service desk manager, and relevant staff and technicians who work with the processes to be assessed. Each service desk team should meet to complete the maturity assessment together as a group.
    2. Go to tab 3 (Service Desk Maturity Survey) of the Consolidate Service Desk Assessment Tool and respond to the questions in the following categories:
    • Prerequisites (general questions)
    • People
    • Process
    • Technology
    • SLAs
  • Rate each element. Be honest. The goal is to end up with as close a representation as possible to what really exists. Only then can you identify realistic improvement opportunities. Use the maturity definitions as guides.
  • Evaluate resource utilization and satisfaction to allocate resources effectively

    Include people as part of your current state assessment to evaluate whether your resources are appropriately allocated to maximize effectiveness and agent satisfaction.

    Skills Inventory

    Use the IT Skills Inventory and Gap Assessment Tool to assess agent skills and identify gaps or overlaps.

    Agent Satisfaction

    Measure employee satisfaction and engagement to identify strong teams.

    Roles and Responsibilities

    Gather a clear picture of each service desk’s organizational hierarchy, roles, and responsibilities.

    Agent Utilization

    Obtain a snapshot of service desk productivity by calculating the average amount of time an agent is handling calls, divided by the average amount of time an agent is at work.

    Conduct a skills inventory for each service desk

    Evaluate agent skills across service desks

    After evaluating processes, evaluate the skill sets of the agents tasked with following these processes to identify gaps or overlap.

    Send the Skills Coverage Tool tab to each Service Desk Manager, who will either send it to the individuals who make up their service desk with instructions to rate themselves, or complete the assessment together with individuals as part of one-on-one meetings for discussing development plans.

    IT Skills Inventory and Gap Assessment Tool will enable you to:

    • List skills required to support the organization.
    • Document and rate the skills of the existing IT staffing contingent.
    • Assess the gaps to help determine hiring or training needs, or even where to pare back.
    • Build a strategy for knowledge sharing, transfer, and training through the consolidation project.

    Map out roles and responsibilities of each service desk using organizational charts

    1.3.4 Obtain or draw organizational charts for each location

    Clearly document service desk roles and responsibilities to rationalize service desk architecture.
    Participants
    • CIO, IT Director
    • Service Desk Manager(s)
    • Tier/Specialist Manager(s)
    What You’ll Need
    • Org. charts
    • Flip chart or whiteboard and markers
    1. Obtain or draw (on a whiteboard or flip chart) the organizational chart for each service desk to get a clear picture of the roles that fulfill each service desk. If there is any uncertainty or disagreement, discuss as a group to come to a resolution.
    2. Discuss the roles and reporting relationships within the service desk and across the organization to establish if/where inefficiencies exist and how these might be addressed through consolidation.
    3. If an up-to-date organizational chart is not in place, use this time to define the organizational structure as-is and consider future state.
    IT Director
    Service Desk Manager
    Tier 1 Help Desk Lead Tier 2 Help Desk Lead Tier 2 Apps Support Lead Tier 3 Specialist Support Lead
    Tier 1 Specialist Name Title Name Title Name Title
    Tier 1 Specialist Name Title Name Title Name Title
    Name Title Name Title Name Title
    Name Title Name Title

    Conduct an agent satisfaction survey to compare employee engagement across locations

    Evaluate agent satisfaction

    End-user satisfaction isn’t the only important satisfaction metric.

    Agent satisfaction forms a key metric within the Consolidate Service Desk Assessment Tool, and it can be evaluated in a variety of ways. Choose the approach that best suits your organization and time restraints for the project.

    Determine agent satisfaction on the basis of a robust (and anonymous) survey of service desk agents. Like the end-user satisfaction score, this measure is ideally computed as a percentage.

    There are several ways to measure agent satisfaction:

    1. If your organization runs an employee engagement survey, use the most recent survey results, separating them by location and converting them to a percentage.
    2. If your organization does not currently measure employee engagement or satisfaction, consider one of Info-Tech and McLean & Company’s two engagement diagnostics:
      • Full Engagement Diagnostic – 81 questions that provide a comprehensive view into your organization's engagement levels
      • McLean & Company’s Pulse Survey – 15 questions designed to give a high-level view of employee engagement
    3. For smaller organizations, a survey may not be feasible or make sense. In this case, consider gathering informal engagement data through one-on-one meetings.
    4. Be sure to discuss and document any reasons for dissatisfaction, including pain points with the current tools or processes.
    Document
    • Document on tab 2 of the Consolidate Service Desk Assessment Tool

    Assess the service management tools supporting your service desks

    Identify the different tools being used to support each service desk in order to assess whether and how they can be consolidated into one service management tool.

    Ideally, your service desks are already on the same ITSM platform, but if not, a comprehensive assessment of current tools is the first step toward a single, consolidated solution.

    Include the following in your tools assessment:

    • All automated ITSM solutions being used to log and track incidents and service requests
    • Any manual or other methods of tracking tickets (e.g. Excel spreadsheets)
    • Configurations and any customizations that have been made to the tools
    • How configuration items are maintained and how mature the configuration management databases (CMDB) are
    • Pricing and licensing agreements for tools
    • Any unique functions or limitations of the tools

    Info-Tech Insight

    Document not only the service management tools that are used but also any of their unique and necessary functions and configurations that users may have come to rely upon, such as remote support, self-serve, or chat support, in order to inform requirements in the next phase.

    Assess the IT environment your service desks support

    Even if you don’t do any formal asset management, take this opportunity for discovery and inventory to gain a complete understanding of your IT environment and the range of devices your service desks support.

    Inventory your IT environment, including:

    User Devices

    • Device counts by category Equipment/resources by user

    Servers

    • Server hardware, CPU, memory
    • Applications residing on servers

    Data centers

    • Including location and setup

    In addition to identifying the range of devices you currently support, assess:

    • Any future devices, hardware, or software that the service desk will need to support (e.g. BYOD, mobile)
    • How well each service desk is currently able to support these devices
    • Any unique or location-specific technology or devices that could limit a consolidation

    Info-Tech Insight

    The capabilities and configuration of your existing infrastructure and applications could limit your consolidation plans. A comprehensive technology assessment of not only the service desk tools but also the range of devices and applications your service desks supports will help you to prepare for any potential limitations or obstacles a consolidated service desk may present.

    Assess and document current information system environment

    1.3.5 Identify specific technology and tool requirements

    Participants
    • CIO
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You'll Need
    • Consolidate Service Desk Assessment Tool, tab 2.
    Document

    Document information on number of devices supported and number of desktop images associated with each service desk in the section on “Technology Data” of the Consolidate Service Desk Assessment Tool.

    1. Identify and document the service management tools that are used by each service desk.
    2. For each tool, identify and document any of the following that apply:
    • Integrations
    • Configurations that were made during implementation
    • Customizations that were made during implementation
    • Version, licenses, cost
  • For each service desk, document any location-specific or unique technology requirements or differences that could impact consolidation, including:
    • Devices and technology supported
    • Databases and configuration items
    • Differing applications or hardware needs
  • If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

    Book a workshop with our Info-Tech analysts:

    • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
    • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

    The following are sample activities that will be conducted by Info-Tech analysts with your team:

    1.1.1 Assign roles and responsibilities

    Use a RACI chart to assign overarching responsibilities for the consolidation project.

    1.3.2 Analyze the organizational structure of each service desk

    Map out the organizational structure and flow of each service desk and discuss the model that best describes each.

    Phase 2

    Design the Consolidated Service Desk

    Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

    Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

    Guided Implementation 2: Design consolidated service desk

    Proposed Time to Completion (in weeks): 2-4

    Step 2.1: Model target consolidated service desk

    Start with an analyst kick-off call:

    • Define the target state of the consolidated service desk in detail
    • Identify requirements for the consolidation, broken down by people, process, technology and by short- vs. long-term needs

    Then complete these activities…

    • Set project metrics to measure success of the consolidation
    • Brainstorm people, process, technology requirements for the service desk
    • Build requirements documents and RFP for a new tool
    • Review results of the scorecard comparison tool

    With these tools & templates:

    Consolidate Service Desk Scorecard Tool

    Step 2.2: Assess logistics and cost of consolidation

    Review findings with analyst:

    • Plan the logistics of the consolidation for process, technology, and facilities
    • Evaluate the cost and cost savings of consolidation using a TCO tool

    Then complete these activities…

    • Plan logistics for process, technology, facilities, and resource allocation
    • Review the results of the Service Desk Efficiency Calculator to refine the business case for the consolidation project

    With these tools & templates:

    Service Desk Efficiency Calculator

    Service Desk Consolidation TCO Comparison Tool

    Phase 2 Results:

    • Detailed requirements and vision for the consolidated service desk, gap analysis of current vs. target state, and an initial analysis of the logistical considerations to achieve target.

    Step 2.1: Model target consolidated state

    Phase 2

    Design consolidation

    2.1 Design target consolidated service desk

    2.2 Assess logistics and cost of consolidation

    This step will walk you through the following activities:
    • 2.1.1 Determine metrics to measure the value of the project
    • 2.1.2 Set targets for each metric to measure progress and success of the consolidation
    • 2.1.3 Brainstorm process requirements for consolidated service desk
    • 2.1.4 Brainstorm people requirements for consolidated service desk
    • 2.1.5 Brainstorm technology requirements for consolidated service desk
    • 2.1.6 Build a requirements document for the service desk tool
    • 2.1.7 Evaluate alternative tools, build a shortlist for RFPs, and arrange web demonstrations or evaluation copies
    • 2.1.8 Set targets for key metrics to identify high performing service desks
    • 2.1.9 Review the results of the scorecard to identify best practices
    This step involves the following participants:
    • CIO
    • IT Director
    • Service Desk Managers
    • Service Desk Technicians
    Step Outcomes
    • A list of people, process, and technology requirements for the new consolidated service desk
    • A clear vision of the target state
    • An analysis of the gaps between existing and target service desks

    Ensure the right people and methods are in place to anticipate implementation hurdles

    CASE STUDY

    Industry: Higher Education

    Source: Oxford University, IT Services

    "Since our last update, a review and re-planning exercise has reassessed the project approach, milestones, and time scales. This has highlighted some significant hurdles to transition which needed to be addressed, resulting primarily from the size of the project and the importance to the department of a smooth and well-planned transition to the new processes and toolset." – John Ireland, Director of Customer Service & Project Sponsor

    Initial hurdles led to a partial reorganization of the project in Fall 2014

    Despite careful planning and its ultimate success, Oxford’s consolidation effort still encountered some significant hurdles along the way – deadlines were sometimes missed and important processes overlooked.

    These bumps can be mitigated by building flexibility into your plan:

    • Adopt an Agile methodology – review and revise groups of tasks as the project progresses, rather than waiting until near the end of the project to get approval for the complete implementation.
    • Your Tiger Team or Project Steering Group must include the right people – the project team should not just include senior or high-level management; members of each affected IT group should be consulted, and junior-level employees can provide valuable insight into existing and potential processes and workflows.

    Info-Tech Insight

    Ensure that the project lead is someone conversant in ITSM, so that they are equipped to understand and react to the unique challenges and expectations of a consolidation and can easily communicate with process owners.

    Use the consolidation vision to define the target service desk in more detail

    Use your baseline assessment and your consolidation vision as a guide to figure out exactly where you’re going before planning how to get there.

    With approval for the project established and a clear idea of the current state of each service desk, narrow down the vision for the consolidated service desk into a specific picture of the target state.

    The target state should provide answers to the following types of questions:

    Process:

    • Will there be one set of SLAs across the organization?
    • What are the target SLAs?
    • How will ticket categories be defined?
    • How will users submit and track their tickets?
    • How will tickets be prioritized and escalated?
    • Will a knowledgebase be maintained and accessible by both service desk and end users?

    People:

    • How will staff be reorganized?
    • What will the roles and responsibilities look like?
    • How will tiers be structured?
    • What will the career path look like within the service desk?

    Technology:

    • Will there be one single ITSM tool to support the service desk?
    • Will an existing tool be used or will a new tool be selected?
    • If a new tool is needed, what are the requirements?

    Info-Tech Insight

    Select the target state that is right for your organization. Don’t feel pressured to select the highest target state or a complete consolidation. Instead select the target state that is most compatible with your organization’s current needs and capabilities.

    Determine metrics to measure the value of the project

    2.1.1 Identify KPIs to measure the success of the consolidation

    Participants
    • CIO
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You’ll Need
    • Whiteboard or flip chart and markers

    Identify three primary categories where the consolidation project is expected to yield benefits to the business. Use the example on the right to guide your discussion.

    Efficiency and effectiveness are standard benefits for this project, but the third category may depend on your organization.

    • Examples include: improved resourcing, security, asset management, strategic alignment, end-user experience, employee experience

    Identify 1-3 key performance indicators (KPIs) associated with each benefit category, which will be used to measure the success of the consolidation project. Ensure that each has a baseline measure that can be reassessed after the consolidation.

    Efficiency

    Streamlined processes to reduce duplication of efforts

    • Reduced IT spend and cost of delivery
    • One ITSM tool Improved reliability of service
    • Improved response time

    Resourcing

    Improved allocation of human and financial resources

    • Improved resource sharing
    • Improved organizational structure of service desk

    Effectiveness

    Service delivery will be more accessible and standardized

    • Improved responsive-ness to incidents and service requests
    • Improved resolution time
    • Single point of contact for end users
    • Improved reporting

    Set targets for each metric to measure progress and success of the consolidation

    2.1.2 Identify specific metrics for each KPI and targets for each

    Participants
    • IT Director
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You’ll Need
    • KPIs from previous step
    • Whiteboard or flip chart and markers
    1. Select one core KPI for each critical success factor, which will be used to measure progress and success of the consolidation effort down the road.
    2. For each KPI, document the average baseline metric the organization is achieving (averaged across all service desks).
    3. Discuss and document a target metric that the project will aim to reach through the single consolidated service desk.
    4. Set a short and long-term target for each metric to encourage continuous improvement. Examples:
    Efficiency
    Business Value KPI Current Metric Short-Term (6 month) Target Long-Term (1 year) Target
    Streamlined processes to reduce duplication of efforts Improved response time 2 hours 1 hour 30 minutes
    Effectiveness
    Business Value KPI Current Metric Short-Term (6 month) Target Long-Term (1 year) Target
    Service delivery will be more accessible and standardized Improved first call resolution (% resolved at Tier 1) 50% 60% 70%

    If poor processes were in place, take the opportunity to start fresh with the consolidation

    If each service desk’s existing processes were subpar, it may be easier to build a new service desk from the basics rather than trying to adapt existing processes.

    You should have these service management essentials in place:

    Service Requests:

    • Standardize process to verify, approve, and fulfill service requests.
    • Assign priority according to business criticality and service agreements.
    • Think about ways to manage service requests to better serve the business long term.

    Incident Management:

    • Set standards to define and record incidents.
    • Define incident response actions and communications.

    Knowledgebase:

    • Define standards for knowledgebase.
    • Introduce creation of knowledgebase articles.
    • Create a knowledge-sharing and cross-training culture.

    Reporting:

    • Select appropriate metrics.
    • Generate relevant insights that shed light on the value that IT creates for the organization.

    The image is a circle comprised of 3 concentric circles. At the centre is a circle labelled Standardized Service Desk. The ring outside of it is split into 4 sections: Incident Management; Service Requests; Structure and Reporting; and Knowledgebase. The outer circle is split into 3 sections: People, Process, Technologies.

    Evaluate how your processes compare with the best practices defined here. If you need further guidance on how to standardize these processes after planning the consolidation, follow Info-Tech’s blueprint, Standardize the Service Desk.

    Even optimized processes will need to be redefined for the target consolidated state

    Your target state doesn’t have to be perfect. Model a short-term, achievable target state that can demonstrate immediate value.

    Consider the following elements when designing service desk processes:
    • Ticket input (i.e. how can tickets be submitted?)
    • Ticket classification (i.e. how will tickets be categorized?)
    • Ticket prioritization (i.e. how will critical incidents be defined?)
    • Ticket escalation (i.e. how and at what point will tickets be assigned to a more specialized resource?)
    • Ticket resolution (i.e. how will resolution be defined and how will users be notified?)
    • Communication with end users (i.e. how and how often will users be notified about the status of their ticket or of other incidents and outages?)

    Consider the following unique process considerations for consolidation:

    • How will knowledge sharing be enabled in order for all technicians to quickly access known errors and resolve problems?
    • How can first contact resolution levels be maintained through the transition?
    • How will procedures be clearly documented so that tickets are escalated properly?
    • Will ticket classification and prioritization schemes need to change?
    • Will new services such as self-serve be introduced to end users and how will this be communicated?

    Info-Tech Insight

    Don’t do it all at once. Consolidation will lead to some level of standardization. It will be reinforced and improved later through ongoing reengineering and process improvement efforts (continual improvement management).

    Brainstorm process requirements for consolidated service desk

    2.1.3 Identify process-related requirements for short and long term

    Participants
    • CIO
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You'll Need
    • Whiteboard, sticky notes, markers
    • Vision and goals for the consolidation from step 1.2
    Document
    • Document internally, or leave on a whiteboard for workshop participants to return to when documenting tasks in the roadmap tool.
    1. Review the questions in the previous section to frame a discussion on process considerations and best practices for the target consolidated service desk.
    2. Use your responses to the questions to brainstorm a list of process requirements or desired characteristics for the target state, particularly around incident management and service request management.
    3. Write each requirement onto a sticky note and categorize it as one of the following:
      1. Immediate requirement for consolidated service desk
      2. Implement within 6 months
      3. Implement within 1 year

    Example:

    Whiteboard:

    • Immediate
      • Clearly defined ticket prioritization scheme
      • Critical incident process workflow
    • 6 months
      • Clearly defined SOP, policies, and procedures
      • Transactional end-user satisfaction surveys
    • 1 year
      • Change mgmt.
      • Problem mgmt.

    Define the target resource distribution and utilization for the consolidated service desk

    Consolidation can sound scary to staff wondering if there will be layoffs. Reduce that by repurposing local staff and maximizing resource utilization in your organizational design.

    Consider the following people-related elements when designing your target state:

    • How will roles and responsibilities be defined for service desk staff?
    • How many agents will be required to deal with ticket demand?
    • What is the target agent utilization rate?
    • How will staff be distributed among tiers?
    • What will responsibilities be at each tier?
    • Will performance goals and rewards be established or standardized?

    Consider the following unique people considerations for consolidation:

    • Will staffing levels change?
    • Will job titles or roles change for certain individuals?
    • How will staff be reorganized?
    • Will staff need to be relocated to one location?
    • Will reporting relationships change?
    • How will this be managed?
    • How will performance measurements be consolidated across teams and departments to focus on the business goals?
    • Will there be a change to career paths?
    • What will consolidation do to morale, job interest, job opportunities?

    Info-Tech Insight

    Identify SMEs and individuals who are knowledgeable about a particular location, end-user base, technology, or service offering. They may be able to take on a different, greater role due to the reorganization that would make better use of their skills and capabilities and improve morale.

    Brainstorm people requirements for consolidated service desk

    2.1.4 Identify people-related requirements for short and long term

    Participants
    • CIO
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You'll Need
    • Whiteboard, sticky notes, markers
    • Vision and goals for the consolidation from step 1.2
    Document

    Document internally, or leave on a whiteboard for workshop participants to return to when documenting tasks in the roadmap tool.

    1. Review the questions in the previous section to frame a discussion on people considerations and best practices for the target consolidated service desk.
    2. Use your responses to the questions to brainstorm a list of requirements for the allocation and distribution of resources, including roles, responsibilities, and organizational structure.
    3. When thinking about people, consider requirements for both your staff and your end users.
    4. Write each requirement onto a sticky note and categorize it as one of the following:
      1. Immediate requirement for consolidated service desk
      2. Implement within 6 months
      3. Implement within 1 year

    Example:

    Whiteboard:

    • Immediate
      • Three tier structure with SMEs at Tier 2 and 3
      • All staff working together in one visible location
    • 6 months
      • Roles and responsibilities well defined and documented
      • Appropriate training and certifications available to staff
    • 1 year
      • Agent satisfaction above 80%
      • End-user satisfaction above 75%

    Identify the tools that will support the service desk and those the service desk will support

    One of the biggest technology-related decisions you need to make is whether you need a new ITSM tool. Consider how it will be used by a single service desk to support the entire organization.

    Consider the following technology elements when designing your target state:
    • What tool will be used to support the service desk?
    • What processes or ITIL modules can the tool support?
    • How will reports be produced? What types of reports will be needed for particular audiences?
    • Will a self-service tool be in place for end users to allow for password resets or searches for solutions?
    • Will the tool integrate with tools for change, configuration, problem, and asset management?
    • Will the majority of manual processes be automated?
    Consider the following unique technology considerations for consolidation:
    • Is an existing service management tool extensible?
    • If so, can it integrate with essential non-IT systems?
    • Can the tool support a wider user base?
    • Can the tool support all areas, departments, and technologies it will need to after consolidation?
    • How will data from existing tools be migrated to the new tool?
    • What implementation or configuration needs and costs must be considered?
    • What training will be required for the tool?
    • What other new tools and technologies will be required to support the consolidated service desk?

    Info-Tech Insight

    Talk to staff at each service desk to ask about their tool needs and requirements to support their work. Invite them to demonstrate how they use their tools to learn about customization, configuration, and functionality in place and to help inform requirements. Engaging staff in the process will ensure that the new consolidated tool will be supported and adopted by staff.

    Brainstorm technology requirements for consolidated service desk

    2.1.5 Identify technology-related requirements for short and long term

    Participants
    • CIO
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You’ll Need
    • Whiteboard, sticky notes, markers
    • Vision and goals for the consolidation from step 1.2
    Document

    Document internally, or leave on a whiteboard for workshop participants to return to when documenting tasks in the roadmap tool.

    1. Review the questions in the previous section to frame a discussion on technology considerations and best practices for the target consolidated service desk.
    2. Use your responses to the questions to brainstorm a list of requirements for the tools to support the consolidated service desk, along with any other technology requirements for the target state.
    3. Write each requirement onto a sticky note and categorize it as one of the following:
      1. Immediate requirement for consolidated service desk
      2. Implement within 6 months
      3. Implement within 1 year

    Example:

    Whiteboard:

    • Immediate
      • Single ITSM tool
      • Remote desktop support
    • 6 months
      • Self-service portal
      • Regular reports are produced accurately
    • 1 year
      • Mobile portal
      • Chat integration

    Identify specific requirements for a tool if you will be selecting a new ITSM solution

    Service desk software needs to address both business and technological needs. Assess these needs to identify core capabilities required from the solution.

    Features Description
    Modules
    • Do workflows integrate seamlessly between functions such as incident management, change management, asset management, desktop and network management?

    Self-Serve

    • Does the existing tool support self-serve in the form of web forms for incident reporting, forms for service requests, as well as FAQs for self-solve?
    • Is a service catalog available or can one be integrated painlessly?
    Enterprise Service Management Needs
    • Integration of solution to all of IT, Human Resources, Finance, and Facilities for workflows and financial data can yield great benefits but comes at a higher cost and greater complexity. Weigh the costs and benefits.
    Workflow Automation
    • If IT has advanced beyond simple workflows, or if extending these workflows beyond the department, more power may be necessary.
    • Full business process management (BPM) is part of a number of more advanced service desk/service management solutions.
    License Maintenance Costs
    • Are license and maintenance costs still reasonable and appropriate for the value of the tool?
    • Will the vendor renegotiate?
    • Are there better tools out there for the same or better price?
    Configuration Costs
    • Templates, forms, workflows, and reports all take time and skills but bring big benefits. Can these changes be done in-house? How much does it cost to maintain and improve?
    Speed / Performance
    • Data growth and volume may have reached levels beyond the current solution’s ability to cope, despite database tuning.
    Vendor Support
    • Is the vendor still supporting the solution and developing the roadmap? Has it been acquired? Is the level of support still meeting your needs?

    Build a requirements document for the service desk tool

    2.1.6 Create a requirements list and demo script for an ITSM tool (optional)

    Participants
    • CIO/IT Director
    • Service Desk Manager(s)
    • Service Desk Technicians
    What You'll Need
    • Flip charts and markers
    • Templates:
      • IT Service Management Demo Script Template
      • Service Desk Software and RFP Evaluation Tool

    Create a requirements list for the service desk tool.

    1. Break the group into smaller functional groups.
    2. Brainstorm features that would be important to improving efficiencies, services to users, and visibility to data.
    3. Document on flip chart paper, labelling each page with the functional group name.
    4. Prioritize into must-have and nice-to-have items.
    5. Reconvene and discuss each list with the group.
    6. Info-Tech’s Service Desk Software and RFP Evaluation Tool can also be used to document requirements for an RFI.

    Create a demo script:

    Using information from the requirements list, determine which features will be important for the team to see during a demo. Focus on areas where usability is a concern, for example:

    • End-user experience
    • Workflow creation and modification
    • Creating templates
    • Creating service catalog items
    • Knowledgebase

    Evaluate alternative tools, build a shortlist for RFPs, and arrange web demonstrations or evaluation copies

    2.1.7 Identify an alternative tool and build an RFP (optional)

    Participants
    • CIO (optional)
    • Service Desk Manager
    • Service Desk Technician(s)
    • Service Desk Tool Administrator
    What You'll Need
    • Whiteboard or flip chart and markers
    • Service Desk RFP Template

    Evaluate current tool:

    • Investigate to determine if these features are present and just not in use.
    • Contact the vendor if necessary.
    • If enough features are present, determine if additional training is required.
    • If tool is proven to be inadequate, investigate options.

    Consider alternatives:

    Use Info-Tech’s blueprints for further guidance on selecting and implementing an ITSM tool

    1. Select a tool

    Info-Tech regularly evaluates ITSM solution providers and ranks each in terms of functionality and affordability. The results are published in the Enterprise and Mid-Market Service Desk Software Vendor Landscapes.

    2. Implement the tool

    After selecting a solution, follow the Build an ITSM Tool Implementation Plan project to develop an implementation plan to ensure the tool is appropriately designed, installed, and tested and that technicians are sufficiently trained to ensure successful deployment and adoption of the tool.

    Compare your existing service desks with the Consolidate Service Desk Scorecard Tool

    Complete the scorecard tool along with the activities of the next step

    The Consolidate Service Desk Scorecard Tool will allow you to compare metrics and maturity results across your service desks to identify weak and poor performers and processes.

    The purpose of this tool is to organize the data from up to six service desks that are part of a service desk consolidation initiative. Displaying this data in an organized fashion, while offering a robust comparative analysis, should facilitate the process of establishing a new baseline for the consolidated service desk.

    Use the results on tab 4 of the Consolidate Service Desk Assessment Tool. Enter the data from each service desk into tab “2. InfoCards” of the Consolidate Service Desk Scorecard Tool.

    Data from up to six service desks (up to six copies of the assessment tool) can be entered into this tool for comparison.

    Set targets for key metrics to identify high performing service desks

    2.1.8 Use the scorecard tool to set target metrics against which to compare service desks

    Participants
    • CIO or IT Director
    • Service Desk Manager(s)
    What You’ll Need
    • Consolidate Service Desk Scorecard Tool
    1. Review the explanations of the six core metrics identified from the service desk assessment tool. These are detailed on tab 3 of the Consolidate Service Desk Scorecard Tool.
      1. End-user satisfaction
      2. Agent satisfaction
      3. Cost per ticket
      4. Agent utilization rate
      5. First contact resolution rate
      6. First tier resolution rate
    2. For each metric (except agent utilization), define a “worst” and “best” target number. These numbers should be realistic and determined only after some consideration.
    • Service desks scoring at or above the “best” threshold for a particular metric will receive 100% on that metric; while service desks scoring at or below the “worst” threshold for a particular metric will receive 0% on that metric.
    • For agent utilization, only a “best” target number is entered. Service desks hitting this target number exactly will receive 100%, with scores decreasing as a service desk’s agent utilization gets further away from this target.
  • Identify the importance of each metric and vary the values in the “weighting” column accordingly.
  • The values entered on this tab will be used in calculating the overall metric score for each service desk, allowing you to compare the performance of existing service desks against each other and against your target state.

    Review the results of the scorecard to identify best practices

    2.1.9 Discuss the results of the scorecard tool

    Participants
    • CIO or IT Director (optional)
    • Service Desk Manager(s)
    What You'll Need
    • Consolidate Service Desk Scorecard Tool
    1. Facilitate a discussion on the results of the scorecard tool on tabs 4 (Overall Results), 5 (Maturity Results), and 6 (Metrics Results).
    2. Identify the top performing service desks(s) (SD Champions) as identified by the average of their metric and maturity scores.
    3. Identify the top performing service desk by maturity level (tab 5; Level 3 – Integrated or Optimized), paying particular attention to high scorers on process maturity and maturity in incident & service request management.
    4. Identify the top performing service desk by metric score (tab 6), paying particular attention to the metrics that tie into your KPIs.
    5. For those service desks, review their processes and identify what they are doing well to glean best practices.
      1. Incorporate best practices from existing high performing service desks into your target state.
      2. If one service desk is already performing well in all areas, you may choose to model your consolidated service desk after it.

    Document processes and procedures in an SOP

    Define the standard operating procedures for the consolidated service desk

    Develop one set of standard operating procedures to ensure consistent service delivery across locations.

    One set of standard operating procedures for the new service desk is essential for a successful consolidation.

    Info-Tech’s Consolidated Service Desk SOP Template provides a detailed example of documenting procedures for service delivery, roles and responsibilities, escalation and prioritization rules, workflows for incidents and service requests, and resolution targets to help ensure consistent service expectations across locations.

    Use this template as a guide to develop or refine your SOP and define the processes for the consolidated service desk.

    Step 2.2: Assess logistics and cost of consolidation

    Phase 2

    Design consolidation

    2.1 Design target consolidated state

    2.2 Assess logistics and cost

    This step will walk you through the following activities:
    • 2.2.1 Plan logistics for process, technology, and facilities
    • 2.2.2 Plan logistics around resource allocation
    • 2.2.3 Review the results of the Service Desk Efficiency Calculator to refine the business case for the consolidation project
    This step involves the following participants:
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    Step outcomes
    • An understanding and list of tasks to accomplish to ensure all logistical considerations for the consolidation are accounted for
    • An analysis of the impact on staffing and service levels using the Service Desk Efficiency Calculator
    • An assessment of the cost of consolidation and the cost savings of a consolidated service desk using a TCO tool

    The United States Coast Guard’s consolidation saved $20 million in infrastructure and support costs

    CASE STUDY

    Industry: US Coast Guard

    Source: CIO Rear Adm. Robert E. Day, Jr. (retired)

    Challenges

    The US Coast Guard was providing internal IT support for 42,000 members on active duty from 11 distinct regional IT service centers around the US.

    Pain Points

    1. Maintaining 11 disparate IT architectures was costly and time consuming.
    2. Staffing inefficiencies limited the USCG’s global IT service operations to providing IT support from 8am to 4pm.
    3. Individual sites were unable to offload peak volume during heavier call loads to other facilities.
    4. Enforcing adherence to standard delivery processes, procedures, and methods was nearly impossible.
    5. Personnel didn’t have a single point of contact for IT support.
    6. Leadership has limited access to consolidated analytics.

    Outcomes

    • Significant reduction in infrastructure, maintenance, and support costs.
    • Reduced risk through comprehensive disaster recovery.
    • Streamlined processes and procedures improved speed of incident resolution.
    • Increased staffing efficiencies.
    • Deeper analytical insight into service desk performance.

    Admiral Day was the CIO from 2009 to 2014. In 2011, he lead an initiative to consolidate USCG service desks.

    Selecting a new location communicated the national mandate of the consolidated service desk

    Site Selection - Decision Procedures

    • Determine location criteria, including:
      • Access to airports, trains, and highways
      • Workforce availability and education
      • Cost of land, real estate, taxes
      • Building availability Financial incentives
    • Review space requirements (i.e. amount and type of space).
    • Identify potential locations and analyze with defined criteria.
    • Develop cost models for various alternatives.
    • Narrow selection to 2-3 sites. Analyze for fit and costs.
    • Conduct site visits to evaluate each option.
    • Make a choice and arrange for securing the site.
    • Remember to compare the cost to retrofit existing space with the cost of creating a space for the consolidated service desk.

    Key Decision

    Relocating to a new location involved potentially higher implementation costs, which was a significant disadvantage.

    Ultimately, the relocation reinforced the national mandate of the consolidated service desk. The new organization would act as a single point of contact for the support of all 42,000 members of the US Coast Guard.

    "Before our regional desks tended to take on different flavors and processes. Today, users get the same experience whether they’re in Alaska or Maryland by calling one number: (855) CG-FIX IT." – Rear Adm. Robert E. Day, Jr. (retired)

    Plan the logistics of the consolidation to inform the project roadmap and cost assessment

    Before proceeding, validate that the target state is achievable by evaluating the logistics of the consolidation itself.

    A detailed project roadmap will help break down the project into manageable tasks to reach the target state, but there is no value to this if the target state is not achievable or realistic.

    Don’t forget to assess the logistics of the consolidation that can be overlooked during the planning phase:

    • Service desk size
    • Location of the service desk
    • Proximity to company management and facilities
    • Unique applications, platforms, or configurations in each location/region
    • Distribution of end-user population and varying end-user needs
    • Load balancing
    • Call routing across locations
    • Special ergonomic or accessibility requirements by location
    • Language requirements

    Info-Tech Insight

    Language barriers can form significant hurdles or even roadblocks for the consolidation project. Don’t overlook the importance of unique language requirements and ensure the consolidated service desk will be able to support end-user needs.

    Plan logistics for process, technology, and facilities

    2.2.1 Assess logistical and cost considerations around processes, technology, and facilities

    Participants
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    What You'll Need
    • Whiteboard or flip chart and markers
    • Consolidate roadmap
    Document

    Identify tasks that should form part of the roadmap and document in the roadmap tool.

    Identify costs that should be included in the TCO assessment and document in the TCO tool.

    Discuss and identify any logistic and cost considerations that will need to form part of the consolidation plan and roadmap. Examples are highlighted below.

    Logistic considerations

    • Impact of ticket intake process changes on end users
    • Process change impact on SLAs and productivity standards
    • Call routing changes and improvements
    • Workstations and workspace – is there enough and what will it look like for each agent?
    • Physical access to the service desk – will walk-ups be permitted? Is it accessible?
    • Security or authorization requirements for specific agents that may be impacted by relocation
    • Layout and design of new location, if applicable
    • Hardware, platform, network, and server implications
    • Licensing and contract limitations of the service desk tool

    Cost considerations

    • Cost savings from ITSM tool consolidation
    • Cost of new ITSM tool purchase, if applicable
    • Efficiencies gained from process simplification
    • New hardware or software purchases
    • Cost per square foot of new physical location, if applicable

    Develop a staffing plan that leverages the strengths you currently have and supplement where your needs require

    Your staff are your greatest assets; be sensitive to their concerns as you plan the consolidation.

    Keep in mind that if your target state involves reorganization of resources and the creation of resources, there will be additional staffing tasks that should form part of the consolidation plan. These include:

    • Develop job descriptions and reporting relationships
    • Evaluate current competencies Identify training and hiring needs
    • Develop migration strategy (including severance and migration packages)

    If new positions will be created, follow these steps to mitigate risks:

    1. Conduct skills assessments (a skills inventory should have been completed in phase 1)
    2. Re-interview existing staff for open positions before considering hiring outside staff
    3. Hire staff from outside if necessary

    For more guidance on hiring help desk staff, see Info-Tech’s blueprint, Manage Help Desk Staffing.

    Be sensitive to employee concerns.

    Develop guiding principles for the consolidation to ensure that employee satisfaction remains a priority throughout the consolidation.

    Examples include:

    1. Reconcile existing silos and avoid creating new silos
    2. Keep current systems where it makes sense to avoid staff having to learn multiple new systems to do their jobs and to reduce costs
    3. Repurpose staff and allocate according to their knowledge and expertise as much as possible
    4. Remain open and transparent about all changes and communicate change regularly

    Info-Tech Insight

    The most talented employees can be lost in the migration to a consolidated service desk, resulting in organizational loss of core knowledge. Mitigate this risk using measurement strategies, competency modeling, and knowledge sharing to reduce ambiguity and discomfort of affected employees.

    Plan logistics around resource allocation

    2.2.2 Assess logistical and cost considerations around people

    Participants
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    What You’ll Need
    • Whiteboard or flip chart and markers
    • Consolidate roadmap
    Document

    Identify tasks that should form part of the roadmap and document in the roadmap tool.

    Identify costs that should be included in the TCO assessment and document in the TCO tool.

    Discuss and identify any logistic and cost considerations surrounding resources and staffing that will need to form part of the consolidation plan and roadmap. Examples are highlighted below.

    Logistic considerations

    • Specialized training requirements for staff moving to new roles
    • Enablement of knowledge sharing across agents
    • Potential attrition of staff who do not wish to relocate or be reallocated
    • Relocation of staff – will staff have to move and will there be incentives for moving?
    • Skills requirements, recruitment needs, job descriptions, and postings for hiring

    Cost considerations

    • Existing and future salaries for employees
    • Potential attrition of employees
    • Retention costs and salary increases to keep employees
    • Hiring costs
    • Training needs and costs

    Assess impact on staffing with the Service Desk Efficiency Calculator

    How do organizations calculate the staffing implications of a service desk consolidation?

    The Service Desk Efficiency Calculator uses the ITIL Gross Staffing Model to think through the impact of consolidating service desk processes.

    To estimate the impact of the consolidation on staffing levels, estimate what will happen to three variables:

    • Ticket volume
    • Average call resolution
    • Spare capacity

    All things being equal, a reduction in ticket volume (through outsourcing or the implementation of self-serve options, for example), will reduce your staffing requirements (all things being equal). The same goes for a reduction in the average call resolution rate.

    Constraints:

    Spare capacity: Many organizations are motivated to consolidate service desks by potential reductions in staffing costs. However, this is only true if your service desk agents have spare capacity to take on the consolidated ticket volume. If they don’t, you will still need the same number of agents to do the work at the consolidated service desk.

    Agent capabilities: If your agents have specialised skills that you need to maintain the same level of service, you won’t be able to reduce staffing until agents are cross-trained.

    Review the results of the Service Desk Efficiency Calculator to refine the business case for the consolidation project

    2.2.3 Discuss the results of the efficiency calculator in the context of consolidation

    Participants
    • CIO or IT Director
    • Service Desk Manager(s)
    What You’ll Need
    • Completed Service Desk Efficiency Calculator

    The third tab of the Service Desk Efficiency Calculator will quantify:

    • Service Desk Staffing: The impact of different ticket distribution on service desk staffing levels.
    • Service Desk Ticket Resolution Cost: The impact of different ticket distributions on ticket resolution costs.
    • Service Management Efficiency: The business impact of service management initiatives, specifically, the time lost or captured in service management processes relative to an average full-time employee equivalent.

    Facilitate a discussion around the results.

    Evaluate where you are now and where you hope to be. Focus on the efficiency gains expected from the outsourcing project. Review the expected gains in average resolution time, the expected impact on service desk ticket volume, and the associated productivity gains.

    Use this information to refine the business case and project plan for the consolidation, if needed.

    Assess consolidation costs and cost savings to refine the business case

    While cost savings should not be the primary driver of consolidation, they should be a key outcome of the project in order to deliver value.

    Typical cost savings for a service desk consolidation are highlighted below:

    People 10-20% savings (through resource pooling and reallocation)

    Process 5-10% savings (through process simplification and efficiencies gained)

    Technology 10-15% savings (through improved call routing and ITSM tool consolidation)

    Facilities 5-10% savings (through site selection and redesign)

    Cost savings should be balanced against the costs of the consolidation itself (including hiring for consolidation project managers or consultants, moving expenses, legal fees, etc.)

    Evaluate consolidation costs using the TCO Comparison Tool described in the next section.

    Analyze resourcing and budgeting to create a realistic TCO and evaluate the benefits of consolidation

    Use the TCO tool to assess the cost and cost savings of consolidation

    • The tool compares the cost of operating two service desks vs. one consolidated service desk, along with the cost of consolidation.
    • If your consolidation effort involves more than two facilities, then use multiple copies of the tool.
      • E.g. If you are consolidating four service desks (A, B, C, and D) into one service desk (X), then use two copies of the tool. We encourage you to book an analyst call to help you get the most out of this tool and process.

    Service Desk Consolidation TCO Comparison Tool

    Refine the business case and update the executive presentation

    Check in with executives and project sponsor before moving forward with the transition

    Since completing the executive visioning session in step 1.2, you should have completed the following activities:

    • Current state assessment
    • Detailed target state and metrics
    • Gap analysis between current and target state
    • Assessment of logistics and cost of consolidation

    The next step will be to develop a project roadmap to achieve the consolidation vision.

    Before doing this, check back in with the project sponsor and business executives to refine the business case, obtain necessary approvals, and secure buy-in.

    If necessary, add to the executive presentation you completed in step 1.2, copying results of the deliverables you have completed since:

    • Consolidate Service Desk Assessment Tool (current state assessment)
    • Consolidate Service Desk Scorecard Tool
    • Service Desk Consolidation TCO Comparison Tool

    If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

    Book a workshop with our Info-Tech analysts:

    • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
    • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

    The following are sample activities that will be conducted by Info-Tech analysts with your team:

    2.1.3 Brainstorm process requirements for consolidated service desk

    Identify process requirements and desired characteristics for the target consolidated service desk.

    2.1.9 Review the results of the scorecard to identify best practices

    Review the results of the Consolidate Service Desk Scorecard Tool to identify top performing service desks and glean best practices.

    Phase 3

    Plan the Transition

    Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

    Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

    Guided Implementation 3: Plan the transition

    Proposed Time to Completion (in weeks): 2-4

    Step 3.1: Build project roadmap

    Discuss with an analyst:

    • Identify specific initiatives for the consolidation project and evaluate the risks and dependencies for each
    • Plot initiatives on a detailed project roadmap with assigned responsibilities

    Then complete these activities…

    • Break the consolidation project down into specific initiatives
    • Identify and document risks and dependencies
    • Plot your initiatives onto a detailed project roadmap
    • Select transition date for consolidation

    With these tools & templates:

    Service Desk Consolidation Roadmap

    Step 3.2: Communicate the change

    Discuss with an analyst:

    • Identify the goals of communication, then develop a communications plan with targeted messaging for each stakeholder group to achieve those goals
    • Brainstorm potential objections and questions as well as responses to each

    Then complete these activities…

    • Build the communications delivery plan
    • Brainstorm potential objections and questions and prepare responses
    • Complete the news bulletin to distribute to your end users

    With these tools & templates:

    Service Desk Consolidation Communications and Training Plan Template

    Service Desk Consolidation News Bulletin & FAQ Template

    Phase 3 Results:
    • A detailed project roadmap toward consolidation and a communications plan to ensure stakeholders are on board

    Step 3.1: Build the project roadmap

    Phase 3

    Plan the consolidation

    3.1 Build the project roadmap

    3.2 Communicate the change

    This step will walk you through the following activities:
    • 3.1.1 Break the consolidation project down into a series of specific initiatives
    • 3.1.2 Identify and document risks and dependencies
    • 3.1.3 Plot your initiatives onto a detailed project roadmap
    • 3.1.4 Select transition date based on business cycles
    This step involves the following participants:
    • CIO
    • IT Directors
    • Service Desk Managers
    • Consolidation Project Manager
    • Service Desk Technicians
    Step outcomes

    A detailed roadmap to migrate to a single, consolidated service desk, including:

    • A breakdown of specific tasks groups by people, process, and technology
    • Identified risks and dependencies for each task
    • A timeline for completion of each task and the overall consolidation
    • Assigned responsibility for task completion

    Failure to engage stakeholders led to the failure of a large healthcare organization’s consolidation

    CASE STUDY

    Industry: Healthcare

    Source: Organizational insider

    A large US healthcare facilities organization implemented a service desk consolidation initiative in early 2013. Only 18 months later, they reluctantly decided to return to their previous service desk model.

    Why did this consolidation effort fail?

    1. Management failed to communicate the changes to service-level staff, leading to agent confusion and pushback. Initially, each desk became part of the other’s overflow queue with no mention of the consolidation effort. Next, the independent desks began to share a basic request queue. Finally, there was a complete virtual consolidation – which came as a shock to service agents.
    2. The processes and workflows of the original service desks were not integrated, requiring service agents to consult different processes and use different workflows when engaging with end users from different facilities, even though all calls were part of the same queue.
    3. Staff at the different service centers did not have a consistent level of expertise or technical ability, even though they all became part of the same queue. This led to a perceived drop in end-user satisfaction – end users were used to getting a certain level of service and were suddenly confronted with less experienced agents.

    Before Consolidation

    Two disparate service desks:

    • With distinct geographic locations.
    • Servicing several healthcare facilities in their respective regions.
    • With distinct staff, end users, processes, and workflows.

    After Consolidation

    One virtually-consolidated service desk servicing many facilities spread geographically over two distinct locations.

    The main feature of the new virtual service desk was a single, pooled ticket queue drawn from all the end users and facilities in the new geographic regions.

    Break the consolidation project down into a series of specific initiatives

    3.1.1 Create a list of specific tasks that will form the consolidation project

    Participants
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    What You’ll Need
    • Whiteboard and markers
    • List of prioritized target state requirements
    • Consolidation roadmap
    Document

    Document the list of initiatives in the Service Desk Consolidation Roadmap.

    In order to translate your newly made decisions regarding the target state and logistical considerations into a successful consolidation strategy, create an exhaustive list of all the steps and sub-steps that will lead you from your current state to your target state.

    Use the next few steps to finish brainstorming the initiative list, identify risks and dependencies, and construct a detailed timeline populated with specific project steps.

    Instructions

    Start with the list you have been curating throughout the current and future state assessments. If you are completing this project as a workshop, add to the initiative list you have been developing on the whiteboard.

    Try to organize your initiatives into groups of related tasks. Begin arranging your initiatives into people, process, technology, or other categories.

    Whiteboard People Process Technology Other

    Evaluate the impact of potential risks and develop a backup plan for high risk initiatives

    A service desk consolidation has a high potential for risks. Have a backup plan prepared for when events don’t go as planned.

    • A consolidation project requires careful planning as it is high risk and not performed often.
    • Apply the same due diligence to the consolidation plan as you do in preparing your disaster recovery plan. Establish predetermined resolutions to realistic risks so that the team can think of solutions quickly during the consolidation.

    Potential Sources of Risk

    • Service desk tool or phone line downtime prevents ability to submit tickets
    • Unable to meet SLAs through the transition
    • Equipment failure or damage through the physical move
    • Lost data through tool migration
    • Lost knowledge from employee attrition
    Risk - degree of impact if activities do not go as planned High

    A – High Risk, Low Frequency

    Tasks that are rarely done and are high risk. Focus attention here with careful planning (e.g. consolidation)

    B – High Risk, High Frequency

    Tasks that are performed regularly and must be watched closely each time (e.g. security authorizations)

    C – Low Risk, Low Frequency

    Tasks that are performed regularly with limited impact or risk (e.g. server upgrades)

    D – Low Risk, High Frequency

    Tasks that are done all the time and are not risky (e.g. password resets)

    Low High
    Frequency - how often the activity has been performed

    Service desk consolidations fit in category A

    Identify risks for people, processes, tools, or data to ensure the project plan will include appropriate mitigations

    Each element of the consolidation has an inherent risk associated with it as the daily service flow is interrupted. Prepare in advance by anticipating these risks.

    The project manager, service desk managers, and subject matter experts (SMEs) of different areas, departments, or locations should identify risks for each of the processes, tools, resource groups (people), and any data exchanges and moves that will be part of the project or impacted by the project.

    Process - For each process, validate that workflows can remain intact throughout the consolidation project. If any gaps may occur in the process flows, develop a plan to be implemented in parallel with the consolidation to ensure service isn’t interrupted.

    Technology - For a tool consolidation, upgrade, or replacement, verify that there is a plan in place to ensure continuation of service delivery processes throughout the change.

    Make a plan for if and how data from the old tool(s) will be migrated to the new tool, and how the new tool will be installed and configured.

    People - For movement of staff, particularly with termination, identify any risks that may occur and involve your HR and legal departments to ensure all movement is compliant with larger processes within the organization.

    Info-Tech Insight

    Don’t overlook the little things. Sometimes the most minor-seeming components of the consolidation can cause the greatest difficulty. For example, don’t assume that the service desk phone number can simply roll over to a new location and support the call load of a combined service desk. Verify it.

    Identify and document risks and dependencies

    3.1.2 Risks, challenges, and dependencies exercise - Estimated Time: 60 minutes

    Participants
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    • SMEs
    What You'll Need
    • Whiteboard and markers
    • List of initiatives identified in previous activities
    • Consolidation roadmap
    Document

    Use the outcome of this activity to complete your consolidation roadmap.

    Instructions
    • Document risks and challenges, as well as dependencies associated with the initiatives identified earlier, using a different color sticky note from your initiatives.
    • See example below.
    Combine Related Initiatives
    • Look for initiatives that are highly similar, dependent on each other, or occurring at the same time. Consolidate these initiatives into a single initiative with several sub-steps in order to better organize your roadmap and reduce redundancy.
    • Create hierarchies for dependent initiatives that could affect the scheduling of initiatives on a roadmap, and reorganize the whiteboard where necessary.
    Optional:
    • Use a scoring method to categorize risks. E.g.:
      • High: will stop or delay operations, radically increase cost, or significantly reduce consolidation benefits
      • Medium: would cause some delay, cost increase, or performance shortfall, but would not threaten project viability
      • Low: could impact the project to a limited extent, causing minor delays or cost increases
    • Develop contingency plans for high risks or adjust to avoid the problem entirely
    Implement new ISTM tool:
    • Need to transition from existing tools
    • Users must be trained
    • Data and open tickets must be migrated

    Plot your initiatives onto a detailed project roadmap

    3.1.3 Estimated Time: 45 minutes

    Participants
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    Document

    Document your initiatives on tab 2 of the Service Desk Consolidation Roadmap or map it out on a whiteboard.

    Determine the sequence of initiatives, identify milestones, and assign dates.
    • The purpose of this exercise is to define a timeline and commit to initiatives to reach your goals.
    • Determine the order in which previously identified consolidation initiatives will be implemented, document previously identified risks and dependencies, assign ownership for each task, and assign dates for pilots and launch.

    Select transition date based on business cycles

    3.1.4

    Participants
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    What You'll Need
    • Consolidation roadmap
    Document

    Adjust initiatives in the consolidation roadmap if necessary.

    The transition date will be used in communications in the next step.

    1. Review the initiatives in the roadmap and the resulting sunshine diagram on tab 3.
    2. Verify that the initiatives will be possible within the determined time frame and adjust if necessary.
    3. Based on the results of the roadmap, select a target transition date for the consolidation by determining:
      1. Whether there are dates when a major effort of this kind should not be scheduled.
      2. Whether there are merger and acquisition requirements that dictate a specific date for the service desk merger.
    4. Select multiple measurable checkpoints to alert the team that something is awry and mitigate risks.
    5. Verify that stakeholders are aware of the risks and the proposed steps necessary to mitigate them, and assign the necessary resources to them.
    6. Document or adjust the target transition date in the roadmap.

    Info-Tech Insight

    Consolidating service desks doesn’t have to be done in one shot, replacing all your help desks, tools, and moving staff all at the same time. You can take a phased approach to consolidating, moving one location, department, or tool at a time to ease the transition.

    Step 3.2: Communicate the change

    Phase 3

    Design consolidation

    3.1 Build the project roadmap

    3.2 Communicate the change

    This step will walk you through the following activities:
    • 3.2.1 Build the communications delivery plan
    • 3.2.2 Brainstorm potential objections and questions and prepare responses
    This step involves the following participants:
    • IT Director
    • Project Manager
    • Service Desk Manager(s)
    • Service Desk Agents
    Step outcomes
    • A detailed communications plan with key messages, delivery timeline, and spokesperson responsibility for each key stakeholder audience
    • A set of agreed-upon responses to anticipated objections and questions to ensure consistent message delivery
    • A news bulletin and list of FAQs to distribute to end users to prepare them for the change

    Create your communication plan with everyone in mind, from the CIO to end users

    CASE STUDY

    Industry: Higher Education

    Source: Oxford University, IT Services

    Oxford implemented extremely innovative initiatives as part of its robust communications plan.

    ITS ran a one-day ITSM “business simulation” for the CIO and direct reports, increasing executive buy-in.

    The business simulation was incredibly effective as a way of getting management buy-in – it really showed what we are driving at. It’s a way of making it real, bringing people on board. ” – John Ireland, Director of Customer Service

    Detailed use cases were envisioned referencing particular ITIL processes as the backbone of the process framework.

    The use cases were very helpful, they were used […] in getting a broad engagement from teams across our department and getting buy-in from the distributed IT staff who we work with across the wider University. ” – John Ireland, Director of Customer Service

    The Oxford ITS SDCP blog was accessible to everyone.

    • Oxford’s SDCP blog acted as a project touchstone not only to communicate updates quickly, but also to collect feedback, enable collaboration, and set a project tone.
    • An informal tone and accessible format facilitated the difficult cultural shifts required of the consolidation effort.

    We in the project team would love to hear your view on this project and service management in general, so please feel free to comment on this blog post, contact us using the project email address […] or, for further information visit the project SharePoint site […] ” – Oxford ITS SDCP blog post

    Plan for targeted and timely communications to all stakeholders

    Develop a plan to keep all affected stakeholders informed about the changes consolidation will bring, and more importantly, how they will affect them.

    All stakeholders must be kept informed of the project plan and status as the consolidation progresses.
    • Management requires frequent communication with the core project group to evaluate the success of the project in meeting its goals.
    • End users should be informed about changes that are happening and how these changes will affect them.

    A communications plan should address three elements:

    1. The audience and their communication needs
    2. The most effective means of communicating with this audience
    3. Who should deliver the message

    Goals of communication:

    1. Create awareness and understanding of the consolidation and what it means for each role, department, or user group
    2. Gain commitment to the change from all stakeholders
    3. Reduce and address any concerns about the consolidation and be transparent in responding to any questions
    4. Communicate potential risks and mitigation plan
    5. Set expectations for service levels throughout and after the consolidation

    Plan the method of delivery for your communications carefully

    Plan the message, test it with a small audience, then deliver to your employees and stakeholders in person to avoid message avoidance or confusion.

    Message Format

    Email and Newsletters

    Email and newsletters are convenient and can be transmitted to large audiences easily, but most users are inundated with email already and may not notice or read the message.

    • Use email to make large announcements or invite people to meetings but not as the sole medium of communication.

    Face-to-Face Communication

    Face-to-face communication helps to ensure that users are receiving and understanding a clear message, and allows them to voice their concerns and clarify any confusion or questions.

    • Use one-on-ones for key stakeholders and team meetings for groups.

    Internal Website/Drive

    Internal sites help sustain change by making knowledge available after the consolidation, but won’t be retained beforehand.

    • Use for storing policies, how-to-guides, and SOPs.
    Message Delivery
    1. Plan your message
      1. Emphasize what the audience really needs to know, that is, how the change will impact them.
    2. Test your message
      1. Run focus groups or test your communications with a small audience (2-3 people) first to get feedback and adjust messages before delivering them more broadly.
    3. Deliver and repeat your message
      1. “Tell them what you’re going to tell them, then tell them, then tell them what you told them.”
    4. Gather feedback and evaluate communications
      1. Evaluate the effectiveness of the communications (through surveys, focus groups, stakeholder interviews, or metrics) to ensure the message was delivered and received successfully and communication goals were met.

    Address the specific concerns of the business vs. employees

    Focus on alleviating concerns from both sides of the communication equation: the business units and employees.

    Business units:

    Be attentive to the concerns of business unit management about loss of power. Appease worries about the potential risk of reduced service quality and support responsiveness that may have been experienced in prior corporate consolidation efforts.

    Make the value of the consolidation clear, and involve business unit management in the organizational change process.

    Focus on producing a customer-focused consolidated service desk. It will assuage fears over the loss of control and influence. Business units may be relinquishing control of their service desk, but they should retain the same level of influence.

    Employees:

    Employees are often fearful of the impact of a consolidation on their jobs. These fears should be addressed and alleviated as soon as possible.

    Design a communication plan outlining the changes and the reasons motivating it.

    Put support programs in place for displaced and surviving employees.

    Motivate employees during the transition and increase employee involvement in the change.

    Educate and train employees who make the transition to the new structure and new job demands.

    Info-Tech Insight

    Know your audience. Be wary of using technical jargon or acronyms that may seem like common knowledge within your department but would not be part of the vocabulary of non-technical audiences. Ensure your communications are suitable for the audience. If you need to use jargon or acronyms, explain what you mean.

    Build the communications delivery plan

    3.2.1 Develop a plan to deliver targeted messages to key stakeholder groups

    Participants
    • CIO or IT Director
    • Project Manager
    • Service Desk Manager(s)
    What You'll Need
    • Communications plan template
    • Whiteboard and markers
    Document

    Document your decisions in the communications plan template

    1. Define the goals of the communications in section 1 of the Service Desk Consolidation Communications and Training Plan Template.
    2. Determine when communication milestones/activities need to be delivered by completing the Communications Schedule in section 2.
    3. Determine the key stakeholder groups or audiences to whom you will need to deliver communications.
    4. Identify the content of the key messages that need to be delivered and select the most appropriate delivery method for each (i.e. email, team meeting, individual meetings). Designate who will be responsible for delivering the messages.
    5. Document a plan for gathering feedback and evaluating the effectiveness of the communications in section 5 (i.e. stakeholder interviews and surveys).

    Section 4 of the communications plan on objections and question handling will be completed in activity 3.2.2.

    Optional Activity

    If you completed the Stakeholder Engagement Workbook in step 1.1, you may also complete the Communications tab in that workbook to further develop your plan to engage stakeholders.

    Effectively manage the consolidation by implementing change management processes

    Implement change management processes to ensure that the consolidation runs smoothly with limited impact on IT infrastructure.

    Communicate and track changes: Identify and communicate changes to all stakeholders affected by the change to ensure they are aware of any downtime and can plan their own activities accordingly.

    Isolate testing: Test changes within a safe non-production environment to eliminate the risk of system outages that result from defects discovered during testing.

    Document back-out plans: Documented back-out/backup plans enable quick recovery in the event that the change fails.

    The image is a horizontal bar graph, titled Unplanned downtime due to change versus change management maturity. The graph shows that for a Change Management Maturity that is Informal, the % Experiencing Unplanned Downtime due to Failed Change is 41%; for Defined, it is 25%; and for Optimized, it is 19%.

    Organizations that have more mature and defined change management processes experience less unplanned downtime when implementing change across the organization.

    Sustain changes by adapting people, processes, and technologies to accept the transition

    Verify that people, process, and technologies are prepared for the consolidation before going live with the transition.

    What?

    1. Adapt people to the change

    • Add/change roles and responsibilities.
    • Move people to different roles/teams.
    • Change compensation and incentive structures to reinforce new goals, if applicable.

    2. Adapt processes to the change

    • Add/change supporting processes.
    • Eliminate or consolidate legacy processes.
    • Add/change standard operating procedures.

    3. Adapt technologies to the change

    • Add/change/update supporting technologies.
    • Eliminate or consolidate legacy technologies
    How? Work with HR on any changes involving job design, personnel changes, or compensation. Work with enterprise architects or business analysts to manage significant changes to processes that may impact the business and service levels.

    See Info-Tech’s Optimize the Change Management Processblueprint to use a disciplined change control process for technology changes.

    Info-Tech Insight

    Organizational change management (OCM) is widely recognized as a key component of project success, yet many organizations struggle to get adoption for new tools, policies, and procedures. Use Info-Tech’s blueprint on driving organizational change to develop a strategy and toolkit to achieve project success.

    Manage people by addressing their specific concerns based on their attitude toward change

    Avoid high turnover and resistance to change by engaging both the enthusiasts and the skeptics with targeted messaging.

    • Clearly articulate and strongly champion the changes that will result from the consolidation for those willing to adapt to the change.
    • Make change management practices integral to the entire project.
    • Provide training workshops on new processes, new goals or metrics, new technologies and tools, and teamwork as early as possible after consolidation.
    1. Enthusiasts - Empower them to stay motivated and promote the change
    2. Fence-Sitters/Indifferent - Continually motivate them by example but give them time to adapt to the change
    3. Skeptics - Engage them early and address their concerns and doubts to convert them to enthusiasts
    4. Saboteurs - Prevent them from spreading dissent and rumors, thus undermining the project, by counteracting negative claims early

    Leverage the Stakeholder Engagement Workbook from step 1.1 as well as Info-Tech’s blueprint on driving organizational change for more tactics on change management, particularly managing and engaging various personas.

    Prepare ahead of time for questions that various stakeholder groups may have

    Anticipate questions that will arise about the consolidation so you can prepare and distribute responses to frequently asked questions. Sample questions from various stakeholders are provided below.

    General
    1. Why is the organization moving to a consolidated service desk?
    2. Where is the consolidated service desk going to be located?
    3. Are all or only some service desks consolidating?
    4. When is the consolidation happening?
    5. What are the anticipated benefits of consolidation?

    Business

    1. What is the budget for the project?
    2. What are the anticipated cost savings and return on investment?
    3. When will the proposed savings be realized?
    4. Will there be job losses from the consolidation and when will these occur?
    5. Will the organization subsidize moving costs?

    Employees

    1. Will my job function be changing?
    2. Will my job location be changing?
    3. What will happen if I can’t relocate?
    4. Will my pay and benefits be the same?
    5. Will reporting relationships change?
    6. Will performance expectations and metrics change?

    End Users

    1. How do I get help with IT issues?
    2. How do I submit a ticket?
    3. How will I be notified of ticket status, outages?
    4. Where will the physical service desk be located?
    5. Will I be able to get help in my language?
    6. Will there be changes for levels of service?

    Brainstorm likely objections/questions to prepare responses

    3.2.2 Prepare responses to likely questions to ensure consistent messaging

    Participants
    • IT Director
    • Project Manager
    • Service Desk Manager(s)
    • Service Desk Agents
    Document

    Document your questions and responses in section 4 of the communications plan template. This should be continually updated.

    1. Brainstorm anticipated objections and questions you may hear from various stakeholder groups: service desk employees, end users, and management or executives.
    2. For each objection or question, prepare a response that will be delivered to ensure consistent messaging. Use a table like the example below.
    Group Objection/Question Response
    Service desk staff I’m comfortable with the service desk tool we’ve been using here and won’t know how to use the new one. We carefully evaluated the new solution against our requirements and selected it as the one that will provide the best service to our users and be user friendly. We tested the solution through user-acceptance testing to ensure staff will be comfortable using it, and we will provide comprehensive training to all users of the tool before launching it.
    End user I’m used to going to my favorite technician for help. How will I get service now? We are initiating a single point of contact so that you will know exactly where to go to get help quickly and easily, so that we can more quickly escalate your issue to the appropriate technician, and so that we can resolve it and notify you as soon as possible. This will make our service more effective and efficient than you having to find one individual who may be tied up with other work or unavailable.

    Keep the following in mind when formulating your responses:

    • Lead with the benefits
    • Be transparent and honest
    • Avoid acronyms, jargon, and technical terms
    • Appeal to both emotion and reason
    • Be concise and straightforward
    • Don’t be afraid to be repetitive; people need repetition to remember the message
    • Use concrete facts and images wherever possible

    Complete the Service Desk Consolidation News Bulletin & FAQ Template to distribute to your end users

    Customize the template or use as a guide to develop your own

    The Service Desk Consolidation News Bulletin & FAQ Template is intended to be an example that you can follow or modify for your own organization. It provides a summary of how the consolidation project will change how end users interact with the service desk.

    1. What the change means to end users
    2. When they should contact the service desk (examples)
    3. How to contact the service desk (include all means of contact and ticket submission)
    4. Answers to questions they may have
    5. Links to more information

    The bulletin is targeted for mass distribution to end users. A similar letter may be developed for service desk staff, though face-to-face communication is recommended.

    Instructions:

    1. Use the template as a guide to develop your own FAQ news bulletin and adjust any sections or wording as you see fit.
    2. You may wish to develop separate letters for each location, referring more specifically to their location and where the new service desk will be located.
    3. Save the file as a PDF for print or email distribution at the time determined in your communications plan.

    Keeping people a priority throughout the project ensured success

    CASE STUDY

    Industry: Higher Education

    Source: Oxford University, IT Services

    Oxford’s new consolidated service desk went live April 20, 2015.

    They moved from 3 distinct tools and 5 disparate help desks to a single service desk with one robust ITSM solution, all grounded by a unified set of processes and an integrated workflow.

    The success of this project hinged upon:

    • A bold vision, formulated early and in collaboration with all stakeholders.
    • Willingness to take time to understand the unique perspective of each role and help desk, then carefully studying existing processes and workflows to build upon what works.
    • Constant collaboration, communication, and the desire to listen to feedback from all interested parties.

    "We have had a few teething issues to deal with, but overall this has been a very smooth transition given the scale of it." – ICTF Trinity Term 2015 IT Services Report

    Beyond the initial consolidation.
    • Over the summer of 2015, ITS moved to full 24/7 support coverage.
    • Oxford’s ongoing proposition with regard to support services is to extend the new consolidated service desk beyond its current IT role:
      • Academic Admissions
      • Case Management
      • IT Purchasing
    • To gradually integrate those IT departments/colleges/faculties that remain independent at the present time.
    • Info-Tech can facilitate these goals in your organization with our research blueprint, Extend the Service Desk to Enterprise.

    If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

    Book a workshop with our Info-Tech analysts:

    • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
    • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

    The following are sample activities that will be conducted by Info-Tech analysts with your team:

    3.1.1 Break the consolidation project down into a series of specific initiatives

    Create a list of specific tasks that will form the consolidation project on sticky notes and organize into people, process, technology, and other categories to inform the roadmap.

    3.2.2 Brainstorm likely objections/questions to prepare responses

    Brainstorm anticipated questions and objections that will arise from various stakeholder groups and prepare consistent responses to each.

    Related Info-Tech research

    Standardize the Service Desk - Provide timely and effective responses to user requests and resolutions of all incidents.

    Extend the Service Desk to the Enterprise - Position IT as an innovator.

    Build a Continual Improvement Plan for the Service Desk - Teach your old service desk new tricks.

    Adopt Lean IT to Streamline the Service Desk - Turn your service desk into a Lean, keen, value-creating machine.

    Vendor Landscape: Enterprise Service Desk Software - Move past tickets to proactive, integrated service.

    Vendor Landscape: Mid-Market Service Desk Software - Ensure the productivity of the help desk with the right platform.

    Build an ITSM Tool Implementation Plan - Nail your ITSM tool implementation from the outset.

    Drive Organizational Change from the PMO - Don’t let bad change happen to good projects.

    Research contributors and experts

    Stacey Keener - IT Manager for the Human Health and Performance Directorate, Johnson Space Center, NASA

    Umar Reed - Director of IT Support Services US Denton US LLP

    Maurice Pryce - IT Manager City of Roswell, Georgia

    Ian Goodhart - Senior Business Analyst Allegis Group

    Gerry Veugelaers - Service Delivery Manager New Zealand Defence Force

    Alisa Salley Rogers - Senior Service Desk Analyst HCA IT&S Central/West Texas Division

    Eddie Vidal - IS Service Desk Managers University of Miami

    John Conklin - Chief Information Officer Helen of Troy LP

    Russ Coles - Senior Manager, Computer Applications York Region District Schoolboard

    John Seddon - Principal Vanguard Consulting

    Ryan van Biljon - Director, Technical Services Samanage

    Rear Admiral Robert E. Day Jr. (ret.) - Chief Information Officer United States Coast Guard

    George Bartha - Manager of Information Technology Unifrax

    Peter Hubbard - IT Service Management Consultant Pink Elephant

    Andre Gaudreau - Manager of School Technology Operations York Region District School Board

    Craig Nekola - Manager, Information Technology Anoka County

    Bibliography and Further Reading

    Hoen, Jim. “The Single Point of Contact: Driving Support Process Improvements with a Consolidated IT Help-Desk Approach.” TechTeam Global Inc. September 2005.

    Hubbard, Peter. “Leading University embarks on IT transformation programme to deliver improved levels of service excellence.” Pink Elephant. http://pinkelephant.co.uk/about/case-studies/service-management-case-study/

    IBM Global Services. “Service Desk: Consolidation, Relocation, Status Quo.” IBM. June 2005.

    Keener, Stacey. “Help Desks: a Problem of Astronomical Proportions.” Government CIO Magazine. 1 February 2015.

    McKaughan, Jeff. “Efficiency Driver.” U.S. Coast Guard Forum Jul. 2013. Web. http://www.intergraphgovsolutions.com/documents/CoastGuardForumJuly2013.pdf

    Numara Footprints. “The Top 10 Reasons for Implementing a Consolidated Service Desk.” Numara Software.

    Roy, Gerry, and Frederieke Winkler Prins. “How to Improve Service Quality through Service Desk Consolidation.” BMC Software.

    Smith, Andrew. “The Consolidated Service Desk – An Achievable Goal?” The Service Desk Institute.

    Wolfe, Brandon. “Is it Time for IT Service Desk Consolidation?” Samanage. 4 August 2015.

    Deliver Digital Products at Scale

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    • Parent Category Name: Development
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    • Products are the lifeblood of an organization. They provide the capabilities the business needs to deliver value to both internal and external customers and stakeholders.
    • Product organizations are expected to continually deliver evolving value to the overall organization as they grow.
    • You need to clearly convey the direction and strategy of a broad product portfolio to gain alignment, support, and funding from your organization.

    Our Advice

    Critical Insight

    • Product delivery requires significant shifts in the way you complete development work and deliver value to your users. Make the changes that improve end-user value and enterprise alignment.
    • Your organizational goals and strategy are achieved through capabilities that deliver value. Your product hierarchy is the mechanism to translate enterprise goals, priorities, and constraints down to the product level where changes can be made.
    • Recognize that each product owner represents one of three primary perspectives: business, technical, and operational. Although all share the same capabilities, how they approach their responsibilities is influenced by their perspective.
    • The quality of your product backlog – and your ability to realize business value from your delivery pipeline – is directly related to the input, content, and prioritization of items in your product roadmap.
    • Your product family roadmap and product roadmap tell different stories. The product family roadmap represents the overall connection of products to the enterprise strategy, while the product roadmap focuses on the fulfillment of the product’s vision.
    • Although products can be delivered with any software development lifecycle, methodology, delivery team structure, or organizational design, high-performing product teams optimize their structure to fit the needs of product and product family delivery.

    Impact and Result

    • Understand the importance of product families for scaling product delivery.
    • Define products in your context and organize products into operational families.
    • Use product family roadmaps to align product roadmaps to enterprise goals and priorities.
    • Evaluate the different approaches to improve your product family delivery pipelines and milestones.

    Deliver Digital Products at Scale Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should define enterprise product families to scale your product delivery capability, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Become a product-centric organization

    Define products in your organization’s context and explore product families as a way to organize products at scale.

    • Deliver Digital Products at Scale – Phase 1: Become a Product-Centric Organization
    • Deliver Digital Products at Scale Workbook
    • Digital Product Family Strategy Playbook

    2. Organize products into product families

    Identify an approach to group the inventory of products into one or more product families.

    • Deliver Digital Products at Scale – Phase 2: Organize Products Into Product Families

    3. Ensure alignment between products and families

    Confirm alignment between your products and product families via the product family roadmap and a shared definition of delivered value.

    • Deliver Digital Products at Scale – Phase 3: Ensure Alignment Between Products and Families

    4. Bridge the gap between product families and delivery

    Agree on a delivery approach that best aligns with your product families.

    • Deliver Digital Products at Scale – Phase 4: Bridge the Gap Between Product Families and Delivery
    • Deliver Digital Products at Scale Readiness Assessment

    5. Build your transformation roadmap and communication plan

    Define your communication plan and transformation roadmap for transitioning to delivering products at the scale of your organization.

    • Deliver Digital Products at Scale – Phase 5: Transformation Roadmap and Communication

    Infographic

    Workshop: Deliver Digital Products at Scale

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Become a Product-Centric Organization

    The Purpose

    Define products in your organization’s context and explore product families as a way to organize products at scale.

    Key Benefits Achieved

    An understanding of the case for product practices

    A concise definition of products and product families

    Activities

    1.1 Understand your organizational factors driving product-centric delivery.

    1.2 Establish your organization’s product inventory.

    1.3 Determine your approach to scale product families.

    Outputs

    Organizational drivers and goals for a product-centric delivery

    Definition of product

    Product scaling principles

    Scaling approach and direction

    Pilot list of products to scale

    2 Organize Products Into Product Families

    The Purpose

    Identify a suitable approach to group the inventory of products into one or more product families.

    Key Benefits Achieved

    A scaling approach for products that fits your organization

    Activities

    2.1 Define your product families.

    Outputs

    Product family mapping

    Enabling applications

    Dependent applications

    Product family canvas

    3 Ensure Alignment Between Products and Families

    The Purpose

    Confirm alignment between your products and product families via the product family roadmap and a shared definition of delivered value.

    Key Benefits Achieved

    Recognition of the product family roadmap and a shared definition of value as key concepts to maintain alignment between your products and product families

    Activities

    3.1 Leverage product family roadmaps.

    3.2 Use stakeholder management to improve roadmap communication.

    3.3 Configure your product family roadmaps.

    3.4 Confirm product family to product alignment.

    Outputs

    Current approach for communication of product family strategy

    List of product family stakeholders and a prioritization plan for communication

    Defined key pieces of a product family roadmap

    An approach to confirming alignment between products and product families through a shared definition of business value

    4 Bridge the Gap Between Product Families and Delivery

    The Purpose

    Agree on the delivery approach that best aligns with your product families.

    Key Benefits Achieved

    An understanding of the team configuration and operating model required to deliver value through your product families

    Activities

    4.1 Assess your organization’s delivery readiness.

    4.2 Understand your delivery options.

    4.3 Determine your operating model.

    4.4 Identify how to fund product delivery.

    4.5 Learn how to introduce your digital product family strategy.

    4.6 Communicate changes on updates to your strategy.

    4.7 Determine your next steps.

    Outputs

    Assessment results on your organization’s delivery maturity

    A preferred approach to structuring product delivery

    Your preferred operating model for delivering product families

    Understanding of your preferred approach for product family funding

    Product family transformation roadmap

    Your plan for communicating your roadmap

    List of actionable next steps to start on your journey

    5 Advisory: Next Steps and Wrap-Up (offsite)

    The Purpose

    Implement your communication plan and transformation roadmap for transitioning to delivering products at the scale of your organization.

    Key Benefits Achieved

    New product family organization and supporting product delivery approach

    Activities

    5.1 Execute communication plan and product family changes.

    5.2 Review the pilot family implementation and update the transformation roadmap.

    5.3 Begin advisory calls for related blueprints.

    Outputs

    Organizational communication of product families and product family roadmaps

    Product family implementation and updated transformation roadmap

    Support for product owners, backlog and roadmap management, and other topics

    Further reading

    Deliver Digital Products at Scale

    Deliver value at the scale of your organization through defining enterprise product families.

    Analyst Perspective

    Product families align enterprise goals to product changes and value realization.

    A picture of Info-Tech analyst Banu Raghuraman. A picture of Info-Tech analyst Ari Glaizel. A picture of Info-Tech analyst Hans Eckman

    Our world is changing faster than ever, and the need for business agility continues to grow. Organizations are shifting from long-term project delivery to smaller, iterative product delivery models to be able to embrace change and respond to challenges and opportunities faster.

    Unfortunately, many organizations focus on product delivery at the tactical level. Product teams may be individually successful, but how well are their changes aligned to division and enterprise goals and priorities?

    Grouping products into operationally aligned families is key to delivering the right value to the right stakeholders at the right time.

    Product families translate enterprise goals, constraints, and priorities down to the individual product level so product owners can make better decisions and more effectively manage their roadmaps and backlogs. By scaling products into families and using product family roadmaps to align product roadmaps, product owners can deliver the capabilities that allow organizations to reach their goals.

    In this blueprint, we’ll provide the tools and guidance to help you define what “product” means to your organization, use scaling patterns to build product families, align product and product family roadmaps, and identify impacts to your delivery and organizational design models.

    Banu Raghuraman, Ari Glaizel, and Hans Eckman

    Applications Practice

    Info-Tech Research Group

    Deliver Digital Products at Scale

    Deliver value at the scale of your organization through defining enterprise product families.

    EXECUTIVE BRIEF

    Executive Summary

    Your Challenge

    • Products are the lifeblood of an organization. They deliver the capabilities needed to deliver value to customers, internal users, and stakeholders.
    • The shift to becoming a product organization is intended to continually increase the value you provide to the broader organization as you grow and evolve.
    • You need to clearly convey the direction and strategy of your product portfolio to gain alignment, support, and funding from your organization.

    Common Obstacles

    • IT organizations are traditionally organized to deliver initiatives in specific periods of time. This conflicts with product delivery, which continuously delivers value over the lifetime of a product.
    • Delivering multiple products together creates additional challenges because each product has its own pedigree, history, and goals.
    • Product owners struggle to prioritize changes to deliver product value. This creates a gap and conflict between product and enterprise goals.

    Info-Tech’s Approach

    Info-Tech’s approach will guide you through:

    • Understanding the importance of product families in scaling product delivery.
    • Defining products in your context and organizing products into operational families.
    • Using product family roadmaps to align product roadmaps to enterprise goals and priorities.
    • Evaluating the different approaches to improve your product family delivery pipelines and milestones.

    Info-Tech Insight

    Changes can only be made at the individual product or service level. To achieve enterprise goals and priorities, organizations needed to organize and scale products into operational families. This structure allows product managers to translate goals and constraints to the product level and allows product owners to deliver changes that support enabling capabilities. In this blueprint, we’ll help you define your products, scale them using the best patterns, and align your roadmaps and delivery models to improve throughput and value delivery.

    Info-Tech’s approach

    Operationally align product delivery to enterprise goals

    A flowchart is shown on how to operationally align product delivery to enterprise goals.

    The Info-Tech difference:

    1. Start by piloting product families to determine which approaches work best for your organization.
    2. Create a common definition of what a product is and identify products in your inventory.
    3. Use scaling patterns to build operationally aligned product families.
    4. Develop a roadmap strategy to align families and products to enterprise goals and priorities.
    5. Use products and families to evaluate delivery and organizational design improvements.

    Deliver Digital Products at Scale via Enterprise Product Families

    An infographic on the Enterprise Product Families is shown.

    Product does not mean the same thing to everyone

    Do not expect a universal definition of products.

    Every organization and industry has a different definition of what a product is. Organizations structure their people, processes, and technologies according to their definition of the products they manage. Conflicting product definitions between teams increase confusion and misalignment of product roadmaps.

    “A product [is] something (physical or not) that is created through a process and that provides benefits to a market.”

    - Mike Cohn, Founding Member of Agile Alliance and Scrum Alliance

    “A product is something ... that is created and then made available to customers, usually with a distinct name or order number.”

    - TechTarget

    “A product is the physical object ... , software or service from which customer gets direct utility plus a number of other factors, services, and perceptions that make the product useful, desirable [and] convenient.”

    - Mark Curphey

    Organizations need a common understanding of what a product is and how it pertains to the business. This understanding needs to be accepted across the organization.

    “There is not a lot of guidance in the industry on how to define [products]. This is dangerous because what will happen is that product backlogs will be formed in too many areas. All that does is create dependencies and coordination across teams … and backlogs.”

    – Chad Beier, "How Do You Define a Product?” Scrum.org

    What is a product?

    “A tangible solution, tool, or service (physical or digital) that enables the long-term and evolving delivery of value to customers and stakeholders based on business and user requirements.”

    Info-Tech Insight

    A proper definition of product recognizes three key facts:

    1. Products are long-term endeavors that don’t end after the project finishes.
    2. Products are not just “apps” but can be software or services that drive the delivery of value.
    3. There is more than one stakeholder group that derives value from the product or service.

    Products and services share the same foundation and best practices

    For the purpose of this blueprint, product/service and product owner/service owner are used interchangeably. Product is used for consistency but would apply to services as well.

    Product = Service

    “Product” and “service” are terms that each organization needs to define to fit its culture and customers (internal and external). The most important aspect is consistent use and understanding of:

    • External products
    • Internal products
    • External services
    • Internal services
    • Products as a service (PaaS)
    • Productizing services (SaaS)

    Recognize the different product owner perspectives

    Business:

    • Customer facing, revenue generating

    Technical:

    • IT systems and tools

    Operations:

    • Keep the lights on processes

    Info-Tech Best Practice

    Product owners must translate needs and constraints from their perspective into the language of their audience. Kathy Borneman, Digital Product Owner at SunTrust Bank, noted the challenges of finding a common language between lines of business and IT (e.g. what is a unit?).

    Info-Tech Insight

    Recognize that product owners represent one of three primary perspectives. Although all share the same capabilities, how they approach their responsibilities is influenced by their perspective.

    “A Product Owner in its most beneficial form acts like an Entrepreneur, like a 'mini-CEO'. The Product Owner is someone who really 'owns' the product.”

    – Robbin Schuurman, “Tips for Starting Product Owners”

    Identify the differences between a project-centric and a product-centric organization

    Project

    Product

    Fund projects

    Funding

    Fund products or teams

    Line of business sponsor

    Prioritization

    Product owner

    Makes specific changes to a product

    Product management

    Improve product maturity and support

    Assign people to work

    Work allocation

    Assign work to product teams

    Project manager manages

    Capacity management

    Team manages capacity

    Info-Tech Insight

    Product delivery requires significant shifts in the way you complete development work and deliver value to your users. Make the changes that support improving end-user value and enterprise alignment.

    Projects can be a mechanism for delivering product changes and improvements

    A flowchart is shown to demonstrate the difference between project lifecycle, hybrid lifecycle and product lifecycle.

    Projects within products

    Regardless of whether you recognize yourself as a product-based or project-based shop, the same basic principles should apply. The purpose of projects is to deliver the scope of a product release. The shift to product delivery leverages a product roadmap and backlog as the mechanism for defining and managing the scope of the release. Eventually, teams progress to continuous integration/continuous delivery (CI/CD) where they can release on demand or as scheduled, requiring org change management.

    Define product value by aligning backlog delivery with roadmap goals

    In each product plan, the backlogs show what you will deliver. Roadmaps identify when and in what order you will deliver value, capabilities, and goals.

    An image is shown to demonstrate the relationship between the product backlog and the product roadmap.

    Product roadmaps guide delivery and communicate your strategy

    In Deliver on Your Digital Product Vision, we demonstrate how the product roadmap is core to value realization. The product roadmap is your communicated path, and as a product owner, you use it to align teams and changes to your defined goals while aligning your product to enterprise goals and strategy.

    An example of a product roadmap is shown to demonstrate how it is the core to value realization.

    Adapted from: Pichler, "What Is Product Management?""

    Info-Tech Insight

    The quality of your product backlog – and your ability to realize business value from your delivery pipeline – is directly related to the input, content, and prioritization of items in your product roadmap.

    Use Agile DevOps principles to expedite product-centric delivery and management

    Delivering products does not necessarily require an Agile DevOps mindset. However, Agile methods facilitate the journey because product thinking is baked into them.

    A flowchart is shown to demonstrate the product deliery maturity and the Agile DevOps used.
    Based on: Ambysoft, 2018

    Organizations start with Waterfall to improve the predictable delivery of product features.

    Iterative development shifts the focus from delivery of features to delivery of user value.

    Agile further shifts delivery to consider ROI. Often, the highest-value backlog items aren’t the ones with the highest ROI.

    Lean and DevOps improve your delivery pipeline by providing full integration between product owners, development teams, and operations.

    CI/CD reduces time in process by allowing release on demand and simplifying release and support activities.

    Although teams will adopt parts of all these stages during their journey, it isn’t until you’ve adopted a fully integrated delivery chain that you’ve become product centric.

    Scale products into related families to improve value delivery and alignment

    Defining product families builds a network of related products into coordinated value delivery streams.

    A flowchart is shown to demonstrate the relations between product family and the delivery streams.

    “As with basic product management, scaling an organization is all about articulating the vision and communicating it effectively. Using a well-defined framework helps you align the growth of your organization with that of the company. In fact, how the product organization is structured is very helpful in driving the vision of what you as a product company are going to do.”

    – Rich Mironov, Mironov Consulting

    Product families translate enterprise goals into value-enabling capabilities

    A flowchart is shown to demonstrate the relationship between enterprise strategy and enabling capabilities.

    Info-Tech Insight

    Your organizational goals and strategy are achieved through capabilities that deliver value. Your product hierarchy is the mechanism to translate enterprise goals, priorities, and constraints down to the product level where changes can be made.

    Arrange product families by operational groups, not solely by your org chart

    A flowchart is shown to demonstrate how to arrange product families by operational groups.

    1. To align product changes with enterprise goals and priorities, you need to organize your products into operational groups based on the capabilities or business functions the product and family support.

    2. Product managers translate these goals, priorities, and constraints into their product families, so they are actionable at the next level, whether that level is another product family or products implementing enhancements to meet these goals.

    3. The product family manager ensures that the product changes enhance the capabilities that allow you to realize your product family, division, and enterprise goals.

    4. Enabling capabilities realize value and help reach your goals, which then drives your next set of enterprise goals and strategy.

    Approach alignment from both directions, validating by the opposite way

    Defining your product families is not a one-way street. Often, we start from either the top or the bottom depending on our scaling principles. We use multiple patterns to find the best arrangement and grouping of our products and families.

    It may be helpful to work partway, then approach your scaling from the opposite direction, meeting in the middle. This way you are taking advantage of the strengths in both approaches.

    Once you have your proposed structure, validate the grouping by applying the principles from the opposite direction to ensure each product and family is in the best starting group.

    As the needs of your organization change, you may need to realign your product families into your new business architecture and operational structure.

    A top-down alignment example is shown.

    When to use: You have a business architecture defined or clear market/functional grouping of value streams.

    A bottom-up alignment example is shown.

    When to use: You are starting from an Application Portfolio Management application inventory to build or validate application families.

    Leverage patterns for scaling products

    Organizing your products and families is easier when leveraging these grouping patterns. Each is explained in greater detail on the following slides

    Value Stream Alignment

    Enterprise Applications

    Shared Services

    Technical

    Organizational Alignment

    • Business architecture
      • Value stream
      • Capability
      • Function
    • Market/customer segment
    • Line of business (LoB)
    • Example: Customer group > value stream > products
    • Enabling capabilities
    • Enterprise platforms
    • Supporting apps
    • Example: HR > Workday/Peoplesoft > ModulesSupporting: Job board, healthcare administrator
    • Organization of related services into service family
    • Direct hierarchy does not necessarily exist within the family
    • Examples: End-user support and ticketing, workflow and collaboration tools
    • Domain grouping of IT infrastructure, platforms, apps, skills, or languages
    • Often used in combination with Shared Services grouping or LoB-specific apps
    • Examples: Java, .NET, low-code, database, network
    • Used at higher levels of the organization where products are aligned under divisions
    • Separation of product managers from organizational structure no longer needed because the management team owns product management role

    Leverage the product family roadmap for alignment

    It’s more than a set of colorful boxes. It’s the map to align everyone to where you are going.

    Your product family roadmap

      ✓ Lays out a strategy for your product family.

      ✓ Is a statement of intent for your family of products.

      ✓ Communicates direction for the entire product family and product teams.

      ✓ Directly connects to the organization’s goals.

    However, it is not:

      x Representative of a hard commitment.

      x A simple combination of your current product roadmaps.

    Before connecting your family roadmap to products, think about what each roadmap typically presents

    An example of a product family roadmap is shown and how it can be connected to the products.

    Info-Tech Insight

    Your product family roadmap and product roadmap tell different stories. The product family roadmap represents the overall connection of products to the enterprise strategy, while the product roadmap focuses on the fulfillment of the product’s vision.

    Product family roadmaps are more strategic by nature

    While individual product roadmaps can be different levels of tactical or strategic depending on a variety of market factors, your options are more limited when defining roadmaps for product families.

    Product

    TACTICAL

    A roadmap that is technical, committed, and detailed.

    Product Family

    STRATEGIC

    A roadmap that is strategic, goal based, high level, and flexible.

    Info-Tech Insight

    Roadmaps for your product family are, by design, less detailed. This does not mean they aren’t actionable! Your product family roadmap should be able to communicate clear intentions around the future delivery of value in both the near and long term.

    Consider volatility when structuring product family roadmaps

    A roadmap is shown without any changes.

    There is no such thing as a roadmap that never changes.

    Your product family roadmap represents a broad statement of intent and high-level tactics to get closer to the organization’s goals.

    A roadmap is shown with changes.

    All good product family roadmaps embrace change!

    Your strategic intentions are subject to volatility, especially those planned further in the future. The more costs you incur in planning, the more you leave yourself exposed to inefficiency and waste if those plans change.

    Info-Tech Insight

    A good product family roadmap is intended to manage and communicate the inevitable changes as a result of market volatility and changes in strategy.

    Product delivery realizes value for your product family

    While planning and analysis are done at the family level, work and delivery are done at the individual product level.

    PRODUCT STRATEGY

    What are the artifacts?

    What are you saying?

    Defined at the family level?

    Defined at the product level?

    Vision

    I want to...

    Strategic focus

    Delivery focus

    Goals

    To get there we need to...

    Roadmap

    To achieve our goals, we’ll deliver...

    Backlog

    The work will be done in this order...

    Release Plan

    We will deliver in the following ways...

    Typical elements of a product family roadmap

    While there are others, these represent what will commonly appear across most family-based roadmaps.

    An example is shown to highlight the typical elements of a product family roadmap.

    GROUP/CATEGORY: Groups are collections of artifacts. In a product family context, these are usually product family goals, value streams, or products.

    ARTIFACT: An artifact is one of many kinds of tangible by-products produced during the delivery of products. For a product family, the artifacts represented are capabilities or value streams.

    MILESTONE: Points in the timeline when established sets of artifacts are complete. This is a critical tool in the alignment of products in a given family.

    TIME HORIZON: Separated periods within the projected timeline covered by the roadmap.

    Connecting your product family roadmaps to product roadmaps

    Your product and product family roadmaps should be connected at an artifact level that is common between both. Typically, this is done with capabilities, but it can be done at a more granular level if an understanding of capabilities isn’t available.

    An example is shown on how the product family roadmpas can be connected to the product roadmaps.

    Multiple roadmap views can communicate differently, yet tell the same truth

    Audience

    Business/ IT Leaders

    Users/Customers

    Delivery Teams

    Roadmap View

    Portfolio

    Product Family

    Technology

    Objectives

    To provide a snapshot of the portfolio and priority products

    To visualize and validate product strategy

    To coordinate broad technology and architecture decisions

    Artifacts

    Line items or sections of the roadmap are made up of individual products, and an artifact represents a disposition at its highest level.

    Artifacts are generally grouped by product teams and consist of strategic goals and the features that realize those goals.

    Artifacts are grouped by the teams who deliver that work and consist of technical capabilities that support the broader delivery of value for the product family.

    Your communication objectives are linked to your audience; ensure you know your audience and speak their language

    I want to...

    I need to talk to...

    Because they are focused on...

    ALIGN PRODUCT TEAMS

    Get my delivery teams on the same page.

    Architects

    Products Owners

    PRODUCTS

    A product that delivers value against a common set of goals and objectives.

    SHOWCASE CHANGES

    Inform users and customers of product strategy.

    Bus. Process Owners

    End Users

    FUNCTIONALITY

    A group of functionality that business customers see as a single unit.

    ARTICULATE RESOURCE REQUIREMENTS

    Inform the business of product development requirements.

    IT Management

    Business Stakeholders

    FUNDING

    An initiative that those with the money see as a single budget.

    Assess the impacts of product-centric delivery on your teams and org design

    Product delivery can exist within any org structure or delivery model. However, when making the shift toward product management, consider optimizing your org design and product team structure to match your capacity and throughput needs.

    A flowchart is shown to see how the impacts of product-centric delivery can impact team and org designs.

    Determine which delivery team structure best fits your product pipeline

    Four delivery team structures are shown. The four are: functional roles, shared service and resource pools, product or system, and skills and competencies.

    Weigh the pros and cons of IT operating models to find the best fit

    There are many different operating models. LoB/Product Aligned and Hybrid Functional align themselves most closely with how products and product families are typically delivered.

    1. LoB/Product Aligned – Decentralized Model: Line of Business, Geographically, Product, or Functionally Aligned
    2. A decentralized IT operating model that embeds specific functions within LoBs/product teams and provides cross-organizational support for their initiatives.

    3. Hybrid Functional: Functional/Product Aligned
    4. A best-of-both-worlds model that balances the benefits of centralized and decentralized approaches to achieve both customer responsiveness and economies of scale.

    5. Hybrid Service Model: Product-Aligned Operating Model
    6. A model that supports what is commonly referred to as a matrix organization, organizing by highly related service categories and introducing the role of the service owner.

    7. Centralized: Plan-Build-Run
    8. A highly typical IT operating model that focuses on centralized strategic control and oversight in delivering cost-optimized and effective solutions.

    9. Centralized: Demand-Develop-Service
    10. A centralized IT operating model that lends well to more mature operating environments. Aimed at leveraging economies of scale in an end-to-end services delivery model.

    Consider how investment spending will differ in a product environment

    Reward for delivering outcomes, not features

    Autonomy

    Flexibility

    Accountability

    Fund what delivers value

    Allocate iteratively

    Measure and adjust

    Fund long-lived delivery of value through products (not projects).

    Give autonomy to the team to decide exactly what to build.

    Allocate to a pool based on higher-level business case.

    Provide funds in smaller amounts to different product teams and initiatives based on need.

    Product teams define metrics that contribute to given outcomes.

    Track progress and allocate more (or less) funds as appropriate.

    Adapted from Bain, 2019

    Info-Tech Insight

    Changes to funding require changes to product and Agile practices to ensure product ownership and accountability.

    Why is having a common value measure important?

    CIO-CEO Alignment Diagnostic

    A stacked bar graph is shown to demonstrate CIO-CEO Alignment Diagnostic. A bar titled: Business Value Metrics is highlighted. 51% had some improvement necessary and 32% had significant improvement necessary.

    Over 700 Info-Tech members have implemented the Balanced Value Measurement Framework.

    “The cynic knows the price of everything and the value of nothing.”

    – Oscar Wilde

    “Price is what you pay. Value is what you get.”

    – Warren Buffett

    Understanding where you derive value is critical to building solid roadmaps.

    Measure delivery and success

    Metrics and measurements are powerful tools to drive behavior change and decision making in your organization. However, metrics are highly prone to creating unexpected outcomes, so use them with great care. Use metrics judiciously to uncover insights but avoid gaming or ambivalent behavior, productivity loss, and unintended consequences.

    Build good practices in your selection and use of metrics:

    • Choose the metrics that are as close to measuring the desired outcome as possible.
    • Select the fewest metrics possible and ensure they are of the highest value to your team, the safest from gaming behaviors and unintended consequences, and the easiest to gather and report.
    • Never use metrics for reward or punishment; use them to develop your team.
    • Automate as much metrics gathering and reporting as possible.
    • Focus on trends rather than precise metrics values.
    • Review and change your metrics periodically.

    Executive Brief Case Study

    INDUSTRY: Public Sector & Financial Services

    SOURCE: Info-Tech Interviews

    A tale of two product transformations

    Two of the organizations we interviewed shared the challenges they experienced defining product families and the impact these challenges had on their digital transformations.

    A major financial services organization (2,000+ people in IT) had employed a top-down line of business–focused approach and found itself caught in a vicious circle of moving applications between families to resolve cross-LoB dependencies.

    A similarly sized public sector organization suffered from a similar challenge as grouping from the bottom up based on technology areas led to teams fragmented across multiple business units employing different applications built on similar technology foundations.

    Results

    Both organizations struggled for over a year to structure their product families. This materially delayed key aspects of their product-centric transformation, resulting in additional effort and expenditure delivering solutions piecemeal as opposed to as a part of a holistic product family. It took embracing a hybrid top-down and bottom-up approach and beginning with pilot product families to make progress on their transformation.

    A picture of Cole Cioran is shown.

    Cole Cioran

    Practice Lead,

    Applications Practice

    Info-Tech Research Group

    There is no such thing as a perfect product-family structure. There will always be trade-offs when you need to manage shifting demand from stakeholder groups spanning customers, business units, process owners, and technology owners.

    Focusing on a single approach to structure your product families inevitably leads to decisions that are readily challenged or are brittle in the face of changing demand.

    The key to accelerating a product-centric transformation is to build a hybrid model that embraces top-down and bottom-up perspectives to structure and evolve product families over time. Add a robust pilot to evaluate the structure and you have the key to unlocking the potential of product delivery in your organization.

    Info-Tech’s methodology for Deliver Digital Products at Scale

    1. Become a Product-Centric Organization

    2. Organize Products Into Product Families

    3. Ensure Alignment Between Products and Families

    4. Bridge the Gap Between Product Families and Delivery

    5. Build Your Transformation Roadmap and Communication Plan

    Phase Steps

    1.1 Understand the organizational factors driving product-centric delivery

    1.2 Establish your organization’s product inventory

    2.1 Determine your approach to scale product families

    2.2 Define your product families

    3.1 Leverage product family roadmaps

    3.2 Use stakeholder management to improve roadmap communication

    3.3 Configure your product family roadmaps

    3.4 Confirm goal and value alignment of products and their product families

    4.1 Assess your organization’s delivery readiness

    4.2 Understand your delivery options

    4.3 Determine your operating model

    4.4 Identify how to fund product family delivery

    5.1 Introduce your digital product family strategy

    5.2 Communicate changes on updates to your strategy

    5.3 Determine your next steps

    Phase Outcomes
    • Organizational drivers and goals for a product-centric delivery
    • Definition of product
    • Pilot list of products to scale
    • Product scaling principles
    • Scaling approach and direction
    • Product family mapping
    • Enabling applications
    • Dependent applications
    • Product family canvas
    • Approach for communication of product family strategy
    • Stakeholder management plan
    • Defined key pieces of a product family roadmap
    • An approach to confirming alignment between products and product families
    • Assessment of delivery maturity
    • Approach to structuring product delivery
    • Operating model for product delivery
    • Approach for product family funding
    • Product family transformation roadmap
    • Your plan for communicating your roadmap
    • List of actionable next steps to start on your journey

    Blueprint deliverables

    Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals:

    Deliver Digital Products at Scale Workbook

    Use this supporting workbook to document interim results from a number of exercises that will contribute to your overall strategy.

    A screenshot of the Scale Workbook is shown.

    Deliver Digital Products at Scale Readiness Assessment

    Your strategy needs to encompass your approaches to delivery. Understand where you need to focus using this simple assessment.

    A screenshot of the Scale Readiness Assessment is shown.

    Key deliverable:

    Digital Product Family Strategy Playbook

    Record the results from the exercises to help you define, detail, and deliver digital products at scale.

    A screenshot of the Digital Product Family Strategy Playbook is shown.

    Blueprint benefits

    IT Benefits

    • Improved product delivery ROI.
    • Improved IT satisfaction and business support.
    • Greater alignment between product delivery and product family goals.
    • Improved alignment between product delivery and organizational models.
    • Better support for Agile/DevOps adoption.

    Business Benefits

    • Increased value realization across product families.
    • Faster delivery of enterprise capabilities.
    • Improved IT satisfaction and business support.
    • Greater alignment between product delivery and product family goals.
    • Uniform understanding of product and product family roadmaps and key milestones.

    Measure the value of this blueprint

    Align product family metrics to product delivery and value realization.

    Member Outcome Suggested Metric Estimated Impact

    Increase business application satisfaction

    Satisfaction with business applications (CIO Business Vision diagnostic)

    20% increase within one year after implementation

    Increase effectiveness of application portfolio management

    Effectiveness of application portfolio management (Management & Governance diagnostic)

    20% increase within one year after implementation

    Increase importance and effectiveness of application portfolio

    Importance and effectiveness to business ( Application Portfolio Assessment diagnostic)

    20% increase within one year after implementation

    Increase satisfaction of support of business operations

    Support to business (CIO Business Vision diagnostic.

    20% increase within one year after implementation

    Successfully deliver committed work (productivity)

    Number of successful deliveries; burndown

    20% increase within one year after implementation

    Info-Tech offers various levels of support to best suit your needs

    DIY Toolkit

    "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful."

    Guided Implementation

    "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keeps us on track."

    Workshop

    "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place."

    Consulting

    "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

    Diagnostics and consistent frameworks are used throughout all four options.

    Guided Implementation

    What does a typical GI on this topic look like?

    Phase 1: Become a Product-Centric Organization

    Phase 2: Organize Products Into Product Families

    Phase 3: Ensure Alignment Between Products and Families

    Phase 4: Bridge the Gap Between Product Families and Delivery

    Call #1: Scope requirements, objectives, and your specific challenges.

    Call #2: Define products and product families in your context.

    Call #3: Understand the list of products in your context.

    Call #4: Define your scaling principles and goals.

    Call #5: Select a pilot and define your product families.

    Call #6: Understand the product family roadmap as a method to align products to families.

    Call #7: Define components of your product family roadmap and confirm alignment.

    Call #8: Assess your delivery readiness.

    Call #9: Discuss delivery, operating, and funding models relevant to delivering product families.

    Call #10: Wrap up.

    A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization. A typical GI is between 8 to 12 calls over the course of 4 to 6 months.

    Workshop Overview

    Contact your account representative for more information.

    workshops@infotech.com 1-888-670-8889

    Day 1

    Become a Product-Centric Organization

    Day 2

    Organize Products Into Product Families

    Day 3

    Ensure Alignment Between Products and Families

    Day 4

    Bridge the Gap Between Product Families and Delivery

    Advisory

    Next Steps and Wrap-Up (offsite)

    Activities

    1.1 Understand your organizational factors driving product-centric delivery.

    1.2 Establish your organization’s product inventory.

    2.1 Determine your approach to scale product families.

    2.2 Define your product families.

    3.1 Leverage product family roadmaps.

    3.2 Use stakeholder management to improve roadmap communication.

    3.3 Configure your product family roadmaps.

    3.4 Confirm product family to product alignment.

    4.1 Assess your organization’s delivery readiness.

    4.2 Understand your delivery options.

    4.3 Determine your operating model.

    4.4 Identify how to fund product family delivery.

    5.1 Learn how to introduce your digital product family strategy.

    5.2 Communicate changes on updates to your strategy.

    5.3 Determine your next steps.

    1. Execute communication plan and product family changes.
    2. Review the pilot family implementation and update the transformation roadmap.
    3. Begin advisory calls for related blueprints.

    Key Deliverables

    1. Organizational drivers and goals for a product-centric delivery
    2. Definition of product
    3. Product scaling principles
    4. Scaling approach and direction
    5. Pilot list of products to scale
    1. Product family mapping
    2. Enabling applications
    3. Dependent applications
    4. Product family canvas
    1. Current approach for communication of product family strategy
    2. List of product family stakeholders and a prioritization plan for communication
    3. Defined key pieces of a product family roadmap
    4. An approach to confirming alignment between products and product families through a shared definition of business value
    1. Assessment results on your organization’s delivery maturity
    2. A preferred approach to structuring product delivery
    3. Your preferred operating model for delivering product families
    4. Understanding your preferred approach for product family funding
    5. Product family transformation roadmap
    6. Your plan for communicating your roadmap
    7. List of actionable next steps to start on your journey
    1. Organizational communication of product families and product family roadmaps
    2. Product family implementation and updated transformation roadmap
    3. Support for product owners, backlog and roadmap management, and other topics

    Phase 1

    Become a Product-Centric Organization

    Phase 1Phase 2Phase 3Phase 4Phase 5

    1.1 Understand the organizational factors driving product-centric delivery

    1.2 Establish your organization’s product inventory

    2.1 Determine your approach to scale product families

    2.2 Define your product families

    3.1 Leverage product family roadmaps

    3.2 Use stakeholder management to improve roadmap communication

    3.3 Configure your product family roadmaps

    3.4 Confirm product family to product alignment

    4.1 Assess your organization’s delivery readiness

    4.2 Understand your delivery options

    4.3 Determine your operating model

    4.4 Identify how to fund product family delivery

    5.1 Learn how to introduce your digital product family strategy

    5.2 Communicate changes on updates to your strategy

    5.3 Determine your next steps

    This phase will walk you through the following activities:

    1.1.1 Understand your drivers for product-centric delivery

    1.1.2 Identify the differences between project and product delivery

    1.1.3 Define the goals for your product-centric organization

    1.2.1 Define “product” in your context

    1.2.2 Identify and establish a pilot list of products

    This phase involves the following participants:

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Step 1.1

    Understand the organizational factors driving product-centric delivery

    Activities

    1.1.1 Understand your drivers for product-centric delivery

    1.1.2 Identify the differences between project and product delivery

    1.1.3 Define the goals for your product-centric organization

    This phase involves the following participants:

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Outcomes of this step

    • Organizational drivers to move to product-centric delivery
    • List of differences between project and product delivery
    • Goals for product-centric delivery

    1.1.1 Understand your drivers for product-centric delivery

    30-60 minutes

    1. Identify your pain points in the current delivery model.
    2. What is the root cause of these pain points?
    3. How will a product-centric delivery model fix the root cause?
    4. Record the results in the Deliver Digital Products at Scale Workbook.
    Pain Points Root Causes Drivers
    • Lack of ownership
    • Siloed departments
    • Accountability

    Output

    • Organizational drivers to move to product-centric delivery.

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    1.1.2 Identify the differences between project and product delivery

    30-60 minutes

    1. Consider project delivery and product delivery.
    2. Discuss what some differences are between the two.
    3. Note: This exercise is not about identifying the advantages and disadvantages of each style of delivery. This is to identify the variation between the two.

    4. Record the results in the Deliver Digital Products at Scale Workbook.
    Project Delivery Product Delivery
    Point in time What is changed
    Method of funding changes Needs an owner

    Output

    • List of differences between project and product delivery

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    Identify the differences between a project-centric and a product-centric organization

    Project Product
    Fund projects Funding Fund products or teams
    Line of business sponsor Prioritization Product owner
    Makes specific changes to a product Product management Improves product maturity and support
    Assignment of people to work Work allocation Assignment of work to product teams
    Project manager manages Capacity management Team manages capacity

    Info-Tech Insight

    Product delivery requires significant shifts in the way you complete development work and deliver value to your users. Make the changes that support improving end-user value and enterprise alignment.

    Projects can be a mechanism for funding product changes and improvements

    A flowchart is shown to demonstrate the difference between project lifecycle, hybrid lifecycle, and product lifecycle.

    Projects within products

    Regardless of whether you recognize yourself as a product-based or project-based shop, the same basic principles should apply.

    The purpose of projects is to deliver the scope of a product release. The shift to product delivery leverages a product roadmap and backlog as the mechanism for defining and managing the scope of the release.

    Eventually, teams progress to continuous integration/continuous delivery (CI/CD) where they can release on demand or as scheduled, requiring org change management.

    Use Agile DevOps principles to expedite product-centric delivery and management

    Delivering products does not necessarily require an Agile DevOps mindset. However, Agile methods facilitate the journey because product thinking is baked into them.

    A flowchart is shown to demonstrate the product delivery maturity and the Agile DevOps used.

    Based on: Ambysoft, 2018

    Organizations start with Waterfall to improve the predictable delivery of product features.

    Iterative development shifts the focus from delivery of features to delivery of user value.

    Agile further shifts delivery to consider ROI. Often, the highest-value backlog items aren’t the ones with the highest ROI.

    Lean and DevOps improve your delivery pipeline by providing full integration between product owners, development teams, and operations.

    CI/CD reduces time in process by allowing release on demand and simplifying release and support activities.

    Although teams will adopt parts of all these stages during their journey, it isn’t until you’ve adopted a fully integrated delivery chain that you’ve become product centric.

    1.1.3 Define the goals for your product-centric organization

    30 minutes

    1. Review your list of drivers from exercise 1.1.1 and the differences between project and product delivery from exercise 1.1.2.
    2. Define your goals for achieving a product-centric organization.
    3. Note: Your drivers may have already covered the goals. If so, review if you would like to change the drivers based on your renewed understanding of the differences between project and product delivery.

    Pain PointsRoot CausesDriversGoals
    • Lack of ownership
    • Siloed departments
    • Accountability
    • End-to-end ownership

    Output

    • Goals for product-centric delivery

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    Step 1.2

    Establish your organization’s product inventory

    Activities

    1.2.1 Define “product” in your context

    1.2.2 Identify and establish a pilot list of products

    This step involves the following participants:

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Outcomes of this step

    • Your organizational definition of products and services
    • A pilot list of active products

    Product does not mean the same thing to everyone

    Do not expect a universal definition of products.

    Every organization and industry has a different definition of what a product is. Organizations structure their people, processes, and technologies according to their definition of the products they manage. Conflicting product definitions between teams increase confusion and misalignment of product roadmaps.

    “A product [is] something (physical or not) that is created through a process and that provides benefits to a market.”

    - Mike Cohn, Founding Member of Agile Alliance and Scrum Alliance

    “A product is something ... that is created and then made available to customers, usually with a distinct name or order number.”

    - TechTarget

    “A product is the physical object ... , software or service from which customer gets direct utility plus a number of other factors, services, and perceptions that make the product useful, desirable [and] convenient.”

    - Mark Curphey

    Organizations need a common understanding of what a product is and how it pertains to the business. This understanding needs to be accepted across the organization.

    “There is not a lot of guidance in the industry on how to define [products]. This is dangerous because what will happen is that product backlogs will be formed in too many areas. All that does is create dependencies and coordination across teams … and backlogs.”

    – Chad Beier, "How Do You Define a Product?” Scrum.org

    Products and services share the same foundation and best practices

    For the purpose of this blueprint, product/service and product owner/service owner are used interchangeably. Product is used for consistency but would apply to services as well.

    Product = Service

    “Product” and “service” are terms that each organization needs to define to fit its culture and customers (internal and external). The most important aspect is consistent use and understanding of:

    • External products
    • Internal products
    • External services
    • Internal services
    • Products as a service (PaaS)
    • Productizing services (SaaS)

    Recognize the different product owner perspectives

    Business:

    • Customer facing, revenue generating

    Technical:

    • IT systems and tools

    Operations

    • Keep the lights on processes

    Info-Tech Best Practice

    Product owners must translate needs and constraints from their perspective into the language of their audience. Kathy Borneman, Digital Product Owner at SunTrust Bank, noted the challenges of finding a common language between lines of business and IT (e.g. what is a unit?).

    Info-Tech Insight

    Recognize that product owners represent one of three primary perspectives. Although all share the same capabilities, how they approach their responsibilities is influenced by their perspective.

    “A Product Owner in its most beneficial form acts like an Entrepreneur, like a 'mini-CEO'. The Product Owner is someone who really 'owns' the product.”

    – Robbin Schuurman, “Tips for Starting Product Owners”

    Your product definition should include everything required to support it, not just what users see.

    A picture of an iceburg is shown, showing the ice both above and below the water to demonstrate that the product definition should include everything, not just what users see. On top of the picture are various words to go with the product definition. They inlude: funding, external relationships, adoption, product strategy, stakeholder managment. The product defitions that may not be seen include: Product governance, business functionality, user support, managing and governing data, maintenance and enhancement, R-and-D, requirements analysis and design, code, and knowledge management.

    Establish where product management would be beneficial in the organization

    What does not need product ownership?

    • Individual features
    • Transactions
    • Unstructured data
    • One-time solutions
    • Non-repeatable processes
    • Solutions that have no users or consumers
    • People or teams

    Characteristics of a discrete product

    • Has end users or consumers
    • Delivers quantifiable value
    • Evolves or changes over time
    • Has predictable delivery
    • Has definable boundaries
    • Has a cost to produce and operate

    Product capabilities deliver value!

    These are the various facets of a product. As a product owner, you are responsible for managing these facets through your capabilities and activities.

    A flowchart is shown that demonstrates the various facets of a product.

    It is easy to lose sight of what matters when we look at a product from a single point of view. Despite what The Agile Manifesto says, working software is not valuable without the knowledge and support that people need in order to adopt, use, and maintain it. If you build it, they will not come. Product leaders must consider the needs of all stakeholders when designing and building products.

    Define product value by aligning backlog delivery with roadmap goals

    In each product plan, the backlogs show what you will deliver. Roadmaps identify when and in what order you will deliver value, capabilities, and goals.

    An image is shown to demonstrate the relationship between the product backlog and the product roadmap.

    Product roadmaps guide delivery and communicate your strategy

    In Deliver on Your Digital Product Vision, we demonstrate how the product roadmap is core to value realization. The product roadmap is your communicated path, and as a product owner, you use it to align teams and changes to your defined goals while aligning your product to enterprise goals and strategy.

    An example of a product roadmap is shown to demonstrate how it is the core to value realization.

    Info-Tech Insight

    The quality of your product backlog – and your ability to realize business value from your delivery pipeline – is directly related to the input, content, and prioritization of items in your product roadmap.

    What is a product?

    Not all organizations will define products in the same way. Take this as a general example:

    “A tangible solution, tool, or service (physical or digital) that enables the long-term and evolving delivery of value to customers and stakeholders based on business and user requirements.”

    Info-Tech Insight

    A proper definition of product recognizes three key facts:

    1. Products are long-term endeavors that don’t end after the project finishes.
    2. Products are not just “apps” but can be software or services that drive the delivery of value.
    3. There is more than one stakeholder group that derives value from the product or service.

    1.2.1 Define “product” in your context

    30-60 minutes

    1. Discuss what “product” means in your organization.
    2. Create a common, enterprise-wide definition for “product.”
    3. Record the results in the Deliver Digital Products at Scale Workbook.

    For example:

    • An application, platform, or application family.
    • Discrete items that deliver value to a user/customer.

    Output

    • Your enterprise/organizational definition of products and services

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    1.2.2 Identify and establish a pilot list of products

    1-2 hours

    1. Review any current documented application inventory. If you have these details in an existing document, share it with the team. Select the group of applications for your family scaling pilot.
    2. List your initial application inventory on the Product List tab of the Deliver Digital Products at Scale Workbook.
  • For each of the products listed, add the vision and goals of the product. Refer to Deliver on Your Digital Product Vision to learn more about identifying vision and goals or to complete the product vision canvas.
  • You’ll add business capabilities and vision in Phase 2, but you can add these now if they are available in your existing inventory.
  • Output

    • A pilot list of active products

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    Phase 2

    Organize Products Into Product Families

    Phase 1Phase 2Phase 3Phase 4Phase 5

    1.1 Understand the organizational factors driving product-centric delivery

    1.2 Establish your organization’s product inventory

    2.1 Determine your approach to scale product families

    2.2 Define your product families

    3.1 Leverage product family roadmaps

    3.2 Use stakeholder management to improve roadmap communication

    3.3 Configure your product family roadmaps

    3.4 Confirm product family to product alignment

    4.1 Assess your organization’s delivery readiness

    4.2 Understand your delivery options

    4.3 Determine your operating model

    4.4 Identify how to fund product family delivery

    5.1 Learn how to introduce your digital product family strategy

    5.2 Communicate changes on updates to your strategy

    5.3 Determine your next steps

    This phase will walk you through the following activities:

    2.1.1 Define your scaling principles and goals

    2.1.2 Define your pilot product family areas and direction

    2.2.1 Arrange your applications and services into product families

    2.2.2 Define enabling and supporting applications

    2.2.3 Build your product family canvas

    This phase involves the following participants:

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Step 2.1

    Determine your approach to scale product families

    Activities

    2.1.1 Define your scaling principles and goals

    2.1.2 Define your pilot product family areas and direction

    This step involves the following participants:

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Outcomes of this step

    • List of product scaling principles
    • Scope of product scaling pilot and target areas
    • Scaling approach and direction

    Use consistent terminology for product and service families

    In this blueprint, we refer to any grouping of products or services as a “family.” Your organization may prefer other terms, such as product/service line, portfolio, group, etc. The underlying principles for grouping and managing product families are the same, so define the terminology that fits best with your culture. The same is true for “products” and “services,” which may also be referred to in different terms.

    An example flowchart is displayed to demonstrate the terminology for product and service families.

    A product family is a logical and operational grouping of related products or services. The grouping provides a scaled hierarchy to translate goals, priorities, strategy, and constraints down the grouping while aligning value realization upwards.

    Group product families by related purpose to improve business value

    Families should be scaled by how the products operationally relate to each other, with clear boundaries and common purpose.

    A product family contains...

    • Vision
    • Goals
    • Cumulative roadmap of the products within the family

    A product family can be grouped by...

    • Function
    • Value stream and capability
    • Customer segments or end-user group
    • Strategic purpose
    • Underlying architecture
    • Common technology or support structures
    • And many more
    A flowchart is shown to demonstrate the product family and product relations.

    Scale products into related families to improve value delivery and alignment

    Defining product families builds a network of related products into coordinated value delivery streams.

    A flowchart is shown to demonstrate the relations between product family and the delivery streams.

    “As with basic product management, scaling an organization is all about articulating the vision and communicating it effectively. Using a well-defined framework helps you align the growth of your organization with that of the company. In fact, how the product organization is structured is very helpful in driving the vision of what you as a product company are going to do.”

    – Rich Mironov, Mironov Consulting

    Product families translate enterprise goals into value-enabling capabilities

    A flowchart is shown to demonstrate the relationship between enterprise strategy and enabling capabilities.

    Info-Tech Insight

    Your organizational goals and strategy are achieved through capabilities that deliver value. Your product hierarchy is the mechanism to translate enterprise goals, priorities, and constraints down to the product level where changes can be made.

    Arrange product families by operational groups, not solely by your org chart

    A flowchart is shown to demonstrate how to arrange product families by operational groups.

    1. To align product changes with enterprise goals and priorities, you need to organize your products into operational groups based on the capabilities or business functions the product and family support.

    2. Product managers translate these goals, priorities, and constraints into their product families, so they are actionable at the next level, whether that level is another product family or products implementing enhancements to meet these goals.

    3. The product family manager ensures that the product changes enhance the capabilities that allow you to realize your product family, division, and enterprise goals.

    4. Enabling capabilities realize value and help reach your goals, which then drives your next set of enterprise goals and strategy.

    Product families need owners with a more strategic focus

    Product Owner

    (More tactical product delivery focus)

    • Backlog management and prioritization
    • Product vision and product roadmap
    • Epic/story definition, refinement in conjunction with business stakeholders
    • Sprint planning with Scrum Master and delivery team
    • Working with Scrum Master to minimize disruption to team velocity
    • Ensuring alignment between business and Scrum teams during sprints
    • Profit and loss (P&L) product analysis and monitoring

    Product Manager

    (More strategic product family focus)

    • Product strategy, positioning, and messaging
    • Product family vision and product roadmap
    • Competitive analysis and positioning
    • New product innovation/definition
    • Release timing and focus (release themes)
    • Ongoing optimization of product-related marketing and sales activities
    • P&L product analysis and monitoring

    Info-Tech Insight

    “Product owner” and “product manager” are terms that should be adapted to fit your culture and product hierarchy. These are not management relationships but rather a way to structure related products and services that touch the same end users. Use the terms that work best in your culture.

    Download Build a Better Product Owner for role support.

    2.1.1 Define your scaling principles and goals

    30-60 minutes

    1. Discuss the guiding principles for your product scaling model. Your guiding principles should consider key business priorities, organizational culture, and division/team objectives, such as improving:
    • Business agility and ability to respond to changes and needs.
    • Alignment of product roadmaps to enterprise goals and priorities.
    • Collaboration between stakeholders and product delivery teams.
    • Resource utilization and productivity.
    • The quality and value of products.
    • Coordination between related products and services.

    Output

    • List of product scaling principles

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    Start scaling with a pilot

    You will likely use a combination of patterns that work best for each product area. Pilot your product scaling with a domain, team, or functional area before organizing your entire portfolio.

    Learn more about each pattern.

    Discuss the pros and cons of each.

    Select a pilot product area.

    Select a pattern.

    Approach alignment from both directions, validating by the opposite way

    Defining your product families is not a one-way street. Often, we start from either the top or the bottom depending on our scaling principles. We use multiple patterns to find the best arrangement and grouping of our products and families.

    It may be helpful to work partway, then approach your scaling from the opposite direction, meeting in the middle. This way you are taking advantage of the strengths in both approaches.

    Once you have your proposed structure, validate the grouping by applying the principles from the opposite direction to ensure each product and family is in the best starting group.

    As the needs of your organization change, you may need to realign your product families into your new business architecture and operational structure.

    A top-down alignment example is shown.

    When to use: You have a business architecture defined or clear market/functional grouping of value streams.

    A bottom-up alignment example is shown.

    When to use: You are starting from an Application Portfolio Management application inventory to build or validate application families.

    Top-down examples: Start with your enterprise structure or market grouping

    A top-down example flowchart is shown.

    Examples:

    Market Alignment
    • Consumer Banking
      • DDA: Checking, Savings, Money Market
      • Revolving Credit: Credit Cards, Line of Credit
      • Term Credit: Mortgage, Auto, Boat, Installment
    Enterprise Applications
    • Human Resources
      • Benefits: Health, Dental, Life, Retirement
      • Human Capital: Hiring, Performance, Training
      • Hiring: Posting, Interviews, Onboarding
    Shared Service
    • End-User Support
      • Desktop: New Systems, Software, Errors
      • Security: Access Requests, Password Reset, Attestations
    Business Architecture
    • Value Stream
      • Capability
        • Applications
        • Services

    Bottom-up examples: Start with your inventory

    Based on your current inventory, start organizing products and services into related groups using one of the five scaling models discussed in the next step.

    A bottom-up example flowchart is shown.

    Examples:

    Technical Grouping
    • Custom Apps: Java, .NET, Python
    • Cloud: Azure, AWS, Virtual Environments
    • Low Code: ServiceNow, Appian
    Functional/Capability Grouping
    • CRM: Salesforce, Microsoft CRM
    • Security Platforms: IAM, SSO, Scanning
    • Workflow: Remedy, ServiceNow
    Shared Services Grouping
    • Workflow: Appian, Pega, ServiceNow
    • Collaboration: SharePoint, Teams
    • Data: Dictionary, Lake, BI/Reporting

    2.1.2 Define your pilot product family areas and direction

    30-60 minutes

    1. Using your inventory of products for your pilot, consider the top-down and bottom-up approaches.
    2. Identify areas where you will begin arranging your product into families.
    3. Prioritize these pilot areas into waves:
      1. First pilot areas
      2. Second pilot areas
      3. Third pilot areas
    4. Discuss and decide whether a top-down or bottom-up approach is the best place to start for each pilot group.
    5. Prioritize your pilot families in the order in which you want to organize them. This is a guide to help you get started, and you may change the order during the scaling pattern exercise.

    Output

    • Scope of product scaling pilot and target areas

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    Step 2.2

    Define your product families

    Activities

    2.2.1 Arrange your applications and services into product families

    2.2.2 Define enabling and supporting applications

    2.2.3 Build your product family canvas

    This step involves the following participants:

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers’
    • Business analysts

    Outcomes of this step

    • Product family mapping
    • Product families
    • Enabling applications
    • Dependent applications
    • Product family canvas

    Use three perspectives to guide scaling pattern selection

    • One size does not fit all. There is no single or static product model that fits all product teams.
    • Structure relationships based on your organizational needs and capabilities.
    • Be flexible. Product ownership is designed to enable value delivery.
    • Avoid structures that promote proxy product ownership.
    • Make decisions based on products and services, not people. Then assign people to the roles.
    Alignment perspectives:

    Value Stream

    Align products based on the defined sources of value for a collection of products or services.

    For example: Wholesale channel for products that may also be sold directly to consumers, such as wireless network service.

    Users/Consumers

    Align products based on a common group of users or product consumers.

    For example: Consumer vs. small business vs. enterprise customers in banking, insurance, and healthcare.

    Common Domain

    Align products based on a common domain knowledge or skill set needed to deliver and support the products.

    For example: Applications in a shared service framework supporting other products.

    Leverage patterns for scaling products

    Organizing your products and families is easier when leveraging these grouping patterns. Each is explained in greater detail on the following slides

    Value Stream AlignmentEnterprise ApplicationsShared ServicesTechnicalOrganizational Alignment
    • Business architecture
      • Value stream
      • Capability
      • Function
    • Market/customer segment
    • Line of business (LoB)
    • Example: Customer group > value stream > products
    • Enabling capabilities
    • Enterprise platforms
    • Supporting apps
    • Example: HR > Workday/Peoplesoft > ModulesSupporting: Job board, healthcare administrator
    • Organization of related services into service family
    • Direct hierarchy does not necessarily exist within the family
    • Examples: End-user support and ticketing, workflow and collaboration tools
    • Domain grouping of IT infrastructure, platforms, apps, skills, or languages
    • Often used in combination with Shared Services grouping or LoB-specific apps
    • Examples: Java, .NET, low-code, database, network
    • Used at higher levels of the organization where products are aligned under divisions
    • Separation of product managers from organizational structure no longer needed because the management team owns product management role

    Select the best family pattern to improve alignment

    A flowchart is shown on how to select the best family pattern to improve alignment.

    Use scenarios to help select patterns

    Top-Down

    Bottom-Up

    We have a business architecture defined.

    (See Document Your Business Architecture and industry reference architectures for help.)

    Start with your business architecture

    Start with market segments

    We want to be more customer first or customer centric.

    Start with market segments

    Our organization has rigid lines of business and organizational boundaries.

    Start with LoB structure

    Most products are specific to a business unit or division. Start with LoB structure

    Products are aligned to people, not how we are operationally organized.

    Start with market or LoB structure

    We are focusing on enterprise or enabling applications.

    1. Start with enterprise app and service team

    2. Align supporting apps

    We already have applications and services grouped into teams but want to evaluate if they are grouped in the best families.

    Validate using multiple patterns

    Validate using multiple patterns

    Our applications and services are shared across the enterprise or support multiple products, value streams, or shared capabilities.

    Our applications or services are domain, knowledge, or technology specific.

    Start by grouping inventory

    We are starting from an application inventory. (See the APM Research Center for help.)

    Start by grouping inventory

    Pattern: Value Stream – Capability

    Grouping products into capabilities defined in your business architecture is recommended because it aligns people/processes (services) and products (tools) into their value stream and delivery grouping. This requires an accurate capability map to implement.

    Example:

    • Healthcare is delivered through a series of distinct value streams (top chevrons) and shared services supporting all streams.
    • Diagnosing Health Needs is executed through the Admissions, Testing, Imaging, and Triage capabilities.
    • Products and services are needed to deliver each capability.
    • Shared capabilities can also be grouped into families to better align capability delivery and maturity to ensure that the enterprise goals and needs are being met in each value stream the capabilities support.
    An example is shown to demonstrate how to group products into capabilities.

    Sample business architecture/ capability map for healthcare

    A sample business architecture/capability map for healthcare is shown.

    Your business architecture maps your value streams (value delivered to your customer or user personas) to the capabilities that deliver that value. A capability is the people, processes, and/or tools needed to deliver each value function.

    Defining capabilities are specific to a value stream. Shared capabilities support multiple value streams. Enabling capabilities are core “keep the lights on” capabilities and enterprise functions needed to run your organization.

    See Info-Tech’s industry coverage and reference architectures.

    Download Document Your Business Architecture

    Pattern: Value Stream – Market

    Market/Customer Segment Alignment focuses products into the channels, verticals, or market segments in the same way customers and users view the organization.

    An example is shown to demonstrate how products can be placed into channels, verticals, or market segments.

    Example:

    • Customers want one stop to solve all their issues, needs, and transactions.
    • Banking includes consumer, small business, and enterprise.
    • Consumer banking can be grouped by type of financial service: deposit accounts (checking, savings, money market), revolving credit (credit cards, lines of credit), term lending (mortgage, auto, installment).
    • Each group of services has a unique set of applications and services that support the consumer product, with some core systems supporting the entire relationship.

    Pattern: Value Stream – Line of Business (LoB)

    Line of Business Alignment uses the operational structure as the basis for organizing products and services into families that support each area.

    An example of the operational structure as the basis is shown.

    Example:

    • LoB alignment favors continuity of services, tools, and skills based on internal operations over unified customer services.
    • A hospital requires care and services from many different operational teams.
    • Emergency services may be internally organized by the type of care and emergency to allow specialized equipment and resources to diagnose and treat the patients, relying on support teams for imaging and diagnostics to support care.
    • This model may be efficient and logical from an internal viewpoint but can cause gaps in customer services without careful coordination between product teams.

    Pattern: Enterprise Applications

    A division or group delivers enabling capabilities, and the team’s operational alignment maps directly to the modules/components of an enterprise application and other applications that support the specific business function.

    An example flowchart is shown with enterprise applications.

    Example:

    • Human resources is one corporate function. Within HR, however, there are subfunctions that operate independently.
    • Each operational team is supported by one or more applications or modules within a primary HR system.
    • Even though the teams work independently, the information they manage is shared with or ties into processes used by other teams. Coordination of efforts helps provide a higher level of service and consistency.

    For additional information about HRMS, please download Get the Most Out of Your HRMS.

    Pattern: Shared Services

    Grouping by service type, knowledge area, or technology allows for specialization while families align service delivery to shared business capabilities.

    An example is shown with the shared services.

    Example:

    • Recommended for governance, risk, and compliance; infrastructure; security; end-user support; and shared platforms (workflow, collaboration, imaging/record retention). Direct hierarchies do not necessarily exist within the shared service family.
    • Service groupings are common for service owners (also known as support managers, operations managers, etc.).
    • End-user ticketing comes through a common request system, is routed to the team responsible for triage, and then is routed to a team for resolution.
    • Collaboration tools and workflow tools are enablers of other applications, and product families might support multiple apps or platforms delivering that shared capability.

    Pattern: Technical

    Technical grouping is used in Shared Services or as a family grouping method within a Value Stream Alignment (Capability, Market, LoB) product family.

    An example of technical grouping is shown.

    Example:

    • Within Shared Services, Technical product grouping focuses on domains requiring specific experience and knowledge not common to typical product teams. This can also support insourcing so other product teams do not have to build their own capacity.
    • Within a Market or LoB team, these same technical groups support specific tools and services within that product family only while also specializing in the business domain.
    • Alignment into tool, platform, or skill areas improves delivery capabilities and resource scalability.

    Pattern: Organizational Alignment

    Eventually in your product hierarchy, the management structure functions as the product management team.

    • When planning your product families, be careful determining when to merge product families into the management team structure.
    • Since the goal of scaling products into families is to align product delivery roadmaps to enterprise goals and enable value realization, the primary focus of scaling must be operational.
    • Alignment to the organizational chart should only occur when the product families report into an HR manager who has ownership for the delivery and value realization for all product and services within that family.
    Am example of organizational alignment is shown.

    Download Build a Better Product Owner for role support.

    2.2.1 Arrange your applications and services into product families

    1-4 hours

    1. (Optional but recommended) Define your value streams and capabilities on the App Capability List tab in the Deliver Digital Products at Scale Workbook.
    2. On the Product Families tab, build your product family hierarchy using the following structure:
    • Value Stream > Capability > Family 3 > Family 2 > Family 1 > Product/Service.
    • If you are not using a Value Stream > Capability grouping, you can leave these blank for now.
    A screenshot of the App Capability List in the Deliver Disital Products at Scale Workbook is shown.
  • If you previously completed an application inventory using one of our application portfolio management (APM) resources, you can paste values here. Do not paste cells, as Excel may create a cell reference or replace the current conditional formatting.
  • Output

    • Product family mapping

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    2.2.2 Define enabling and supporting applications

    1-4 hours

    1. Review your grouping from the reverse direction or with different patterns to validate the grouping. Consider each grouping.
    • Does it operationally align the products and families to best cascade enterprise goals and priorities while validating enabling capabilities?
    • In the next phase, when defining your roadmap strategy, you may wish to revisit this phase and adjust as needed.
  • Select and enter enabling or dependent applications to the right of each product.
  • A screenshot from the Deliver Digitial Products at Scale Workbook is shown.

    Output

    • Product families
    • Enabling applications
    • Dependent applications

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers
    • Business analysts

    Record the results in the Deliver Digital Products at Scale Workbook.

    Use a product canvas to define key elements of your product family

    A product canvas is an excellent tool for quickly providing important information about a product family.

    Product owners/managers

    Provide target state to align child product and product family roadmaps.

    Stakeholders

    Communicate high-level concepts and key metrics with leadership teams and stakeholders.

    Strategy teams

    Use the canvas as a tool for brainstorming, scoping, and ideation.

    Operations teams

    Share background overview to align operational team with end-user value.

    Impacted users

    Refine communication strategy and support based on user impacts and value realization.

    Download Deliver on Your Digital Product Vision.

    Product Family Canvas: Define your core information

    A screenshot of the product family canvas is shown.

    Problem Statement: The problem or need the product family is addressing

    Business Goals: List of business objectives or goals for the product

    Personas/Customers/Users: List of groups who consume the product/service

    Vision: Vision, unique value proposition, elevator pitch, or positioning statement

    Child Product Families or Products: List of product families or products within this family

    Stakeholders: List of key resources, stakeholders, and teams needed to support the product or service

    Download Deliver on Your Digital Product Vision.

    2.2.3 Build your product family canvas

    30-60 minutes

    1. Complete the following fields to build your product family canvas in your Digital Product Family Strategy Playbook:
      1. Product family name
      2. Product family owner
      3. Parent product family name
      4. Problem that the family is intending to solve (For additional help articulating your problem statement, refer to Deliver on Your Digital Product Vision.)
      5. Product family vision/goals (For additional help writing your vision, refer to Deliver on Your Digital Product Vision..)
      6. Child product or product family name(s)
      7. Primary customers/users (For additional help with your product personas, download and complete Deliver on Your Digital Product Vision..)
      8. Stakeholders (If you aren’t sure who your stakeholders are, fill this in after completing the stakeholder management exercises in phase 3.)

    Output

    • Product family canvas

    Participants

    • Product owners
    • Product managers
    • Development team leads
    • Portfolio managers
    • Business analysts

    Record the results in the Digital Product Family Strategy Playbook.

    A screenshot of the Product Family Canvas is shown.

    Phase 3

    Ensure Alignment Between Products and Families

    Phase 1Phase 2Phase 3Phase 4Phase 5

    1.1 Understand the organizational factors driving product-centric delivery

    1.2 Establish your organization’s product inventory

    2.1 Determine your approach to scale product families

    2.2 Define your product families

    3.1 Leverage product family roadmaps

    3.2 Use stakeholder management to improve roadmap communication

    3.3 Configure your product family roadmaps

    3.4 Confirm product family to product alignment

    4.1 Assess your organization’s delivery readiness

    4.2 Understand your delivery options

    4.3 Determine your operating model

    4.4 Identify how to fund product family delivery

    5.1 Learn how to introduce your digital product family strategy

    5.2 Communicate changes on updates to your strategy

    5.3 Determine your next steps

    This phase will walk you through the following activities:

    • 3.1.1 Evaluate your current approach to product family communication
    • 3.2.1 Visualize interrelationships among stakeholders to identify key influencers
    • 3.2.2 Group stakeholders into categories
    • 3.2.3 Prioritize your stakeholders
    • 3.3.1 Define the communication objectives and audience of your product family roadmaps
    • 3.3.2 Identify the level of detail that you want your product family roadmap artifacts to represent
    • 3.4.1 Validate business value alignment between products and their product families

    This phase involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Business analysts

    Step 3.1

    Leverage product family roadmaps

    Activities

    3.1.1 Evaluate your current approach to product family communication

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Business analysts

    Outcomes of this step

    • Understanding of what a product family roadmap is
    • Comparison of Info-Tech’s position on product families to how you currently communicate about product families

    Aligning products’ goals with families

    Without alignment between product family goals and their underlying products, you aren’t seeing the full picture.

    An example of a product roadmap is shown to demonstrate how it is the core to value realization.

    Adapted from: Pichler," What Is Product Management?"

    • Aligning product strategy to enterprise goals needs to happen through the product family.
    • A product roadmap has traditionally been used to express the overall intent and visualization of the product strategy.
    • Connecting the strategy of your products with your enterprise goals can be done through the product family roadmap.

    Leveraging product family roadmaps

    It’s more than a set of colorful boxes.

      ✓ Lays out a strategy for your product family.

      ✓ Is a statement of intent for your family of products.

      ✓ Communicates direction for the entire product family and product teams.

      ✓ Directly connects to the organization’s goals.

    However, it is not:

      x Representative of a hard commitment.

      x A simple combination of your current product roadmaps.

      x A technical implementation plan.

    Product family roadmaps

    A roadmap is shown without any changes.

    There is no such thing as a roadmap that never changes.

    Your product family roadmap represents a broad statement of intent and high-level tactics to get closer to the organization’s goals.

    A roadmap is shown with changes.

    All good product family roadmaps embrace change!

    Your strategic intentions are subject to volatility, especially those planned further in the future. The more costs you incur in planning, the more you leave yourself exposed to inefficiency and waste if those plans change.

    Info-Tech Insight

    A good product family roadmap is intended to manage and communicate the inevitable changes as a result of market volatility and changes in strategy.

    Product family roadmaps are more strategic by nature

    While individual product roadmaps can be different levels of tactical or strategic depending on a variety of market factors, your options are more limited when defining roadmaps for product families.

    An image is displayed to show the relationships between product and product family, and how the roadmaps could be tactical or strategic.

    Info-Tech Insight

    Roadmaps for your product family are, by design, less detailed. This does not mean they aren’t actionable! Your product family roadmap should be able to communicate clear intentions around the future delivery of value in both the near and long term.

    Reminder: Your enterprise vision provides alignment for your product family roadmaps

    Not knowing the difference between enterprise vision and goals will prevent you from both dreaming big and achieving your dream.

    Your enterprise vision represents your “north star” – where you want to go. It represents what you want to do.

    • Your enterprise goals represent what you need to achieve in order to reach your enterprise vision.
    • A key element of operationalizing your vision.
    • Your strategy, initiatives, and features will align with one or more goals.

    Download Deliver on Your Digital Product Vision for support.

    Multiple roadmap views can communicate differently, yet tell the same truth

    Audience

    Business/ IT Leaders

    Users/Customers

    Delivery Teams

    Roadmap View

    Portfolio

    Product Family

    Technology

    Objectives

    To provide a snapshot of the portfolio and priority products

    To visualize and validate product strategy

    To coordinate broad technology and architecture decisions

    Artifacts

    Line items or sections of the roadmap are made up of individual products, and an artifact represents a disposition at its highest level.

    Artifacts are generally grouped by product teams and consist of strategic goals and the features that realize those goals.

    Artifacts are grouped by the teams who deliver that work and consist of technical capabilities that support the broader delivery of value for the product family.

    Typical elements of a product family roadmap

    While there are others, these represent what will commonly appear across most family-based roadmaps.

    An example is shown to highlight the typical elements of a product family roadmap.

    GROUP/CATEGORY: Groups are collections of artifacts. In a product family context, these are usually product family goals, value streams, or products.

    ARTIFACT: An artifact is one of many kinds of tangible by-products produced during the delivery of products. For a product family, the artifacts represented are capabilities or value streams.

    MILESTONE: Points in the timeline when established sets of artifacts are complete. This is a critical tool in the alignment of products in a given family.

    TIME HORIZON: Separated periods within the projected timeline covered by the roadmap.

    3.1.1 Evaluate your current approach to product family communication

    1-2 hours

    1. Write down how you currently communicate your intentions for your products and family of products.
    2. Compare and contrast this to how this blueprint defines product families and product family roadmaps.
    3. Consider the similarities and the key gaps between your current approach and Info-Tech’s definition of product family roadmaps.

    Output

    • Your documented approach to product family communication

    Participants

    • Product owners
    • Stakeholders

    Record the results in the Deliver Digital Products at Scale Workbook.

    Step 3.2

    Use stakeholder management to improve roadmap communication

    Activities

    3.2.1 Visualize interrelationships among stakeholders to identify key influencers

    3.2.2 Group stakeholders into categories

    3.2.3 Prioritize your stakeholders

    Info-Tech Note

    If you have done the stakeholder exercises in Deliver on Your Digital Product Vision or Build a Better Product Owner u don’t need to repeat the exercises from scratch.

    You can bring the results forward and update them based on your prior work.

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Business analysts

    Outcomes of this step

    • Relationships among stakeholders and influencers
    • Categorization of stakeholders and influencers
    • Stakeholder and influencer prioritization

    Reminder: Not everyone is a user!

    USERS

    Individuals who directly obtain value from usage of the product.

    STAKEHOLDERS

    Represent individuals who provide the context, alignment, and constraints that influence or control what you will be able to accomplish.

    FUNDERS

    Individuals both external and internal that fund the product initiative. Sometimes they are lumped in as stakeholders. However, motivations can be different.

    For more information, see Deliver on Your Digital Product Vision.

    A stakeholder strategy is a key part of product family attainment

    A roadmap is only “good” when it effectively communicates to stakeholders. Understanding your stakeholders is the first step in delivering great product family roadmaps.

    A picture is shown that has 4 characters with puzzle pieces, each repersenting a key to product family attainment. The four keys are: Stakeholder management, product lifecycle, project delivery, and operational support.

    Create a stakeholder network map for product roadmaps and prioritization

    Follow the trail of breadcrumbs from your direct stakeholders to their influencers to uncover hidden stakeholders.

    An example stakeholder network map is displayed.

    Legend

    Black arrows: indicate the direction of professional influence

    Dashed green arrows: indicate bidirectional, informal influence relationships

    Info-Tech Insight

    Your stakeholder map defines the influence landscape your product family operates in. It is every bit as important as the teams who enhance, support, and operate your product directly.

    Use connectors to determine who may be influencing your direct stakeholders. They may not have any formal authority within the organization, but they may have informal yet substantial relationships with your stakeholders.

    3.2.1 Visualize interrelationships among stakeholders to identify key influencers

    60 minutes

    1. List direct stakeholders for your product.
    2. Determine the stakeholders of your stakeholders and consider adding each of them to the stakeholder list.
    3. Assess who has either formal or informal influence over your stakeholders; add these influencers to your stakeholder list.
    4. Construct a diagram linking stakeholders and their influencers together.
    • Use black arrows to indicate the direction of professional influence.
    • Use dashed green arrows to indicate bidirectional, informal influence relationships.

    Output

    • Relationships among stakeholders and influencers

    Participants

    • Product owners
    • Stakeholders

    Record the results in the Deliver Digital Products at Scale Workbook.

    Categorize your stakeholders with a prioritization map

    A stakeholder prioritization map helps product leaders categorize their stakeholders by their level of influence and ownership in the product and/or teams.

    An example stakeholder prioritization map is shown.

    There are four areas in the map, and the stakeholders within each area should be treated differently.

    Players – players have a high interest in the initiative and the influence to effect change over the initiative. Their support is critical, and a lack of support can cause significant impediment to the objectives.

    Mediators – mediators have a low interest but significant influence over the initiative. They can help to provide balance and objective opinions to issues that arise.

    Noisemakers – noisemakers have low influence but high interest. They tend to be very vocal and engaged, either positively or negatively, but have little ability to enact their wishes.

    Spectators – generally, spectators are apathetic and have little influence over or interest in the initiative.

    3.2.2 Group stakeholders into categories

    30-60 minutes

    1. Identify your stakeholders’ interest in and influence on your product as high, medium, or low by rating the attributes below.
    2. Map your results to the model below to determine each stakeholder’s category.
    Level of Influence
    • Power: Ability of a stakeholder to effect change.
    • Urgency: Degree of immediacy demanded.
    • Legitimacy: Perceived validity of stakeholder’s claim.
    • Volume: How loud their “voice” is or could become.
    • Contribution: What they have that is of value to you.
    Level of Interest

    How much are the stakeholder’s individual performance and goals directly tied to the success or failure of the product?

    The example stakeholder prioritization map is shown with the stakeholders grouped into the categories.

    Output

    • Categorization of stakeholders and influencers

    Participants

    • Product owners
    • Stakeholders

    Record the results in the Deliver Digital Products at Scale Workbook.

    Prioritize your stakeholders

    There may be too many stakeholders to be able to manage them all. Focus your attention on the stakeholders that matter most.

    Level of Support

    Stakeholder Category

    Supporter

    Evangelist

    Neutral Blocker

    Player

    Critical

    High

    High

    Critical

    Mediator

    Medium

    Low

    Low

    Medium

    Noisemaker

    High

    Medium

    Medium

    High

    Spectator

    Low

    Irrelevant

    Irrelevant

    Low

    Consider the three dimensions for stakeholder prioritization: influence, interest, and support. Support can be determined by answering the following question: How likely is it that this stakeholder would recommend your product?

    These parameters are used to prioritize which stakeholders are most important and should receive your focused attention.

    3.2.3 Prioritize your stakeholders

    30 minutes

    1. Identify the level of support of each stakeholder by answering the following question: How likely is it that this stakeholder would endorse your product?
    2. Prioritize your stakeholders using the prioritization scheme on the previous slide.

    Stakeholder

    Category

    Level of Support

    Prioritization

    CMO

    Spectator

    Neutral

    Irrelevant

    CIO

    Player

    Supporter

    Critical

    Output

    • Stakeholder and influencer prioritization

    Participants

    • Product owners
    • Stakeholders

    Record the results in the Deliver Digital Products at Scale Workbook.

    Define strategies for engaging stakeholders by type

    An example is shown to demonstrate how to define strategies to engage staeholders by type.

    Type

    Quadrant

    Actions

    Players

    High influence, high interest – actively engage

    Keep them updated on the progress of the project. Continuously involve Players in the process and maintain their engagement and interest by demonstrating their value to its success.

    Mediators

    High influence, low interest – keep satisfied

    They can be the game changers in groups of stakeholders. Turn them into supporters by gaining their confidence and trust and including them in important decision-making steps. In turn, they can help you influence other stakeholders.

    Noisemakers

    Low influence, high interest – keep informed

    Try to increase their influence (or decrease it if they are detractors) by providing them with key information, supporting them in meetings, and using Mediators to help them.

    Spectators

    Low influence, low interest – monitor

    They are followers. Keep them in the loop by providing clarity on objectives and status updates.

    Info-Tech Insight

    Each group of stakeholders draws attention and resources away from critical tasks. By properly identifying your stakeholder groups, the product owner can develop corresponding actions to manage stakeholders in each group. This can dramatically reduce wasted effort trying to satisfy Spectators and Noisemakers, while ensuring the needs of Mediators and Players are met.

    Step 3.3

    Configure your product family roadmaps

    Activities

    3.3.1 Define the communication objectives and audience of your product family roadmaps

    3.3.2 Identify the level of detail that you want your product family roadmap artifacts to represent

    Info-Tech Note

    If you are unfamiliar with product roadmaps, Deliver on Your Digital Product Vision contains more detailed exercises we recommend you review before focusing on product family roadmaps.

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Business analysts

    Outcomes of this step

    • An understanding of the key communication objectives and target stakeholder audience for your product family roadmaps
    • A position on the level of detail you want your product family roadmap to operate at

    Your communication objectives are linked to your audience; ensure you know your audience and speak their language

    I want to... I need to talk to... Because they are focused on...
    ALIGN PRODUCT TEAMS Get my delivery teams on the same page. Architects Products Owners PRODUCTS A product that delivers value against a common set of goals and objectives.
    SHOWCASE CHANGES Inform users and customers of product strategy. Bus. Process Owners End Users FUNCTIONALITY A group of functionality that business customers see as a single unit.
    ARTICULATE RESOURCE REQUIREMENTS Inform the business of product development requirements. IT Management Business Stakeholders FUNDING An initiative that those with the money see as a single budget.

    3.3.1 Define the communication objectives and audience of your product family roadmaps

    30-60 minutes

    1. Explicitly state the communication objectives and audience of your roadmap.
    • Think of finishing this sentence: This roadmap is designed for … in order to …
  • You may want to consider including more than a single audience or objective.
  • Example:
  • Roadmap

    Audience

    Statement

    Internal Strategic Roadmap

    Internal Stakeholders

    This roadmap is designed to detail the strategy for delivery. It tends to use language that represents internal initiatives and names.

    Customer Strategic Roadmap

    External Customers

    This roadmap is designed to showcase and validate future strategic plans and internal teams to coordinate the development of features and enablers.

    Output

    • Roadmap list with communication objectives and audience

    Participants

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Record the results in the Deliver Digital Products at Scale Workbook.

    The length of time horizons on your roadmap depend on the needs of the underlying products or families

    Info-Tech InsightAn example timeline is shown.

    Given the relationship between product and product family roadmaps, the product family roadmap needs to serve the time horizons of its respective products.

    This translates into product family roadmaps with timelines that, at a minimum, cover the full scope of the respective product roadmaps.

    Based on your communication objectives, consider different ways to visualize your product family roadmap

    Swimline/Stream-Based roadmap example.

    Swimlane/Stream-Based – Understanding when groups of items intend to be delivered.

    An example is shown that has an overall plan with rough intentions around delivery.

    Now, Next, Later – Communicate an overall plan with rough intentions around delivery without specific date ranges.

    An example of a sunrise roadmap is shown.

    Sunrise Roadmap – Articulate the journey toward a given target state across multiple streams.

    Before connecting your family roadmap to products, think about what each roadmap typically presents

    An example of a product family roadmap is shown and how it can be connected to the products.

    Info-Tech Insight

    Your product family roadmap and product roadmap tell different stories. The product family roadmap represents the overall connection of products to the enterprise strategy, while the product roadmap focuses on the fulfillment of the product’s vision.

    Example: Connecting your product family roadmaps to product roadmaps

    Your roadmaps should be connected at an artifact level that is common between both. Typically, this is done with capabilities, but you can do it at a more granular level if an understanding of capabilities isn’t available.

    Example is shown connecting product family roadmaps to product roadmaps.

    3.3.2 Identify the level of detail that you want your product family roadmap artifacts to represent

    30-60 minutes

    1. Consider the different available artifacts for a product family (goals, value stream, capabilities).
    2. List the roadmaps that you wish to represent.
    3. Based on how you currently articulate details on your product families, consider:
    • What do you want to use as the level of granularity for the artifact? Consider selecting something that has a direct connection to the product roadmap itself (for example, capabilities).
    • For some roadmaps you will want to categorize your artifacts – what would work best in those cases?

    Examples

    Level of Hierarchy

    Artifact Type

    Roadmap 1

    Goals

    Capability

    Roadmap 2

    Roadmap 3

    Output

    • Details on your roadmap granularity

    Participants

    • Product owners
    • Product managers
    • Portfolio managers

    Record the results in the Deliver Digital Products at Scale Workbook.

    Step 3.4

    Confirm goal and value alignment of products and their product families

    Activities

    3.4.1 Validate business value alignment between products and their product families

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Business analysts

    Outcomes of this step

    • Validation of the alignment between your product families and products

    Confirming product to family value alignment

    It isn’t always obvious whether you have the right value delivery alignment between products and product families.

    An example is shown to demonstrate product-to-family-alignment.

    Product-to-family alignment can be validated in two different ways:

    1. Initial value alignment
    2. Confirm the perceived business value at a family level is aligned with what is being delivered at a product level.

    3. Value measurement during the lifetime of the product
    4. Validate family roadmap attainment through progression toward the specified product goals.

    For more detail on calculating business value, see Build a Value Measurement Framework.

    To evaluate a product family’s contribution, you need a common definition of value

    Why is having a common value measure important?

    CIO-CEO Alignment Diagnostic

    A stacked bar graph is shown to demonstrate CIO-CEO Alignment Diagnostic. A bar titled Business Value Metrics is highlighted. 51% had some improvement necessary and 32% had significant improvement necessary.

    Over 700 Info-Tech members have implemented the Balanced Value Measurement Framework.

    “The cynic knows the price of everything and the value of nothing.”

    – Oscar Wilde

    “Price is what you pay. Value is what you get.”

    – Warren Buffett

    Understanding where you derive value is critical to building solid roadmaps.

    All value in your product family is not created equal

    Business value is the value of the business outcome the application produces and how effective the product is at producing that outcome. Dissecting value by the benefit type and the value source allows you to see the many ways in which a product or service brings value to your organization. Capture the value of your products in short, concise statements, like an elevator pitch.

    A business value matrix is shown.

    Increase Revenue

    Product or service functions that are specifically related to the impact on your organization’s ability to generate revenue.

    Reduce Costs

    Reduction of overhead. The ways in which your product limits the operational costs of business functions.

    Enhance Services

    Functions that enable business capabilities that improve the organization’s ability to perform its internal operations.

    Reach Customers

    Application functions that enable and improve the interaction with customers or produce market information and insights.

    Financial Benefits vs. Improved Capabilities

    • Financial Benefit refers to the degree to which the value source can be measured through monetary metrics and is often quite tangible.
    • Human Benefit refers to how a product or service can deliver value through a user’s experience.

    Inward vs. Outward Orientation

    • Inward refers to value sources that have an internal impact and improve your organization’s effectiveness and efficiency in performing its operations.
    • Outward refers to value sources that come from your interaction with external factors, such as the market or your customers.

    3.4.1 Validate business value alignment between products and their product families

    30-60 minutes

    1. Draw the 2x2 Business Value Matrix on a flip chart or open the Business Value Matrix tab in the Deliver Digital Products at Scale Workbook to use in this exercise.
    2. Brainstorm and record the different types of business value that your product and product family produce on the sticky notes (one item per sticky note).
    3. As a team, evaluate how the product value delivered contributes to the product family value delivered. Note any gaps or differences between the two.

    Download and complete Build a Value Measurement Framework for full support in focusing product delivery on business value–driven outcomes.

    A business value matrix is shown.

    Output

    • Confirmation of value alignment between product families and their respective products

    Participants

    • Product owners
    • Product managers

    Record the results in the Deliver Digital Products at Scale Workbook.

    Example: Validate business value alignment between products and their product families

    An example of a business value matrix is shown.

    Measure product value with metrics tied to your business value sources and objectives

    Assign metrics to your business value sources

    Business Value Category

    Source Examples

    Metric Examples

    Profit Generation

    Revenue

    Customer Lifetime Value (LTV)

    Data Monetization

    Average Revenue per User (ARPU)

    Cost Reduction

    Reduce Labor Costs

    Contract Labor Cost

    Reduce Overhead

    Effective Cost per Install (eCPI)

    Service Enablement

    Limit Failure Risk

    Mean Time to Mitigate Fixes

    Collaboration

    Completion Time Relative to Deadline

    Customer and Market Reach

    Customer Satisfaction

    Net Promoter Score

    Customer Trends

    Number of Customer Profiles

    The importance of measuring business value through metrics

    The better an organization is at using business value metrics to evaluate IT’s performance, the more satisfied the organization is with IT’s performance as a business partner. In fact, those that say they’re effective at business value metrics have satisfaction scores that are 30% higher than those that believe significant improvements are necessary (Info-Tech’s IT diagnostics).

    Assigning metrics to your prioritized values source will allow you to more accurately measure a product’s value to the organization and identify optimization opportunities. See Info-Tech’s Related Research: Value, Delivery Metrics, Estimation blueprint for more information.

    Your product delivery pipeline connects your roadmap with business value realization

    The effectiveness of your product roadmap needs to be evaluated based on delivery capacity and throughput.

    A product roadmap is shown with additional details to demonstrate delivery capacity and throughput.

    When thinking about product delivery metrics, be careful what you ask for…

    As the saying goes “Be careful what you ask for, because you will probably get it.”

    Metrics are powerful because they drive behavior.

    • Metrics are also dangerous because they often lead to unintended negative outcomes.
    • Choose your metrics carefully to avoid getting what you asked for instead of what you intended.

    It’s a cautionary tale that also offers a low-risk path through the complexities of metrics use.

    For more information on the use (and abuse) of metrics, see Select and Use SDLC Metrics Effectively.

    Measure delivery and success

    Metrics and measurements are powerful tools to drive behavior change and decision making in your organization. However, metrics are highly prone to creating unexpected outcomes, so use them with great care. Use metrics judiciously to uncover insights but avoid gaming or ambivalent behavior, productivity loss, and unintended consequences.

    Build good practices in your selection and use of metrics:

    • Choose the metrics that are as close to measuring the desired outcome as possible.
    • Select the fewest metrics possible and ensure they are of the highest value to your team, the safest from gaming behaviors and unintended consequences, and the easiest to gather and report.
    • Never use metrics for reward or punishment; use them to develop your team.
    • Automate as much metrics gathering and reporting as possible.
    • Focus on trends rather than precise metrics values.
    • Review and change your metrics periodically.

    Phase 4

    Bridge the Gap Between Product Families and Delivery

    Phase 1Phase 2Phase 3Phase 4Phase 5

    1.1 Understand the organizational factors driving product-centric delivery

    1.2 Establish your organization’s product inventory

    2.1 Determine your approach to scale product families

    2.2 Define your product families

    3.1 Leverage product family roadmaps

    3.2 Use stakeholder management to improve roadmap communication

    3.3 Configure your product family roadmaps

    3.4 Confirm product family to product alignment

    4.1 Assess your organization’s delivery readiness

    4.2 Understand your delivery options

    4.3 Determine your operating model

    4.4 Identify how to fund product family delivery

    5.1 Learn how to introduce your digital product family strategy

    5.2 Communicate changes on updates to your strategy

    5.3 Determine your next steps

    This phase will walk you through the following activities:

    4.1.1 Assess your organization’s readiness to deliver digital product families

    4.2.1 Consider pros and cons for each delivery model relative to how you wish to deliver

    4.3.1 Understand the relationships between product management, delivery teams, and stakeholders

    4.4.1 Discuss traditional vs. product-centric funding methods

    This phase involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Delivery managers

    Assess the impacts of product-centric delivery on your teams and org design

    Product delivery can exist within any org structure or delivery model. However, when making the shift toward product management, consider optimizing your org design and product team structure to match your capacity and throughput needs.

    A flowchart is shown to see how the impacts of product-centric delivery can impact team and org designs.

    Info-Tech Note

    Realigning your delivery pipeline and org design takes significant effort and time. Although we won’t solve these questions here, it’s important to identify factors in your current or future models that improve value delivery.

    Step 4.1

    Assess your organization’s delivery readiness

    Activities

    4.1.1 Assess your organization’s readiness to deliver digital product families

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Delivery managers

    Outcomes of this step

    • An understanding of the group’s maturity level when it comes to product delivery

    Maturing product practices enables delivery of product families, not just products or projects

    A flowchart is shown to demonstrate the differences between project lifecycle, hybrid lifecycle, and product lifecycle.

    Just like product owners, product family owners are needed to develop long-term product value, strategy, and delivery. Projects can still be used as the source of funding and change management; however, the product family owner must manage product releases and operational support. The focus of this section will be on aligning product families to one or more releases.

    4.1.1 Assess your organization’s readiness to deliver digital product families

    30-60 minutes

    1. For each question in the Deliver Digital Products at Scale Readiness Assessment, ask yourself which of the five associated maturity statements most closely describes your organization.
    2. As a group, agree on your organization’s current readiness score for each of the six categories.

    A screenshot of the Deliver Digital Products at Scale Readiness Assessment is shown.

    Output

    • Product delivery readiness score

    Participants

    • Product managers
    • Product owners

    Download the Deliver Digital Products at Scale Readiness Assessment.

    Value realization is constrained by your product delivery pipeline

    Value is realized through changes made at the product level. Your pipeline dictates the rate, quality, and prioritization of your backlog delivery. This pipeline connects your roadmap goals to the value the goals are intended to provide.

    An example of a product roadmap is shown with the additional details of the product delivery pipeline being highlighted.

    Product delivery realizes value for your product family

    While planning and analysis are done at the family level, work and delivery are done at the individual product level.

    PRODUCT STRATEGY

    What are the artifacts?

    What are you saying?

    Defined at the family level?

    Defined at the product level?

    Vision

    I want to...

    Strategic focus

    Delivery focus

    Goals

    To get there we need to...

    Roadmap

    To achieve our goals, we’ll deliver...

    Backlog

    The work will be done in this order...

    Release Plan

    We will deliver in the following ways...

    Step 4.2

    Understand your delivery options

    Activities

    4.2.1 Consider pros and cons for each delivery model relative to how you wish to deliver

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Delivery managers

    Outcomes of this step

    • An understanding of the different team configuration options when it comes to delivery and their relevance to how you currently work

    Define the scope of your product delivery strategy

    The goal of your product delivery strategy is to establish streamlined, enforceable, and standardized product management and delivery capabilities that follow industry best practices. You will need to be strategic in how and where you implement your changes because this will set the stage for future adoption. Strategically select the most appropriate products, roles, and areas of your organization to implement your new or enhanced capabilities and establish a foundation for scaling.

    Successful product delivery requires people who are knowledgeable about the products they manage and have a broad perspective of the entire delivery process, from intake to delivery, and of the product portfolio. The right people also have influence with other teams and stakeholders who are directly or indirectly impacted by product decisions. Involve team members who have expertise in the development, maintenance, and management of your selected products and stakeholders who can facilitate and promote change.

    Learn about different patterns to structure and resource your product delivery teams

    The primary goal of any product delivery team is to improve the delivery of value for customers and the business based on your product definition and each product’s demand. Each organization will have different priorities and constraints, so your team structure may take on a combination of patterns or may take on one pattern and then transform into another.

    Delivery Team Structure Patterns

    How Are Resources and Work Allocated?

    Functional Roles

    Teams are divided by functional responsibilities (e.g. developers, testers, business analysts, operations, help desk) and arranged according to their placement in the software development lifecycle (SDLC).

    Completed work is handed off from team to team sequentially as outlined in the organization’s SDLC.

    Shared Service and Resource Pools

    Teams are created by pulling the necessary resources from pools (e.g. developers, testers, business analysts, operations, help desk).

    Resources are pulled whenever the work requires specific skills or pushed to areas where product demand is high.

    Product or System

    Teams are dedicated to the development, support, and management of specific products or systems.

    Work is directly sent to the teams who are directly managing the product or directly supporting the requester.

    Skills and Competencies

    Teams are grouped based on skills and competencies related to technology (e.g. Java, mobile, web) or familiarity with business capabilities (e.g. HR, finance).

    Work is directly sent to the teams who have the IT and business skills and competencies to complete the work.

    See the flow of work through each delivery team structure pattern

    Four delivery team structures are shown. The four are: functional roles, shared service and resource pools, product or system, and skills and competencies.

    Staffing models for product teams

    Functional Roles Shared Service and Resource Pools Product or System Skills and Competencies
    A screenshot of the functional roles from the flow of work example is shown. A screenshot of the shared service and resource pools from the flow of work example is shown. A screenshot of the product or system from the flow of work example is shown. A screenshot of skills and competencies from the flow of work example is shown.
    Pros
      ✓ Specialized resources are easier to staff

      ✓ Product knowledge is maintained

      ✓ Flexible demand/capacity management

      ✓ Supports full utilization of resources

      ✓ Teams are invested in the full life of the product

      ✓ Standing teams enable continuous improvement

      ✓ Teams are invested in the technology

      ✓ Standing teams enable continuous improvement

    Cons
      x Demand on specialists can create bottlenecks

      x Creates barriers to collaboration

      x Unavailability of resources can lead to delays

      x Product knowledge can be lost as resources move

      x Changes in demand can lead to downtime

      x Cross-functional skills make staffing a challenge

      x Technology bias can lead to the wrong solution

      x Resource contention when team supports multiple solutions

    Considerations
      ! Product owners must break requests down into very small components to support Agile delivery as mini-Waterfalls
      ! Product owners must identify specialist requirements in the roadmap to ensure resources are available
      ! Product owners must ensure that there is a sufficient backlog of valuable work ready to keep the team utilized
      ! Product owners must remain independent of technology to ensure the right solution is built
    Use Case
    • When you lack people with cross-functional skills
    • When you have specialists such as those skilled in security and operations who will not have full-time work on the product
    • When you have people with cross-functional skills who can self-organize around the request
    • When you have a significant investment in a specific technology stack

    4.2.1 Consider pros and cons for each delivery model relative to how you wish to deliver

    1. Document your current staffing model for your product delivery teams.
    2. Evaluate the pros and cons of each model, as specified on the previous slide, relative to how you currently work.
    3. What would be the ideal target state for your team? If one model does not completely fit, is there a hybrid option worth considering? For example: Product-Based combined with Shared Service/Resource Pools for specific roles.

    Functional Roles

    Teams are divided by functional responsibilities (e.g. developers, testers, business analysts, operations, help desk) and arranged according to their placement in the software development lifecycle (SDLC).

    Shared Service and Resource Pools

    Teams are created by pulling the necessary resources from pools (e.g. developers, testers, business analysts, operations, help desk).

    Product or System

    Teams are dedicated to the development, support, and management of specific products or systems.

    Skills and Competencies

    Teams are grouped based on skills and competencies related to technology (e.g. Java, mobile, web) or familiarity with business capabilities (e.g. HR, finance).

    Output

    • An understanding of pros and cons for each delivery model and the ideal target state for your team

    Participants

    • Product managers
    • Product owners

    Record the results in the Digital Product Family Strategy Playbook.

    Step 4.3

    Determine your operating model

    Activities

    4.3.1 Understand the relationships between product management, delivery teams, and stakeholders

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Delivery managers

    Outcomes of this step

    • An understanding of the potential operating models and what will work best for your organization

    Reminder: Patterns for scaling products

    The alignment of your product families should be considered in your operating model.

    Value Stream Alignment

    Enterprise Applications

    Shared Services

    Technical

    Organizational Alignment

    • Business architecture
      • Value stream
      • Capability
      • Function
    • Market/customer segment
    • Line of business (LoB)
    • Example: Customer group > value stream > products
    • Enabling capabilities
    • Enterprise platforms
    • Supporting apps
    • Example: HR > Workday/Peoplesoft > ModulesSupporting: Job board, healthcare administrator
    • Organization of related services into service family
    • Direct hierarchy does not necessarily exist within the family
    • Examples: End-user support and ticketing, workflow and collaboration tools
    • Domain grouping of IT infrastructure, platforms, apps, skills, or languages
    • Often used in combination with Shared Services grouping or LoB-specific apps
    • Examples: Java, .NET, low-code, database, network
    • Used at higher levels of the organization where products are aligned under divisions
    • Separation of product managers from organizational structure no longer needed because the management team owns product management role

    Ensure consistency in the application of your design principles with a coherent operating model

    What is an operating model?

    An operating model is an abstract visualization, used like an architect’s blueprint, that depicts how structures and resources are aligned and integrated to deliver on the organization’s strategy. It ensures consistency of all elements in the organizational structure through a clear and coherent blueprint before embarking on detailed organizational design

    The visual should highlight which capabilities are critical to attaining strategic goals and clearly show the flow of work so that key stakeholders can understand where inputs flow in and outputs flow out of the IT organization.

    An example of an operating model is shown.

    For more information, see Redesign Your IT Organizational Structure.

    Weigh the pros and cons of IT operating models to find the best fit

    1. LoB/Product Aligned – Decentralized Model: Line of Business, Geographically, Product, or Functionally Aligned
    2. A decentralized IT operating model that embeds specific functions within LoBs/product teams and provides cross-organizational support for their initiatives.

    3. Hybrid Functional: Functional/Product Aligned
    4. A best-of-both-worlds model that balances the benefits of centralized and decentralized approaches to achieve both customer responsiveness and economies of scale.

    5. Hybrid Service Model: Product-Aligned Operating Model
    6. A model that supports what is commonly referred to as a matrix organization, organizing by highly related service categories and introducing the role of the service owner.

    7. Centralized: Plan-Build-Run
    8. A highly typical IT operating model that focuses on centralized strategic control and oversight in delivering cost-optimized and effective solutions.

    9. Centralized: Demand-Develop-Service
    10. A centralized IT operating model that lends well to more mature operating environments. Aimed at leveraging economies of scale in an end-to-end services delivery model.

    There are many different operating models. LoB/Product Aligned and Hybrid Functional align themselves most closely with how products and product families are typically delivered.

    Decentralized Model: Line of Business, Geographically, Product, or Functionally Aligned

    An example of a decentralized model is shown.

    BENEFITS

    DRAWBACKS

    • Organization around functions (FXN) allows for diversity in approach in how areas are run to best serve specific business units needs.
    • Each functional line exists largely independently, with full capacity and control to deliver service at the committed service level agreements.
    • Highly responsive to shifting needs and demands with direct connection to customers and all stages of the solution development lifecycle.
    • Accelerates decision making by delegating authority lower into the FXN.
    • Promotes a flatter organization with less hierarchy and more direct communication with the CIO.
    • Less synergy and integration across what different lines of business are doing can result in redundancies and unnecessary complexity.
    • Higher overall cost to the IT group due to role and technology duplication across different FXN.
    • Inexperience becomes an issue; requires more competent people to be distributed across the FXN.
    • Loss of sight of the big picture – difficult to enforce standards around people/process/technology with solution ownership within the FXN.

    For more information, see Redesign your IT Organizational Structure.

    Hybrid Model: Functional/Product Aligned

    An example of a hybrid model: functional/product aligned is shown.

    BENEFITS

    DRAWBACKS

    • Best of both worlds of centralization and decentralization; attempts to channel benefits from both centralized and decentralized models.
    • Embeds key IT functions that require business knowledge within functional areas, allowing for critical feedback.
    • Balances a holistic IT strategy and architecture with responsiveness to needs of the organization.
    • Achieves economies of scale where necessary through the delivery of shared services that can be requested by the function.
    • May result in excessive cost through role and system redundancies across different functions
    • Business units can have variable levels of IT competence; may result in different levels of effectiveness.
    • No guaranteed synergy and integration across functions; requires strong communication, collaboration, and steering.
    • Cannot meet every business unit’s needs – can cause tension from varying effectiveness of the IT functions placed within the functional areas.

    For more information, see Redesign your IT Organizational Structure.

    Hybrid Model: Product-Aligned Operating Model

    An example of a hybrid model: product-aligned operating model.

    BENEFITS

    DRAWBACKS

    • Focus is on the full lifecycle of a product – takes a strategic view of how technology enables the organization.
    • Promotes centralized backlog around a specific value creator, rather than traditional project focus, which is more transactional.
    • Dedicated teams around the product family ensure that you have all of the resources required to deliver on your product roadmap.
    • Reduces barriers between IT and business stakeholders, focuses on technology as a key strategic enabler.
    • Delivery is largely done through a DevOps methodology.
    • Significant business involvement is required for success within this model, with business stakeholders taking an active role in product governance and potentially product management as well.
    • Strong architecture standards and practices are required to make this successful because you need to ensure that product families are building in a consistent manner and limiting application sprawl.
    • Introduced the need for practice standards to drive consistency in quality of delivered services.
    • May result in increased cost through role redundancies across different squads.

    For more information, see Redesign your IT Organizational Structure.

    Centralized: Plan-Build-Run

    An example of a centralized: Plan-Build-Run is shown.

    BENEFITS

    DRAWBACKS

    • Effective at implementing long-term plans efficiently, separates maintenance and projects to allow each to have the appropriate focus.
    • More oversight over financials; better suited for fixed budgets.
    • Works across centralized technology domains to better align with the business's strategic objectives – allows for a top-down approach to decision making.
    • Allows for economies of scale and expertise pooling to improve IT’s efficiency.
    • Well suited for a project-driven environment that employs Waterfall or a hybrid project management methodology that is less iterative.
    • Not optimized for unpredictable/shifting project demands, as decision making is centralized in the plan function.
    • Less agility to deliver new features or solutions to the customer in comparison to decentralized models.
    • Build (developers) and run (operations staff) are far removed from the business, resulting in lower understanding of business needs (as well as “passing the buck” – from development to operations).
    • Requires strong hand-off processes to be defined and strong knowledge transfer from build to run functions in order to be successful.

    For more information, see Redesign your IT Organizational Structure.

    Centralized: Demand-Develop-Service

    An example of a centralized: Demand-Develop-Service model is shown.

    BENEFITS

    DRAWBACKS

    • Aligns well with an end-to-end services model; constant attention to customer demand and service supply.
    • Centralizes service operations under one functional area to serve shared needs across lines of business.
    • Allows for economies of scale and expertise pooling to improve IT’s efficiency.
    • Elevates sourcing and vendor management as its own strategic function; lends well to managed service and digital initiatives.
    • Development and operations housed together; lends well to DevOps-related initiatives.
    • Can be less responsive to business needs than decentralized models due to the need for portfolio steering to prioritize initiatives and solutions.
    • Requires a higher level of operational maturity to succeed; stable supply functions (service mgmt., operations mgmt., service desk, security, data) are critical to maintaining business satisfaction.
    • Requires highly effective governance around project portfolio, services, and integration capabilities.
    • Effective feedback loop highly dependent on accurate performance measures.

    For more information, see Redesign your IT Organizational Structure.

    Assess how your product scaling pattern impacts your resource delivery model

    Value Stream Alignment

    Enterprise Applications

    Shared Services

    Technical

    Plan-Build-Run:
    Centralized

    Pro: Supports established and stable families.

    Con: Command-and-control nature inhibits Agile DevOps and business agility.

    Pro: Supports established and stable families.

    Con: Command-and-control nature inhibits Agile DevOps and business agility.

    Pro: Can be used to align high-level families.

    Con: Lacks flexibility at the product level to address shifting priorities in product demand.

    Pro: Supports a factory model.

    Con: Lacks flexibility at the product level to address shifting priorities in product demand.

    Centralized Model 2:
    Demand-Develop-
    Service

    Pro: Supports established and stable families.

    Con: Command-and-control nature inhibits Agile DevOps and business agility.

    Pro: Supports established and stable families.

    Con: Command-and-control nature inhibits Agile DevOps and business agility.

    Pro: Recommended for aligning high-level service families based on user needs.

    Con: Reduces product empowerment, prioritizing demand. Slow.

    Pro: Supports factory models.

    Con: Reduces product empowerment, prioritizing demand. Slow.

    Decentralized Model:
    Line of Business, Product, Geographically, or

    Functionally Aligned

    Pro: Aligns product families to value streams, capabilities, and organizational structure.

    Con: Reduces shared solutions and may create duplicate apps and services.

    Pro: Enterprise apps treated as distinct LoB groups.

    Con: Reduces shared solutions and may create duplicate apps and services.

    Pro: Complements value stream alignment by consolidating shared apps and services.

    Con: Requires additional effort to differentiate local vs. shared solutions.

    Pro: Fits within other groupings where technical expertise is needed.

    Con: Creates redundancy between localized and shared technical teams.

    Hybrid Model:
    Functional/Product

    Aligned

    Pro: Supports multiple patterns of product grouping.

    Con: Requires additional effort to differentiate local vs. shared solutions.

    Pro: Supports multiple patterns of product grouping.

    Con: Requires additional effort to differentiate local vs. shared solutions.

    Pro: Supports multiple patterns of product grouping.

    Con: Requires additional effort to differentiate local vs. shared solutions.

    Pro: Supports multiple patterns of product grouping.

    Con: Creates redundancy between localized and shared technical teams.

    Hybrid Model:

    Product-Aligned Operating Model

    Pro: Supports multiple patterns of product grouping.

    Con: Requires additional effort to differentiate local vs. shared solutions.

    Pro: Supports multiple patterns of product grouping.

    Con: Requires additional effort to differentiate local vs. shared solutions.

    Pro: Supports multiple patterns of product grouping.

    Con: Requires additional effort to differentiate local vs. shared solutions.

    Pro: Supports multiple patterns of product grouping.

    Con: Creates redundancy between localized and shared technical teams.

    4.3.1 Understand the relationships between product management, delivery teams, and stakeholders

    30-60 minutes

    1. Discuss the intake sources of product work.
    2. Trace the flow of requests down to the functional roles of your delivery team (e.g., developer, QA, operations).
    3. Indicate where key deliverables are produced, particularly those that are built in collaboration.
    4. Discuss the five operating models relative to your current operating model choice. How aligned are you?
    5. Review Info-Tech’s recommendation on the best-aligned operating models for product family delivery. Do you agree or disagree?
    6. Evaluate recommendations against how you operate/work.

    Output

    • Understanding of the relationships between key groups
    • A preferred operating model

    Participants

    • Product owners
    • Product managers
    • Delivery managers

    Record the results in the Digital Product Family Strategy Playbook.

    4.3.1 Understand the relationships between product management, delivery teams, and stakeholders

    An example of activity 4.3.1 to understand the relationships between product management, delivery teams, and stakeholders is shown.

    Output

    • Understanding of the relationships between key groups
    • A preferred operating model

    Participants

    • Product owners
    • Product managers
    • Delivery managers

    Step 4.4

    Identify how to fund product family delivery

    Activities

    4.4.1 Discuss traditional vs. product-centric funding methods

    This step involves the following participants:

    • Product owners
    • Product managers
    • Portfolio managers
    • Delivery managers

    Outcomes of this step

    • An understanding of the differences between product-based and traditional funding methods

    Why is funding so problematic?

    We often still think about funding products like construction projects.

    Three models are shown on the various options to fund projects.

    These models require increasing accuracy throughout the project lifecycle to manage actuals vs. estimates.

    "Most IT funding depends on one-time expenditures or capital-funding mechanisms that are based on building-construction funding models predicated on a life expectancy of 20 years or more. Such models don’t provide the stability or flexibility needed for modern IT investments." – EDUCAUSE

    Reminder: Projects don’t go away. The center of the conversation changes.

    A flowchart is shown to demonstrate the difference between project lifecycle, hybrid lifecycle, and product lifecycle.

    Projects within products

    Regardless of whether you recognize yourself as a product-based or project-based shop, the same basic principles should apply.

    The purpose of projects is to deliver the scope of a product release. The shift to product delivery leverages a product roadmap and backlog as the mechanism for defining and managing the scope of the release.

    Eventually, teams progress to continuous integration/continuous delivery (CI/CD) where they can release on demand or as scheduled, requiring org change management.

    Planning and budgeting for products and families

    Reward for delivering outcomes, not features

    AutonomyFlexibilityAccountability
    Fund what delivers valueAllocate iterativelyMeasure and adjust

    Fund long-lived delivery of value through products (not projects).

    Give autonomy to the team to decide exactly what to build.

    Allocate to a pool based on higher-level business case.

    Provide funds in smaller amounts to different product teams and initiatives based on need.

    Product teams define metrics that contribute to given outcomes.

    Track progress and allocate more (or less) funds as appropriate.

    Info-Tech Insight

    Changes to funding require changes to product and Agile practices to ensure product ownership and accountability.

    The Lean Enterprise Funding Model is an example of a different approach

    An example of the lean enterprise funding model is shown.
    From: Implement Agile Practices That Work

    A flexible funding pool akin to venture capital models is maintained to support innovative ideas and fund proofs of concept for product and process improvements.

    Proofs of concept (POCs) are run by standing innovation teams or a reserve of resources not committed to existing products, projects, or services.

    Every product line has funding for all changes and ongoing operations and support.

    Teams are funded continuously so that they can learn and improve their practices as much as possible.

    Budgeting approaches must evolve as you mature your product operating environment

    TRADITIONAL PROJECTS WITH WATERFALL DELIVERY

    TRADITIONAL PROJECTS WITH AGILE DELIVERY

    PRODUCTS WITH AGILE PROJECT DELIVERY

    PRODUCTS WITH AGILE DELIVERY

    WHEN IS THE BUDGET TRACKED?

    Budget tracked by major phases

    Budget tracked by sprint and project

    Budget tracked by sprint and project

    Budget tracked by sprint and release

    HOW ARE CHANGES HANDLED?

    All change is by exception

    Scope change is routine, budget change is by exception

    Scope change is routine, budget change is by exception

    Budget change is expected on roadmap cadence

    WHEN ARE BENEFITS REALIZED?

    Benefits realization after project completion

    Benefits realization is ongoing throughout the life of the project

    Benefits realization is ongoing throughout the life of the product

    Benefits realization is ongoing throughout life of the product

    WHO “DRIVES”?

    Project Manager

    • Project team delivery role
    • Refines project scope, advocates for changes in the budget
    • Advocates for additional funding in the forecast

    Product Owner

    • Project team delivery role
    • Refines project scope, advocates for changes in the budget
    • Advocates for additional funding in the forecast

    Product Manager

    • Product portfolio team role
    • Forecasting new initiatives during delivery to continue to drive value throughout the life of the product

    Product Manager

  • Product family team role
  • Forecasting new initiatives during delivery to continue to drive value throughout the life of the product
  • Info-Tech Insight

    As you evolve your approach to product delivery, you will be decoupling the expected benefits, forecast, and budget. Managing them independently will improve your ability to adapt to change and drive the right outcomes!

    Your strategy must include the cost to build and operate

    Most investment happens after go-live, not in the initial build!

    An example strategy is displayed that incorporates the concepts of cost to build and operate.

    Adapted from: LookFar

    Info-Tech Insight

    While the exact balance point between development or implementation costs varies from application to application, over 80% of the cost is accrued after go-live.

    Traditional accounting leaves software development CapEx on the table

    Software development costs have traditionally been capitalized, while research and operations are operational expenditures.

    The challenge has always been the myth that operations are only bug fixes, upgrades, and other operational expenditures. Research shows that most post-release work on developed solutions is the development of new features and changes to support material changes in the business. While projects could bundle some of these changes into capital expenditure, much of the business-as-usual work that goes on leaves capital expenses on the table because the work is lumped together as maintenance-related OpEx.

    From “How to Stop Leaving Software CapEx on the Table With Agile and DevOps”

    4.4.1 Discuss traditional vs. product-centric funding methods

    30-60 minutes

    1. Discuss how products and product families are currently funded.
    2. Review how the Agile/product funding models differ from how you currently operate.
    3. What changes do you need to consider in order to support a product delivery model?
    4. For each change, identify the key stakeholders and list at least one action to take.
    5. Record the results in the Digital Product Family Strategy Playbook.

    Output

    • Understanding of funding principles and challenges

    Participants

    • Product owners
    • Product managers
    • Delivery managers

    Record the results in the Digital Product Family Strategy Playbook.

    Phase 5

    Build Your Transformation Roadmap and Communication Plan

    Phase 1Phase 2Phase 3Phase 4Phase 5

    1.1 Understand the organizational factors driving product-centric delivery

    1.2 Establish your organization’s product inventory

    2.1 Determine your approach to scale product families

    2.2 Define your product families

    3.1 Leverage product family roadmaps

    3.2 Use stakeholder management to improve roadmap communication

    3.3 Configure your product family roadmaps

    3.4 Confirm product family to product alignment

    4.1 Assess your organization’s delivery readiness

    4.2 Understand your delivery options

    4.3 Determine your operating model

    4.4 Identify how to fund product family delivery

    5.1 Learn how to introduce your digital product family strategy

    5.2 Communicate changes on updates to your strategy

    5.3 Determine your next steps

    This phase will walk you through the following activities:

    5.1.1 Introduce your digital product family strategy

    5.2.1 Define your communication cadence for your strategy updates

    5.2.2 Define your messaging for each stakeholder

    5.3.1 How do we get started?

    This phase involves the following participants:

    • Product owners
    • Product managers
    • Application leaders
    • Stakeholders

    Step 5.1

    Introduce your digital product family strategy

    Activities

    5.1.1 Introduce your digital product family strategy

    This step involves the following participants:

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Outcomes of this step

    • A completed executive summary presenting your digital product strategy

    Product decisions are traditionally made in silos with little to no cross-functional communication and strategic oversight

    Software delivery teams and stakeholders traditionally make plans, strategies, and releases within their silos and tailor their decisions based on their own priorities. Interactions are typically limited to hand-offs (such as feature requests) and routing of issues and defects back up the delivery pipeline. These silos likely came about through well-intentioned training, mandates, and processes, but they do not sufficiently support today’s need to rapidly release and change platforms.

    Siloed departments often have poor visibility into the activities of other silos, and they may not be aware of the ramifications their decisions have on teams and stakeholders outside of their silo.

    • Silos may make choices that are optimal largely for themselves without thinking of the holistic impact on a platform’s structure, strategy, use cases, and delivery.
    • The business may approve platform improvements without the consideration of the delivery team’s current capacity or the system’s complexity, resulting in unrealistic commitments.
    • Quality standards may be misinterpreted and inconsistently enforced across the entire delivery pipeline.

    In some cases, the only way to achieve greater visibility and communication for all roles across a platform’s lifecycle is implementing an overarching role or team.

    “The majority of our candid conversations with practitioners and project management offices indicate that the platform ownership role is poorly defined and poorly executed.”

    – Barry Cousins

    Practice Lead, Applications – Project & Portfolio Management

    Info-Tech Research Group

    Use stakeholder management and roadmap views to improve communication

    Proactive, clear communication with stakeholders, SMEs, and your product delivery team can significantly improve alignment and agreement with your roadmap, strategy, and vision.

    When building your communication strategy, revisit the work you completed in phase 3 developing your:

    • Roadmap types
    • Stakeholder strategy

    Type

    Quadrant

    Actions

    Players

    High influence, high interest – actively engage

    Keep them updated on the progress of the project. Continuously involve Players in the process and maintain their engagement and interest by demonstrating their value to its success.

    Mediators

    High influence, low interest – keep satisfied

    They can be the game changers in groups of stakeholders. Turn them into supporters by gaining their confidence and trust and including them in important decision-making steps. In turn, they can help you influence other stakeholders.

    Noisemakers

    Low influence, high interest – keep informed

    Try to increase their influence (or decrease it if they are detractors) by providing them with key information, supporting them in meetings, and using Mediators to help them.

    Spectators

    Low influence, low interest – monitor

    They are followers. Keep them in the loop by providing clarity on objectives and status updates.

    5.1.1 Introduce your digital product family strategy

    30-60 minutes

    This exercise is intended to help you lay out the framing of your strategy and the justification for the effort. A lot of these items can be pulled directly from the product canvas you created in phase 2. This is intended to be a single slide to frame your upcoming discussions.

    1. Update your vision, goals, and values on your product canvas. Determine which stakeholders may be impacted and what their concerns are. If you have many stakeholders, limit to Players and Influencers.
    2. Identify what you need from the stakeholders as a result of this communication.
    3. Keeping in mind the information gathered in steps 1 and 2, describe your product family strategy by answering three questions:
    1. Why do we need product families?
    2. What is in our way?
    3. Our first step will be... ?

    Output

    • An executive summary that introduces your product strategy

    Participants

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Record the results in the Digital Product Family Strategy Playbook.

    Example: Scaling delivery through product families

    Why do we need product families?

    • The growth of our product offerings and our company’s movement into new areas of growth mean we need to do a better job scaling our offerings to meet the needs of the organization.

    What is in our way?

    • Our existing applications and services are so dramatically different we are unsure how to bring them together.

    Our first step will be...

    • Taking a full inventory of our applications and services.

    Step 5.2

    Communicate changes on updates to your strategy

    Activities

    5.2.1 Define your communication cadence for your strategy updates

    5.2.2 Define your messaging for each stakeholder

    This step involves the following participants:

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Outcomes of this step

    • A communication plan for when strategy updates need to be given

    5.2.1 Define your communication cadence for your strategy updates

    30 minutes

    Remember the role of different artifacts when it comes to your strategy. The canvas contributes to the What, and the roadmap addresses the How. Any updates to the strategy are articulated and communicated through your roadmap.

    1. Review your currently defined roadmaps, their communication objectives, update frequency, and updates.
    2. Consider the impacted stakeholders and the strategies required to communicate with them.
    3. Fill in your communication cadence and communication method.

    EXAMPLE:

    Roadmap Name

    Audience/Stakeholders

    Communication Cadence

    External Customer Roadmap

    Customers and External Users

    Quarterly (Website)

    Product Delivery Roadmap

    Development Teams, Infrastructure, Architects

    Monthly (By Email)

    Technology Roadmap

    Development Teams, Infrastructure, Architects

    Biweekly (Website)

    Output

    • Clear communication cadence for your roadmaps

    Participants

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Record the results in the Digital Product Family Strategy Playbook.

    The “what” behind the communication

    Leaders of successful change spend considerable time developing a powerful change message, i.e. a compelling narrative that articulates the desired end state and makes the change concrete and meaningful to staff.

    The change message should:

    • Explain why the change is needed.
    • Summarize what will stay the same.
    • Highlight what will be left behind.
    • Emphasize what is being changed.
    • Explain how change will be implemented.
    • Address how change will affect various roles in the organization.
    • Discuss the staff’s role in making the change successful.

    Five elements of communicating change

    1. What is the change?
    2. Why are we doing it?
    3. How are we going to go about it?
    4. How long will it take us to do it?
    5. What is the role for each department and individual?

    Source: Cornelius & Associates

    How we engage with the message is just as important as the message itself

    Why are we here?

    Speak to what matters to them

    Sell the improvement

    Show real value

    Discuss potential fears

    Ask for their support

    Be gracious

    5.2.2 (Optional) Define your messaging for each stakeholder

    30 minutes

    It’s one thing to communicate the strategy, it’s another thing to send the right message to your stakeholders. Some of this will depend on the kind of news given, but the majority of this is dependent on the stakeholder and the cadence of communication.

    1. From exercise 5.2.1, take the information on the specific roadmaps, target audience, and communication cadence.
    2. Based on your understanding of the audience’s needs, what would the specific update try to get across?
    3. Pick a specific typical example of a change in strategy that you have gone through. (e.g. Product will be delayed by a quarter; key feature is being substituted for another.)

    EXAMPLE:

    Roadmap Name

    Audience/ Stakeholder

    Communication Cadence

    Messaging

    External Customer Roadmap

    Customers and External Users

    Quarterly (Website)

    Output

    • Messaging plan for each roadmap type

    Participants

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Record the results in the Digital Product Family Strategy Playbook.

    Step 5.3

    Determine your next steps

    Activities

    5.3.1 How do we get started?

    This step involves the following participants:

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Outcomes of this step

    • Understanding the steps to get started in your transformation

    Make a plan in order to make a plan!

    Consider some of the techniques you can use to validate your strategy.

    Learning Milestones

    Sprint Zero (AKA Project-before-the-project)

    The completion of a set of artifacts dedicated to validating business opportunities and hypotheses.

    Possible areas of focus:

    Align teams on product strategy prior to build

    Market research and analysis

    Dedicated feedback sessions

    Provide information on feature requirements

    The completion of a set of key planning activities, typically the first sprint.

    Possible areas of focus:

    Focus on technical verification to enable product development alignment

    Sign off on architectural questions or concerns

    An image showing the flowchart of continuous delivery of value is shown.

    Go to your backlog and prioritize the elements that need to be answered sooner rather than later.

    Possible areas of focus:

    Regulatory requirements or questions to answer around accessibility, security, privacy.

    Stress testing any new processes against situations that may occur.

    The “Now, Next, Later” roadmap

    Use this when deadlines and delivery dates are not strict. This is best suited for brainstorming a product plan when dependency mapping is not required.

    Now: What are you going to do now?

    Next: What are you going to do very soon?

    Later: What are you going to do in the future?

    An example of a now, next, later roadmap is shown.

    Source: “Tips for Agile product roadmaps & product roadmap examples,” Scrum.org, 2017

    5.3.1 How do we get started?

    30-60 minutes

    1. Identify what the critical steps are for the organization to embrace product-centric delivery.
    2. Group each critical step by how soon you need to address it:
    • Now: Let’s do this ASAP.
    • Next: Sometime very soon, let’s do these things.
    • Later: Much further off in the distance, let’s consider these things.
  • Record the group results in the Deliver Digital Products at Scale Workbook.
  • Record changes for your product and product family in the Digital Product Family Strategy Playbook.
  • An example of a now, next, later roadmap is shown.

    Source: “Tips for Agile product roadmaps & product roadmap examples,” Scrum.org, 2017

    Output

    • Product family transformation critical steps and basic roadmap

    Participants

    • Product owners and product managers
    • Application leaders
    • Stakeholders

    Record the results in the Digital Product Family Strategy Playbook.

    Record the results in the Deliver Digital Products at Scale Workbook.

    Summary of Accomplishment

    Problem Solved

    The journey to become a product-centric organization is not short or easy. Like with any improvement or innovation, teams need to continue to evolve and mature with changes in their operations, teams, tools, and user needs.You’ve taken a big step completing your product family alignment. This provides a backbone for aligning all aspects of your organization to your enterprise goals and strategy while empowering product teams to find solutions closer to the problem. Continue to refine your model and operations to improve value realization and your product delivery pipelines to embrace business agility. Organizations that are most responsive to change will continue to outperform command-and-control leadership.

    If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech workshop.

    Contact your account representative for more information.

    workshops@infotech.com

    1-888-670-8889

    Research Contributors and Experts

    Photo of Emily Archer.

    Emily Archer

    Lead Business Analyst,

    Enterprise Consulting, authentic digital agency

    Emily Archer is a consultant currently working with Fortune 500 clients to ensure the delivery of successful projects, products, and processes. She helps increase the business value returned for organizations’ investments in designing and implementing enterprise content hubs and content operations, custom web applications, digital marketing, and e-commerce platforms.

    Photo of David Berg

    Founder & CTO

    Strainprint Technologies Inc.

    David Berg is a product commercialization expert that has spent the last 20 years of his career delivering product management and business development services across a broad range of industries. Early in his career, David worked with product management and engineering teams to build core network infrastructure products that secure and power the internet we benefit from today. David’s experience also includes working with clean technologies in the area of clean power generation, agritech, and Internet of Things infrastructure. Over the last five years, David has been focused on his latest venture, Strainprint Technologies, a data and analytics company focused on the medical cannabis industry. Strainprint has built the largest longitudinal medical cannabis dataset in the world with the goal to develop an understanding of treatment behavior, interactions, and chemical drivers to guide future product development.

    Kathy Borneman

    Digital Product Owner, SunTrust Bank

    Kathy Borneman is a senior product owner who helps people enjoy their jobs again by engaging others in end-to-end decision making to deliver software and operational solutions that enhance the client experience and allow people to think and act strategically.

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    Charlie Campbell

    Product Owner, Merchant e-Solutions

    Charlie Campbell is an experienced problem solver with the ability to quickly dissect situations and recommend immediate actions to achieve resolution, liaise between technical and functional personnel to bridge the technology and communication gap, and work with diverse teams and resources to reach a common goal.

    Photo of Yarrow Diamond

    Yarrow Diamond

    Sr. Director, Business Architecture

    Financial Services

    Yarrow Diamond is an experienced professional with expertise in enterprise strategy development, project portfolio management, and business process reengineering across financial services, healthcare and insurance, hospitality, and real estate environments. She has a master’s in Enterprise Architecture from Penn State University, LSSMBB, PMP, CSM, ITILv3.

    Photo of Cari J. Faanes-Blakey

    Cari J. Faanes-Blakey, CBAP, PMI-PBA

    Enterprise Business Systems Analyst,

    Vertex, Inc.

    Cari J. Faanes-Blakey has a history in software development and implementation as a Business Analyst and Project Manager for financial and taxation software vendors. Active in the International Institute of Business Analysis (IIBA), Cari participated on the writing team for the BA Body of Knowledge 3.0 and the certification exam.

    Photo of Kieran Gobey

    Kieran Gobey

    Senior Consultant Professional Services

    Blueprint Software Systems

    Kieran Gobey is an IT professional with 24 years of experience, focused on business, technology, and systems analysis. He has split his career between external and internal customer-facing roles, and this has resulted in a true understanding of what is required to be a Professional Services Consultant. His problem-solving skills and ability to mentor others have resulted in successful software implementations. Kieran’s specialties include deep system troubleshooting and analysis skills, facilitating communications to bring together participants effectively, mentoring, leadership, and organizational skills.

    Photo of Rupert Kainzbauer

    Rupert Kainzbauer

    VP Product, Digital Wallets

    Paysafe Group

    Rupert Kainzbauer is an experienced senior leader with a passion for defining and delivering products that deliver real customer and commercial benefit. Together with a team of highly experienced and motivated product managers, he has successfully led highly complex, multi-stakeholder payments initiatives, from proposition development and solution design through to market delivery. Their domain experience is in building online payment products in high-risk and emerging markets, remittance, prepaid cards, and mobile applications.

    Photo of Saeed Khan

    Saeed Khan

    Founder,

    Transformation Labs

    Saeed Khan has been working in high tech for 30 years in both Canada and the US and has held a number of leadership roles in Product Management over that time. He speaks regularly at conferences and has been writing publicly about technology product management since 2005. Through Transformation Labs, Saeed helps companies accelerate product success by working with product teams to improve their skills, practices, and processes. He is a cofounder of ProductCamp Toronto and currently runs a Meetup group and global Slack community called Product Leaders; the only global community of senior level product executives.

    Photo of Hoi Kun Lo

    Hoi Kun Lo

    Product Owner

    Nielsen

    Hoi Kun Lo is an experienced change agent who can be found actively participating within the IIBA and WITI groups in Tampa, FL and a champion for Agile, architecture, diversity, and inclusion programs at Nielsen. She is currently a Product Owner in the Digital Strategy team within Nielsen Global Watch Technology.

    Photo of Abhishek Mathur

    Abhishek Mathur

    Sr Director, Product Management

    Kasisto, Inc.

    Abhishek Mathur is a product management leader, an artificial intelligence practitioner, and an educator. He has led product management and engineering teams at Clarifai, IBM, and Kasisto to build a variety of artificial intelligence applications within the space of computer vision, natural language processing, and recommendation systems. Abhishek enjoys having deep conversations about the future of technology and helping aspiring product managers enter and accelerate their careers.

    Photo of Jeff Meister

    Jeff Meister

    Technology Advisor and Product Leader

    Jeff Meister is a technology advisor and product leader. He has more than 20 years of experience building and operating software products and the teams that build them. He has built products across a wide range of industries and has built and led large engineering, design, and product organizations. Jeff most recently served as Senior Director of Product Management at Avanade, where he built and led the product management practice. This involved hiring and leading product managers, defining product management processes, solution shaping and engagement execution, and evangelizing the discipline through pitches, presentations, and speaking engagements. Jeff holds a Bachelor’s of Applied Science (Electrical Engineering) and a Bachelor’s of Arts from the University of Waterloo, an MBA from INSEAD (Strategy), and certifications in product management, project management, and design thinking.

    Photo of Vincent Mirabelli

    Vincent Mirabelli

    Principal,

    Global Project Synergy Group

    With over 10 years of experience in both the private and public sectors, Vincent Mirabelli possesses an impressive track record of improving, informing, and transforming business strategy and operations through process improvement, design and re-engineering, and the application of quality to business analysis, project management, and process improvement standards.

    Photo of Oz Nazili

    Oz Nazili

    VP, Product & Growth

    TWG

    Oz Nazili is a product leader with a decade of experience in both building products and product teams. Having spent time at funded startups and large enterprises, he thinks often about the most effective way to deliver value to users. His core areas of interest include Lean MVP development and data-driven product growth.

    Photo of Mark Pearson

    Mark Pearson

    Principal IT Architect, First Data Corporation

    Mark Pearson is an executive business leader grounded in the process, data, technology, and operations of software-driven business. He knows the enterprise software landscape and is skilled in product, technology, and operations design and delivery within information technology organizations, outsourcing firms, and software product companies.

    Photo of Brenda Peshak

    Brenda Peshak

    Product Owner,

    Widget Industries, LLC

    Brenda Peshak is skilled in business process, analytical skills, Microsoft Office Suite, communication, and customer relationship management (CRM). She is a strong product management professional with a Master’s focused in Business Leadership (MBL) from William Penn University.

    Photo of Mike Starkey

    Mike Starkey

    Director of Engineering

    W.W. Grainger

    Mike Starkey is a Director of Engineering at W.W. Grainger, currently focusing on operating model development, digital architecture, and building enterprise software. Prior to joining W.W. Grainger, Mike held a variety of technology consulting roles throughout the system delivery lifecycle spanning multiple industries such as healthcare, retail, manufacturing, and utilities with Fortune 500 companies.

    Photo of Anant Tailor

    Anant Tailor

    Cofounder & Head of Product

    Dream Payments Corp.

    Anant Tailor is a cofounder at Dream Payments where he currently serves as the COO and Head of Product, having responsibility for Product Strategy & Development, Client Delivery, Compliance, and Operations. He has 20+ years of experience building and operating organizations that deliver software products and solutions for consumers and businesses of varying sizes. Prior to founding Dream Payments, Anant was the COO and Director of Client Services at DonRiver Inc, a technology strategy and software consultancy that he helped to build and scale into a global company with 100+ employees operating in seven countries. Anant is a Professional Engineer with a Bachelor’s degree in Electrical Engineering from McMaster University and a certificate in Product Strategy & Management from the Kellogg School of Management at Northwestern University.

    Photo of Angela Weller

    Angela Weller

    Scrum Master, Businessolver

    Angela Weller is an experienced Agile business analyst who collaborates with key stakeholders to attain their goals and contributes to the achievement of the company’s strategic objectives to ensure a competitive advantage. She excels when mediating or facilitating teams.

    Related Info-Tech Research

    Product Delivery

    Deliver on Your Digital Product Vision

    • Build a product vision your organization can take from strategy through execution.

    Build a Better Product Owner

    • Strengthen the product owner role in your organization by focusing on core capabilities and proper alignment.

    Build Your Agile Acceleration Roadmap

    • Quickly assess the state of your Agile readiness and plan your path forward to higher value realization.

    Implement Agile Practices That Work

    • Improve collaboration and transparency with the business to minimize project failure.

    Implement DevOps Practices That Work

    • Streamline business value delivery through the strategic adoption of DevOps practices.

    Extend Agile Practices Beyond IT

    • Further the benefits of Agile by extending a scaled Agile framework to the business.

    Build Your BizDevOps Playbook

    • Embrace a team sport culture built around continuous business-IT collaboration to deliver great products.

    Embed Security Into the DevOps Pipeline

    • Shift security left to get into DevSecOps.

    Spread Best Practices With an Agile Center of Excellence

    • Facilitate ongoing alignment between Agile teams and the business with a set of targeted service offerings.

    Enable Organization-Wide Collaboration by Scaling Agile

    • Execute a disciplined approach to rolling out Agile methods in the organization.

    Application Portfolio Management

    APM Research Center

    • See an overview of the APM journey and how we can support the pieces in this journey.

    Application Portfolio Management for Small Enterprises

    • There is no one-size-fits-all rationalization. Tailor your framework to meet your goals.

    Streamline Application Maintenance

    • Effective maintenance ensures the long-term value of your applications.

    Build an Application Rationalization Framework

    • Manage your application portfolio to minimize risk and maximize value.

    Modernize Your Applications

    • Justify modernizing your application portfolio from both business and technical perspectives.

    Review Your Application Strategy

    • Ensure your applications enable your business strategy.

    Discover Your Applications

    • Most application strategies fail. Arm yourself with the necessary information and team structure for a successful application portfolio strategy.

    Streamline Application Management

    • Move beyond maintenance to ensuring exceptional value from your apps.

    Optimize Applications Release Management

    • Facilitate ongoing alignment between Agile teams and the business with a set of targeted service offerings.

    Embrace Business-Managed Applications

    • Empower the business to implement their own applications with a trusted business-IT relationship.

    Value, Delivery Metrics, Estimation

    Build a Value Measurement Framework

    • Focus product delivery on business value–driven outcomes.

    Select and Use SDLC Metrics Effectively

    • Be careful what you ask for, because you will probably get it.

    Application Portfolio Assessment: End User Feedback

    • Develop data-driven insights to help you decide which applications to retire, upgrade, re-train on, or maintain to meet the demands of the business.

    Create a Holistic IT Dashboard

    • Mature your IT department by measuring what matters.

    Refine Your Estimation Practices With Top-Down Allocations

    • Don’t let bad estimates ruin good work.

    Estimate Software Delivery With Confidence

    • Commit to achievable software releases by grounding realistic expectations.

    Reduce Time to Consensus With an Accelerated Business Case

    • Expand on the financial model to give your initiative momentum.

    Optimize Project Intake, Approval, and Prioritization

    • Deliver more projects by giving yourself the voice to say “no” or “not yet” to new projects.

    Enhance PPM Dashboards and Reports

    • Facilitate ongoing alignment between Agile teams and the business with a set of targeted service offerings.

    Org Design and Performance

    Redesign Your IT Organizational Structure

    • Focus product delivery on business value–driven outcomes.

    Build a Strategic Workforce Plan

    • Have the right people, in the right place, at the right time.

    Implement a New Organizational Structure

    • Reorganizations are inherently disruptive. Implement your new structure with minimal pain for staff while maintaining IT performance throughout the change.

    Improve Employee Engagement to Drive IT Performance

    • Don’t just measure engagement, act on it.

    Set Meaningful Employee Performance Measures

    • Set holistic measures to inspire employee performance.

    Master Organizational Change Management Practices

    • PMOs, if you don't know who is responsible for org change, it's you.

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    Endpoint Management Selection Guide

    • Buy Link or Shortcode: {j2store}65|cart{/j2store}
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    • Parent Category Name: End-User Computing Applications
    • Parent Category Link: /end-user-computing-applications

    Endpoint management solutions are becoming an essential solution: Deploying the right devices and applications to the right user and the need for zero-touch provisioning are indispensable parts of a holistic strategy for improving customer experience. However, selecting the right-sized platform that aligns with your requirements is a big challenge.

    Following improvements in end-user computation strategies, selection of the right endpoint management solution is a crucial next step in delivering a concrete business value.

    Our Advice

    Critical Insight

    Investigate vendors’ roadmaps to figure out which of the candidate platforms can fulfill your long-term requirements, without any unnecessary investment in features that are not currently useful for you. Make sure you don’t purchase capabilities that you will never use.

    Impact and Result

    • Determine what you require from an endpoint management solution.
    • Review the market space and product offerings, and compare capabilities of key players.
    • Create a use case and use top-level requirements to determine use cases and shortlist vendors.
    • Conduct a formal process for interviewing vendors using Info-Tech’s templates to select the best platform for your requirements.

    Endpoint Management Selection Guide Research & Tools

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Endpoint Management Selection Guide Storyboard – A structured guide to walk you through the endpoint management market.

    This storyboard will help you understand endpoint management solution core capabilities and prepare you to select an appropriate tool.

    • Endpoint Management Selection Guide Storyboard

    2. UEM Requirements Workbook – A template to help you build your first draft of requirements for UEM selection.

    Use this spreadsheet to brainstorm use cases and features to satisfy your requirements. This document will be help you score solutions and narrow down the field to a list of candidates who can meet your requirements.

    • UEM Requirements Workbook
    [infographic]

    Further reading

    Endpoint Management Selection Guide

    Streamline your organizational approach to selecting a right-sized endpoint management platform.

    Endpoint Management Selection Guide

    Streamline your organizational approach toward the selection of a right-sized endpoint management platform.

    EXECUTIVE BRIEF

    Analyst Perspective

    Revolutionize your endpoint management with a proper tool selection approach

    The endpoint management market has an ever-expanding and highly competitive landscape. The market has undergone tremendous evolution in past years, from device management to application deployments and security management. The COVID-19 pandemic forced organizations to service employees and end users remotely while making sure corporate data is safe and user satisfaction doesn't get negatively affected. In the meantime, vendors were forced to leverage technology enhancements to satisfy such requirements.

    That being said, endpoint management solutions have become more complex, with many options to manage operating systems and run applications for relevant user groups. With the work-from-anywhere model, customer support is even more important than before, as a remote workforce may face more issues than before, or enterprises may want to ensure more compliance with policies.

    Moreover, the market has become more complex, with lots of added capabilities. Some features may not be beneficial to corporations, and with a poor market validation, businesses may end up paying for some capabilities that are not useful.

    In this blueprint, we help you quickly define your requirements for endpoint management and narrow down a list to find the solutions that fulfill your use cases.

    An image of Mahmoud Ramin, PhD

    Mahmoud Ramin, PhD
    Senior Research Analyst, Infrastructure and Operations
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    Endpoint management solutions are becoming increasingly essential – deploying the right devices and applications to the right users and zero-touch provisioning are indispensable parts of a holistic strategy for improving customers' experience. However, selecting the right-sized platform that aligns with your requirements is a big challenge.

    Following improvements in end-user computation strategies, selection of the right endpoint management solution is a crucial next step in delivering concrete business value.

    Common Obstacles

    Despite the importance of selecting the right endpoint management platform, many organizations struggle to define an approach to picking the most appropriate vendor and rolling out the solution in an effective and cost-efficient manner. There are many options available, which can cause business and IT leaders to feel lost.

    The endpoint management market is evolving quickly, making the selection process tedious. On top of that, IT has a hard time defining their needs and aligning solution features with their requirements.

    Info-Tech's Approach

    Determine what you require from an endpoint management solution.

    Review the market space and product offerings, and compare the capabilities of key players.

    Create a use case – use top-level requirements to determine use cases and short-list vendors.

    Conduct a formal process for interviewing vendors, using Info-Tech's templates to select the best platform for your requirements.

    Info-Tech Insight

    Investigate vendors' roadmaps to figure out which of the candidate platforms can fulfill your long-term requirements without any unnecessary investment in features that are not currently useful for you. Make sure you don't purchase capabilities that you will never use.

    What are endpoint management platforms?

    Our definition: Endpoint management solutions are platforms that enable IT with appropriate provisioning, security, monitoring, and updating endpoints to ensure that they are in good health. Typical examples of endpoints are laptops, computers, wearable devices, tablets, smart phones, servers, and the Internet of Things (IoT).

    First, understand differences between mobile management solutions

    • Endpoint management solutions monitor and control the status of endpoints. They help IT manage and control their environment and provide top-notch customer service.
    • These solutions ensure a seamless and efficient problem management, software updates and remediations in a secure environment.
    • Endpoint management solutions have evolved very quickly to satisfy IT and user needs:
    • Mobile Device Management (MDM) helps with controlling features of a device.
    • Enterprise Mobile Management (EMM) controls everything in a device.
    • Unified Endpoint Management (UEM) manages all endpoints.

    Endpoint management includes:

    • Device management
    • Device configuration
    • Device monitoring
    • Device security

    Info-Tech Insight

    As endpoint management encompasses a broad range of solution categories including MDM, EMM, and UEM, look for your real requirements. Don't pay for something that you won't end up using.

    As UEM covers all of MDM and EMM capabilities, we overview market trends of UEM in this blueprint to give you an overall view of market in this space.

    Your challenge: Endpoint management has evolved significantly over the past few years, which makes software selection overwhelming

    An mage showing endpoint management visualzed as positions on an iceberg. at the top is UEM, at the midpoint above the waterline is Enterprise Mobile Management, and below the water is Mobile Device Management.

    Additional challenges occur in securing endpoints

    A rise in the number of attacks on cloud services creates a need to leverage endpoint management solutions

    MarketsandMarkets predicted that global cloud infrastructure services would increase from US$73 billion in 2019 to US$166.6 billion in 2024 (2019).

    A study by the Ponemon Institute showed that 68% of respondents believe that security attacks increased over the past 12 months (2020).

    The study reveals that over half of IT security professionals who participated in the survey believe that organizations are not very efficient in securing their endpoints, mainly because they're not efficient in detecting attacks.

    IT professionals would like to link endpoint management and security platforms to unify visibility and control, to determine potential risks to endpoints, and to manage them in a single solution.

    Businesses will continue to be compromised by the vulnerabilities of cloud services, which pose a challenge to organizations trying to maintain control of their data.

    Trends in endpoint management have been undergoing a tremendous change

    In 2020, about 5.2 million users subscribed to mobile services, and smartphones accounted for 65% of connections. This will increase to 80% by 2025.
    Source: Fortune Business Insights, 2021

    Info-Tech's methodology for selecting a right-sized endpoint management platform

    1. Understand Core Features and Build Your Use Case

    2. Discover the Endpoint Management Market Space and Select the Right Vendor

    Phase Steps

    1. Define endpoint management platforms
    2. Explore endpoint management trends
    3. Classify table stakes & differentiating capabilities
    4. Streamline the requirements elicitation process for a new endpoint management platform
    1. Discover key players across the vendor landscape
    2. Engage the shortlist and select finalists
    3. Prepare for implementation

    Phase Outcomes

    1. Consensus on scope of endpoint management and key endpoint management platform capabilities
    2. Top-level use cases and requirements
    1. Overview of shortlisted vendors
    2. Prioritized list of UEM features

    Guided Implementation

    What does a typical GI on this topic look like?

    Phase 1 Phase 2

    Call #1: Understand what an endpoint management platform is and learn how it evolved. Discuss core capabilities and key trends.
    Call #2: Build a use case and define features to fulfill the use case.

    Call #3: Define your core endpoint management platform requirements.
    Call #4: Evaluate the endpoint management platform vendor landscape and shortlist viable options.
    Review implementation considerations.

    A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

    The endpoint management purchase process should be broken into segments:

    1. Endpoint management vendor shortlisting with this buyer's guide
    2. Structured approach to selection
    3. Contract review

    Info-Tech's approach

    The Info-Tech difference:
    Analyze needs

    Evaluate solutions

    Determine where you need to improve the tools and processes used to support the company.

    Determine the best fit for your needs by scoring against features.

    Assess existing solution

    Features

    Determine if your solution can be upgraded or easily updated to meet your needs.

    Determine which features will be key to your success

    Create a business case for change

    Use Cases

    A two-part business case will focus on a need to change and use cases and requirements to bring stakeholders onboard.

    Create use cases to ensure your needs are met as you evaluate features

    Improve existing

    High-Level Requirements

    Work with Info-Tech's analysts to determine next steps to improve your process and make better use of the features you have available.

    Use the high-level requirements to determine use cases and shortlist vendors

    Complementary research:

    Create a quick business case and requirements document to align stakeholders to your vision with Info-Tech's Rapid Application Selection Framework.
    See what your peers are saying about these vendors at SoftwareReviews.com.

    Info-Tech offers various levels of support to best suit your needs

    DIY Toolkit

    “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

    Guided Implementation

    “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

    Workshop

    “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

    Consulting

    “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

    Diagnostics and consistent frameworks used throughout all four options

    Phase 1

    Understand core features and build your business case

    Phase 1

    Phase 2

    Define endpoint management platforms

    Explore endpoint management trends

    Classify table stakes & differentiating capabilities

    Streamline the requirements elicitation process for a new endpoint management platform

    Discover key players across the vendor landscape

    Engage the shortlist and select finalist

    Prepare for implementation

    This phase will walk you through the following activity:

    Define use cases and core features for meeting business and technical goals

    This phase involves the following participants:

    • CIO
    • IT manager
    • Infrastructure & Applications directors
    Mobile Device Management

    Enterprise Mobile Management

    MDM applies security over corporate-owned devices.

    What is MDM and what can you do with it?

    1. MDM helps manage and control corporate owned devices.
    2. You can enforce company policies, track, monitor, and lock device remotely by an MDM.
    3. MDM helps with remote wiping of the device when it is lost or stolen.
    4. You can avoid unsecure Wi-Fi connections via MDM.

    EMM solutions solve the restrictions arose with BYOD (Bring Your Own Device) and COPE (Corporate Owned, Personally Enabled) provisioning models.

    • IT needs to secure corporate-owned data without compromising personal and private data. MDM cannot fulfill this requirement. This led to the development of EMM solutions.
    • EMM tools allow you to manage multiple device platforms through MDM protocols. These tools enforce security settings, allow you to push apps to managed devices, and monitor patch compliance through reporting.

    MDM solutions function at the level of corporate devices. Something else was needed to enable personal device management.

    Major components of EMM solutions

    Mobile Application Management (MAM)

    Allows organizations to control individual applications and their associated data. It restricts malicious apps and enables in-depth application management, configuration, and removal.

    Containerization

    Enables separation of work-related data from private data. It provides encrypted containers on personal devices to separate the data, providing security on personal devices while maintaining users' personal data.

    Mobile Content Management (MCM)

    Helps remote distribution, control, management, and access to corporate data.

    Mobile Security Management (MSM)

    Provides application and data security on devices. It enables application analysis and auditing. IT can use MSM to provide strong passwords to applications, restrict unwanted applications, and protect devices from unsecure websites by blacklisting them.

    Mobile Expense Management (MEM)

    Enables mobile data communication expenses auditing. It can also set data limits and restrict network connections on devices.

    Identity Management

    Sets role-based access to corporate data. It also controls how different roles can use data, improving application and data security. Multifactor authentication can be enforced through the identity management featured of an EMM solution.

    Unified endpoint management: Control all endpoints in a single pane of glass

    IT admins used to provide customer service such as installation, upgrades, patches, and account administration via desktop support. IT support is not on physical assistance over end users' desktops anymore.

    The rise of BYOD enhanced the need to be able to control sensitive data outside corporate network connection on all endpoints, which was beyond the capability of MDM and EMM solutions.

    • It's now almost impossible for IT to be everywhere to support customers.
    • This created a need to conduct tasks simultaneously from one single place.
    • UEM enables IT to run, manage, and control endpoints from one place, while ensuring that device health and security remain uncompromised.
    • UEM combines features of MDM and EMM while extending EMM's capabilities to all endpoints, including computers, laptops, tablets, phones, printers, wearables, and IoT.

    Info-Tech Insight

    Organizations once needed to worry about company connectivity assets such as computers and laptops. To manage them, traditional client management tools like Microsoft Configuration Manager would be enough.

    With the increase in the work-from-anywhere model, it is very hard to control, manage, and monitor devices that are not connected to a VPN. UEM solutions enable IT to tackle this challenge and have full visibility into and management of any device.

    UEM platforms help with saving costs and increasing efficiency

    UEM helps corporates save on their investments as it consolidates use-case management in a single console. Businesses don't need to invest in different device and application management solutions.

    From the employee perspective, UEM enables them to work on their own devices while enforcing security on their personal data.

    • Security and privacy are very important criteria for organizations. With the rapid growth of the work-from-anywhere model, corporate security is a huge concern for companies.
    • Working from home has forced companies to invest a lot in data security, which has led to high UEM demand. UEM solutions streamline security management by consolidating device management in a single platform.
    • With the fourth-generation industrial revolution, we're experiencing a significant rise in the use of IoT devices. UEM solutions are very critical for managing, configuring, and securing these devices.
    • There will be a huge increase in cyber threats due to automation, IoT, and cloud services. The pandemic has sped up the adoption of such services, forcing businesses to rethink their enterprise mobility strategies. They are now more cautious about security risks and remediations. Businesses need UEM to simplify device management on multiple endpoints.
    • With UEM, IT environment management gets more granular, while giving IT better visibility on devices and applications.

    UEM streamlines mundane admin tasks and simplifies user issues.

    Even with a COPE or COBO provisioning model, without any IT intervention, users can decide on when to install relevant updates. It also may lead to shadow IT.

    Endpoint management, and UEM more specifically, enables IT to enforce administration over user devices, whether they are corporate or personally owned. This is enabled without interfering with private/personal data.

    Where it's going: The future state of UEM

    Despite the fast evolution of the UEM market, many organizations do not move as fast as technological capabilities. Although over half of all organizations have at least one UEM solution, they may not have a good strategy or policies to maximize the value of technology (Tech Orchard, 2022). As opposed to such organizations, there are others that use UEM to transform their endpoint management strategy and move service management to the next level. That integration between endpoint management and service management is a developing trend (Ivanti, 2021).

    • SaaS tools like Office 365 are built to be used on multiple devices, including multiple computers. Further, the pandemic saw 47% of organizations significantly increase their use of BYOD (Cybersecurity Insiders, 2021).
    • Over 2022, 78% of people worked remotely for at least some amount of time during the week (Tech Orchard, 2022).
    • 84% of organizations believe that cybersecurity threat alarms are becoming very overwhelming, and almost half of companies believe that the best way to tackle this is through consolidating platforms so that everything will be visible and manageable through a single pane of glass (Cybersecurity Insiders, 2022).
    • The UEM market was worth $3.39 billion in 2020. It is expected to reach $53.65 billion by 2030, with an annual growth rate of 31.7% (Datamation, 2022). This demonstrates how dependent IT is becoming on endpoint management solutions.

    An image of a donut chart showing the current state of UEM Strategy.

    Only 27% of organizations have "fully deployed" UEM "with easy management across all endpoints"
    Source: IT Pro Today, 2018.

    Endpoint Management Key Trends

    • Commoditization of endpoint management features. Although their focus is the same, some UEM solutions have unique features.
    • New endpoint management paradigms have emerged. Endpoint management has evolved from client management tools (CMT) and MDM into UEM, also known as "modern management" (Ivanti, 2022).
    • One pane of glass for the entire end-user experience. Endpoint management vendors are integrating their solution into their ITSM, ITOM, digital workspace, and security products.
    • AI-powered insights. UEM tools collect data on endpoints and user behavior. Vendors are using their data to differentiate themselves: Products offer threat reports, automated compliance workflows, and user experience insights. The UEM market is ultimately working toward autonomous endpoint management (Microsoft, 2022).
    • Web apps and cloud storage are the new normal. Less data is stored locally. Fewer apps need to be patched on the device. Apps can be accessed on different devices more easily. However, data can more easily be accessed on BYOD and on new operating systems like Chrome OS.
    • Lighter device provisioning tools. Instead of managing thick images, UEM tools use lighter provisioning packages. Once set up, Autopilot and UEM device enrollment should take less time to manage than thick images.
    • UEM controls built around SaaS. Web apps and the cloud allow access from any device, even unmanaged BYOD. UEM tools allow IT to apply the right level of control for the situation – mobile application management, mobile content management, or mobile device management.
    • Work-from-anywhere and 5G result in more devices outside of your firewalls. Cloud-based management tools are not limited by your VPN connection and can scale up more easily than traditional, on-prem tools.

    Understand endpoint management table stakes features

    Determine high-level use cases to help you narrow down to specific features

    Support the organization's operating systems:
    Many UEM vendors support the most dominant operating systems, Windows and Mac; however, they are usually stronger in one particular OS than the other. For instance, Intune supports both Windows and Mac, although there are some drawbacks with MacOS management by Intune. Conversely, Jamf is mainly for MacOS and iOS management. Enterprises look to satisfy their end users' needs. The more UEM vendors support different systems, the more likely enterprises will pick them. Although, as mentioned, in some instances, enterprises may need to select more than one option, depending on their requirements.

    Support BYOD and remote environments:
    With the impact of the pandemic on work model, 60-70% of workforce would like to have more flexibility for working remotely (Ivanti, 2022). BYOD is becoming the default, and SaaS tools like Office 365 are built to be used on multiple devices, including multiple computers. As BYOD can boost productivity (Samsung Insights, 2016), you may be interested in how your prospective UEM solution will enable this capability with remote wipe (corporate wipe capability vs. wiping the whole device), data and device tracking, and user activity auditing.

    Understand endpoint management table stakes features

    Determine high-level use cases to help you narrow down to specific features

    Integration with the enterprise's IT products:
    To get everything in a single platform and to generate better metrics and dashboards, vendors provide integrations with ticketing and monitoring solutions. Many large vendors have strong integrations with multiple ITSM and ITAM platforms to streamline incident management, request management, asset management, and patch management.

    Support security and compliance policies:
    With the significant boost in work-from-anywhere, companies would like to enable endpoint security more than ever. This includes device threat detection, malware detection, anti-phishing, and more. All UEMs provide these, although the big difference between them is how well they enable security and compliance, and how flexible they are when it comes to giving conditional access to certain data.

    Provide a fully automated vs manual deployment:
    Employees want to get their devices faster, IT wants to deploy devices faster, and businesses want to enable employees faster to get them onboard sooner. UEMs have the capability to provide automated and manual deployment. However, the choice of solution depends on enterprise's infrastructure and policies. Full automation of deployment is very applicable for corporate devices, while it may not be a good option for personally owned devices. Define your user groups and provisioning models, and make sure your candidate vendors satisfy requirements.

    Plan a proper UEM selection according to your requirements

    1. Identify IT governance, policy, and process maturity
      Tools cannot compensate for your bad processes. You should improve deploying and provisioning processes before rolling out a UEM. Automation of a bad process only wraps the process in a nicer package – it does not fix the problem.
      Refer to InfoTech's Modernize and Transform Your End-User Computing Strategy for more information on improving endpoint management procedures.
    2. Consider supported operating systems, cloud services, and network infrastructure in your organization
      Most UEMs support all dominant operating systems, but some solutions have stronger capability for managing a certain OS over the other.
    3. Define enterprise security requirements
      Investigate security levels, policies, and requirements to align with the security features you're expecting in a UEM.
    4. Selection and implementation of a UEM depends on use case. Select a vendor that supports your use cases
      Identify use cases specific to your industry.
      For example, UEM use cases in Healthcare:
      • Secure EMR
      • Enforce HIPAA compliance
      • Secure communications
      • Enable shared device deployment

    Activity: Define use cases and core features for meeting business and technical goals

    1-2 hours

    1. Brainstorm with your colleagues to discuss your challenges with endpoint management.
    2. Identify how these challenges are impacting your ability to meet your goals for managing and controlling endpoints.
    3. Define high-level goals you wish to achieve in the first year and in the longer term.
    4. Identify the use cases that will support your overall goals.
    5. Document use cases in the UEM Requirements Workbook.

    Input

    • List of challenges and goals

    Output

    • Use cases to be used for determining requirements

    Materials

    • Whiteboard/flip charts
    • Laptop to record output

    Participants

    • CIO
    • IT manager
    • Infrastructure & Applications directors

    Download the UEM Requirements Workbook

    Phase 2

    Discover the endpoint management market space and select the right vendor

    Phase 1

    Phase 2

    Define endpoint management platforms

    Explore endpoint management trends

    Classify table stakes & differentiating capabilities

    Streamline the requirements elicitation process for a new endpoint management platform

    Discover key players across the vendor landscape

    Engage the shortlist and select finalist

    Prepare for implementation

    This phase will walk you through the following activity:
    Define top-level features for meeting business and technical goals
    This phase involves the following participants:

    • CIO
    • IT manager
    • Infrastructure & Applications directors
    • Project managers

    Elicit and prioritize granular requirements for your endpoint management platform

    Understanding business needs through requirements gathering is the key to defining everything about what is
    being purchased. However, it is an area where people often make critical mistakes.

    Risks of poorly scoped requirements

    • Fail to be comprehensive and miss certain areas of scope.
    • Focus on how the solution should work instead of what it must accomplish.
    • Have multiple levels of confusing and inconsistent detail in the requirements.
    • Drill down all the way to system-level detail.
    • Add unnecessary constraints based on what is done today rather than focusing on what is needed for tomorrow.
    • Omit constraints or preferences that buyers think are "obvious."

    Best practices

    • Get a clear understanding of what the system needs to do and what it is expected to produce.
    • Test against the principle of MECE – requirements should be "mutually exclusive and collectively exhaustive."
    • Explicitly state the obvious and assume nothing.
    • Investigate what is sold on the market and how it is sold. Use language that is consistent with that of the market and focus on key differentiators – not table stakes.
    • Contain the appropriate level of detail – the level should be suitable for procurement and sufficient for differentiating vendors.

    Review Info-Tech's blueprint Improve Requirements Gathering to improve your requirements gathering process.

    Consider the perspective of each stakeholder to ensure functionality needs are met

    Best of breed vs. "good enough" is an important discussion and will feed your success

    Costs can be high when customizing an ill-fitting module or creating workarounds to solve business problems, including loss of functionality, productivity, and credibility.

    • Start with use cases to drive the initial discussion, then determine which features are mandatory and which are nice-to-haves. Mandatory features will help determine high success for critical functionality and identify where "good enough" is an acceptable state.
    • Consider the implications of implementation and all use cases of:
      • Buying an all-in-one solution.
      • Integration of multiple best-of-breed solutions.
      • Customizing features that were not built into a solution.
    • Be prepared to shelve a use case for this solution and look to alternatives for integration where mandatory features cannot meet highly specialized needs that are outside of traditional endpoint management solutions.

    Pros and Cons

    An image showing the pros and cons of building vs buying

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    • evaluation and ranking of all software in an individual category to compare platforms across multiple dimensions.
    • Vendors are ranked by their Composite Score, based on individual feature evaluations, user satisfaction rankings, vendor capability comparisons, and likeliness to recommend the platform.
    • The Emotional Footprint is a powerful indicator of overall user sentiment toward the relationship with the vendor, capturing data across five dimensions.
    • Vendors are ranked by their Customer Experience (CX) Score, which combines the overall Emotional Footprint rating with a measure of the value delivered by the solution.

    Speak with category experts to dive deeper into the vendor landscape

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    • Fact-based reviews of business software from IT professionals.
    • Product and category reports with state-of-the-art data visualization.
    • Top-tier data quality backed by a rigorous quality assurance process.
    • User-experience insight that reveals the intangibles of working with a vendor.

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    We collect and analyze the most detailed reviews on enterprise software from real users to give you an unprecedented view into the product and vendor before you buy.

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    With the insight of our expert analysts, our members receive unparalleled support in their buying journey.

    Get to Know the Key Players in the Endpoint Management Landscape

    The following slides provide a top-level overview of the popular players you will encounter in the endpoint management shortlisting process in alphabetical order.

    A screenshot showing a series of logos for the companies addressed later in this blueprint. It includes: Ciso; Meraki; Citrix; IBM MaaS360; Ivanti; Jamf|Pro; ManageEngine Endpoint Central; Microsoft Endpoint Manager, and VMWARE.

    Vendor scores are driven by real-world practitioner reviews via SoftwareReviews. Composite, CX, EF, and NPS scores are pulled from live data as of January 2023.

    Secure business units and enhance connection by simplifying the digital workplace

    A good option for enterprises that want a single-pane-of-glass UEM that is easy to use, with a modern-looking dashboard, high threat-management capability, and high-quality customer support.

    CISCO Meraki

    Est. 1984 | CA, USA | NASDAQ: CSCO

    8.8

    9.1

    +92

    91%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    This is a Screenshot of CISCO Meraki's dashboard.

    Screenshot of CISCO Meraki's dashboard. Source: Cisco

    Strengths:

    Areas to improve:

    • Cisco Meraki offers granular control over what users can and cannot use.
    • The system is user friendly and intuitive, with a variety of features.
    • The anti-malware capability enhances security.
    • Users are very satisfied with being able to control everything in a single platform.
    • System configuration is easy.
    • Vendor relationship is very high with a rate of 96%.
    • System setup is easy, and users don't need much experience for initial configuration of devices.
    • Users are also mostly satisfied with the platform design.
    • Monitoring within the tool is easy.
    • According to SoftwareReviews' survey report, the primary reason for leaving Cisco Meraki and switching over to another vendor is functionality.
    • Regardless of the top-notch offerings and high-quality features, the product is relatively expensive. The quality and price factors make the solution a better fit for large enterprises. However, SoftwareReviews' scorecard for Cisco Meraki shows that small organizations are the most satisfied compared to the medium and large enterprises, with a net promoter score of 81%.

    Transform work experience and support every endpoint with a unified view to ensure users are productive

    A tool that enables you to access corporate resources on personal devices. It is adaptable to your budget. SoftwareReviews reports that 75% of organizations have received a discount at initial purchase or renewal, which makes it a good candidate if looking for a negotiable option.

    Citrix Endpoint Management

    Est. 1989 | TX, USA | Private

    7.9

    8.0

    8.0

    83%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    Screenshot of Citrix Endpoint Management's dashboard.

    Screenshot of Citrix Endpoint Management's dashboard. Source: Citrix

    Strengths:

    Areas to improve:

    • Citrix Endpoint Management is a cloud-centric, easy-to-use UEM with an upgradable interface.
    • The solution simplifies endpoint management and provides real-time visibility and notifications.
    • Citrix allows deployments on different operating systems to meet organizations' infrastructure requirements.
    • The vendor offers different licenses and pricing models, allowing businesses of different sizes to use the tool based on their budgets and requirements.
    • Some users believe that integration with external applications should be improved.
    • Deployment is not very intuitive, making implementation process challenging.
    • User may experience some lagging while opening applications on Citrix. Application is even a bit slower when using a mobile device.

    Scale remote users, enable BYOD, and drive a zero-trust strategy with IBM's modern UEM solution

    A perfect option to boost cybersecurity. Remote administration and installation are made very easy and intuitive on the platform. It is very user friendly, making implementation straightforward. It comes with four licensing options: Essential, Deluxe, Premier, and Enterprise. Check IBM's website for information on pricing and offerings.

    IBM MaaS360

    Est. 1911 | NY, USA | NYSE: IBM

    7.7

    8.4

    +86

    76%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    Screenshot of IBM MaaS360's dashboard.

    Screenshot of IBM MaaS360's dashboard. Source: IBM

    Strengths:

    Areas to improve:

    • IBM MaaS360 is easy to install and implement.
    • It has different pricing models to fit enterprises' needs.
    • MaaS360 is compatible with different operating systems.
    • Security management is one of the strongest features, making the tool perfect for organizations that want to improve cybersecurity.
    • Vendor support is very effective, and users find knowledge articles very helpful.
    • It has a very intuitive dashboard.
    • The tool can control organizational data, allowing you to apply BYOD policy.
    • AI Advisor with Watson provides AI-driven reporting and insights.
    • Working with iOS may not be as intuitive as other operating systems.
    • Adding or removing users in a user group is not very straightforward.
    • Some capabilities are limited to particular Android or iOS devices.
    • Deploying application packages may be a bit difficult.
    • Hardware deployment may need some manual work and is not fully automated.

    Get complete device visibility from asset discovery to lifecycle management and remediation

    A powerful tool for patch management with a great user interface. You can automate patching and improve cybersecurity, while having complete visibility into devices. According to SoftwareReviews, 100% of survey participants plan to renew their contract with Ivanti.

    Ivanti Neurons

    Est. 1985 | CA, USA | Private

    8.0

    8.0

    +81

    83%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    Screenshot of Ivanti Neurons UEM's dashboard.

    Screenshot of Ivanti Neurons UEM's dashboard. Source: Ivanti

    Strengths:

    Areas to improve:

    • The tool is intuitive and user friendly.
    • It's a powerful security management platform, supporting multiple operating systems.
    • Ivanti Neurons is very strong in patch management and inventory management. It helps a seamless application deployment.
    • Users can install their applications via Ivanti's portal.
    • The user interface is very powerful and easy to use.
    • AI-augmented process management automates protocols, streamlining device management and application updates.
    • Vendor is very efficient in training and provides free webinars.
    • Data integration is very easy. According to SoftwareReviews, it had a satisfaction score for ease of data integration of 86%, which makes Ivanti the top solution for this capability.
    • Data analytics is powerful but complicated.
    • Setup is easy for some teams but not as easy for others, which may cause delays for implementation.
    • Software monitoring is not as good as other competitors.

    Improve your end-user productivity and transform enterprise Apple devices

    An Apple-focused UEM with a great interface. Jamf can manage and control macOS and iOS, and it is one of the best options for Apple products, according to users' sentiments. However, it may not be a one-stop solution if you want to manage non-Apple products as well. In this case, you can use Jamf in addition to another UEM. Jamf has some integrations with Microsoft, but it may not be sufficient if you want to fully manage Windows endpoints.

    Jamf PRO

    Est. 2002 | MN, USA | NASDAQ: JAMF

    8.8

    8.7

    +87

    95%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    Screenshot of Jamf PRO's dashboard.

    Screenshot of Jamf PRO's dashboard. Source: Jamf

    Strengths:

    Areas to improve:

    • Jamf Pro is a unique product with an easy implementation that enables IT with minimum admin intervention.
    • It can create smart groups (based on MDM profile and user group) to automatically assign users to their pertinent apps and updates.
    • It's a very user-friendly tool, conducting device management in fewer steps than other competitors.
    • Reports are totally customizable and dynamic.
    • Notifications are easy to navigate and monitor.
    • Self-service feature enables end users to download their predefined categories of applications in the App Store.
    • It can apply single sign-on integrations to streamline user access to applications.
    • Businesses can personalize the tool with corporate logos.
    • Vendor does great for customer service when problems arise.
    • It is a costly tool relative to other competitors, pushing prospects to consider other products.
    • The learning process may be long and not easy, especially if admins do not script, or it's their first time using a UEM.

    Apply automation of traditional desktop management, software deployment, endpoint security, and patch management

    A strong choice for patch management, software deployment, asset management, and security management. There is a free version of the tool available to try get an understanding of the platform before purchasing a higher tier of the product.

    ManageEngine Endpoint Central

    Est. 1996 | India | Private

    8.3

    8.3

    +81

    88%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    Screenshot of ME Endpoint Central's dashboard.

    Screenshot of ME Endpoint Central's dashboard. Source: ManageEngine

    Strengths:

    Areas to improve:

    • It supports several operating systems including Windows, Mac, Linux, Android, and iOS.
    • Endpoint Central provides end-to-end monitoring, asset management, and security in a single platform.
    • Setup is simple and intuitive, and it's easy to learn and configure.
    • The reporting feature is very useful and gives you clear visibility into dashboard.
    • Combined with ME Service Desk Plus, we can call Endpoint Central an all-in-one solution.
    • The tool provides a real-time report on devices and tracks their health status.
    • It has multiple integrations with third-party solutions.
    • Tool does not automate updates, making application updates time-consuming.
    • Sometimes, patches and software deployments fail, and the tool doesn't provide any information on the reason for the failure.
    • There is no single point of contact/account manager for the clients when they have trouble with the tool.
    • Remote connection to Android devices can sometimes get a little tedious.

    Get device management and security in a single platform with a combination of Microsoft Intune and Configuration Manager

    A solution that combines Intune and ConfigMgr's capabilities into a single endpoint management suite for enrolling, managing, monitoring, and securing endpoints. It's a very cost-effective solution for enterprises in the Microsoft ecosystem, but it also supports other operating systems.

    Microsoft Endpoint Manager

    Est. 1975 | NM, USA | NASDAQ: MSFT

    8.0

    8.5

    +83

    85%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    Screenshot of MS Endpoint Manager's dashboard.

    Screenshot of MS Endpoint Manager's dashboard. Source: Microsoft

    Strengths:

    Areas to improve:

    • Licensing for the enterprises that use Windows as their primary operating system is more efficient and cost effective.
    • Endpoint Manager is very customizable, with the ability to assign personas to device groups.
    • Besides Windows, it manages other operating systems, such as Linux, Android, and iOS.
    • It creates endpoint security and compliance policies for BitLocker that streamlines data protection and security. It also provides SSO.
    • It provides very strong documentation and knowledgebase.
    • User interface is not as good as competitors. It's a bit clunky and complex to use.
    • The process of changing configurations on devices can be time consuming.
    • Sometimes there are service outages such as Autopilot failure, which push IT to deploy manually.
    • Location tracking is not very accurate.

    Simplify and consolidate endpoint management into a single solution and secure all devices with real-time, "over-the-air" modern management across all use cases

    A strong tool for managing and controlling mobile devices. It can access all profiles through Google and Apple, and it integrates with various IT management solutions.

    VMware Workspace ONE

    Est. 1998 | CA, USA | NYSE: VMW

    7.5

    7.4

    +71

    75%

    COMPOSITE SCORE

    CX SCORE

    EMOTIONAL FOOTPRINT

    LIKELINESS TO RECOMMEND

    DOWNLOAD REPORT

    Screenshot of Workspace ONE's dashboard.

    Screenshot of Workspace ONE's dashboard. Source: VMware

    Strengths:

    Areas to improve:

    • Workspace ONE provides lots of information about devices.
    • It provides a large list of integrations.
    • The solution supports various operating systems.
    • The platform has many out-of-the-box features and helps with security management, asset management, and application management.
    • The vendor has a community forum which users find helpful for resolving issues or asking questions about the solution.
    • It is very simple to use and provides SSO capability.
    • Implementation is relatively easy and straightforward.
    • Customization may be tricky and require expertise.
    • The solution can be more user friendly with a better UI.
    • Because of intensive processing, updates to applications take a long time.
    • The tool may sometimes be very sensitive and lock devices.
    • Analytics and reporting may need improvement.

    Review your use cases to start your shortlist

    Your Info-Tech analysts can help you narrow down the list of vendors that will meet your requirements.

    Next steps will include:

    1. Reviewing your requirements
    2. Checking out SoftwareReviews
    3. Shortlisting your vendors
    4. Conducting demos and detailed proposal reviews
    5. Selecting and contracting with a finalist!

    Activity: Define high-level features for meeting business and technical goals

    Input

    • List of endpoint management use cases
    • List of prioritized features

    Output

    • Vendor evaluation
    • Final list of candidate vendors

    Materials

    • Whiteboard/flip charts
    • Laptop
    • UEM Requirements Workbook

    Participants

    • CIO
    • IT manager
    • Infrastructure & Applications directors
    • Project managers

    Activity: Define top-level features for meeting business and technical goals

    As there are many solutions in the market that share capabilities, it is imperative to closely evaluate how well they fulfill your endpoint management requirements.
    Use the UEM Requirements Workbook to identify your desired endpoint solution features and compare vendor solution functionality based on your desired features.

    1. Refer to the output of the previous activity, the identified use cases in the spreadsheet.
    2. List the features you want in an endpoint solution for your devices that will fulfill these use cases. Record those features in the second column ("Detailed Feature").
    3. Prioritize each feature (must have, should have, nice to have, not required).
    4. Send this list to candidate vendors.
    5. When you finish your investigation, review the spreadsheet to compare the various offerings and pros and cons of each solution.

    Info-Tech Insight

    The output of this activity can be used for a detailed evaluation of UEM vendors. The next steps will be vendor briefing and having further discussion on technical capabilities and conducting demos of solutions. Info-Tech's blueprint, The Rapid Application Selection Framework, takes you to these next steps.

    This is a screenshot showing the high value use cases table from The Rapid Application Selection Framework.

    Download the UEM Requirements Workbook

    Leverage Info-Tech's research to plan and execute your endpoint management selection and implementation

    Use Info-Tech Research Group's blueprints for selection and implementation processes to guide your own planning.

    • Assess
    • Prepare
    • Govern & Course Correct

    This is a screenshot of the title pages from INfo-tech's Governance and management of enterprise Software Implementaton; and The Rapid Applicaton Selection Framework.

    Ensure your implementation team has a high degree of trust and communication

    If external partners are needed, dedicate an internal resource to managing the vendor and partner relationships.

    Communication

    Teams must have some type of communication strategy. This can be broken into:

    • Regularity: Having a set time each day to communicate progress and a set day to conduct retrospectives.
    • Ceremonies: Injecting awards and continually emphasizing delivery of value can encourage relationship building and constructive motivation.
    • Escalation: Voicing any concerns and having someone responsible for addressing those concerns.

    Proximity

    Distributed teams create complexity because communication can break down more easily. This can be mitigated by:

    • Location: Placing teams in proximity can close the barrier of geographical distance and time zone differences.
    • Inclusion: Making a deliberate attempt to pull remote team members into discussions and ceremonies.
    • Communication Tools: Having the right technology (e.g. video conference) can help bring teams closer together virtually.

    Trust

    Members should trust other members are contributing to the project and completing their required tasks on time. Trust can be developed and maintained by:

    Accountability: Having frequent quality reviews and feedback sessions. As work becomes more transparent, people become more accountable.

    • Role Clarity: Having a clear definition of what everyone's role is.

    Implementation with a partner typically results in higher satisfaction

    Align your implementation plans with both the complexity of the solution and internal skill levels

    Be clear and realistic in your requirements to the vendor about the level of involvement you need to be successful.

    Primary reasons to use a vendor:

    • Lack of skilled resources: For solutions with little configuration change happening after the initial installation, the ramp-up time for an individual to build skills for a single event is not practical.
    • Complexity of solution: Multiple integrations, configurations, modules, and even acquisitions that haven't been fully integrated in the solution you choose can make it difficult to complete the installation and rollout on time and on budget. Troubleshooting becomes even more complex if multiple vendors are involved.
    • Data migration: Decide what information will be valuable to transfer to the new solution and which will not benefit your organization. Data structure and residency can both be factors in the complexity of this exercise.

    This is an image of a bar graph showing the Satisfaction Net Promotor Score by Implementation type and Organization Size.

    Source: SoftwareReviews, January 2020 to January 2023, N= 20,024 unique reviews

    To ensure your SOW is mutually beneficial, download the blueprint Improve Your Statements of Work to Hold Your Vendors Accountable.

    Consider running a proof of concept if concerns are expressed about the feasibility of the chosen solution

    Proofs of concept (PoCs) can be time consuming, so make good choices on where to spend the effort

    Create a PoC charter that will enable a quick evaluation of the defined use cases and functions. These key dimensions should form the PoC.

    1. Objective – Giving an overview of the planned PoC will help to focus and clarify the rest of this section. What must the PoC achieve? Objectives should be specific, measurable, attainable, relevant, and time bound. Outline and track key performance indicators.
    2. Key Success Factors – These are conditions that will positively impact the PoC's success.
    3. Scope – High-level statement of scope. More specifically, state what is in scope and what is out of scope.
    4. Project Team – Identify the team's structure, e.g. sponsors, subject matter experts.
    5. Resource Estimation – Identify what resources (time, materials, space, tools, expertise, etc.) will be needed to build and socialize your prototype. How will they be secured?

    An image of two screenshots from Info-Tech Research Group showing documentaton used to generate effective proof of concepts.

    To create a full proof of concept plan, download the Proof of Concept Template and see the instructions in Phase 3 of the blueprint Exploit Disruptive Infrastructure Technology.

    Selecting a right-sized endpoint management platform

    This selection guide allows organizations to execute a structured methodology for picking a UEM platform that aligns with their needs. This includes:

    • Identifying and prioritizing key business and technology drivers for an endpoint management selection business case.
    • Defining key use cases and requirements for a right-sized UEM platform.
    • Reviewing a comprehensive market scan of key players in the UEM marketspace.

    This formal UEM selection initiative will map out requirements and identify technology capabilities to fill the gap for better endpoint management. It also allows a formal roll-out of a UEM platform that is highly likely to satisfy all stakeholder needs.

    If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech Workshop.

    Contact your account representative for more information

    workshops@infotech.com
    1-888-670-8889

    Summary of Accomplishment

    Knowledge Gained

    • What endpoint management is
    • Historical origins and evolution of endpoint management platforms
    • Current trends and future state of endpoint management platforms

    Processes Optimized

    • Identifying use cases
    • Gathering requirements
    • Reviewing market key players and their capabilities
    • Selecting a UEM tool that fulfills your requirements

    UEM Solutions Analyzed

    • CISCO Meraki
    • Citrix Endpoint Management
    • IBM MaaS360
    • Ivanti Neurons UEM
    • Jamf Pro
    • ManageEngine Endpoint Central
    • Microsoft Endpoint Manager
    • VMware Workspace ONE

    Related Info-Tech Research

    Modernize and Transform Your End-User Computing Strategy

    This project helps support the workforce of the future by answering the following questions: What types of computing devices, provisioning models, and operating systems should be offered to end users? How will IT support devices? What are the policies and governance surrounding how devices are used? What actions are we taking and when? How do end-user devices support larger corporate priorities and strategies?

    Best Unified Endpoint Management (UEM) Software | SoftwareReviews

    Compare and evaluate Unified Endpoint Management vendors using the most in-depth and unbiased buyer reports available. Download free comprehensive 40+ page reports to select the best Unified Endpoint Management software for your organization.

    The Rapid Application Selection Framework

    This blueprint walks you through a process for a fast and efficient selection of your prospective application. You will be enabled to use a data-driven approach to select the right application vendor for your needs, shatter stakeholder expectations with truly rapid application selections, boost collaboration and crush the broken telephone with concise and effective stakeholder meetings, and lock in hard savings.

    Bibliography

    "BYOD Security Report." Cybersecurity Insiders, 2021. Accessed January 2023.
    "Cloud Infrastructure Services Market." MarketsAnd Markets, 2019. Accessed December 2022.
    Evans, Alma. "Mastering Mobility Management: MDM Vs. EMM Vs. UEM." Hexnode, 2019. Accessed November 2022.
    "Evercore-ISI Quarterly Enterprise Technology Spending Survey." Evercore-ISI, 2022. Accessed January 2023.
    "5G Service Revenue to Reach $315 Billion Globally in 2023." Jupiter Research, 2022. Accessed January 2023.
    Hein, Daniel. "5 Common Unified Endpoint Management Use Cases You Need to Know." Solutions Review, 2020. Accessed January 2023.
    "Mobile Device Management Market Size, Share & COVID-19 Impact Analysis." Fortune Business Insights, 2021. Accessed December 2022.
    Ot, Anina. "The Unified Endpoint Management (UEM) Market." Datamation, 14 Apr. 2022. Accessed Jan. 2023.
    Poje, Phil. "CEO Corner: 4 Trends in Unified Endpoint Management for 2023." Tech Orchard, 2022. Accessed January 2023.
    "The Future of UEM November 2021 Webinar." Ivanti, 2021. Accessed January 2023.
    "The Third Annual Study on the State of Endpoint Security Risk." Ponemon Institute, 2020. Accessed December 2022.
    "The Ultimate Guide to Unified Endpoint Management (UEM)." MobileIron. Accessed January 2023.
    "Trends in Unified Endpoint Management." It Pro Today, 2018. Accessed January 2023.
    Turek, Melanie. "Employees Say Smartphones Boost Productivity by 34 Percent: Frost & Sullivan Research." Samsung Insights, 3 Aug. 2016.
    "2023 State of Security Report." Cybersecurity Insiders, 2022. Accessed January 2023.
    Violino, Bob. "Enterprise Mobility 2022: UEM Adds User Experience, AI, Automation." Computerworld, 2022. Accessed January 2023.
    Violino, Bob. "How to Choose the Right UEM Platform." Computerworld, 2021. Accessed January 2023.
    Violino, Bob. "UEM Vendor Comparison Chart 2022." Computerworld, 2022. Accessed January 2023.
    Wallent, Michael. "5 Endpoint Management Predictions for 2023." Microsoft, 2022. Accessed January 2023.
    "What Is the Difference Between MDM, EMM, and UEM?" 42Gears, 2017. Accessed November 2022.

    Adapt Your Onboarding Process to a Virtual Environment

    • Buy Link or Shortcode: {j2store}577|cart{/j2store}
    • member rating overall impact: 9.0/10 Overall Impact
    • member rating average dollars saved: After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve.
    • member rating average days saved: Read what our members are saying
    • Parent Category Name: Attract & Select
    • Parent Category Link: /attract-and-select
    • For many, the WFH arrangement will be temporary, however, the uncertainty around the length of the pandemic makes it hard for organizations to plan long term.
    • As onboarding plans traditionally carry a six- to twelve-month outlook, the uncertainty around how long employees will be working remotely makes it challenging to determine how much of the current onboarding program needs to change. In addition, introducing new technologies to a remote workforce and planning training on how to access and effectively use these technologies is difficult.

    Our Advice

    Critical Insight

    • The COVID-19 pandemic has led to a virtual environment many organizations were not prepared for.
    • Focusing on critical parts of the onboarding process and leveraging current technology allows organizations to quickly adapt to the uncertainty and constant change.

    Impact and Result

    • Organizations need to assess their existing onboarding process and identify the parts that are critical.
    • Using the technology currently available, organizations must adapt onboarding to a virtual environment.
    • Develop a plan to re-assess and update the onboarding program according to the duration of the situation.

    Adapt Your Onboarding Process to a Virtual Environment Research & Tools

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Assess current onboarding processes

    Map the current onboarding process and identify the challenges to a virtual approach.

    • Adapt Your Onboarding Process to a Virtual Environment Storyboard
    • Virtual Onboarding Workbook
    • Process Mapping Guide

    2. Modify onboarding activities

    Determine how existing onboarding activities can be modified for a virtual environment.

    • Virtual Onboarding Ideas Catalog
    • Performance Management for Emergency Work-From-Home

    3. Launch the virtual onboarding process and plan to re-assess

    Finalize the virtual onboarding process and create an action plan. Continue to re-assess and iterate over time.

    • Virtual Onboarding Guide for HR
    • Virtual Onboarding Guide for Managers
    • HR Action and Communication Plan
    • Virtual Onboarding Schedule
    [infographic]

    IT Talent Trends 2022

    • Buy Link or Shortcode: {j2store}541|cart{/j2store}
    • member rating overall impact: 8.0/10 Overall Impact
    • member rating average dollars saved: After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve.
    • member rating average days saved: Read what our members are saying
    • Parent Category Name: People & Leadership
    • Parent Category Link: /people-and-leadership

    Business and IT leaders aiming to build and keep successful teams in 2022 must:

    • Optimize IT in the face of a competitive labor market.
    • Build or maintain a culture of diversity, equity, and inclusion.
    • Manage the monumental shift to the new normal of remote work.
    • Weather the Great Resignation and come out on top.
    • Correctly assess development areas for their teams.
    • Justify investing in IT talent.

    Our Advice

    Critical Insight

    • If 2021 was about beginning to act on employee needs, 2022 will be about strategically examining each trend to ensure that the organization's promises to take action are more than lip service.
    • Employees have always been able to see through disingenuous attempts to engage them, but in 2022 the stakes are higher due to increased talent mobility.

    Impact and Result

    This report includes:

    • A concise, executive-ready trend report.
    • Data and insights from IT organizations from around the world.
    • Steps to take for each of the trends depending on your current maturity level.
    • Examples and case studies.
    • Links to in-depth Info-Tech research and tools.

    IT Talent Trends 2022 Research & Tools

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. IT Talent Trends Report for 2022 – A report to help you incorporate new ways of working into your business to build and keep the best team.

    Discover Info-Tech’s 2022 talent trends for IT leaders, which will provide insight into taking a strategic approach to navigate the post-pandemic IT talent landscape.

    • IT Talent Trends Report for 2022

    Infographic

    Further reading

    IT Talent Trends 2022

    The last two years have been a great experiment … but it’s not over yet.

    Incorporate new ways of working into your business to build and keep the best team.

    Over the past two years, organizations have ventured into unprecedented ways of working and supporting their employees, as they tried to maintain productivity through the pandemic. This experiment has made lasting changes to both business models and employee expectations, and these effects will continue to be seen long after we return to a “new normal.”

    While the pandemic forced us to work differently for the past two years, looking forward, successful organizations will incorporate new ways of working into their business models – beyond simply having a remote work policy.

    How we work, source roles, and develop talent continue to evolve as we navigate a different world with employees being more vocal in their desires, and leaders continue to play a key role.

    The IT talent market will never be the same, and organizations must reevaluate their employee experience from the bottom up to successfully weather the shift to the new normal.

    IT Talent Trends 2022

    Strategic Recruiting Finds Good Talent

    Finding talent in a strained talent market requires a marketing approach. Posting a job description isn’t enough.

    The (Not So) Great Resignation

    IT is faring better than other functions; however, specific industries need to pay attention.

    Grow Your DEI Practices Into Meaningful Actions

    Good intentions are not enough.

    Remote Work Is Here – Can Your Culture Adapt?

    The Great Experiment is over. Are leaders equipped to capitalize on its promises?

    Management Skills Drive Success in a Remote World

    Despite the need for remote team management training, it is still not happening.

    The pandemic has clarified employees’ needs and amplified their voices

    If 2021 was about beginning to act on employee needs, 2022 will be about strategically examining each trend to ensure that the actions taken by the organization are more than lip service.

    Employees have always been able to see through disingenuous attempts to engage them, but in 2022 the stakes are higher due to increased talent mobility.

    Trends that were just starting to come into focus last year have established themselves as critical determinants of the employee experience in 2022.

    2021

    DEI: A Top Talent ObjectiveRemote Work Is Here to StayUncertainty Unlocks PerformanceA Shift in Skills PrioritiesA Greater Emphasis on Wellbeing
    Arrow pointing down.Joiner pointing down.Joiner pointing down.

    2022

    Strategic Recruiting Finds Good Talent

    Finding talent in a strained talent market requires a marketing approach. Posting a job description isn’t enough.

    The (Not So) Great Resignation

    IT is faring better than other functions; however, specific industries need to pay attention.

    Grow Your DEI Practices Into Meaningful Actions

    Good intentions are not enough.

    Remote Work Is Here – Can Your Culture Adapt?

    The Great Experiment is over. Are leaders equipped to capitalize on its promises?

    Management Skills Drive Success in a Remote World

    Despite the need for remote team management training, it is still not happening.

    What employees are looking for is changing

    Superficial elements of traditional office culture were stripped away by the quick shift to a remote environment, giving employees the opportunity to reevaluate what truly matters to them in a job.

    The biggest change from 2019 (pre-pandemic) to today is increases in the importance of culture, flexible/remote work, and work-life balance.

    Organizations that fail to keep up with this shift in priorities will see the greatest difficulty in hiring and retaining staff.

    As an employee, which of the following would be important to you when considering a potential employer?

    2019 2021
    Flexible Work Pie graph representing response percentages from employees regarding importance of these factors. Flexible Work: 2019, Very 46%, Somewhat 49%, Not at All 5%.
    n=275
    Arrow pointing right. Pie graph representing response percentages from employees regarding importance of these factors. Flexible Work: 2021, Very 76%, Somewhat 21%, Not at All 2%.
    n=206
    Work-Life Balance Pie graph representing response percentages from employees regarding importance of these factors. Work-Life Balance: 2019, Very 67%, Somewhat 30%, Not at All 3%.
    n=277
    Arrow pointing right. Pie graph representing response percentages from employees regarding importance of these factors. Work-Life Balance: 2021, Very 80%, Somewhat 18%, Not at All 1%.
    n=206
    Culture Pie graph representing response percentages from employees regarding importance of these factors. Culture: 2019, Very 68%, Somewhat 31%, Not at All 1%.
    n=277
    Arrow pointing right. Pie graph representing response percentages from employees regarding importance of these factors. Culture: 2021, Very 81%, Somewhat 19%, Not at All 0%.
    n=206
    Source: Info-Tech Talent Trends Survey data collected in 2019 and 2021 Purple Very Important
    Blue Somewhat Important
    Green Not at All Important

    IT’s top talent priorities in 2022

    IT’s top Talent priorities reflect a post-pandemic focus on optimizing talent to fulfill strategic objectives: Top challenges for IT departments, by average rank, with 1 being the top priority.

    Important

    In the 2022 IT Talent Trends Survey, IT departments’ top priorities continue to be learning and innovation in support of organizational objectives. —› Enabling leaning and development within IT
    —› Enabling departmental innovation
    5.01
    5.54
    With employees being clearer and more vocal about their needs than ever before, employee experience has risen to the forefront of IT’s concern as a key enabler of strategic objectives. —› Providing a great employee experience for IT 5.66
    Supporting departmental change 6.01
    With organizations finally on the way to financial stability post pandemic, recruiting is a major focus. —› Recruiting (e.g. quickly filling vacant roles in IT with quality external talent) 6.18
    However, IT’s key efforts are threatened by critical omissions: Fostering a positive employee relations climate in the department 6.32
    Despite a focus on learning and development, leadership skills are not yet a top focus. —› Developing the organization's IT leaders 6.33
    Rapidly moving internal IT employees to staff strategic priorities 6.96
    Facilitating data-driven people decisions within IT 7.12
    Controlling departmental labor costs and maximizing the value of the labor spend 7.13
    Despite the need to provide a great employee experience, the focus on diversity, equity, and inclusion is low. —› Fostering an environment of diversity, equity, and inclusion in the department 7.31
    Despite prioritizing recruiting, IT departments see candidate experience as a last priority, either not focusing on it or relegating it to HR. —› Providing a great candidate experience for IT candidates 8.43
    (n=227)

    IT Talent Trends 2022

    Look beneath the surface of the trends to navigate them successfully

    Above Ground
    Focusing on what you see 'Above the line" won't solve the problem.

    Talent isn't a checklist.

    Strategic Recruiting Finds Good Talent

    Finding talent in a strained talent market requires a marketing approach. Posting a job description isn't enough.
    • The number of job openings increased to 11.4 million on the last business day of October, up from 10.6 million in September (US Bureau of Labor Statistics, Dec. 2021)

    The (Not So) Great Resignation

    IT is faring better than other functions; however, specific industries need to pay attention.
    • In September, in the US, 4.4 million people left their jobs. That number dropped to 4.2 million in October. (US Labor Stats, Dec. 2021)
    • 30% of workers will likely switch jobs if they have to return to the office full time. (McKinsey, Dec. 2021)

    Grow Your DEI Practices Into Meaningful Actions

    Good intentions are not enough.
    • 95% of organizations are focusing on DEI. (2022 HR Trends Report)
    • 48% of IT departments have delivered training on DEI over the past year.

    Remote Work is Here. Can Your Culture Adapt?

    The Great Experiment is over. Are you equipped to capitalize on its promises?
    • 85% of organizations saw the same or higher productivity during the pandemic.
    • 91% of organizations are continuing remote work.

    Management Skills Drive Success in a Remote World

    Despite the need for remote team management training, it is still not happening.
    • 72% of IT departments report high effectiveness at managing remote staff.
    • Learning and development is IT's top priority.
    Cross-section of the Earth and various plants with their root systems, highlighting the world above ground and below.
    Beneath the Surface
    For each trend, a strategic approach to get "under the line" will help form your response.

    Talent needs a holistic approach, as under the line everything is connected. If you are experiencing challenges in one area, analyzing data (e.g. engagement, exit surveys, effectiveness of DEI program and leader training) can help drive overall experience.

    • 100% of job seekers cite culture as somewhat to very important.
    • Only 40% of employers advertise culture in job postings.
    • 70% of IT departments state voluntary turnover is less than 10%
    • Top reasons for resignation are salary, development, and opportunity for innovative work.
    • Resignation rates were higher in fields that had experienced extreme stress due to the pandemic (HBR, Dec. 2021)
    • Senior leadership is overestimating their own commitment to DEI.
    • Most IT departments are not driving their own DEI initiatives.
    • Without effectively measuring DEI practices, organizations will see 1.6x more turnover. (2022 HR Trends Report)
    • Senior leadership is not open to remote work in 23% of organizations.
    • Without leadership support, employees will not buy into remote work initiatives.
    • A remote work policy will not bring organizational benefits without employee buy-in.
    • 75% of senior managers believe remote team management is highly effective, but only 60% of frontline staff agree.
    • Training focuses on technical skills, to the exclusion of soft skills, including management and leadership.
    Solutions
    Recommendations depending on your department's maturity level.
    Attention is required for candidate experience underpinned by a realistic employee value proposition. Gather and review existing data (e.g. early retirements, demographics) to understand your turnover rate. Use employee engagement tools to gauge employee sentiment among impacted groups and build out an engagement strategy to meet those needs. Conduct a cultural assessment to reveal hidden biases that may stand in the way of remote work efficacy. Provide management training on performance management and development coaching.

    Logo for Info-Tech.Logo for ITRG.

    This report is based on organizations just like yours

    Survey timeline = October 2021
    Total respondents = 245 IT professionals

    Geospatial map of survey responses shaded in accordance with the percentages listed below.
    01 United States 45% 08 Middle East 2%
    02 Canada 23% 09 Other (Asia) 2%
    03 Africa 8% 10 Germany 1%
    04 Great Britain 6% 11 India 1%
    05 Latin America, South America or Caribbean 4% 12 Netherlands 1%
    06 Other (Europe) 4% 13 New Zealand 1%
    07 Australia 2% (N-245)

    A bar chart titled 'Please estimate your organization's revenue in US$ (Use operating budget if you are a public-sector organization)' measuring survey responses. '$0 - less than 1M, 7%', '$1M - less than 5M, 4%', '$5M - less than 10M, 4%', '$10M - less than 25M, 6%', '$25M - less than 50M, 5%', '$50M - less than 100M, 13%', '$100M - less than 500M, 24%', '$500M - less than 1B, 9%', '1B - less than 5B, 22%', '$5B+, 8%'. (n=191)

    This report is based on organizations just like yours

    Industry

    Bar chart measuring percentage of survey respondents by industry. The largest percentages are from 'Government', 'Manufacturing', 'Media, information, Telecom & Technology', and 'Financial Services (including banking & insurance)'.

    Info-Tech IT Maturity Model

    Stacked bar chart measuring percentage of survey respondents by IT maturity level. Innovator is 7.11%, Business Partner is 16.44%, Trusted Operator is 24.89%, Firefighter is 39.11%, and Unstable is 12.44%.
    (n=225)

    Innovator – Transforms the Business
    Reliable Technology Innovation

    Business Partner – Expands the Business
    Effective Execution Projects, Strategic Use of Analytics and Customer Technology

    Trusted Operator – Optimizes Business
    Effective Fulfillment of Work Orders, Functional Business Applications, and Reliable Data Quality

    Firefighter – Supports the Business
    Reliable Infrastructure and IT Service Desk

    Unstable – Struggles to Support
    Inability to Provide Reliable Business Services

    This report is based on people just like you

    Which of the following ethnicities (ethnicity refers to a group with a shared or common identity, culture, and/or language) do you identify with? Select all that apply. What gender do you identify most with?
    A pie chart measuring percentage of survey respondents by ethnicity. Answers are 'White (e.g. European, North America), 59%', 'Asian (e.g. Japan, India, Philippines, Uzbekistan), 12%', 'Black (e.g. Africa, Caribbean, North America), 12%', 'Latin/Hispanic (e.g. Cuba, Guatemala, Spain, Brazil), 7%', 'Middle Eastern (e.g. Lebanon, Libya, Iran), 4%', 'Indigenous (e.g. First Nations, Inuit, Metis, Maori), 3%', 'Indo-Caribbean (e.g. Trinidad & Tobago, Guyana, St. Vincent), 3%'.
    (N=245)
    A pie chart measuring percentage of survey respondents by gender. Answers are 'Male, 67%', 'Female, 24%', 'Prefer not to answer, 5%', 'No Specification, 4%', 'Intersex, 0%'.
    (n=228)

    This report is based on people just like you

    What is your sub-department of IT? Which title best describes your position?
    Bar chart measuring percentage of survey respondents by sub-department. The top three answers are 'Senior Leadership', 'Infrastructure and Operations', and 'Application Development'.
    (n=227)
    Bar chart measuring percentage of survey respondents by title. The top four answers are 'Director-level, 29%', 'Manager, 22%', 'C-Level Officer, 18%', and 'VP-level, 11%.'
    (N=245)

    IT Talent Trends 2022

    Each trend is introduced with key questions you can ask yourself to see how your department fares in that area.

    The report is based on statistics from a survey of 245 of your peers.

    It includes recommendations of next steps and a key metric to track your success.

    It lists Info-Tech resources that you, as a member, can leverage to begin your journey to improve talent management in your department.

    Strategic Recruiting Finds Good Talent

    Finding talent in a strained talent market requires a marketing approach. Posting a job description isn’t enough.

    The (Not So) Great Resignation

    IT is faring better than other functions; however, specific industries need to pay attention.

    Grow Your DEI Practices Into Meaningful Actions

    Good intentions are not enough.

    Remote Work Is Here – Can Your Culture Adapt?

    The Great Experiment is over. Are leaders equipped to capitalize on its promises?

    Management Skills Drive Success in a Remote World

    Despite the need for remote team management training, it is still not happening.

    The report is based on data gathered from Info-Tech Research Group’s 2022 IT Talent Trends Survey. The data was gathered in September and October of 2021.

    Strategic Recruiting Finds Good Talent

    Trend 1 | The Battle to Find and Keep Talent

    As the economy has stabilized, more jobs have become available, creating a job seeker’s market. This is a clear sign of confidence in the economy, however fragile, as new waves of the pandemic continue.

    Info-Tech Point of View

    Recruiting tactics are an outcome of a well-defined candidate experience and employee value proposition.

    Introduction

    Cross-section of a plant and its roots, above and below ground. During our interviews, members that focused on sharing their culture with a strong employee value proposition were more likely to be successful in hiring their first-choice candidates.
    Questions to ask yourself
    • Do you have a well-articulated employee value proposition?
    • Are you using your job postings to market your company culture?
    • Have you explored multiple channels for posting jobs to increase your talent pool of candidates?

    47% of respondents are hiring external talent to fill existing gaps, with 40% using external training programs to upgrade current employees. (Info-Tech IT Talent Trends 2022 Survey)

    In October, the available jobs (in the USA) unexpectedly rose to 11 million, higher than the 10.4 million experts predicted. (CNN Business, 2021)

    Where has all the talent gone?

    IT faces multiple challenges when recruiting for specialized talent

    Talent scarcity is focused in areas with specialized skill sets such as security and architecture that are dynamic and evolving faster than other skill sets.

    “It depends on what field you work in,” said ADP chief economist Nela Richardson. “There were labor shortages in those fields pre-pandemic and two years forward, there is even more demand for people with those skills” (CNBC, 19 Nov. 2021).

    37% of IT departments are outsourcing roles to fill internal skill shortages. (Info-Tech Talent Trends 2022 Survey)

    Roles Difficult to Fill

    Horizontal bar chart measuring percentage of survey responses about which roles are most difficult to fill. In order from most difficult to least they are 'Security (n=177)', 'Enterprise Architecture (n=172)', 'Senior Leadership (n=169)', 'Data & Business Intelligence (n=171)', 'Applications Development (n=177)', 'Infrastructure & Operations (n=181)', 'Business Relationship Management (n=149)', 'Project Management (n=175)', 'Vendor Management (n=133)', 'Service Desk (n=184)'.(Info-Tech Talent Trends 2022 Survey)

    Case Study: Using culture to drive your talent pool

    This case study is happening in real time. Please check back to learn more as Goddard continues to recruit for the position.

    Recruiting at NASA

    Goddard Space Center is the largest of NASA’s space centers with approximately 11,000 employees. It is currently recruiting for a senior technical role for commercial launches. The position requires consulting and working with external partners and vendors.

    NASA is a highly desirable employer due to its strong culture of inclusivity, belonging, teamwork, learning, and growth. Its culture is anchored by a compelling vision, “For the betterment of Humankind,” and amplified by a strong leadership team that actively lives their mission and vision daily.

    Firsthand lists NASA as #1 on the 50 most prestigious internships for 2022.

    Rural location and no flexible work options add to the complexity of recruiting

    The position is in a rural area of Eastern Shore Virginia with a population of approximately 60,000 people, which translates to a small pool of candidates. Any hire from outside the area will be expected to relocate as the senior technician must be onsite to support launches twice a month. Financial relocation support is not offered and the position is a two-year assignment with the option of extension that could eventually become permanent.

    Photo of Steve Thornton, Acting Division Chief, Solutions Division, Goddard Space Flight Center, NASA.

    “Looking for a Talent Unicorn; a qualified, experienced candidate with both leadership skills and deep technical expertise that can grow and learn with emerging technologies.”

    Steve Thornton
    Acting Division Chief, Solutions Division,
    Goddard Space Flight Center, NASA

    Case Study: Using culture to drive your talent pool

    A good brand overcomes challenges

    Culture takes the lead in NASA's job postings, which attract a high number of candidates. Postings begin with a link to a short video on working at NASA, its history, and how it lives its vision. The video highlights NASA's diversity of perspectives, career development, and learning opportunities.

    NASA's company brand and employer brand are tightly intertwined, providing a consistent view of the organization.

    The employer vision is presented in the best place to reach NASA's ideal candidate: usajobs.gov, the official website of the United States Government and the “go-to” for government job listings. NASA also extends its postings to other generic job sites as well as LinkedIn and professional associations.

    Photo of Robert Leahy, Chief Information Officer, Goddard Space Flight Center, NASA.

    Interview with Robert Leahy
    Chief Information Officer
    Goddard Space Flight Center, NASA

    “Making sure we have the tools and mechanisms are two hiring challenges we are going to face in the future as how we work evolves and our work environment changes. What will we need to consider with our job announcements and the criteria for selecting employees?”

    Liteshia Dennis,
    Office Chief, Headquarter IT Office, Goddard Space Flight Center, NASA

    The ability to attract and secure candidates requires a strategy

    Despite prioritizing recruiting, IT departments see candidate experience as THE last Priority, either not focusing on it or relegating it to HR

    Candidate experience is listed as one of the bottom IT challenges, but without a positive experience, securing the talent you want will be difficult.

    Candidate experience starts with articulating your unique culture, benefits, and opportunities for development and innovative work as well as outlining flexible working options within an employer brand. Defining an employee value proposition is key to marketing your roles to potential employees.

    81% of respondents' rate culture as very important when considering a potential employer. (Info-Tech IT Talent Trends 2022 Survey)

    Tactics Used in Job Postings to Position the Organization Favorably as a Potential Employer

    Horizontal bar chart measuring percentage of survey responses about tactics used in job postings. The top tactics are 'Culture, 40%', 'Benefits, 40%', 'Opportunity for Innovative Work, 30%', and 'Professional Development, 30%'.(Info-Tech IT Talent Trends 2022 Survey)

    Case Study: Increasing talent pool at Info-Tech Research Group

    Strong sales leads to growth in operation capacity

    Info-Tech Research Group is an IT research & advisory firm helping IT leaders make strategic, timely, and well-informed decisions. Our actionable tools and analyst guidance ensure IT organizations achieve measurable results.

    The business has grown rapidly over the last couple of years, creating a need to recruit additional talent who were highly skilled in technical applications and approaches.

    In response, approval was given to expand headcount within Research for fiscal year 2022 and to establish a plan for continual expansion as revenue continues to grow.

    Looking for deep technical expertise with a passion for helping our members

    Hiring for our research department requires talent who are typically subject matter experts within their own respective IT domains and interested in and capable of developing research and advising clients through calls and workshops.

    This combination of skills, experience, and interest can be challenging to find, especially in an IT labor market that is more competitive than ever.

    Photo of Tracy-Lynn Reid, Practice Lead.

    Interview with Practice Lead Tracy-Lynn Reid

    Focus on Candidate Experience increases successful hire rate

    The senior leadership team established a project to focus on recruiting for net-new and open roles. A dedicated resource was assigned and used guidance from our research to enhance our hiring process to reduce time to hire and expand our candidate pool. Senior leaders stayed actively involved to provide feedback.

    The hiring process was improved by including panel interviews with interview protocols and a rubric to evaluate all candidates equitably.

    The initial screening conversation now includes a discussion on benefits, including remote and flexible work offerings, learning and development budget, support for post-secondary education, and our Buy-a-Book program.

    As a result, about 70% of the approved net-new headcount was hired within 12 weeks, with recruitment ongoing.

    Negotiate SaaS Agreements That Are Built to Last

    • Buy Link or Shortcode: {j2store}137|cart{/j2store}
    • member rating overall impact: 9.4/10 Overall Impact
    • member rating average dollars saved: $72,298 Average $ Saved
    • member rating average days saved: 10 Average Days Saved
    • Parent Category Name: Vendor Management
    • Parent Category Link: /vendor-management
    • Internal stakeholders usually have different – and often conflicting – needs and expectations that require careful facilitation and management.
    • SaaS solutions bring forth a unique form of “switching costs” that can make a decision to migrate solutions financially, technically, and politically painful.

    Our Advice

    Critical Insight

    • Conservatively, it’s possible to save 5% of the overall IT budget through comprehensive software and SaaS contract review.
    • Focus on the terms and conditions, not just the price.
    • Learning to negotiate is crucial.

    Impact and Result

    • Take control of your SaaS contract negotiations from the beginning.
    • Look at your contract holistically to find cost savings.
    • Guide communication between vendors and your organization for the duration of contract negotiations.
    • Redline the terms and conditions of your SaaS contract.
    • Prioritize crucial terms and conditions to negotiate.

    Negotiate SaaS Agreements That Are Built to Last Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out how to redline and negotiate a SaaS agreement, review Info-Tech’s methodology, and understand the different ways we can support you in completing this project.

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Gather requirements

    Build and manage the stakeholder team, and then document the business use case.

    • Negotiate SaaS Agreements That Are Built to Last – Phase 1: Gather Requirements
    • RASCI Chart
    • Vendor Communication Management Plan
    • Software Business Use Case Template
    • SaaS TCO Calculator

    2. Redline contract

    Redline the proposed SaaS contract.

    • Negotiate SaaS Agreements That Are Built to Last – Phase 2: Redline Contract
    • SaaS Terms and Conditions Evaluation Tool

    3. Negotiate contract

    Create a thorough negotiation plan.

    • Negotiate SaaS Agreements That Are Built to Last – Phase 3: Negotiate Contract
    • SaaS Contract Negotiation Terms Prioritization Checklist
    • Controlled Vendor Communications Letter
    • Key Vendor Fiscal Year End Calendar
    • Contract Negotiation Tactics Playbook
    [infographic]

    Workshop: Negotiate SaaS Agreements That Are Built to Last

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Collect and Review Data

    The Purpose

    Assemble documentation.

    Key Benefits Achieved

    Understand current position before going forward.

    Activities

    1.1 Assemble existing contracts.

    1.2 Document their strategic and tactical objectives.

    1.3 Identify current status of the vendor relationship and any historical context.

    1.4 Clarify goals for ideal future state.

    Outputs

    Business Use Case.

    2 Define the Business Use Case and Build a Stakeholder Team

    The Purpose

    Define the business use case and build a stakeholder team.

    Key Benefits Achieved

    Create a business use case to document functional and non-functional requirements.

    Build an internal cross-functional stakeholder team to negotiate the contract.

    Activities

    2.1 Establish a negotiation team and define roles.

    2.2 Write a communication plan.

    2.3 Complete a business use case.

    Outputs

    RASCI Matrix

    Communications Plan

    SaaS TCO Calculator

    Business Use Case

    3 Redline the Contract

    The Purpose

    Examine terms and conditions and prioritize for negotiation.

    Key Benefits Achieved

    Discover cost savings.

    Improve agreement terms.

    Prioritize terms for negotiation.

    Activities

    3.1 Review general terms and conditions.

    3.2 Review license and application specific terms and conditions.

    3.3 Match to business and technical requirements.

    3.4 Redline the agreement.

    Outputs

    SaaS Terms and Conditions Evaluation Tool

    SaaS Contract Negotiation Terms Prioritization Checklist

    4 Build a Negotiation Strategy

    The Purpose

    Create a negotiation strategy.

    Key Benefits Achieved

    Controlled communication established.

    Negotiation tactics chosen.

    Negotiation timeline plotted.

    Activities

    4.1 Review vendor and application specific negotiation tactics.

    4.2 Build negotiation strategy.

    Outputs

    Contract Negotiation Tactics Playbook

    Controlled Vendor Communications Letter

    Key Vendor Fiscal Year End Calendar

    Enable Product Delivery – Executive Leadership Workshop

    • Buy Link or Shortcode: {j2store}353|cart{/j2store}
    • member rating overall impact: N/A
    • member rating average dollars saved: N/A
    • member rating average days saved: N/A
    • Parent Category Name: Development
    • Parent Category Link: /development
    • You need to clearly convey the direction and strategy of your product portfolio to gain alignment, support, and funding from your organization.
    • IT organizations are traditionally organized to deliver initiatives in specific periods of time. This conflicts with product delivery, which continuously delivers value over the lifetime of a product.
    • Delivering multiple products together creates additional challenges because each product has its own pedigree, history, and goals.

    Our Advice

    Critical Insight

    • Empowered product managers and product owners are the key to ensuring your delivery teams are delivering the right value at the right time to the right stakeholders.
    • Establishing operationally aligned product families helps bridge the gap between enterprise priorities and product enhancements.
    • Leadership must be aligned to empower and support Agile values and product teams to unlock the full value realization within your organization.

    Impact and Result

    • Common understanding of product management and Agile delivery.
    • Commitment to support and empower product teams.

    Enable Product Delivery – Executive Leadership Workshop Research & Tools

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Enabling Product Delivery – Executive workshop to align senior leadership with their transition to product management and delivery.

    • Enabling Product Delivery – Executive Workshop Storyboard

    2. Enabling Product Delivery –Executive Workshop Outcomes.

    • Enabling Product Delivery – Executive Workshop Outcomes
    [infographic]

    Workshop: Enable Product Delivery – Executive Leadership Workshop

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Understanding Your Top Challenges

    The Purpose

    Understand the drivers for your product transformation.

    Key Benefits Achieved

    Define the drivers for your transition to product-centric delivery.

    Activities

    1.1 What is driving your organization to become product focused?

    Outputs

    List of challenges and drivers

    2 Transitioning From Projects to Product-Centric Delivery

    The Purpose

    Understand the product transformation journey and differences.

    Key Benefits Achieved

    Identify the cultural, behavioral, and leadership changes needed for a successful transformation.

    Activities

    2.1 Define the differences between projects and product delivery

    Outputs

    List of differences

    3 Enterprise Agility and the Value of Change

    The Purpose

    Understand why smaller iterations increase value realization and decrease accumulated risk.

    Key Benefits Achieved

    Leverage smaller iterations to reduce time to value and accumulated risk to core operations.

    Activities

    3.1 What is business agility?

    Outputs

    Common understanding about the value of smaller iterations

    4 Defining Products and Product Management in Your Context

    The Purpose

    Establish an organizational starting definition of products.

    Key Benefits Achieved

    Tailor product management to meet the needs and vision of your organization.

    Activities

    4.1 What is a product? Who are your consumers?

    4.2 Identify enablers and blockers of product ownership

    4.3 Define a set of guiding principles for product management

    Outputs

    Product definition

    List of enablers and blockers of product ownership

    Set of guiding principles for product management

    5 Connecting Product Management to Agile Practices

    The Purpose

    Understand the relationship between product management and product delivery.

    Key Benefits Achieved

    Optimize product management to prioritize the right changes for the right people at the right time.

    Activities

    5.1 Discussions

    Outputs

    Common understanding

    6 Commit to Empowering Agile Product Teams

    The Purpose

    Personalize and commit to supporting product teams.

    Key Benefits Achieved

    Embrace leadership and cultural changes needed to empower and support teams.

    Activities

    6.1 Your management culture

    6.2 Personal Cultural Stop, Start, and Continue

    6.3 Now, Next, Later to support product owners

    Outputs

    Your management culture map

    Personal Cultural Stop, Start, and Continue list

    Now, Next, Later roadmap

    Further reading

    Enable Product Delivery – Executive Leadership Workshop

    Strengthen product management in your organization through effective executive leadership by focusing on product teams, core capabilities, and proper alignment.

    Objective of this workshop

    To develop a common understanding and foundation for product management so we, as leaders, better understand how to lead product owners, product managers, and their teams.

    Enable Product Delivery - Executive Leadership Workshop

    Learn how enterprise agility can provide lasting value to the organization

    Clarify your role in supporting your teams to deliver lasting value to stakeholders and customers

    1. Understanding Your Top Challenges
      • Define your challenges, goals, and opportunities Agile and product management will impact.
    2. Transitioning from Projects to Product-centric Delivery
      • Understand the shift from fixed delivery to continuous improvement and delivery of value.
    3. Enterprise Agility and the Value of Change
      • Organizations need to embrace change and leverage smaller delivery cycles.
    4. Defining Your "Products" and Product Management
      • Define products in your culture and how to empower product delivery teams.
    5. Connecting Product Management to Agile Practices
      • Use product ownership to drive increased ROI into your product delivery teams and lifecycles.
    6. Commit to Empowering Agile Product Teams
      • Define the actions and changes you must make for this transformation to be successful.

    Your Product Transformation Journey

    1. Make the Case for Product Delivery
      • Align your organization with the practices to deliver what matters most
    2. Enable Product Delivery – Executive Workshop
      • One-day executive workshop – align and prepare your leadership
      • Audience: Senior executives and IT leadership.
        Size: 8-16 people
        Time: 6 hours
    3. Deliver on Your Digital Product Vision
      • Enhance product backlogs, roadmapping, and strategic alignment
      • Audience: Product Owners/Mangers
        Size: 10-20 people
        Time: 3-4 days
    4. Deliver Your Digital Products at Scale
      • Scale Product Families to Align Enterprise Goals
      • Audience: Product Owners/Mangers
        Size: 10-20 people
        Time: 3-4 days
    5. Mature and Scale Product Ownership
      • Align and mature your product owners
      • Audience: Product Owners/Mangers
        Size: 8-16 people
        Time: 2-4 days

    Repeat workshops with different companies, operating units, departments, or teams as needed.

    What is a workshop?

    We WILL ENGAGE in discussions and activities:

    • Flexible, to accommodate the needs of the group.
    • Open forum for discussion and questions.
    • Share your knowledge, expertise, and experiences (roadblocks and success stories).
    • Everyone is part of the process.
    • Builds upon itself.

    This workshop will NOT be:

    • A lecture or class.
    • A monologue that never ends.
    • Technical training.
    • A presentation.
    • Us making all the decisions.

    Roles within the workshop

    We each have a role to play to make our workshop successful!

    Facilitators

    • Introduce the best practice framework used by Info-Tech.
    • Ask questions about processes, procedures, and assumptions.
    • Guide for the methodology.
    • Liaison for any other relevant Info-Tech research or services.

    Participants

    • Contribute and speak out as much as needed.
    • Provide expertise on the current processes and technology.
    • Ask questions.
    • Provide feedback.
    • Collaborate and work together to produce solutions.

    Understanding Your Top Challenges

    • Understanding Your Top Challenges
    • Transitioning From Projects to Product-Centric Delivery
    • Enterprise Agility and the Value of Change
    • Defining Your Products and Product Management
    • Connecting Product Management to Agile Practices
    • Commit to Empowering Agile Product Teams
    • Wrap-Up and Retrospective

    Executive Summary

    Your Challenge

    • Products are the lifeblood of an organization. They deliver the capabilities needed to deliver value to customers, internal users, and stakeholders.
    • The shift to becoming a product organization is intended to continually increase the value you provide to the broader organization as you grow and evolve.
    • You need to clearly convey the direction and strategy of your product portfolio to gain alignment, support, and funding from your organization.

    Common Obstacles

    • IT organizations are traditionally organized to deliver initiatives in specific periods of time. This conflicts with product delivery, which continuously delivers value over the lifetime of a product.
    • Delivering multiple products together creates additional challenges because each product has its own pedigree, history, and goals.
    • Product owners struggle to prioritize changes to deliver product value. This creates a gap and conflict between product and enterprise goals.

    Info-Tech's Approach

    Info-Tech's approach will guide you through:

    • Understanding the top challenges driving your product initiative.
    • Improving your transitioning from projects to product-centric delivery.
    • Enhancing enterprise agility and the value of change.
    • Defining products and product management in your context.
    • Connecting product management to Agile practices.
    • Committing to empowering Agile Product teams.
    This is an image of an Info-Tech Thought Map for Accelerate Your Transition to Product Delivery
    This is an image of an Info-Tech Thought Map for Delier on your Digital Product Vision
    This is an image of an Info-Tech Thought Map for Deliver Digital Products at Scale via Enterprise Product Families.
    This is an image of an Info-Tech Thought Map for What We Mean by an Applcation Department Strategy.

    What is driving your organization to become product focused?

    30 minutes

    • Team introductions:
      • Share your name and role
      • What are the key challenges you are looking to solve around product management?
      • What blockers or challenges will we need to overcome?

    Capture in the Enable Product Delivery – Executive Leadership Workshop Outcomes and Next Steps.

    Input

    • Organizational knowledge
    • Goals and challenges

    Output

    • List of key challenges
    • List of workshop expectations
    • Parking lot items

    Transitioning From Projects to Product-Centric Delivery

    • Understanding Your Top Challenges
    • Transitioning From Projects to Product-Centric Delivery
    • Enterprise Agility and the Value of Change
    • Defining Your Products and Product Management
    • Connecting Product Management to Agile Practices
    • Commit to Empowering Agile Product Teams
    • Wrap-Up and Retrospective

    Define the differences between projects and product delivery

    30 minutes

    • Consider project delivery and product delivery.
    • Discussion:
      • What are some differences between the two?

    Capture in the Enable Product Delivery – Executive Leadership Workshop Outcomes and Next Steps.

    Input

    • Organizational knowledge
    • Internal terms and definitions

    Output

    • List of differences between projects and product delivery

    Define the differences between projects and product delivery

    15 minutes

    Project Delivery

    vs

    Product Delivery

    Point in time

    What is changed

    Method of funding changes

    Needs an owner

    Input

    • Organizational knowledge
    • Internal terms and definitions

    Output

    • List of differences between projects and product delivery

    Capture in the Enable Product Delivery – Executive Leadership Workshop Outcomes and Next Steps.

    Identify the differences between a project-centric and a product-centric organization

    Project

    Product

    Fund Projects

    Funding

    Fund Products or Teams

    Line of Business Sponsor

    Prioritization

    Product Owner

    Makes Specific Changes
    to a Product

    Product Management

    Improve Product Maturity
    and Support

    Assign People to Work

    Work Allocation

    Assign Work
    to Product Teams

    Project Manager Manages

    Capacity Management

    Team Manages Capacity

    Info-Tech Insight

    Product delivery requires significant shifts in the way you complete development work and deliver value to your users. Make the changes that support improving end user value and enterprise alignment.

    Projects can be a mechanism for funding product changes and improvements

    This is an image showing the relationship between the project lifecycle, a hybrid lifecycle, and a product lifecycle.

    Projects within products

    Regardless of whether you recognize yourself as a "product-based" or "project-based" shop, the same basic principles should apply.

    You go through a period or periods of project-like development to build a version of an application or product.

    You also have parallel services along with your project development, which encompass the more product-based view. These may range from basic support and maintenance to full-fledged strategy teams or services like sales and marketing.

    While Agile and product are intertwined, they are not the same!

    Delivering products does not necessarily require an Agile mindset. However, Agile methods help facilitate the journey because product thinking is baked into them.

    This image shows the product delivery maturity process from waterfall to continuous integration and delivery.

    Product roadmaps guide delivery and communicate your strategy

    In Deliver on Your Digital Product Vision, we demonstrate how the product roadmap is core to value realization. The product roadmap is your communicated path, and as a product owner, you use it to align teams and changes to your defined goals while aligning your product to enterprise goals and strategy.

    This is an image adapted from Pichler, What is Product Management.

    Adapted from: Pichler, "What Is Product Management?"

    Info-Tech Insight

    The quality of your product backlog – and your ability to realize business value from your delivery pipeline – is directly related to the input, content, and prioritization of items in your product roadmap.

    How to build a Service Desk Chatbot POC

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    • member rating average dollars saved: 11,197
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    • Parent Category Name: Service Desk
    • Parent Category Link: /service-desk

    The challenge

    Build a chatbot that creates value for your business

     

    • Ensure your chatbot meets your business needs.
    • Bring scalability to your customer service delivery in a cost-effective manner.
    • Measure your chatbot objectives with clear metrics.
    • Pre-determine your ticket categories to use during the proof of concept.

    Our advice

    Insight

    • Build your chatbot to create business value. Whether increasing service or resource efficiency, keep value creation in mind when making decisions with your proof of concept.

    Impact and results 

    • When implemented effectively, chatbots can help save costs, generate new revenue, and ultimately increase customer satisfaction for external and internal-facing customers.

    The roadmap

    Read our concise Executive Brief to find out why you building a chatbot proof of concept is a good idea, review our methodology, and understand the four ways we can support you to successfully complete this project. Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    Start here

    Form your chatbot strategy.

    Build the right metrics to measure the success of your chatbot POC

    • Chatbot ROI Calculator (xls)
    • Chatbot POC Metrics Tool (xls)

    Build the foundation for your chatbot.

    Architect the chatbot to maximize business value

    • Chatbot Conversation Tree Library

    Continue to improve your chatbot.

    Now take your chatbot proof of concept to production

    • Chatbot POC RACI (doc)
    • Chatbot POC Implementation Roadmap (xls)
    • Chatbot POC Communication Plan (doc)Chatbot ROI Calculator (xls)

    Select and Implement a Reporting and Analytics Solution

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    • Parent Category Name: Business Intelligence Strategy
    • Parent Category Link: /business-intelligence-strategy
    • Statistics show that the top priority of 85% of CIOs is insight and intelligence. Yet an appetite for intelligence does not mean that business intelligence initiatives will be an automatic success. In fact, many industry studies found that only 30% to 50% of organizations considered their BI initiative to be a complete success. It is, therefore, imperative that organizations take the time to select and implement a BI suite that aligns with business goals and fosters end-user adoption.
    • The multitude of BI offerings creates a busy and sometimes overwhelming vendor landscape. When selecting a solution, you have to make sense of the many offerings and bridge the gap between what is out there and what your organization needs.
    • BI is more than software. A BI solution has to effectively address business needs and demonstrate value through content and delivery once the platform is implemented.
    • Another dimension of the success of BI is the quality and validity of the reports and insights. The overall success of the BI solution is only as good as the quality of data fueling them.

    Our Advice

    Critical Insight

    • Business intelligence starts with data management. Without data management, including governance and data quality capabilities, your BI users will not be able to get the insights they need due to inaccurate and unavailable data.
    • When selecting a BI tool, it is crucial to ensure that the tool is fit for the purpose of the organization. Ensure alignment between the business drivers and the tool capabilities.
    • Self-serve BI requires a measured approach. Self-serve BI is meant to empower users to make more informed and faster decisions. But uncontrolled self-serve BI will lead to report chaos and prevent users from getting the most out of the tool. You must govern self-serve before it gets out of hand.

    Impact and Result

    • Evaluate your organization and land yourself into one of our three BI use cases. Find a BI suite that best suits the use case and, therefore, your organization.
    • Understand the ever-changing BI market. Get to know the established vendors as well as the emerging players.
    • Define BI requirements comprehensively through the lens of business, data, architecture, and user groups. Evaluate requirements to ensure they align with the strategic goals of the business.

    Select and Implement a Reporting and Analytics Solution Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should select and implement a business intelligence and analytics solution, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Launch a BI selection project

    Promote and get approval for the BI selection and implementation project.

    • Select and Implement a Business Intelligence and Analytics Solution – Phase 1: Launch a BI Selection Project
    • BI Score Calculator
    • BI Project Charter

    2. Select a BI solution

    Select the most suitable BI platform.

    • Select and Implement a Business Intelligence and Analytics Solution – Phase 2: Select a BI Solution
    • BI Use-Case Fit Assessment Tool
    • BI Planning and Scoring Tool
    • BI Vendor Demo Script
    • BI Vendor Shortlist & Detailed Feature Analysis Tool
    • BI Request for Proposal Template

    3. Implement the BI solution

    Build a sustainable BI program.

    • Select and Implement a Business Intelligence and Analytics Solution – Phase 3: Implement the BI Solution
    • BI Test Plan Template
    • BI Implementation Planning Tool
    • BI Implementation Work Breakdown Structure Template
    [infographic]

    Workshop: Select and Implement a Reporting and Analytics Solution

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Launch a BI Selection Project

    The Purpose

    Identify the scope and objectives of the workshop.

    Discuss the benefits and opportunities related to a BI investment.

    Gain a high-level understanding of BI and the BI market definitions and details.

    Outline a project plan and identify the resourcing requirements for the project.

    Key Benefits Achieved

    Determine workshop scope.

    Identify the business drivers and benefits behind a BI investment.

    Outline the project plan for the organization’s BI selection project.

    Determine project resourcing.

    Identify and perform the steps to launch the organization’s selection project.

    Activities

    1.1 Identify business drivers for investing in process automation technology.

    1.2 Identify the organization’s fit for a BI investment.

    1.3 Create a project plan.

    1.4 Identify project resourcing.

    1.5 Outline the project’s timeline.

    1.6 Determine key metrics.

    1.7 Determine project oversight.

    1.8 Complete a project charter.

    Outputs

    Completion of a project charter

    Launched BI selection project

    2 Analyze BI Requirements and Shortlist Vendors

    The Purpose

    Identify functional requirements for the organization’s BI suite.

    Determine technical requirements for the organization’s BI suite.

    Identify the organization’s alignment to the Vendor Landscape’s use-case scenarios.

    Shortlist BI vendors.

    Key Benefits Achieved

    Documented functional requirements.

    Documented technical requirements.

    Identified use-case scenarios for the future BI solution.

    Activities

    2.1 Interview business stakeholders.

    2.2 Interview IT staff.

    2.3 Consolidate interview findings.

    2.4 Build the solution’s requirements package.

    2.5 Identify use-case scenario alignment.

    2.6 Review Info-Tech’s BI Vendor Landscape results.

    2.7 Create custom shortlist.

    Outputs

    Documented requirements for the future solution.

    Identification of the organization’s BI functional use-case scenarios.

    Shortlist of BI vendors.

    3 Plan the Implementation Process

    The Purpose

    Identify the steps for the organization’s implementation process.

    Select the right BI environment.

    Run a pilot project.

    Measure the value of your implementation.

    Key Benefits Achieved

    Install a BI solution and prepare the BI solution in a way that allows intuitive and interactive uses.

    Keep track of and quantify BI success.

    Activities

    3.1 Select the right environment for the BI platform.

    3.2 Configure the BI implementation.

    3.3 Conduct a pilot to get started with BI and to demonstrate BI possibilities.

    3.4 Promote BI development in production.

    Outputs

    A successful BI implementation.

    BI is architected with the right availability.

    BI ROI is captured and quantified.

    Select and Implement an IT PPM Solution

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    • Parent Category Name: Portfolio Management
    • Parent Category Link: /portfolio-management
    • The number of IT project resources and the quantity of IT projects and tasks can no longer be recorded, prioritized, and tracked using non-commercial project portfolio management (PPM) solutions.
    • Your organization has attained a moderate level of PPM maturity.
    • You have sufficient financial and technical resources to purchase a commercial PPM solution.
    • There is a wide variety of commercial PPM solutions; different kinds of PPM solutions are more appropriate for organizations of a certain size and a certain PPM maturity level than others.

    Our Advice

    Critical Insight

    • Implementations of PPM solutions are often unsuccessful resulting in wasted time and resources; failing to achieve sustainable adoption of the tool is a widespread pain point.
    • The costs of PPM solutions do not end after the implementation and subscription invoices are paid. Have realistic expectations about the time required to use and maintain PPM solutions to ensure success.
    • PPM solutions help PMOs serve the organization’s core decision makers. Success depends on improved service to these stakeholders.

    Impact and Result

    • Using Info-Tech’s Vendor Landscape and PPM solution use cases, you will be able to make sense of the diversity of PPM solutions available in today’s market and choose the most appropriate solution for your organization’s size and level of PPM maturity.
    • Info-Tech’s blueprint for a PPM solution selection and implementation project will provide you with a variety of tools and templates.
    • A carefully planned out and executed selection and implementation process will help ensure your organization can maximize the value of your project portfolio and will allow the PMO to improve portfolio stakeholder satisfaction.

    Select and Implement an IT PPM Solution Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should implement a commercial PPM solution, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Launch the PPM solution project and collect requirements

    Create a PPM solution selection and implementation project charter and gather your organizations business and technical requirements.

    • Select and Implement a PPM Solution – Phase 1: Launch the PPM Solution Project and Collect Requirements
    • PPM Solution Project Charter Template
    • PPM Implementation Work Breakdown Structure
    • PPM Solution Requirements Gathering Tool
    • PPM Solution Cost-of-Use Estimation Tool
    • PPM Solution RFP Template
    • PPM Solution Success Metrics Workbook
    • PPM Solution Use-Case Fit Assessment Tool

    2. Select a PPM solution

    Select the most appropriate PPM solution for your organization by using Info-Tech’s PPM solution Vendor Landscape and use cases to help you create a vendor shortlist, produce an RFP, and establish evaluation criteria for ranking your shortlisted solutions.

    • Select and Implement a PPM Solution – Phase 2: Select a PPM Solution
    • PPM Vendor Shortlist & Detailed Feature Analysis Tool
    • PPM Solution Vendor Response Template
    • PPM Solution Evaluation & RFP Scoring Tool
    • PPM Solution Vendor Demo Script

    3. Plan the PPM solution implementation

    Plan a PPM solution implementation that will result in long-term sustainable adoption of the tool and that will allow the PMO to meet the needs of core project portfolio stakeholders.

    • Select and Implement a PPM Solution – Phase 3: Plan the PPM Solution Implementation
    [infographic]

    Workshop: Select and Implement an IT PPM Solution

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Launch the PPM Solution Project and Gather Requirements

    The Purpose

    Create a PPM solution selection and implementation project charter.

    Gather the business and technical requirements for the PPM solution.

    Establish clear and measurable success criteria for your PPM solution project.

    Key Benefits Achieved

    Comprehensive project plan

    Comprehensive and organized record of the various PPM solution requirements

    A record of PPM solution project goals and criteria that can be used in the future to establish the success of the project

    Activities

    1.1 Brainstorm, refine, and prioritize your PPM solution needs

    1.2 Stakeholder identification exercise

    1.3 Project charter work session

    1.4 Requirements gathering work session

    1.5 PPM solution success metrics workbook session

    Outputs

    High-level outline of PPM solution requirements

    Stakeholder consultation plan

    A draft project charter and action plan to fill in project charter gaps

    A draft requirements workbook and action plan to fill in requirement gathering gaps

    A PPM project success metrics workbook that can be used during and after the project

    2 Select a PPM Solution

    The Purpose

    Identify the PPM solutions that are most appropriate for your organization’s size and level of PPM maturity.

    Create a PPM solution and vendor shortlist.

    Create a request for proposal (RFP).

    Create a PPM solution scoring and evaluation tool.

    Key Benefits Achieved

    Knowledge of the PPM solution market and the various features available

    An informed shortlist of PPM vendors

    An organized and focused method for evaluating the often long and complex responses to the RFP that vendors provide

    The groundwork for an informed and defensible selection of a PPM solution for your organization

    Activities

    2.1 Assess the size of your organization and the level of PPM maturity to select the most appropriate use case

    2.2 PPM solution requirements and criteria ranking activity

    2.3 An RFP working session

    2.4 Build an RFP evaluation tool

    Outputs

    Identification of the most appropriate use case in Info-Tech’s Vendor Landscape

    A refined and organized list of the core features that will be included in the RFP

    A draft RFP with an action plan to fill in any RFP gaps

    An Excel tool that can be used to compare and evaluate vendors’ responses to the RFP

    3 Prepare for the PPM Solution Implementation

    The Purpose

    To think ahead to the eventual implementation of the solution that will occur once the selection phase is completed

    Key Benefits Achieved

    An understanding of key insights and steps that will help avoid mistakes resulting in poor adoption or PPM solutions that end up producing little tangible value

    Activities

    3.1 Outline high-level implementation stages

    3.2 Organizational change management strategy session

    3.3 A PPM project success metrics planning session

    Outputs

    High-level implementation tasks and milestones

    A RACI chart for core implementation tasks

    A high-level PPM solution implementation organizational change management strategy

    A RACI chart for core organizational change management tasks related to the PPM solution implementation

    A PPM project success metrics schedule and plan

    Modernize Your SDLC

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    • Parent Category Name: Development
    • Parent Category Link: /development
    • Today’s rapidly scaling and increasingly complex products create mounting pressure on delivery teams to release new features and changes quickly and with sufficient quality.
    • Many organizations lack the critical capabilities and resources needed to satisfy their growing backlog, jeopardizing product success.

    Our Advice

    Critical Insight

    • Delivery quality and throughput go hand in hand. Focus on meeting minimum process and product quality standards first. Improved throughput will eventually follow.
    • Business integration is not optional. The business must be involved in guiding delivery efforts, and ongoing validation and verification product changes.
    • The software development lifecycle (SDLC) must deliver more than software. Business value is generated through the products and services delivered by your SDLC. Teams must provide the required product support and stakeholders must be willing to participate in the product’s delivery.

    Impact and Result

    • Standardize your definition of a successful product. Come to an organizational agreement of what defines a high-quality and successful product. Accommodate both business and IT perspectives in your definition.
    • Clarify the roles, processes, and tools to support business value delivery and satisfy stakeholder expectations. Indicate where and how key roles are involved throughout product delivery to validate and verify work items and artifacts. Describe how specific techniques and tools are employed to meet stakeholder requirements.
    • Focus optimization efforts on most affected stages. Reveal the health of your SDLC from the value delivery, business and technical practice quality standards, discipline, throughput, and governance perspectives with a diagnostic. Identify and roadmap the solutions to overcome the root causes of your diagnostic results.

    Modernize Your SDLC Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should modernize your SDLC, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Set your SDLC context

    State the success criteria of your SDLC practice through the definition of product quality and organizational priorities. Define your SDLC current state.

    • Modernize Your SDLC – Phase 1: Set Your SDLC Context
    • SDLC Strategy Template

    2. Diagnose your SDLC

    Build your SDLC diagnostic framework based on your practice’s product and process objectives. Root cause your improvement opportunities.

    • Modernize Your SDLC – Phase 2: Diagnose Your SDLC
    • SDLC Diagnostic Tool

    3. Modernize your SDLC

    Learn of today’s good SDLC practices and use them to address the root causes revealed in your SDLC diagnostic results.

    • Modernize Your SDLC – Phase 3: Modernize Your SDLC
    [infographic]

    Workshop: Modernize Your SDLC

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Set Your SDLC Context

    The Purpose

    Discuss your quality and product definitions and how quality is interpreted from both business and IT perspectives.

    Review your case for strengthening your SDLC practice.

    Review the current state of your roles, processes, and tools in your organization.

    Key Benefits Achieved

    Grounded understanding of products and quality that is accepted across the organization.

    Clear business and IT objectives and metrics that dictate your SDLC practice’s success.

    Defined SDLC current state people, process, and technologies.

    Activities

    1.1 Define your products and quality.

    1.2 Define your SDLC objectives.

    1.3 Measure your SDLC effectiveness.

    1.4 Define your current SDLC state.

    Outputs

    Product and quality definitions.

    SDLC business and technical objectives and vision.

    SDLC metrics.

    SDLC capabilities, processes, roles and responsibilities, resourcing model, and tools and technologies.

    2 Diagnose Your SDLC

    The Purpose

    Discuss the components of your diagnostic framework.

    Review the results of your SDLC diagnostic.

    Key Benefits Achieved

    SDLC diagnostic framework tied to your SDLC objectives and definitions.

    Root causes to your SDLC issues and optimization opportunities.

    Activities

    2.1 Build your diagnostic framework.

    2.2 Diagnose your SDLC.

    Outputs

    SDLC diagnostic framework.

    Root causes to SDLC issues and optimization opportunities.

    3 Modernize Your SDLC

    The Purpose

    Discuss the SDLC practices used in the industry.

    Review the scope and achievability of your SDLC optimization initiatives.

    Key Benefits Achieved

    Knowledge of good practices that can improve the effectiveness and efficiency of your SDLC.

    Realistic and achievable SDLC optimization roadmap.

    Activities

    3.1 Learn and adopt SDLC good practices.

    3.2 Build your optimization roadmap.

    Outputs

    Optimization initiatives and target state SDLC practice.

    SDLC optimization roadmap, risks and mitigations, and stakeholder communication flow.

    Build a Robust and Comprehensive Data Strategy

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    • Parent Category Name: Data Management
    • Parent Category Link: /data-management
    • The volume and variety of data that organizations have been collecting and producing have been growing exponentially and show no sign of slowing down.
    • At the same time, business landscapes and models are evolving, and users and stakeholders are becoming more and more data centric, with maturing expectations and demands.

    Our Advice

    Critical Insight

    • As the CDO or equivalent data leader in your organization, a robust and comprehensive data strategy is the number one tool in your toolkit for delivering on your mandate of creating measurable business value from data.
    • A data strategy should never be formulated disjointed from the business. Ensure the data strategy aligns with the business strategy and supports the business architecture.
    • Building and fostering a data-driven culture will accelerate and sustain adoption of, appetite for, and appreciation for data and hence drive the ROI on your various data investments.

    Impact and Result

    • Formulate a data strategy that stitches all of the pieces together to better position you to unlock the value in your data:
      • Establish the business context and value: Identify key business drivers for executing on an optimized data strategy, build compelling and relevant use cases, understand your organization’s culture and appetite for data, and ensure you have well-articulated vision, principles, and goals for your data strategy
      • Ensure you have a solid data foundation: Understand your current data environment, data management enablers, people, skill sets, roles, and structure. Know your strengths and weakness so you can optimize appropriately.
      • Formulate a sustainable data strategy: Round off your strategy with effective change management and communication for building and fostering a data-driven culture.

    Build a Robust and Comprehensive Data Strategy Research & Tools

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Data Strategy Research – A step-by-step document to facilitate the formulation of a data strategy that brings together the business context, data management foundation, people, and culture.

    Data should be at the foundation of your organization’s evolution. The transformational insights that executives and decision makers are constantly seeking to leverage can be unlocked with a data strategy that makes high-quality, trusted, and relevant data readily available to the users who need it.

    • Build a Robust and Comprehensive Data Strategy – Phases 1-3

    2. Data Strategy Stakeholder Interview Guide and Findings – A template to support you in your meetings or interviews with key stakeholders as you work on understanding the value of data within the various lines of business.

    This template will help you gather insights around stakeholder business goals and objectives, current data consumption practices, the types or domains of data that are important to them in supporting their business capabilities and initiatives, the challenges they face, and opportunities for data from their perspective.

    • Data Strategy Stakeholder Interview Guide and Findings

    3. Data Strategy Use Case Template – An exemplar template to demonstrate the business value of your data strategy.

    Data strategy optimization anchored in a value proposition will ensure that the data strategy focuses on driving the most valuable and critical outcomes in support of the organization’s enterprise strategy. The template will help you facilitate deep-dive sessions with key stakeholders for building use cases that are of demonstrable value not only to their relevant lines of business but also to the wider organization.

    • Data Strategy Use Case Template

    4. Chief Data Officer – A job description template that includes a detailed explication of the responsibilities and expectations of a CDO.

    Bring data to the C-suite by creating the Chief Data Officer role. This position is designed to bridge the gap between the business and IT by serving as a representative for the organization's data management practices and identifying how the organization can leverage data as a competitive advantage or corporate asset.

    • Chief Data Officer

    5. Data Strategy Document Template – A structured template to plan and document your data strategy outputs.

    Use this template to document and formulate your data strategy. Follow along with the sections of the blueprint Build a Robust and Comprehensive Data Strategy and complete the template as you progress.

    • Data Strategy Document Template
    [infographic]

    Workshop: Build a Robust and Comprehensive Data Strategy

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Establish Business Context and Value: Understand the Current Business Environment

    The Purpose

    Establish the business context for the business strategy.

    Key Benefits Achieved

    Substantiates the “why” of the data strategy.

    Highlights the organization’s goals, objectives, and strategic direction the data must align with.

    Activities

    1.1 Data Strategy 101

    1.2 Intro to Tech’s Data Strategy Framework

    1.3 Data Strategy Value Proposition: Understand stakeholder’s strategic priorities and the alignment with data

    1.4 Discuss the importance of vision, mission, and guiding principles of the organization’s data strategy

    1.5 Understand the organization’s data culture – discuss Data Culture Survey results

    1.6 Examine Core Value Streams of Business Architecture

    Outputs

    Business context; strategic drivers

    Data strategy guiding principles

    Sample vision and mission statements

    Data Culture Diagnostic Results Analysis

    2 Business-Data Needs Discovery: Key Business Stakeholder Interviews

    The Purpose

    Build use cases of demonstrable value and understand the current environment.

    Key Benefits Achieved

    An understanding of the current maturity level of key capabilities.

    Use cases that represent areas of concern and/or high value and therefore need to be addressed.

    Activities

    2.1 Conduct key business stakeholder interviews to initiate the build of high-value business-data cases

    Outputs

    Initialized high-value business-data cases

    3 Understand the Current Data Environment & Practice: Analyze Data Capability and Practice Gaps and Develop Alignment Strategies

    The Purpose

    Build out a future state plan that is aimed at filling prioritized gaps and that informs a scalable roadmap for moving forward on treating data as an asset.

    Key Benefits Achieved

    A target state plan, formulated with input from key stakeholders, for addressing gaps and for maturing capabilities necessary to strategically manage data.

    Activities

    3.1 Understand the current data environment: data capability assessment

    3.2 Understand the current data practice: key data roles, skill sets; operating model, organization structure

    3.3 Plan target state data environment and data practice

    Outputs

    Data capability assessment and roadmapping tool

    4 Align Business Needs with Data Implications: Initiate Roadmap Planning and Strategy Formulation

    The Purpose

    Consolidate business and data needs with consideration of external factors as well as internal barriers and enablers to the success of the data strategy. Bring all the outputs together for crafting a robust and comprehensive data strategy.

    Key Benefits Achieved

    A consolidated view of business and data needs and the environment in which the data strategy will be operationalized.

    An analysis of the feasibility and potential risks to the success of the data strategy.

    Activities

    4.1 Analyze gaps between current- and target-state

    4.2 Initiate initiative, milestone and RACI planning

    4.3 Working session with Data Strategy Owner

    Outputs

    Data Strategy Next Steps Action Plan

    Relevant data strategy related templates (example: data practice patterns, data role patterns)

    Initialized Data Strategy on-a-Page

    Further reading

    Build a Robust and Comprehensive Data Strategy

    Key to building and fostering a data-driven culture.

    ANALYST PERSPECTIVE

    Data Strategy: Key to helping drive organizational innovation and transformation

    "In the dynamic environment in which we operate today, where we are constantly juggling disruptive forces, a well-formulated data strategy will prove to be a key asset in supporting business growth and sustainability, innovation, and transformation.

    Your data strategy must align with the organization’s business strategy, and it is foundational to building and fostering an enterprise-wide data-driven culture."

    Crystal Singh,

    Director – Research and Advisory

    Info-Tech Research Group

    Our understanding of the problem

    This Research is Designed For:

    • Chief data officers (CDOs), chief architects, VPs, and digital transformation directors and CIOs who are accountable for ensuring data can be leveraged as a strategic asset of the organization.

    This Research Will Help You:

    • Put a strategy in place to ensure data is available, accessible, well integrated, secured, of acceptable quality, and suitably visualized to fuel decision making by the organizations’ executives.
    • Align data management plans and investments with business requirements and the organization’s strategic plans.
    • Define the relevant roles for operationalizing your data strategy.

    This Research Will Also Assist:

    • Data architects and enterprise architects who have been tasked with supporting the formulation or optimization of the organization’s data strategy.
    • Business leaders creating plans for leveraging data in their strategic planning and business processes.
    • IT professionals looking to improve the environment that manages and delivers data.

    This Research Will Help Them:

    • Get a handle on the current situation of data within the organization.
    • Understand how the data strategy and its resulting initiatives will affect the operations, integration, and provisioning of data within the enterprise.

    Executive Summary

    Situation

    • The volume and variety of data that organizations have been collecting and producing have been growing exponentially and show no sign of slowing down. At the same time, business landscapes and models are evolving, and users and stakeholders are becoming more and more data centric, with maturing and demanding expectations.

    Complication

    • As organizations pivot in response to industry disruptions and changing landscapes, a reactive and piecemeal approach leads to data architectures and designs that fail to deliver real and measurable value to the business.
    • Despite the growing focus on data, many organizations struggle to develop a cohesive business-driven strategy for effectively managing and leveraging their data assets.

    Resolution

    Formulate a data strategy that stitches all of the pieces together to better position you to unlock the value in your data:

    • Establish the business context and value: Identify key business drivers for executing on an optimized data strategy, build compelling and relevant use cases, understand your organization’s culture and appetite for data, and ensure you have well-articulated vision, principles, and goals for your data strategy.
    • Ensure you have a solid data foundation: Understand your current data environment, data management enablers, people, skill sets, roles, and structure. Know your strengths and weakness so you can optimize appropriately.
    • Formulate a sustainable data strategy: Round off your strategy with effective change management and communication for building and fostering a data-driven culture.

    Info-Tech Insight

    1. As the CDO or equivalent data leader in your organization, a robust and comprehensive data strategy is the number one tool in your toolkit for delivering on your mandate of creating measurable business value from data.
    2. A data strategy should never be formulated disjointed from the business. Ensure the data strategy aligns with the business strategy and supports the business architecture.
    3. Building and fostering a data-driven culture will accelerate and sustain adoption of, appetite for, and appreciation for data and hence drive the ROI on your various data investments.

    Why do you need a data strategy?

    Your data strategy is the vehicle for ensuring data is poised to support your organization’s strategic objectives.

    The dynamic marketplace of today requires organizations to be responsive in order to gain or maintain their competitive edge and place in their industry.

    Organizations need to have that 360-degree view of what’s going on and what’s likely to happen.

    Disruptive forces often lead to changes in business models and require organizations to have a level of adaptability to remain relevant.

    To respond, organizations need to make decisions and should be able to turn to their data to gain insights for informing their decisions.

    A well-formulated and robust data strategy will ensure that your data investments bring you the returns by meeting your organization’s strategic objectives.

    Organizations need to be in a position where they know what’s going on with their stakeholders and anticipate what their stakeholders’ needs are going to be.

    Data cannot be fully leveraged without a cohesive strategy

    Most organizations today will likely have some form of data management in place, supported by some of the common roles such as DBAs and data analysts.

    Most will likely have a data architecture that supports some form of reporting.

    Some may even have a chief data officer (CDO), a senior executive who has a seat at the C-suite table.

    These are all great assets as a starting point BUT without a cohesive data strategy that stitches the pieces together and:

    • Effectively leverages these existing assets
    • Augments them with additional and relevant key roles and skills sets
    • Optimizes and fills in the gaps around your current data management enablers and capabilities for the growing volume and variety of data you’re collecting
    • Fully caters to real, high-value strategic organizational business needs

    you’re missing the mark – you are not fully leveraging the incredible value of your data.

    Cross-industry studies show that on average, less than half of an organization’s structured data is actively used in making decisions

    And, less than 1% of its unstructured data is analyzed or used at all. Furthermore, 80% of analysts' time is spent simply discovering and preparing, data with over 70% of employees having access to data they should not. Source: HBR, 2017

    Organizational drivers for a data strategy

    Your data strategy needs to align with your organizational strategy.

    Main Organizational Strategic Drivers:

    1. Stakeholder Engagement/Service Excellence
    2. Product and Service Innovations
    3. Operational Excellence
    4. Privacy, Risk, and Compliance Management

    “The companies who will survive and thrive in the future are the ones who will outlearn and out-innovate everyone else. It is no longer ‘survival of the fittest’ but ‘survival of the smartest.’ Data is the element that both inspires and enables this new form of rapid innovation.– Joel Semeniuk, 2016

    A sound data strategy is the key to unlocking the value in your organization’s data.

    Data should be at the foundation of your organization’s evolution.

    The transformational insights that executives are constantly seeking to leverage can be unlocked with a data strategy that makes high-quality, well-integrated, trustworthy, relevant data readily available to the business users who need it.

    Whether hoping to gain a better understanding of your business, trying to become an innovator in your industry, or having a compliance and regulatory mandate that needs to be met, any organization can get value from its data through a well-formulated, robust, and cohesive data strategy.

    According to a leading North American bank, “More than one petabyte of new data, equivalent to about 1 million gigabytes” is entering the bank’s systems every month. – The Wall Street Journal, 2019

    “Although businesses are at many different stages in unlocking the power of data, they share a common conviction that it can make or break an enterprise.”– Jim Love, ITWC CIO and Chief Digital Officer, IT World Canada, 2018

    Data is a strategic organizational asset and should be treated as such

    The expression “Data is an asset” or any other similar sentiment has long been heard.

    With such hype, you would have expected data to have gotten more attention in the boardrooms. You would have expected to see its value reflected on financial statements as a result of its impact in driving things like acquisition, retention, product and service development and innovation, market growth, stakeholder satisfaction, relationships with partners, and overall strategic success of the organization.

    The time has surely come for data to be treated as the asset it is.

    “Paradoxically, “data” appear everywhere but on the balance sheet and income statement.”– HBR, 2018

    “… data has traditionally been perceived as just one aspect of a technology project; it has not been treated as a corporate asset.”– “5 Essential Components of a Data Strategy,” SAS

    According to Anil Chakravarthy, who is the CEO of Informatica and has a strong vantage point on how companies across industries leverage data for better business decisions, “what distinguishes the most successful businesses … is that they have developed the ability to manage data as an asset across the whole enterprise.”– McKinsey & Company, 2019

    How data is perceived in today’s marketplace

    Data is being touted as the oil of the digital era…

    But just like oil, if left unrefined, it cannot really be used.

    "Data is the new oil." – Clive Humby, Chief Data Scientist

    Source: Joel Semeniuk, 2016

    Enter your data strategy.

    Data is being perceived as that key strategic asset in your organization for fueling innovation and transformation.

    Your data strategy is what allows you to effectively mine, refine, and use this resource.

    “The world’s most valuable resource is no longer oil, but data.”– The Economist, 2017

    “Modern innovation is now dependent upon this data.”– Joel Semeniuk, 2016

    “The better the data, the better the resulting innovation and impact.”– Joel Semeniuk, 2016

    What is it in it for you? What opportunities can data help you leverage?

    GOVERNMENT

    Leveraging data as a strategic asset for the benefit of citizens.

    • The strategic use of data can enable governments to provide higher-quality services.
    • Direct resources appropriately and harness opportunities to improve impact.
    • Make better evidence-informed decisions and better understand the impact of programs so that funds can be directed to where they are most likely to deliver the best results.
    • Maintain legitimacy and credibility in an increasingly complex society.
    • Help workers adapt and be competitive in a changing labor market.
    • A data strategy would help protect citizens from the misuse of their data.

    Source: Privy Council Office, Government of Canada, 2018

    What is it in it for you? What opportunities can data help you leverage?

    FINANCIAL

    Leveraging data to boost traditional profit and loss levers, find new sources of growth, and deliver the digital bank.

    • One bank used credit card transactional data (from its own terminals and those of other banks) to develop offers that gave customers incentives to make regular purchases from one of the bank’s merchants. This boosted the bank’s commissions, added revenue for its merchants, and provided more value to the customer (McKinsey & Company, 2017).
    • In terms of enhancing productivity, a bank used “new algorithms to predict the cash required at each of its ATMs across the country and then combined this with route-optimization techniques to save money” (McKinsey & Company, 2017).

    A European bank “turned to machine-learning algorithms that predict which currently active customers are likely to reduce their business with the bank.” The resulting understanding “gave rise to a targeted campaign that reduced churn by 15 percent” (McKinsey & Company, 2017).

    A leading Canadian bank has built a marketplace around their data – they have launched a data marketplace where they have productized the bank’s data. They are providing data – as a product – to other units within the bank. These other business units essentially represent internal customers who are leveraging the product, which is data.

    Through the use of data and advanced analytics, “a top bank in Asia discovered unsuspected similarities that allowed it to define 15,000 microsegments in its customer base. It then built a next-product-to-buy model that increased the likelihood to buy three times over.” Several sets of big data were explored, including “customer demographics and key characteristics, products held, credit-card statements, transaction and point-of-sale data, online and mobile transfers and payments, and credit-bureau data” (McKinsey & Company, 2017).

    What is it in it for you? What opportunities can data help you leverage?

    HEALTHCARE

    Leveraging data and analytics to prevent deadly infections

    The fifth-largest health system in the US and the largest hospital provider in California uses a big data and advanced analytics platform to predict potential sepsis cases at the earliest stages, when intervention is most helpful.

    Using the Sepsis Bio-Surveillance Program, this hospital provider monitors 120,000 lives per month in 34 hospitals and manages 7,500 patients with potential sepsis per month.

    Collecting data from the electronic medical records of all patients in its facilities, the solution uses natural language processing (NLP) and a rules engine to continually monitor factors that could indicate a sepsis infection. In high-probability cases, the system sends an alarm to the primary nurse or physician.

    Since implementing the big data and predictive analytics system, this hospital provider has seen a significant improvement in the mortality and the length of stay in ICU for sepsis patients.

    At 28 of the hospitals which have been on the program, sepsis mortality rates have dropped an average of 5%.

    With patients spending less time in the ICU, cost savings were also realized. This is significant, as sepsis is the costliest condition billed to Medicare, the second costliest billed to Medicaid and the uninsured, and the fourth costliest billed to private insurance.

    Source: SAS, 2019

    What is it in it for you? What opportunities can data help you leverage?

    RETAIL

    Leveraging data to better understand customer preferences, predict purchasing, drive customer experience, and optimize supply and demand planning.

    Netflix is an example of a big brand that uses big data analytics for targeted advertising. With over 100 million subscribers, the company collects large amounts of data. If you are a subscriber, you are likely familiar with their suggestions messages of the next series or movie you should catch up on. These suggestions are based on your past search data and watch data. This data provides Netflix with insights into your interests and preferences for viewing (Mentionlytics, 2018).

    “For the retail industry, big data means a greater understanding of consumer shopping habits and how to attract new customers.”– Ron Barasch, Envestnet | Yodlee, 2019

    The business case for data – moving from platitudes to practicality

    When building your business case, consider the following:

    • What is the most effective way to communicate the business case to executives?
    • How can CDOs and other data leaders use data to advance their organizations’ corporate strategy?
    • What does your data estate look like? Are you looking to leverage and drive value from your semi-structured and unstructured data assets?
    • Does your current organizational culture support a data-driven one? Does the organization have a history of managing change effectively?
    • How do changing privacy and security expectations alter the way businesses harvest, save, use, and exchange data?

    “We’re the converted … We see the value in data. The battle is getting executive teams to see it our way.”– Ted Maulucci, President of SmartONE Solutions Inc. IT World Canada, 2018

    Where do you stack up? What is your current data management maturity?

    Info-Tech’s IT Maturity Ladder denotes the different levels of maturity for an IT department and its different functions. What is the current state of your data management capability?

    Innovator - Transforms the Business. Business Partner - Expands the Business. Trusted Operator - Optimizes the Business. Firefighter - Supports the Business. Unstable - Struggles to Support.

    Info-Tech Insight

    You are best positioned to successfully execute on a data strategy if you are currently at or above the Trusted Operator level. If you find yourself still at the Unstable or Firefighter stage, your efforts are best spent on ensuring you can fulfill your day-to-day data and data management demands. Improving this capability will help build a strong data management foundation.

    Guiding principles of a data strategy

    Value of Clearly Defined Data Principles

    • Guiding principles help define the culture and characteristics of your practice by describing your beliefs and philosophy.
    • Guiding principles act as the heart of your data strategy, helping to shape initiative plans and day-to-day behaviors related to the use and treatment of the organization’s data assets.

    “Organizational culture can accelerate the application of analytics, amplify its power, and steer companies away from risky outcomes.”– McKinsey, 2018

    Build a Robust and Comprehensive Data Strategy

    Business Strategy and Current Environment connect with the Data Strategy. Data Strategy includes: Organizational Drivers and Data Value, Data Strategy Objectives and Guiding Principles, Data Strategy Vision and Mission, Data Strategy Roadmap, People: Roles and Organizational Structure, Data Culture and Data Literacy, Data Management and Tools, Risk and Feasibility.

    Follow Info-Tech’s methodology for effectively leveraging the value out of your data

    Some say it’s the new oil. Or the currency of the new business landscape. Others describe it as the fuel of the digital economy. But we don’t need platitudes — we need real ways to extract the value from our data. – Jim Love, CIO and Chief Digital Officer, IT World Canada, 2018

    1. Business Context. 2. Data and Resources Foundation. 3. Effective Data Strategy

    Our practical step-by-step approach helps you to formulate a data strategy that delivers business value.

    1. Establish Business Context and Value: In this phase, you will determine and substantiate the business drivers for optimizing the data strategy. You will identify the business drivers that necessitate the data strategy optimization and examine your current organizational data culture. This will be key to ensuring the fruits of your optimization efforts are being used. You will also define the vision, mission, and guiding principles and build high-value use cases for the data strategy.
    2. Ensure You Have a Solid Data and Resources Foundation: This phase will help you ensure you have a solid data and resources foundation for operationalizing your data strategy. You will gain an understanding of your current environment in terms of data management enablers and the required resources portfolio of key people, roles, and skill sets.
    3. Formulate a Sustainable Data Strategy: In this phase, you will bring the pieces together for formulating an effective data strategy. You will evaluate and prioritize the use cases built in Phase 1, which summarize the alignment of organizational goals with data needs. You will also create your strategic plan, considering change management and communication.

    Info-Tech offers various levels of support to best suit your needs

    DIY Toolkit

    “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

    Guided Implementation

    “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

    Workshop

    “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

    Consulting

    “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

    Diagnostics and consistent frameworks are used throughout all four options.

    Optimize the IT Operations Center

    • Buy Link or Shortcode: {j2store}449|cart{/j2store}
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    • Parent Category Name: Operations Management
    • Parent Category Link: /i-and-o-process-management
    • Your team’s time is burned up by incident response.
    • Manual repetitive work uses up expensive resources.
    • You don’t have the visibility to ensure the availability the business demands.

    Our Advice

    Critical Insight

    • Sell the project to the business.
    • Leverage the Operations Center to improve IT Operations.

    Impact and Result

    • Clarify lines of accountability and metrics for success.
    • Implement targeted initiatives and track key metrics for continual improvement.

    Optimize the IT Operations Center Research & Tools

    Start here – read the Executive Brief

    Read our concise Executive Brief to find out why you should Optimize the IT Operations Center, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Lightning Phase: Pluck Low-Hanging Fruit for Quick Wins

    Get quick wins to demonstrate early value for investments in IT Operations.

    • Optimize the IT Operations Center – Lightning Phase: Pluck Low-Hanging Fruit for Quick Wins

    2. Get buy-in

    Get buy-in from business stakeholders by speaking their language.

    • Optimize the IT Operations Center – Phase 1: Get Buy-In
    • IT Operations Center Prerequisites Assessment Tool
    • IT Operations Center Stakeholder Buy-In Presentation
    • IT Operations Center Continual Improvement Tracker

    3. Define accountability and metrics

    Formalize process and task accountability and develop targeted metrics.

    • Optimize the IT Operations Center – Phase 2: Define Accountability and Metrics
    • IT Operations Center RACI Charts Template

    4. Assess gaps and prioritize initiatives

    Identify pain points and determine the top solutions.

    • Optimize the IT Operations Center – Phase 3: Assess Gaps and Prioritize Initiatives
    • IT Operations Center Gap and Initiative Tracker
    • IT Operations Center Initiative Prioritization Tool

    5. Launch initiatives and track metrics

    Lay the foundation for implementation and continual improvement.

    • Optimize the IT Operations Center – Phase 4: Launch Initiatives and Track Metrics
    [infographic]

    Workshop: Optimize the IT Operations Center

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Check Foundation

    The Purpose

    Ensure base maturity in IT Operations processes.

    Key Benefits Achieved

    Verify that foundation is in place to proceed with Operations Center project.

    Activities

    1.1 Evaluate base maturity.

    Outputs

    IT Operations Center Prerequisites Assessment Tool

    2 Define Accountabilities

    The Purpose

    Define accountabilities for Operations processes and tasks.

    Key Benefits Achieved

    Documented accountabilities.

    Activities

    2.1 Pluck low-hanging fruit for quick wins.

    2.2 Complete process RACI.

    2.3 Complete task RACI.

    Outputs

    Project plan

    Process RACI

    Task RACI

    3 Map the Challenge

    The Purpose

    Define metrics and identify accountabilities and gaps.

    Key Benefits Achieved

    List of initiatives to address pain points.

    Activities

    3.1 Define metrics.

    3.2 Define accountabilities.

    3.3 Identify gaps.

    Outputs

    IT Operations Center Gap and Initiative Tracker

    4 Build Action Plan

    The Purpose

    Develop an action plan to boost KPIs.

    Key Benefits Achieved

    Action plan and success criteria.

    Activities

    4.1 Prioritize initiatives.

    Outputs

    IT Operations Center Initiative Prioritization Tool

    5 Map Out Implementation

    The Purpose

    Build an implementation plan for continual improvement.

    Key Benefits Achieved

    Continual improvement against identified metrics and KPIs.

    Activities

    5.1 Build implementation plan.

    Outputs

    IT Operations Center Continual Improvement Tracker

    Further reading

    Optimize the IT Operations Center

    Stop burning budget on non-value-adding activities.

    ANALYST PERSPECTIVE

    The Network Operations Center is not in Kansas anymore.

    "The old-school Network Operations Center of the telecom world was heavily peopled and reactionary. Now, the IT Operations Center is about more than network monitoring. An effective Operations Center provides visibility across the entire stack, generates actionable alerts, resolves a host of different incidents, and drives continual improvement in the delivery of high-quality services.
    IT’s traditional siloed approach cannot provide the value the business demands. The modern Operations Center breaks down these silos for the end-to-end view required for a service-focused approach."

    Derek Shank,
    Research Analyst, Infrastructure & Operations
    Info-Tech Research Group

    Our understanding of the problem

    This Research Is Designed For:

    • IT Operations Managers
    • IT Infrastructure Managers
    • CIOs

    This Research Will Help You:

    • Improve reliability of services.
    • Reduce the cost of incident response.
    • Reduce the cost of manual repetitive work (MRW).

    This Research Will Also Assist

    • Business Analysts
    • Project Managers
    • Business Relationship Managers

    This Research Will Help Them

    • Develop appropriate non-functional requirements.
    • Integrate non-functional requirements into solution design and project implementation.

    Executive Summary

    Situation

    • Your team’s time is burned up by incident response.
    • MRW burns up expensive resources.
    • You don’t have the visibility to ensure the availability the business demands.

    Complication

    • The increasing complexity of technology has resulted in siloed teams of specialists.
    • The business views IT Operations as a cost center and doesn’t want to provide resources to support improvement initiatives.

    Resolution

    • Pluck low-hanging fruit for quick wins.
    • Obtain buy-in from business stakeholders by speaking their language.
    • Clarify lines of accountability and metrics for success.
    • Implement targeted initiatives and track key metrics for continual improvement.

    Info-Tech Insight

    1. Sell the project to the business. Your first job is a sales job because executive sponsorship is key to project success.
    2. Worship the holy trinity of metrics: impact of downtime, cost of incident response, and time spent on manual repetitive work (MRW).
    3. Invest in order to profit. Improving the Operations Center takes time and money. Expect short-term pain to realize long-term gain.

    The role of the Network Operations Center has changed

    • The old approach was technology siloed and the Network Operations Center (NOC) only cared about the network.
    • The modern Operations Center is about ensuring high availability of end-user services, and requires cross-functional expertise and visibility across all the layers of the technology stack.
    A pie chart is depicted. The data displayed on the chart, in decreasing order of size, include: Applications; Servers; LAN; WAN; Security; Storage. Source: Metzler, n.d.

    Most organizations lack adequate visibility

    • The rise of hybrid cloud has made environments more complex, not less.
    • The increasing complexity makes monitoring and incident response more difficult than ever.
    • Only 31% of organizations use advanced monitoring beyond what is offered by cloud providers.
    • 69% perform no monitoring, basic monitoring, or rely entirely on the cloud provider’s monitoring tools.
    A Pie chart is depicted. Two data are represented on the chart. The first, representing 69% of the chart, is: Using no monitoring, basic monitoring, or relying only on the cloud vendor's monitoring. the second, representing 31% of the chart, is Using advanced monitoring beyond what cloud vendors provide. Source: InterOp ITX, 2018

    Siloed service level agreements cannot ensure availability

    You can meet high service level agreements (SLAs) for functional silos, but still miss the mark for service availability. The business just wants things to work!

    this image contains Info-Tech's SLA-compliance rating chart, which displays the categories: Available, behaving as expected; Slow/degraded; and Unavailable, for each of: Webserver; Database; Storage; Network; Application; and, Business Service

    The cost of downtime is massive

    Increasing reliance on IT makes downtime hurt more than ever.
    98% of enterprises lose $100,000+.
    81% of enterprises lose $300,000+ per hour of downtime.

    This is a bar graph, showing the cost per hour of downtime, against the percentage of enterprises.

    Source: ITIC, 2016

    IT is asked to do more with less

    Most IT budgets are staying flat or shrinking.

    57% of IT departments expect their budget to stay flat or to shrink from 2018 to 2019.

    This image contains a pie chart with two data, one is labeled: Increase; representing 43% of the chart. The other datum is labeled: Shrink or stay flat, and represents 57% of the chart.

    Unify and streamline IT Operations

    A well-run Operations Center ensures high availability at reasonable cost. Improving your Operations Center results in:

    • Higher availability
    • Increased reliability
    • Improved project capacity
    • Higher business satisfaction

    Measure success with the holy trinity of metrics

    Focus on reducing downtime, cost of incident response, and MRW.

    This image contains a Funnel Chart showing the inputs: Downtime; Cost of Incident Response; MRW; and the output: Reduce for continual improvement

    Start from the top and employ a targeted approach

    Analyze data to get buy-in from stakeholders, and use our tools and templates to follow the process for continual improvement in IT Operations.

    This image depicts a cycle, which includes: Data analysis; Executive Sponsorship; Success Criteria; Gap Assessment; Initiatives; Tracking & Measurement

    Info-Tech offers various levels of support to best suit your needs

    DIY Toolkit

    "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

    Guided Implementation

    “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track."

    Workshop

    "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place."

    Consulting

    "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

    Diagnostics and consistent frameworks used throughout all four options

    Optimize the IT Operations Center – project overview

    Launch the Project

    Identify Enterprise Services

    Identify Line of Business Services

    Complete Service Definitions

    Best-Practice Toolkit

    🗲 Pluck Low-Hanging Fruit for Quick Wins

    1.1 Ensure Base Maturity Is in Place

    1.2 Make the Case

    2.1 Define Accountabilities

    2.2 Define Metrics

    3.1 Assess Gaps

    3.2 Plan Initiatives

    4.1 Lay Foundation

    4.2 Launch and Measure

    Guided Implementations

    Discuss current state.

    Review stakeholder presentation.

    Review RACIs.

    Review metrics.

    Discuss gaps.

    Discuss initiatives.

    Review plan and metric schedule.

    Onsite Workshop Module 1:

    Clear understanding of project objectives and support obtained from the business.

    Module 2:

    Enterprise services defined and categorized.

    Module 3:

    LOB services defined based on user perspective.

    Module 4:

    Service record designed according to how IT wishes to communicate to the business.

    Phase 1 Results:

    Stakeholder presentation

    Phase 2 Results:
    • RACIs
    • Metrics
    Phase 3 Results:
    • Gaps list
    • Prioritized list of initiatives
    Phase 4 Results:
    • Implementation plan
    • Continual improvement tracker

    Workshop overview

    Contact your account representative or email Workshops@InfoTech.com for more information.

    Pre-Workshop Workshop Day 1 Workshop Day 2 Workshop Day 3 Workshop Day 4
    Activities

    Check Foundation

    Define Accountabilities

    Map the Challenge

    Build Action Plan

    Map Out Implementation

    1.1 Ensure base maturity.

    🗲 Pluck low-hanging fruit for quick wins.

    2.1 Complete process RACI.

    2.2 Complete task RACI.

    3.1 Define metrics.

    3.2 Define accountabilities.

    3.2 Identify gaps.

    4.1 Prioritize initiatives.

    5.1 Build implementation plan.

    Deliverables
    1. IT Operations Center Prerequisites Assessment Tool
    1. IT Operations Center RACI Charts Template
    1. IT Operations Center Gap and Initiative Tracker
    1. IT Operations Center Initiative Prioritization Tool
    1. IT Operations Center Continual Improvement Tracker

    PHASE 🗲

    Pluck Low-Hanging Fruit for Quick Wins

    Optimize the IT Operations Center

    Conduct a ticket-trend analysis

    Generate reports on tickets from your IT service management (ITSM) tool. Look for areas that consume the most resources, such as:

    • Recurring tickets.
    • Tickets that have taken a long time to resolve.
    • Tickets that could have been resolved at a lower tier.
    • Tickets that were unnecessarily or improperly escalated.

    Identify issues

    Analyze the tickets:

    • Look for recurring tickets that may indicate underlying problems.
    • Ask tier 2 and 3 technicians to flag tickets that could have been resolved at a lower tier.
    • Identify painful and/or time consuming service requests.
    • Flag any manual repetitive work.

    Write the issues on a whiteboard.

    Oil & Gas IT reduces manual repetitive maintenance work

    CASE STUDY
    Industry Oil & Gas
    Source Interview

    Challenge

    The company used a webserver to collect data from field stations for analytics. The server’s version did not clear its cache – it filled up its own memory and would not overwrite, so it would just lock up and have to be rebooted manually.

    Solution

    The team found out that the volumes and units of data would cause the memory to fill at a certain time of the month. They wrote a script to reboot the machine and set up a planned outage during the appropriate weekend each month.

    Results

    The team never had to do manual reboots again – though they did have to tweak their reboot script not to rely on their calendar, after a shift in production broke the pattern between memory consumption and the calendar.

    Rank the issues

    🗲.1.1 10 minutes

    1. Assign each participant five sticky dots to use for voting.
    2. Have each participant place any number of dots beside the issue(s) of their choice.
    3. Count the dots and rank the top three most important issues.

    INPUT

    • List of issues

    OUTPUT

    • Top three issues

    Materials

    • Whiteboard
    • Markers
    • Sticky dots

    Participants

    • Operations Manager
    • Infrastructure Manager
    • I&O team members

    Brainstorm solutions

    🗲.1.2 10 minutes

    1. Write the three issues at the top of a whiteboard, each at the head of its own column.
    2. Focusing on one issue at a time, brainstorm potential solutions for each issue. Have one person write all the proposed solutions on the board beneath the issue.

    Info-Tech Best Practice

    Do not censor or evaluate the proposed solutions at this time. During brainstorming, focus on coming up with as many potential solutions as possible, no matter how infeasible or outlandish.

    INPUT

    • Top three issues

    OUTPUT

    • Potential solutions

    Materials

    • Whiteboard
    • Markers

    Participants

    • Operations Manager
    • Infrastructure Manager
    • I&O team members

    Evaluate and rank potential solutions

    🗲.1.3 30 minutes

    1. Score the solutions from 1-5 on each of the two dimensions:
    • Attainability
    • Probable efficacy
  • Identify the top scoring solution for each issue. In the event of a tie, vote to determine the winner.
  • Info-Tech Insight

    Quick wins are the best of both worlds. To get a quick win, pick a solution that is both readily attainable and likely to have high impact.

    INPUT

    • Potential solutions

    OUTPUT

    • Ranked list of solutions

    Materials

    • Whiteboard
    • Markers

    Participants

    • Operations Manager
    • Infrastructure Manager
    • I&O team members

    Develop metrics to measure the effectiveness of solutions

    You should now have a top potential solution for each pain point.

    For each pain point and proposed solution, identify the metric that would indicate whether the solution had been effective or not. For example:

    • Pain point: Too many unnecessary escalations for SharePoint issues.
    • Solution: Train tier 1 staff to resolve SharePoint tickets.
    • Metric: % of SharePoint tickets resolved at tier 1.

    Design solutions

    • Some solutions explain themselves. E.g., hire an extra service desk person.
    • Others require more planning and design, as they involve a bespoke solution. E.g., improve asset management process or automate onboarding of new users.
    • For the solutions that require planning, take the time to design each solution fully before rushing to implement it.

    Build solutions

    • Build any of the solutions that require building. For example, any scripting for automations requires the writing of those scripts, and any automated ticket routing requires configuration of your ITSM tool.
    • Part of the build phase for many solutions should also involve designing the tests of those solutions.

    Test solutions – refine and iterate

    • Think about the expected outcome and results of the solutions that require testing.
    • Test each solution under production-like circumstances to see if the results and behavior are as expected.
    • Refine and iterate upon the solutions as necessary, and test again.

    Implement solutions and measure results

    • Before implementing each solution, take a baseline measurement of the metric that will measure success.
    • Implement the solutions using your change management process.
    • After implementation, measure the success of the solution using the appropriate metric.
    • Document the results and judge whether the solution has been effective.

    Use the top result as a case study to obtain buy-in

    Your most effective solution will make a great case study.

    Write up the results and input the case study into the IT Operations Center Stakeholder Buy-In Presentation.

    This image contains a screenshot of info-tech's default format for presenting case studies.

    If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

    Book a workshop with our Info-Tech analysts

    this is a picture of an Info-Tech Analyst
    • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
    • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.
    The following are sample activities that will be conducted by Info-Tech analysts with your team:
    🗲.1.2 This image contains a screenshot from section 🗲.1.2 of this blueprint.

    Identify issues

    Look for areas that aren’t working optimally.

    🗲.1.3 this image contains a screenshot from section 🗲.1.3 of this blueprint.

    Evaluate and rank potential solutions

    Sort the wheat from the chaff and plan for quick wins.

    PHASE 1

    Get Buy-In

    Optimize the IT Operations Center

    Step 1.1: Ensure Base Maturity Is in Place

    This step will walk you through the following activities:

    • Assess maturity of base IT Operations processes.

    Outcomes of this step

    • Completed IT Operations Center Prerequisites Assessment Tool

    Base processes underpin the Operations Center

    • Before you optimize your Operations Center, you should have foundational ITSM processes in place: service desk, and incident, problem, and change management.
    • Attempting to optimize Operations before it rests on a solid foundation can only lead to frustration.

    IT Operations Center

    • Service Desk
    • Incident Management
    • Problem Management
    • Change Management

    Info-Tech Insight

    ITIL isn’t dead. New technology such as cloud solutions and advanced monitoring tools have transformed how ITSM processes are implemented, but have not obviated them.

    Assess maturity of prerequisite processes

    1.1.1 IT Operations Center Prerequisites Assessment Tool

    • Don’t try to prematurely optimize your Operations Center.
    • Before undertaking this project, you should already have a base level of maturity in the four foundational IT Operations processes.
    • Complete the IT Operations Center Prerequisites Assessment Tool to assess your current level in service desk, incident management, problem management, and change management.
    this image contains a screenshot from Info-Tech's IT Operations Center Prerequisite Assessment

    Make targeted improvements on prerequisite processes if necessary

    If there are deficiencies in any of your foundational processes, take the time to remedy those first before proceeding with Optimize the IT Operations Center. See Info-Tech’s other blueprints:

    Standardize the Service Desk

    Strengthen your service desk to build a strong ITSM foundation.

    Incident and Problem Management

    Don’t let persistent problems govern your department.

    Optimize Change Management

    Turn and face the change with a right-sized change management process.

    Step 1.2: Make the Case

    This step will walk you through the following activities:

    • Estimate the impact of downtime for top five applications.
    • Estimate the cost of incident response.
    • Estimate the cost of MRW.
    • Set success metrics and estimate the ROI of the Operations Center project.
    • IT Operations Center Stakeholder Buy-In Presentation

    Obtaining buy-in is critical

    Buy-in from top-level stakeholders is critical to the success of the project.

    Before jumping into your initiatives, take the time to make the case and bring the business on board.

    Factors that “prevent us from improving the NOC”

    This image contains a graph of factors that prevent us from improving the NOC. In decreasing order, they include: Lack of strategic guidance from our vendors; The unwillingness of our management to accept new risk; Lack of adequate software tools; Our internal processes; Lack of management vision; Lack of funding; and Lack of personnel resources. There is a red circle drawn around the last three entries, with the words: Getting Buy-in Removes the Top Three Roadblocks to Improvement!. Source: Metzier, n.d

    List your top five applications

    List your top five applications for business criticality.

    Don’t agonize over decisions at this point.

    Generally, the top applications will be customer facing, end-user facing for the most critical business units, or critical for health and safety.

    Estimate impact of downtime

    • Come up with a rough, back-of-the-napkin estimate of the hourly cost of downtime for each application.
    • Complete page two of the IT Operations Center Stakeholder Buy-In Presentation.
    • Estimate loss of revenue per hour, loss of productivity per hour, and IT cost per incident resolution hour.
    • Pull a report on incident hours/outages in the past year from your ITSM tool. Multiply the total cost per incident hour by the incident hours per year to determine the current cost per year of service disruptions for each service.
    • Add up the cost for each of the top five services.
    • Now you can show the business a hard value number that quantifies your availability issues.

    Estimate salary cost of non-value-adding work

    Complete page three of the IT Operations Center Stakeholder Buy-In Presentation.

    • Estimate annual wage cost of incident response: multiply incident response hours per year (take from your ITSM tool) by the average hourly wage of incident responders.
    • Estimate annual cost of MRW: multiply MRW hours per year (take from ITSM tool or from time-keeping tool, or use best guess based on talking to staff members) by the average hourly wage of IT staff performing MRW.
    • Add the two numbers together to calculate the non-value-adding IT salary cost per year.
    • Express the previous number as a percentage of total IT salary. Everything that is not incident response or MRW is value-adding work.

    Now you have the holy trinity of metrics: set some targets

    The holy trinity of metrics:

    • Cost of downtime
    • % of salary on incident response
    • % of salary on MRW

    You want to reduce the above numbers. Set some back-of-the-napkin targets for percentage reductions for each of these areas. These are high-level metrics that business stakeholders will care about.

    Take your best guess at targets. Higher maturity organizations will have less potential for reduction from a percentage point of view (eventually you hit diminishing returns), while organizations just beginning to optimize their Operations Center have the potential for huge gains.

    Calculate the potential gains of targets

    Complete page five of the IT Operations Center Stakeholder Buy-In Presentation.

    • Multiply the targeted/estimated % reductions of the costs by your current costs to determine the potential savings/benefits.
    • Do a back-of-the napkin estimate of the cost of the Operations Center improvement project. Use reasonable numbers for cost of personnel time and cost of tools, and be sure to include ongoing personnel time costs – your time isn’t free and continual improvement takes work and effort.
    • Calculate the ROI.

    Fill out the case study

    • Complete page six of the IT Operations Center Stakeholder Buy-In Presentation. If you completed the lightning phase, use the results of your own quick win project(s) as an example of feasibility.
    • If you did not complete the lightning phase, delete this slide, or use an example of what other organizations have achieved to demonstrate feasibility.
    This image contains a screenshot of info-tech's default format for presenting case studies.

    Present to stakeholders

    • Deliver the presentation to key stakeholders.
    • Focus on the high-level story that the current state is costing real dollars and wages, and that these losses can be minimized through process improvements.
    • Be up front that many of the numbers are based on estimates, but be prepared to defend the reasonableness of the estimates.

    Gain buy-in and identify project sponsor

    • If the business is on board with the project, determine one person to be the executive sponsor for the project. This person should have a strong desire to see the project succeed, and should have some skin in the game.

    Formalize communication with the project sponsor

    • Establish how you will communicate with the sponsor throughout the project (e.g. weekly or monthly e-mail updates, bi-weekly meetings).
    • Set up a regular/recurring cadence and stick to it, so it can be put on auto-pilot. Be clear about who is responsible for initiating communication and sticking to the reporting schedule.

    Info-Tech Insight

    Tailor communication to the sponsor. The project sponsor is not the project manager. The sponsor’s role is to drive the project forward by allocating appropriate resources and demonstrating highly visible support to the broader organization. The sponsor should be kept in the loop, but not bothered with minutiae.

    Note the starting numbers for the holy trinity

    Use the IT Operations Center Continual Improvement Tracker:

    • Enter your starting numbers for the holy trinity of metrics.
    • After planning and implementing initiatives, this tracker will be used to update against the holy trinity to assess the success of the project on an ongoing basis and to drive continual improvement.

    PHASE 2

    Define Accountability and Metrics

    Optimize the IT Operations Center

    Step 2.1: Define Accountabilities

    This step will walk you through the following activities:

    • Formalize RACI for key processes.
    • Formalize RACI for key tasks.

    Outcomes of this step

    • Completed RACIs

    List key Operations Center processes

    Compile a list of processes that are key for the Operations Center.

    These processes should include the four foundational processes:

    • Service Desk
    • Incident Management
    • Problem Management
    • Change Management

    You may also want to include processes such as the following:

    • Event Management
    • Configuration Management

    Avoid listing processes you have yet to develop – stick with those already playing a role in your current state.

    Formalize RACI for key processes

    Use the IT Operations Center RACI Charts Template. Complete a RACI for each of the key processes involved in the IT Operations Center.

    RACI:

    • Responsible (does the work on a day-to-day basis)
    • Accountable (reviews, signs off, and is held accountable for outcomes)
    • Consulted (input is sought to feed into decision making)
    • Informed (is given notification of outcomes)

    As a best practice, no more than one person should be responsible or accountable for any given process. The same person can be both responsible and accountable for a given process, or it could be two different people.

    Avoid making someone accountable for a process if they do not have full visibility into the process for appropriate oversight, or do not have time to give the process sufficient attention.

    Formalize RACI for IT tasks

    Now think about the actual tasks or work that goes on in IT. Which roles and individuals are accountable for which tasks or pieces of work?

    In this case, more than one role/person can be listed as responsible or accountable in the RACI because we’re talking about types or categories of work. No conflict will occur because these individuals will be responsible or accountable for different pieces of work or individual tasks of the same type. (e.g. all service desk staff are responsible for answering phones and inputting tickets into the ITSM tool, but no more than one staff member is responsible for the input of any given ticket from a specific phone call).

    Step 2.2: Define Metrics

    This step will walk you through the following activities:

    • Cascade operational metrics from the holy trinity.
    • Evaluate metrics and identify key performance indicators (KPIs).
    • Cascade performance assessment (PA) metrics to support KPIs.
    • Build feedback loop for PA metrics.

    Outcomes of this step

    • KPIs
    • PA metrics

    Metrics must span across silos for shared accountability

    To adequately support the business goals of the organization, IT metrics should span across functional silos.

    Metrics that span across silos foster shared accountability across the IT organization.

    Metrics supported by all groups

    three grain silos are depicted. below, are the words IT Groups, with arrows pointing from the words to each of the three silos.

    Cascade operational metrics from the holy trinity

    Focus on the holy trinity of metrics.

    From these, cascade down to operational metrics that contribute to the holy trinity. It is possible that an operational metric may support more than one trinity metric. For example:

    a flow chart is depicted. two input circles point toward a central circle, and two output circles point away. the input circles include: Cost of Downtime; Cost of Incident Response. The central circle reads: Mean time to restore service. the output circles include the words: Tier 1 Resolution Rate; %% of Known Errors Captured in ITSM Tool.

    Evaluate metrics and identify KPIs

      • Evaluate your operational metrics and determine which ones are likely to have the largest impact on the holy trinity of metrics.
      • Identify the ten metrics likely to have the most impact: these will be your KPIs moving forward.
      • Enter these KPIs into the IT Operations Center Continual Improvement Tracker.
      this image depicts a cycle around the term KPI. The cycle includes: Objective; Measurement; optimization; strategy; performance; evaluation

    Beware how changing variables/context can affect metrics

    • Changes in context can affect metrics drastically. It’s important to keep the overall context in mind to avoid being led astray by certain numbers taken in isolation.
    • For example, a huge hiring spree might exhaust the stock of end-user devices, requiring time to procure hardware before the onboarding tickets can be completely fulfilled. You may have improved your onboarding process through automation, but see a large increase in average time to onboard a new user. Keep an eye out for such anomalies or fluctuations, and avoid putting too much stock in any single operational KPI.
    • Remember, operational KPIs are just a heuristic tool to support the holy trinity of metrics.

    Determine accountability for KPIs

    • For each operational KPI, assign one person to be accountable for that KPI.
    • Be sure the person in charge has the necessary authority and oversight over the processes and personnel that most affect that KPI – otherwise it makes little sense to hold the individual accountable.
    • Consulting your process RACIs is a good place to start.
    • Record the accountable person for each KPI in the IT Operations Center Continual Improvement Tracker.

    Info-Tech Best Practice

    Match accountability with authority. The person accountable for each KPI should be the one who has the closet and most direct control over the work and processes that most heavily impact that KPI.

    Cascade PA metrics to support KPIs

    KPIs are ultimately driven by how IT does its work, and how individuals work is driven by how their performance is assessed and evaluated.

    For the top KPIs, be sure there are individual PA metrics in place that support the KPI, and if not, develop the appropriate PA metrics.

    For example:

    • KPI: Mean time to resolve incidents
    • PA metric: % of escalations that followed SOP (e.g. not holding onto a ticket longer than supposed to)
    • KPI: Number of knowledge base articles written
    • PA metric: Number of knowledge base articles written/contributed to

    Communicate key changes in PA metrics

    Any changes from the previous step will take time and effort to implement and make stick.

    Changing people’s way of working is extremely difficult.

    Build a communication and implementation plan about rolling out these changes, emphasize the benefits for everyone involved, and get buy-in from the affected staff members.

    Build feedback loops for PA metrics

    Now that PA metrics support your Operations Center’s KPIs, you should create frequent feedback loops to drive and boost those PA metrics.

    Once per year or once per quarter is not frequent enough. Managers should meet with their direct reports at least monthly and review their reports’ performance against PA metrics.

    Use a “set it and forget it” implementation, such as a recurring task or meeting in your calendar.

    If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

    Book a workshop with our Info-Tech analysts

    this is a picture of an Info-Tech Analyst

    • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
    • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.
    The following are sample activities that will be conducted by Info-Tech analysts with your team:
    2.2.1 This image contains a screenshot from section 2.2.1 of this blueprint.

    Cascade operational metrics from the holy trinity

    Rank goals based on business impact and stakeholder pecking order.

    2.2.2 this image contains a screenshot from section 2.2.2 of this blueprint.

    Determine accountability for KPIs

    Craft a concise and compelling elevator pitch that will drive the project forward.

    PHASE 3

    Assess Gaps and Prioritize Initiatives

    Optimize the IT Operations Center

    Step 3.1: Assess Gaps

    This step will walk you through the following activities:

    • Assess visibility provided by monitoring.
    • Assess process workflows and identify areas for automation.
    • Assess requests and identify potential for automation.
    • Assess Operations Center staff capabilities.
    • Conduct a root cause analysis on the gaps/pain points.

    Outcomes of this step

    • List of gaps
    • List of root causes

    Measure current state of KPIs and identify lagging ones

    Take a baseline measurement of each operational KPI.

    If historical data is available, compare the present state measurement to data points collected over the last year or so.

    Review the measured KPIs.

    Identify any KPIs that seem lagging or low, or that may be particularly important to influence.

    Record lagging KPIs in the IT Operations Center Gap and Initiative Tracker tool.

    Assess visibility provided by monitoring

    List the top five most critical business services supported by IT.
    Assess the current state of your monitoring tools.

    For each business service, rate the level of visibility your monitoring tools allow from the following options:

    1. We have no visibility into the service, or lack visibility into crucial elements.
    2. We have basic visibility (up/down) into all the IT components that support the service.
    3. We have basic visibility (up/down) into the end service itself, in addition to all the IT components that make it up.
    4. We have some advanced visibility into some aspects of the service and/or its IT components.
    5. We have a full, end-to-end view of performance across all the layers of the stack, as well as the end business service itself.

    Identify where more visibility may be necessary

    For most organizations it isn’t practical to have complete visibility into everything. For the areas in which visibility is lacking into key services, think about whether more visibility is actually required or not. Consider some of the following questions:

    • How great is the impact of this service being unavailable?
    • Would greater visibility into the service significantly reduce the mean time to restore the service in the event of incidents?

    Record any deficiencies in the IT Operations CenterGap and Initiative Tracker tool.

    Assess alerting

    Assess alerting for your most critical services.

    Consider whether any of the following problems occur:

    • Often receive no alert(s) in the event of critical outages of key services (we find out about critical outages from the service desk).
    • We are regularly overwhelmed with too many alerts to investigate properly.
    • Our alerts are rarely actionable.
    • We often receive many false alerts.

    Identify areas for potential improvement in the managing of alerts. Record any deficiencies in the IT Operations Center Gap and Initiative Tracker tool.

    Assess process workflows and identify areas for automation

    Review your process flows for base processes such as Service Desk, Incident Management, Problem Management, and Change Management.

    Identify areas in the workflows where there may be defects, inefficiencies, or potential for improvement or automation.

    Record any deficiencies in the IT Operations Center Gap and Initiative Tracker tool.

    See the blueprint Prepare for Cognitive Service Management for process workflows and areas to look for automation possibilities.

    Prepare for Cognitive Service Management

    Make ready for AI-assisted IT operations.

    Assess requests and identify potential for automation

    • Assess the most common work orders or requests handled by the Operations Center group (i.e. this does not include requests fulfilled by the help desk).
    • Which work orders are the most painful? That is, what common work orders involve the greatest effort or the most manual work to fulfill?
    • Fulfillment of common, recurring work orders is MRW, and should be reduced or removed if possible.
    • Consider automation of certain work orders, or self-service delivery.
    • Record any deficiencies in the IT Operations Center Gap and Initiative Tracker tool.

    Assess Operations Center staff capabilities

    • Assess the skills and expertise of your team members.
    • Consider some of the following:
      • Are there team members who could perform their job more effectively by picking up certain skills or proficiencies?
      • Are there team members who have the potential to shift into more valuable or useful roles, given the appropriate training?
      • Are there individual team members whose knowledge is crucial for operations, and whose function cannot be taken up by others?

    Record any deficiencies in the IT Operations Center Gap and Initiative Tracker tool.

    Info-Tech Insight

    Train to avoid pain. All too often organizations expose themselves to significant key person risk by relying on the specialized skills and knowledge of one team member. Use cross training to remedy such single points of failure before the risk materializes.

    Brainstorm pain points

    Brainstorm any pain points not discussed in the previous areas.

    Pain points can be specific operational issues that have not yet been considered. For example:

    • Tom is overwhelmed with tickets.
    • Our MSP often breaches SLA.
    • We don’t have a training budget.

    Record any deficiencies in the IT Operations CenterGap and Initiative Tracker tool.

    Conduct a root cause analysis on the gaps/pain points

    • Pain points can often be symptoms of other deficiencies, or somewhat removed from the actual problem.
    • Using the 5 Whys, conduct a root cause analysis on the pain points for which the causes are not obvious.
    • For each pain point, ask “why” for a sequence of five times, attempting to proceed to the root cause of the issue. This root cause is the true gap that needs to be remedied to resolve the pain point.
    • For example:
      • The Wi-Fi network often goes down in the afternoon.
        • Why?: Its bandwidth gets overloaded.
        • Why?: Many people are streaming video.
        • Why?: There’s a live broadcast of a football game at that time.
      • Possible solutions:
        • Block access to the streaming services.
        • Project the game on a screen in a large conference room and encourage everyone to watch it there.

    Step 3.2: Plan Initiatives

    This step will walk you through the following activities:

    • Brainstorm initiatives to boost KPIs and address gaps.
    • Prioritize potential initiatives.
    • Decide which initiatives to include on the roadmap.

    Outcomes of this step

    • Targeted improvement roadmap

    Brainstorm initiatives to boost KPIs and address gaps

    Prioritize potential initiatives

    3.2.1 IT Operations Center Initiative Prioritization Tool

    • Use the IT Operations Center Initiative Prioritization Tool.
    • Enter the initiatives into the tool.
    • For each initiative, input the following ranking criteria:
      • The metric/KPI’s estimated degree of impact on the holy trinity.
      • The gap or pain point’s estimated degree of impact on the metric/KPI.
      • The initiative’s estimated degree of positive impact on the gap or pain point
      • The initiative’s attainability.
    • Estimate the resourcing capacity required for each initiative.
    • For accurate capacity assessment, input as “force include” all current in-flight projects handled by the Operations Center group (including those unrelated to the Operations Center project).

    Decide which initiatives to include on the roadmap

    • Not all initiatives will be worth pursuing – and especially not all at once.
    • Consider the results displayed on the final tab of the IT Operations CenterInitiative Prioritization Tool.
    • Based on the prioritization and taking capacity into account, decide which initiatives to include on your roadmap.
    • Sometimes, for operational or logistical reasons, it may make sense to schedule an initiative at a time other than its priority might dictate. Make such exceptions on a case-by-case basis.

    Assign an owner to each initiative, and provide resourcing

    • For each initiative, assign one person to be the owner of that initiative.
    • Be sure that person has the authority and the bandwidth necessary to drive the initiative forward.
    • Secure additional resourcing for any initiatives you want to include on your roadmap that are lacking capacity.

    Info-Tech Insight

    You must invest resources in order to reduce the time spent on non-value-adding work.

    "The SRE model of working – and all of the benefits that come with it – depends on teams having ample capacity for engineering work. If toil eats up that capacity, the SRE model can’t be launched or sustained. An SRE perpetually buried under toil isn’t an SRE, they are just a traditional long-suffering SysAdmin with a new title."– David N. Blank-Edelman

    If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

    Book a workshop with our Info-Tech analysts

    this is a picture of an Info-Tech Analyst

    • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
    • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.
    The following are sample activities that will be conducted by Info-Tech analysts with your team:
    3.1.1 This image contains a screenshot from section 3.1.1 of this blueprint.

    Conduct a root cause analysis on the gaps/pain points

    Find out the cause, so you can come up with solutions.

    3.2.1 this image contains a screenshot from section 3.2.1 of this blueprint.

    Prioritize potential initiatives

    Don’t try to boil the ocean. Target what’s manageable and what will have the most impact.

    PHASE 4

    Launch Initiatives and Track Metrics

    Optimize the IT Operations Center

    Step 4.1: Lay Foundation

    This step will walk you through the following activities:

    • Build initiative communication plan.
    • Develop a testing plan for each technical initiative.

    Outcomes of this step

    • Communication plan
    • Testing plan(s)

    Expect resistance to change

    • It’s not as simple as rolling out what you’ve designed.
    • Anything that affects people’s way of working will inevitably be met with suspicion and pushback.
    • Be prepared to fight the battle.
    • "The hardest part is culture. You must get people to see the value of automation. Their first response is ‘We've been doing it this way for 10 years, why do we need to do it another way?’ It's hard to get someone out of their comfort zone to learn something new, especially when they've been at an organization for 20 years. You need to give them incentives."– Cyrus Kalatbari, Senior IT Architect, Infrastructure/Cloud

    Communicate changes in advance, along with their benefits!

    • Communicate changes well in advance of the date(s) of implementation.
    • Emphasize the benefits of the changes – not just for the organization, but for employees and staff members.
    • Advance communication of changes helps make them more palatable, and builds trust in employees by making them feel informed of what’s going on.

    Involve IT staff in design and implementation of changes

    • As you communicate the coming changes, take the opportunity to involve any affected staff members who have not yet participated in the project.
    • Solicit their feedback and get them to help design and implement the initiatives that involve significant changes to their roles.

    Develop a testing plan for each technical initiative

    • Some initiatives, such as appointing a new change manager or hiring a new staff member, do not make sense to test.
    • On the other hand, technical initiatives such as automation scripts, new monitoring tools or dashboards, and changed alert thresholds should be tested thoroughly before implementation.
    • For each technical initiative, think about the expected results and performance if it were to run in production, and build a test plan to ensure it behaves as expected and there are no corner cases.

    Test technology initiatives and iterate if necessary

    • Test each technical initiative under a variety of circumstances, with as close an environment to production as possible.
    • Try to develop corner cases or unusual or unexpected situations, and see if any of these will break the functionality or produce unintended or unexpected results.
    • Document the results of the testing, and iterate on the initiative and test again if necessary.

    "The most important things – and the things that people miss – are prerequisites and expected results. People jump out and build scripts, then the scripts go into the ditch, and they end up debugging in production." – Darin Stahl, Research Director, Infrastructure & Operations

    Step 4.2: Launch and Measure

    This step will walk you through the following activities:

    • Launch initiatives and track adoption and effectiveness.
    • Investigate initiatives that appear ineffective.
    • Measure success with the holy trinity.

    Outcomes of this step

    • Continual improvement roadmap

    Establish a review cycle for each metric

    Info-Tech Best Practice

    Don’t measure what doesn’t matter. If a metric is not going to be reviewed or reported on for informational or decision-making purposes, it should not be tracked.

    Launch initiatives and track adoption and effectiveness

    • Launch the initiatives.
    • Some initiatives will need to proceed through your change management process in order to roll out, but others will not.
    • Track the adoption of initiatives that require it.
      • Some initiatives will require tracking of adoption, whereas others will not.
      • For example, hiring a new service desk staff member does not require tracking of adoption, but implementing a new process for ticket handling does.
      • The implementation plan should include a way to measure the adoption of such initiatives, and regularly review the numbers to see if the implementation has been successful.
    • For all initiatives, measure their effectiveness by continuing to track the KPI/metric that the initiative is intended to influence.

    Assess metrics according to review cycle for continual improvement

    • Assess metrics according to the review cycle.
    • Note whether metrics are improving in the right direction or not.
    • Correlate changes in the metrics with measures of the adoption of the initiatives – see whether initiatives that have been adopted are moving the needle on the KPIs they are intended to.

    Investigate initiatives that appear ineffective

    • If the adoption of an initiative has succeeded, but the expected impact of that initiative on the KPI has not taken place, investigate further and conduct a root causes analysis to determine why this is the case.
    • Sometimes, anomalies or fluctuations will occur that cause the KPI not to move in accordance with the success of the initiative. In this case, it’s just a fluke and the initiative can still be successful in influencing the KPI over the long term.
    • Other times, the initiative may prove mostly or entirely ineffective, either due to misdesign of the initiative itself, a change of circumstances, or other compounding factors or complexities. If the initiative proves ineffective, consider iterating modifications of the initiative and continuing to measure the effect on KPIs – or perhaps killing the initiative altogether.
    • Remember that experimentation is not a bad thing – it’s okay that not every initiative will always prove worthwhile.

    Measure success with the holy trinity

    • Report to business stakeholders on the effect on the holy trinity of metrics at least annually.
    • Calculate the ROI of the project after two years and compare the results to the targeted ROI you initially presented in the IT Operations Center Stakeholder Buy-In Presentation.
    This image contains a Funnel Chart showing the inputs: Downtime; Cost of Incident Response; MRW; and the output: Reduce for continual improvement

    Iterate on the Operations Center process for continual improvement

    This image depicts a cycle, which includes: Data analysis; Executive Sponsorship; Success Criteria; Gap Assessment; Initiatives; Tracking & Measurement

    If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

    Book a workshop with our Info-Tech analysts

    this is a picture of an Info-Tech Analyst

    • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
    • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
    • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.
    The following are sample activities that will be conducted by Info-Tech analysts with your team:
    4.1.1This image contains a screenshot from section 3.1.1 of this blueprint.

    Communicate changes in advance, along with their benefits!

    Rank goals based on business impact and stakeholder pecking order.

    4.1.2 this image contains a screenshot from section 3.2.1 of this blueprint.

    Develop a testing plan for each technical initiative

    Craft a concise and compelling elevator pitch that will drive the project forward.

    Research contributors and experts
    This is a picture of Cyrus Kalatbari, IT infrastructure/cloud architect

    Cyrus Kalatbari, IT Infrastructure/Cloud Architect

    Cyrus’ in-depth knowledge cutting across I&O and service delivery has enhanced the IT operations of multiple enterprise-class clients.

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    Derek Cullen, Chief Technology Officer

    Derek is a proven leader in managing enterprise-scale development, deployment, and integration of applications, platforms, and systems, with a sharp focus on organizational transformation and corporate change.

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    Phil Webb, Senior Manager – Unified Messaging and Mobility

    Phil specializes in service delivery for cloud-based and hybrid technology solutions, spanning requirements gathering, solution design, new technology introduction, development, integration, deployment, production support, change/release delivery, maintenance, and continuous improvement.

    This is a picture of Richie Mendoza, IT Services Delivery Consultant

    Richie Mendoza, IT Services Delivery Consultant

    Ritchie’s accomplishments include pioneering a cloud capacity management process and presenting to the Operations team and to higher management, while providing a high level of technical leadership in all phases of capacity management activities.

    This is a picture of Rob Thompson, Solutions Architect

    Rob Thomson, Solutions Architect

    Rob is an IT leader with a track record of creating and executing digital transformation initiatives to achieve the desired outcomes by integrating people, process, and technology into an efficient and effective operating model.

    Related Info-Tech research

    Create a Configuration Management Roadmap

    Right-size your CMDB to improve IT operations.

    Harness Configuration Management Superpowers

    Build a CMDB around the IT services that are most important to the organization.

    Develop an IT Infrastructure Services Playbook

    Automation, SDI, and DevOps – build a cheat sheet to manage a changing Infrastructure & Operations environment.

    Develop an Availability and Capacity Management Plan

    Manage capacity to increase uptime and reduce costs.

    Establish a Program to Enable Effective Performance Monitoring

    Maximize the benefits of infrastructure monitoring investments by diagnosing and assessing transaction performance, from network to server to end-user interface.

    Bibliography

    Baker, Dan, and Hal Baylor. “How Benchmarking & Streamlining NOC Operations Can Lower Costs & Boost Effectiveness.” Top Operator, Mar. 2017. Web.

    Blank-Edelman, David. Seeking SRE: Conversations About Running Production Systems at Scale. O'Reilly, 2018. Web.

    CA Technologies. “IT Transformation to Next-Generation Operations Centers: Assure Business Service Reliability by Optimizing IT Operations.” CA Technologies, 2014. Web.

    Ditmore, Jim. “Improving Availability: Where to Start.” Recipes for IT, n.d. Web.

    Ennis, Shawn. “A Phased Approach for Building a Next-Generation Network Operations Center.” Monolith Software, 2009. Web.

    Faraclas, Matt. “Why Does Infrastructure Operations Still Suck?” Ideni, 25 Feb. 2016. Web.

    InterOp ITX. “2018 State of the Cloud.” InterOp ITX, Feb. 2018. Web.

    ITIC. “Cost of Hourly Downtime Soars: 81% of Enterprises Say it Exceeds $300K On Average.” ITIC, 2 Aug. 2016. Web.

    Joe the IT Guy. “Availability Management Is Harder Than it Looks.” Joe the IT Guy, 10 Feb. 2016. Web.

    ---. “Do Quick Wins Exist for Availability Management?” Joe the IT Guy, 15 May 2014. Web.

    Lawless, Steve. “11 Top Tips for Availability Management.” Purple Griffon, 4 Jan. 2019. Web.

    Metzler, Jim. “The Next Generation Network Operations Center: How the Focus on Application Delivery is Redefining the NOC.” Ashton, Metzler & Associates, n.d. Web.

    Nilekar, Shirish. “Beyond Redundancy: Improving IT Availability.” Network Computing, 28 Aug. 2015. Web.

    Slocum, Mac. “Site Reliability Engineering (SRE): A Simple Overview.” O’Reilly, 16 Aug. 2018. Web.

    Spiceworks. “The 2019 State of IT.” Spiceworks, 2019. Web

    Identify and Build the Data & Analytics Skills Your Organization Needs

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    The rapid technological evolution in platforms, processes, and applications is leading to gaps in the skills needed to manage and use data. Some common obstacles that could prevent you from identifying and building the data & analytics skills your organization needs include:

    • Lack of resources and knowledge to secure professionals with the right mix of D&A skills and right level of experience/skills
    • Lack of well-formulated and robust data strategy
    • Underestimation of the value of soft skills

    Our Advice

    Critical Insight

    Skill deficiency is frequently stated as a roadblock to realizing corporate goals for data & analytics. Soft skills and technical skills are complementary, and data & analytics teams need a combination of both to perform effectively. Identify the essential skills and the gap with current skills that fit your organization’s data strategy to ensure the right skills are available at the right time and minimize pertinent risks.

    Impact and Result

    Follow Info-Tech's advice on the roles and skills needed to support your data & analytics strategic growth objectives and how to execute an actionable plan:

    • Define the skills required for each essential data & analytics role.
    • Identify the roles and skills gaps in alignment with your current data strategy.
    • Establish an action plan to close the gaps and reduce risks.

    Identify and Build the Data & Analytics Skills Your Organization Needs Research & Tools

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Identify and Build the Data & Analytics Skills Your Organization Needs Deck – Use this research to assist you in identifying and building roles and skills that are aligned with the organization’s data strategy.

    To generate business value from data, data leaders must first understand what skills are required to achieve these goals, identify the current skill gaps, and then develop skills development programs to enhance the relevant skills. Use Info-Tech's approach to identify and fill skill gaps to ensure you have the right skills at the right time.

    • Identify and Build the Data & Analytics Skills Your Organization Needs Storyboard

    2. Data & Analytics Skills Assessment and Planning Tool – Use this tool to help you identify the current and required level of competency for data & analytics skills, analyze gaps, and create an actionable plan.

    Start with skills and roles identified as the highest priority through a high-level maturity assessment. From there, use this tool to determine whether the organization’s data & analytics team has the key role, the right combination of skill sets, and the right level competency for each skill. Create an actionable plan to develop skills and fill gaps.

    • Data & Analytics Skills Assessment and Planning Tool
    [infographic]

    Further reading

    Identify and Build the Data & Analytics Skills Your Organization Needs

    Blending soft skills with deep technical expertise is essential for building successful data & analytics teams.

    Analyst Perspective

    Blending soft skills with deep technical expertise is essential for building successful data & analytics teams.

    In today's changing environment, data & analytics (D&A) teams have become an essential component, and it is critical for organizations to understand the skill and talent makeup of their D&A workforce. Chief data & analytics officers (CDAOs) or other equivalent data leaders can train current data employees or hire proven talent and quickly address skills gaps.

    While developing technical skills is critical, soft skills are often left underdeveloped, yet lack of such skills is most likely why the data team would face difficulty moving beyond managing technology and into delivering business value.

    Follow Info-Tech's methodology to identify and address skills gaps in today's data workplace. Align D&A skills with your organization's data strategy to ensure that you always have the right skills at the right time.

    Ruyi Sun
    Research Specialist,
    Data & Analytics, and Enterprise Architecture
    Info-Tech Research Group

    Executive Summary

    Your Challenge

    The rapid technological evolution in platforms, processes, and applications is leading to gaps in the skills needed to manage and use data. Some critical challenges organizations with skills deficiencies might face include:

    • Time loss due to delayed progress and reworking of initiatives
    • Poor implementation quality and low productivity
    • Reduced credibility of data leader and data initiatives

    Common Obstacles

    Some common obstacles that could prevent you from identifying and building the data and analytics (D&A) skills your organization needs are:

    • Lack of resources and knowledge to secure professionals with the right mixed D&A skills and the right experience/skill level
    • Lack of well-formulated and robust data strategy
    • Neglecting the value of soft skills and placing all your attention on technical skills

    Info-Tech's Approach

    Follow Info-Tech's guidance on the roles and skills required to support your D&A strategic growth objectives and how to execute an actionable plan:

    • Define skills required for each essential data and analytics role
    • Identify roles and skills gap in alignment with your current data strategy
    • Establish action plan to close the gaps and reduce risks

    Info-Tech Insight

    Skills gaps are a frequently named obstacle to realizing corporate goals for D&A. Soft skills and technical skills are complementary, and a D&A team needs both to perform effectively. Identify the essential skills and the gap with current skills required by your organization's data strategy to ensure the right skill is available at the right time and to minimize applicable risks.

    The rapidly changing environment is impacting the nature of work

    Scarcity of data & analytics (D&A) skills

    • Data is one of the most valuable organizational assets, and regardless of your industry, data remains the key to informed decision making. More than 75% of businesses are looking to adopt technologies like big data, cloud computing, and artificial intelligence (AI) in the next five years (World Economic Forum, 2023). As organizations pivot in response to industry disruptions and technological advancements, the nature of work is changing, and the demand for data expertise has grown.
    • Despite an increasing need for data expertise, organizations still have trouble securing D&A roles due to inadequate upskilling programs, limited understanding of the skills required, and more (EY, 2022). Notably, scarce D&A skills have been critical. More workers will need at least a base level of D&A skills to adequately perform their jobs.

    Stock image of a data storage center.

    Organizations struggle to remain competitive when skills gaps aren't addressed

    Organizations identify skills gaps as the key barriers preventing industry transformation:

    60% of organizations identify skills gaps as the key barriers preventing business transformation (World Economic Forum, 2023)

    43% of respondents agree the business area with the greatest need to address potential skills gaps is data analytics (McKinsey & Company, 2020)

    Most organizations are not ready to address potential role disruptions and close skills gaps:

    87% of surveyed companies say they currently experience skills gaps or expect them within a few years (McKinsey & Company, 2020)

    28% say their organizations make effective decisions on how to close skills gaps (McKinsey & Company, 2020)

    Neglecting soft skills development impedes CDOs/CDAOs from delivering value

    According to BearingPoint's CDO survey, cultural challenges and limited data literacy are the main roadblocks to a CDO's success. To drill further into the problem and understand the root causes of the two main challenges, conduct a root cause analysis (RCA) using the Five Whys technique.

    Bar Chart of 'Major Roadblocks to the Success of a CDO' with 'Limited data literacy' at the top.
    (Source: BearingPoint, 2020)

    Five Whys RCA

    Problem: Poor data literacy is the top challenge CDOs face when increasing the value of D&A. Why?

    • People that lack data literacy find it difficult to embrace and trust the organization's data insights. Why?
    • Data workers and the business team don't speak the same language. Why?
    • No shared data definition or knowledge is established. Over-extensive data facts do not drive business outcomes. Why?
    • Leaders fail to understand that data literacy is more than technical training, it is about encompassing all aspects of business, IT, and data. Why?
    • A lack of leadership skills prevents leaders from recognizing these connections and the data team needing to develop soft skills.

    Problem: Cultural challenge is one of the biggest obstacles to a CDO's success. Why?

    • Decisions are made from gut instinct instead of data-driven insights, thus affecting business performance. Why?
    • People within the organization do not believe that data drives operational excellence, so they resist change. Why?
    • Companies overestimate the organization's level of data literacy and data maturity. Why?
    • A lack of strategies in change management, continuous improvement & data literacy for data initiatives. Why?
    • A lack of expertise/leaders possessing these relevant soft skills (e.g. change management, etc.).

    As organizations strive to become more data-driven, most conversations around D&A emphasize hard skills. Soft skills like leadership and change management are equally crucial, and deficits there could be the root cause of the data team's inability to demonstrate improved business performance.

    Data cannot be fully leveraged without a cohesive data strategy

    Business strategy and data strategy are no longer separate entities.

    • For any chief data & analytics officer (CDAO) or equivalent data leader, a robust and comprehensive data strategy is the number one tool for generating measurable business value from data. Data leaders should understand what skills are required to achieve these goals, consider the current skills gap, and build development programs to help employees improve those skills.
    • Begin your skills development programs by ensuring you have a data strategy plan prepared. A data strategy should never be formulated independently from the business. Organizations with high data maturity will align such efforts to the needs of the business, making data a major part of the business strategy to achieve data centricity.
    • Refer to Info-Tech's Build a Robust and Comprehensive Data Strategy blueprint to ensure data can be leveraged as a strategic asset of the organization.

    Diagram of 'Data Strategy Maturity' with two arrangements of 'Data Strategy' and 'Business Strategy'. One is 'Aligned', the other is 'Data Centric.'

    Info-Tech Insight

    The process of achieving data centricity requires alignment between the data and business teams, and that requires soft skills.

    Follow Info-Tech's methodology to identify the roles and skills needed to execute a data strategy

    1. Define Key Roles and Skills

      Digital Leadership Skills, Soft Skills, Technical Skills
      Key Output
      • Defined essential competencies, responsibilities for some common data roles
    2. Uncover the Skills Gap

      Data Strategy Alignment, High-Level Data Maturity Assessment, Skills Gap Analysis
      Key Output
      • Data roles and skills aligned with your current data strategy
      • Identified current and target state of data skill sets
    3. Build an Actionable Plan

      Initiative Priority, Skills Growth Feasibility, Hiring Feasibility
      Key Output
      • Identified action plan to address the risk of data skills deficiency

    Info-Tech Insight

    Skills gaps are a frequently named obstacle to realizing corporate goals for D&A. Soft skills and technical skills are complementary, and a D&A team needs both to perform effectively. Identify the essential skills and the gap with current skills that fit your organization's data strategy to ensure the right skill is available at the right time and to minimize applicable risks.

    Research benefits

    Member benefits

    • Reduce time spent defining the target state of skill sets.
    • Gain ability to reassess the feasibility of execution on your data strategy, including resources and timeline.
    • Increase confidence in the data leader's ability to implement a successful skills development program that is aligned with the organization's data strategy, which correlates directly to successful business outcomes.

    Business benefits

    • Reduce time and cost spent hiring key data roles.
    • Increase chance of retaining high-quality data professionals.
    • Reduce time loss for delayed progress and rework of initiatives.
    • Optimize quality of data initiative implementation.
    • Improve data team productivity.

    Insight summary

    Overarching insight

    Skills gaps are a frequently named obstacle to realizing corporate goals for D&A. Soft skills and technical skills are complementary, and a D&A team needs both to perform effectively. Identify the essential skills and the gap with current skills that fit your organization's data strategy to ensure the right skill is available at the right time and to minimize applicable risks.

    Phase 1 insight

    Technological advancements will inevitably require new technical skills, but the most in-demand skills go beyond mastering the newest technologies. Soft skills are essential to data roles as the global workforce navigates the changes of the last few years.

    Phase 2 insight

    Understanding and knowing your organization's data maturity level is a prerequisite to assessing your current skill and determining where you must align in the future.

    Phase 3 insight

    One of the misconceptions that organizations have includes viewing skills development as a one-time effort. This leads to underinvestment in data team skills, risk of falling behind on technological changes, and failure to connect with business partners. Employees must learn to continuously adapt to the changing circumstances of D&A.

    While the program must be agile and dynamic to reflect technological improvements in the development of technical skills, the program should always be anchored in soft skills because data management is fundamentally about interaction, collaboration, and people.

    Tactical insight

    Seeking input and support across your business units can align stakeholders to focus on the right data analytics skills and build a data learning culture.

    Info-Tech offers various levels of support to best suit your needs

    DIY Toolkit

    Guided Implementation

    Workshop

    Consulting

    "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful." "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track." "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place." "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

    Diagnostics and consistent frameworks used throughout all four options

    Guided Implementation

    A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

    A typical GI is four to six calls over the course of two to three months.

    What does a typical GI on this topic look like?

    Phase 1

    Phase 2

    Phase 3

    Call #1: Understand common data & analytics roles and skills, and your specific objectives and challenges. Call #2: Assess the current data maturity level and competency of skills set. Identify the skills gap. Call #3: Identify the relationship between current initiatives and capabilities. Initialize the corresponding roadmap for the data skills development program.

    Call #4: (follow-up call) Touching base to follow through and ensure that benefits have received.

    Identify and Build the Data & Analytics Skills Your Organization Needs

    Phase 1

    Define Key Roles and Skills

    Define Key Roles and Skills Uncover the Skills Gap Build an Actionable Plan

    This phase will walk you through the following activities:

    • 1.1 Review D&A Skill & Role List in Data & Analytics Assessment and Planning Tool

    This phase involves the following participants:

    • Data leads

    Key resources for your data strategy: People

    Having the right role is a key component for executing effective data strategy.

    D&A Common Roles

    • Data Steward
    • Data Custodian
    • Data Owner
    • Data Architect
    • Data Modeler
    • Artificial Intelligence (AI) and Machine Learning (ML) Specialist
    • Database Administrator
    • Data Quality Analyst
    • Security Architect
    • Information Architect
    • System Architect
    • MDM Administrator
    • Data Scientist
    • Data Engineer
    • Data Pipeline Developer
    • Data Integration Architect
    • Business Intelligence Architect
    • Business Intelligence Analyst
    • ML Validator

    AI and ML Specialist is projected to be the fastest-growing occupation in the next five years (World Economic Forum, 2023).

    While tech roles take an average of 62 days to fill, hiring a senior data scientist takes 70.5 days (Workable, 2019). Start your recruitment cycle early for this demand.

    D&A Leader Roles

    • Chief Data Officer (CDO)/Chief Data & Analytics Officer (CDAO)
    • Data Governance Lead
    • Data Management Lead
    • Information Security Lead
    • Data Quality Lead
    • Data Product Manager
    • Master Data Manager
    • Content and Record Manager
    • Data Literacy Manager

    CDOs act as impactful change agents ensuring that the organization's data management disciplines are running effectively and meeting the business' data needs. Only 12.0% of the surveyed organizations reported having a CDO as of 2012. By 2022, this percentage had increased to 73.7% (NewVantage Partners, 2022).

    Sixty-five percent of respondents said lack of data literacy is the top challenge CDOs face today (BearingPoint, 2020). It has become imperative for companies to consider building a data literacy program which will require a dedicated data literacy team.

    Key resources for your data strategy: Skill sets

    Distinguish between the three skills categories.

    • Soft Skills

      Soft skills are described as power skills regarding how you work, such as teamwork, communication, and critical thinking.
    • Digital Leadership Skills

      Not everyone working in the D&A field is expected to perform advanced analytical tasks. To thrive in increasingly data-rich environments, however, every data worker, including leaders, requires a basic technological understanding and skill sets such as AI, data literacy, and data ethics. These are digital leadership skills.
    • Technical Skills

      Technical skills are the practical skills required to complete a specific task. For example, data scientists and data engineers require programming skills to handle and manage vast amounts of data.

    Info-Tech Insight

    Technological advancements will inevitably require new technical skills, but the most in-demand skills go beyond mastering the newest technologies. Soft skills are essential to data roles as the global workforce navigates the changes of the last few years.

    Soft skills aren't just nice to have

    They're a top asset in today's data workplace.

    Leadership

    • Data leaders with strong leadership abilities can influence the organization's strategic execution and direction, support data initiatives, and foster data cultures. Organizations that build and develop leadership potential are 4.2 times more likely to financially outperform those that do not (Udemy, 2022).

    Business Acumen

    • The process of deriving conclusions and insights from data is ultimately utilized to improve business decisions and solve business problems. Possessing business acumen helps provide the business context and perspectives for work within data analytics fields.

    Critical Thinking

    • Critical thinking allows data leaders at every level to objectively assess a problem before making judgment, consider all perspectives and opinions, and be able to make decisions knowing the ultimate impact on results.

    Analytical Thinking

    • Analytical thinking remains the most important skill for workers in 2023 (World Economic Forum, 2023). Data analytics expertise relies heavily on analytical thinking, which is the process of breaking information into basic principles to analyze and understand the logic and concepts.

    Design Thinking & Empathy

    • Design thinking skills help D&A professionals understand and prioritize the end-user experience to better inform results and assist the decision-making process. Organizations with high proficiency in design thinking are twice as likely to be high performing (McLean & Company, 2022).

    Learning Focused

    • The business and data analytics fields continue to evolve rapidly, and the skills, especially technical skills, must keep pace. Learning-focused D&A professionals continuously learn, expanding their knowledge and enhancing their techniques.

    Change Management

    • Change management is essential, especially for data leaders who act as change agents developing and enabling processes and who assist others with adjusting to changes with cultural and procedural factors. Organizations with high change management proficiency are 2.2 times more likely to be high performing (McLean & Company, 2022).

    Resilience

    • Being motivated and adaptable is essential when facing challenges and high-pressure situations. Organizations highly proficient in resilience are 1.8 times more likely to be high performing (McLean & Company, 2022).

    Managing Risk & Governance Mindset

    • Risk management ability is not limited to highly regulated institutions. All data workers must understand risks from the larger organizational perspective and have a holistic governance mindset while achieving their individual goals and making decisions.

    Continuous Improvement

    • Continuously collecting feedback and reflecting on it is the foundation of continuous improvement. To uncover and track the lessons learned and treat them as opportunities, data workers must be able to discover patterns and connections.

    Teamwork & Collaboration

    • Value delivery in a data-centric environment is a team effort, requiring collaboration across the business, IT, and data teams. D&A experts with strong collaborative abilities can successfully work with other teams to achieve shared objectives.

    Communication & Active Listening

    • This includes communicating with relevant stakeholders about timelines and expectations of data projects and associated technology and challenges, paying attention to data consumers, understanding their requirements and needs, and other areas of interest to the organization.

    Technical skills for everyday excellence

    Digital Leadership Skills

    • Technological Literacy
    • Data and AI Literacy
    • Cloud Computing Literacy
    • Data Ethics
    • Data Translation

    Data & Analytics Technical Competencies

    • Data Mining
    • Programming Languages (Python, SQL, R, etc.)
    • Data Analysis and Statistics
    • Computational and Algorithmic Thinking
    • AI/ML Skills (Deep Learning, Computer Vision, Natural Language Processing, etc.)
    • Data Visualization and Storytelling
    • Data Profiling
    • Data Modeling & Design
    • Data Pipeline (ETL/ELT) Design & Management
    • Database Design & Management
    • Data Warehouse/Data Lake Design & Management

    1.1 Review D&A Skill & Role List in the Data & Analytics Assessment and Planning Tool

    Sample of Tab 2 in the Data & Analytics Assessment and Planning Tool.

    Tab 2. Skill & Role List

    Objective: Review the library of skills and roles and customize them as needed to align with your organization's language and specific needs.

    Download the Data & Analytics Assessment and Planning Tool

    Identify and Build the Data & Analytics Skills Your Organization Needs

    Phase 2

    Uncover the Skills Gap

    Define Key Roles and Skills Uncover the Skills Gap Build an Actionable Plan

    This phase will walk you through the following activities:

    • 2.1 High-level assessment of your present data management maturity
    • 2.2 Interview business and data leaders to clarify current skills availability
    • 2.3 Use the Data & Analytics Assessment and Planning Tool to Identify your skills gaps

    This phase involves the following participants:

    • Data leads
    • Business leads and subject matter experts (SMEs)
    • Key business stakeholders

    Identify skills gaps across the organization

    Gaps are not just about assigning people to a role, but whether people have the right skill sets to carry out tasks.

    • Now that you have identified the essential skills and roles in the data workplace, move to Phase 2. This phase will help you understand the required level of competency, assess where the organization stands today, and identify gaps to close.
    • Using the Data & Analytics Assessment and Planning Tool, start with areas that are given the highest priority through a high-level maturity assessment. From there, three levels of gaps will be found: whether people are assigned to a particular position, the right combination of D&A skill sets, and the right competency level for each skill.
    • Lack of talent assigned to a position

    • Lack of the right combination of D&A skill sets

    • Lack of appropriate competency level

    Info-Tech Insight

    Understanding your organization's data maturity level is a prerequisite to assessing the skill sets you have today and determining where you need to align in the future.

    2.1 High-level assessment of your present data management maturity

    Identifying and fixing skills gaps takes time, money, and effort. Focus on bridging the gap in high-priority areas.

    Input: Current state capabilities, Use cases (if applicable), Data culture diagnostic survey results (if applicable)
    Output: High-level maturity assessment, Prioritized list of data management focused area
    Materials: Data Management Assessment and Planning Tool (optional), Data & Analytics Assessment and Planning Tool
    Participants: Data leads, Business leads and subject matter experts (SMEs), Key business stakeholders

    Objectives:

    Prioritize these skills and roles based on your current maturity levels and what you intend to accomplish with your data strategy.

    Steps:

    1. (Optional Step) Refer to the Build a Robust and Comprehensive Data Strategy blueprint. You can assess your data maturity level using the following frameworks and methods:
      • Review current data strategy and craft use cases that represent high-value areas that must be addressed for their teams or functions.
      • Use the data culture assessment survey to determine your organization's data maturity level.
    2. (Optional Step) Refer to the Create a Data Management Roadmap blueprint and Data Management Assessment and Planning Tool to dive deep into understanding and assessing capabilities and maturity levels of your organization's data management enablers and understanding your priority areas and specific gaps.
    3. If you have completed Data Management Assessment and Planning Tool, fill out your maturity level scores for each of the data management practices within it - Tab 3 (Current-State Assessment). Skip Tab 4 (High-Level Maturity Assessment).
    4. If you have not yet completed Data Management Assessment and Planning Tool, skip Tab 3 and continue with Tab 4. Assign values 1 to 3 for each capability and enabler.
    5. You can examine your current-state data maturity from a high level in terms of low/mid/high maturity using either Tabs 3 or 4.
    6. Suggested focus areas along the data journey:
      • Low Maturity = Data Strategy, Data Governance, Data Architecture
      • Mid Maturity = Data Literacy, Information Management, BI and Reporting, Data Operations Management, Data Quality Management, Data Security/Risk Management
      • High Maturity = MDM, Data Integration, Data Product and Services, Advanced Analytics (ML & AI Management).

    Download the Data & Analytics Assessment and Planning Tool

    2.2 Interview business and data leaders to clarify current skills availability

    1-2 hours per interview

    Input: Sample questions targeting the activities, challenges, and opportunities of each unit
    Output: Identified skills availability
    Materials: Whiteboard/Flip charts, Data & Analytics Assessment and Planning Tool
    Participants: Data leads, Business leads and subject matter experts (SMEs), Key business stakeholders

    Instruction:

    1. Conduct a deep-dive interview with each key data initiative stakeholder (data owners, SMEs, and relevant IT/Business department leads) who can provide insights on the skill sets of their team members, soliciting feedback from business and data leaders about skills and observations of employees as they perform their daily tasks.
    2. Populate a current level of competency for each skill in the Data & Analytics Assessment and Planning Tool in Tabs 5 and 6. Having determined your data maturity level, start with the prioritized data management components (e.g. if your organization sits at low data maturity level, start with identifying relevant positions and skills under data governance, data architecture, and data architecture elements).
    3. More detailed instructions on how to utilize the workbook are at the next activity.

    Key interview questions that will help you :

    1. Do you have personnel assigned to the role? What are their primary activities? Do the personnel possess the soft and technical skills noted in the workbook? Are you satisfied with their performance? How would you evaluate their degree of competency on a scale of "vital, important, nice to have, or none"? The following aspects should be considered when making the evaluation:
      • Key Performance Indicators (KPIs): Business unit data will show where the organization is challenged and will help identify potential areas for development.
      • Project Management Office: Look at successful and failed projects for trends in team traits and competencies.
      • Performance Reviews: Look for common themes where employees excel or need to improve.
      • Focus Groups: Speak with a cross section of employees to understand their challenges.
    2. What technology is currently used? Are there requirements for new technology to be bought and/or optimized in the future? Will the workforce need to increase their skill level to carry out these activities with the new technology in place?

    Download the Data & Analytics Assessment and Planning Tool

    2.3 Use the Data & Analytics Assessment and Planning Tool to identify skills gaps

    1-3 hours — Not everyone needs the same skill levels.

    Input: Current skills competency, Stakeholder interview results and findings
    Output: Gap identification and analysis
    Materials: Data & Analytics Assessment and Planning Tool
    Participants: Data leads

    Instruction:

    1. Select your organization's data maturity level in terms of Low/Mid/High in cell A6 for both Tab 5 (Soft Skills Assessment) and Tab 6 (Technical Skills Assessment) to reduce irrelevant rows.
    2. Bring together key business stakeholders (data owners, SMEs, and relevant IT custodians) to determine whether the data role exists in the organization. If yes, assign a current-state value from “vital, important, nice to have, or none” for each skill in the assessment tool. Info-Tech has specified the desired/required target state of each skill set.
    3. Once you've assigned the current-state values, the tool will automatically determine whether there is a gap in skill set.

    Download the Data & Analytics Assessment and Planning Tool

    Identify and Build the Data & Analytics Skills Your Organization Needs

    Phase 3

    Build an Actionable Plan

    Define Key Roles and Skills Uncover the Skills Gap Build an Actionable Plan

    This phase will walk you through the following activities:

    • 3.1 Use the Data & Analytics Assessment and Planning Tool to build your actionable roadmap

    This phase involves the following participants:

    • Data leads
    • Business leads and subject matter experts (SMEs)
    • Key business stakeholders

    Determine next steps and decision points

    There are three types of internal skills development strategies

    • There are three types of internal skills development strategies organizations can use to ensure the right people with the right abilities are placed in the right roles: reskill, upskill, and new hire.
    1. Reskill

      Reskilling involves learning new skills for a different or newly defined position.
    2. Upskill

      Upskilling involves building a higher level of competency in skills to improve the worker's performance in their current role.
    3. New hire

      New hire involves hiring workers who have the essential skills to fill the open position.

    Info-Tech Insight

    One of the misconceptions that organizations have includes viewing skills development as a one-time effort. This leads to underinvestment in data team skills, risk of falling behind on technological changes, and failure to connect with business partners. Employees must learn to continuously adapt to the changing circumstances of D&A. While the program must be agile and dynamic to reflect technological improvements in the development of technical skills, the program should always be anchored in soft skills because data management is fundamentally about interaction, collaboration, and people.

    How to determine when to upskill, reskill, or hire to meet your skills needs

    Reskill

    Reskilling often indicates a change in someone's career path, so this decision requires a goal aligned with both individuals and the organization to establish a mutually beneficial situation.

    When making reskilling decisions, organizations should also consider the relevance of the skill for different positions. For example, data administrators and data architects have similar skill sets, so reskilling is appropriate for these employees.

    Upskill

    Upskilling tends to focus more on the soft skills necessary for more advanced positions. A data strategy lead, for example, might require design thinking training, which enables leaders to think from different perspectives.

    Skill growth feasibility must also be considered. Some technical skills, particularly those involving cutting-edge technologies, require continual learning to maintain operational excellence. For example, a data scientist may require AI/ML skills training to incorporate use of modern automation technology.

    New Hire

    For open positions and skills that are too resource-intensive to reskill or upskill, it makes sense to recruit new employees. Consider, however, time and cost feasibility of hiring. Some positions (e.g. senior data scientist) take longer to fill. To minimize risks, coordinate with your HR department and begin recruiting early.

    Data & Analytics skills training

    There are various learning methods that help employees develop priority competencies to achieve reskilling or upskilling.

    Specific training

    The data team can collaborate with the human resources department to plan and develop internal training sessions aimed at specific skill sets.

    This can also be accomplished through external training providers such as DCAM, which provides training courses on data management and analytics topics.

    Formal education program

    Colleges and universities can equip students with data analytics skills through formal education programs such as MBAs and undergraduate or graduate degrees in Data Science, Machine Learning, and other fields.

    Certification

    Investing time and effort to obtain certifications in the data & analytics field allows data workers to develop skills and gain recognition for continuous learning and self-improvement.

    AWS Data Analytics and Tableau Data Scientist Certification are two popular data analytics certifications.

    Online learning from general providers

    Some companies offer online courses in various subjects. Coursera and DataCamp are two examples of popular providers.

    Partner with a vendor

    The organization can partner with a vendor who brings skills and talents that are not yet available within the organization. Employees can benefit from the collaboration process by familiarizing themselves with the project and enhancing their own skills.

    Support from within your business

    The data team can engage with other departments that have previously done skills development programs, such as Finance and Change & Communications, who may have relevant resources to help you improve your business acumen and change management skills.

    Info-Tech Insight

    Seeking input and support across your business units can align stakeholders to focus on the right data analytics skills and build a data learning culture.

    Data & Analytics skills reinforcement

    Don't assume learners will immediately comprehend new knowledge. Use different methods and approaches to reinforce their development.

    Innovation Space

    • Skills development is not a one-time event, but a continuous process during which innovation should be encouraged. A key aspect of being innovative is having a “fail fast” mentality, which means collecting feedback, recognizing when something isn't working, encouraging experimentation, and taking a different approach with the goal of achieving operational excellence.
    • Human-centered design (HCD) also yields innovative outcomes with a people-first focus. When creating skills development programs for various target groups, organizations should integrate a human-centered approach.

    Commercial Lens

    • Exposing people to a commercial way of thinking can add long-term value by educating people to act in the business' best interest and raising awareness of what other business functions contribute. This includes concepts such as project management, return on investment (ROI), budget alignment, etc.

    Checklists/Rubrics

    • Employees should record what they learn so they can take the time to reflect. A checklist is an effective technique for establishing objectives, allowing measurement of skills development and progress.

    Buddy Program

    • A buddy program helps employees gain and reinforce knowledge and skills they have learned through mutual support and information exchange.

    Align HR programs to support skills integration and talent recruitment

    With a clear idea of skills needs and an executable strategy for training and reinforcing of concepts, HR programs and processes can help the data team foster a learning environment and establish a recruitment plan. The links below will direct you to blueprints produced by McLean & Company, a division of Info-Tech Research Group.

    Workforce Planning

    When integrating the skills of the future into workforce planning, determine the best approach for addressing the identified talent gaps – whether to build, buy, or borrow.

    Integrate the future skills identified into the organization's workforce plan.

    Talent Acquisition

    In cases where employee development is not feasible, the organization's talent acquisition strategy must focus more on buying or borrowing talent. This will impact the TA process. For example, sourcing and screening must be updated to reflect new approaches and skills.

    If you have a talent acquisition strategy, assess how to integrate the new roles/skills into recruiting.

    Competencies/Succession Planning

    Review current organizational core competencies to determine if they need to be modified. New skills will help inform critical roles and competencies required in succession talent pools.

    If no competency framework exists, use McLean & Company's Develop a Comprehensive Competency Framework blueprint.

    Compensation

    Evaluate modified and new roles against the organization's compensation structure. Adjust them as necessary. Look at market data to understand compensation for new roles and skills.

    Reassess your base pay structure according to market data for new roles and skills.

    Learning and Development

    L&D plays a huge role in closing the skills gap. Build L&D opportunities to support development of new skills in employees.

    Design an Impactful Employee Development Program to build the skills employees need in the future.

    3.1 Use the Data & Analytics Assessment and Planning Tool to build an actionable plan

    1-3 hours

    Input: Roles and skills required, Key decision points
    Output: Actionable plan
    Materials: Data & Analytics Assessment and Planning Tool
    Participants: Data leads, Business leads and subject matter experts (SMEs), Key business stakeholders

    Instruction:

    1. On Tab 7 (Next Steps & Decision Points), you will find a list of tasks that correspond to roles that where there is a skills gap.
    2. Customize this list of tasks initiatives according to your needs.
    3. The Gantt chart, which will be generated automatically after assigning start and finish dates for each activity, can be used to structure your plan and guarantee that all the main components of skills development are addressed.

    Sample of Tab 7 in the Data & Analytics Assessment and Planning Tool.

    Download the Data & Analytics Assessment and Planning Tool

    Related Info-Tech Research

    Sample of the Create a Data Management Roadmap blueprint.

    Create a Data Management Roadmap

    • This blueprint will help you design a data management practice that will allow your organization to use data as a strategic enabler.

    Stock image of a person looking at data dashboards on a tablet.

    Build a Robust and Comprehensive Data Strategy

    • Put a strategy in place to ensure data is available, accessible, well-integrated, secured, of acceptable quality, and suitably visualized to fuel organization-wide decision making. Start treating data as strategic and corporate asset.

    Sample of the Foster Data-Driven Culture With Data Literacy blueprint.

    Foster Data-Driven Culture With Data Literacy

    • By thoughtfully designing a data literacy training program appropriate to the audience's experience, maturity level, and learning style, organizations build a data-driven and engaged culture that helps them unlock their data's full potential and outperform other organizations.

    Research Authors and Contributors

    Authors:

    Name Position Company
    Ruyi Sun Research Specialist Info-Tech Research Group

    Contributors:

    Name Position Company
    Steve Wills Practice Lead Info-Tech Research Group
    Andrea Malick Advisory Director Info-Tech Research Group
    Annabel Lui Principal Advisory Director Info-Tech Research Group
    Sherwick Min Technical Counselor Info-Tech Research Group

    Bibliography

    2022 Workplace Learning Trends Report.” Udemy, 2022. Accessed 20 June 2023.

    Agrawal, Sapana, et al. “Beyond hiring: How companies are reskilling to address talent gaps.” McKinsey & Company, 12 Feb. 2020. Accessed 20 June 2023.

    Bika, Nikoletta. “Key hiring metrics: Useful benchmarks for tech roles.” Workable, 2019. Accessed 20 June 2023.

    Chroust, Tomas. “Chief Data Officer – Leaders of data-driven enterprises.” BearingPoint, 2020. Accessed 20 June 2023.

    “Data and AI Leadership Executive Survey 2022.” NewVantage Partners, Jan 2022. Accessed 20 June 2023.

    Dondi, Marco, et al. “Defining the skills citizens will need in the future world of work.” McKinsey & Company, June 2021. Accessed 20 June 2023.

    Futschek, Gerald. “Algorithmic Thinking: The Key for Understanding Computer Science.” Lecture Notes in Computer Science, vol. 4226, 2006.

    Howard, William, et al. “2022 HR Trends Report.” McLean & Company, 2022. Accessed 20 June 2023.

    “Future of Jobs Report 2023.” World Economic Forum, May 2023. Accessed 20 June 2023.

    Knight, Michelle. “What is Data Ethics?” Dataversity, 19 May 2021. Accessed 20 June 2023.

    Little, Jim, et al. “The CIO Imperative: Is your technology moving fast enough to realize your ambitions?” EY, 22 Apr. 2022. Accessed 20 June 2023.

    “MDM Roles and Responsibilities.” Profisee, April 2019. Accessed 20 June 2023.

    “Reskilling and Upskilling: A Strategic Response to Changing Skill Demands.” TalentGuard, Oct. 2019. Accessed 20 June 2023.

    Southekal, Prashanth. “The Five C's: Soft Skills That Every Data Analytics Professional Should Have.” Forbes, 17 Oct. 2022. Accessed 20 June 2023.

    Resilience, It's about your business

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    January 17th, 2025 is when your ability to serve clients without interruption is legislated. At least when you are in the financial services sector, or when you supply such firms.  If you are not active in the financial arena, don’t click away. Many of these requirements can just give you an edge over your competition.

    Many firms underestimated the impact of the legislation, but let’s be honest, so did the European Union. The last pieces of the puzzle are still not delivered only two days before the law comes into effect.

    What is DORA all about again? It is the Digital Operational Resilience Act. In essence, it is about your ability to withstand adverse events that may impact your clients or the financial system.

    Aside from some nasty details, this really is just common sense. You need to be organized so that the right people know what is expected of them, from the accountable top to the staff executing the day to day operations. You need to know what to do when things go wrong. You need to know your suppliers, especially those who supply services to your critical business services. You need to test your defenses and your IT. You may want to share intelligence around cyber-attacks.

    There, all of the 45 business-relevant DORA articles and technical standards in a single paragraph. The remaining articles deal with the competent authorities and make for good reading as they provide some insights into the workings of the regulatory body. The same goes for the preamble of the law. No less than 104 “musings” that elaborate on the operating environment and intent of the law.

    If you’re firm is still in the thick of things trying to become compliant, you are not alone. I have seen at least one regulator indicating that they will be understanding of that situation, but you must have a clear roadmap to compliance in the near future. Your regulator may or may not be in line with that position. In the eastern-most countries of the EU, signals are that the regulator will take a much tougher stance.

    (This kind of negates one of the musings of the law; the need for a single view on what financial services firms must adhere to to be considered compliant and resilient. But I think this is an unavoidable byproduct of having culturally diverse member states.)

    I dare to say that firms typically have the governance in place as well as the IM processes and testing requirements. The biggest open items seem to be in the actual IT hard operational resilience, monitoring and BCM.

    Take a look at your own firm and make an honest assessment in those areas. They key resilience (DORA-related or not) is knowing how your service works and is performing from a client perspective.

    You need to know how a client achieves all their interaction goals with your company. Typically this is mapped in the client journey. Unfortunately, this usually only maps the business flow, not the technical flow. And usually you look at it from the client UX perspective. This is obviously very important, but it does not help you to understand the elements that ensure you that your clients can always complete that journey.

    The other day, I had a customer journey with an online ski-shop. I had bought two ski helmets in size M, the same size my adult son and I had. When the helmets arrived it turned out they were too small. So, ok, no worries, I start the return process online. Once we complete the initial steps, after a few days I notice that the price for only one helmet is shown on the site. This, despite the indicators that both helmets are approved to be returned. Later both helmets are shown as effectively returned. Refund still shows one helmet’s price. What gives? I give it some more time, but after ten days, I decide to enquire. The site still shows refund for one helmet.

    Then I receive an email that both helmets will be refunded as they accepted the state of the helmets (unused) and amount of the refund is now correct. Site still shows the wrong amount.

    This is obviously a small inconvenience, but it does show that the IT team does not have a full view of the entire customer journey and systems interactions. You need to fix this.

    Suppose this is not about two ski helmets, but about ski or home insurance. Or about the sale of a car or a B2B transaction involving tens or hundreds of thousands of dollars or euro, or any other currency? Does your system show the real-time correct status of the transaction? If not, I would, as a consumer, decide to change provider. Why? Because the trust is gone.

    Resilience is about withstanding events that threaten your service to your clients. Events are nit just earthquakes or floods. Events are also wrong or missing information. To protect against that, you need to know what the (value) chain is that leads to you providing that service. Additionally, you need to know if that service chain has any impediments at any moment in time. Aka, you need to know that any service request can be fulfilled at any given time. And to have the right processes and resources in place to fix whatever is not working at that time.

    And that is in my opinion the biggest task still outstanding with many companies to ensure true resilience and customer service.

    Tactics to Retain IT Talent

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    • Regrettable turnover is impacting organizational productivity and leading to significant costs associated with employee departures and the recruitment required to replace them.
    • Many organizations focus on increasing engagement to improve retention, but this approach doesn’t address the entire problem.

    Our Advice

    Critical Insight

    • Engagement surveys mask the volatility of the employee experience and hide the reason why individual employees leave. You must also talk to employees to understand the moments that matter and engage managers to understand turnover triggers.

    Impact and Result

    • Build the case for creating retention plans by leveraging employee data and feedback to identify the key reasons for turnover that need to be addressed.
    • Target employee segments and work with management to develop solutions to retain top talent.

    Tactics to Retain IT Talent Research & Tools

    Besides the small introduction, subscribers and consulting clients within this management domain have access to:

    1. Tactics to Retain IT Talent Storyboard – Use this storyboard to develop a targeted talent retention plan to retain top and core talent in the organization.

    Integrate data from exit surveys and interviews, engagement surveys, and stay interviews to understand the most commonly cited reasons for employee departure in order to select and prioritize tactics that improve retention. This blueprint will help you identify reasons for regrettable turnover, select solutions, and create an action plan.

    • Tactics to Retain IT Talent Storyboard

    2. Retention Plan Workbook – Capture key information in one place as you work through the process to assess and prioritize solutions.

    Use this tool to document and analyze turnover data to find suitable retention solutions.

    • Retention Plan Workbook

    3. Stay Interview Guide – Managers will use this guide to conduct regular stay interviews with employees to anticipate and address turnover triggers.

    The Stay Interview Guide helps managers conduct interviews with current employees, enabling the manager to understand the employee's current engagement level, satisfaction with current role and responsibilities, suggestions for potential improvements, and intent to stay with the organization.

    • Stay Interview Guide

    4. IT Retention Solutions Catalog – Use this catalog to select and prioritize retention solutions across the employee lifecycle.

    Review best-practice solutions to identify those that are most suitable to your organizational culture and employee needs. Use the IT Retention Solutions Catalog to explore a variety of methods to improve retention, understand their use cases, and determine stakeholder responsibilities.

    • IT Retention Solutions Catalog
    [infographic]

    Workshop: Tactics to Retain IT Talent

    Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

    1 Identify Reasons for Regrettable Turnover

    The Purpose

    Identify the main drivers of turnover at the organization.

    Key Benefits Achieved

    Find out what to explore during focus groups.

    Activities

    1.1 Review data to determine why employees join, stay, and leave.

    1.2 Identify common themes.

    1.3 Prepare for focus groups.

    Outputs

    List of common themes/pain points recorded in the Retention Plan Workbook.

    2 Conduct Focus Groups

    The Purpose

    Conduct focus groups to explore retention drivers.

    Key Benefits Achieved

    Explore identified themes.

    Activities

    2.1 Conduct four 1-hour focus groups with the employee segment(s) identified in the pre-workshop activities.

    2.2 Info-Tech facilitators independently analyze results of focus groups and group results by theme.

    Outputs

    Focus group feedback.

    Focus group feedback analyzed and organized by themes.

    3 Identify Needs and Retention Initiatives

    The Purpose

    Home in on employee needs that are a priority.

    Key Benefits Achieved

    A list of initiatives to address the identified needs

    Activities

    3.1 Create an empathy map to identify needs.

    3.2 Shortlist retention initiatives.

    Outputs

    Employee needs and shortlist of initiatives to address them.

    4 Prepare to Communicate and Launch

    The Purpose

    Prepare to launch your retention initiatives.

    Key Benefits Achieved

    A clear action plan for implementing your retention initiatives.

    Activities

    4.1 Select retention initiatives.

    4.2 Determine goals and metrics.

    4.3 Plan stakeholder communication.

    4.4 Build a high-level action plan.

    Outputs

    Finalized list of retention initiatives.

    Goals and associated metrics recorded in the Retention Plan Workbook.

    Further reading

    Tactics to Retain IT Talent

    Keep talent from walking out the door by discovering and addressing moments that matter and turnover triggers.

    Executive Summary

    Your Challenge

    Many organizations are facing an increase in voluntary turnover as low unemployment, a lack of skilled labor, and a rise in the number of vacant roles have given employees more employment choices.

    Common Obstacles

    Regrettable turnover is impacting organizational productivity and leading to significant costs associated with employee departures and the recruitment required to replace them.

    Many organizations tackle retention from an engagement perspective: Increase engagement to improve retention. This approach doesn't consider the whole problem.

    Info-Tech's Approach

    Build the case for creating retention plans by leveraging employee data and feedback to identify the key reasons for turnover that need to be addressed.

    Target employee segments and work with management to develop solutions to retain top talent.

    Info-Tech Insight

    Engagement surveys mask the volatility of the employee experience and hide the reason why individual employees leave. You must also talk to employees to understand the moments that matter and engage managers to understand turnover triggers.

    This research addresses regrettable turnover

    This is an image of a flow chart with three levels. The top level has only one box, labeled Turnover.  the Second level has 2 boxes, labeled Voluntary, and Involuntary.  The third level has two boxes under Voluntary, labeled Non-regrettable: The loss of employees that the organization did not wish to keep, e.g. low performers, and Regrettable:  The loss of employees that the organization wishes it could have kept.

    Low unemployment and rising voluntary turnover makes it critical to focus on retention

    As the economy continues to recover from the pandemic, unemployment continues to trend downward even with a looming recession. This leaves more job openings vacant, making it easier for employees to job hop.

    This image contains a graph of the US Employment rate between 2020 - 2022 from the US Bureau of Economic Analysis and Bureau of Labor Statistics (BLS), 2022, the percentage of individuals who change jobs every one to five years from 2022 Job Seeker Nation Study, Jobvite, 2022, and voluntary turnover rates from BLS, 2022

    With more employees voluntarily choosing to leave jobs, it is more important than ever for organizations to identify key employees they want to retain and put plans in place to keep them.

    Retention is a challenge for many organizations

    The number of HR professionals citing retention/turnover as a top workforce management challenge is increasing, and it is now the second highest recruiting priority ("2020 Recruiter Nation Survey," Jobvite, 2020).

    65% of employees believe they can find a better position elsewhere (Legaljobs, 2021). This is a challenge for organizations in that they need to find ways to ensure employees want to stay at the organization or they will lose them, which results in high turnover costs.

    Executives and IT are making retention and turnover – two sides of the same coin – a priority because they cost organizations money.

    • 87% of HR professionals cited retention/turnover as a critical and high priority for the next few years (TINYpulse, 2020).
    • $630B The cost of voluntary turnover in the US (Work Institute, 2020).
    • 66% of organizations consider employee retention to be important or very important to an organization (PayScale, 2019).

    Improving retention leads to broad-reaching organizational benefits

    Cost savings: the price of turnover as a percentage of salary

    • 33% Improving retention can result in significant cost savings. A recent study found turnover costs, on average, to be around a third of an employee's annual salary (SHRM, 2019).
    • 37.9% of employees leave their organization within the first year. Employees who leave within the first 90 days of being hired offer very little or no return on the investment made to hire them (Work Institute, 2020).

    Improved performance

    Employees with longer tenure have an increased understanding of an organization's policies and processes, which leads to increased productivity (Indeed, 2021).

    Prevents a ripple effect

    Turnover often ripples across a team or department, with employees following each other out of the organization (Mereo). Retaining even one individual can often have an impact across the organization.

    Transfer of knowledge

    Retaining key individuals allows them to pass it on to other employees through communities of practice, mentoring, or other knowledge-sharing activities.

    Info-Tech Insight

    Improving retention goes beyond cost savings: Employees who agree with the statement "I expect to be at this organization a year from now" are 71% more likely to put in extra hours and 32% more likely to accomplish more than what is expected of their role (McLean & Company Engagement Survey, 2021; N=77,170 and 97,326 respectively).

    However, the traditional engagement-focused approach to retention is not enough

    Employee engagement is a strong driver of retention, with only 25% of disengaged employees expecting to be at their organization a year from now compared to 92% of engaged employees (McLean & Company Engagement Survey, 2018-2021; N=117,307).

    Average employee Net Promoter Score (eNPS)

    This image contains a graph of the Average employee Net Promoter Score (eNPS)

    Individual employee Net Promoter Scores (eNPS)

    This image contains a graph of the Individual employee Net Promoter Scores (eNPS)

    However, engagement surveys mask the volatility of the employee experience and hide the reason why individual employees leave.

    This analysis of McLean & Company's engagement survey results shows that while an organization's average employee net promoter score (eNPS) stays relatively static, at an individual level there is a huge amount of volatility.

    This demonstrates the need for an approach that is more capable of responding to or identifying employees' in-the-moment needs, which an annual engagement survey doesn't support.

    Turnover triggers and moments that matter also have an impact on retention

    Retention needs to be monitored throughout the employee lifecycle. To address the variety of issues that can appear, consider three main paths to turnover:

    1. Employee engagement – areas of low engagement.
    2. Turnover triggers that can quickly lead to departures.
    3. Moments that matter in the employee experience (EX).

    Employee engagement

    Engagement drivers are strong predictors of turnover.

    Employees who are highly engaged are 3.6x more likely to believe they will be with the organization 12 months from now than disengaged employees (McLean & Company Engagement Survey, 2018-2021; N=117,307).

    Turnover triggers

    Turnover triggers are events that act as shocks or catalysts that quickly lead to an employee's departure.

    Turnover triggers are a cause for voluntary turnover more often than accumulated issues (Lee et al.).

    Moments that matter

    Employee experience is the employee's perception of the accumulation of moments that matter within their employee lifecycle.

    Retention rates increase from 21% to 44% when employees have positive experiences in the following categories: belonging, purpose, achievement, happiness, and vigor at work. (Workhuman, 2020).

    While managers do not directly impact turnover, they do influence the three main paths to turnover

    Research shows managers do not appear as one of the common reasons for employee turnover.

    Top five most common reasons employees leave an organization (McLean & Company, Exit Survey, 2018-2021; N=107 to 141 companies,14,870 to 19,431 responses).

    Turnover factorsRank
    Opportunities for career advancement1
    Satisfaction with my role and responsibilities2
    Base pay3
    Opportunities for career-related skill development4
    The degree to which my skills were used in my job5

    However, managers can still have a huge impact on the turnover of their team through each of the three main paths to turnover:

    Employee engagement

    Employees who believe their managers care about them as a person are 3.3x more likely to be engaged than those who do not (McLean & Company, 2021; N=105,186).

    Turnover triggers

    Managers who are involved with and aware of their staff can serve as an early warning system for triggers that lead to turnover too quickly to detect with data.

    Moments that matter

    Managers have a direct connection with each individual and can tailor the employee experience to meet the needs of the individuals who report to them.

    Gallup has found that 52% of exiting employees say their manager could have done something to prevent them from leaving (Gallup, 2019). Do not discount the power of managers in anticipating and preventing regrettable turnover.

    Addressing engagement, turnover triggers, and moments that matter is the key to retention

    This is an image of a flow chart with four levels. The top level has only one box, labeled Turnover.  the Second level has 2 boxes, labeled Voluntary, and Involuntary.  The third level has two boxes under Voluntary, labeled Non-regrettable, and Regrettable.  The fourth level has three boxes under Regrettable, labeled Employee Engagement, Turnover triggers, and Moments that matter

    Info-Tech Insight

    HR traditionally seeks to examine engagement levels when faced with retention challenges, but engagement is only a part of the full picture. You must also talk to employees to understand the moments that matter and engage managers to understand turnover triggers.

    Follow Info-Tech's two-step process to create a retention plan

    1. Identify Reasons for Regrettable Turnover

    2. Select Solutions and Create an Action Plan

    Step 1

    Identify Reasons for Regrettable Turnover

    After completing this step you will have:

    • Analyzed and documented why employees join, stay, and leave your organization.
    • Identified common themes and employee needs.
    • Conducted employee focus groups and prioritized employee needs.

    Step 1 focuses on analyzing existing data and validating it through focus groups

    Employee engagement

    Employee engagement and moments that matter are easily tracked by data. Validating employee feedback data by speaking and empathizing with employees helps to uncover moments that matter. This step focuses on analyzing existing data and validating it through focus groups.

    Engagement drivers such as compensation or working environment are strong predictors of turnover.
    Moments that matter
    Employee experience (EX) is the employee's perception of the accumulation of moments that matter with the organization.
    Turnover triggers
    Turnover triggers are events that act as shocks or catalysts that quickly lead to an employee's departure.

    Turnover triggers

    This step will not touch on turnover triggers. Instead, they will be discussed in step 2 in the context of the role of the manager in improving retention.

    Turnover triggers are events that act as shocks or catalysts that quickly lead to an employee's departure.

    Info-Tech Insight

    IT managers often have insights into where and why retention is an issue through their day-to-day work. Gathering detailed quantitative and qualitative data provides credibility to these insights and is key to building a business case for action. Keep an open mind and allow the data to inform your gut feeling, not the other way around.

    Gather data to better understand why employees join, stay, and leave

    Start to gather and examine additional data to accurately identify the reason(s) for high turnover. Begin to uncover the story behind why these employees join, stay, and leave your organization through themes and trends that emerge.

    Look for these icons throughout step 2.

    Join

    Why do candidates join your organization?

    Stay

    Why do employees stay with your organization?

    Leave

    Why do employees leave your organization?

    For more information on analysis, visualization, and storytelling with data, see Info-Tech's Start Making Data-Driven People Decisions blueprint.

    Employee feedback data to look at includes:

    Gather insights through:

    • Focus groups
    • Verbatim comments
    • Exit interviews
    • Using the employee value proposition (EVP) as a filter (does it resonate with the lived experience of employees?)

    Prepare to draw themes and trends from employee data throughout step 1.

    Uncover employee needs and reasons for turnover by analyzing employee feedback data.

    • Look for trends (e.g. new hires join for career opportunities and leave for the same reason, or most departments have strong work-life balance scores in engagement data).
    • Review if there are recurring issues being raised that may impact turnover.
    • Group feedback to highlight themes (e.g. lack of understanding of EVP).
    • Identify which key employee needs merit further investigation or information.

    This is an image showing how you can draw out themes and trends using employee data throughout step 1.

    Classify where key employee needs fall within the employee lifecycle diagram in tab 2 of the Retention Plan Workbook. This will be used in step 2 to pinpoint and prioritize solutions.

    Info-Tech Insight

    The employee lifecycle is a valuable way to analyze and organize engagement pain points, moments that matter, and turnover triggers. It ensures that you consider the entirety of an employee's tenure and the different factors that lead to turnover.

    Examine new hire data and begin to document emerging themes

    Join

    While conducting a high-level analysis of new hire data, look for these three key themes impacting retention:

    Issues or pain points that occurred during the hiring process.

    Reasons why employees joined your organization.

    The experience of their first 90 days. This can include their satisfaction with the onboarding process and their overall experience with the organization.

    Themes will help to identify areas of strength and weakness organization-wide and within key segments. Document in tab 3 of the Retention Plan Workbook.

    1. Start by isolating the top reasons employees joined your organization. Ask:
      • Do the reasons align with the benefits you associate with working at your organization?
      • How might this impact your EVP?
      • If you use a new hire survey, look at the results for the following questions:
      • For which of the following reasons did you apply to this organization?
      • For what reasons did you accept the job offer with this organization?
    2. then, examine other potential problem areas that may not be covered by your new hire survey, such as onboarding or the candidate experience during the hiring process.
      • If you conduct a new hire survey, look at the results in the following sections:
        • Candidate Experience
        • Acclimatization
        • Training and Development
        • Defining Performance Expectations

      Analyze engagement data to identify areas of strength that drive retention

      Employees who are engaged are 3.6x more likely to believe they will be with the organization 12 months from now (McLean & Company Engagement Survey, 2018-2021; N=117,307). Given the strength of this relationship, it is essential to identify areas of strength to maintain and leverage.

      1. Look at the highest-performing drivers in your organization's employee engagement survey and drivers that fall into the "leverage" and "maintain" quadrants of the priority matrix.
        • These drivers provide insight into what prompts broader groups of employees to stay.

      This is an image of a quadrant analysis, with the following quadrants in order from left to right, top to bottom.  Improve; Leverage; Evaluate; Maintain.

      1. Look into what efforts have been made to maintain programs, policies, and practices related to these drivers and ensure they are consistent across the entire organization.
      2. Document trends and themes related to engagement strengths in tab 2 of the Retention Plan Workbook.

      If you use Info-Tech's Engagement Survey, look in detail at what are classified as "Retention Drivers": total compensation, working environment, and work-life balance.

      Identify areas of weakness that drive turnover in your engagement data

      1. Look at the lowest-performing drivers in your organization's employee engagement survey and drivers that fall into the "improve" and "evaluate" quadrants of the priority matrix.
        • These drivers provide insight into what pushes employees to leave the organization.
      2. Delve into organizational efforts that have been made to address issues with the programs, policies, and practices related to these drivers. Are there any projects underway to improve them? What are the barriers preventing improvements?
      3. Document trends and themes related to engagement weaknesses in tab 2 of the Retention Plan Workbook.

      If you use a product other than Info-Tech's Engagement Survey, your results will look different. The key is to look at areas of weakness that emerge from the data.

      This is an image of a quadrant analysis, with the following quadrants in order from left to right, top to bottom.  Improve; Leverage; Evaluate; Maintain.

      If you use Info-Tech's Engagement Survey, look in detail at what are classified as "Retention Drivers": total compensation, working environment, and work-life balance.

      Mine exit surveys to develop an integrated, holistic understanding of why employees leave

      Conduct a high-level analysis of the data from your employee exit diagnostic. While analyzing this data, consider the following:

      • What are the trends and quantitative data about why employees leave your organization that may illuminate employee needs or issues at specific points throughout the employee lifecycle?
      • What are insights around your key segments? Data on key segments is easily sliced from exit survey results and can be used as a starting point for digging deeper into retention issues for specific groups.
      • Exit surveys are an excellent starting point. However, it is valuable to validate the data gathered from an exit survey using exit interviews.
      1. Isolate results for key segments of employees to target with retention initiatives (e.g. by age group or by department).
      2. Identify data trends or patterns over time; for example, that compensation factors have been increasing in importance.
      3. Document trends and themes taken from the exit survey results in tab 2 of the Retention Plan Workbook.

      If your organization conducts exit interviews, analyze the results alongside or in lieu of exit survey data.

      Compare new hire data with exit data to identify patterns and insights

      Determine if new hire expectations weren't met, prompting employees to leave your organization, to help identify where in the employee lifecycle issues driving turnover may be occurring.

      1. Look at your new hire data for the top reasons employees joined your organization.
        • McLean & Company's New Hire Survey database shows that the top three reasons candidates accept job offers on average are:
          1. Career opportunities
          2. Nature of the job
          3. Development opportunities
      2. Next, look at your exit data and the top reasons employees left your organization.
        1. McLean & Company's Exit Survey database shows that the top three reasons employees leave on average are:
          1. Opportunities for career advancement
          2. Base pay
          3. Satisfaction with my role and responsibilities
      3. Examine the results and ask:
        • Is there a link between why employees join and leave the organization?
        • Did they cite the same reasons for joining and for leaving?
        • What do the results say about what your employees do and do not value about working at your organization?
      4. Document the resulting insights in tab 2 of the Retention Plan Workbook.

      Example:

      A result where employees are leaving for the same reason they're joining the organization could signal a disconnect between your organization's employee value proposition and the lived experience.

      Revisit your employee value proposition to uncover misalignment

      Your employee value proposition (EVP), formal or informal, communicates the value your organization can offer to prospective employees.

      If your EVP is mismatched with the lived experience of your employees, new hires will be in for a surprise when they start their new job and find out it isn't what they were expecting.

      Forty-six percent of respondents who left a job within 90 days of starting cited a mismatch of expectations about their role ("Job Seeker Nation Study 2020," Jobvite, 2020).

      1. Use the EVP as a filter through which you look at all your employee feedback data. It will help identify misalignment between the promised and the lived experience.
      2. If you have EVP documentation, start there. If not, go to your careers page and put yourself in the shoes of a candidate. Ask what the four elements of an EVP look like for candidates:
        • Compensation and benefits
        • Day-to-day job elements
        • Working conditions
        • Organizational elements
      3. Next, compare this to your own day-to-day experiences. Does it differ drastically? Are there any contradictions with the lived experience at your organization? Are there misleading statements or promises?
      4. Document any insights or patterns you uncover in tab 2 of the Retention Plan Workbook.

      Conduct focus groups to examine themes

      Through focus groups, explore the themes you have uncovered with employees to discover employee needs that are not being met. Addressing these employee needs will be a key aspect of your retention plan.

      Identify employee groups who will participate in focus groups:

      • Incorporate diverse perspectives (e.g. employees, managers, supervisors).
      • Include employees from departments and demographics with strong and weak engagement for a full picture of how engagement impacts your employees.
      • Invite boomerang employees to learn why an individual might return to your organization after leaving.

      image contains two screenshots Mclean & Company's Standard Focus Group Guide.

      Customize Info-Tech's Standard Focus Group Guide based on the themes you have identified in tab 3 of the Retention Plan Workbook.

      The goal of the focus group is to learn from employees and use this information to design or modify a process, system, or other solution that impacts retention.

      Focus questions on the employees' personal experience from their perspective.

      Key things to remember:

      • It is vital for facilitators to be objective.
      • Keep an open mind; no feelings are wrong.
      • Beware of your own biases.
      • Be open and share the reason for conducting the focus groups.

      Info-Tech Insight

      Maintaining an open dialogue with employees will help flesh out the context behind the data you've gathered and allow you to keep in mind that retention is about people first and foremost.

      Empathize with employees to identify moments that matter

      Look for discrepancies between what employees are saying and doing.

      1. Say

      "What words or quotes did the employee use?"

      3.Think

      "What might the employee be thinking?"

      Record feelings and thoughts discussed, body language observed, tone of voice, and words used.

      Look for areas of negative emotion to determine the moments that matter that drive retention.

      2. Do

      "What actions or behavior did the employee demonstrate?"

      4. Feel

      "What might the employee be feeling?"

      Record them in tab 3 of the Retention Plan Workbook.

      5. Identify Needs

      "Needs are verbs (activities or desires), not nouns (solutions)"

      Synthesize focus group findings using Info-Tech's Empathy Map Template.

      6. Identify Insights

      "Ask yourself, why?"

      (Based on Stanford d.school Empathy Map Method)

      Distill employee needs into priority issues to address first

      Take employee needs revealed by your data and focus groups and prioritize three to five needs.

      Select a limited number of employee needs to develop solutions to ensure that the scope of the project is feasible and that the resources dedicated to this project are not stretched too thin. The remaining needs should not be ignored – act on them later.

      Share the needs you identify with stakeholders so they can support prioritization and so you can confirm their buy-in and approval where necessary.

      Ask yourself the following questions to determine your priority employee needs:

      • Which needs will have the greatest impact on turnover?
      • Which needs have the potential to be an easy fix or quick win?
      • Which themes or trends came up repeatedly in different data sources?
      • Which needs evoked particularly strong or negative emotions in the focus groups?

      This image contains screenshots of two table templates found in tab 5 of the Retention Plan Workbook

      In the Retention Plan Workbook, distill employee needs on tab 2 into three to five priorities on tab 5.

      Step 2

      Select Solutions and Create an Action Plan

      After completing this step, you will have:

      • Selected and prioritized solutions to address employee needs.
      • Created a plan to launch stay interviews.
      • Built an action plan to implement solutions.

      Select IT-owned solutions and implement people leader–driven initiatives

      Solutions

      First, select and prioritize solutions to address employee needs identified in the previous step. These solutions will address reasons for turnover that influence employee engagement and moments that matter.

      • Brainstorm solutions using the Retention Solutions Catalog as a starting point. Select a longlist of solutions to address your priority needs.
      • Prioritize the longlist of solutions into a manageable number to act on.

      People leaders

      Next, create a plan to launch stay interviews to increase managers' accountability in improving retention. Managers will be critical to solving issues stemming from turnover triggers.

      • Clarify the importance of harnessing the influence of people leaders in improving retention.
      • Discover what might cause individual employees to leave through stay interviews.
      • Increase trust in managers through training.

      Action plan

      Finally, create an action plan and present to senior leadership for approval.

      Look for these icons in the top right of slides in this step.

      Select solutions to employee needs, starting with the Retention Solutions Catalog

      Based on the priority needs you have identified, use the Retention Solutions Catalog to review best-practice solutions for pain points associated with each stage of the lifecycle.

      Use this tool as a starting point, adding to it and iterating based on your own experience and organizational culture and goals.

      This image contains three screenshots from Info-Tech's Retention Solutions Catalog.

      Use Info-Tech's Retention Solutions Catalog to start the brainstorming process and produce a shortlist of potential solutions that will be prioritized on the next slide.

      Info-Tech Insight

      Unless you have the good fortune of having only a few pain points, no single initiative will completely solve your retention issues. Combine one or two of these broad solutions with people-leader initiatives to ensure employee needs are addressed on an individual and an aggregate level.

      Prioritize solutions to be implemented

      Target efforts accordingly

      Quick wins are high-impact, low-effort initiatives that will build traction and credibility within the organization.

      Long-term initiatives require more time and need to be planned for accordingly but will still deliver a large impact. Review the planning horizon to determine how early these need to begin.

      Re-evaluate low-impact and low-effort initiatives and identify ones that either support other higher impact initiatives or have the highest impact to gain traction and credibility. Look for low-hanging fruit.

      Deprioritize initiatives that will take a high degree of effort to deliver lower-value results.

      When assessing the impact of potential solutions, consider:

      • How many critical segments or employees will this solution affect?
      • Is the employee need it addresses critical, or did the solution encompass several themes in the data you analyzed?
      • Will the success of this solution help build a case for further action?
      • Will the solution address multiple employee needs?

      Info-Tech Insight

      It's better to master a few initiatives than under-deliver on many. Start with a few solutions that will have a measurable impact to build the case for further action in the future.

      Solutions

      Low ImpactMedium ImpactLarge Impact
      Large EffortThis is an image of the used to help you prioritize solutions to be implemented.
      Medium Effort
      Low Effort

      Use tab 3 of the Retention Plan Workbook to prioritize your shortlist of solutions.

      Harness the influence of people leaders to improve employee retention

      Leaders at all levels have a huge impact on employees.

      Effective people leaders:

      • Manage work distribution.
      • Create a motivating work environment.
      • Provide development opportunities.
      • Ensure work is stimulating and challenging, but not overwhelming.
      • Provide clear, actionable feedback.
      • Recognize team member contributions.
      • Develop positive relationships with their teams.
      • Create a line of sight between what the employee is doing and what the organization's objectives are.

      Support leaders in recommitting to their role as people managers through Learning & Development initiatives with particular emphasis on coaching and building trust.

      For coaching training, see Info-Tech's Build a Better Manager: Team Essentials – Feedback and Coaching training deck.

      For more information on supporting managers to become better people leaders, see Info-Tech's Build a Better Manager: Manage Your People blueprint.

      "HR can't fix turnover. But leaders on the front line can."
      – Richard P. Finnegan, CEO, C-Suite Analytics

      Equip managers to conduct regular stay interviews to address turnover triggers

      Managers often have the most visibility into their employees' personal and work lives and have a key opportunity to anticipate and address turnover triggers.

      Stay interviews are an effective way of uncovering potential retention issues and allowing managers to act as an early warning system for turnover triggers.

      Examples of common turnover triggers and potential manager responses:

      • Moving, creating a long commute to the office.
        • Through stay interviews, a manager can learn that a long commute is an issue and can help find workarounds such as flexible/remote work options.
      • Not receiving an expected promotion.
        • A trusted manager can anticipate issues stemming from this, discuss why the decision was made, and plan development opportunities for future openings.

      Stay interview best practices

      1. Conducted by an employee's direct manager.
      2. Happen regularly as a part of an ongoing process.
      3. Based on the stay interview, managers produce a turnover forecast for each direct report.
        1. The method used by stay interview expert Richard P. Finnegan is simple: red for high risk, yellow for medium, and green for low.
      4. Provide managers with training and a rough script or list of questions to follow.
        1. Use and customize Info-Tech's Stay Interview Guide to provide a guide for managers on how to conduct a stay interview.
      5. Managers use the results to create an individualized retention action plan made up of concrete actions the manager and employee will take.

      Sources: Richard P. Finnegan, CEO, C-Suite Analytics; SHRM

      Build an action plan to implement the retention plan

      For each initiative identified, map out timelines and actions that need to be taken.

      When building actions and timelines:

      • Refer to the priority needs you identified in tab 4 of the Retention Plan Workbook and ensure they are addressed first.
      • Engage internal stakeholders who will be key to the development of the initiatives to ensure they have sufficient time to complete their deliverables.
        • For example, if you conduct manager training, Learning & Development needs to be involved in the development and launch of the program.
      • Include a date to revisit your baseline retention and engagement data in your project milestones.
      • Designate process owners for new processes such as stay interviews.

      Plan for stay interviews by determining:

      • Whether stay interviews will be a requirement for all employees.
      • How much flexibility managers will have with the process.
      • How you will communicate the stay interview approach to managers.
      • If manager training is required.
      • How managers should record stay interview data and how you will collect this data from them as a way to monitor retention issues.
        • For example, managers can share their turnover forecasts and action plans for each employee.

      Be clear about manager accountabilities for initiatives they will own, such as stay interviews. Plan to communicate the goals and timelines managers will be asked to meet, such as when they must conduct interviews or their responsibility to follow up on action items that come from interviews.

      Track project success to iterate and improve your solutions

      Analyze measurements

      • Regularly remeasure your engagement and retention levels to identify themes and trends that provide insights into program improvements.
      • For example, look at the difference in manager relationship score to see if training has had an impact, or look at changes in critical segment turnover to calculate cost savings.

      Revisit employee and manager feedback

      • After three to six months, conduct additional surveys or focus groups to determine the success of your initiatives and opportunities for improvement. Tweak the program, including stay interviews, based on manager and employee feedback.

      Iterate frequently

      • Revisit your initiatives every two or three years to determine if a refresh is necessary to meet changing organizational and employee needs and to update your goals and targets.

      Key insights

      Insight 1Insight 2Insight 3

      Retention and turnover are two sides of the same coin. You can't fix retention without first understanding turnover.

      Engagement surveys mask the volatility of the employee experience and hide the reason why individual employees leave. You must also talk to employees to understand the moments that matter and engage managers to understand turnover triggers.

      Improving retention isn't just about lowering turnover, it's about discovering what healthy retention looks like for your organization.

      Insight 4Insight 5Insight 6

      HR professionals often have insights into where and why retention is an issue. Gathering detailed employee feedback data through surveys and focus groups provides credibility to these insights and is key to building a case for action. Keep an open mind and allow the data to inform your gut feeling, not the other way around.

      Successful retention plans must be owned by both IT leaders and HR.

      IT leaders often have the most visibility into their employees' personal and work lives and have a key opportunity to anticipate and address turnover triggers.

      Stay interviews help managers anticipate potential retention issues on their teams.

      Workshop Overview

      Contact your account representative for more information.
      workshops@infotech.com 1-888-670-8889

      Info-Tech AnalystsPre-workPost-work
      Client Data Gathering and PlanningImplementation Supported Through Analyst Calls

      1.1 Discuss participants, logistics, overview of workshop activities

      1.2 Provide support to client for below activities through calls.

      2.1 Schedule follow-up calls to work through implementation of retention solutions based on identified needs.
      Client

      1.Gather results of engagement survey, new hire survey, exit survey, and any exit and stay interview feedback.

      2.Gather and analyze turnover data.

      3.Identify key employee segment(s) and identify and organize participants for focus groups.

      4.Complete cost of turnover analysis.

      5.Review turnover data and prioritize list of employee segments.

      1.Obtain senior leader approval to proceed with retention plan.

      2.Finalize and implement retention solutions.

      3.Prepare managers to conduct stay interviews.

      4.Communicate next steps to stakeholders.

      Workshop Overview

      Contact your account representative for more information.
      workshops@infotech.com 1-888-670-8889

      ActivitiesDay 1Day 2Day 3Day 4
      Assess Current StateConduct Focus GroupsIdentify Needs and Retention InitiativesPrepare to Communicate and Launch

      1.1 Review data to determine why employees join, stay, and leave.

      1.2 Identify common themes.

      1.3 Prepare for focus groups.

      2.1 Conduct four 1-hour focus groups with the employee segment(s) identified in the pre-workshop activities..

      2.2 Info-Tech facilitators independently analyze results of focus groups and group results by theme.

      3.1 Create an empathy map to identify needs

      3.2 Shortlist retention initiatives

      4.1 Select retention initiatives

      4.2 Determine goals and metrics

      4.3 Plan stakeholder communication4.4 Build a high-level action plan

      Deliverables

      1.List of common themes/pain points recorded in the Retention Plan Workbook

      2.Plan for focus groups documented in the Focus Group Guide

      1.Focus group feedback

      2.Focus group feedback analyzed and organized by themes

      1.Employee needs and shortlist of initiatives to address them1.Finalized list of retention initiatives

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

      Guided Implementation

      “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

      Workshop

      “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

      Consulting

      “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

      Diagnostics and consistent frameworks used throughout all four options

      Research Contributors and Experts

      Jeff Bonnell
      VP HR
      Info-Tech Research Group

      Phillip Kotanidis
      CHRO
      Michael Garron Hospital

      Michael McGuire
      Director, Organizational Development
      William Osler Health System

      Dr. Iris Ware
      Chief Learning Officer
      City of Detroit

      Richard P. Finnegan
      CEO
      C-Suite Analytics

      Dr. Thomas Lee
      Professor of Management
      University of Washington

      Jane Moughon
      Specialist in increasing profits, reducing turnover, and maximizing human potential in manufacturing companies

      Lisa Kaste
      Former HR Director
      Citco

      Piyush Mathur
      Head of Workforce Analytics
      Johnson & Johnson

      Gregory P. Smith
      CEO
      Chart Your Course

      Works Cited

      "17 Surprising Statistics about Employee Retention." TINYpulse, 8 Sept. 2020. Web.
      "2020 Job Seeker Nation Study." Jobvite, April 2020. Web.
      "2020 Recruiter Nation Survey." Jobvite, 2020. Web.
      "2020 Retention Report: Insights on 2019 Turnover Trends, Reasons, Costs, & Recommendations." Work Institute, 2020. Web.
      "25 Essential Productivity Statistics for 2021." TeamStage, 2021. Accessed 22 Jun. 2021.
      Agovino, Theresa. "To Have and to Hold." SHRM, 23 Feb. 2019. Web.
      "Civilian Unemployment Rate." Bureau of Labor Statistics, June 2020. Web.
      Foreman, Paul. "The domino effect of chief sales officer turnover on salespeople." Mereo, 19 July 2018. Web.
      "Gross Domestic Product." U.S. Bureau of Economic Analysis, 27 May 2021. Accessed 22 Jun. 2020.
      Kinne, Aaron. "Back to Basics: What is Employee Experience?" Workhuman, 27August 2020. Accessed 21 Jun. 2021.
      Lee, Thomas W, et al. "Managing employee retention and turnover with 21st century ideas." Organizational Dynamics, vol 47, no. 2, 2017, pp. 88-98. Web.
      Lee, Thomas W. and Terence R. Mitchell. "Control Turnover by Understanding its Causes." The Blackwell Handbook of Principles of Organizational Behaviour. 2017. Print.
      McFeely, Shane, and Ben Wigert. "This Fixable Problem Costs U.S. Businesses $1 Trillion." Gallup. 13 March 2019. Web.
      "Table 18. Annual Quit rates by Industry and Region Not Seasonally Adjusted." Bureau of Labor Statistics. June 2021. Web.
      "The 2019 Compensation Best Practices Report: Will They Stay or Will They Go? Employee Retention and Acquisition in an Uncertain Economy." PayScale. 2019. Web.
      Vuleta, Branka. "30 Troubling Employee Retention Statistics." Legaljobs. 1 Feb. 2021. Web.
      "What is a Tenured Employee? Top Benefits of Tenure and How to Stay Engaged as One." Indeed. 22 Feb. 2021. Accessed 22 Jun. 2021.

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      Equip Managers to Effectively Manage Virtual Teams

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      • Parent Category Name: Manage & Coach
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      • Virtual team members must rely upon collaboration technology to communicate and collaborate.
      • Management practices and approaches that work face to face do not always translate effectively in virtual contexts.
      • Managers cannot rely upon spontaneous social interactions that happen organically when people are colocated to build meaningful and trusting relationships. Space and time need to be created in a virtual environment for this to happen.
      • Observing an employee’s performance or development can be more difficult, and relying on others’ feedback becomes more critical for managing performance and development.

      Our Advice

      Critical Insight

      • Managing virtual teams does not require developing new manager competencies. Instead, managers need to “dial up” competencies they already have and adjust their approaches.
      • Setting clear expectations with virtual teams creates the foundation needed to manage them effectively.
      • Virtual employees crave more meaningful interactions about performance and development with their managers.

      Impact and Result

      • Create a solid foundation for managing virtual teams by setting clear expectations and taking a more planful approach to managing performance and employee development.
      • Dial up key management competencies that you already have. Managers do not need to develop new competencies; they just need to adjust and refocus their approaches.

      Equip Managers to Effectively Manage Virtual Teams Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Equip managers to effectively manage virtual teams

      Equip managers to become more effective with managing remote teams.

      The workbook serves as a reference guide participants will use to support formal training.

      • Training Deck: Equip Managers to Effectively Manage Virtual Teams
      • Workbook: Equip Managers to Effectively Manage Virtual Teams
      • Standard Participant Training Session Evaluation Template

      2. Additional Resources

      Many organizations are developing plans to allow employees more flexible work options, including remote work. Use these resources to help managers and employees make the most of remote work arrangements.

      • Work-From-Home Tips for Managers
      • Work-From-Home Tips for Employees
      • Health & Safety at Home Infographic
      • Wellness and Working From Home
      • Ergonomic Workspaces Infographic
      [infographic]

      Further reading

      Equip Managers to Effectively Manage Virtual Teams

      Learning objectives

      Describe the benefits of virtual teams.

      Create a plan for adopting effective management practices and setting clear expectations with virtual teams.

      Identify potential solutions to the challenges of managing performance and developing members of virtual teams.

      Create an action plan to increase effectiveness in managing virtual teams.

      Target audience

      People managers who manage or plan to manage virtual teams.

      Training length

      Two three-hour sessions

      Training material

      • Use the speaker’s notes in the notes pane section of each slide to plan and practice the training session.
      • Activity slides are scattered throughout this training deck and are clearly numbered in the slide title.
      • Notes in italics are written to the facilitator and are not meant to be read aloud.
      • Download the Workbook for participants to use.

      Suggested materials for activities:

      • Index cards or sticky notes
      • Markers
      • Whiteboard/large table space/flip chart

      Agenda & activities

      Section 1

      Section 2

      10 min

      Welcome: Overview & Introductions

      • Introductions
      10 min

      Welcome: Overview & Introductions

      • Session 1 Review
      • Session 2 Overview
      50 min

      1.1 Introduction to virtual teams

      • What kind of virtual team do you lead?
      • Virtual team benefits and challenges
      55 min

      2.1 Managing wellbeing in a virtual team context

      • Share current practices and challenges regarding wellbeing in virtual teams
      • Identify and discuss proposed solutions
      • Develop draft action plan for managing wellbeing in a virtual team context
      5 min

      Break

      5 min Break
      45 min

      1.2 Laying the foundation for a virtual team

      • Identify behaviors to better inform, interact with, and involve team members
      60 min

      2.2 Managing performance in a virtual team context

      • Share current performance management practices for virtual teams
      • Identify challenges of current practices and propose solutions
      • Develop draft action plan for managing performance in a virtual team context
      10 min

      Break

      10 min Break
      55 min

      1.2 Laying the foundation for a virtual team

      • Identify and share ways you prefer to communicate for different activities
      • Develop draft action plan for laying the foundation for a virtual team
      40 min

      Action planning & conclusion

      • Refine consolidated action plan (three parts) and commit to implementing it
      • Key takeaways
      5 min

      Session 1 Wrap-Up

      Recommended Customization

      Review all slides and adjust the language or content as needed to suit your organizational context and culture.

      The pencil icon to the left denotes slides requiring customization of the slide and/or the speaker’s notes, e.g. adding in an organization-specific process.

      Customization instructions are found in the notes pane.

      Tips

      • Adjust the speaker’s notes on the slides before (or after) any slides you modify or delete to ensure logical transitions between slides.
      • Update the agenda to reflect new timings if major modifications are made.
      • Even seasoned leaders need to be reminded of the basics now and again. Rather than delete more basic slides, cut back on the amount of time spent covering them and frame the content as a refresher.
      • Participant Workbooks
      • Relevant organization-specific documents (see side panel)
      • Training Session Feedback Form

      Required Information

      • Communication guidelines for managers (e.g. cadence of manager interactions)
      • Performance management process and guidelines
      • Employee development guidelines
      • List of available resources (e.g. social collaboration tools)

      Effectively Manage Virtual Teams

      Section 1.1

      Practical foundations for managing teams in a remote environment

      Feasibility of virtual IT teams

      Most organizations are planning some combination of remote and onsite work in 2022.

      This is an image of a bar graph demonstrating the percentage of companies who have the following plans for return to work: Full work-from-home (All employees WFH permanently) - 4% ; No work-from-home permitted	9% ; Partial work-from-home team (Eligible employees can WFH for a certain portion of their work week)	23% ; Balanced work-from-home team (All employees can WFH for a certain portion of their work week)	28% ; Hybrid work-from-home team (Eligible employees WFH on a full-time basis)	37%

      Source: IT Talent Trends, 2022; n=199

      Speaker’s Notes:

      Most organizations are planning some combination of remote and onsite work in 2022 – the highest reported plans for WFH were hybrid, balanced, and partial work-from-home. This builds on our findings in the IT Talent Trends 2022 report.

      Feasibility of virtual IT teams

      What percentage of roles in IT are capable of being performed remotely permanently?

      Approximately what percentage of roles in IT are capable of being performed remotely permanently?

      0% to less than 10%: 3%; 10% to less than 25%: 5%; 25% to less than 50%: 12%; 50% to less than 75%: 30%; 75% to 100%L 50%.

      IT Talent Trends, 2022; n=207

      Speaker’s Notes:

      80% of respondents estimated that 50 to 100% of IT roles can be performed remotely.

      Virtual teams take all kinds of forms

      A virtual team is any team that has members that are not colocated and relies on technology for communications.

      This image depicts the three levels of virtual teams, Municipal; National; Global.

      Speaker’s Notes:

      Before we start, it will be useful to review what we mean by the term “virtual team.” For our purposes we will be defining a virtual team as any team that has members that are not colocated and relies on technology for communications.

      There are a wide variety of virtual work arrangements and a variety of terms used to describe them. For example, some common terms include:

      • “Flexible work arrangements”: Employees have the option to work where they see fit (within certain constraints). They may choose to work from the office, home, a shared office space, the road, etc.
      • “Remote work,” “work from home,” and “telecommuting”: These are just various ways of describing how or where people are working virtually. They all share the idea that these kinds of employees are not colocated.
      • “Multi-office team”: the team members all work in office environments, but they may not always be in the same office as their team members or manager.

      Our definition of virtual work covers all of these terms. It is also distance neutral, meaning that it applies equally to teams that are dispersed globally or regionally or even those working in the same cities but dispersed throughout different buildings. Our definition also applies whether virtual employees work full time or part time.

      The challenges facing managers arise as soon as some team members are not colocated and have to rely on technology to communicate and coordinate work. Greater distances between employees can complicate challenges (e.g. time zone coordination), but the core challenges of managing virtual teams are the same whether those workers are merely located in different buildings in the same city or in different buildings on different continents.

      1.1 What kind of virtual team do you lead?

      15 Minutes

      Working on your own, take five minutes to figure out what kind of virtual team you lead.

      1. How many people on your team work virtually (all, most, or a small percentage)?
      2. How often and how regularly do they tend to work virtually (full time, part time regularly, or part time as needed)?
      3. What kinds of virtual work arrangements are there on your team (multi-site, work from home, mobile employees)?
      4. Where do your workers tend to be physically located (different offices but in the same city/region or globally dispersed)?
      5. Record this information in your workbook.
      6. Discuss as a group.

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Size of virtual team
      • Current remote work practices

      Output

      • Documented list of current state of remote work

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Advantages

      Benefits to the organization

      Benefits to employees

      Operational continuity in disaster situations that prevent employees from coming into the office.

      Cost savings: Employees who WFH half the time can save $2,500 to $4,000 per year (Global Workplace Analytics, 2021).

      Cost savings: Organizations save ~$11,000 annually per employee working from home half the time (Global Workplace Analytics, 2021).

      Time savings: Employees who WFH half the time save on average 11 workdays per year (Global Workplace Analytics, 2021).

      Increased attraction: 71% of employees would likely choose one employer over another based on WFH offerings (Owl Labs, 2021).

      Improved wellbeing:

      83% employees agree that WFH would make them happier.

      80% agree that WFH would decrease their stress.

      81% agree that WFH would improve their ability to manage their work-life balance.

      (Owl Labs, 2021)

      Increased retention: 74% of employees would be less likely to leave their employer if they could WFH (Owl Labs, 2021).

      Increased flexibility: 32% of employees rated the “ability to have a flexible schedule” as the biggest benefit of WFH (OWL Labs, 2021).

      Increased productivity: 50% of employees report they would maintain or increase their productivity while working from home (Glassdoor Team, 2020).

      Increased engagement: Offsite employees tend to have higher overall engagement than onsite employees (McLean & Company Engagement Survey, 2020).

      Speaker’s Notes:

      Remote work arrangements are becoming more and more common, and for good reason: there are a lot of benefits to the organization – and to employees.

      #1: Save Money

      Perhaps one of the most common reasons for opting for remote-work arrangements is the potential cost savings. One study found that organizations could save about $11,000 per employee working from home half the time (Global Workplace Analytics, 2021).

      #2 Increased Attraction

      In addition, supporting remote-work arrangements can attract employees. One study found that 71% of employees would likely choose one employer over another based on WFH offerings (Owl Labs, 2019).

      #3 Improve productivity.

      There are also improvements to productivity. Fifty percent of employees report they would maintain or increase their productivity while working from home (Glassdoor Team, 2020).

      Remote work also has benefits to employees.

      #1: Save Money

      As with organizations, employees also benefit financially from remote work arrangements, saving between $2,500 and $4,000 and on average 11 working days while working from home half of the time.

      #2: Improved Wellbeing

      Most employees agree that working from home makes them happier, reduces stress, and provides an improved work-life balance through increased flexibility.

      Challenges

      Organizations

      • Concerns that WFH may stifle innovation (Scientific American, 2021), likely due to the potential lack of collaboration and knowledge sharing.
      • Fewer organic opportunities for informal interaction between employees working from home means active efforts are required to foster organizational culture.

      Leaders

      • 42% of managers believe that monitoring the productivity of their direct reports is a top challenge of WFH (Ultimate Software, 2019).
      • The lack of in-person supervision compounded with a lack of trust in employees leads many leaders to believe that WFH will result in a drop in productivity.

      Employees

      • 20% of employees report collaboration/communication as their top struggle with WFH (Owl Labs, 2021).
      • Employees often experience burnout from working longer hours due to the lack of commute, blurring of work and home life, and the perceived need to prove their productivity.

      Many of these barriers can be addressed by changing traditional mindsets and finding alternative ways of working, but the traditional approach to work is so entrenched that it has been hard to make the shift.

      Speaker’s Notes:

      Many organizations are still grappling with the challenges of remote work. Some are just perceived challenges, while others are quite real.

      Limited innovation and a lack of informal interaction are a potential consequence of failing to properly adapt to the remote-work environment.

      Leaders also face challenges with remote work. Losing in-person supervision has led to the lack of trust and a perceived drop in productivity.

      A study conducted 2021 asked remote workers to identify their biggest struggle with working remotely. The top three struggles remote workers report facing are unplugging after work, loneliness, and collaborating and/or communicating.

      Seeing the struggles remote workers identify is a good reminder that these employees have a unique set of challenges. They need their managers to help them set boundaries around their work; create feelings of connectedness to the organization, culture, and team; and be expert communicators.

      1.2 Virtual teams: benefits and challenges

      20 Minutes

      1. Discuss and list:
        1. Any positives you’ve experienced since managing virtual employees.
        2. Any challenges you’ve had to manage connected to managing virtual employees.
      2. Record information in the workbook.

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Personal experiences managing remote teams

      Output

      • List of benefits and challenges of remote work

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Effectively Manage Virtual Teams

      Section 1.2

      Laying the foundations for a virtual team

      The 3i’s: Inform, interact, and involve your way to effective management:

      Inform

      Interact Involve

      ↓ Down

      Connect

      ↑ Up

      Tell employees the whys

      Get to know employees

      Solicit input from employees

      Speaker’s Notes:

      Effectively managing a virtual team really comes down to adopting management approaches that will engage virtual employees.

      Managing a virtual team does not actually require a new management style. The basics of effective management are the same in both colocated and virtual teams; however, the emphasis on certain behaviors and actions we take often differs. Managing a virtual team requires much more thoughtfulness and planning in our everyday interactions with our teams as we cannot rely on the relative ease of face-to-face interactions available to colocated teams.

      The 3i’s Engaging Management Model is useful when interacting with all employees and provides a handy framework for more planful interactions with virtual employees.

      Think of your management responsibilities in these three buckets – they are the most important components of being an effective manager. We’re first going to look at inform and involve before moving on to interact.

      Inform: Relay information down from senior management and leaders to employees. Communicate the rationale behind decisions and priorities, and always explain how they will directly affect employees.

      Why is this important? According to McLean & Company’s Engagement Survey data, employees who say their managers keep them well informed about decisions that affect them are 3.4 times more likely to be engaged (Source: McLean & Company, 2020; N=77,363). Your first reaction to this might be “I already do this,” which may very well be the case. Keep in mind, though, we sometimes tend to communicate on a “need-to-know basis,” especially when we are stressed or short on time. Engaging employees takes more. Always focus on explaining the “why?” or the rationale behind business decisions.

      It might seem like this domain should be the least affected, since important company announcements probably continue in a remote environment. But remember that information like that also flows informally. And even in formal settings, there are question-and-answer opportunities. Or maybe your employee might come to your office to ask for more details. Virtual team members can’t gather around the watercooler. They don’t have the same opportunities to hear information in passing as people who are colocated do, so managers need to make a concerted effort to share information with virtual team members in a clear and timely way.

      Swinging over to the other end, we have involve: Involve your employees. Solicit information and feedback from employees and collaborate with them.

      However, it’s not enough to just solicit their feedback and input; you also need to act on it.

      Make sure you involve your employees in a meaningful way. Such collaboration makes employees feel like a valued part of the team. Not to mention that they often have information and perspectives that can help make your decisions stronger!

      Employees who say their department leaders act on feedback from them are 3.9 times more likely to be engaged than those whose leaders don’t. (Source: McLean & Company, 2020; N=59,779). That is a huge difference!

      Keeping virtual employees engaged and feeling connected and committed to the organization requires planful and regular application of the 3i’s model.

      Finally, Interact: Connect with employees on a personal level; get to know them and understand who they are on a personal and professional level.

      Why? Well, over and above the fact that it can be rewarding for you to build stronger relationships with your team, our data shows that human connection makes a significant difference with employees. Employees who believe their managers care about them as a person are 3.8 times more likely to be engaged than those who do not (Source: McLean & Company, 2017; N=70,927).

      And you might find that in a remote environment, this is the area that suffers the most, since a lot of these interactions tend to be unscripted, unscheduled, and face to face.

      Typically, if we weren’t in the midst of a pandemic, we’d emphasize the importance of allocating some budget to travel and get some face-to-face time with your staff. Meeting and interacting with team members face to face is crucial to building trusting relationships, and ultimately, an effective team, so given the context of our current circumstances, we recommend the use of video when interacting with your employees who are remote.

      Relay information down from senior management to employees.

      Ensure they’ve seen and understand any organization-wide communication.

      Share any updates in a timely manner.

      Connect with employees on a personal level.
      Ask how they’re doing with the new work arrangement.
      Express empathy for challenges (sick family member, COVID-19 diagnosis, etc.).
      Ask how you can support them.
      Schedule informal virtual coffee breaks a couple of times a week and talk about non-work topics.

      Get information from employees and collaborate with them.
      Invite their input (e.g. have a “winning remotely” brainstorming session).
      Escalate any challenges you can’t address to your VP.
      Give them as much autonomy over their work as possible – don’t micromanage.

      1.3 Identify behaviors to inform, interact with, and involve team members

      20 Minutes

      Individually:

      1. Identify one behavior for each of Inform, Interact, and Involve to improve.
      2. Record information in the workbook.

      As a group:

      1. Discuss behaviors to improve for each of Inform, Interact, and Involve and record new ideas to incorporate into your leadership practice.

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • 3i's Model
      • Current leadership behaviors to improve

      Output

      • List of behaviors to better inform, interact, and involve team members

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Laying the foundation: Set clear expectations

      Tasks

      • What are the daily and weekly team activities? How do they affect one another?

      Goals

      • Clarify any adjustments to strategy based on the situation; clarify metrics.

      Communication

      • How often and when will you check in? What should they come to you for? What modalities will you use and when?

      Roadblocks

      • Involve your team in deciding how to handle roadblocks and challenges.

      Speaker’s Notes:

      Clear expectations are important in any environment, remote or not. But it is much harder to do in a remote environment. The barrier to seeking clarification is so much higher (For example, email vs. catching someone in hallway, or you can’t notice that a colleague is struggling without them asking).

      Communication – This is one area where the importance actually changes in a remote context. We’ve been talking about a lot of practices that are the same in importance whether you’re in an office or remote, and maybe you just enact them differently. But clarity around communication processes is actually tremendously more important in a remote environment.

      Adopt a five-step process to set specific and documented expectations

      1. Check in with how your team member is doing on a daily basis. Don’t forget to ask how they are doing personally.
      2. Follow up on previously set expectations. Ask how things are going. Discuss if priorities or expectations have changed and update expectations accordingly.
      3. Ask if they are experiencing any roadblocks and collaborate to find solutions.
      4. Provide feedback and recognition as appropriate.
      5. Document newly set expectations – either through a collaboration tool or through email.

      Speaker’s Notes:

      Suggested best practices: Hold daily team check-ins and hold separate individual check-ins. Increase frequency of these.

      During Check-in
      1. Set up a running Teams chat for your team.
      • This is your community. You must be the biggest cheerleader and keep the team feeling like they are contributing. Make sure everyone is involved.
    • Start each workday with a video scrum to discuss what’s coming today for your team.
      • Ask: What are you planning to work on today? Are there any roadblocks I can help with? Technology working OK?
    • Right after your team meeting, set up an “every morning video call” one-on-one meeting with each team member (5-10 minutes max).
      • Ask: What are you working on today? What will your momentum metrics be? What do you need from me?
    • Set up a separate video call at the end of the afternoon to review what everyone did (5 minutes max).
      • Ask: What went well? What went poorly? How can we improve?
    • After a Check-in
      1. Be accessible:
        • Ensure your team knows the best way to get in touch with you.
        • Email is not ideal for informal, frequent contact – use messaging instead.
      2. Be available:
        • Keep a running conversation going in Teams.
        • Respond in a timely manner; address issues quickly so that your team has what they need to succeed.
        • Let your team know if you’ll be away/offline for longer than an hour during the workday and ask them to do the same (e.g. for an appointment).
        • Help address roadblocks, answer questions, clarify priorities, etc.

      Define communication requirements

      • Set up an ongoing communication with your team.
        • E.g. a running conversation on Slack or Teams
      • Schedule daily virtual meetings and check-ins.
        • This can help to maintain a sense of normalcy and conduct a pulse check on your team.
      • Use video for important conversations.
        • Video chat creates better rapport, shows body language, and lessens feelings of isolation, but it can be taxing.
      • Set expectations about communication.
        • Differentiate between day-to-day communication and updates on the state of events.
      • Clearly communicate the collaboration toolkit.
        • What do we have available? What is the purpose of each?

      Speaker’s Notes:

      With organizational expectations set, we need to establish team expectations around how we collaborate and communicate.

      Today there is no lack of technology available to support our virtual communication. We can use the phone, conference calls, videoconferencing, Skype, instant messaging, [insert organization-specific technological tools.], etc.

      However, it is important to have a common understanding of which tools are most appropriate when and for what.

      What are some of the communication channel techniques you’ve found useful in your informal interactions with employees or that you’ve seen work well between employees?

      [Have participants share any technological tools they find useful and why.]

      Check in with your team on communication requirements

      • Should we share our calendars, hours of availability, and/or IM status?
      • How often should we meet as a team and one on one? Should we institute a time when we should not communicate virtually?
      • Which communication channel should we use in what context? How should we decide which communication method to use?
      • Should I share guidelines for email and meeting etiquette (or any other communication methods)?
      • Should we establish a new team charter?
      • What feedback does the team have regarding how we’ve been communicating?

      Speaker’s Notes:

      Whenever we interact, we make the following kinds of social exchanges. We exchange:

      • Information: Data or opinions
      • Emotions: Feelings and evaluations about the data or opinions
      • Motivations: What we feel like doing in response to data or opinions

      We need to make sure that these exchanges are happening as each team member intends. To do this, we have to be sensitive to what information is being conveyed, what emotions are involved in the interaction, and how we are motivating each other to act through the interaction. Every interaction will have intended and unintended effects on others. No one can pay attention to all of these aspects of communication all the time, but if we develop habits that are conducive to successful exchanges in all three areas, we can become more effective.

      In addition to being mindful of the exchange in our communication, as managers it is critical to build trusting relationships and rapport with employees as we saw in the 3i's model. However, in virtual teams we cannot rely on running into someone in the kitchen or hallway to have an informal conversation. We need to be thoughtful and deliberate in our interactions with employees. We need to find alternative ways to build these relationships with and between employees that are both easy and accepted by ourselves and employees. Because of that, it is important to set communication norms and really understand each other’s preferences. For example:

      • Timing of responses. Set the expectation that emails should be responded to within X hours/days unless otherwise noted in the actual email.
      • When it’s appropriate to send an email vs. using instant messaging.
      • A team charter – the team’s objectives, individual roles and responsibilities, and communication and collaboration guidelines.

      1.4 Identify and share ways you prefer to communicate for different activities

      20 Minutes

      1. Brainstorm and list the different types of exchanges you have with your virtual employees and they have with each other.
      2. List the various communication tools in use on your team.
      3. Assign a preferred communication method for each type of exchange

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Current types of exchanges on team
      • Communication methods used

      Output

      • Defined ways to communicate for each communication method

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Effectively Manage Virtual Teams

      Section 2.1
      Balancing wellbeing and performance in a virtual team context

      The pandemic has taken a significant toll on employees’ mental wellbeing

      44% of employees reported declined mental wellbeing since the start of the pandemic.

      • 44% of those who work from home.
      • 34% of those who have other work arrangements (i.e. onsite).
        (Qualtrics, 2020)

      "If one of our colleagues were to fall, break their leg, and get a cast, colleagues would probably rally around that person signing their cast. But, really, we don’t view the health of our brain the same as we do the health of our body."
      – Centre for Addiction and Mental Health (CAMH) Employee

      Speaker’s Notes:

      Despite being over two years into the pandemic, we are still seeing its effect on the physical and mental health of employees.

      The mental health aspect has been often overlooked by organizations, but in order to have a safe, happy, and productive team, you need to give mental health the same level of focus as physical heath. This requires a change in mindset in order for you as a leader to support your team's mental wellbeing during the pandemic and beyond.

      Employees are reporting several key mental wellbeing challenges

      Stress: 67%

      Employees report increasingly high levels of stress from the onset of COVID-19, stating that it has been the most stressful time in their careers.
      (Qualtrics, 2020)

      Anxiety: 57%

      Similarly, employees’ anxiety levels have peaked because of the pandemic and the uncertainty it brings.
      (Qualtrics, 2020)

      Four main themes surrounding stress & anxiety

      • Fear of contracting COVID-19
      • Financial pressures
      • Job security and uncertainty
      • Loneliness caused by social isolation

      Speaker’s Notes:

      The stress and uncertainty about the future caused by the pandemic and its fallout are posing the biggest challenges to employees.

      Organizations shutting down operations, moving to fully remote, or requiring some of their employees to be on site based on the current situation causes a lot of anxiety as employees are not able to plan for what is coming next.

      Adding in the loss of social networks and in-person interactions exacerbates the problem employees are facing. As leaders, it is your job to understand and mitigate these challenges wherever possible.

      Re-examine your workplace barriers to mental wellbeing

      New Barriers

      Old Barriers

      • Childcare/eldercare responsibilities
      • Fear of workplace health risks
      • Work location
      • Lost support networks
      • Changed work schedules
      • Social distancing
      • Workload
      • Fear of stigma
      • Benefits limits
      • Limits to paid time off
      • Lack of manager knowledge

      Key considerations:

      • Work Environment
        • Accessibility of mental wellbeing programs and initiatives
      • Organizational Culture
        • Modeling of wellbeing
        • Paid time off
        • Discussions around mental wellbeing
      • Total Rewards
        • Benefits coverage
        • Employee assistance programs (EAPs)
        • Manager knowledge

      Speaker’s Notes:

      Organizational barriers to mental wellbeing are sadly not new. Workloads, stigma around mental health, lack of sick days, and limits to benefits for mental health supports were challenges before the pandemic. Adding in the new barriers can very easily result in a tipping point for many employees who are simply not equipped to deal with or supported in dealing with the added burden of remote work in a post-pandemic world.

      To provide the needed support to your employees, it’s important to be mindful of the key considerations.

      Holistic employee wellbeing has never been more critical than it is right now

      Employee Wellbeing

      Physical

      The physical body; ensuring a person has the freedom, opportunities, and resources needed to sustainably maintain bodily health.

      Mental

      The psychological ability to cope with information, emotions, desires, and stressors (e.g. change, threats, etc.) in a healthy and balanced way. Essential for day-to-day living and functioning.

      Social

      The state of personal and professional relationships, including personal and community engagement. The capability for genuine, authentic, and mutually affirming interactions with others.

      Financial

      The state of a person’s finances; ensuring that a person feels capable to handle their financial situation and behaviors. The ability to live productively without the weight of financial stress.

      Speaker’s Notes:

      As a manager, you need to be mindful of all of these. Create an atmosphere where people are able to come to you for help if they are struggling in one of these areas. For example, some people might be more comfortable raising physical safety or comfort concerns (personal protective equipment, ergonomics) than concerns about mental health. Or they might feel like their feelings of loneliness are not appropriate to bring into their professional life.

      Wellbeing is a delicate subject, and most of the time, people are reluctant to talk about it. It requires vulnerability. And here’s the thing about it: Your staff will not drive a change in your team around making these topics more acceptable. It has to be the manager. You have to be the one to not just tell but show them that it’s OK to talk about this

      Encourage human-centered workplace behaviors

      Promote empathy as a focus value

      • Listen and show compassion.
      • Allow room for emotions.

      Encourage social connection

      • Leverage networks.
      • Infuse fun where possible.
      • Encourage community and sense of joint purpose.

      Cultivate a growth mindset

      • Encourage mindfulness and resilience.
      • Express gratitude.

      Empower others

      • Ask employees what they need and co-create solutions.
      • Integrate needs of personal and family life with work life.
      • Be clear on accountability.

      Speaker’s Notes:

      As a leader, your focus should be on encouraging the right behaviors on your team and in yourself.
      Show empathy; allowing room for emotion and showing you are willing and able to listen goes a long way to establishing trust.

      A growth mindset applies to resilience too. A person with a growth mindset is more likely to believe that even though they’re struggling now, they will get through it.

      Infuse fun – schedule social check-ins. This is not wasted time, or time off work – it is an integral part of the workday. We have less of it now organically, so you must bring it back deliberately. Remember that theme? We are deliberately reinfusing important organic elements into the workday.

      The last item, empowerment, is interesting – being clear on accountability. Have clear performance expectations. It might sound like telling people what to do would be disempowering, but it’s the opposite. By clarifying the goals of what they need to achieve, you empower them to invent their own “how,” because you and they are both sure they will arrive at the place that you agreed on. We will talk more about this in performance management.

      Emphasize the importance of wellbeing by setting the tone for the team

      Managers must…

      • LEAD BY EXAMPLE
        • Employees look to their managers for cues about how to react in a crisis. If the manager reacts with stress and fear, the team will follow.
      • ENCOURAGE OPEN COMMUNICATION
        • Frequent check-ins and transparent communication are essential during a time of crisis, especially when working remotely.
      • ACKNOWLEDGE THE SITUATION
        • Recognizing the stress that teams may be facing and expressing confidence in them goes a long way.
      • PROMOTE WELLBEING
        • Managers who take care of themselves can better support their teams and encourage them to practice good self-care too.
      • REDUCE STIGMA
        • Reducing stigma around mental health encourages people to come forward with their struggles and get the support they need.

      Speaker’s Notes:

      Emphasize the importance of wellbeing with what you do. If you do not model self-care behavior, people will follow what you do, not what you say.

      Lead by example – Live the behaviors you want to see in your employees. If you show confidence, positivity, and resiliency, it will filter down to your team.

      Encourage open communication – Have regular meetings where your team is able to set the agenda, or allow one-on-ones to be guided by the employee. Make sure these are scheduled and keep them a priority.

      Acknowledge the situation – Pretending things are normal doesn’t help the situation. Talk about the stress that the team is facing and express confidence that you will get through it together.

      Promote wellbeing – Take time off, don’t work when you’re sick, and you will be better able to support your team!

      Reduce stigma – Call it out when you see it and be sure to remind people of and provide access to any supports that the organization has.

      Conduct dedicated conversations around wellbeing

      1. Check in with how each team member is doing frequently and ask how they are doing personally.
      2. Discuss how things are going. Ask: “How is your work situation working out for you so far? Do you feel supported? How are you taking care of yourself in these circumstances?”
      3. Ask if there are any stressors or roadblocks that they have experienced and collaborate to find solutions.
      4. Provide reassurance of your support and confidence in them.
      5. Document the plan for managing stressors and roadblocks – either through a collaboration tool or through email.

      Speaker’s Notes:

      Going back to the idea of a growth mindset – this may be uncomfortable for you as a manager. So here’s a step-by-step guide that over time you can morph into your own style.

      With your team – be prepared to share first and to show it is OK to be vulnerable and address wellbeing seriously.

      1. Make sure you make time for the personal. Ask about their lives and show compassion.
      2. Give opportunities for them to bring up things that might stay hidden otherwise. Ask questions that show you care.
      3. Help identify areas they are struggling with and work with them to move past those areas.
      4. Make sure they feel supported in what they are going through and reassured of their place on the team.
      5. Roll wellbeing into your planning process. This signals to team that you see wellbeing as important, not just a checklist to cover during a team meeting, and are ready to follow through on it.

      Recognize when professional help is needed

      SIGNS OF BURNOUT: Overwhelmed; Frequent personal disclosure; Trouble sleeping and focusing; Frequent time off; Strained relationships; Substance abuse; Poor work performance

      Speaker’s Notes:

      As a leader, it is important to be on the lookout for warning signs of burnout and know when to step in and direct individuals to professional help.

      Poor work performance – They struggle to maintain work performance, even after you’ve worked with them to create coping strategies.

      Overwhelmed – They repeatedly tell you that they feel overwhelmed, very stressed, or physically unwell.

      Frequent personal disclosure – They want to discuss their personal struggles at length on a regular basis.

      Trouble sleeping and focusing – They tell you that they are not sleeping properly and are unable to focus on work.

      Frequent time off – They feel the need to take time off more frequently.

      Strained relationships – They have difficulty communicating effectively with coworkers; relationships are strained.

      Substance abuse – They show signs of substance abuse (e.g. drunk/high while working, social media posts about drinking during the day).

      Keeping an eye out for these signs and being able to step in before they become unmanageable can mean the difference between keeping and losing an employee experiencing burnout.

      Remember: Managers also need support

      • Added burden
      • Lead by example
      • Self-care

      Speaker’s Notes:

      If you’ve got managers under you, be mindful of their unique stressors. Don’t forget to check in with them, too.

      If you are a manager, remember to take care of yourself and check in with your own manager about your own wellbeing.

      2.1 Balance wellbeing and performance in a virtual team context

      30 Minutes

      1. Brainstorm and list current practices and challenges connected to wellbeing on your teams.
      2. Choose one or two wellbeing challenges that are most relevant for your team.
      3. Discuss as a group and identify one solution for each challenge that you can put into action with your own virtual team. Document this under “Action plan to move forward” on the workbook slide “2.1 Balancing wellbeing and performance in a virtual team context.”

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Current practices and challenges connected to wellbeing

      Output

      • Action plan for each challenge listed

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Effectively Manage Virtual Teams

      Section 2.2

      Managing performance in a virtual team context

      Virtual employees are craving more meaningful interactions with their managers

      A survey indicated that, overall, remote employees showed less satisfaction with manager interactions compared to other non-remote employees.

      1. 16% less likely to strongly agree their manager involves them in setting goals at work.
      2. 28% less likely to strongly agree they continually work with their manager to clarify work priorities.
      3. 29% less likely to strongly agree they have reviewed their greatest successes with their manager in the last six months.
      4. 30% less likely to strongly agree they have talked with their manager about progress toward goals in the last six months.

      Speaker’s Notes:

      In many cases, we have put people into virtual roles because they are self-directed and self-motivated workers who can thrive with the kind of autonomy and flexibility that comes with virtual work. As managers, we should expect many of these workers to be proactively interested in how they are performing and in developing their careers.

      It would be a mistake to take a hands-off approach when managing virtual workers. A recent survey indicated that, overall, remote employees showed less satisfaction with manager interactions compared to other non-remote employees. It was also one of the aspects of their work experience they were least satisfied with overall (Gallup, State of the American Workplace, 2017). Simply put, virtual employees are craving more meaningful conversations with their managers.

      While conversations about performance and development are important for all employees (virtual or non-virtual), managers of remote teams can have a significant positive impact on their virtual employees’ experience and engagement at work by making efforts to improve their involvement and support in these areas.

      During this module we will work together to identify ways that each of us can improve how we manage the performance of our virtual employees. At the end of the module everyone will create an action plan that they can put in place with their own teams. In the next module, we go through a similar set of activities to create an action plan for our interactions with employees about their development.

      Building blocks of performance management

      • Goal Setting

      • Setting Expectations

      • Measuring Progress

      • Feedback & Coaching

      Speaker’s Notes:

      [Include a visualization of your existing performance management process in the slide. Walk the participants through the process to remind them of what is expected. While the managers participating in the training should know this, there may be different understandings of it, or it might just be the case that it’s been a while since people looked at the official process. The intention here is merely to ensure everyone is on the same page for the purposes of the activities that follow.]

      Now that we’ve reviewed performance management at a high level, let’s dive into what is currently happening with the performance management of virtual teams.

      I know that you have some fairly extensive material at your organization around how to manage performance. This is fantastic. And we’re going to focus mainly on how things change in a virtual context.

      When measuring progress, how do you as a manager make sure that you are comfortable not seeing your team physically at their desks? This is the biggest challenge for remote managers.

      2.2 Share current performance management practices for virtual teams

      30 Minutes

      1. Brainstorm and list current high-level performance management practices connected to each building block. Record in your workbook.
      2. Discuss current challenges connected to implementing the building blocks with virtual employees.

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Current performance management practices
      • Challenges surrounding performance management

      Output

      • Current state of virtual performance management defined

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Communicate the “why”: Cascade organizational goals

      This image depicts the Cascade of Why- organizational goals. Organizational Mission; Organizational Values; Organizational Goals; Department Goals; Team Goals; Individual Goals

      Speaker’s Notes:

      When assisting your employees with their goals, think about the organization’s overall mission and goals to help you determine team and individual goals.

      • Organizational goals: Employee goals should align with organizational goals. Goals may cascade down through the organization.
      • Department or team goals: Create a clear strategy based on high-level goals for the year so employees can link short-term goals to the larger picture.
      • Individual goals: Employees should draw on their individual development plan to help set performance goals.

      Sometimes it’s difficult to get employees thinking about goals and they need assistance from managers. It’s also important to be clear on team goals to help guide employees in setting individual ones.

      The basic idea is to show people how their individual day-to-day work contributes to the overall success of the organization. It gives them a sense of purpose and a rationale, which translates to motivation. And also helps them problem solve with more autonomy.

      You’re giving people a sense of the importance of their own contribution.

      How to set clear expectations for job performance

      Ensure employees have a clear understanding of what’s expected for their role:

      1. Review their metrics so they understand how they’re being evaluated.
      2. Outline daily, weekly, monthly, and quarterly goals.
      3. If needed, help them plan when and how each part of their job should be done and what to prioritize.
      4. Ask them to come to you early if they experience a roadblock so that you can help rather than having them flounder on their own.
      5. Document instances where employees aren’t meeting role or performance expectations.

      Speaker’s Notes:

      Tailor performance goals to address any root causes of poor performance.

      For example:

      • If personal factors are getting in the way, work with the employee (and HR if necessary) to create a strategy to address any impediments to performing in the role.

      Tips for managing performance remotely

      • Reflect on one key question: What needs to happen for my direct reports to continue their work while working remotely?
      • Manage for results – not employee visibility at the office.
      • Use metrics to measure performance. If you don’t have any, define tasks and deliverables as clearly as possible and conduct regular check-ins.
      • Work with the employee to set goals and metrics to measure progress.

      Focus on results: Be flexible about how and when work gets done, as long as team members are hitting their targets.

      • For example, if they have childcare duties from 3 to 5pm during school closures and want to work later in the evening to make up the time, that’s fine – as long as the work gets done.
      • Set clear expectations about which work must be done during normal work hours (e.g. attend team meetings, client calls) and which can be done at other hours.
      • Team members must arrange with you any nonstandard working hours before they start using an altered schedule. It is your responsibility to keep track of hours and any alternate arrangements.
      • Don’t make team members feel constantly monitored (i.e. “Where were you from 10 to 11am?”); trust them until you have reason not to.

      Encourage your team members to unplug: If they’re sending you emails late at night and they haven’t made an alternate work hours agreement with you, encourage them to take time away from work.

      • It’s harder to unplug when working at home, and everyone needs a break to stay productive.

      Avoid micromanagement with holistic performance measures

      Quality

      How well tasks are accomplished

      Behavior

      Related to specific employee actions, skills, or attitudes

      Quantity

      How much work gets done

      Holistic measures demonstrate all the components required for optimal performance. This is the biggest driver in having comfort as a manager of a remote team and avoiding micromanagement. Typically these are set at the organizational level. You may need to adjust for individual roles, etc.

      Speaker's Notes:

      Metrics come in different types. One way to ensure your metrics capture the full picture is to use a mix of different kinds of metrics.

      Some metrics are quantitative: they describe quantifiable or numerical aspects of the goal. This includes timeliness. On the other hand, qualitative metrics have to do with the final outcome or product. And behavioral metrics have to do with employees' actions, skills, or attitudes. Using different kinds of metrics together helps you set holistic measures, which capture all the components of optimal performance toward your goal and prevent gaming the system.

      Let's take an example:

      A courier might have an objective to do a good job delivering packages. An example of a quantitative measure might be that the courier is required to deliver X number of packages per day on time. The accompanying metrics would be the number of packages delivered per day and the ratio of packages delivered on time vs. late.

      Can you see a problem if we use only these quantitative measures to evaluate the courier's performance?

      Wait to see if anyone volunteers an answer. Discuss suggestions.

      That's right, if the courier's only goal is to deliver more packages, they might start to rush, may ruin the packages, and may offer poor customer service. We can help to guard against this by implementing qualitative and behavioral measures as well. For example, a qualitative measure might be that the courier is required to deliver the packages in mint condition. And the metric would be the number of customer complaints about damaged packages or ratings on a satisfaction survey related to package condition.

      For the behavioral aspect, the courier might be required to provide customer-centric service with a positive attitude. The metrics could be ratings on customer satisfaction surveys related to the courier's demeanor or observations by the manager.

      Managing poor performance virtually: Look for key signs

      It’s crucial to acknowledge that an employee might have an “off week” or need time to balance work and life – things that can be addressed with performance management (PM) techniques. Managers should move into the process for performance improvement when:

      1. Performance fluctuates frequently or significantly.
      2. Performance has dropped for an extended period of time.
      3. Expectations are consistently not being met.

      Key signs to look for:

      • PM data/performance-related assessments
      • Continual absences
      • Decreased quality or quantity of output
      • Frequent excuses (e.g. repeated internet outages)
      • Lack of effort or follow-through
      • Missed deadlines
      • Poor communication or lack of responsiveness
      • Failure to improve

      Speaker’s notes:

      • Let’s talk more about identifying low performance.
      • Everybody has off days or weeks. And what if they are new to the role or new to working remotely? Their performance may be low because they need time to adjust. These sort of situations should be managed, but they don’t require moving into the process for performance improvement.
      • When managing employees who are remote or working in a hybrid situation, it is important to be alert to these signs and check in with your employees on a regular basis. Aim to identify and work with employees on addressing performance issues as they arise rather than waiting until it’s too late. Depending on your availability, the needs of the employee, and the complexity of their role, check-ins could occur daily, weekly, and/or monthly. As I mentioned, for remote employees, it’s often better to check-in more frequently but for a shorter period of time.
      • You want to be present in their work life and available to help them manage through roadblocks and stay on track, but try to avoid over-monitoring employees. Micromanaging can impact the manager-employee relationship and lead to the employee feeling that there is a lack of trust. Remember, the employee needs to be responsible for their own performance and improvement.
      • Check-ins should not just be about the work either. Take some time to check in personally. This is particularly important when managing remotely. It enables you to build a personal relationship with the employee and also keeps you aware if there are other personal issues at play that are impacting their work.
      • So, how do you know what does require performance improvement? There are three key things that you should look for that are clear signals that performance improvement is necessary:
        1. Their performance is fluctuating frequently or significantly.
        2. Their performance has dropped for an extended period of time.
        3. Expectations are consistently not being met.
      • What do you think are some key signs to look for that indicate a performance issue is occurring?

      Managing poor performance virtually: Conducting remote performance conversations

      Video calling

      Always use video calls instead of phone calls when possible so that you don’t lose physical cues and body language.

      Meeting invitations

      Adding HR/your leader to a meeting invite about performance may cause undue stress. Think through who needs to participate and whether they need to be included in the invite itself.

      Communication

      Ensure there are no misunderstandings by setting context for each discussion and having the employee reiterate the takeaways back to you.

      Focus on behavior

      Don’t assume the intent behind the behavior(s) being discussed. Instead, just focus on the behavior itself.

      Policies

      Be sure to adhere to any relevant HR policies and support systems. Working with HR throughout the process will ensure none are overlooked.

      Speaker’s notes:

      There are a few best practices you should follow when having performance conversations:

      • First, if you are in a different work environment than your employee, always use video calls instead of phone calls whenever possible so that you don’t miss out on physical cues and body language. If videoconferencing isn’t the norm, encourage them to turn on their video. Be empathic that it can feel awkward but explain the benefits, and you will both have an easier time communicating and understanding each other.
      • As I’ve mentioned, be considerate of the environment they are in. If they are in the office and you are working remotely, be sure to book a private meeting room for them to go to for the conversation. If they are working from home, be sure to check that they are prepared and able to focus on the conversation.
      • Next, carefully consider who you are adding to the meeting invite and whether it’s necessary for them to be there. Adding HR or your leader to a meeting invite may cause undue stress for the employee.
      • Consider the timing of the invite. Don’t send it out weeks in advance. When a performance problem exists, you’ll want to address it as soon as possible. A day or two of notice would be an ideal approach because it gives them a heads up but will not cause them extended stress or worrying.
      • Be considerate about the timing of the meeting and what else they may have scheduled. For example, a Friday afternoon before they are heading off on vacation or right before they are leading an important client call would not be appropriate timing.
      • As we just mentioned clear communication is critical. Ensure there are no misunderstandings by setting context for each discussion and having the employee reiterate takeaways back to you.
      • Focus on the behavior and don’t assume their intent. It can be tempting to say, “I know you didn’t mean to miss the deadline,” but you don’t know what they intended. Often people are not aware of the impact their behavior can have on others.
      • Lastly, be sure to adhere to any relevant HR policies and support systems. Working with HR throughout the process will ensure nothing is overlooked.

      2.3 Identify challenges of current practices and propose solutions

      30 Minutes

      1. Select one or two challenges from the previous activity.
      2. Identify one solution for each challenge that you can put into action with your own virtual team. Document in the workbook.

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Current performance management practices
      • Challenges surrounding performance management

      Output

      • Action plan to move forward

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Effectively Manage Virtual Teams

      Optional Section

      Employee development in a virtual team setting

      There are three main development approaches for both colocated and virtual employees

      Formal Training; Relational Learning; Experimental Learning

      Speaker’s Notes:

      As we have seen, our virtual employees crave more meaningful interactions with their managers. In addition to performance conversations, managers should also be having regular discussions with their employees about their employee development plans. One key component of these discussions is career planning. Whether you are thinking shorter term – how to become better at their current role – or longer term – how to advance beyond their current role – discussions about employee development are a great way to engage employees. Employees are ultimately responsible for creating and executing their own development plans, but managers are responsible for making sure that employees have thought through these plans and helping employees identify opportunities for executing those plans.

      To help us think about our own employee development practices, identify challenges they pose when working with virtual employees, and create solutions to these challenges, it is useful to think about employee development opportunities according to three types:

      1. The first kind of development opportunity is formal training. Formal training is organized and has a clearly defined curriculum and desired outcome. It usually takes the form of a group training session (like this one) or training videos or materials that employees can watch individually and on their own time. These opportunities usually end with a test or assignment that can be used to evaluate the degree to which the participant achieved the desired learning outcomes.
      2. The second kind of development opportunity is relational learning. Perhaps the most common form of this type of learning is coaching or mentoring. By establishing a long-term work relationship, checking in with employees about their daily work and development goals, and sharing their own experiences and knowledge, mentors help employees reflect and draw out learning from everyday, on-the-job development activities. Other examples include a peer support group or communities of practice. In these group settings peers share best practices and work together to overcome challenges.
      3. The third kind of development opportunity is experiential learning. This kind of opportunity provides employees the chance to work on real work problems, and the output of the development work can directly benefit the organization. Most people learn best by doing. On-the-job experiences that are challenging or new can force people to use and develop new skills and knowledge based on what worked effectively and what failed. Examples of experiential learning are on-the-job learning for new hires, stretch assignments, or special projects that take the employee beyond their daily routine and allow them to try new activities and develop competencies that they would not have the chance to develop as part of their regular job.

      According to McLean & Company, organizations should use the “70-20-10” rule as a rough guideline when working with employees to create their development plans: 10% of the plan should be dedicated to formal training opportunities, 20% to relational learning, and 70% to experiential learning. Managers should work with employees to identify their performance and career goals, ensure that their development plans are aligned with these goals, and include an appropriate mixture of all three kinds of development opportunities.

      To help identify challenges and solutions, think about how virtual work arrangements will impact the employee’s ability to leverage each type of opportunity at our organization.

      Here are some examples that can help us start thinking about the kinds of challenges virtual employees on our team face:

      Career Planning

      • One challenge can be identifying a career path that is consistent with working virtually. If switching from a virtual arrangement to an onsite arrangement is not a viable option for an employee, some career paths may not feasibly be open to them (at least as the company is currently organized). For example, if an employee would eventually like to be promoted to a senior leadership role in their business function but all senior leaders are required to work onsite at corporate headquarters, the employee will need to consider whether such a move is possible for them. In some cases employees may be willing to do this, but in others they may not. The important thing is to have these conversations with virtual employees and avoid the assumption that all career paths can be done virtually, since that might not be the case

      Formal Training

      • This is probably the least problematic form of employee development for virtual employees. In many cases this kind of training is scheduled well in advance, so virtual employees may be able to join non-virtual employees in person for some group training. When this is not possible (due to distance, budget, or time zone), many forms of group training can be recorded and watched by virtual employees later. Training videos and training materials can also easily be shared with virtual employees using existing collaboration software.

      Relational Learning

      • One major challenge here is developing a mentoring relationship virtually. As we discussed in the module on performance management, developing relationships virtually can be challenging because people cannot rely upon the kind of informal and spontaneous interactions that occur when people are located in the same office. Mentors and mentees will have to put in more effort and planning to get to know each other and they will have to schedule frequent check-ins so that employees can reflect upon their progress and experience (with the help of their mentors) more often.
      • Time zones and technology may pose potential barriers for certain candidates to be mentors. In some cases, employees that are best qualified to be mentors may not be as comfortable with collaborative software as other mentors or their mentees. If there are large time zone differences, some people who would otherwise be interested in acting as a mentor may be dissuaded. Managers need to take this into consideration if they are connecting employees with mentors or if they are thinking of taking on the mentor role themselves.

      Experiential Learning

      • Virtual employees risk being overlooked for special projects due to the “out of sight, out of mind” bias: When special projects come up, the temptation is to look around the room and see who is the best fit. The problem is, however, that in some cases the highest performers or best fit may not physically be in the room. In these cases it is important for managers to take on an advocate role for their employees and remind other managers that they have good virtual employees on their team that should be included or contacted. It is also important for managers to keep their team informed about these opportunities as often as possible.
      • Sometimes certain projects or certain kinds of work just cannot be done virtually in a company for a variety of reasons. The experiential learning opportunities will not be open to virtual employees. If such opportunities are open to the majority of other workers in this role (potentially putting virtual employees’ career development at a disadvantage relative to their peers), managers should work with their virtual employees to identify alternative experiences. Managers may also want to consider advocating for more or for higher quality experiential learning opportunities at the organization.

      Now that we have considered some general examples of challenges and solutions, let’s look at our own employee development practices and think about the practical steps we can take as managers to improve employee development for our virtual employees.

      Employee development basics

      • Career planning & performance improvement
      • Formal training
      • Relational learning
      • Experiential learning

      Speaker’s Notes:

      [Customize this slide according to your organization’s own policies and processes for employee development. Provide useful images that outline this on the slide, and in these notes describe the processes/policies that are in place. Note: In some cases policies or processes may not be designed with virtual employees or virtual teams in mind. That is okay for the purposes of this training module. In the following activities participants will discuss how they apply these policies and processes with their virtual teams. If your organization is interested in adapting its policies/processes to better support virtual workers, it may be useful to record those conversations to supplement existing policies later.]

      Now that we have considered some general examples of challenges and solutions, let’s look at our own employee development practices and think about the practical steps we can take as managers to improve employee development for our virtual employees.

      2.4 Share current practices for developing employees on a virtual team

      30 Minutes

      1. Brainstorm and list current high-level employee development practices. Record in your workbook.
      2. Discuss current challenges connected to developing virtual employees. Record in your workbook.
      3. Identify one solution for each challenge that you can put into action with your own virtual team.
      4. Discuss as a group.

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Current employee development practices
      • Challenges surrounding employee development

      Output

      • Action plan to move forward

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Refine Action Plans

      2.5 Refine your action plan and commit to implementing it

      30 Minutes

      1. Review your action plans for consistency and overlap. Highlight any parts you may struggle to complete.
      2. Meeting with your group, summarize your plans to each other. Provide feedback and discuss each other’s action plans.
      3. Discuss how you can hold each other accountable.

      Download the Workbook: Equip Managers to Effectively Manage Virtual Teams

      Input

      • Action items from previous activities.

      Output

      • Action plan to move forward

      Materials

      • Workbook: Equip Managers to Effectively Manage Virtual Teams

      Participants

      • All managers with direct reports working virtually

      Summary of Accomplishment

      • We do not need to go out and learn a new set of manager responsibilities to better manage our virtual teams; rather, we have to “dial up” certain responsibilities we already have or adjust certain approaches that we already take.
      • It is important to set clear expectations. While managers are ultimately responsible for making sure expectations are set and are clearly communicated, they are not the only ones with responsibilities. Employees and managers need to work together to overcome the challenges that virtual work involves.
      • Virtual employees crave meaningful interactions with their managers and team. Managers must take charge in fostering an atmosphere of openness around wellbeing and establish effective performance management strategies. By being proactive with our virtual teams’ wellness and mindful of our performance management habits, we can take significant steps toward keeping these employees engaged and productive.
      • Effective management in virtual contexts requires being more deliberate than is typical in non-virtual contexts. By working as a group to identify challenges and propose solutions, we have helped each other create action plans that we can use going forward to continually improve our management practices.

      If you would like additional support, have our analysts guide you through an info-tech workshop or guided implementation.

      Contact your account representative for more information

      workshops@infotech.com

      1-888-670-8889

      Speaker’s Notes:

      First, let’s take a moment to summarize the key things we have learned today:

      1. We do not need to go out and learn a new set of manager competencies to better manage our virtual teams; rather, we have to “dial up” certain competencies we already have or adjust certain approaches that we already take. In many cases we just need to be more aware of the challenges that virtual communication poses and be more planful in our approaches.
      2. It is important to set clear expectations. While managers are ultimately responsible for making sure expectations are set and clearly communicated, they are not the only ones with responsibilities. Employees and managers need to work together to overcome the challenges that virtual work involves. Making sure that teams have meaningful conversations about expectations, come to a shared understanding of them, and record them will create a firm foundation for all other interactions on the virtual team.
      3. Virtual employees crave meaningful interactions with their managers related to performance and employee development. By creating action plans for improving these kinds of interactions with our teams, we can take significant steps toward keeping these employees engaged and productive.
      4. Effective performance management and employee development in virtual contexts require more planfulness than is required in non-virtual contexts. By working as a group to identify challenges and propose solutions, we have helped each other create action plans that we can use going forward to continually improve our management practices.

      Is there anything that anyone has learned that is not on this list and that they would like to share with the group?

      Finally, were there any challenges identified today that were not addressed?

      [Note to facilitator: Take note of any challenges not addressed and commit to getting back to the participants with some suggested solutions.]

      Additional resources

      Manager Training: Lead Through Change

      Train managers to navigate the interpersonal challenges associated with change management and develop their communication and leadership skills. Upload this LMS module into your learning management system to enable online training.

      Manager Training: Build a Better Manager: Manage Your People

      Management skills training is needed, but organizations are struggling to provide training that makes a long-term difference in the skills managers use in their day to day.

      Many training programs are ineffective because they offer the wrong content, deliver it in a way that is not memorable, and are not aligned with the IT department’s business objectives.

      Blueprint: Manage Poor Performance While Working From Home

      Assess and improve remote work performance with our ready-to-use tools.

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      Knight, Rebecca. “How to manage remote direct reports.” Harvard Business Review, 2015. Web.

      “Rewards and Recognition: 5 ways to show remote worker appreciation.” FurstPerson, 2019. Web.

      Palay, Jonathan. "How to build your sales management cadence." CommercialTribe, 22 March 2018. Web.

      “Sales Activity Management Matrix.” Asian Sales Guru, 2019. Web.

      Smith, Simone. “9 Things to Consider When Recognizing Remote Employees.” hppy, 2018. Web.

      “State of Remote Work 2017.” OWL Labs, 2021. Web.

      “State of the American Workplace.” Gallup, 2017. Web.

      “Telework Savings Potential.” Global Workplace Analytics, June 2021. Web.

      “The Future of Jobs Employment Trends.” World Economic Forum, 2016. Web.

      “The other COVID-19 crisis: Mental health.” Qualtrics, 14 April 2020. Web.

      Thompson, Dan. “The straightforward truth about effective sales leadership.” Sales Hacker, 2017. Web.

      Tsipursky, Gleb. “Remote Work Can Be Better for Innovation Than In-Person Meetings.” Scientific American, 14 Oct. 2021. Web.

      Walsh, Kim. “New sales manager? Follow this guide to crush your first quarter.” HubSpot, May 2019. Web.

      “What Leaders Need to Know about Remote Workers: Surprising Differences in Workplace Happiness and Relationships.” TINYpulse, 2016.

      Zenger, Jack, and Joe Folkman. “Feedback: The Leadership Conundrum.” Talent Quarterly: The Feedback Issue, 2015.

      Contributors

      Anonymous CAMH Employee

      Document Your Cloud Strategy

      • Buy Link or Shortcode: {j2store}468|cart{/j2store}
      • member rating overall impact: 8.9/10 Overall Impact
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      • Parent Category Name: Cloud Strategy
      • Parent Category Link: /cloud-strategy

      Despite the universally agreed-upon benefit of formulating a coherent strategy, several obstacles make execution difficult:

      • Inconsistent understanding of what the cloud means
      • Inability to come to a consensus on key decisions
      • Ungoverned decision-making
      • Unclear understanding of cloud roles and responsibilities

      Our Advice

      Critical Insight

      A cloud strategy might seem like a big project, but it’s just a series of smaller conversations. The methodology presented here is designed to facilitate those conversations, using a curated list of topics, prompts, participant lists, and sample outcomes. We have divided the strategy into four key areas:

      • Vision and alignment
      • People
      • Governance
      • Technology

      Impact and Result

      • A shared understanding of what is necessary to succeed in the cloud
      • An end to ad hoc deployments that solve small problems and create larger ones
      • A unified approach and set of principles that apply to governance, architecture, integration, skills, and roles (and much, much more).

      Document Your Cloud Strategy Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Document Your Cloud Strategy – a phased guide to identifying, validating, and recording the steps you’ll take, the processes you’ll leverage, and the governance you’ll deploy to succeed in the cloud.

      This storyboard comprises four phases, covering mission and vision, people, governance, and technology, and how each of these areas requires forethought when migrating to the cloud.

      • Document Your Cloud Strategy – Phases 1-4

      2. Cloud Strategy Document Template – a template that allows you to record the results of the cloud strategy exercise in a clear, readable way.

      Each section of Document Your Cloud Strategy corresponds to a section in the document template. Once you’ve completed each exercise, you can record your results in the document template, leaving you with an artifact you can share with stakeholders.

      • Cloud Strategy Document Template
      [infographic]

      Workshop: Document Your Cloud Strategy

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Document Your Vision and Alignment

      The Purpose

      Understand and document your cloud vision and its alignment with your other strategic priorities.

      Key Benefits Achieved

      A complete understanding of your strategy, vision, alignment, and a list of success metrics that will help you find your way.

      Activities

      1.1 Record your cloud mission and vision.

      1.2 Document your cloud strategy’s alignment with other strategic plans.

      1.3 Record your cloud guiding principles.

      Outputs

      Documented strategy, vision, and alignment.

      Defined success metrics.

      2 Record Your People Strategy

      The Purpose

      Define how people, skills, and roles will contribute to the broader cloud strategy.

      Key Benefits Achieved

      Sections of the strategy that highlight skills, roles, culture, adoption, and the creation of a governance body.

      Activities

      2.1 Outline your skills and roles strategy.

      2.2 Document your approach to culture and adoption

      2.3 Create a cloud governing body.

      Outputs

      Documented people strategy.

      3 Document Governance Principles

      The Purpose

      This section facilitates governance in the cloud, developing principles that apply to architecture, integration, finance management, and more.

      Key Benefits Achieved

      Sections of the strategy that define governance principles.

      Activities

      3.1 Conduct discussion on architecture.

      3.2 Conduct discussion on integration and interoperability.

      3.3 Conduct discussion on operations management.

      3.4 Conduct discussion on cloud portfolio management.

      3.5 Conduct discussion on cloud vendor management.

      3.6 Conduct discussion on finance management.

      3.7 Conduct discussion on security.

      3.8 Conduct discussion on data controls.

      Outputs

      Documented cloud governance strategy.

      4 Formalize Your Technology Strategy

      The Purpose

      Creation of a formal cloud strategy relating to technology around provisioning, monitoring, and migration.

      Key Benefits Achieved

      Completed strategy sections of the document that cover technology areas.

      Activities

      4.1 Formalize organizational approach to monitoring.

      4.2 Document provisioning process.

      4.3 Outline migration processes and procedures.

      Outputs

      Documented cloud technology strategy.

      Further reading

      Document Your Cloud Strategy

      Get ready for the cloudy future with a consistent, proven strategy.

      Analyst perspective

      Any approach is better than no approach

      The image contains a picture of Jeremy Roberts

      Moving to the cloud is a big, scary transition, like moving from gas-powered to electric cars, or from cable to streaming, or even from the office to working from home. There are some undeniable benefits, but we must reorient our lives a bit to accommodate those changes, and the results aren’t always one-for-one. A strategy helps you make decisions about your future direction and how you should respond to changes and challenges. In Document Your Cloud Strategy we hope to help you accomplish just that: clarifying your overall mission and vision (as it relates to the cloud) and helping you develop an approach to changes in technology, people management, and, of course, governance. The cloud is not a panacea. Taken on its own, it will not solve your problems. But it can be an important tool in your IT toolkit, and you should aim to make the best use of it – whatever “best” happens to mean for you.

      Jeremy Roberts

      Research Director, Infrastructure and Operations

      Info-Tech Research Group

      Executive Summary

      Your Challenge

      The cloud is multifaceted. It can be complicated. It can be expensive. Everyone has an opinion on the best way to proceed – and in many cases has already begun the process without bothering to get clearance from IT. The core challenge is creating a coherent strategy to facilitate your overall goals while making the best use of cloud technology, your financial resources, and your people.

      Common Obstacles

      Despite the universally agreed-upon benefit of formulating a coherent strategy, several obstacles make execution difficult:

      • Inconsistent understanding of what the cloud means
      • Inability to come to a consensus on key decisions
      • Ungoverned decision making
      • Unclear understanding of cloud roles and responsibilities

      Info-Tech’s Approach

      A cloud strategy might seem like a big project, but it’s just a series of smaller conversations. The methodology presented here is designed to facilitate those conversations, using a curated list of topics, prompts, participant lists, and sample outcomes. We have divided the strategy into four key areas:

      1. Vision and alignment
      2. People
      3. Governance
      4. Technology

      The answers might be different, but the questions are the same

      Every organization will approach the cloud differently, but they all need to ask the same questions: When will we use the cloud? What forms will our cloud usage take? How will we manage governance? What will we do about people? How will we incorporate new technology into our environment? The answers to these questions are as numerous as there are people to answer them, but the questions must be asked.

      Your challenge

      This research is designed to help organizations that are facing these challenges or looking to:

      • Ensure that the cloud strategy is complete and accurately reflects organizational goals and priorities.
      • Develop a consistent and coherent approach to adopting cloud services.
      • Design an approach to mitigate risks and challenges associated with adopting cloud services.
      • Create a shared understanding of the expected benefits of cloud services and the steps required to realize those benefits.

      Grappling with a cloud strategy is a top initiative: 43% of respondents report progressing on a cloud-first strategy as a top cloud initiative.

      Source: Flexera, 2021.

      Definition: Cloud strategy

      A document providing a systematic overview of cloud services, their appropriate use, and the steps that an organization will take to maximize value and minimize risk.

      Common obstacles

      These barriers make this challenge difficult to address for many organizations:

      • The cloud means different things to different people, and creating a strategy that is comprehensive enough to cover a multitude of use cases while also being written to be consumable by all stakeholders is difficult.
      • The incentives to adopt the cloud differ based on the expected benefit for the individual customer. User-led decision making and historically ungoverned deployments can make it difficult to reset expectation and align with a formal strategy.
      • Getting all the right people in a room together to agree on the key components of the strategy and the direction undertaken for each one is often difficult.

      Info-Tech’s approach

      Define Your Cloud Vision

      Vision and alignment

      • Mission and vision
      • Alignment to other strategic plans
      • Guiding principles
      • Measuring success

      Technology

      • Monitoring
      • Provisioning
      • Migration

      Governance

      • Architecture
      • Integration and interoperability
      • Operations management
      • Cloud portfolio management
      • Cloud vendor management
      • Finance management
      • Security
      • Data controls

      People

      • Skills and roles
      • Culture and adoption
      • Governing bodies

      Info-Tech’s approach

      Your cloud strategy will comprise the elements listed under “vision and alignment,” “technology,” “governance,” and “people.” The Info-Tech methodology involves breaking the strategy down into subcomponents and going through a three-step process for each one. Start by reviewing a standard set of questions and understanding the goal of the exercise: What do we need to know? What are some common considerations and best practices? Once you’ve had a chance to review, discuss your current state and any gaps: What has been done? What still needs to be done? Finally, outline how you plan to go forward: What are your next steps? Who needs to be involved?

      Review

      • What questions do we need to answer to complete the discussion of this strategy component? What does the decision look like?
      • What are some key terms and best practices we must understand before deciding?

      Discuss

      • What steps have we already taken to address this component?
      • Does anything still need to be done?
      • Is there anything we’re not sure about or need further guidance on?

      Go forward

      • What are the next steps?
      • Who needs to be involved?
      • What questions still need to be asked/answered?
      • What should the document’s wording look like?

      Info-Tech’s methodology for documenting your cloud strategy

      1. Document your vision and alignment

      2. Record your people strategy

      3. Document governance principles

      4. Formalize your technology strategy

      Phase Steps

      1. Record your cloud mission and vision
      2. Document your cloud strategy’s alignment with other strategic plans
      3. Record your cloud guiding principles
      4. Define success
      1. Outline your skills and roles strategy
      2. Document your approach to culture and adoption
      3. Create a cloud governing body

      Document official organizational positions in these governance areas:

      1. Architecture
      2. Integration and interoperability
      3. Operations management
      4. Cloud portfolio management
      5. Cloud vendor management
      6. Finance management
      7. Security
      8. Data controls
      1. Formalize organizational approach to monitoring
      2. Document provisioning process
      3. Outline migration processes and procedures

      Phase Outcomes

      Documented strategy: vision and alignment

      Documented people strategy

      Documented cloud governance strategy

      Documented cloud technology strategy

      Insight summary

      Separate strategy from tactics

      Separate strategy from tactics! A strategy requires building out the framework for ongoing decision making. It is meant to be high level and achieve a large goal. The outcome of a strategy is often a sense of commitment to the goal and better communication on the topic.

      The cloud does not exist in a vacuum

      Your cloud strategy flows from your cloud vision and should align with the broader IT strategy. It is also part of a pantheon of strategies and should exist harmoniously with other strategies – data, security, etc.

      People problems needn’t preponderate

      The cloud doesn’t have to be a great disruptor. If you handle the transition well, you can focus your people on doing more valuable work – and this is generally engaging.

      Governance is a means to an end

      Governing your deployment for its own sake will only frustrate your end users. Articulate the benefits users and the organization can expect to see and you’re more likely to receive the necessary buy-in.

      Technology isn’t a panacea

      Technology won’t solve all your problems. Technology is a force multiplier, but you will still have to design processes and train your people to fully leverage it.

      Key deliverable

      Cloud Strategy Document template

      Inconsistency and informality are the enemies of efficiency. Capture the results of the cloud strategy generation exercises in the Cloud Strategy Document template.

      The image contains a screenshot of the Cloud Strategy Document Template.
      • Record the results of the exercises undertaken as part of this blueprint in the Cloud Strategy Document template.
      • It is important to remember that not every cloud strategy will look exactly the same, but this template represents an amalgamation of best practices and cloud strategy creation honed over several years of advisory service in the space.
      • You know your audience better than anyone. If you would prefer a strategy delivered in a different way (e.g. presentation format) feel free to adapt the Cloud Vision Executive Presentation into a longer strategy presentation.
      • Emphasis is an area where you should exercise discretion as well. A cost-oriented cloud strategy, or one that prioritizes one type of cloud (e.g. SaaS) at the exclusion of others, may benefit from more focus on some areas than others, or the introduction of relevant subcategories. Include as many of these as you think will be relevant.
      • Parsimony is king – if you can distill a concept to its essence, start there. Include additional detail only as needed. You want your cloud strategy document to be read. If it’s too long or overly detailed, you’ll encounter readability issues.

      Blueprint benefits

      IT benefits

      Business benefits

      • A consistent, well-defined approach to the cloud
      • Consensus on key strategy components, including security, architecture, and integration
      • A clear path forward on skill development and talent acquisition/retention
      • A comprehensive resource for information about the organization’s approach to key strategy components
      • Predictable access to cloud services
      • A business-aligned approach to leveraging the resources available in the cloud
      • Efficient and secure consumption of cloud resources where appropriate to do so
      • Answers to questions about the cloud and how it will be leveraged in the environment

      Measure the value of this blueprint

      Don’t take our word for it:

      • Document Your Cloud Strategy has been available for several years in various forms as both a workshop and as an analyst-led guided implementation.
      • After each engagement, we send a survey that asks members how they benefited from the experience. Those who have worked through Info-Tech’s cloud strategy material have given overwhelmingly positive feedback.
      • Additionally, members reported saving between 10 and 20 days and an average of $46,499.
      • Measure the value by calculating the time saved as a result of using Info-Tech’s framework vs. a home-brewed cloud strategy alternative and by comparing the overall cost of a guided implementation or workshop with the equivalent offering from another firm. We’re confident you’ll come out ahead.

      8.8/10 Average reported satisfaction

      13 Days Average reported time savings

      $46,499 Average cost savings

      Executive Brief Case Study

      INDUSTRY: Pharmaceuticals

      SOURCE: Info-Tech workshop

      Pharmaceutical company

      The unnamed pharmaceutical company that is the subject of this case study was looking to make the transition to the cloud. In the absence of a coherent strategy, the organization had a few cloud deployments with no easily discernable overall approach. Representatives of several distinct functions (legal, infrastructure, data, etc.) all had opinions on the uses and abuses of cloud services, but it had been difficult to round everyone up and have the necessary conversations. As a result, the strategy exercise had not proceeded in a speedy or well-governed way. This lack of strategic readiness presented a roadblock to moving forward with the cloud strategy and to work with the cloud implementation partner, tasked with execution.

      Results

      The company engaged Info-Tech for a four-day workshop on cloud strategy documentation. Over the course of four days, participants drawn from across the organization discussed the strategic components and generated consensus statements and next steps. The team was able to formalize the cloud strategy and described the experience as saving 10 days.

      Example output: Document your cloud strategy workshop exercise

      The image contains an example of Document your cloud streatgy workshop exercise.

      Anything in green, the team was reasonably sure they had good alignment and next steps. Those yellow flags warranted more discussion and were not ready for documentation.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful."

      Guided Implementation

      "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track."

      Workshop

      "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place."

      Consulting

      "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostics and consistent frameworks are used throughout all four options.

      Guided Implementation

      What does a typical GI on this topic look like?

      Document your vision and alignment

      Record your people strategy

      Document governance principles

      Formalize your technology strategy

      Call #1: Review existing vision/strategy documentation.

      Call #2: Review progress on skills, roles, and governance bodies.

      Call #3: Work through integration, architecture, finance management, etc. based on reqs. (May be more than one call.)

      Call #4: Discuss challenges with monitoring, provisioning, and migration as-needed.

      A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization. A typical GI is 4 to 6 calls over the course of 1 to 3 months

      Workshop Overview

      Contact your account representative for more information.

      workshops@infotech.com 1-888-670-8889

      Day 1

      Day 2

      Day 3

      Day 4

      Day 5

      Answer
      “so what?”

      Define the
      IT target state

      Assess the IT
      current state

      Bridge the gap and
      create the strategy

      Next steps and
      wrap-up (offsite)

      Activities

      1.1 Introduction

      1.2 Discuss cloud mission and vision

      1.3 Discuss alignment with other strategic plans

      1.4 Discuss guiding principles

      1.5 Define success metrics

      2.1 Discuss skills and roles

      2.2 Review culture and adoption

      2.3 Discuss a cloud governing body

      2.4 Review architecture position

      2.5 Discuss integration and interoperability

      3.1 Discuss cloud operations management

      3.2 Review cloud portfolio management

      3.3 Discuss cloud vendor management

      3.4 Discuss cloud finance management

      3.5 Discuss cloud security

      4.1 Review and formalize data controls

      4.2 Design a monitoring approach

      4.3 Document the workload provisioning process

      4.4 Outline migration processes and procedures

      5.1 Populate the Cloud Strategy Document

      Deliverables

      Formalized cloud mission and vision, along with alignment with strategic plans, guiding principles, and success metrics

      Position statement on skills and roles, culture and adoption, governing bodies, architecture, and integration/interoperability

      Position statements on cloud operations management, portfolio management, vendor management, finance management, and cloud security

      Position statements on data controls, monitoring, provisioning, and migration

      Completed Cloud Strategy Document

      Phase 1

      Document Your Vision and Alignment

      Phase 1

      Phase 2

      Phase 3

      Phase 4

      1.1 Document your mission and vision

      1.2 Document alignment to other strategic plans

      1.3 Document guiding principles

      1.4 Document success metrics

      2.1 Define approach to skills and roles

      2.2 Define approach to culture and adoption

      2.3 Define cloud governing bodies

      3.1 Define architecture direction

      3.2 Define integration approach

      3.3 Define operations management process

      3.4 Define portfolio management direction

      3.5 Define vendor management direction

      3.6 Document finance management tactics

      3.7 Define approach to cloud security

      3.8 Define data controls in the cloud

      4.1 Define cloud monitoring strategy

      4.2 Define cloud provisioning strategy

      4.3 Define cloud migration strategy

      This phase will walk you through the following activities:

      1. Record your cloud mission and vision
      2. Document your cloud strategy’s alignment with other strategic plans
      3. Record your cloud guiding principles
      4. Define success

      This phase has the following outcome:

      • Documented strategy: vision and alignment

      Record your mission and vision

      Build on the work you’ve already done

      Before formally documenting your cloud strategy, you should ensure that you have a good understanding of your overall cloud vision. How do you plan to leverage the cloud? What goals are you looking to accomplish? How will you distribute your workloads between different cloud service models (SaaS, PaaS, IaaS)? What will your preferred delivery model be (public, private, hybrid)? Will you support your cloud deployment internally or use the services of various consultants or managed service providers?

      The answers to these questions will inform the first section of your cloud strategy. If you haven’t put much thought into this or think you could use a deep dive on the fundamentals of your cloud vision and cloud archetypes, consider reviewing Define Your Cloud Vision, the companion blueprint to this one.

      Once you understand your cloud vision and what you’re trying to accomplish with your cloud strategy, this phase will walk you through aligning the strategy with other strategic initiatives. What decisions have others made that will impact the cloud strategy (or that the cloud strategy will impact)? Who must be involved/informed? What callouts must be involved at what point? Do users have access to the appropriate strategic documentation (and would they understand it if they did)?

      You must also capture some guiding principles. A strategy by its nature provides direction, helping readers understand the decisions they should make and why those decisions align with organizational interests. Creating some top-level principles is a useful exercise because those principles facilitate comprehension and ensure the strategy’s applicability.

      Finally, this phase will walk you through the process of measuring success. Once you know where you’d like to go, the principles that underpin your direction, and how your cloud strategy figures into the broader strategic pantheon, you should record what success actually means. If you’re looking to save money, overall cost should be a metric you track. If the cloud is all about productivity, generate appropriate productivity metrics. If you’re looking to expand into new technology or close a datacenter, you will need to track output specific to those overall goals.

      Review: mission and vision

      The overall organizational mission is a key foundational element of the cloud strategy. If you don’t understand where you’re going, how can you begin the journey to get there? This section of the strategy has four key parts that you should understand and incorporate into the beginning of the strategy document. If you haven’t already, review Define Your Cloud Vision for instructions on how to generate these elements.

      1. Cloud vision statement: This is a succinct encapsulation of your overall perspective on the suitability of cloud services for your environment – what you hope to accomplish. The ideal statement includes a scope (who/what does the strategy impact?), a goal (what will it accomplish?), and a key differentiator (what will make it happen?). This is an example: “[Organization] will leverage public cloud solutions and retire existing datacenter and colocation facilities. This transition will simplify infrastructure administration, support and security, while modernizing legacy infrastructure and reducing the need for additional capital expenditure.” You might also consider reviewing your overall cloud archetype (next slide) and including the output of that exercise in the document

      2. Service model decision framework: Services can be provided as software as a service (SaaS), platform as a service (PaaS), infrastructure as a service (IaaS), or they can be colocated or remain on premises. Not all cloud service models serve the same purpose or provide equal value in all circumstances. Understanding how you plan to take advantage of these distinct service models is an important component of the cloud strategy. In this section of the strategy, a rubric that captures the characteristics of the ideal workload for each of the named service models, along with some justification for the selection, is essential. This is a core component of Define Your Cloud Vision, and if you would like to analyze individual workloads, you can use the Cloud Vision Workbook for that purpose.

      3. Delivery model decision framework: Just as there are different cloud service models that have unique value propositions, there are several unique cloud delivery models as well, distinguished by ownership, operation, and customer base. Public clouds are the purview of third-party providers who make them available to paying customers. Private clouds are built for the exclusive use of a designated organization or group of organizations with internal clients to serve. Hybrid clouds involve the use of multiple, interoperable delivery models (interoperability is the key term here), while multi-cloud deployment models incorporate multiple delivery and service models into a single coherent strategy. What will your preferred delivery model be? Why?

      4. Support model decision framework: Once you have a service model nailed down and understand how you will execute on the delivery, the question then becomes about how you will support your cloud deployment going forward. Broadly speaking, you can choose to manage your deployment in house using internal resources (e.g. staff), to use managed service providers for ongoing support, or to hire consultants to handle specific projects/tasks. Each approach has its strengths and weaknesses, and many cloud customers will deploy multiple support models across time and different workloads. A foundational perspective on the support model is a key component of the cloud vision and should appear early in the strategy.

      Understand key cloud concepts: Archetype

      Once you understand the value of the cloud, your workloads’ general suitability for the cloud, and your proposed risks and mitigations, the next step is to define your cloud archetype. Your organization’s cloud archetype is the strategic posture that IT adopts to best support the organization’s goals. Info-Tech’s model recognizes seven archetypes, divided into three high-level archetypes. After consultation with your stakeholders, and based on the results of the suitability and risk assessment activities, define your archetype. The archetype feeds into the overall cloud vision and provides simple insight into the cloud future state for all stakeholders. The cloud vision itself is captured in a “vision statement,” a short summary of the overall approach that includes the overall cloud archetype.

      The image contains an arrow facing vertically up. The pointed end of the arrow is labelled more cloud, and the bottom of the arrow is labelled less cloud.

      We can best support the organization’s goals by:

      Cloud-Focused

      Cloud-Centric

      Providing all workloads through cloud delivery.

      Cloud-First

      Using the cloud as our default deployment model. For each workload, we should ask “why NOT cloud?”

      Cloud-Opportunistic

      Hybrid

      Enabling the ability to transition seamlessly between on-premises and cloud resources for many workloads.

      Integrated

      Combining cloud and traditional infrastructure resources, integrating data and applications through APIs or middleware.

      Split

      Using the cloud for some workloads and traditional infrastructure resources for others.

      Cloud-Averse

      Cloud-Light

      Using traditional infrastructure resources and limiting our use of the cloud to when it is absolutely necessary.

      Anti-Cloud

      Using traditional infrastructure resources and avoiding the use of cloud wherever possible.

      Modernize Data Architecture for Measurable Business Results

      • Buy Link or Shortcode: {j2store}387|cart{/j2store}
      • member rating overall impact: 9.5/10 Overall Impact
      • member rating average dollars saved: After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve.
      • member rating average days saved: Read what our members are saying
      • Parent Category Name: Data Management
      • Parent Category Link: /data-management
      • Data architecture projects have often failed in the past, causing businesses today to view the launch of a new project as a costly initiative with unclear business value.
      • New technologies in big data and analytics are requiring organizations to modernize their data architecture, but most organizations have failed to spend the time and effort refining the appropriate data models and blueprints that enable them to do so.
      • As the benefits for data architecture are often diffused across an organization’s information management practice, it can be difficult for the business to understand the value and necessity of data architecture.

      Our Advice

      Critical Insight

      • At the heart of tomorrow’s insights-driven enterprises is a modern data environment anchored in fit-for-purpose data architectures.
      • The role of traditional data architecture is transcending beyond organizational boundaries and its focus is shifting from “keeping the lights on” (i.e. operational data and BI) to providing game-changing insights gleaned from untapped big data.

      Impact and Result

      • Perform a diagnostic assessment of your present day architecture and identify the capabilities of your future “to be” environment to position your organization to capitalize on new opportunities in the data space.
      • Use Info-Tech’s program diagnostic assessment and guidance for developing a strategic roadmap to support your team in building a fit-for purpose data architecture practice.
      • Create a data delivery architecture that harmonizes traditional and modern architectural opportunities.

      Modernize Data Architecture for Measurable Business Results Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should modernize your data architecture, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Develop a data architecture vision

      Plan your data architecture project and align it with the business and its strategic vision.

      • Modernize Data Architecture for Measurable Business Results – Phase 1: Develop a Data Architecture Vision
      • Modernize Data Architecture Project Charter
      • Data Architecture Strategic Planning Workbook

      2. Assess data architecture capabilities

      Evaluate the current and target capabilities of your data architecture, using the accompanying diagnostic assessment to identify performance gaps and build a fit-for-purpose practice.

      • Modernize Data Architecture for Measurable Business Results – Phase 2: Assess Data Architecture Capabilities
      • Data Architecture Assessment and Roadmap Tool
      • Initiative Definition Tool

      3. Develop a data architecture roadmap

      Translate your planned initiatives into a sequenced roadmap.

      • Modernize Data Architecture for Measurable Business Results – Phase 3: Develop a Data Architecture Roadmap
      • Modernize Data Architecture Roadmap Presentation Template
      [infographic]

      Workshop: Modernize Data Architecture for Measurable Business Results

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Develop a Data Architecture (DA) Vision

      The Purpose

      Discuss key business drivers and strategies.

      Identify data strategies.

      Develop a data architecture vision.

      Assess data architecture practice capabilities. 

      Key Benefits Achieved

      A data architecture vision aligned with the business.

      A completed assessment of the organization’s current data architecture practice capabilities.

      Identification of "to be" data architecture practice capabilities.

      Identification of key gaps. 

      Activities

      1.1 Explain approach and value proposition

      1.2 Discuss business vision and key drivers

      1.3 Discover business pain points and needs

      1.4 Determine data strategies

      1.5 Assess DA practice capabilities

      Outputs

      Data strategies

      Data architecture vision

      Current and target capabilities for the modernized DA practice

      2 Assess DA Core Capabilities (Part 1)

      The Purpose

      Assess the enterprise data model (EDM).

      Assess current and target data warehouse, BI/analytics, and big data architectures.

      Key Benefits Achieved

      A completed assessment of the organization’s current EDM, data warehouse, BI and analytics, and big data architectures.

      Identification of "to be" capabilities for the organization’s EDM, data warehouse, BI and analytics, and big data architectures.

      Identification of key gaps.

      Activities

      2.1 Present an overarching DA capability model

      2.2 Assess current and target EDM capabilities

      2.3 Assess current/target data warehouse, BI/analytics, and big data architectures

      2.4 Identify gaps and high level strategies

      Outputs

      Target capabilities for EDM

      Target capabilities for data warehouse architecture, BI architecture, and big data architecture

      3 Assess DA Core Capabilities (Part 2)

      The Purpose

      Assess EDM.

      Assess current/target MDM, metadata, data integration, and content architectures.

      Assess dynamic data models.

      Key Benefits Achieved

      A completed assessment of the organization’s current MDM, metadata, data integration, and content architectures.

      Identification of “to be” capabilities for the organization’s MDM, metadata, data integration, and content architectures.

      Identification of key gaps.

      Activities

      3.1 Present an overarching DA capability model

      3.2 Assess current and target MDM, metadata, data integration, and content architectures

      3.3 Assess data lineage and data delivery model

      3.4 Identify gaps and high level strategies

      Outputs

      Target capabilities for MDM architecture, metadata architecture, data integration architecture, and document & content architecture

      Target capabilities for data lineage/delivery

      4 Analyze Gaps and Formulate Strategies

      The Purpose

      Map performance gaps and document key initiatives from the diagnostic assessment.

      Identify additional gaps and action items.

      Formulate strategies and initiatives to address priority gaps. 

      Key Benefits Achieved

      Prioritized gap analysis.

      Improvement initiatives and related strategies.

      Activities

      4.1 Map performance gaps to business vision, pain points, and needs

      4.2 Identify additional gaps

      4.3 Consolidate/rationalize/prioritize gaps

      4.4 Formulate strategies and actions to address gaps

      Outputs

      Prioritized gaps

      Data architecture modernization strategies

      5 Develop a Data Architecture Roadmap

      The Purpose

      Plot initiatives and strategies on a strategic roadmap.

      Key Benefits Achieved

      A roadmap with prioritized and sequenced initiatives.

      Milestone plan.

      Executive report. 

      Activities

      5.1 Transform strategies into a plan of action

      5.2 Plot actions on a prioritized roadmap

      5.3 Identify and discuss next milestone plan

      5.4 Compile an executive report

      Outputs

      Data architecture modernization roadmap

      Data architecture assessment and roadmap report (from analyst team)

      Learn the right way to manage metrics

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      Learn to use metrics in the right way. Avoid staff (subconciously) gaming the numbers, as it is only natural to try to achieve the objective. This is really a case of be careful what you wish for, you may just get it.

      Register to read more …

      2021 Q3 Research Highlights

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      Our research team is a prolific bunch! Every quarter we produce lots of research to help you get the most value out of your organization. This PDF contains a selection of our most compelling research from the third quarter of 2021.

      Application Development Quality

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      Apply quality assurance across your critical development process steps to secure quality to product delivery

      Understand the Difference Between Backups and Archives

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      • You don’t understand the difference between a backup and an archive or when to use one or the other.
      • Data is not constant. It is ever-changing and growing. How do you protect it?
      • You just replaced an application that was in use since day one, and even though you have a fully functional replacement, you would like to archive that original application just in case.
      • You want to save money, so you use your backup solution to archive data, but you know that is not ideal. What is the correct solution?

      Our Advice

      Critical Insight

      Keep in mind that backups are for recovery while archives are for discovery. Backups and archives are often confused but understanding the differences can result in significant savings of time and money. Backing up and archiving may be considered IT tasks, but recovery and discovery are capabilities the business wants and is willing to pay for.

      Impact and Result

      Archives and backups are not the same, and there is a use case for each. Sometimes minor adjustments may be required to make the use case work. Understanding the basics of backups and archives can lead to significant savings at a monetary and effort level.

      Understand the Difference Between Backups and Archives Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Understand the Difference Between Backups and Archives

      What is the difference between a backup and a data archive? When should I use one over the other? They are not the same and confusing the two concepts could be expensive.

      • Understand the Difference Between Backups and Archives Storyboard
      [infographic]

      Further reading

      Understand the Difference Between Backups and Archives

      They are not the same, and confusing the two concepts could be expensive

      Analyst Perspective

      Backups and archives are not interchangeable, but they can complement each other.

      Photo of P.J. Ryan, Research Director, Infrastructure & Operations, Info-Tech Research Group.

      Backups and archives are two very different operations that are quite often confused or misplaced. IT and business leaders are tasked with protecting corporate data from a variety of threats. They also must conform to industry, geographical, and legal compliance regulations. Backup solutions keep the data safe from destruction. If you have a backup, why do you also need an archive? Archive solutions hold data for a long period of time and can be searched. If you have an archive, why do you also need a backup solution? Backups and archives used to be the same. Remember when you would keep the DAT tape in the same room as the argon gas fire suppression system for seven years? Now that's just not feasible. Some situations require a creative approach or a combination of backups and archives.

      Understand the difference between archives and backups and you will understand why the two solutions are necessary and beneficial to the business.

      P.J. Ryan
      Research Director, Infrastructure & Operations
      Info-Tech Research Group

      Executive Summary

      Your Challenge
      • You don’t understand the difference between a backup and an archive or when to use one over the other.
      • Data is not constant. It is ever-changing and growing. How do you protect it?
      • You just replaced an application that had been in use since day one, and even though you have a fully functional replacement, you would like to archive that original application just in case.
      • You want to save money, so you use your backup solution to archive data, but you know that is not ideal. What is the correct solution?
      Common Obstacles
      • Storage costs can be expensive, as can some backup and archiving solutions.
      • Unclear requirements definition to decide between backups or archives.
      • Historically, people referred to archiving as tossing something into a box and storing it away indefinitely. Data archiving has a different meaning.
      • Executives want retired applications preserved but do not provide reasons or requirements.
      Info-Tech’s Approach
      • Spend wisely. Why spend money on an archive solution when a backup will suffice? Don’t leave money on the table.
      • Be creative and assess each backup or archive situation carefully. A custom solution may be required.
      • Backup your production data for the purpose of restoring it and adhere to the 3-2-1 rule of backups (Naviko.com).
      • Archive your older data to an alternate storge platform to save space, allow for searchability, and provide retention parameters.

      Info-Tech Insight

      Keep in mind that backups are for recovery while archives are for discovery. Backups and archives are often confused but understanding the differences can result in significant savings of time and money. Backing up and archiving may be considered IT tasks but recovery and discovery are capabilities the business wants and is willing to pay for.

      Archive

      What it IS

      A data archive is an alternate location for your older, infrequently accessed production data. It is indexed and searchable based on keywords. Archives are deleted after a specified period based on your retention policy or compliance directives.

      What it IS NOT

      Archives are not an emergency copy of your production data. They are not any type of copy of your production data. Archives will not help you if you lose your data or accidentally delete a file. Archives are not multiple copies of production data from various recovery points.

      Why use it

      Archives move older data to an alternate location. This frees up storage space for your current data. Archives are indexed and can be searched for historical purposes, compliance reasons, or in the event of a legal matter where specific data must be provided to a legal team.

      Tips & Tricks – Archiving

      • Archiving will move older data to an alternate location. This will free up storage space in the production environment.
      • Archiving solutions index the data to allow for easier searchability. This will aid in common business searches as well as assist with any potential legal searches.
      • Archiving allows companies to hold onto data for historical purposes as well as for specific retention periods in compliance with industry and regional regulations such as SOX, GDPR, FISMA, as well as others (msp360.com).

      Backup

      What it IS

      A backup is a copy of your data from a specific day and time. It is primarily used for recovery or restoration if something happens to the production copy of data. The restore will return the file or folder to the state it was in at the time of the backup.

      Backups occur frequently to ensure the most recent version of data is copied to a safe location.

      A typical backup plan makes a copy of the data every day, once a week, and once a month. The data is stored on tapes, disk, or using cloud storage.

      What it IS NOT

      Backups are not designed for searching or discovery. If you backup your email and must go to that backup in search of all email pertaining to a specific topic, you must restore the full backup and then search for that specific topic or sender. If you kept all the monthly backups for seven years, that will mean repeating that process 84 times to have a conclusive search, assuming you have adequate storage space to restore the email database 84 times.

      Backups do not free up space.

      Why use it

      Backups protect your data in the event of disaster, deletion, or accidental damage. A good backup strategy will include multiple backups on different media and offsite storage of at least one copy.

      Tips & Tricks – Backups

      • Production data should be backed up on a regular basis, ideally once a day or more frequently if possible.
      • Backups are intended to restore data when it gets deleted, over-written, or otherwise compromised. Most restore requests are from the last 24 to 48 hours, so it may be advantageous to keep a backup readily available on disk for a quick restore when needed.
      • Some vendors and industry subject matter experts advocate the use of a 3-2-1 rule when it comes to backups:
        • Keep three copies of your production data
        • In at least two separate locations (some advocate two different formats), and
        • One copy should be offsite (nakivo.com)

      Cold Storage

      • Cold storage refers to a storage option offered by some cloud vendors. In the context of the discussion between backups and archives, it can be an option for a dedicated backup solution for a specific period. Cost is low and the data is protected from destruction.
      • If an app has been replaced and all data transferred to the replacement solution but for some reason the company wishes to hold onto the data, you want a backup, not an archive. Extract the data, convert it into MongoDB or a similar solution, and drop it into cheap cloud storage (cold storage) for less than $5 per TB/month.

      Case Study

      Understanding the difference between archives and backups could save you a lot of time and money

      INDUSTRY: Manufacturing | SOURCE: Info-Tech Research

      Understanding the difference between an archive and a backup was the first step in solving their challenge.

      A leading manufacturing company found themselves in a position where they had to decide between archiving or doing nothing.

      The company had completed several acquisitions and ended up with multiple legacy applications that had been merged or migrated into replacement solutions. These legacy applications were very important to the original companies and although the data they held had been migrated to a replacement solution, executives felt they should hold onto these applications for a period of time, just in case.

      Some of the larger applications were archived using a modern archiving solution, but when it came to the smaller applications, the cost to add them to the archiving solution greatly exceeded the cost to just keep them running and maintain the associated infrastructure.

      A research advisor from Info-Tech Research Group joined a call with the manufacturing company and discussed their situation. The difference between archives and backups was explained and through the course of the conversation it was discovered that the solution was a modified backup. The application data had already been preserved through the migration, so data could be accessed in the production environment. The requirement to keep the legacy application up and running was not necessary but in compliance with the request to keep the information, the data could be exported from the legacy application into a non-sequential database, compressed, and stored in cloud-based cold storage for less than five dollars per terabyte per month. The manufacturing company’s staff realized that they could apply this same approach to several of their legacy applications and save tens of thousands of dollars in the process.

      Understand the Difference Between Backups and Archives

      Backups

      Backups are for recovery. A backup is a snapshot copy of production data at a specific point in time. If the production data is lost, destroyed, or somehow compromised, the data can be restored from the backup.

      Archives

      Archives are for discovery. It is production data that is moved to an alternate location to free up storage space, allow the data to be searchable, and still hold onto the data for historical or compliance purposes.

      Info-Tech Insight

      Archives and backups are not the same, and there is a use case for each. Sometimes minor adjustments may be required to make the use case work. Understanding the basics of backups and archives can lead to significant savings at a monetary and effort level.

      Additional Guidance

      Production data should be backed up.

      The specific backup solution is up to the business.

      Production data that is not frequently accessed should be archived.

      The specific solution to perform and manage the archiving of the data is up to the business

      • Archived data should also be backed up at least once.
      If the app has been replaced and all data transferred, you want a backup not an archive if you want to keep the data.
      • Short term – fence it off.
      • Long term – extract into Mongo then drop it into cheap cloud storage.

      Case Study

      Using tape backups as an archive solution could result in an expensive discovery and retrieval exercise.

      INDUSTRY: Healthcare | SOURCE: Zasio Enterprises Inc.

      “Do not commingle archive data with backup or disaster recovery tapes.”

      A court case in the United States District Court for the District of Nevada involving Guardiola and Renown Health in 2015 is a good example of why using a backup solution to solve an archiving challenge is a bad idea.

      Renown Health used a retention policy that declared any email older than six months of age as inactive and moved that email to a backup tape. Renown Health was ordered by the court to produce emails from a period of time in the past. Renown estimated that it would cost at least $248,000 to produce those emails, based on the effort involved to restore data from each tape and search for the email in question. Renown Health argued that this long and expensive process would result in undue costs.

      The court reviewed the situation and ruled against Renown Health and ordered them to comply with the request (Zasio.com).

      A proper archiving solution would have provided a quick and low-cost method to retrieve the emails in question.

      Backups and archives are complementary to each other

      • Archives are still production data, but the data does not change. A backup is recommended for the archived data, but the frequency of the backups can be lowered.
      • Backups protect you if a disaster strikes by providing a copy of the production data that was compromised or damaged. Archives allow you to access older data that may have just been forgotten, not destroyed or compromised. Archives could also protect you in a legal court case by providing data that is older but may prove your argument in court.

      Archives and backups are not the same.

      Backups copy your data. Archives move your data. Backups facilitate recovery. Archives facilitate discovery.

      Archive Backup
      Definition Move rarely accessed (but still production) data to separate media. Store a copy of frequently used data on a separate media to ensure timely operational recovery.
      Use Case Legal discovery, primary storage reduction, compliance requirements, and audits. Accidental deletion and/or corruption of data, hardware/software failures.
      Method Disk, cloud storage, appliance. Disk, backup appliance, snapshots, cloud.
      Data Older, rarely accessed production data. Current production data.

      Is it a backup or archive?

      • You want to preserve older data for legal and compliance reasons, so you put extra effort into keeping your tape backups safe and secure for seven years. That’s a big mistake that may cost you time and money. You want an archive solution.
      • You replace your older application and migrate all data to the new system, but you want to hold onto the old data, just in case. That’s a backup, not an archive.
      • A long serving senior executive recently left the company. You want to preserve the contents of the executive's laptop in case it is needed in the future. That’s a backup.

      Considerations When Choosing Between Solutions

      1

      Backup or archive?

      2

      What are you protecting?

      3

      Why are you protecting data?

      4

      Solution

      Backup

      Backup and/or archive.
      Additional information required.
      Column 3 may help

      Archive

      Device

      Data

      Application

      Operational Environment

      Operational recovery

      Disaster recovery

      Just in case

      Production storage space reduction

      Retention and preservation

      Governance, risk & compliance

      Backup

      Archive

      Related Info-Tech Research

      Stock image of light grids and flares. Establish an Effective Data Protection Plan

      Give data the attention it deserves by building a strategy that goes beyond backup.

      Stock image of old fuse box switches. Modernize Enterprise Storage

      Current and emerging storage technologies are disrupting the status quo – prepare your infrastructure for the exponential rise in data and its storage requirements.

      Logo for 'Software Reviews' and their information on 'Compare and Evaluate: Data Archiving.'
      Sample of Info-Tech's 'Data Archiving Policy'. Data Archiving Policy

      Bibliography

      “Backup vs. archiving: Know the difference.” Open-E. Accessed 05 Mar 2022.Web.

      G, Denis. “How to build retention policy.” MSP360, Jan 3, 2020. Accessed 10 Mar 2022.

      Ipsen, Adam. “Archive vs Backup: What’s the Difference? A Definition Guide.” BackupAssist, 28 Mar 2017. Accessed 04 Mar 2022.

      Kang, Soo. “Mitigating the expense of E-discovery; Recognizing the difference between back-ups and archived data.” Zasio Enterprises, 08 Oct 2015. Accessed 3 Mar 2022.

      Mayer, Alex. “The 3-2-1 Backup Rule – An Efficient Data Protection Strategy.” Naviko. Accessed 12 Mar 2022.

      “What is Data-Archiving?” Proofpoint. Accessed 07 Mar 2022.

      Position and Agree on ROI to Maximize the Impact of Data and Analytics

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      • Because ROI is a financial concept, it can be difficult to apply ROI to anything that produces intangible value.
      • It is a lot harder to apply ROI to functions like data and analytics than it is to apply it to functions like sales without misrepresenting its true purpose.

      Our Advice

      Critical Insight

      • The standard ROI formula cannot be easily applied to data and analytics and other critical functions across the organization.
      • Data and analytics ROI strategy is based on the business problem being solved.
      • The ROI score itself doesn’t have to be perfect. Key decision makers need to agree on the parameters and measures of success.

      Impact and Result

      • Agreed-upon ROI parameters
      • Defined measures of success
      • Optimized ROI program effectiveness by establishing an appropriate cadence between key stakeholders

      Position and Agree on ROI to Maximize the Impact of Data and Analytics Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Data and Analytics ROI Strategy Deck – A guide for positioning ROI to maximize the value of data and analytics.

      This research is meant to ensure that data and analytics executives are aligned with the key business decision makers. Focus on the value you are trying to achieve rather than perfecting the ROI score.

      • Position and Agree on ROI to Maximize the Impact of Data and Analytics Storyboard

      2. Data and Analytics Service to Business ROI Map – An aligned ROI approach between key decision makers and data and analytics.

      A tool to be used by business and data and analytics decision makers to facilitate discussions about how to approach ROI for data and analytics.

      • Data and Analytics Service to Business ROI Map
      [infographic]

      Further reading

      Position and Agree on ROI to Maximize the Impact of Data and Analytics

      Data and analytics ROI strategy is based on the business problem being solved and agreed-upon value being generated.

      Analyst Perspective

      Missing out on a significant opportunity for returns could be the biggest cost to the project and its sponsor.

      This research is directed to the key decision makers tasked with addressing business problems. It also informs stakeholders that have any interest in ROI, especially when applying it to a data and analytics platform and practice.

      While organizations typically use ROI to measure the performance of their investments, the key to determining what investment makes sense is opportunity cost. Missing out on a significant opportunity for return could be the biggest cost to the project and its sponsor. By making sure you appropriately estimate costs and value returned for all data and analytics activities, you can prioritize the ones that bring in the greatest returns.

      Ibrahim Abdel-Kader
      Research Analyst,
      Data & Analytics Practice
      Info-Tech Research Group
      Ben Abrishami-Shirazi
      Technical Counselor
      Info-Tech Research Group

      Executive Summary – ROI on Data and Analytics

      Your Challenge

      Common Obstacles

      Info-Tech’s Approach

      Return on investment (ROI) is a financial term, making it difficult to articulate value when trying to incorporate anything that produces something intangible.

      The more financial aspects there are to a professional function (e.g. sales and commodity-related functions), the easier it is to properly assess the ROI.

      However, for functions that primarily enable or support business functions (such as IT and data and analytics), it is a lot harder to apply ROI without misrepresenting its true purpose.

      • Apples and oranges – There is no simple way to apply the standard ROI formula to data and analytics among other critical functions across the organization.
      • Boiling the ocean – Obsession with finding a way to calculate a perfect ROI on data and analytics.
      • Not getting the big picture – Data and analytics teams suffer a skill set deficit when it comes to commercial acumen.
      • Not seeing eye to eye – ROI does not account for time in its calculation, making it prone to misalignment between stakeholders.

      Approach ROI for data and analytics appropriately:

      • Answer the following questions:
        • What is the business problem?
        • Whose business problem is it?
        • What is the objective?
      • Define measures of success based on the answers to the questions above.
      • Determine an appropriate cadence to continuously optimize the ROI program for data and analytics in collaboration with business problem owners.

      Info-Tech Insight

      ROI doesn’t have to be perfect. Parameters and measures of success need to be agreed upon with the key decision makers.

      Glossary

      Return on Investment (ROI): A financial term used to determine how much value has been or will be gained or lost based on the total cost of investment. It is typically expressed as a percentage and is supported by the following formula:

      Payback: How quickly money is paid back (or returned) on the initial investment.
      Business Problem Owner (BPO): A leader in the organization who is accountable and is the key decision maker tasked with addressing a business problem through a series of investments. BPOs may use ROI as a reference for how their financial investments have performed and to influence future investment decisions.
      Problem Solver: A key stakeholder tasked with collaborating with the BPO in addressing the business problem at hand. One of the problem solver’s responsibilities is to ensure that there is an improved return on the BPO’s investments.
      Return Enhancers: A category for capabilities that directly or indirectly enhance the return of an investment.
      Cost Savers: A category for capabilities that directly or indirectly save costs in relation of an investment.
      Investment Opportunity Enablers: A category for capabilities that create or enable a new investment opportunity that may yield a potential return.
      Game Changing Components: The components of a capability that directly yield value in solving a business problem.

      ROI strategy on data and analytics

      The image contains a screenshot of a diagram that demonstrates the ROI strategy on data and analytics.

      ROI roles

      Typical roles involved in the ROI strategy across the organization

      CDOs and CAOs typically have their budget allocated from both IT and business units.

      This is evidenced by the “State of the CIO Survey 2023” reporting that up to 63% of CDOs and CAOs have some budget allocated from within IT; therefore, up to 37% of budgets are entirely funded by business executives.

      This signifies the need to be aligned with peer executives and to use mechanisms like ROI to maximize the performance of investments.

      Source: Foundry, “State of the CIO Survey 2023.”

      Make IT a Successful Partner in M&A Integration

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      • Many organizations forget the essential role IT plays during M&A integration. IT is often unaware of a merger or acquisition until the deal is announced, making it very difficult to adequately interpret business goals and appropriately assess the target organization.
      • IT-related integration activities are amongst the largest cost items in an M&A, yet these costs are often overlooked or underestimated during due diligence.
      • IT is expected to use the M&A team’s IT due diligence report and estimated IT integration budget, which may not have been generated appropriately.
      • IT involvement in integration is critical to providing a better view of risks, improving the ease of integration, and optimizing synergies.

      Our Advice

      Critical Insight

      • Anticipate that you are going to be under pressure. Fulfill short-term, tactical operational imperatives while simultaneously conducting discovery and designing the technology end-state.
      • To migrate risks and guide discovery, select a high-level IT integration posture that aligns with business objectives.

      Impact and Result

      • Once a deal has been announced, use this blueprint to set out immediately to understand business M&A goals and expected synergies.
      • Assemble an IT Integration Program to conduct discovery and begin designing the technology end-state, while simultaneously identifying and delivering operational imperatives and quick-wins as soon as possible.
      • Following discovery, use this blueprint to build initiatives and put together an IT integration budget. The IT Integration Program has an obligation to explain the IT cost implications of the M&A to the business.
      • Once you have a clear understanding of the cost of your IT integration, use this blueprint to build a long-term action plan to achieve the planned technology end-state that best supports the business capabilities of the organization.

      Make IT a Successful Partner in M&A Integration Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should follow Info-Tech’s M&A IT integration methodology and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Launch the project

      Define the business’s M&A goals, assemble an IT Integration Program, and select an IT integration posture that aligns with business M&A strategy.

      • Make IT a Successful Partner in M&A Integration – Phase 1: Launch the Project
      • IT Integration Charter

      2. Conduct discovery and design the technology end-state

      Refine the current state of each IT domain in both organizations, and then design the end-state of each domain.

      • Make IT a Successful Partner in M&A Integration – Phase 2: Conduct Discovery and Design the Technology End-State
      • IT Integration Roadmap Tool

      3. Initiate operational imperatives and quick-wins

      Generate tactical operational imperatives and quick-wins, and then develop an interim action plan to maintain business function and capture synergies.

      • Make IT a Successful Partner in M&A Integration – Phase 3: Initiate Operational Imperatives and Quick-Wins

      4. Develop an integration roadmap

      Generate initiatives and put together a long-term action plan to achieve the planned technology end-state.

      • Make IT a Successful Partner in M&A Integration – Phase 4: Develop an Integration Roadmap
      [infographic]

      Workshop: Make IT a Successful Partner in M&A Integration

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Launch the Project

      The Purpose

      Identification of staffing and skill set needed to manage the IT integration.

      Generation of an integration communication plan to highlight communication schedule during major integration events.

      Identification of business goals and objectives to select an IT Integration Posture that aligns with business strategy.

      Key Benefits Achieved

      Defined IT integration roles & responsibilities.

      Structured communication plan for key IT integration milestones.

      Creation of the IT Integration Program.

      Generation of an IT Integration Posture.

      Activities

      1.1 Define IT Integration Program responsibilities.

      1.2 Build an integration communication plan.

      1.3 Host interviews with senior management.

      1.4 Select a technology end-state and IT integration posture.

      Outputs

      Define IT Integration Program responsibilities and goals

      Structured communication plan

      Customized interview guide for each major stakeholder

      Selected technology end-state and IT integration posture

      2 Conduct Discovery and Design the Technology End-State

      The Purpose

      Identification of information sources to begin conducting discovery.

      Definition of scope of information that must be collected about target organization.

      Definition of scope of information that must be collected about your own organization.

      Refinement of the technology end-state for each IT domain of the new entity. 

      Key Benefits Achieved

      A collection of necessary information to design the technology end-state of each IT domain.

      Adequate information to make accurate cost estimates.

      A designed end-state for each IT domain.

      A collection of necessary, available information to make accurate cost estimates. 

      Activities

      2.1 Define discovery scope.

      2.2 Review the data room and conduct onsite discovery.

      2.3 Design the technology end-state for each IT domain.

      2.4 Select the integration strategy for each IT domain.

      Outputs

      Tone set for discovery

      Key information collected for each IT domain

      Refined end-state for each IT domain

      Refined integration strategy for each IT domain

      3 Initiate Tactical Initiatives and Develop an Integration Roadmap

      The Purpose

      Generation of tactical initiatives that are operationally imperative and will help build business credibility.

      Prioritization and execution of tactical initiatives.

      Confirmation of integration strategy for each IT domain and generation of initiatives to achieve technology end-states.

      Prioritization and execution of integration roadmap.

      Key Benefits Achieved

      Tactical initiatives generated and executed.

      Confirmed integration posture for each IT domain.

      Initiatives generated and executed upon to achieve the technology end-state of each IT domain. 

      Activities

      3.1 Build quick-win and operational imperatives.

      3.2 Build a tactical action plan and execute.

      3.3 Build initiatives to close gaps and redundancies.

      3.4 Finalize your roadmap and kick-start integration.

      Outputs

      Tactical roadmap to fulfill short-term M&A objectives and synergies

      Confirmed IT integration strategies

      Finalized integration roadmap

      Improve Requirements Gathering

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      • Parent Category Name: Requirements & Design
      • Parent Category Link: /requirements-and-design
      • Poor requirements are the number one reason that projects fail. Requirements gathering and management has been an ongoing issue for IT professionals for decades.
      • If proper due diligence for requirements gathering is not conducted, then the applications that IT is deploying won’t meet business objectives and will fail to deliver adequate business value.
      • Inaccurate requirements definition can lead to significant amounts of project rework and hurt the organization’s financial performance. It will also create significant damage to the working relationship between IT and the business.
      • Often, business analysts haven’t developed the right competencies to successfully execute requirements gathering processes, even when they are in place.

      Our Advice

      Critical Insight

      • To avoid makeshift solutions, an organization needs to gather requirements with the desired future state in mind.
      • Creating a unified set of standard operating procedures is essential for effectively gathering requirements, but many organizations fail to do it.
      • Centralizing governance of requirements processes with a requirements gathering steering committee or requirements gathering center of excellence can bring greater uniformity and cohesion when gathering requirements across projects.
      • Business analysts must be targeted for competency development to ensure that the processes developed above are being successfully executed and the right questions are being asked of project sponsors and stakeholders.

      Impact and Result

      • Enhanced requirements analysis will lead to tangible reductions in cycle time and reduced project overhead.
      • An improvement in requirements analysis will strengthen the relationship between business and IT, as more and more applications satisfy stakeholder needs.
      • More importantly, the applications delivered by IT will meet all of the must-have and at least some of the nice-to-have requirements, allowing end users to successfully execute their day-to-day responsibilities.

      Improve Requirements Gathering Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should invest in optimizing your requirements gathering processes.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Build the target state for the requirements gathering process

      Capture a clear understanding of the target needs for the requirements process.

      • Build a Strong Approach to Business Requirements Gathering – Phase 1: Build the Target State for the Requirements Gathering Process
      • Requirements Gathering SOP and BA Playbook
      • Requirements Gathering Maturity Assessment
      • Project Level Selection Tool
      • Business Requirements Analyst
      • Requirements Gathering Communication Tracking Template

      2. Define the elicitation process

      Develop best practices for conducting and structuring elicitation of business requirements.

      • Build a Strong Approach to Business Requirements Gathering – Phase 2: Define the Elicitation Process
      • Business Requirements Document Template
      • Scrum Documentation Template

      3. Analyze and validate requirements

      Standardize frameworks for analysis and validation of business requirements.

      • Build a Strong Approach to Business Requirements Gathering – Phase 3: Analyze and Validate Requirements
      • Requirements Gathering Documentation Tool
      • Requirements Gathering Testing Checklist

      4. Create a requirements governance action plan

      Formalize change control and governance processes for requirements gathering.

      • Build a Strong Approach to Business Requirements Gathering – Phase 4: Create a Requirements Governance Action Plan
      • Requirements Traceability Matrix
      [infographic]

      Workshop: Improve Requirements Gathering

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Define the Current State and Target State for Requirements Gathering

      The Purpose

      Create a clear understanding of the target needs for the requirements gathering process.

      Key Benefits Achieved

      A comprehensive review of the current state for requirements gathering across people, processes, and technology.

      Identification of major challenges (and opportunity areas) that should be improved via the requirements gathering optimization project.

      Activities

      1.1 Understand current state and document existing requirement process steps.

      1.2 Identify stakeholder, process, outcome, and training challenges.

      1.3 Conduct target state analysis.

      1.4 Establish requirements gathering metrics.

      1.5 Identify project levels 1/2/3/4.

      1.6 Match control points to project levels 1/2/3/4.

      1.7 Conduct project scoping and identify stakeholders.

      Outputs

      Requirements Gathering Maturity Assessment

      Project Level Selection Tool

      Requirements Gathering Documentation Tool

      2 Define the Elicitation Process

      The Purpose

      Create best practices for conducting and structuring elicitation of business requirements.

      Key Benefits Achieved

      A repeatable framework for initial elicitation of requirements.

      Prescribed, project-specific elicitation techniques.

      Activities

      2.1 Understand elicitation techniques and which ones to use.

      2.2 Document and confirm elicitation techniques.

      2.3 Create a requirements gathering elicitation plan for your project.

      2.4 Build the operating model for your project.

      2.5 Define SIPOC-MC for your selected project.

      2.6 Practice using interviews with business stakeholders to build use case models.

      2.7 Practice using table-top testing with business stakeholders to build use case models.

      Outputs

      Project Elicitation Schedule

      Project Operating Model

      Project SIPOC-MC Sub-Processes

      Project Use Cases

      3 Analyze and Validate Requirements

      The Purpose

      Build a standardized framework for analysis and validation of business requirements.

      Key Benefits Achieved

      Policies for requirements categorization, prioritization, and validation.

      Improved project value as a result of better prioritization using the MOSCOW model.

      Activities

      3.1 Categorize gathered requirements for use.

      3.2 Consolidate similar requirements and eliminate redundancies.

      3.3 Practice prioritizing requirements.

      3.4 Build the business process model for the project.

      3.5 Rightsize the requirements documentation template.

      3.6 Present the business requirements document to business stakeholders.

      3.7 Identify testing opportunities.

      Outputs

      Requirements Gathering Documentation Tool

      Requirements Gathering Testing Checklist

      4 Establish Change Control Processes

      The Purpose

      Create formalized change control processes for requirements gathering.

      Key Benefits Achieved

      Reduced interjections and rework – strengthened formal evaluation and control of change requests to project requirements.

      Activities

      4.1 Review existing CR process.

      4.2 Review change control process best practices and optimization opportunities.

      4.3 Build guidelines for escalating changes.

      4.4 Confirm your requirements gathering process for project levels 1/2/3/4.

      Outputs

      Requirements Traceability Matrix

      Requirements Gathering Communication Tracking Template

      5 Establish Ongoing Governance for Requirements Gathering

      The Purpose

      Establish governance structures and ongoing oversight for business requirements gathering.

      Key Benefits Achieved

      Consistent governance and oversight of the requirements gathering process, resulting in fewer “wild west” scenarios.

      Better repeatability for the new requirements gathering process, resulting in less wasted time and effort at the outset of projects.

      Activities

      5.1 Define RACI for the requirements gathering process.

      5.2 Define the requirements gathering steering committee purpose.

      5.3 Define RACI for requirements gathering steering committee.

      5.4 Define the agenda and cadence for the requirements gathering steering committee.

      5.5 Identify and analyze stakeholders for communication plan.

      5.6 Create communication management plan.

      5.7 Build the action plan.

      Outputs

      Requirements Gathering Action Plan

      Further reading

      Improve Requirements Gathering

      Back to basics: great products are built on great requirements.

      Analyst Perspective

      A strong process for business requirements gathering is essential for application project success. However, most organizations do not take a strategic approach to optimizing how they conduct business analysis and requirements definition.

      "Robust business requirements are the basis of a successful project. Without requirements that correctly articulate the underlying needs of your business stakeholders, projects will fail to deliver value and involve significant rework. In fact, an Info-Tech study found that of projects that fail over two-thirds fail due to poorly defined business requirements.

      Despite the importance of good business requirements to project success, many organizations struggle to define a consistent and repeatable process for requirements gathering. This results in wasted time and effort from both IT and the business, and generates requirements that are incomplete and of dubious value. Additionally, many business analysts lack the competencies and analytical techniques needed to properly execute the requirements gathering process.

      This research will help you get requirements gathering right by developing a set of standard operating procedures across requirements elicitation, analysis, and validation. It will also help you identify and fine-tune the business analyst competencies necessary to make requirements gathering a success."

      – Ben Dickie, Director, Enterprise Applications, Info-Tech Research Group

      Our understanding of the problem

      This Research is Designed For:

      • The IT applications director who has accountability for ensuring that requirements gathering procedures are both effective and efficient.
      • The designated business analyst or requirements gathering professional who needs a concrete understanding of how to execute upon requirements gathering SOPs.

      This Research Will Help You:

      • Diagnose your current state and identify (and prioritize) gaps that exist between your target requirements gathering needs and your current capabilities and processes.
      • Build a requirements gathering SOP that prescribes a framework for requirements governance and technology usage, as well as techniques for elicitation, analysis, and validation.

      This Research Will Also Assist:

      • The business partner/stakeholder who is interested in ways to work with IT to improve upon existing procedures for requirements gathering.
      • Systems analysts and developers who need to understand how business requirements are effectively gathered upstream.

      This Research Will Help Them:

      • Understand the significance and importance of business requirements gathering on overall project success and value alignment.
      • Create rules of engagement for assisting IT with the collection of requirements from the right stakeholders in a timely fashion.

      Executive summary

      Situation

      • Strong business requirements are essential to project success – inadequate requirements are the number one reason that projects fail.
      • Organizations need a consistent, repeatable, and prescriptive set of standard operating procedures (SOPs) that dictate how business requirements gathering should be conducted.

      Complication

      • If proper due diligence for requirements gathering is not conducted, then the applications that IT is deploying won’t meet business objectives, and they will fail to deliver adequate business value.
      • Inaccurate requirements definition can lead to significant amounts of project rework and hurt the organization’s financial performance. It will also damage the relationship between IT and the business.

      Resolution

      • To avoid delivering makeshift solutions (paving the cow path), organizations need to gather requirements with the desired future state in mind. Organizations need to keep an open mind when gathering requirements.
      • Creating a unified set of SOPs is essential for effectively gathering requirements; these procedures should cover not just elicitation, analysis, and validation, but also include process governance and documentation.
      • BAs who conduct requirements gathering must demonstrate proven competencies for stakeholder management, analytical techniques, and the ability to speak the language of both the business and IT.
      • An improvement in requirements analysis will strengthen the relationship between business and IT, as more and more applications satisfy stakeholder needs. More importantly, the applications delivered by IT will meet all of the must-have and at least some of the nice-to-have requirements, allowing end users to execute their day-to-day responsibilities.

      Info-Tech Insight

      1. Requirements gathering SOPs should be prescriptive based on project complexity. Complex projects will require more analytical rigor. Simpler projects can be served by more straightforward techniques like user story development.
      2. Business analysts (BA) can make or break the execution of the requirements gathering process. A strong process still needs to be executed well by BAs with the right blend of skills and knowledge.

      Understand what constitutes a strong business requirement

      A business requirement is a statement that clearly outlines the functional capability that the business needs from a system or application. There are several attributes to look at in requirements:

      Verifiable
      Stated in a way that can be easily tested

      Unambiguous
      Free of subjective terms and can only be interpreted in one way

      Complete
      Contains all relevant information

      Consistent
      Does not conflict with other requirements

      Achievable
      Possible to accomplish with budgetary and technological constraints

      Traceable
      Trackable from inception through to testing

      Unitary
      Addresses only one thing and cannot be decomposed into multiple requirements

      Agnostic
      Doesn’t pre-suppose a specific vendor or product

      Not all requirements will meet all of the attributes.

      In some situations, an insight will reveal new requirements. This requirement will not follow all of the attributes listed above and that’s okay. If a new insight changes the direction of the project, re-evaluate the scope of the project.

      Attributes are context specific.

      Depending on the scope of the project, certain attributes will carry more weight than others. Weigh the value of each attribute before elicitation and adjust as required. For example, verifiable will be a less-valued attribute when developing a client-facing website with no established measuring method/software.

      Build a firm foundation: requirements gathering is an essential step in any project, but many organizations struggle

      Proper requirements gathering is critical for delivering business value from IT projects, but it remains an elusive and perplexing task for most organizations. You need to have a strategy for end-to-end requirements gathering, or your projects will consistently fail to meet business expectations.

      50% of project rework is attributable to problems with requirements. (Info-Tech Research Group)

      45% of delivered features are utilized by end users. (The Standish Group)

      78% of IT professionals believe the business is “usually” or “always” out of sync with project requirements. (Blueprint Software Systems)

      45% of IT professionals admit to being “fuzzy” about the details of a project’s business objectives. (Blueprint Software Systems)

      Requirements gathering is truly an organization-spanning issue, and it falls directly on the IT directors who oversee projects to put prudent SOPs in place for managing the requirements gathering process. Despite its importance, the majority of organizations have challenges with requirements gathering.

      What happens when requirements are no longer effective?

      • Poor requirements can have a very visible and negative impact on deployed apps.
      • IT receives the blame for any project shortcomings or failures.
      • IT loses its credibility and ability to champion future projects.
      • Late projects use IT resources longer than planned.

      Requirements gathering is a core component of the overall project lifecycle that must be given its due diligence

      PMBOK’s Five Phase Project Lifecycle

      Initiate – Plan: Requirements Gathering Lives Here – Execute – Control – Close

      Inaccurate requirements is the 2nd most common cause of project failure (Project Management Institute ‒ Smartsheet).

      Requirements gathering is a critical stage of project planning.

      Depending on whether you take an Agile or Waterfall project management approach, it can be extended into the initiate and execute phases of the project lifecycle.

      Strong stakeholder satisfaction with requirements gathering results in higher satisfaction in other areas

      Organizations that had high satisfaction with requirements gathering were more likely to be highly satisfied with the other areas of IT. In fact, 72% of organizations that had high satisfaction with requirements gathering were also highly satisfied with the availability of IT capacity to complete projects.

      A bar graph measuring % High Satisfaction when projects have High Requirements Gathering vs. Not High Requirements Gathering. The graph shows a substantially higher percentage of high satisfaction on projects with High Requirements Gathering

      Note: High satisfaction was classified as organizations with a score greater or equal to 8. Not high satisfaction was every other organization that scored below 8 on the area questions.

      N=395 organizations from Info-Tech’s CIO Business Vision diagnostic

      Requirements gathering efforts are filled with challenges; review these pitfalls to avoid in your optimization efforts

      The challenges that afflict requirements gathering are multifaceted and often systemic in nature. There isn’t a single cure that will fix all of your requirements gathering problems, but an awareness of frequently encountered challenges will give you a basis for where to consider establishing better SOPs. Commonly encountered challenges include:

      Process Challenges

      • Requirements may be poorly documented, or not documented at all.
      • Elicitation methods may be inappropriate (e.g. using a survey when collaborative whiteboarding is needed).
      • Elicitation methods may be poorly executed.
      • IT and business units may not be communicating requirements in the same terms/language.
      • Requirements that conflict with one another may not be identified during analysis.
      • Requirements cannot be traced from origin to testing.

      Stakeholder Challenges

      • Stakeholders may be unaware of the requirements needed for the ideal solution.
      • Stakeholders may have difficulty properly articulating their desired requirements.
      • Stakeholders may have difficulty gaining consensus on the ideal solution.
      • Relevant stakeholders may not be consulted on requirements.
      • Sign-off may not be received from the proper stakeholders.

      70% of projects fail due to poor requirements. (Info-Tech Research Group)

      Address the root cause of poor requirements to increase project success

      Root Causes of Poor Requirements Gathering:

      • Requirements gathering procedures don’t exist.
      • Requirements gathering procedures exist but aren’t followed.
      • There isn't enough time allocated to the requirements gathering phase.
      • There isn't enough involvement or investment secured from business partners.
      • There is no senior leadership involvement or mandate to fix requirements gathering.
      • There are inadequate efforts put towards obtaining and enforcing sign-off.

      Outcomes of Poor Requirements Gathering:

      • Rework due to poor requirements leads to costly overruns.
      • Final deliverables are of poor quality.
      • Final deliverables are implemented late.
      • Predicted gains from deployed applications are not realized.
      • There are low feature utilization rates by end users.
      • There are high levels of end-user dissatisfaction.
      • There are high levels of project sponsor dissatisfaction.

      Info-Tech Insight

      Requirements gathering is the number one failure point for most development or procurement projects that don’t deliver value. This has been and continues to be the case as most organizations still don't get requirements gathering right. Overcoming organizational cynicism can be a major obstacle when it is time to optimize the requirements gathering process.

      Reduce wasted project work with clarity of business goals and analysis of requirements

      You can reduce the amount of wasted work by making sure you have clear business goals. In fact, you could see an improvement of as much as 50% by going from a low level of satisfaction with clarity of business goals (<2) to a high level of satisfaction (≥5).

      A line graph demonstrating that as the amount of wasted work increases, clarity of business goals satisfaction decreases.

      Likewise, you could see an improvement of as much as 43% by going from a low level of satisfaction with analysis of requirements (less than 2) to a high level of satisfaction (greater than or equal to 5).

      A line graph demonstrating that as the Amount of Wasted Work decreases, the level of satisfaction with analysis of requirements shifts from low to high.

      Note: Waste is measured by the amount of cancelled projects; suboptimal assignment of resources; analyzing, fixing, and re-deploying; inefficiency, and unassigned resources.

      N=200 teams from the Project Portfolio Management diagnostic

      Effective requirements gathering supports other critical elements of project management success

      Good intentions and hard work aren’t enough to make a project successful. As you proceed with a project, step back and assess the critical success factors. Make sure that the important inputs and critical activities of requirements gathering are supporting, not inhibiting, project success.

      1. Streamlined Project Intake
      2. Strong Stakeholder Management
      3. Defined Project Scope
      4. Effective Project Management
      5. Environmental Analysis

      Don’t improvise: have a structured, end-to-end approach for successfully gathering useful requirements

      Creating a unified SOP guide for requirements elicitation, analysis, and validation is a critical step for requirements optimization; it gives your BAs a common frame of reference for conducting requirements gathering.

      • The key to requirements optimization is to establish a strong set of SOPs that provide direction on how your organization should be executing requirements gathering processes. This SOP guide should be a holistic document that walks your BAs through a requirements gathering project from beginning to end.
      • An SOP that is put aside is useless; it must be well communicated to BAs. It should be treated as the veritable manifesto of requirements management in your organization.

      Info-Tech Insight

      Having a standardized approach to requirements management is critical, and SOPs should be the responsibility of a group. The SOP guide should cover all of the major bases of requirements management. In addition to providing a walk-through of the process, an SOP also clarifies requirements governance.

      Leverage Info-Tech’s proven Requirements Gathering Framework as the basis for building requirements processes

      A graphic with APPLICATIONS THAT DELIVER BUSINESS VALUE written in the middle. Three steps are named: Elicit; Analyze; Validate. Around the outer part of the graphic are 4 arrows arranged in a circle, with the labels: Plan; Monitor; Communicate; Manage.

      Info-Tech’s Requirements Gathering Framework is a comprehensive approach to requirements management that can be scaled to any size of project or organization. This framework has been extensively road-tested with our clients to ensure that it balances the needs of IT and business stakeholders to give a holistic, end-to-end approach for requirements gathering. It covers the foundational issues (elicitation, analysis, and validation) and prescribes techniques for planning, monitoring, communicating, and managing the requirements gathering process.

      Don’t forget resourcing: the best requirements gathering process will still fail if you don’t develop BA competencies

      When creating the process for requirements gathering, think about how it will be executed by your BAs, and what the composition of your BA team should look like. A strong BA needs to serve as an effective translator, being able to speak the language of both the business and IT.

      1. To ensure alignment of your BAs to the requirements gathering process, undertake a formal skills assessment to identify areas where analysts are strong, and areas that should be targeted for training and skills development.
      2. Training of BAs on the requirements gathering process and development of intimate familiarity with SOPs is essential; you need to get BAs on the same page to ensure consistency and repeatability of the requirements process.
      3. Consider implementing a formal mentorship and/or job shadowing program between senior and junior BAs. Many of our members report that leveraging senior BAs to bootstrap the competencies of more junior team members is a proven approach to building skillsets for requirements gathering.

      What are some core competencies of a good BA?

      • Strong stakeholder management.
      • Proven track record in facilitating elicitation sessions.
      • Ability to bridge the gulf between IT and the business by speaking both languages.
      • Ability to ask relevant probing questions to uncover latent needs.
      • Experience with creating project operating models and business process diagrams.
      • Ability to set and manage expectations throughout the process.

      Throughout this blueprint, look for the “BA Insight” box to learn how steps in the requirements gathering process relate to the skills needed by BAs to facilitate the process effectively.

      A mid-sized local government overhauls its requirements gathering approach and sees strong results

      CASE STUDY

      Industry

      Government

      Source

      Info-Tech Research Group Workshop

      The Client

      The organization was a local government responsible for providing services to approximately 600,000 citizens in the southern US. Its IT department is tasked with deploying applications and systems (such as HRIS) that support the various initiatives and mandate of the local government.

      The Requirements Gathering Challenge

      The IT department recognized that a strong requirements gathering process was essential to delivering value to its stakeholders. However, there was no codified process in place – each BA unilaterally decided how they would conduct requirements gathering at the start of each project. IT recognized that to enhance both the effectiveness and efficiency of requirements gathering, it needed to put in place a strong, prescriptive set of SOPs.

      The Improvement

      Working with a team from Info-Tech, the IT leadership and BA team conducted a workshop to develop a new set of SOPs that provided clear guidance for each stage of the requirements process: elicitation, analysis, and validation. As a result, business satisfaction and value alignment increased.

      The Requirements Gathering SOP and BA Playbook offers a codified set of SOPs for requirements gathering gave BAs a clear playbook.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

      Guided Implementation

      “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

      Workshop

      “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

      Consulting

      “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

      Diagnostics and consistent frameworks used throughout all four options

      Build a Strong Approach to Business Requirements Gathering – project overview

      1. Build the Target State for Requirements Gathering 2. Define the Elicitation Process 3. Analyze and Validate Requirements 4. Create a Requirements Governance Action Plan
      Best-Practice Toolkit

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      Guided Implementations
      • Review Info-Tech’s requirements gathering methodology.
      • Assess current state for requirements gathering – pains and challenges.
      • Determine target state for business requirements gathering – areas of opportunity.
      • Assess elicitation techniques and determine best fit to projects and business environment.
      • Review options for structuring the output of requirements elicitation (i.e. SIPOC).
      • Create policies for requirements categorization and prioritization.
      • Establish best practices for validating the BRD with project stakeholders.
      • Discuss how to handle changes to requirements, and establish a formal change control process.
      • Review options for ongoing governance of the requirements gathering process.
      Onsite Workshop Module 1: Define the Current and Target State Module 2: Define the Elicitation Process Module 3: Analyze and Validate Requirements Module 4: Governance and Continuous Improvement Process
      Phase 1 Results: Clear understanding of target needs for the requirements process. Phase 2 Results: Best practices for conducting and structuring elicitation. Phase 3 Results: Standardized frameworks for analysis and validation of business requirements. Phase 4 Results: Formalized change control and governance processes for requirements.

      Workshop overview

      Contact your account representative or email Workshops@InfoTech.com for more information.

      Workshop Day 1 Workshop Day 2 Workshop Day 3 Workshop Day 4 Workshop Day 5
      Activities

      Define Current State and Target State for Requirements Gathering

      • Understand current state and document existing requirement process steps.
      • Identify stakeholder, process, outcome, and reigning challenges.
      • Conduct target state analysis.
      • Establish requirements gathering metrics.
      • Identify project levels 1/2/3/4.
      • Match control points to project levels 1/2/3/4.
      • Conduct project scoping and identify stakeholders.

      Define the Elicitation Process

      • Understand elicitation techniques and which ones to use.
      • Document and confirm elicitation techniques.
      • Create a requirements gathering elicitation plan for your project.
      • Practice using interviews with business stakeholders to build use case models.
      • Practice using table-top testing with business stakeholders to build use case models.
      • Build the operating model for your project

      Analyze and Validate Requirements

      • Categorize gathered requirements for use.
      • Consolidate similar requirements and eliminate redundancies.
      • Practice prioritizing requirements.
      • Rightsize the requirements documentation template.
      • Present the business requirements document (BRD) to business stakeholders.
      • Identify testing opportunities.

      Establish Change Control Processes

      • Review existing CR process.
      • Review change control process best practices & optimization opportunities.
      • Build guidelines for escalating changes.
      • Confirm your requirements gathering process for project levels 1/2/3/4.

      Establish Ongoing Governance for Requirements Gathering

      • Define RACI for the requirements gathering process.
      • Define the requirements gathering governance process.
      • Define RACI for requirements gathering governance.
      • Define the agenda and cadence for requirements gathering governance.
      • Identify and analyze stakeholders for communication plan.
      • Create communication management plan.
      • Build the action plan.
      Deliverables
      • Requirements gathering maturity assessment
      • Project level selection tool
      • Requirements gathering documentation tool
      • Project elicitation schedule
      • Project operating model
      • Project use cases
      • Requirements gathering documentation tool
      • Requirements gathering testing checklist
      • Requirements traceability matrix
      • Requirements gathering communication tracking template
      • Requirements gathering action plan

      Phase 1: Build the Target State for the Requirements Gathering Process

      Phase 1 outline

      Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 1: Build the Target State

      Proposed Time to Completion: 2 weeks

      Step 1.1: Understand the Benefits of Requirements Optimization

      Start with an analyst kick off call:

      • Review Info-Tech’s requirements gathering methodology.

      Then complete these activities…

      • Hold a fireside chat.

      With these tools & templates:

      Requirements Gathering SOP and BA Playbook

      Step 1.2: Determine Your Target State for Requirements Gathering

      Review findings with analyst:

      • Assess current state for requirements gathering – pains and challenges.
      • Determine target state for business requirements gathering – areas of opportunity.

      Then complete these activities…

      • Identify your business process model.
      • Define project levels.
      • Match control points to project level.
      • Identify and analyze stakeholders.

      With these tools & templates:

      • Requirements Gathering Maturity Assessment
      • Project Level Selection Tool
      • Business Requirements Analyst job description
      • Requirements Gathering Communication Tracking Template

      Phase 1 Results & Insights:

      Clear understanding of target needs for the requirements process.

      Step 1.1: Understand the Benefits of Requirements Optimization

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:
      • Identifying challenges with requirements gathering and identifying objectives for the workshop.
      This step involves the following participants:
      • Business stakeholders
      • BAs
      Outcomes of this step
      • Stakeholder objectives identified.

      Requirements optimization is powerful, but it’s not free; gauge the organizational capital you’ll need to make it a success

      Optimizing requirements management is not something that can be done in isolation, and it’s not necessarily going to be easy. Improving your requirements will translate into better value delivery, but it takes real commitment from IT and its business partners.

      There are four “pillars of commitment” that will be necessary to succeed with requirements optimization:

      1. Senior Management Organizational Capital
        • Before organizations can establish revised SOPs for requirements gathering, they’ll need a strong champion in senior management to ensure that updated elicitation and sign-off techniques do not offend people. A powerful sponsor can lead to success, especially if they are in the business.
      2. End-User Organizational Capital
        • To overcome cynicism, you need to focus on convincing end users that there is something to be gained from participating in requirements gathering (and the broader process of requirements optimization). Frame the value by focusing on how good requirements mean better apps (e.g. faster, cheaper, fewer errors, less frustration).
      3. Staff Resourcing
        • You can have a great SOP, but if you don’t have the right resources to execute on it you’re going to have difficulty. Requirements gathering needs dedicated BAs (or equivalent staff) who are trained in best practices and can handle elicitation, analysis, and validation successfully.
      4. Dedicated Cycle Time
        • IT and the business both need to be willing to demonstrate the value of requirements optimization by giving requirements gathering the time it needs to succeed. If these parties are convinced by the concept in theory, but still try to rush moving to the development phase, they’re destined for failure.

      Rethink your approach to requirements gathering: start by examining the business process, then tackle technology

      When gathering business requirements, it’s critical not to assume that layering on technology to a process will automatically solve your problems.

      Proper requirements gathering views projects holistically (i.e. not just as an attempt to deploy an application or technology, but as an endeavor to enable new or re-engineered business processes). Neglecting to see requirements gathering in the context of business process enablement leads to failure.

      • Far too often, organizations automate an existing process without putting much thought into finding a better way to do things.
      • Most organizations focus on identifying a series of small improvements to make to a process and realize limited gains.
      • The best way to generate transformational gains is to reinvent how the process should be performed and work backwards from there.
      • You should take a top-down approach and begin by speaking with senior management about the business case for the project and their vision for the target state.
      • You should elicit requirements from the rank-and-file employees while centering the discussion and requirements around senior management’s target state. Don’t turn requirements gathering into a griping session about deficiencies with a current application.

      Leverage Info-Tech’s proven Requirements Gathering Framework as the basis for building requirements processes

      A graphic with APPLICATIONS THAT DELIVER BUSINESS VALUE written in the middle. Three steps are named: Elicit; Analyze; Validate. Around the outer part of the graphic are 4 arrows arranged in a circle, with the labels: Plan; Monitor; Communicate; Manage.

      Info-Tech’s Requirements Gathering Framework is a comprehensive approach to requirements management that can be scaled to any size of project or organization. This framework has been extensively road-tested with our clients to ensure that it balances the needs of IT and business stakeholders to give a holistic, end-to-end approach for requirements gathering. It covers both the foundational issues (elicitation, analysis, and validation) as well as prescribing techniques for planning, monitoring, communicating, and managing the requirements gathering process.

      Requirements gathering fireside chat

      1.1.1 – 45 minutes

      Output
      • Stakeholder objectives
      Materials
      • Whiteboard, markers, sticky notes
      Participants
      • BAs

      Identify the challenges you’re experiencing with requirements gathering, and identify objectives.

      1. Hand out sticky notes to participants, and ask the group to work independently to think of challenges that exist with regards to requirements gathering. (Hint: consider stakeholder challenges, process challenges, outcome challenges, and training challenges.) Ask participants to write their current challenges on sticky notes, and place them on the whiteboard.
      2. As a group, review all sticky notes and group challenges into themes.
      3. For each theme you uncover, work as a group to determine the objective that will overcome these challenges throughout the workshop and write this on the whiteboard.
      4. Discuss how these challenges will be addressed in the workshop.

      Don’t improvise: have a structured, prescriptive end-to-end approach for successfully gathering useful requirements

      Creating a unified SOP guide for requirements elicitation, analysis, and validation is a critical step for requirements optimization; it gives your BAs a common frame of reference for conducting requirements gathering.

      • The key to requirements optimization is to establish a strong set of SOPs that provide direction on how your organization should be executing requirements gathering processes. This SOP guide should be a holistic document that walks your BAs through a requirements gathering project from beginning to end.
      • An SOP that is put aside is useless; it must be well communicated to BAs. It should be treated as the veritable manifesto of requirements management in your organization.

      Info-Tech Insight

      Having a standardized approach to requirements management is critical, and SOPs should be the responsibility of a group. The SOP guide should cover all of the major bases of requirements management. In addition to providing a walk-through of the process, an SOP also clarifies requirements governance.

      Use Info-Tech’s Requirements Gathering SOP and BA Playbook to assist with requirements gathering optimization

      Info-Tech’s Requirements Gathering SOP and BA Playbook template forms the basis of this blueprint. It’s a structured document that you can fill out with defined procedures for how requirements should be gathered at your organization.

      Info-Tech’s Requirements Gathering SOP and BA Playbook template provides a number of sections that you can populate to provide direction for requirements gathering practitioners. Sections provided include: Organizational Context Governance Procedures Resourcing Model Technology Strategy Knowledge Management Elicitation SOPs Analysis SOPs Validation SOPs.

      The template has been pre-populated with an example of requirements management procedures. Feel free to customize it to fit your specific needs.

      Download the Requirements Gathering SOP and BA Playbook template.

      Step 1.2: Determine Your Target State for Requirements Gathering

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:
      • Conduct a current and target state analysis.
      • Identify requirements gathering business process model.
      • Establish requirements gathering performance metrics.
      • Define project levels – level 1/2/3/4.
      • Match control points to project level.
      • Conduct initial brainstorming on the project.
      This step involves the following participants:
      • BAs
      Outcomes of this step:
      • Requirements gathering maturity summary.
      • Requirements gathering business process model.
      • Identification of project levels.
      • Identification of control points.

      Plan for requirements gathering

      The image is the Requirements Gathering Framework from earlier slides, but with all parts of the graphic grey-out, except for the arrows containing Plan and Monitor, at the top.

      Establishing an overarching plan for requirements governance is the first step in building an SOP. You must also decide who will actually execute the requirements gathering processes, and what technology they will use to accomplish this. Planning for governance, resourcing, and technology is something that should be done repeatedly and at a higher strategic level than the more sequential steps of elicitation, analysis, and validation.

      Establish your target state for requirements gathering processes to have a cogent roadmap of what needs to be done

      Visualize how you want requirements to be gathered in your organization. Do not let elements of the current process restrict your thinking.

      • First, articulate the impetus for optimizing requirements management and establish clear goals.
      • Use these goals to drive the target state.

      For example:

      • If the goal is to improve the accuracy of requirements, then restructure the validation process.
      • If the goal is to improve the consistency of requirements gathering, then create SOPs or use electronic templates and tools.

      Refrain from only making small changes to improve the existing process. Think about the optimal way to structure the requirements gathering process.

      Define the attributes of a good requirement to help benchmark the type of outputs that you’re looking for

      Attributes of Good Requirements

      Verifiable – It is stated in a way that can be tested.

      Unambiguous – It is free of subjective terms and can only be interpreted in one way.

      Complete – It contains all relevant information.

      Consistent – It does not conflict with other requirements.

      Achievable – It is possible to accomplish given the budgetary and technological constraints.

      Traceable – It can tracked from inception to testing.

      Unitary – It addresses only one thing and cannot be decomposed into multiple requirements.

      Accurate – It is based on proven facts and correct information.

      Other Considerations:

      Organizations can also track a requirement owner, rationale, priority level (must have vs. nice to have), and current status (approved, tested, etc.).

      Info-Tech Insight

      Requirements must be solution agnostic – they should focus on the underlying need rather than the technology required to satisfy the need as it can be really easy to fall into the technology solution trap.

      Use Info-Tech’s Requirements Gathering Maturity Assessment tool to help conduct current and target state analysis

      Use the Requirements Gathering Maturity Assessment tool to help assess the maturity of your requirements gathering function in your organization, and identify the gaps between the current state and the target state. This will help focus your organization's efforts in closing the gaps that represent high-value opportunities.

      • On tab 2. Current State, use the drop-down responses to provide the answer that best matches your organization, where 1= Strongly disagree and 5 = Strongly agree. On tab 3. Target State, answer the same questions in relation to where your organization would like to be.
      • Based on your responses, tab 4. Maturity Summary will display a visual of the gap between the current and target state.

      Conduct a current and target state analysis

      1.2.1 – 1 hour

      Complete the Requirements Gathering Maturity Assessment tool to define your target state, and identify the gaps in your current state.

      Input
      • Current and target state maturity rating
      Output
      • Requirements gathering maturity summary
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs
      1. For each component of requirements gathering, write out a series of questions to evaluate your current requirements gathering practices. Use the Requirements Gathering Maturity Assessment tool to assist you in drafting questions.
      2. Review the questions in each category, and agree on a rating from 1-5 on their current maturity: 1= Strongly disagree and 5 = Strongly agree. (Note: it will likely be very rare that they would score a 5 in any category, even for the target state.)
      3. Once the assigned categories have been completed, have groups present their assessment to all, and ensure that there is consensus. Once consensus has been reached, input the information into the Current State tab of the tool to reveal the overall current state of maturity score for each category.
      4. Now that the current state is complete, go through each category and define the target state goals.
      5. Document any gaps or action items that need to be addressed.

      Example: Conduct a current and target state analysis

      The Requirements Gathering Maturity Assessment - Target State, with example data inputted.

      Select the project-specific KPIs that will be used to track the value of requirements gathering optimization

      You need to ensure your requirements gathering procedures are having the desired effect and adjust course when necessary. Establishing an upfront list of key performance indicators that will be benchmarked and tracked is a crucial step.

      • Without following up on requirements gathering by tracking project metrics and KPIs, organizations will not be able to accurately gauge if the requirements process re-engineering is having a tangible, measurable effect. They will also not be able to determine what changes (if any) need to be made to SOPs based on project performance.
      • This is a crucial step that many organizations overlook. Creating a retroactive list of KPIs is inadequate, since you must benchmark pre-optimization project metrics in order to assess and isolate the value generated by reducing errors and cycle time and increasing value of deployed applications.

      Establish requirements gathering performance metrics

      1.2.2 – 30 minutes

      Input
      • Historical metrics
      Output
      • Target performance metrics
      Materials
      • Whiteboard
      • Markers
      • Paper
      Participants
      • BAs
      1. Identify the following information for the last six months to one year:
        1. Average number of reworks to requirements.
        2. Number of change requests.
        3. Percent of feature utilization by end users.
        4. User adoption rate.
        5. Number of breaches in regulatory requirements.
        6. Percent of final deliverables implemented on time.
        7. End-user satisfaction score (if possible).
      2. As a group, look at each metric in turn and set your target metrics for six months to one year for each of these categories.

      Document the output from this exercise in section 2.2 of the Requirements Gathering SOP and BA Playbook.

      Visualize your current and target state process for requirements gathering with a business process model

      A business process model (BPM) is a simplified depiction of a complex process. These visual representations allow all types of stakeholders to quickly understand a process, how it affects them, and enables more effective decision making. Consider these areas for your model:

      Stakeholder Analysis

      • Identify who the right stakeholders are
      • Plan communication
      • Document stakeholder responsibilities in a RACI

      Elicitation Techniques

      • Get the right information from stakeholders
      • Document it in the appropriate format
      • Define business need
      • Enterprise analysis

      Documentation

      • How are outputs built?
      • Process flows
      • Use cases
      • Business rules
      • Traceability matrix
      • System requirements

      Validation & Traceability

      • Make sure requirements are accurate and complete
      • Trace business needs to requirements

      Managing Requirements

      • Organizing and prioritizing
      • Gap analysis
      • Managing scope
      • Communicating
      • Managing changes

      Supporting Tools

      • Templates to standardize
      • Checklists
      • Software to automate the process

      Your requirements gathering process will vary based on the project level

      It’s important to determine the project levels up front, as each project level will have a specific degree of elicitation, analysis, and validation that will need to be completed. That being said, not all organizations will have four levels.

      Level 4

      • Very high risk and complexity.
      • Projects that result in a transformative change in the way you do business. Level 4 projects affect all lines of business, multiple technology areas, and have significant costs and/or risks.
      • Example: Implement ERP

      Level 3

      • High risk and complexity.
      • Projects that affect multiple lines of business and have significant costs and/or risks.
      • Example: Implement CRM

      Level 2

      • Medium risk and complexity.
      • Projects with broader exposure to the business that present a moderate level of risk to business operations.
      • Example: Deploy Office 365

      Level 1

      • Low risk and complexity.
      • Routine/straightforward projects with limited exposure to the business and low risk of negative business impact.
      • Example: SharePoint Update

      Use Info-Tech’s Project Level Selection Tool to classify your project level and complexity

      1.3 Project Level Selection Tool

      The Project Level Selection Tool will classify your projects into four levels, enabling you to evaluate the risk and complexity of a particular project and match it with an appropriate requirements gathering process.

      Project Level Input

      • Consider the weighting criteria for each question and make any needed adjustments to better reflect how your organization values each of the criterion.
      • Review the option levels 1-4 for each of the six questions, and make any modifications necessary to better suit your organization.
      • Review the points assigned to each of the four buckets for each of the six questions, and make any modifications needed.

      Project Level Selection

      • Use this tab to evaluate the project level of each new project.
      • To do so, answer each of the questions in the tool.

      Define project levels – Level 1/2/3/4

      1.2.3 – 1 hour

      Input
      • Project level assessment criteria
      Output
      • Identification of project levels
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs

      Define the project levels to determine the appropriate requirements gathering process for each.

      1. Begin by asking participants to review the six criteria for assessing project levels as identified in the Project Level Selection Tool. Have participants review the list and ensure agreement around the factors. Create a chart on the board using Level 1, Level 2, Level 3, and Level 4 as column headings.
      2. Create a row for each of the chosen factors. Begin by filling in the chart with criteria for a level 4 project: What constitutes a level 4 project according to these six factors?
      3. Repeat the exercise for Level 3, Level 2, and Level 1. When complete, you should have a chart that defines the four project levels at your organization.
      4. Input this information into the tool, and ask participants to review the weighting factors and point allocations and make modifications where necessary.
      5. Input the details from one of the projects participants had selected prior to the workshop beginning and determine its project level. Discuss whether this level is accurate, and make any changes needed.

      Document the output from this exercise in section 2.3 of the Requirements Gathering SOP and BA Playbook.

      Define project levels

      1.2.3 – 1 hour

      Category Level 4 Level 3 Level 2 Level 1
      Scope of Change Full system update Full system update Multiple modules Minor change
      Expected Duration 12 months + 6 months + 3-6 months 0-3 months
      Impact Enterprise-wide, globally dispersed Enterprise-wide Department-wide Low users/single division
      Budget $1,000,000+ $500,000-1,000,000 $100,000-500,000 $0-100,000
      Services Affected Mission critical, revenue impacting Mission critical, revenue impacting Pervasive but not mission critical Isolated, non-essential
      Confidentiality Yes Yes No No

      Define project levels

      1.2.3 – 1 hour

      The tool is comprised of six questions, each of which is linked to at least one type of project risk.

      Using the answers provided, the tool will calculate a level for each risk category. Overall project level is a weighted average of the individual risk levels, based on the importance weighting of each type of risk set by the project manager.

      This tool is an excerpt from Info-Tech’s exhaustive Project Level Assessment Tool.

      The image shows the Project Level Tool, with example data filled in.

      Build your initial requirements gathering business process models: create different models based on project complexity

      1.2.4 – 30 minutes

      Input
      • Current requirements gathering process flow
      Output
      • Requirements gathering business process model
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs

      Brainstorm the ideal target business process flows for your requirements gathering process (by project level).

      1. As a group, create a process flow on the whiteboard that covers the entire requirements gathering lifecycle, incorporating the feedback from exercise 1.2.1. Draw the process with input from the entire group.
      2. After the process flow is complete, compare it to the best practice process flow on the following slide. You may want to create different process flows based on project level (i.e. a process model for Level 1 and 2 requirements gathering, and a process model for how to collect requirements for Level 3 and 4). As you work through the blueprint, revisit and refine these models – this is the initial brainstorming!

      Document the output from this exercise in section 2.4 of the Requirements Gathering SOP and BA Playbook.

      Example: requirements gathering business process model

      An example of the requirements gathering business process model. The model depicts the various stages of the requirements gathering process.

      Develop your BA team to accelerate collecting, analyzing, and translating requirements

      Having an SOP is important, but it should be the basis for training the people who will actually execute the requirements gathering process. Your BA team is critical for requirements gathering – they need to know the SOPs in detail, and you need to have a plan for recruiting those with an excellent skill set.

      • The designated BA(s) for the project have responsibility for end-to-end requirements management – they are responsible for executing the SOPs outlined in this blueprint, including elicitation, analysis, and validation of requirements during the project.
      • Designated BAs must work collaboratively with their counterparts in the business and IT (e.g. developer teams or procurement professionals) to ensure that the approved requirements are met in a timely and cost-effective manner.

      The ideal candidates for requirements gathering are technically savvy analysts (but not necessarily computer science majors) from the business who are already fluent with the business’ language and cognizant of the day-to-day challenges that take place. Organizationally, these BAs should be in a group that bridges IT and the business (such as an RGCOE or PMO) and be specialists rather than generalists in the requirements management space.

      A BA resourcing strategy is included in the SOP. Customize it to suit your needs.

      "Make sure your people understand the business they are trying to provide the solution for as well if not better than the business folks themselves." – Ken Piddington, CIO, MRE Consulting

      Use Info-Tech’s Business Requirements Analyst job description template for sourcing the right talent

      1.4 Business Requirements Analyst

      If you don’t have a trained group of in-house BAs who can execute your requirements gathering process, consider sourcing the talent from internal candidates or calling for qualified applicants. Our Business Requirements Analyst job description template can help you quickly get the word out.

      • Sometimes, you will have a dedicated set of BAs, and sometimes you won’t. In the latter case, the template covers:
        • Job Title
        • Description of Role
        • Responsibilities
        • Target Job Skills
        • Target Job Qualifications
      • The template is primarily designed for external hiring, but can also be used to find qualified internal candidates.

      Info-Tech Deliverable
      Download the Business Requirements Analyst job description template.

      Standardizing process begins with establishing expectations

      CASE STUDY

      Industry Government

      Source Info-Tech Workshop

      Challenge

      A mid-sized US municipality was challenged with managing stakeholder expectations for projects, including the collection and analysis of business requirements.

      The lack of a consistent approach to requirements gathering was causing the IT department to lose credibility with department level executives, impacting the ability of the team to engage project stakeholders in defining project needs.

      Solution

      The City contracted Info-Tech to help build an SOP to govern and train all BAs on a consistent requirements gathering process.

      The teams first set about establishing a consistent approach to defining project levels, defining six questions to be asked for each project. This framework would be used to assess the complexity, risk, and scope of each project, thereby defining the appropriate level of rigor and documentation required for each initiative.

      Results

      Once the project levels were defined, the team established a formalized set of steps, tools, and artifacts to be created for each phase of the project. These tools helped the team present a consistent approach to each project to the stakeholders, helping improve credibility and engagement for eliciting requirements.

      The project level should set the level of control

      Choose a level of control that facilitates success without slowing progress.

      No control Right-sized control Over-engineered control
      Final deliverable may not satisfy business or user requirements. Control points and communication are set at appropriate stage-gates to allow for deliverables to be evaluated and assessed before proceeding to the next phase. Excessive controls can result in too much time spent on stage-gates and approvals, which creates delays in the schedule and causes milestones to be missed.

      Info-Tech Insight

      Throughout the requirements gathering process, you need checks and balances to ensure that the projects are going according to plan. Now that we know our stakeholder, elicitation, and prioritization processes, we will set up the control points for each project level.

      Plan your communication with stakeholders

      Determine how you want to receive and distribute messages to stakeholders.

      Communication Milestones Audience Artifact Final Goal
      Project Initiation Project Sponsor Project Charter Communicate Goals and Scope of Project
      Elicitation Scheduling Selected Stakeholders (SMEs, Power Users) Proposed Solution Schedule Elicitation Sessions
      Elicitation Follow-Up Selected Stakeholders Elicitation Notes Confirm Accuracy of Notes
      First Pass Validation Selected Stakeholders Consolidated Requirements Validate Aggregated Requirements
      Second Pass Validation Selected Stakeholders Prioritized Requirements Validate Requirements Priority
      Eliminated Requirements Affected Stakeholders Out of Scope Requirements Affected Stakeholders Understand Impact of Eliminated Requirements
      Solution Selection High Authority/Expertise Stakeholders Modeled Solutions Select Solution
      Selected Solution High Authority/Expertise Stakeholders and Project Sponsor Requirements Package Communicate Solution
      Requirements Sign-Off Project Sponsor Requirements Package Obtain Sign-Off

      Setting control points – approvals and sign-offs

      # – Control Point: A decision requiring specific approval or sign-off from defined stakeholders involved with the project. Control points result in accepted or rejected deliverables/documents.

      A – Plan Approval: This control point requires a review of the requirements gathering plan, stakeholders, and elicitation techniques.

      B – Requirements Validation: This control point requires a review of the requirements documentation that indicates project and product requirements.

      C – Prioritization Sign-Off: This requires sign-off from the business and/or user groups. This might be sign-off to approve a document, prioritization, or confirm that testing is complete.

      D – IT or Peer Sign-Off: This requires sign-off from IT to approve technical requirements or confirm that IT is ready to accept a change.

      Match control points to project level and identify these in your requirements business process models

      1.2.5 – 45 minutes

      Input
      • Activity 1.2.4 business process diagram
      Output
      • Identify control points
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • Business stakeholders
      • BAs

      Define all of the key control points, required documentation, and involved stakeholders.

      1. On the board, post the initial business process diagram built in exercise 1.2.4. Have participants suggest appropriate control points. Write the control point number on a sticky note and place it where the control point should be.
      2. Now that we have identified the control points, consider each control point and define who will be involved in each one, who provides the approval to move forward, the documentation required, and the overall goal.

      Document the output from this exercise in section 6.1 of the Requirements Gathering SOP and BA Playbook.

      A savvy BA should clarify and confirm project scope prior to embarking on requirements elicitation

      Before commencing requirements gathering, it’s critical that your practitioners have a clear understanding of the initial business case and rationale for the project that they’re supporting. This is vital for providing the business context that elicitation activities must be geared towards.

      • Prior to commencing the requirements gathering phase, the designated BA should obtain a clear statement of scope or initial project charter from the project sponsor. It’s also advisable for the BA to have an in-person meeting with the project sponsor(s) to understand the overarching strategic or tactical impetus for the project. This initial meeting should be less about eliciting requirements and more about understanding why the project is moving forward, and the business processes it seeks to enable or re-engineer (the target state).
      • During this meeting, the BA should seek to develop a clear understanding of the strategic rationale for why the project is being undertaken (the anticipated business benefits) and why it is being undertaken at this time. If the sponsor has any business process models they can share, this would be a good time to review them.

      During requirements gathering, BAs should steer clear of solutions and focus on capturing requirements. Focus on traceable, hierarchical, and testable requirements. Focusing on solution design means you are out of requirements mode.

      Identify constraints early and often, and ensure that they are adequately communicated to project sponsors and end users

      Constraints come in many forms (i.e. financial, regulatory, and technological). Identifying these constraints prior to entering requirements gathering enables you to remain alert; you can separate what is possible from what is impossible, and set stakeholder expectations accordingly.

      • Most organizations don’t inventory their constraints until after they’ve gathered requirements. This is dangerous, as clients may inadvertently signal to end users or stakeholders that an infeasible requirement is something they will pursue. As a result, stakeholders are disappointed when they don’t see it materialize.
      • Organizations need to put advanced effort into constraint identification and management. Too much time is wasted pursuing requirements that aren't feasible given existing internal (e.g. budgets and system) and external (e.g. legislative or regulatory) constraints.
      • Organizations need to manage diverse stakeholders for requirements analysis. Communication will not always be solely with internal teams, but also with suppliers, customers, vendors, and system integrators.

      Stakeholder management is a critical aspect of the BA’s role. Part of the BA’s responsibility is prioritizing solutions and demonstrating to stakeholders the level of effort required and the value attained.

      A graphic, with an arrow running down the left side, pointing downward, which is labelled Constraint Malleability. On the right side of the arrow are three rounded arrows, stacked. The top arrow is labelled Legal/Regulatory Constraints, the second is labelled System/Technical Constraints and the third is labelled Stakeholder Constraints

      Conduct initial brainstorming on the scope of a selected enterprise application project (real or a sample of your choice)

      1.2.6 – 30 minutes

      Input
      • Project details
      Output
      • Initial project scoping
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders

      Begin the requirements gathering process by conducting some initial scoping on why we are doing the project, the goals, and the constraints.

      1. Share the project intake form/charter with each member of the group, and give them a few minutes to read over the project details.
      2. On the board write the project topic and three sub-topics:
        • Why does the business want this?
        • What do you want customers (end users) to be able to do?
        • What are the constraints?
      3. As a group, brainstorm answers to each of these questions and write them on the board.

      Example: Conduct initial brainstorming on the project

      Image shows an example for initial brainstorming on a project. The image shows the overall idea, Implement CRM, with question bubbles emerging out of it, and space left blank to brainstorm the answers to those questions.

      Identify stakeholders that must be consulted during the elicitation part of the process; get a good spectrum of subject matter experts (SMEs)

      Before you can dive into most elicitation techniques, you need to know who you’re going to speak with – not all stakeholders hold the same value.

      There are two broad categories of stakeholders:

      Customers: Those who ask for a system/project/change but do not necessarily use it. These are typically executive sponsors, project managers, or interested stakeholders. They are customers in the sense that they may provide the funding or budget for a project, and may have requests for features and functionality, but they won’t have to use it in their own workflows.

      Users: Those who may not ask for a system but must use it in their routine workflows. These are your end users, those who will actually interact with the system. Users don’t necessarily have to be people – they can also be other systems that will require inputs or outputs from the proposed solution. Understand their needs to best drive more granular functional requirements.

      "The people you need to make happy at the end of the day are the people who are going to help you identify and prioritize requirements." – Director of IT, Municipal Utilities Provider

      Need a hand with stakeholder identification? Leverage Info-Tech’s Stakeholder Planning Tool to catalog and prioritize the stakeholders your BAs will need to contact during the elicitation phase.

      Exercise: Identify and analyze stakeholders for the application project prior to beginning formal elicitation

      1.2.7 – 45 minutes

      Input
      • List of stakeholders
      Output
      • Stakeholder analysis
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • BAs

      Practice the process for identifying and analyzing key stakeholders for requirements gathering.

      1. As a group, generate a complete list of the project stakeholders. Consider who is involved in the problem and who will be impacted by the solution, and record the names of these stakeholders/stakeholder groups on a sticky note. Categories include:
        1. Who is the project sponsor?
        2. Who are the user groups?
        3. Who are the project architects?
        4. Who are the specialty stakeholders (SMEs)?
        5. Who is your project team?
      2. Now that you’ve compiled a complete list, review each user group and indicate their level of influence against their level of involvement in the project to create a stakeholder power map by placing their sticky on a 2X2 grid.
      3. At the end of the day, record this list in the Requirements Gathering Communication Tracking Template.

      Use Info-Tech’s Requirements Gathering Communication Tracking Template

      1.5 Requirements Gathering Communication Tracking Template

      Use the Requirements Gathering Communication Tracking Template for structuring and managing ongoing communications among key requirements gathering implementation stakeholders.

      An illustration of the Stakeholder Power Map Template tab of the Requirements Gathering Communication Tracking Template

      Use the Stakeholder Power Map tab to:

      • Identify the stakeholder's name and role.
      • Identify their position on the power map using the drop-down menu.
      • Identify their level of support.
      • Identify resisters' reasons for resisting as: unwilling, unable, and/or unknowing.
      • Identify which committees they currently sit on, and which they will sit on in the future state.
      • Identify any key objections the stakeholder may have.

      Use the Communication Management Plan tab to:

      • Identify the vehicle/communication medium (status update, meeting, training, etc.).
      • Identify the audience for the communication.
      • Identify the purpose for communication.
      • Identify the frequency.
      • Identify who is responsible for the communication.
      • Identify how the communication will be distributed, and the level of detail.

      Right-size your investments in requirements management technology; sometimes the “suite spot” isn’t necessary

      Recording and analyzing requirements needs some kind of tool, but don’t overinvest in a dedicated suite if you can manage with a more inexpensive solution (such as Word, Excel, and/or Visio). Top-tier solutions may be necessary for an enterprise ERP deployment, but you can use a low-cost solution for low-level productivity application.

      • Many companies do things in the wrong order. Organizations need to right-size the approach that they take to recording and analyzing requirements. Taking the suite approach isn’t always better – often, inputting the requirements into Word or Excel will suffice. An RM suite won’t solve your problems by itself.
      • If you’re dealing with strategic approach or calculated approach projects, their complexity likely warrants a dedicated RM suite that can trace system dependencies. If you’re dealing with primarily elementary or fundamental approach projects, use a more basic tool.

      Your SOP guide should specify the technology platform that your analysts are expected to use for initial elicitation as well as analysis and validation. You don’t want them to use Word if you’ve invested in a full-out IBM RM solution.

      The graphic shows a pyramid shape next to an arrow, pointing up. The arrow is labelled Project Complexity. The pyramid includes three text boxes, reading (from top to bottom) Dedicated RM Suite; RM Module in PM Software; and Productivity APP (Word/Excel/Visio)

      If you need to opt for a dedicated suite, these vendors should be strong contenders in your consideration set

      Dedicated requirements management suites are a great (although pricey) way to have full control over recording, analysis, and hierarchical categorization of requirements. Consider some of the major vendors in the space if Word, Excel, and Visio aren’t suitable for you.

      • Before you purchase a full-scale suite or module for requirements management, ensure that the following contenders have been evaluated for your requirements gathering technology strategy:
        • Micro Focus Requirements Management
        • IBM Requisite Pro
        • IBM Rational DOORS
        • Blueprint Requirements Management
        • Jama Software
        • Polarion Software (a Siemens Company)

      A mid-sized consulting company overhauls its requirement gathering software to better understand stakeholder needs

      CASE STUDY

      Industry Consulting

      Source Jama Software

      Challenge

      ArcherPoint is a leading Microsoft Partner responsible for providing business solutions to its clients. Its varied customer base now requires a more sophisticated requirements gathering software.

      Its process was centered around emailing Word documents, creating versions, and merging issues. ArcherPoint recognized the need to enhance effectiveness, efficiency, and accuracy of requirements gathering through a prescriptive set of elicitation procedures.

      Solution

      The IT department at ArcherPoint recognized that a strong requirements gathering process was essential to delivering value to stakeholders. It needed more scalable and flexible requirements gathering software to enhance requirements traceability. The company implemented SaaS solutions that included traceability and seamless integration features.

      These features reduced the incidences of repetition, allowed for tracing of requirements relationships, and ultimately led to an exhaustive understanding of stakeholders’ needs.

      Results

      Projects are now vetted upon an understanding of the business client’s needs with a thorough requirements gathering collection and analysis.

      A deeper understanding of the business needs also allows ArcherPoint to better understand the roles and responsibilities of stakeholders. This allows for the implementation of structures and policies which makes the requirements gathering process rigorous.

      There are different types of requirements that need to be gathered throughout the elicitation phase

      Business Requirements

      • Higher-level statements of the goals, objectives, or needs of the enterprise.
      • Describe the reasons why a project has been initiated, the objectives that the project will achieve, and the metrics that will be used to measure its success.
      • Business requirements focus on the needs of the organization as a whole, not stakeholders within it.
      • Business requirements provide the foundation on which all further requirements analysis is based:
        • Ultimately, any detailed requirements must map to business requirements. If not, what business need does the detailed requirement fulfill?

      Stakeholder Requirements

      • Statements of the needs of a particular stakeholder or class of stakeholders, and how that stakeholder will interact with a solution.
      • Stakeholder requirements serve as a bridge between business requirements and the various classes of solution requirements.
      • When eliciting stakeholder requirements, other types of detailed requirements may be identified. Record these for future use, but keep the focus on capturing the stakeholders’ needs over detailing solution requirements.

      Solution options or preferences are not requirements. Be sure to identify these quickly to avoid being forced into untimely discussions and sub-optimal solution decisions.

      Requirement types – a quick overview (continued)

      Solution Requirements: Describe the characteristics of a solution that meet business requirements and stakeholder requirements. They are frequently divided into sub-categories, particularly when the requirements describe a software solution:

      Functional Requirements

      • Describe the behavior and information that the solution will manage. They describe capabilities the system will be able to perform in terms of behaviors or operations, i.e. specific information technology application actions or responses.
      • Functional requirements are not detailed solution specifications; rather, they are the basis from which specifications will be developed.

      Non-Functional Requirements

      • Capture conditions that do not directly relate to the behavior or functionality of the solution, but rather describe environmental conditions under which the solution must remain effective or qualities that the systems must have. These can include requirements related to capacity, speed, security, availability, and the information architecture and presentation of the user interface.
      • Non-functional requirements often represent constraints on the ultimate solution. They tend to be less negotiable than functional requirements.
      • For IT solutions, technical requirements would fit in this category.
      Info-Tech Insight

      Remember that solution requirements are distinct from solution specifications; in time, specifications will be developed from the requirements. Don’t get ahead of the process.

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      Book a workshop with our Info-Tech analysts:

      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      1.2.1 Conduct current and target state analysis

      An analyst will facilitate a discussion to assess the maturity of your requirements gathering process and identify any gaps in the current state.

      1.2.2 Establish requirements gathering performance metrics

      Speak to an analyst to discuss and determine key metrics for measuring the effectiveness of your requirements gathering processes.

      1.2.4 Identify your requirements gathering business process model

      An analyst will facilitate a discussion to determine the ideal target business process flow for your requirements gathering.

      1.2.3; 1.2.5 Define control levels and match control points

      An analyst will assist you with determining the appropriate requirements gathering approach for different project levels. The discussion will highlight key control points and define stakeholders who will be involved in each one.

      1.2.6; 1.2.7 Conduct initial scoping and identify key stakeholders

      An analyst will facilitate a discussion to highlight the scope of the requirements gathering optimization project as well as identify and analyze key stakeholders in the process.

      Phase 2: Define the Elicitation Process

      Phase 2 outline

      Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 2: Define the Elicitation Process

      Proposed Time to Completion: 2 weeks

      Step 2.1: Determine Elicitation Techniques

      Start with an analyst kick off call:

      • Understand and assess elicitation techniques.
      • Determine best fit to projects and business environment.

      Then complete these activities…

      • Understand different elicitation techniques.
      • Record the approved elicitation techniques.
      Step 2.2: Structure Elicitation Output

      Review findings with analyst:

      • Review options for structuring the output of requirements elicitation.
      • Build the requirements gathering operating model.

      Then complete these activities…

      • Build use case model.
      • Use table-top testing to build use case models.
      • Build the operating model.

      With these tools & templates:

      • Business Requirements Document Template
      • Scrum Documentation Template
      Phase 2 Results & Insights:
      • Best practices for conducting and structuring elicitation.

      Step 2.1: Determine Elicitation Techniques

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:

      • Understand requirements elicitation techniques.

      This step involves the following participants:

      • BAs
      • Business stakeholders

      Outcomes of this step

      • Select and record best-fit elicitation techniques.

      Eliciting requirements is all about effectively creating the initial shortlist of needs the business has for an application

      The image is the Requirements Gathering Framework, shown earlier. All parts of the framework are greyed-out, except for the arrow containing the word Elicit in the center of the image, with three bullet points beneath it that read: Prepare; Conduct; Confirm.

      The elicitation phase is where the BAs actually meet with project stakeholders and uncover the requirements for the application. Major tasks within this phase include stakeholder identification, selecting elicitation techniques, and conducting the elicitation sessions. This phase involves the most information gathering and therefore requires a significant amount of time to be done properly.

      Good requirements elicitation leverages a strong elicitation framework and executes the right elicitation techniques

      A mediocre requirements practitioner takes an order taker approach to elicitation: they elicit requirements by showing up to a meeting with the stakeholder and asking, “What do you want?” This approach frequently results in gaps in requirements, as most stakeholders cannot free-form spit out an accurate inventory of their needs.

      A strong requirements practitioner first decides on an elicitation framework – a mechanism to anchor the discussion about the business requirements. Info-Tech recommends using business process modelling (BPM) as the most effective framework. The BA can now work through several key questions:

      • What processes will this application need to support?
      • What does the current process look like?
      • How could we improve the process?
      • In a target state process map, what are the key functional requirements necessary to support this?

      The second key element to elicitation is using the right blend of elicitation techniques: the tactical approach used to actually collect the requirements. Interviews are the most popular means, but focus groups, JAD sessions, and observational techniques can often yield better results – faster. This section will touch on BPM/BPI as an elicitation framework, then do deep dive on different elicitation techniques.

      The elicitation phase of most enterprise application projects follows a similar four-step approach

      Prepare

      Stakeholders must be identified, and elicitation frameworks and techniques selected. Each technique requires different preparation. For example, brainstorming requires ground rules; focus groups require invitations, specific focus areas, and meeting rooms (perhaps even cameras). Look at each of these techniques and discuss how you would prepare.

      Conduct

      A good elicitor has the following underlying competencies: analytical thinking, problem solving, behavioral characteristics, business knowledge, communication skills, interaction skills, and proficiency in BA tools. In both group and individual elicitation techniques, interpersonal proficiency and strong facilitation is a must. A good BA has an intuitive sense of how to manage the flow of conversations, keep them results-oriented, and prevent stakeholder tangents or gripe sessions.

      Document

      How you document will depend on the technique you use. For example, recording and transcribing a focus group is probably a good idea, but you still need to analyze the results and determine the actual requirements. Use cases demand a software tool – without one, they become cumbersome and unwieldy. Consider how you would document the results before you choose the technique. Some analysts prefer to use solutions like OneNote or Evernote for capturing the raw initial notes, others prefer pen and paper: it’s what works best for the BA at hand.

      Confirm

      Review the documentation with your stakeholder and confirm the understanding of each requirement via active listening skills. Revise requirements as necessary. Circulating the initial notes of a requirements interview or focus group is a great practice to get into – it ensures jargon and acronyms are correctly captured, and that nothing has been lost in the initial translation.

      BPM is an extremely useful framework for framing your requirements elicitation discussions

      What is BPM? (Source: BPMInstitute.org)

      BPMs can take multiple forms, but they are created as visual process flows that depict a series of events. They can be customized at the discretion of the requirements gathering team (swim lanes, legends, etc.) based on the level of detail needed from the input.

      When to use them?

      BPMs can be used as the basis for further process improvement or re-engineering efforts for IT and applications projects. When the requirements gathering process owner needs to validate whether or not a specific step involved in the process is necessary, BPM provides the necessary breakdown.

      What’s the benefit?

      Different individuals absorb information in a variety of ways. Visual representations of a process or set of steps tend to be well received by a large sub-set of individuals, making BPMs an effective analysis technique.

      This related Info-Tech blueprint provides an extremely thorough overview of how to leverage BPM and process improvement approaches.

      Use a SIPOC table to assist with zooming into a step in a BPM to help define requirements

      Build a Sales Report
      • Salesforce
      • Daily sales results
      • Sales by product
      • Sales by account rep
      • Receive customer orders
      • Process invoices
      • GL roll-up
      • Sales by region
      • Sales by rep
      • Director of Sales
      • CEO
      • Report is accurate
      • Report is timely
      • Balance to GL
      • Automated email notification

      Source: iSixSigma

      Example: Extract requirements from a BPM for a customer service solution

      Look at an example for a claims process, and focus on the Record Claim task (event).

      Task Input Output Risks Opportunities Condition Sample Requirements
      Record Claim Customer Email Case Record
      • An agent accidentally misses the email and the case is not submitted.
      • The contents of the email are not properly ported over into the case for the claim.
      • The claim is routed to the wrong recipient within the claims department.
      • There is translation risk when the claim is entered in another language from which it is received.
      • Reduce the time to populate a customer’s claim information into the case.
      • Automate the data capture and routing.
      • Pre-population of the case with the email contents.
      • Suggested routing based on the nature of the case.
      • Multi-language support.

      Business:

      • The system requires email-to-case functionality.

      Non-Functional:

      • The cases must be supported in multiple languages.
      • Case management requires Outlook integration.

      Functional:

      • The case must support the following information:
      • Title; Customer; Subject; Case Origin; Case Type; Owner; Status; Priority
      • The system must pre-populate the claims agent based on the nature of the case.

      The image is an excerpt from a table, with the title Claims Process at the top. The top row is labelled Customer Service, and includes a textbox that reads Record Claim. The bottom row is labelled Claims, and includes a textbox that reads Manage Claim. A downward-pointing arrow connects the two textboxes.

      Identify the preferred elicitation techniques in your requirements gathering SOP: outline order of operations

      Conducting elicitation typically takes the greatest part of the requirements management process. During elicitation, the designated BA(s) should be reviewing documentation, and conducting individual and group sessions with key stakeholders.

      • When eliciting requirements, it’s critical that your designated BAs use multiple techniques; relying only on stakeholder interviews while neglecting to conduct focus groups and joint whiteboarding sessions will lead to trouble.
      • Avoid makeshift solutions by focusing on target state requirements, but don’t forget about the basic user needs. These can often be neglected because one party assumes that the other already knows about them.
      • The SOP guide should provide your BAs with a shortlist of recommended/mandated elicitation techniques based on business scenarios (examples in this section). Your SOP should also suggest the order in which BAs use the techniques for initial elicitation. Generally, document review comes first, followed by group, individual, and observational techniques.

      Elicitation is an iterative process – requirements should be refined in successive steps. If you need more information in the analysis phases, don’t be afraid to go back and conduct more elicitation.

      Understand different elicitation techniques

      2.1.1 – 1 hour

      Input
      • Elicitation techniques
      Output
      • Elicitation technique assessment
      Materials
      • Whiteboard
      • Markers
      • Paper
      Participants
      • BAs
      1. For this exercise, review the following elicitation techniques: observation, document review, surveys, focus groups, and interviews. Use the material in the next slides to brainstorm around the following questions:
        1. What types of information can the technique be used to collect?
        2. Why would you use this technique over others?
        3. How will you prepare to use the technique?
        4. How will you document the technique?
        5. Is this technique suitable for all projects?
        6. When wouldn’t you use it?
      2. Have each group present their findings from the brainstorming to the group.

      Document any changes to the elicitation techniques in section 4.0 of the Requirements Gathering SOP and BA Playbook.

      Understand different elicitation techniques – Interviews

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Structured One-on-One Interview In a structured one-on-one interview, the BA has a fixed list of questions to ask the stakeholder and follows up where necessary. Structured interviews provide the opportunity to quickly home in on areas of concern that were identified during process mapping or group elicitation techniques. They should be employed with purpose, i.e. to receive specific stakeholder feedback on proposed requirements or to help identify systemic constraints. Generally speaking, they should be 30 minutes or less. Low Medium
      Unstructured One-on-One Interview In an unstructured one-on-one interview, the BA allows the conversation to flow free form. The BA may have broad themes to touch on but does not run down a specific question list. Unstructured interviews are most useful for initial elicitation, when brainstorming a draft list of potential requirements is paramount. Unstructured interviews work best with senior stakeholders (sponsors or power users), since they can be time consuming if they’re applied to a large sample size. It’s important for BAs not to stifle open dialogue and allow the participants to speak openly. They should be 60 minutes or less. Medium Low
      Info-Tech Insight

      Interviews should be used with high-value targets. Those who receive one-on-one face time can help generate good requirements, as well as allow effective communication around requirements at a later point (i.e. during the analysis and validation phases).

      Understand the diverse approaches for interviews

      Use a clear interview approach to guide the preparation, facilitation styles, participants, and interview schedules you manage for a specific project.

      Depending on your stakeholder audience and interview objectives, apply one or more of the following approaches to interviews.

      Interview Approaches

      • Unstructured
      • Semi-structured
      • Structured

      The Benefits of Interviews

      Fosters direct engagement

      IT is able to hear directly from stakeholders about what they are looking to do with a solution and the level of functionality that they expect from it.

      Offers greater detail

      With interviews, a greater degree of insight can be gained by leveraging information that wouldn’t be collected through traditional surveys. Face-to-face interactions provide thorough answers and context that helps inform requirements.

      Removes ambiguity

      Face-to-face interactions allow opportunities for follow-up around ambiguous answers. Clarify what stakeholders are looking for and expect in a project.

      Enables stakeholder management

      Interviews are a direct line of communication with a project stakeholder. They provide input and insight, and help to maintain alignment, plan next steps, and increase awareness within the IT organization.

      Select an interview structure based on project objectives and staff types

      Consider stakeholder types and characteristics, in conjunction with the best way to maximize time, when selecting which of the three interview structures to leverage during the elicitation phase of requirements gathering.

      Structured Interviews

      • Interviews conducted using this structure are modelled after the typical Q&A session.
      • The interviewer asks the participant a variety of closed-ended questions.
      • The participant’s response is limited to the scope of the question.

      Semi-Structured Interviews

      • The interviewer may prepare a guide, but it acts as more of an outline.
      • The goal of the interview is to foster and develop conversation.
      • Participants have the ability to answer questions on broad topics without compromising the initial guide.

      Unstructured Interviews

      • The interviewer may have a general interview guide filled with open-ended questions.
      • The objective of the questions is to promote discussion.
      • Participants may discuss broader themes and topics.

      Select the best interview approach

      Review the following questions to determine what interview structure you should utilize. If you answer the question with “Yes,” then follow the corresponding recommendations for the interview elements.

      Question Structure Type Facilitation Technique # of Participants
      Do you have to interview multiple participants at once because of time constraints? Semi-structured Discussion 1+
      Does the business or stakeholders want you to ask specific questions? Structured Q&A 1
      Have you already tried an unsuccessful survey to gather information? Semi-structured Discussion 1+
      Are you utilizing interviews to understand the area? Unstructured Discussion 1+
      Do you need to gather requirements for an immediate project? Structured Q&A 1+

      Decisions to make for interviews

      Interviews should be used with high-value targets. Those who receive one-on-one face time can help generate good requirements and allow for effective communication around requirements during the analysis and validation stages.

      Who to engage?

      • Individuals with an understanding of the project scope, constraints and considerations, and high-level objectives.
      • Project stakeholders from across different functional units to solicit a varied set of requirement inputs.

      How to engage?

      • Approach selected interview candidate(s) with a verbal invitation to participate in the requirements gathering process for [Project X].
      • Take the initiative to book time in the candidate’s calendar. Include in your calendar invitation a description of the preparation required for the interview, the anticipated outputs, and a brief timeline agenda for the interview itself.

      How to drive participant engagement?

      • Use introductory interview questions to better familiarize yourself with the interviewee and to create an environment in which the individual feels welcome and at ease.
      • Once acclimatized, ensure that you hold the attention of the interviewee by providing further probing, yet applicable, interview questions.

      Manage each point of the interaction in the interview process

      Interviews generally follow the same workflow regardless of which structure you select. You must manage the process to ensure that the interview runs smoothly and results in an effective gathering requirements process.

      1. Prep Schedule
        • Recommended Actions
          • Send an email with a proposed date and time for the meeting.
          • Include an overview of what you will be discussing.
          • Mention if other people will be joining (if group interview).
      2. Meeting Opening
        • Recommended Actions
          • Provide context around the meeting’s purpose and primary focal points.
          • Let interviewee(s) know how long the interview will last.
          • Ask if they have any blockers that may cause the meeting to end early.
      3. Meeting Discussion
        • Recommended Actions
          • Ask questions and facilitate discussion in accordance with the structure you have selected.
          • Ensure that the meeting’s dialogue is being either recorded using written notes (if possible) or a voice recorder.
      4. Meeting Wrap-Up
        • Recommended Actions
          • Provide a summary of the big findings and what was agreed upon.
          • Outline next steps or anything else you will require from the participant.
          • Let the interviewee(s) know that you will follow up with interview notes, and will require feedback from them.
      5. Meeting Follow-Up
        • Recommended Actions
          • Send an overview of what was covered and agreed upon during the interview.
          • Show the mock-ups of your work based on the interview, and solicit feedback.
          • Give the interviewee(s) the opportunity to review your notes or recording and add value where needed.

      Solve the problem before it occurs with interview troubleshooting techniques

      The interview process may grind to a halt due to challenging situations. Below are common scenarios and corresponding troubleshooting techniques to get your interview back on track.

      Scenario Technique
      Quiet interviewee Begin all interviews by asking courteous and welcoming questions. This technique will warm the interviewee up and make them feel more comfortable. Ask prompting questions during periods of silence in the interview. Take note of the answers provided by the interviewee in your interview guide, along with observations and impact statements that occur throughout the duration of the interview process.
      Disgruntled interviewee Avoid creating a hostile environment by eliminating the interviewee’s perception that you are choosing to focus on issues that the interviewee feels will not be resolved. Ask questions to contextualize the issue. For example, ask why they feel a particular way about the issue, and determine whether they have valid concerns that you can resolve.
      Interviewee has issues articulating their answer Encourage the interviewee to use a whiteboard or pen and paper to kick start their thought process. Make sure you book a room with these resources readily available.

      Understand different elicitation techniques – Observation

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Casual Observation The process of observing stakeholders performing tasks where the stakeholders are unaware they are being observed. Capture true behavior through observation of stakeholders performing tasks without informing them they are being observed. This information can be valuable for mapping business process; however, it is difficult to isolate the core business activities from unnecessary actions. Low Medium
      Formal Observation The process of observing stakeholders performing tasks where the stakeholders are aware they are being observed. Formal observation allows BAs to isolate and study the core activities in a business process because the stakeholder is aware they are being observed. Stakeholders may become distrusting of the BA and modify their behavior if they feel their job responsibilities or job security are at risk Low Medium

      Info-Tech Insight

      Observing stakeholders does not uncover any information about the target state. Be sure to use contextual observation in conjunction with other techniques to discover the target state.

      Understand different elicitation techniques – Surveys

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Closed-Response Survey A survey that has fixed responses for each answer. A Likert-scale (or similar measures) can be used to have respondents evaluate and prioritize possible requirements. Closed response surveys can be sent to large groups and used to quickly gauge user interest in different functional areas. They are easy for users to fill out and don’t require a high investment of time. However, their main deficit is that they are likely to miss novel requirements not listed. As such, closed response surveys are best used after initial elicitation or brainstorming to validate feature groups. Low Medium
      Open-Response Survey A survey that has open-ended response fields. Questions are fixed, but respondents are free to populate the field in their own words. Open-response surveys take longer to fill out than closed, but can garner deeper insights. Open-response surveys are a useful supplement (and occasionally replacement) for group elicitation techniques, like focus groups, when you need to receive an initial list of requirements from a broad cross-section of stakeholders. Their primary shortcoming is the analyst can’t immediately follow up on interesting points. However, they are particularly useful for reaching stakeholders who are unavailable for individual one-on-ones or group meetings. Low Medium

      Info-Tech Insight

      Surveys can be useful mechanisms for initial drafting of raw requirements (open-response) and gauging user interest in proposed requirements or feature sets (closed-response). However, they should not be the sole focus of your elicitation program due to lack of interactivity and two-way dialogue with the BA.

      Be aware: Know the implications of leveraging surveys

      What are surveys?

      Surveys take a sample population’s written responses for data collection. Survey respondents can identify themselves or choose to remain anonymous. Anonymity removes the fear of repercussions for giving critical responses to sensitive topics.

      Who needs to be involved?

      Participants of a survey include the survey writer, respondent(s), and results compiler. There is a moderate amount of work that comes from both the writer and compiler, with little work involved on the end of the respondent.

      What are the benefits?

      The main benefit of surveys is their ability to reach large population groups and segments without requiring personal interaction, thus saving money. Surveys are also very responsive and can be created and modified rapidly to address needs as they arise on an on-going basis.

      When is it best to employ a survey method?

      Surveys are most valuable when completed early in the requirements gathering stage.

      Intake and Scoping → Requirements Gathering → Solution Design → Development/ Procurement → Implementation/ Deployment

      When a project is announced, develop surveys to gauge what users consider must-have, should-have, and could-have requirements.

      Use surveys to profile the demand for specific requirements.

      It is often difficult to determine if requirements are must haves or should haves. Surveys are a strong method to assist in narrowing down a wide range of requirements.

      • If all survey respondents list the same requirement, then that requirement is a must have.
      • If no participants mention a requirement, then that requirement is not likely to be important to project success.
      • If the results are scattered, it could be that the organization is unsure of what is needed.

      Are surveys worth the time and effort? Most of the time.

      Surveys can generate insights. However, there are potential barriers:

      • Well-constructed surveys are difficult to make – asking the right questions without being too long.
      • Participants may not take surveys seriously, giving non-truthful or half-hearted answers.

      Surveys should only be done if the above barriers can easily be overcome.

      Scenario: Survey used to gather potential requirements

      Scenario

      There is an unclear picture of the business needs and functional requirements for a solution.

      Survey Approach

      Use open-ended questions to allow respondents to propose requirements they see as necessary.

      Sample questions

      • What do you believe _______ (project) should include to be successful?
      • How can _______ (project) be best made for you?
      • What do you like/dislike about ________ (process that the project will address)?

      What to do with your results

      Take a step back

      If you are using surveys to elicit a large number of requirements, there is probably a lack of clear scope and vision. Focus on scope clarification. Joint development sessions are a great technique for defining your scope with SMEs.

      Moving ahead

      • Create additional surveys. Additional surveys can help narrow down the large list of requirements. This process can be reiterated until there is a manageable number of requirements.
      • Move onto interviews. Speak directly with the users to get a grasp of the importance of the requirements taken from surveys.

      Employ survey design best practices

      Proper survey design determines how valuable the responses will be. Review survey principles released by the University of Wisconsin-Madison.

      Provide context

      Include enough detail to contextualize questions to the employee’s job duties.

      Where necessary:

      • Include conditions
      • Timeline considerations
      • Additional pertinent details

      Give clear instructions

      When introducing a question identify if it should be answered by giving one answer, multiple answers, or a ranking of answers.

      Avoid IT jargon

      Ensure the survey’s language is easily understood.

      When surveying colleagues from the business use their own terms, not IT’s.

      E.g. laptops vs. hardware

      Saying “laptops” is more detailed and is a universal term.

      Use ranges

      Recommended:

      In a month your Outlook fails:

      • 1-3 times
      • 4-7 times
      • 7+ times

      Not Recommended:

      Your Outlook fails:

      • Almost never
      • Infrequently
      • Frequently
      • Almost always

      Keep surveys short

      Improve responses and maintain stakeholder interest by only including relevant questions that have corresponding actions.

      Recommended: Keep surveys to ten or less prompts.

      Scenario: Survey used to narrow down requirements

      Scenario

      There is a large list of requirements and the business is unsure of which ones to further pursue.

      Survey Approach

      Use closed-ended questions to give degrees of importance and rank requirements.

      Sample questions

      • How often do you need _____ (requirement)?
        • 1-3 times a week; 4-6 times a week; 7+ times a week
      • Given the five listed requirements below, rank each requirement in order of importance, with 1 being the most important and 5 being the least important.
      • On a scale from 1-5, how important is ________ (requirement)?
        • 1 – Not important at all; 2 – Would provide minimal benefit; 3 – Would be nice to have; 4 – Would provide substantial benefit; 5 – Crucial to success

      What to do with your results

      Determine which requirements to further explore

      Avoid simply aggregating average importance and using the highest average as the number-one priority. Group the highest average importance requirements to be further explored with other elicitation techniques.

      Moving ahead

      The group of highly important requirements needs to be further explored during interviews, joint development sessions, and rapid development sessions.

      Scenario: Survey used to discover crucial hidden requirements

      Scenario

      The business wanted a closer look into a specific process to determine if the project could be improved to better address process issues.

      Survey Approach

      Use open-ended questions to allow employees to articulate very specific details of a process.

      Sample questions

      • While doing ________ (process/activity), what part is the most frustrating to accomplish? Why?
      • Is there any part of ________ (process/activity) that you feel does not add value? Why?
      • How would you improve _________ (process/activity)?

      What to do with your results

      Set up prototyping

      Prototype a portion with the new requirement to see if it meets the user’s needs. Joint application development and rapid development sessions pair developers and users together to collaboratively build a solution.

      Next steps

      • Use interviews to begin solution mapping. Speak to SMEs and the users that the requirement would affect. Understand how to properly incorporate the discovered requirement(s) into the solution.
      • Create user stories. User stories allow developers to step into the shoes of the users. Document the user’s requirement desires and their reason for wanting it. Give those user stories to the developers.

      Explore mediums for survey delivery

      Online

      Free online surveys offer quick survey templates but may lack customization. Paid options include customizable features. Studies show that most participants find web-based surveys more appealing, as web surveys tend to have a higher rate of completion.

      Potential Services (Not a comprehensive list)

      SurveyMonkey – free and paid options

      Good Forms – free options

      Ideal for:

      • Low complexity surveys
      • High complexity surveys
      • Quick responses
      • Low cost (free survey options)

      Paper

      Paper surveys offer complete customizability. However, paper surveys take longer to distribute and record, and are also more expensive to administer.

      Ideal for:

      • Low complexity surveys
      • High complexity surveys
      • Quick responses
      • Low cost

      Internally-developed

      Internally-developed surveys can be distributed via the intranet or email. Internal surveys offer the most customization. Cost is the creator’s time, but cost can be saved on distribution versus paper and paid online surveys.

      Ideal for:

      • Low complexity surveys
      • High complexity surveys
      • Quick responses
      • Low cost (if created quickly)

      Understand different elicitation techniques – Focus Groups

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Focus Group Focus groups are sessions held between a small group (typically ten individuals or less) and an experienced facilitator who leads the conversation in a productive direction. Focus groups are highly effective for initial requirements brainstorming. The best practice is to structure them in a cross-functional manner to ensure multiple viewpoints are represented, and the conversation doesn’t become dominated by one particular individual. Facilitators must be wary of groupthink in these meetings (i.e. the tendency to converge on a single POV). Medium Medium
      Workshop Workshops are larger sessions (typically ten people or more) that are led by a facilitator, and are dependent on targeted exercises. Workshops may be occasionally decomposed into smaller group sessions. Workshops are highly versatile: they can be used for initial brainstorming, requirement prioritization, constraint identification, and business process mapping. Typically, the facilitator will use exercises or activities (such as whiteboarding, sticky note prioritization, role-playing, etc.) to get participants to share and evaluate sets of requirements. The main downside to workshops is a high time commitment from both stakeholders and the BA. Medium High

      Info-Tech Insight

      Group elicitation techniques are most useful for gathering a wide spectrum of requirements from a broad group of stakeholders. Individual or observational techniques are typically needed for further follow-up and in-depth analysis with critical power users or sponsors.

      Conduct focus groups and workshops

      There are two specific types of group interviews that can be utilized to elicit requirements: focus groups and workshops. Understand each type’s strengths and weaknesses to determine which is better to use in certain situations.

      Focus Groups Workshops
      Description
      • Small groups are encouraged to speak openly about topics with guidance from a facilitator.
      • Larger groups are led by a facilitator to complete target exercises that promote hands-on learning.
      Strengths
      • Highly effective for initial requirements brainstorming.
      • Insights can be explored in depth.
      • Any part of the requirements gathering process can be done in a workshop.
      • Use of activities can increase the learning beyond simple discussions.
      Weaknesses
      • Loudest voice in the room can induce groupthink.
      • Discussion can easily veer off topic.
      • Extremely difficult to bring together such a large group for extended periods of time.
      Facilitation Guidance
      • Make sure the group is structured in a cross-functional manner to ensure multiple viewpoints are represented.
      • If the group is too large, break the members into smaller groups. Try putting together members who would not usually interact.

      Solution mapping and joint review sessions should be used for high-touch, high-rigor BPM-centric projects

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Solution Mapping Session A one-on-one session to outline business processes. BPM methods are used to write possible target states for the solution on a whiteboard and to engineer requirements based on steps in the model. Solution mapping should be done with technically savvy stakeholders with a firm understanding of BPM methodologies and nomenclature. Generally, this type of elicitation method should be done with stakeholders who participated in tier one elicitation techniques who can assist with reverse-engineering business models into requirement lists. Medium Medium
      Joint Requirements Review Session This elicitation method is sometimes used as a last step prior to moving to formal requirements analysis. During the review session, the rough list of requirements is vetted and confirmed with stakeholders. A one-on-one (or small group) requirements review session gives your BAs the opportunity to ensure that what was recorded/transcribed during previous one-on-ones (or group elicitation sessions) is materially accurate and representative of the intent of the stakeholder. This elicitation step allows you to do a preliminary clean up of the requirements list before entering the formal analysis phase. Low Low

      Info-Tech Insight

      Solution mapping and joint requirements review sessions are more advanced elicitation techniques that should be employed after preliminary techniques have been utilized. They should be reserved for technically sophisticated, high-value stakeholders.

      Interactive whiteboarding and joint development sessions should be leveraged for high-rigor BPM-based projects

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Interactive White- boarding A group session where either a) requirements are converted to BPM diagrams and process flows, or b) these flows are reverse engineered to distil requirement sets. While the focus of workshops and focus groups is more on direct requirements elicitation, interactive whiteboarding sessions are used to assist with creating initial solution maps (or reverse engineering proposed solutions into requirements). By bringing stakeholders into the process, the BA benefits from a greater depth of experience and access to SMEs. Medium Medium
      Joint Application Development (JAD) JAD sessions pair end-user teams together with developers (and BA facilitators) to collect requirements and begin mapping and developing prototypes directly on the spot. JAD sessions fit well with organizations that use Agile processes. They are particularly useful when the overall project scope is ambiguous; they can be used for project scoping, requirements definition, and initial prototyping. JAD techniques are heavily dependent on having SMEs in the room – they should preference knowledge power users over the “rank and file.” High High

      Info-Tech Insight

      Interactive whiteboarding should be heavily BPM-centric, creating models that link requirements to specific workflow activities. Joint development sessions are time-consuming but create greater cohesion and understanding between BAs, developers, and SMEs.

      Rapid application development sessions add some Agile aspects to requirements elicitation

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Rapid Application Development A form of prototyping, RAD sessions are akin to joint development sessions but with greater emphasis on back-and-forth mock-ups of the proposed solution. RAD sessions are highly iterative – requirements are gathered in sessions, developers create prototypes offline, and the results are validated by stakeholders in the next meeting. This approach should only be employed in highly Agile-centric environments. High High

      For more information specific to using the Agile development methodology, refer to the project blueprint Implement Agile Practices That Work.

      The role of the BA differs with an Agile approach to requirements gathering. A traditional BA is a subset of the Agile BA, who typically serves as product owner. Agile BAs have elevated responsibilities that include bridging communication between stakeholders and developers, prioritizing and detailing the requirements, and testing solutions.

      Overview of JAD and RDS techniques (Part 1)

      Use the following slides to gain a thorough understanding of both JAD and rapid development sessions (RDS) to decide which fits your project best.

      Joint Application Development Rapid Development Sessions
      Description JAD pairs end users and developers with a facilitator to collect requirements and begin solution mapping to create an initial prototype. RDS is an advanced approach to JAD. After an initial meeting, prototypes are developed and validated by stakeholders. Improvements are suggested by stakeholders and another prototype is created. This process is iterated until a complete solution is created.
      Who is involved? End users, SMEs, developers, and a facilitator (you).
      Who should use this technique? JAD is best employed in an Agile organization. Agile organizations can take advantage of the high amount of collaboration involved. RDS requires a more Agile organization that can effectively and efficiently handle impromptu meetings to improve iterations.
      Time/effort versus value JAD is a time/effort-intensive activity, requiring different parties at the same time. However, the value is well worth it. JAD provides clarity for the project’s scope, justifies the requirements gathered, and could result in an initial prototype. RDS is even more time/effort intensive than JAD. While it is more resource intensive, the reward is a more quickly developed full solution that is more customized with fewer bugs.

      Overview of JAD and RDS techniques (Part 2)

      Joint Application Development

      Timeline

      Projects that use JAD should not expect dramatically quicker solution development. JAD is a thorough look at the elicitation process to make sure that the right requirements are found for the final solution’s needs. If done well, JAD eliminates rework.

      Engagement

      Employees vary in their project engagement. Certain employees leverage JAD because they care about the solution. Others are asked for their expertise (SMEs) or because they perform the process often and understand it well.

      Implications

      JAD’s thorough process guarantees that requirements gathering is done well.

      • All requirements map back to the scope.
      • SMEs are consulted throughout the duration of the process.
      • Prototyping is only done after final solution mapping is complete.

      Rapid Development Sessions

      Timeline

      Projects that use RDS can either expect quicker or slower requirements gathering depending on the quality of iteration. If each iteration solves a requirement issue, then one can expect that the solution will be developed fairly rapidly. If the iterations fail to meet requirements the process will be quite lengthy.

      Engagement

      Employees doing RDS are typically very engaged in the project and play a large role in helping to create the solution.

      Implications

      RDS success is tied to the organization’s ability to collaborate. Strong collaboration will lead to:

      • Fewer bugs as they are eliminated in each iteration.
      • A solution that is highly customized to meet the user’s needs.

      Poor collaboration will lead to RDS losing its full value.

      When is it best to use JAD?

      JAD is best employed in an Agile organization for application development and selection. This technique best serves relatively complicated, large-scale projects that require rapid or sequential iterations on a prototype or solution as a part of requirements gathering elicitation. JAD effectuates each step in the elicitation process well, from initial elicitation to narrowing down requirements.

      When tackling a project type you’ve never attempted

      Most requirement gathering professionals will use their experience with project type standards to establish key requirements. Avoid only relying on standards when tackling a new project type. Apply JAD’s structured approach to a new project type to be thorough during the elicitation phase.

      In tandem with other elicitation techniques

      While JAD is an overarching requirements elicitation technique, it should not be the only one used. Combine the strengths of other elicitation techniques for the best results.

      When is it best to use RDS?

      RDS is best utilized when one, but preferably both, of the below criteria is met.

      When the scope of the project is small to medium sized

      RDS’ strengths lie in being able to tailor-make certain aspects of the solution. If the solution is too large, tailor-made sections are impossible as multiple user groups have different needs or there is insufficient resources. When a project is small to medium sized, developers can take the time to custom make sections for a specific user group.

      When most development resources are readily available

      RDS requires developers spending a large amount of time with users, leaving less time for development. Having developers at the ready to take on users’ improvement maintains the effectiveness of RDS. If the same developer who speaks to users develops the entire iteration, the process would be slowed down dramatically, losing effectiveness.

      Techniques to compliment JAD/RDS

      1. Unstructured conversations

      JAD relies on unstructured conversations to clarify scope, gain insights, and discuss prototyping. However, a structure must exist to guarantee that all topics are discussed and meetings are not wasted.

      2. Solution mapping and interactive white-boarding

      JAD often involves visually illustrating how high-level concepts connect as well as prototypes. Use solution mapping and interactive whiteboarding to help users and participants better understand the solution.

      3. Focus groups

      Having a group development session provides all the benefits of focus groups while reducing time spent in the typically time-intensive JAD process.

      Plan how you will execute JAD

      Before the meeting

      1. Prepare for the meeting

      Email all parties a meeting overview of topics that will be discussed.

      During the meeting

      2. Discussion

      • Facilitate the conversation according to what is needed (e.g. skip scope clarification if it is already well defined).
      • Leverage solution mapping and other visual aids to appeal to all users.
      • Confirm with SMEs that requirements will meet the users’ needs.
      • Discuss initial prototyping.

      After the meeting

      3. Wrap-up

      • Provide a key findings summary and set of agreements.
      • Outline next steps for all parties.

      4. Follow-up

      • Send the mock-up of any agreed upon prototype(s).
      • Schedule future meetings to continue prototyping.

      JAD provides a detail-oriented view into the elicitation process. As a facilitator, take detailed notes to maximize the outputs of JAD.

      Plan how you will execute RDS

      Before the meeting

      1. Prepare for the meeting

      • Email all parties a meeting overview.
      • Ask employees and developers to bring their vision of the solution, regardless of its level of detail.

      During the meeting

      2. Hold the discussion

      • Facilitate the conversation according to what is needed (e.g. skip scope clarification if already well defined).
      • Have both parties explain their visions for the solution.
      • Talk about initial prototype and current iteration.

      After the meeting

      3. Wrap-up

      • Provide a key findings summary and agreements.
      • Outline next steps for all parties.

      4. Follow-up

      • Send the mock-up of any agreed upon prototype(s).
      • Schedule future meeting to continue prototyping.

      RDS is best done in quick succession. Keep in constant contact with both employees and developers to maintain positive momentum from a successful iteration improvement.

      Develop a tailored facilitation guide for JAD and RDS

      JAD/RDS are both collaborative activities, and as with all group activities, issues are bound to arise. Be proactive and resolve issues using the following guidelines.

      Scenario Technique
      Employee and developer visions for the solution don’t match up Focus on what both solutions have in common first to dissolve any tension. Next, understand the reason why both parties have differences. Was it a difference in assumptions? Difference in what is a requirement? Once the answer has been determined, work on bridging the gaps. If there is no resolution, appoint a credible authority (or yourself) to become the final decision maker.
      Employee has difficulty understanding the technical aspect of the developer’s solution Translate the developer’s technical terms into a language that the employee understands. Encourage the employee to ask questions to further their understanding.
      Employee was told that their requirement or proposed solution is not feasible Have a high-level member of the development team explain how the requirement/solution is not feasible. If it’s possible, tell the employee that the requirement can be done in a future release and keep them updated.

      Harvest documentation from past projects to uncover reusable requirements

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Legacy System Manuals The process of reviewing documentation and manuals associated with legacy systems to identify constraints and exact requirements for reuse. Reviewing legacy systems and accompanying documentation is an excellent way to gain a preliminary understanding of the requirements for the upcoming application. Be careful not to overly rely on requirements from legacy systems; if legacy systems have a feature set up one way, this does not mean it should be set up the same way on the upcoming application. If an upcoming application must interact with other systems, it is ideal to understand the integration points early. None High
      Historical Projects The process of reviewing documentation from historical projects to extract reusable requirements. Previous project documentation can be a great source of information and historical lessons learned. Unfortunately, historical projects may not be well documented. Historical mining can save a great deal of time; however, the fact that it was done historically does not mean that it was done properly. None High

      Info-Tech Insight

      Document mining is a laborious process, and as the term “mining” suggests the yield will vary. Regardless of the outcome, document mining must be performed and should be viewed as an investment in the requirements gathering process.

      Extract internal and external constraints from business rules, policies, and glossaries

      Technique Description Assessment and Best Practices Stakeholder Effort BA Effort
      Rules The process of extracting business logic from pre-existing business rules (e.g. explicit or implied workflows). Stakeholders may not be fully aware of all of the business rules or the underlying rationale for the rules. Unfortunately, business rule documents can be lengthy and the number of rules relevant to the project will vary. None High
      Glossary The process of extracting terminology and definitions from glossaries. Terminology and definitions do not directly lead to the generation of requirements. However, reviewing glossaries will allow BAs to better understand domain SMEs and interpret their requirements. None High
      Policy The process of extracting business logic from business policy documents (e.g. security policy and acceptable use). Stakeholders may not be fully aware of the different policies or the underlying rationale for why they were created. Going directly to the source is an excellent way to identify constraints and requirements. Unfortunately, policies can be lengthy and the number of items relevant to the project will vary. None High

      Info-Tech Insight

      Document mining should be the first type of elicitation activity that is conducted because it allows the BA to become familiar with organizational terminology and processes. As a result, the stakeholder facing elicitation sessions will be more productive.

      Review the different types of formal documentation (Part 1)

      1. Glossary

      Extract terminology and definitions from glossaries. A glossary is an excellent source to understand the terminology that SMEs will use.

      2. Policy

      Pull business logic from policy documents (e.g. security policy and acceptable use). Policies generally have mandatory requirements for projects, such as standard compliance requirements.

      3. Rules

      Review and reuse business logic that comes from pre-existing rules (e.g. explicit or implied workflows). Like policies, rules often have mandatory requirements or at least will require significant change for something to no longer be a requirement.

      Review the different types of formal documentation (Part 2)

      4. Legacy System

      Review documents and manuals of legacy systems, and identify reusable constraints and requirements. Benefits include:

      • Gain a preliminary understanding of general organizational requirements.
      • Ease of solution integration with the legacy system if needed.

      Remember to not use all of the basic requirements of a legacy system. Always strive to find a better, more productive solution.

      5. Historical Projects

      Review documents from historical projects to extract reusable requirements. Lessons learned from the company’s previous projects are more applicable than case studies. While historical projects can be of great use, consider that previous projects may not be well documented.

      Drive business alignment as an output from documentation review

      Project managers frequently state that aligning projects to the business goals is a key objective of effective project management; however, it is rarely carried out throughout the project itself. This gap is often due to a lack of understanding around how to create true alignment between individual projects and the business needs.

      Use company-released statements and reports

      Extract business wants and needs from official statements and reports (e.g. press releases, yearly reports). Statements and reports outline where the organization wants to go which helps to unearth relevant project requirements.

      Ask yourself, does the project align to the business?

      Documented requirements should always align with the scope of the project and the business objectives. Refer back frequently to your set of gathered requirements to check if they are properly aligned and ensure the project is not veering away from the original scope and business objectives.

      Don’t just read for the sake of reading

      The largest problem with documentation review is that requirements gathering professionals do it for the sake of saying they did it. As a result, projects often go off course due to not aligning to business objectives following the review sessions.

      • When reading a document, take notes to avoid projects going over time and budget and business dissatisfaction. Document your notes and schedule time to review the set of complete notes with your team following the individual documentation review.

      Select elicitation techniques that match the elicitation scenario

      There is a time and place for each technique. Don’t become too reliant on the same ones. Diversify your approach based on the elicitation goal.

      A chart showing Elicitation Scenarios and Techniques, with each marked for their efficacy.

      This table shows the relative strengths and weaknesses of each elicitation technique compared against the five basic elicitation scenarios.

      A typical project will encounter most of the elicitation scenarios. Therefore, it is important to utilize a healthy mix of techniques to optimize effectiveness.

      Very Strong = Very Effective

      Strong = Effective

      Medium = Somewhat Effective

      Weak = Minimally Effective

      Very Weak = Not Effective

      Record the approved elicitation techniques that your BAs should use

      2.1.2 – 30 minutes

      Input
      • Approved elicitation techniques
      Output
      • Execution procedure
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders
      • BAs

      Record the approved elicitation methods and best practices for each technique in the SOP.

      Identify which techniques should be utilized with the different stakeholder classes.

      Segment the different techniques based by project complexity level.

      Use the following chart to record the approved techniques.

      Stakeholder L1 Projects L2 Projects L3 Projects L4 Projects
      Senior Management Structured Interviews
      Project Sponsor Unstructured Interviews
      SME (Business) Focus Groups Unstructured Interviews
      Functional Manager Focus Groups Structured Interviews
      End Users Surveys; Focus Groups; Follow-Up Interviews; Observational Techniques

      Document the output from this exercise in section 4.0 of the Requirements Gathering SOP and BA Playbook.

      Confirm initial elicitation notes with stakeholders

      Open lines of communication with stakeholders and keep them involved in the requirements gathering process; confirm the initial elicitation before proceeding.

      Confirming the notes from the elicitation session with stakeholders will result in three benefits:

      1. Simple miscommunications can compound and result in costly rework if they aren’t caught early. Providing stakeholders with a copy of notes from the elicitation session will eliminate issues before they manifest themselves in the project.
      2. Stakeholders often require an absorption period after elicitation sessions to reflect on the meeting. Following up with stakeholders gives them an opportunity to clarify, enhance, or change their responses.
      3. Stakeholders will become disinterested in the project (and potentially the finished application) if their involvement in the project ends after elicitation. Confirming the notes from elicitation keeps them involved in the process and transitions stakeholders into the analysis phase.

      This is the Confirm stage of the Confirm, Verify, Approve process.

      “Are these notes accurate and complete?”

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      Book a workshop with our Info-Tech analysts:

      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      2.1.1 Understand the different elicitation techniques

      An analyst will walk you through the different elicitation techniques including observations, document reviews, surveys, focus groups, and interviews, and highlight the level of effort required for each.

      2.1.2 Select and record the approved elicitation techniques

      An analyst will facilitate the discussion to determine which techniques should be utilized with the different stakeholder classes.

      Step 2.2: Structure Elicitation Output

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:
      • Build use-case models.
      • Practice using elicitation techniques with business stakeholders to build use-case models.
      • Practice leveraging user stories to convey requirements.
      This step involves the following participants:
      • BAs
      • Business stakeholders
      Outcomes of this step
      • Understand the value of use-case models for requirements gathering.
      • Practice different techniques for building use-case models with stakeholders.

      Record and capture requirements in solution-oriented formats

      Unstructured notes for each requirement are difficult to manage and create ambiguity. Using solution-oriented formats during elicitation sessions ensures that the content can be digested by IT and business users.

      This table shows common solution-oriented formats for recording requirements. Determine which formats the development team and BAs are comfortable using and create a list of acceptable formats to use in projects.

      Format Description Examples
      Behavior Diagrams These diagrams describe what must happen in the system. Business Process Models, Swim Lane Diagram, Use Case Diagram
      Interaction Diagrams These diagrams describe the flow and control of data within a system. Sequence Diagrams, Entity Diagrams
      Stories These text-based representations take the perspective of a user and describe the activities and benefits of a process. Scenarios, User Stories

      Info-Tech Insight

      Business process modeling is an excellent way to visually represent intricate processes for both IT and business users. For complex projects with high business significance, business process modeling is the best way to capture requirements and create transformational gains.

      Use cases give projects direction and guidance from the business perspective

      Use Case Creation Process

      Define Use Cases for Each Stakeholder

      • Each stakeholder may have different uses for the same solution. Identify all possible use cases attributed to the stakeholders.
      • All use cases are possible test case scenarios.

      Define Applications for Each Use Case

      • Applications are the engines behind the use cases. Defining the applications to satisfy use cases will pinpoint the areas where development or procurement is necessary.

      Consider the following guidelines:

      1. Don’t involve systems in the use cases. Use cases just identify the key end-user interaction points that the proposed solution is supposed to cover.
      2. Some use cases are dependent on other use cases or multiple stakeholders may be involved in a single use case. Depending on the availability of these use cases, they can either be all identified up front (Waterfall) or created at various iterations (Agile).
      3. Consider the enterprise architecture perspective. Existing enterprise architecture designs can provide a foundation of current requirement mappings and system structure. Reuse these resources to reduce efforts.
      4. Avoid developing use cases in isolation. Reusability is key in reducing designing efforts. By involving multiple departments, requirement clashes can be avoided and the likelihood of reusability increases.

      Develop practical use cases to help drive the development effort in the right direction

      Evaluating the practicality and likelihood of use cases is just as important as developing them.

      Use cases can conflict with each other. In certain situations, specific requirements of these use cases may clash with one another even though they are functionally sound. Evaluate use-case requirements and determine how they satisfy the overall business need.

      Use cases are not necessarily isolated; they can be nested. Certain functionalities are dependent on the results of another action, often in a hierarchical fashion. By mapping out the expected workflows, BAs can determine the most appropriate way to implement.

      Use cases can be functionally implemented in many ways. There could be multiple ways to accomplish the same use case. Each of these needs to be documented so that functional testing and user documentation can be based on them.

      Nested Use Case Examples:

      Log Into Account ← Depends on (Nested) Ordering Products Online
      Enter username and password Complete order form
      Verify user is a real person Process order
      Send user forgotten password message Check user’s account
      Send order confirmation to user

      Build a use-case model

      2.2.1 – 45 minutes

      Input
      • Sub processes
      Output
      • Use case model
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders
      • BAs
      Demonstrate how to use elicitation techniques to build use cases for the project.
      1. Identify a sub-process to build the use-case model. Begin the exercise by giving a brief description of the purpose of the meeting.
      2. For each stakeholder, draw a stick figure on the board. Pose the question “If you need to do X, what is your first step?” Go through the process until the end goal and draw each step. Ensure that you capture triggers, causes, decision points, outcomes, tools, and interactions.
      3. Starting at the beginning of the diagram, go through each step again and check with stakeholders if the step can be broken down into more granular steps.
      4. Ask the stakeholder if there are any alternative flows that people use, or any exceptions to process steps. If there are, map these out on the board.
      5. Go back through each step and ask the stakeholder where the current process is causing them grief, and where modification should be made.
      6. Record this information in the Business Requirements Document Template.

      Build a use-case model

      2.2.1

      Example: Generate Letters

      Inspector: Log into system → Search for case → Identify recipient → Determine letter type → Print letter

      Admin: Receive letter from inspector → Package and mail letter

      Citizen: Receive letter from inspector

      Understand user stories and profiles

      What are they?

      User stories describe what requirement a user wants in the solution and why they want it. The end goal of a user story is to create a simple description of a requirement for developers.

      When to use them

      User stories should always be used in requirements gathering. User stories should be collected throughout the elicitation process. Try to recapture user stories as new project information is released to capture any changes in end-customer needs.

      What’s the benefit?

      User stories help capture target users, customers, and stakeholders. They also create a “face” for individual user requirements by providing user context. This detail enables IT leaders to associate goals and end objectives with each persona.

      Takeaway

      To better understand the characteristics driving user requirements, begin to map objectives to separate user personas that represent each of the project stakeholders.

      Are user stories worth the time and effort?

      Absolutely.

      A user’s wants and needs serve as a constant reminder to developers. Developers can use this information to focus on how a solution needs to accomplish a goal instead of only focusing on what goals need to be completed.

      Create customized user stories to guide or structure your elicitation output

      Instructions

      1. During surveys, interviews, and development sessions, ask participants the following questions:
        • What do you want from the solution?
        • Why do you want that?
      2. Separate the answer into an “I want to” and “So that” format.
        • For users who give multiple “I want to” and “So that” statements, separate them into their respective pairs.
      3. Place each story on a small card that can easily be given to developers.
      As a I want to So that Size Priority
      Developer Learn network and system constraints The churn between Operations and I will be reduced. 1 point Low

      Team member

      Increase the number of demonstrations I can achieve greater alignment with business stakeholders. 3 points High
      Product owner Implement a user story prioritization technique I can delegate stories in my product backlog to multiple Agile teams. 3 points Medium

      How to make an effective and compelling user story

      Keep your user stories short and impactful to ensure that they retain their impact.

      Follow a simple formula:

      As a [stakeholder title], I want to [one requirement] so that [reason for wanting that requirement].

      Use this template for all user stories. Other formats will undermine the point of a user story. Multiple requirements from a single user must be made into multiple stories and given to the appropriate developer. User stories should fit onto a sticky note or small card.

      Example

      As an: I want to: So that:
      Administrator Integrate with Excel File transfer won’t possibly lose information
      X Administrator Integrate with Excel and Word File transfer won’t possibly lose information

      While the difference between the two may be small, it would still undermine the effectiveness of a user story. Different developers may work on the integration of Excel or Word and may not receive this user story.

      Assign user stories a size and priority level

      Designate a size to user stories

      Size is an estimate of how many resources must be dedicated to accomplish the want. Assign a size to each user story to help determine resource allocation.

      Assign business priority to user stories

      Based on how important the requirement is to project success, assign each user story a rating of high, medium, or low. The priority given will dictate which requirements are completed first.

      Example:

      Scope: Design software to simplify financial reporting

      User Story Estimated Size Priority
      As an administrator, I want to integrate with Excel so that file transfer won’t possibly lose information. Low High
      As an administrator, I want to simplify graph construction so that I can more easily display information for stakeholders. High Medium

      Combine both size and priority to decide resource allocation. Low-size, high-priority tasks should always be done first.

      Group similar user stories together to create greater impact

      Group user stories that have the same requirement

      When collecting user stories, many will be centered around the same requirement. Group similar user stories together to show the need for that requirement’s inclusion in the solution.

      Even if it isn’t a must-have requirement, if the number of similar user stories is high enough, it would become the most important should-have requirement.

      Group together user stories such as these:
      As an I want So that
      Administrator To be able to create bar graphs Information can be more easily illustrated
      Accountant To be able to make pie charts Budget information can be visually represented

      Both user stories are about creating charts and would be developed similarly.

      Leave these user stories separate
      As an I want So that
      Administrator The program to auto-save Information won’t be lost during power outages
      Accountant To be able to save to SharePoint My colleagues can easily view and edit my work

      While both stories are about saving documents, the development of each feature is vastly different.

      Create customized user profiles

      User profiles are a way of grouping users based on a significant shared details (e.g. in the finance department, website user).

      Go beyond the user profile

      When creating the profile, consider more than the group’s name. Ask yourself the following questions:

      • What level of knowledge and expertise does this user profile have with this type of software?
      • How much will this user profile interact with the solution?
      • What degree of dependency will this user profile have on the solution?

      For example, if a user profile has low expertise but interacts and depends heavily on the program, a more thorough tutorial of the FAQ section is needed.

      Profiles put developers in user’s shoes

      Grouping users together helps developers put a face to the name. Developers can then more easily empathize with users and develop an end solution that is directly catered to their needs.

      Leverage group activities to break down user-story sizing techniques

      Work in groups to run through the following story-sizing activities.

      Planning Poker: This approach uses the Delphi method where members estimate the size of each user story by revealing numbered cards. These estimates are then discussed and agreed upon as a group.

      • Planning poker generates discussion about variances in estimates but dominant personalities may lead to biased results or groupthink.

      Team Sort: This approach can assist in expediting estimation when you are handling numerous user stories.

      • Bucket your user stories into sizes (e.g. extra-small, small, medium, large, and extra-large) based on an acceptable benchmark that may change from project to project.
      • Collaborate as a team to conclude the final size.
      • Next, translate these sizes into points.

      The graphic shows the two activities described, Planning Poker and Team Sort. In the Planning Poker image, 3 sets of cards are shown, with the numbers 13, 5, and 1 on the top of each set. At the bottom of the image are 7 cards, labelled with: 1, 2, 3, 5, 8, 13, 21. In the Team Sort section, there is an arrow pointing in both directions, representing a spectrum from XS to XL. Each size is assigned a point value: XS is 1; S is 3; M is 5; L is 10; and XL is 20. Cards with User Story # written on them are arranged along the spectrum.

      Create a product backlog to communicate business needs to development teams

      Use the product backlog to capture expected work and create a roadmap for the project by showing what requirements need to be delivered.

      How is the product owner involved?

      • The product owner is responsible for keeping in close contact with the end customer and making the appropriate changes to the product backlog as new ideas, insights, and impediments arise.
      • The product owner should have good communication with the team to make accurate changes to the product backlog depending on technical difficulties and needs for clarification.

      How do I create a product backlog?

      • Write requirements in user stories. Use the format: “As a (user role), I want (function) so that (benefit).” Identify end users and understand their needs.
      • Assign each requirement a priority. Decide which requirements are the most important to deliver. Ask yourself, “Which user story will create the most value?”

      What are the approaches to generate my backlog?

      • Team Brainstorming – The product owner, team, and scrum master work together to write and prioritize user stories in a single or a series of meetings.
      • Business Case – The product owner translates business cases into user stories as per the definition of “development ready.”

      Epics and Themes

      As you begin to take on larger projects, it may be advantageous to organize and group your user stories to simplify your release plan:

      • Epics are collections of similar user stories and are used to describe significant and large development initiatives.
      • Themes are collections of similar epics and are normally used to define high-level business objectives.

      To avoid confusion, the pilot product backlog will be solely composed of user stories.

      Example:

      Theme: Increase user exposure to corporate services through mobile devices
      Epic: Access corporate services through a mobile application Epic: Access corporate services through mobile website
      User Story: As a user, I want to find the closest office so that I can minimize travel time As a user, I want to find the closest office so that I can minimize travel time User Story: As a user, I want to submit a complaint so that I can improve company processes

      Simulate product backlog creation

      Overview

      Leverage Info-Tech’s Scrum Documentation Template, using the Backlog and Planning tab, to help walk you through this activity.

      Instructions

      1. Have your product owner describe the business objectives of the pilot project.
      2. Write the key business requirements as user stories.
      3. Based on your business value drivers, identify the business value of your user stories (high, medium, low).
      4. Have your team review the user stories and question the story’s value, priority, goal, and meaning.
      5. Break down the user stories if the feature or business goal is unclear or too large.
      6. Document the perceived business value of each user story, as well as the priority, goal, and meaning.

      Examples:

      As a citizen, I want to know about road construction so that I can save time when driving. Business Value: High

      As a customer, I want to find the nearest government office so that I can register for benefits. Business Value: Medium

      As a voter, I want to know what each candidate believes in so that I can make an informed decision. Business Value: High

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      Book a workshop with our Info-Tech analysts:

      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      2.2.1 Build use-case models

      An analyst will assist in demonstrating how to use elicitation techniques to build use-case models. The analyst will walk you through the table testing to visually map out and design process flows for each use case.

      Phase 3: Analyze and Validate Requirements

      Phase 3 outline

      Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 3: Analyze and Validate Requirements

      Proposed Time to Completion: 1 week
      Step 3.1: Create Analysis Framework

      Start with an analyst kick off call:

      • Create policies for requirements categorization and prioritization.

      Then complete these activities…

      • Create functional requirements categories.
      • Consolidate similar requirements and eliminate redundancies.
      • Prioritize requirements.

      With these tools & templates:

      • Requirements Gathering Documentation Tool
      Step 3.2: Validate Business Requirements

      Review findings with analyst:

      • Establish best practices for validating the BRD with project stakeholders.

      Then complete these activities…

      • Right-size the BRD.
      • Present the BRD to business stakeholders.
      • Translate business requirements into technical requirements.
      • Identify testing opportunities.

      With these tools & templates:

      • Business Requirements Document Template
      • Requirements Gathering Testing Checklist

      Phase 3 Results & Insights:

      • Standardized frameworks for analysis and validation of business requirements

      Step 3.1: Create Analysis Framework

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:
      • Categorize requirements.
      • Eliminate redundant requirements.
      This step involves the following participants:
      • BAs
      Outcomes of this step
      • Prioritized requirements list.

      Analyze requirements to de-duplicate them, consolidate them – and most importantly – prioritize them!

      he image is the Requirements Gathering Framework, shown earlier. All parts of the framework are greyed-out, except for the arrow containing the word Analyze in the center of the image, with three bullet points beneath it that read: Organize; Prioritize; Verify

      The analysis phase is where requirements are compiled, categorized, and prioritized to make managing large volumes easier. Many organizations prematurely celebrate being finished the elicitation phase and do not perform adequate diligence in this phase; however, the analysis phase is crucial for a smooth transition into validation and application development or procurement.

      Categorize requirements to identify and highlight requirement relationships and dependencies

      Eliciting requirements is an important step in the process, but turning endless pages of notes into something meaningful to all stakeholders is the major challenge.

      Begin the analysis phase by categorizing requirements to make locating, reconciling, and managing them much easier. There are often complex relationships and dependencies among requirements that do not get noted or emphasized to the development team and as a result get overlooked.

      Typically, requirements are classified as functional and non-functional at the high level. Functional requirements specify WHAT the system or component needs to do and non-functional requirements explain HOW the system must behave.

      Examples

      Functional Requirement: The application must produce a sales report at the end of the month.

      Non-Functional Requirement: The report must be available within one minute after midnight (EST) of the last day of the month. The report will be available for five years after the report is produced. All numbers in the report will be displayed to two decimal places.

      Categorize requirements to identify and highlight requirement relationships and dependencies

      Further sub-categorization of requirements is necessary to realize the full benefit of categorization. Proficient BAs will even work backwards from the categories to drive the elicitation sessions. The categories used will depend on the type of project, but for categorizing non-functional requirements, the Volere Requirements Resources has created an exhaustive list of sub-categories.

      Requirements Category Elements

      Example

      Look & Feel Appearance, Style

      User Experience

      Usability & Humanity Ease of Use, Personalization, Internationalization, Learning, Understandability, Accessibility Language Support
      Performance Speed, Latency, Safety, Precision, Reliability, Availability, Robustness, Capacity, Scalability, Longevity Bandwidth
      Operational & Environmental Expected Physical Environment, Interfacing With Adjacent Systems, Productization, Release Heating and Cooling
      Maintainability & Support Maintenance, Supportability, Adaptability Warranty SLAs

      Security

      Access, Integrity, Privacy, Audit, Immunity Intrusion Prevention
      Cultural & Political Global Differentiation Different Statutory Holidays
      Legal Compliance, Standards Hosting Regulations

      What constitutes good requirements

      Complete – Expressed a whole idea or statement.

      Correct – Technically and legally possible.

      Clear – Unambiguous and not confusing.

      Verifiable – It can be determined that the system meets the requirement.

      Necessary – Should support one of the project goals.

      Feasible – Can be accomplished within cost and schedule.

      Prioritized – Tracked according to business need levels.

      Consistent – Not in conflict with other requirements.

      Traceable – Uniquely identified and tracked.

      Modular – Can be changed without excessive impact.

      Design-independent – Does not pose specific solutions on design.

      Create functional requirement categories

      3.1.1 – 1 hour

      Input
      • Activity 2.2.1
      Output
      • Requirements categories
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • BAs
      Practice the techniques for categorizing requirements.
      1. Divide the list of requirements that were elicited for the identified sub-process in exercise 2.2.1 among smaller groups.
      2. Have groups write the requirements on red, yellow, or green sticky notes, depending on the stakeholder’s level of influence.
      3. Along the top of the whiteboard, write the eight requirements categories, and have each group place the sticky notes under the category where they believe they should fit.
      4. Once each group has posted the requirements, review the board and discuss any requirements that should be placed in another category.

      Document any changes to the requirements categories in section 5.1 of the Requirements Gathering SOP and BA Playbook.

      Create functional requirement categories

      The image depicts a whiteboard with different colored post-it notes grouped into the following categories: Look & Feel; Usability & Humanity; Legal; Maintainability & Support; Operational & Environmental; Security; Cultural & Political; and Performance.

      Consolidate similar requirements and eliminate redundancies

      Clean up requirements and make everyone’s life simpler!

      After elicitation, it is very common for an organization to end up with redundant, complementary, and conflicting requirements. Consolidation will make managing a large volume of requirements much easier.

      Redundant Requirements Owner Priority
      1. The application shall feed employee information into the payroll system. Payroll High
      2. The application shall feed employee information into the payroll system. HR Low
      Result The application shall feed employee information into the payroll system. Payroll & HR High
      Complementary Requirements Owner Priority
      1. The application shall export reports in XLS and PDF format. Marketing High
      2. The application shall export reports in CSV and PDF format. Finance High
      Result The application shall export reports in XLS, CSV, and PDF format. Marketing & Finance High

      Info-Tech Insight

      When collapsing redundant or complementary requirements, it is imperative that the ownership and priority metadata be preserved for future reference. Avoid consolidating complementary requirements with drastically different priority levels.

      Identify and eliminate conflict between requirements

      Conflicting requirements are unavoidable; identify and resolve them as early as possible to minimize rework and grief.

      Conflicting requirements occur when stakeholders have requirements that either partially or fully contradict one another, and as a result, it is not possible or practical to implement all of the requirements.

      Steps to Resolving Conflict:

      1. Notify the relevant stakeholders of the conflict and search for a basic solution or compromise.
      2. If the stakeholders remain in a deadlock, appoint a final decision maker.
      3. Schedule a meeting to resolve the conflict with the relevant stakeholders and the decision maker. If multiple conflicts exist between the same stakeholder groups, try to resolve as many as possible at once to save time and encourage reciprocation.
      4. Give all parties the opportunity to voice their rationale and objectively rate the priority of the requirement. Attempt to reach an agreement, consensus, or compromise.
      5. If the parties remain in a deadlock, encourage the final decision maker to weigh in. Their decision should be based on which party has the greater need for the requirement, the difficulty to implement the requirement, and which requirement better aligns with the project goals.

      Info-Tech Insight

      Resolve conflicts whenever possible during the elicitation phase by using cross-functional workshops to facilitate discussions that address and settle conflicts in the room.

      Consolidate similar requirements and eliminate redundancies

      3.1.2 – 30 minutes

      Input
      • Activity 3.1.1
      Output
      • Requirements categories
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • BAs

      Review the outputs from the last exercise and ensure that the list is mutually exclusive by consolidating similar requirements and eliminating redundancies.

      1. Looking at each category in turn, review the sticky notes and group similar, complementary, and conflicting notes together. Put a red dot on any conflicting requirements to be used in a later exercise.
      2. Have the group start by eliminating the redundant requirements.
      3. Have the group look at the complementary requirements, and consolidate each into a single requirement. Discard originals.
      4. Record this information in the Requirements Gathering Documentation Tool.

      Prioritize requirements to assist with solution modeling

      Prioritization is the process of ranking each requirement based on its importance to project success. Hold a separate meeting for the domain SMEs, implementation SMEs, project managers, and project sponsors to prioritize the requirements list. At the conclusion of the meeting, each requirement should be assigned a priority level. The implementation SMEs will use these priority levels to ensure efforts are targeted towards the proper requirements as well as to plan features available on each release. Use the MoSCoW Model of Prioritization to effectively order requirements.

      The MoSCoW Model of Prioritization

      The image shows the MoSCoW Model of Prioritization, which is shaped like a pyramid. The sections, from top to bottom (becoming incrementally larger) are: Must Have; Should Have; Could Have; and Won't Have. There is additional text next to each category, as follows: Must have - Requirements must be implemented for the solution to be considered successful.; Should have: Requirements are high priority that should be included in the solution if possible.; Could Have: Requirements are desirable but not necessary and could be included if resources are available.; Won't Have: Requirements won’t be in the next release, but will be considered for the future releases.

      The MoSCoW model was introduced by Dai Clegg of Oracle UK in 1994 (Source: ProductPlan).

      Base your prioritization on the right set of criteria

      Effective Prioritization Criteria

      Criteria

      Description

      Regulatory & Legal Compliance These requirements will be considered mandatory.
      Policy Compliance Unless an internal policy can be altered or an exception can be made, these requirements will be considered mandatory.
      Business Value Significance Give a higher priority to high-value requirements.
      Business Risk Any requirement with the potential to jeopardize the entire project should be given a high priority and implemented early.
      Likelihood of Success Especially in proof-of-concept projects, it is recommended that requirements have good odds.
      Implementation Complexity Give a higher priority to low implementation difficulty requirements.
      Alignment With Strategy Give a higher priority to requirements that enable the corporate strategy.
      Urgency Prioritize requirements based on time sensitivity.
      Dependencies A requirement on its own may be low priority, but if it supports a high-priority requirement, then its priority must match it.

      Info-Tech Insight

      It is easier to prioritize requirements if they have already been collapsed, resolved, and rewritten. There is no point in prioritizing every requirement that is elicited up front when some of them will eventually be eliminated.

      Use the Requirements Gathering Documentation Tool to steer your requirements gathering approach during a project

      3.1 Requirements Gathering Documentation Tool

      Use the Requirements Gathering Documentation Tool to identify and track stakeholder involvement, elicitation techniques, and scheduling, as well as to track categorization and prioritization of requirements.

      • Use the Identify Stakeholders tab to:
        • Identify the stakeholder's name and role.
        • Identify their influence and involvement.
        • Identify the elicitation techniques that you will be using.
        • Identify who will be conducting the elicitation sessions.
        • Identify if requirements were validated post elicitation session.
        • Identify when the elicitation will take place.
      • Use the Categorize & Prioritize tab to:
        • Identify the stakeholder.
        • Identify the core function.
        • Identify the business requirement.
        • Describe the requirement.
        • Identify the categorization of the requirement.
        • Identify the level of priority of the requirement.

      Prioritize requirements

      3.1.3 – 30 minutes

      Input
      • Requirements list
      • Prioritization criteria
      Output
      • Prioritized requirements
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • BAs
      • Business stakeholders

      Using the output from the MoSCoW model, prioritize the requirements according to those you must have, should have, could have, and won’t have.

      1. As a group, review each requirement and decide if the requirement is:
        1. Must have
        2. Should have
        3. Could have
        4. Won’t have
      2. Beginning with the must-have requirements, determine if each has any dependencies. Ensure that each of the dependencies are moved to the must-have category. Group and circle the dependent requirements.
      3. Continue the same exercise with the should-have and could-have options.
      4. Record the results in the Requirements Gathering Documentation Tool.

      Step 1 – Prioritize requirements

      3.1.3

      The image shows a whiteboard, with four categories listed at the top: Must Have; Should Have; Could Have; Won't Have. There are yellow post-it notes under each category.

      Step 2-3 – Prioritize requirements

      This image is the same as the previous image, but with the additions of two dotted line squares under the Must Have category, with arrows pointing to them from post-its in the Should have category.

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      3.1.1 Create functional requirements categories

      An analyst will facilitate the discussion to brainstorm and determine criteria for requirements categories.

      3.1.2 Consolidate similar requirements and eliminate redundancies

      An analyst will facilitate a session to review the requirements categories to ensure the list is mutually exclusive by consolidating similar requirements and eliminating redundancies.

      3.1.3 Prioritize requirements

      An analyst will facilitate the discussion on how to prioritize requirements according to the MoSCoW prioritization framework. The analyst will also walk you through the exercise of determining dependencies for each requirement.

      Step 3.2: Validate Business Requirements

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:
      • Build the BRD.
      • Translate functional requirements to technical requirements.
      • Identify testing opportunities.

      This step involves the following participants:

      • BAs

      Outcomes of this step

      • Finalized BRD.

      Validate requirements to ensure that they meet stakeholder needs – getting sign-off is essential

      The image is the Requirements Gathering Framework shown previously. In this instance, all aspects of the graphic are greyed out with the exception of the Validate arrow, right of center. Below the arrow are three bullet points: Translate; Allocate; Approve.

      The validation phase involves translating the requirements, modeling the solutions, allocating features across the phased deployment plan, preparing the requirements package, and getting requirement sign-off. This is the last step in the Info-Tech Requirements Gathering Framework.

      Prepare a user-friendly requirements package

      Before going for final sign-off, ensure that you have pulled together all of the relevant documentation.

      The requirements package is a compilation of all of the business analysis and requirements gathering that occurred. The document will be distributed among major stakeholders for review and sign-off.

      Some may argue that the biggest challenge in the validation phase is getting the stakeholders to sign off on the requirements package; however, the real challenge is getting them to actually read it. Often, stakeholders sign the requirements document without fully understanding the scope of the application, details of deployment, and how it affects them.

      Remember, this document is not for the BAs; it’s for the stakeholders. Make the package with the stakeholders in mind. Create multiple versions of the requirements package where the length and level of technical details is tailored to the audience. Consider creating a supplementary PowerPoint version of the requirements package to present to senior management.

      Contents of Requirements Package:

      • Project Charter (if available)
      • Overarching Project Goals
      • Categorized Business Requirements
      • Selected Solution Proposal
      • Rationale for Solution Selection
      • Phased Roll-Out Plan
      • Proposed Schedule/Timeline
      • Signatures Page

      "Sit down with your stakeholders, read them the document line by line, and have them paraphrase it back to you so you’re on the same page." – Anonymous City Manager of IT Project Planning Info-Tech Interview

      Capture requirements in a dedicated BRD

      The BRD captures the original business objectives and high-level business requirements for the system/process. The system requirements document (SRD) captures the more detailed functional and technical requirements.

      The graphic is grouped into two sections, indicated by brackets on the right side, the top section labelled BRD and the lower section labelled as SRD. In the BRD section, a box reads Needs Identified in the Business Case. An arrow points from the bottom of the box down to another box labelled Use Cases. In the SRD section, there are three arrows pointing from the Use Cases box to three boxes in a row. They are labelled Functionality; Usability; and Constraints. Each of these boxes has a plus sign between it and the next in the line. At the bottom of the SRD section is a box with text that reads: Quality of Service Reliability, Supportability, and Performance

      Use Info-Tech’s Business Requirements Document Template to specify the business needs and expectations

      3.2 Business Requirements Document Template

      The Business Requirements Document Template can be used to record the functional, quality, and usability requirements into formats that are easily consumable for future analysis, architectural and design activities, and most importantly in a format that is understandable by all business partners.

      The BRD is designed to take the reader from a high-level understanding of the business processes down to the detailed automation requirements. It should capture the following:

      • Project summary and background
      • Operating model
      • Business process model
      • Use cases
      • Requirements elicitation techniques
      • Prioritized requirements
      • Assumptions and constraints

      Rightsize the BRD

      3.2.1 – 30 minutes

      Input
      • Project levels
      • BRD categories
      Output
      • BRD
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs
      • Business stakeholders

      Build the required documentation for requirements gathering.

      1. On the board, write out the components of the BRD. As a group, review the headings and decide if all sections are needed for level 1 & 2 and level 3 & 4 projects. Your level 3-4 project business cases will have the most detailed business cases; consider your level 1-2 projects, and remove any categories you don’t believe are necessary for the project level.
      2. Now that you have a right-sized template, break the team into two groups and have each group complete one section of the template for your selected project.
        1. Project overview
        2. Implementation considerations
      3. Once complete, have each group present its section, and allow the group to make additions and modifications to each section.

      Document the output from this exercise in section 6 of the Requirements Gathering SOP and BA Playbook.

      Present the BRD to business stakeholders

      3.2.2 – 1 hour

      Input
      • Activity 3.2.1
      Output
      • BRD presentation
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders

      Practice presenting the requirements document to business stakeholders.

      1. Hold a meeting with a group of selected stakeholders, and have a representative present each section of the BRD for your project.
      2. Instruct participants that they should spend the majority of their time on the requirements section, in particular the operating model and the requirements prioritization.
      3. At the end of the meeting, have the business stakeholders validate the requirements, and approve moving forward with the project or indicate where further requirements gathering must take place.

      Example:

      Typical Requirements Gathering Validation Meeting Agenda
      Project overview 5 minutes
      Project operating model 10 minutes
      Prioritized requirements list 5 minutes
      Business process model 30 minutes
      Implementation considerations 5 minutes

      Translate business requirements into technical requirements

      3.2.3 – 30 minutes

      Input
      • Business requirements
      Output
      • BRD presentation
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders
      • BAs
      • Developers

      Practice translating business requirements into system requirements.

      1. Bring in representatives from the development team, and have a representative walk them through the business process model.
      2. Present a detailed account of each business requirement, and work with the IT team to build out the system requirements for each.
      3. Document the system requirements in the Requirements Gathering Documentation Tool.

      For requirements traceability, ensure you’re linking your requirements management back to your test strategy

      After a solution has been fully deployed, it’s critical to create a strong link between your software testing strategy and the requirements that were collected. User acceptance testing (UAT) is a good approach for requirement verification.

      • Many organizations fail to create an explicit connection between their requirements gathering and software testing strategies. Don’t follow their example!
      • When conducting UAT, structure exercises in the context of the requirements; run through the signed-off list and ask users whether or not the deployed functionality was in line with the expectations outlined in the finalized requirements documentation.
      • If not – determine whether it was a miscommunication on the requirements management side or a failure of the developers (or procurement team) to meet the agreed-upon requirements.

      Download the Requirements Gathering Testing Checklist template.

      Identify the testing opportunities

      3.2.4 – 30 minutes

      Input
      • List of requirements
      Output
      • Requirements testing process
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs
      • Developers

      Identify how to test the effectiveness of different requirements.

      1. Ask the group to review the list of requirements and identify:
        1. Which kinds of requirements enable constructive testing efforts?
        2. Which kinds of requirements enable destructive testing efforts?
        3. Which kinds of requirements support end-user acceptance testing?
        4. What do these validation-enabling objectives mean in terms of requirement specificity?
      2. For each, identify who will do the testing and at what stage.

      Verify that the requirements still meet the stakeholders’ needs

      Keep the stakeholders involved in the process in between elicitation and sign-off to ensure that nothing gets lost in transition.

      After an organization’s requirements have been aggregated, categorized, and consolidated, the business requirements package will begin to take shape. However, there is still a great deal of work to complete. Prior to proceeding with the process, requirements should be verified by domain SMEs to ensure that the analyzed requirements continue to meet their needs. This step is often overlooked because it is laborious and can create additional work; however, the workload associated with verification is much less than the eventual rework stemming from poor requirements.

      All errors in the requirements gathering process eventually surface; it is only a matter of time. Control when these errors appear and minimize costs by soliciting feedback from stakeholders early and often.

      This is the Verify stage of the Confirm, Verify, Approve process.

      “Do these requirements still meet your needs?”

      Put it all together: obtain final requirements sign-off

      Use the sign-off process as one last opportunity to manage expectations, obtain commitment from the stakeholders, and minimize change requests.

      Development or procurement of the application cannot begin until the requirements package has been approved by all of the key stakeholders. This will be the third time that the stakeholders are asked to review the requirements; however, this will be the first time that the stakeholders are asked to sign off on them.

      It is important that the stakeholders understand the significance of their signatures. This is their last opportunity to see exactly what the solution will look like and to make change requests. Ensure that the stakeholders also recognize which requirements were omitted from the solution that may affect them.

      The sign-off process needs to mean something to the stakeholders. Once a signature is given, that stakeholder must be accountable for it and should not be able to make change requests. Note that there are some requests from senior stakeholders that can’t be refused; use discretion when declining requests.

      This is the Approve stage of the Confirm, Verify, Approve process.

      "Once requirements are signed off, stay firm on them!" – Anonymous Hospital Business Systems Analyst Info-Tech Interview

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      Book a workshop with out Info-Tech analysts:

      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      3.2.1; 3.2.2 Rightsize the BRD and present it to business stakeholders

      An analyst will facilitate the discussion to gather the required documentation for building the BRD. The analyst will also assist with practicing the presenting of each section of the document to business stakeholders.

      3.2.3; 3.2.4 Translate business requirements into technical requirements and identify testing opportunities

      An analyst will facilitate the session to practice translating business requirements into testing requirements and assist in determining how to test the effectiveness of different requirements.

      Phase 4: Create a Requirements Governance Action Plan

      Phase 4 outline

      Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 4: Create a Requirements Governance Action Plan

      Proposed Time to Completion: 3 weeks

      Step 4.1: Create Control Processes for Requirements Changes

      Start with an analyst kick off call:

      • Discuss how to handle changes to requirements and establish a formal change control process.

      Then complete these activities…

      • Develop a change control process.
      • Build the guidelines for escalating changes.
      • Confirm your requirements gathering process.
      • Define RACI for the requirements gathering process.

      With these tools & templates:

      • Requirements Traceability Matrix
      Step 4.2: Build Requirements Governance and Communication Plan

      Review findings with analyst:

      • Review options for ongoing governance of the requirements gathering process.

      Then complete these activities…

      • Define the requirements gathering steering committee purpose.
      • Define the RACI for the RGSC.
      • Define procedures, cadence, and agenda for the RGSC.
      • Identify and analyze stakeholders.
      • Create a communications management plan.
      • Build the requirements gathering process implementation timeline.

      With these tools & templates:

      Requirements Gathering Communication Tracking Template

      Phase 4 Results & Insights:
      • Formalized change control and governance processes for requirements.

      Step 4.1: Create Control Processes for Requirements Changes

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:
      • Develop change control process.
      • Develop change escalation process.
      This step involves the following participants:
      • BAs
      • Business stakeholders
      Outcomes of this step
      • Requirements gathering process validation.
      • RACI completed.

      Manage, communicate, and test requirements

      The image is the Requirement Gathering Framework graphic from previous sections. In this instance, all parts of the image are greyed out, with the exception of the arrows labelled Communicate and Manage, located at the bottom of the image.

      Although the manage, communicate, and test requirements section chronologically falls as the last section of this blueprint, that does not imply that this section is to be performed only at the end. These tasks are meant to be completed iteratively throughout the project to support the core requirements gathering tasks.

      Prevent requirements scope creep

      Once the stakeholders sign off on the requirements document, any changes need to be tracked and managed. To do that, you need a change control process.

      Thoroughly validating requirements should reduce the amount of change requests you receive. However, eliminating all changes is unavoidable.

      The BAs, sponsor, and stakeholders should have agreed upon a clearly defined scope for the project during the planning phase, but there will almost always be requests for change as the project progresses. Even a high number of small changes can negatively impact the project schedule and budget.

      To avoid scope creep, route all changes, including small ones, through a formal change control process that will be adapted depending on the level of project and impact of the change.

      Linking change requests to requirements is essential to understanding relevance and potential impact

      1. Receive project change request.
      2. Refer to requirements document to identify requirements associated with the change.
        • Matching requirement is found: The change is relevant to the project.
        • Multiple requirements are associated with the proposed change: The change has wider implications for the project and will require closer analysis.
        • The request involves a change or new business requirements: Even if the change is within scope, time, and budget, return to the stakeholder who submitted the request to identify the potentially new requirements that relate to this change. If the sponsor agrees to the new requirements, you may be able to approve the change.
      3. Findings influence decision to escalate/approve/reject change request.

      Develop a change control process

      4.1.1 – 45 minutes

      Input
      • Current change control process
      Output
      • Updated change control process
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs
      • Developers
      1. Ask the team to consider their current change control process. It might be helpful to discuss a project that is currently underway, or already completed, to provide context. Draw the process on the whiteboard through discussion with the team.
      2. If necessary, provide some cues. Below are some change control process activities:
        • Submit project change request form.
        • PM assesses change.
        • Project sponsor assesses change.
        • Bring request to project steering committee to assess change.
        • Approve/reject change.
      3. Ask participants to brainstorm a potential separate process for dealing with small changes. Add a new branch for minor changes, which will allow you to make decisions on when to bundle the changes versus implementing directly.

      Document any changes from this exercise in section 7.1 of the Requirements Gathering SOP and BA Playbook.

      Example change control process

      The image is an example of a change control process, depicted via a flowchart.

      Build guidelines for escalating changes

      4.1.2 – 1 hour

      Input
      • Current change control process
      Output
      • Updated change control process
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs
      • Developers

      Determine how changes will be escalated for level 1/2/3/4 projects.

      1. Write down the escalation options for level 3 & 4 projects on the whiteboard:
        • Final decision rests with project manager.
        • Escalate to sponsor.
        • Escalate to project steering committee.
        • Escalate to change control board.
      2. Brainstorm categories for assessing the impact of a change and begin creating a chart on the whiteboard by listing these categories in the far left column. Across the top, list the escalation options for level 3 & 4 projects.
      3. Ask the team to agree on escalation conditions for each escalation option. For example, for the final decision to rest with the project manager one condition might be:
        • Change is within original project scope.
      4. Review the output from exercise 4.1.1 and tailor the process model to meet level 3 & 4 escalation models.
      5. Repeat steps 1-4 for level 1 & 2 projects.

      Document any changes from this exercise in section 7.2 of the Requirements Gathering SOP and BA Playbook.

      Example: Change control process – Level 3 & 4

      Impact Category Final Decision Rests With Project Manager If: Escalate to Steering Committee If: Escalate to Change Control Board If: Escalate to Sponsor If:
      Scope
      • Change is within original project scope.
      • Change is out of scope.
      Budget
      • Change can be absorbed into current project budget.
      • Change will require additional funds exceeding any contingency reserves.
      • Change will require the release of contingency reserves.
      Schedule
      • Change can be absorbed into current project schedule.
      • Change will require the final project close date to be delayed.
      • Change will require a delay in key milestone dates.
      Requirements
      • Change can be linked to an existing business requirement.
      • Change will require a change to business requirements, or a new business requirement.

      Example: Change control process – Level 1 & 2

      Impact CategoryFinal Decision Rests With Project Manager If:Escalate to Steering Committee If:Escalate to Sponsor If:
      Scope
      • Change is within original project scope.
      • Change is out of scope.
      Budget
      • Change can be absorbed into current project budget, even if this means releasing contingency funds.
      • Change will require additional funds exceeding any contingency reserves.
      Schedule
      • Change can be absorbed into current project schedule, even if this means moving milestone dates.
      • Change will require the final project close date to be delayed.
      Requirements
      • Change can be linked to an existing business requirement.
      • Change will require a change to business requirements, or a new business requirement.

      Leverage Info-Tech’s Requirements Traceability Matrix to help create end-to-end traceability of your requirements

      4.1 Requirements Traceability Matrix

      Even if you’re not using a dedicated requirements management suite, you still need a way to trace requirements from inception to closure.
      • Ensuring traceability of requirements is key. If you don’t have a dedicated suite, Info-Tech’s Requirements Traceability Matrix can be used as a form of documentation.
      • The traceability matrix covers:
        • Association ID
        • Technical Assumptions and Needs
        • Functional Requirement
        • Status
        • Architectural Documentation
        • Software Modules
        • Test Case Number

      Info-Tech Deliverable
      Take advantage of Info-Tech’s Requirements Traceability Matrix to track requirements from inception through to testing.

      You can’t fully validate what you don’t test; link your requirements management back to your test strategy

      Create a repository to store requirements for reuse on future projects.

      • Reuse previously documented requirements on future projects to save the organization time, money, and grief. Well-documented requirements discovered early can even be reused in the same project.
      • If every module of the application must be able to save or print, then the requirement only needs to be written once. The key is to be able to identify and isolate requirements with a high likelihood of reuse. Typically, requirements pertaining to regulatory and business rule compliance are prime candidates for reuse.
      • Build and share a repository to store historical requirement documentation. The repository must be intuitive and easy to navigate, or users will not take advantage of it. Plan the information hierarchy in advance. Requirements management software suites have the ability to create a repository and easily migrate requirements over from past projects.
      • Assign one person to manage the repository to create consistency and accountability. This person will maintain the master requirements document and ensure the changes that take place during development are reflected in the requirements.

      Confirm your requirements gathering process

      4.1.3 – 45 minutes

      Input
      • Activity 1.2.4
      Output
      • Requirements gathering process model
      Materials
      • Whiteboard
      • Markers
      Participants
      • BAs

      Review the requirements gathering process and control levels for project levels 1/2/3/4 and add as much detail as possible to each process.

      1. Draw out the requirements gathering process for a level 4 project as created in exercise 1.2.4 on a whiteboard.
      2. Review each process step as a group, and break down each step so that it is at its most granular. Be sure to include each decision point, key documentation, and approvals.
      3. Once complete, review the process for level 3, 2 & 1. Reduce steps as necessary. Note: there may not be a lot of differentiation between your project level 4 & 3 or level 2 & 1 processes. You should see differentiation in your process between 2 and 3.

      Document the output from this exercise in section 2.4 of the Requirements Gathering SOP and BA Playbook.

      Example: Confirm your requirements gathering process

      The image is an example of a requirements gathering process, representing in the format of a flowchart.

      Define RACI for the requirements gathering process

      4.1.4 – 45 minutes

      Input
      • List of stakeholders
      Output
      • RACI matrix
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders

      Understand who is responsible, accountable, consulted, and informed for key elements of the requirements gathering process for project levels 1/2/3/4.

      1. As a group, identify the key stakeholders for requirements gathering and place those names along the top of the board.
      2. On the left side of the board, list the process steps and control points for a level 4 project.
      3. For each process step, identify who is responsible, accountable, informed, and consulted.
      4. Repeat this process for project levels 3, 2 & 1.

      Example: RACI for requirements gathering

      Project Requestor Project Sponsor Customers Suppliers Subject Matter Experts Vendors Executives Project Management IT Management Developer/ Business Analyst Network Services Support
      Intake Form A C C I R
      High-Level Business Case R A C C C C I I C
      Project Classification I I C I R A R
      Project Approval R R I I I I I I A I I
      Project Charter R C R R C R I A I R C C
      Develop BRD R I R C C C R A C C
      Sign-Off on BRD/ Project Charter R A R R R R
      Develop System Requirements C C C R I C A R R
      Sign-Off on SRD R R R I A R R
      Testing/Validation A I R C R C R I R R
      Change Requests R R C C A I R C
      Sign-Off on Change Request R A R R R R
      Final Acceptance R A R I I I I R R R I I

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      Book a workshop with our Info-Tech analysts:

      4.1.1; 4.1.2 Develop a change control process and guidelines for escalating changes

      An analyst will facilitate the discussion on how to improve upon your organization’s change control processes and how changes will be escalated to ensure effective tracking and management of changes.

      4.1.3 Confirm your requirements gathering process

      With the group, an analyst will review the requirements gathering process and control levels for the different project levels.

      4.1.4 Define the RACI for the requirements gathering process

      An analyst will facilitate a whiteboard exercise to understand who is responsible, accountable, informed, and consulted for key elements of the requirements gathering process.

      Step 4.2: Build Requirements Governance and Communication Plan

      Phase 1

      1.1 Understand the Benefits of Requirements Optimization

      1.2 Determine Your Target State for Requirements Gathering

      Phase 2

      2.1 Determine Elicitation Techniques

      2.2 Structure Elicitation Output

      Phase 3

      3.1 Create Analysis Framework

      3.2 Validate Business Requirements

      Phase 4

      4.1 Create Control Processes for Requirements Changes

      4.2 Build Requirements Governance and Communication Plan

      This step will walk you through the following activities:

      • Developing a requirements gathering steering committee.
      • Identifying and analyzing stakeholders for requirements governance.
      • Creating a communication management plan.

      This step involves the following participants:

      • Business stakeholders
      • BAs

      Outcomes of this step

      • Requirements governance framework.
      • Communication management plan.

      Establish proper governance for requirements gathering that effectively creates and communicates guiding principles

      If appropriate governance oversight doesn’t exist to create and enforce operating procedures, analysts and developers will run amok with their own processes.

      • One of the best ways to properly govern your requirements gathering process is to establish a working committee within the framework of your existing IT steering committee. This working group should be given the responsibility of policy formulation and oversight for requirements gathering operating procedures. The governance group should be comprised of both business and IT sponsors (e.g. a director, BA, and “voice of the business” line manager).
      • The governance team will not actually be executing the requirements gathering process, but it will be deciding upon which policies to adopt for elicitation, analysis, and validation. The team will also be responsible for ensuring – either directly or indirectly through designated managers – that BAs or other requirements gathering processionals are following the approved steps.

      Requirements Governance Responsibilities

      1. Provide oversight and review of SOPs pertaining to requirements elicitation, analysis, and validation.

      2. Establish corporate policies with respect to requirements gathering SOP training and education of analysts.

      3. Prioritize efforts for requirements optimization.

      4. Determine and track metrics that will be used to gauge the success (or failure) of requirements optimization efforts and make process and policy changes as needed.

      Right-size your governance structure to your organization’s complexity and breadth of capabilities

      Not all organizations will be best served by a formal steering committee for requirements gathering. Assess the complexity of your projects and the number of requirements gathering practitioners to match the right governance structure.

      Level 1: Working Committee
      • A working committee is convened temporarily as required to do periodic reviews of the requirements process (often annually, or when issues are surfaced by practitioners). This governance mechanism works best in small organizations with an ad hoc culture, low complexity projects, and a small number of practitioners.
      Level 2: IT Steering Committee Sub-Group
      • For organizations that already have a formal IT steering committee, a sub-group dedicated to managing the requirements gathering process is desirable to a full committee if most projects are complexity level 1 or 2, and/or there are fewer than ten requirements gathering practitioners.
      Level 3: Requirements Gathering Steering Committee
      • If your requirements gathering process has more than ten practitioners and routinely deals with high-complexity projects (like ERP or CRM), a standing formal committee responsible for oversight of SOPs will provide stronger governance than the first two options.
      Level 4: Requirements Gathering Center of Excellence
      • For large organizations with multiple business units, matrix organizations for BAs, and a very large number of requirements gathering practitioners, a formal center of excellence can provide both governance as well as onboarding and training for requirements gathering.

      Identify and analyze stakeholders

      4.2.1A – 1 hour

      Input
      • Number of practitioners, project complexity levels
      Output
      • Governance structure selection
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders

      Use a power map to determine which governance model best fits your organization.

      The image is a square, split into four equal sections, labelled as follows from top left: Requirements Steering Committee; Requirements Center of Excellence; IT Steering Committee Sub-Group; Working Committee. The left and bottom edges of the square are labelled as follows: on the left, with an arrow pointing upwards, Project Complexity; on the bottom, with arrow pointing right, # of Requirements Practitioners.

      Define your requirements gathering governance structure(s) and purpose

      4.2.1B – 30 minutes

      Input
      • Requirements gathering elicitation, analysis, and validation policies
      Output
      • Governance mandate
      Materials
      • Whiteboard
      • Markers
      Participants
      • Business stakeholders

      This exercise will help to define the purpose statement for the applicable requirements gathering governance team.

      1. As a group, brainstorm key words that describe the unique role the governance team will play. Consider value, decisions, and authority.
      2. Using the themes, come up with a set of statements that describe the overall purpose statement.
      3. Document the outcome for the final deliverable.

      Example:

      The requirements gathering governance team oversees the procedures that are employed by BAs and other requirements gathering practitioners for [insert company name]. Members of the team are appointed by [insert role] and are accountable to [typically the chair of the committee].

      Day-to-day operations of the requirements gathering team are expected to be at the practitioner (i.e. BA) level. The team is not responsible for conducting elicitation on its own, although members of the team may be involved from a project perspective.

      Document the output from this exercise in section 3.1 of the Requirements Gathering SOP and BA Playbook.

      A benefits provider established a steering committee to provide consistency and standardization in requirements gathering

      CASE STUDY

      Industry Not-for-Profit

      Source Info-Tech Workshop

      Challenge

      This organization is a not-for-profit benefits provider that offers dental coverage to more than 1.5 million people across three states.

      With a wide ranging application portfolio that includes in-house, custom developed applications as well as commercial off-the-shelf solutions, the company had no consistent method of gathering requirements.

      Solution

      The organization contracted Info-Tech to help build an SOP to put in place a rigorous and efficient methodology for requirements elicitation, analysis, and validation.

      One of the key realizations in the workshop was the need for governance and oversight over the requirements gathering process. As a result, the organization developed a Requirements Management Steering Committee to provide strategic oversight and governance over requirements gathering processes.

      Results

      The Requirements Management Steering Committee introduced accountability and oversight into the procedures that are employed by BAs. The Committee’s mandate included:

      • Provide oversight and review SOPs pertaining to requirements elicitation, analysis, and validation.
      • Establish corporate policies with respect to training and education of analysts on requirements gathering SOPs.
      • Prioritize efforts for requirements optimization.
      • Determine metrics that can be used to gauge the success of requirements optimization efforts.

      Authority matrix – RACI

      There needs to be a clear understanding of who is accountable, responsible, consulted, and informed about matters brought to the attention of the requirements gathering governance team.

      • An authority matrix is often used within organizations to indicate roles and responsibilities in relation to processes and activities.
      • Using the RACI model as an example, there is only one person accountable for an activity, although several people may be responsible for executing parts of the activity.
      • In this model, accountable means end-to-end accountability for the process. Accountability should remain with the same person for all activities of a process.

      RResponsible

      The one responsible for getting the job done.

      A – Accountable

      Only one person can be accountable for each task.

      C – Consulted

      Involvement through input of knowledge and information.

      I – Informed

      Receiving information about process execution and quality.

      Define the RACI for effective requirements gathering governance

      4.2.2 – 30 minutes

      Input
      • Members’ list
      Output
      • Governance RACI
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • Governance team members

      Build the participation list and authority matrix for the requirements gathering governance team.

      1. Have each participant individually consider the responsibilities of the governance team, and write five participant roles they believe should be members of the governance team.
      2. Have each participant place the roles on the whiteboard, group participants, and agree to five participants who should be members.
      3. On the whiteboard, write the responsibilities of the governance team in a column on the left, and place the sticky notes of the participant roles along the top of the board.
      4. Under the appropriate column for each activity, identify who is the “accountable,” “responsible,” “consulted,” and “informed” role for each activity.
      5. Agree to a governance chair.

      Document any changes from this exercise in section 3.1 of the Requirements Gathering SOP and BA Playbook.

      Example: Steps 2-5: Build the governance RACI

      The image shows an example governance RACI, with the top of the chart labelled with Committee Participants, and the left hand column labelled Committee Responsibilities. Some of the boxes have been filled in.

      Define your requirements gathering governance team procedures, cadence, and agenda

      4.2.3 – 30 minutes

      Input
      • Governance responsibilities
      Output
      • Governance procedures and agenda
      Materials
      • Whiteboard
      • Markers
      Participants
      • Steering committee members

      Define your governance team procedures, cadence, and agenda.

      1. Review the format of a typical agenda as well as the list of responsibilities for the governance team.
      2. Consider how you will address each of these responsibilities in the meeting, who needs to present, and how long each presentation should be.
      3. Add up the times to define the meeting duration.
      4. Consider how often you need to meet to discuss the information: monthly, quarterly, or annually? Are there different actions that need to be taken at different points in the year?
      5. As a group, decide how the governance team will approve changes and document any voting standards that should be included in the charter. Will a vote be taken during or prior to the meeting? Who will have the authority to break a tie?
      6. As a group, decide how the committee will review information and documentation. Will members commit to reviewing associated documents before the meeting? Can associated documentation be stored in a knowledge repository and/or be distributed to members prior to the meeting? Who will be responsible for this? Can a short meeting/conference call be held with relevant reviewers to discuss documentation before the official committee meeting?

      Review the format of a typical agenda

      4.2.3 – 30 minutes

      Meeting call to order [Committee Chair] [Time]
      Roll call [Committee Chair] [Time]
      Review of SOPs
      A. Requirements gathering dashboard review [Presenters, department] [Time]
      B. Review targets [Presenters, department] [Time]
      C. Policy Review [Presenters, department] [Time]

      Define the governance procedures and cadence

      4.2.3 – 30 minutes

      • The governance team or committee will be chaired by [insert role].
      • The team shall meet on a [insert time frame (e.g. monthly, semi-annual, annual)] basis. These meetings will be scheduled by the team or committee chair or designated proxy.
      • Approval for all SOP changes will be reached through a [insert vote consensus criteria (majority, uncontested, etc.)] vote of the governance team. The vote will be administered by the governance chair. Each member of the committee shall be entitled to one vote, excepting [insert exceptions].
      • The governance team has the authority to reject any requirements gathering proposal which it deems not to have made a sufficient case or which does not significantly contribute to the strategic objectives of [insert company name].
      • [Name of individual] will record and distribute the meeting minutes and documentation of business to be discussed in the meeting.

      Document any changes from this exercise in section 3.1 of the Requirements Gathering SOP and BA Playbook.

      Changing the requirements gathering process can be disruptive – be successful by gaining business support

      A successful communication plan involves making the initiative visible and creating staff awareness around it. Educate the organization on how the requirements gathering process will differ.

      People can be adverse to change and may be unreceptive to being told they must “comply” to new policies and procedures. Demonstrate the value in requirements gathering and show how it will assist people in their day-to-day activities.

      By demonstrating how an improved requirements gathering process will impact staff directly, you create a deeper level of understanding across lines-of-business, and ultimately a higher level of acceptance for new processes, rules, and guidelines.

      A proactive communication plan will:
      • Assist in overcoming issues with prioritization, alignment resourcing, and staff resistance.
      • Provide a formalized process for implementing new policies, rules, and guidelines.
      • Detail requirements gathering ownership and accountability for the entirety of the process.
      • Encourage acceptance and support of the initiative.

      Identify and analyze stakeholders to communicate the change process

      Who are the requirements gathering stakeholders?

      Stakeholder:

      • A stakeholder is any person, group, or organization who is the end user, owner, sponsor, or consumer of an IT project, change, or application.
      • When assessing an individual or group, ask whether they can impact or be impacted by any decision, change, or activity executed as part of the project. This might include individuals outside of the organization.

      Key Stakeholder:

      • Someone in a management role or someone with decision-making power who will be able to influence requirements and/or be impacted by project outcomes.

      User Group Representatives:

      • For impacted user groups, follow best practice and engage an individual to act as a representative. This individual will become the primary point of contact when making decisions that impact the group.

      Identify the reasons for resistance to change

      Stakeholders may resist change for a variety of reasons, and different strategies are necessary to address each.

      Unwilling – Individuals who are unwilling to change may need additional encouragement. For these individuals, you’ll need to reframe the situation and emphasize how the change will benefit them specifically.

      Unable – All involved requirements gathering will need some form of training on the process, committee roles, and responsibilities. Be sure to have training and support available for employees who need it and communicate this to staff.

      Unaware – Until people understand exactly what is going on, they will not be able to conform to the process. Communicate change regularly at the appropriate detail to encourage stakeholder support.

      Info-Tech Insight

      Resisters who have influence present a high risk to the implementation as they may encourage others to resist as well. Know where and why each stakeholder is likely to resist to mitigate risk. A detailed plan will ensure you have the needed documentation and communications to successfully manage stakeholder resistance.

      Identify and analyze stakeholders

      4.2.4 – 1 hour

      Input
      • Requirements gathering stakeholders list
      Output
      • Stakeholder power map
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • RGSC members

      Identify the impact and level of resistance of all stakeholders to come up with the right communication plan.

      1. Through discussion, generate a complete list of stakeholders for requirements gathering and record the names on the whiteboard or flip chart. Group related stakeholders together.
      2. Using the template on the next slide, draw the stakeholder power map.
      3. Evaluate each stakeholder on the list based on:
        1. Influence: To what degree can this stakeholder impact progress?
        2. Involvement: How involved is the stakeholder already?
        3. Support: Label supporters with green sticky notes, resisters with red notes, and the rest with a third color.
      4. Based on the assessment, write the stakeholder’s name on a green, red, or other colored sticky note, and place the sticky note in the appropriate place on the power map.
      5. For each of the stakeholders identified as resisters, determine why you think they would be resistant. Is it because they are unwilling, unable, and/or unknowing?
      6. Document changes to the stakeholder analysis in the Requirements Gathering Communication Tracking Template.

      Identify and analyze stakeholders

      4.2.4 – 1 hour

      Use a power map to plot key stakeholders according to influence and involvement.

      The image shows a power map, which is a square divided into 4 equally-sized sections, labelled from top left: Focused Engagement; Key Players; Keep Informed; Minimal Engagement. On the left side of the square, there is an arrow pointing upwards labelled Influence; at the bottom of the square, there is an arrow pointing right labelled Involvement. On the right side of the image, there is a legend indicating that a green dot indicates a Supporter; a grey dot indicated Neutral; and a red dot indicates a Resister.

      Example: Identify and analyze stakeholders

      Use a power map to plot key stakeholders according to influence and involvement.

      The image is the same power map image from the previous section, with some additions. A red dot is located at the top left, with a note: High influence with low involvement? You need a strategy to increase engagement. A green dot is located mid-high on the right hand side. Grey dots are located left and right in the bottom of the map. The bottom right grey dot has the note: High involvement with lower influence? Make sure to keep these stakeholders informed at regular intervals and monitor engagement.

      Stakeholder analysis: Reading the power map

      High Risk:

      Stakeholders with high influence who are not as involved in the project or are heavily impacted by the project are less likely to give feedback throughout the project lifecycle and need to be engaged. They are not as involved but have the ability to impact project success, so stay one step ahead.

      Do not limit your engagement to kick-off and close – you need to continue seeking input and support at all stages of the project.

      Mid Risk:

      Key players have high influence, but they are also more involved with the project or impacted by its outcomes and are thus easier to engage.

      Stakeholders who are heavily impacted by project outcomes will be essential to your organizational change management strategy. Do not wait until implementation to engage them in preparing the organization to accept the project – make them change champions.

      Low Risk:

      Stakeholders with low influence who are not impacted by the project do not pose as great of a risk, but you need to keep them consistently informed of the project and involve them at the appropriate control points to collect feedback and approval.

      Inputs to the communications plan

      Stakeholder analysis should drive communications planning.

      Identify Stakeholders
      • Who is impacted by this project?
      • Who can affect project outcomes?
      Assess Stakeholders
      • Influence
      • Involvement
      • Support
      Stakeholder Change Impact Assessment
      • Identify change supporters/resistors and craft change messages to foster acceptance.
      Stakeholder Register
      • Record assessment results and preferred methods of communication.
      The Communications Management Plan:
      • Who will receive information?
      • What information will be distributed?
      • How will information be distributed?
      • What is the frequency of communication?
      • What will the level of detail be?
      • Who is responsible for distributing information?

      Communicate the reason for the change and stay on message throughout the change

      Leaders of successful change spend considerable time developing a powerful change message: a compelling narrative that articulates the desired end state and makes the change concrete and meaningful to staff. They create the change vision with staff to build ownership and commitment.

      The change message should:

      • Explain why the change is needed.
      • Summarize the things that will stay the same.
      • Highlight the things that will be left behind.
      • Emphasize the things that are being changed.
      • Explain how the change will be implemented.
      • Address how the change will affect the various roles in the organization.
      • Discuss staff’s role in making the change successful.

      The five elements of communicating the reason for the change:

      COMMUNICATING THE CHANGE

      What is the change?

      Why are we doing it?

      How are we going to go about it?

      How long will it take us?

      What will the role be for each department and individual?

      Create a communications management plan

      4.2.5 – 45 minutes

      Input
      • Exercise 4.1.1
      Output
      • Communications management plan
      Materials
      • Whiteboard
      • Markers
      Participants
      • RGSC members

      Build the communications management plan around your stakeholders’ needs.

      1. Build a chart on the board using the template on the next slide.
      2. Using the list from exercise 4.1.1, brainstorm a list of communication vehicles that will need to be used as part of the rollout plan (e.g. status updates, training).
      3. Through group discussion, fill in all these columns for at least three communication vehicles:
        • (Target) audience
        • Purpose (description)
        • Frequency (of the communication)
          • The method, frequency, and content of communication vehicles will change depending on the stakeholder involved. This needs to be reflected by your plan. For example, you may have several rows for “Status Report” to cover the different stakeholders who will be receiving it.
        • Owner (of the message)
        • Distribution (method)
        • (Level of) details
          • High/medium/low + headings
      4. Document your stakeholder analysis in the Requirements Gathering Communication Tracking Template.

      Communications plan template

      4.2.5 – 45 minutes

      Sample communications plan: Status reports

      Vehicle Audience Purpose Frequency Owner Distribution Level of Detail
      Communications Guidelines
      • Regardless of complexity, it is important not to overwhelm stakeholders with information that is not relevant to them. Sending more detailed information than is necessary might mean that it does not get read.
      • Distributing reports too widely may lead to people assuming that someone else is reading it, causing them to neglect reading it themselves.
      • Only distribute reports to the stakeholders who need the information. Think about what information that stakeholder requires to feel comfortable.

      Example: Identify and analyze stakeholders

      Sample communications plan: Status reports

      Vehicle Audience Purpose Frequency Owner Distribution Level of Detail
      Status Report Sponsor Project progress and deliverable status Weekly Project Manager Email

      Details for

      • Milestones
      • Deliverables
      • Budget
      • Schedule
      • Issues
      Status Report Line of Business VP Project progress Monthly Project Manager Email

      High Level for

      • Major milestone update

      Build your requirements gathering process implementation timeline

      4.2.6 – 45 minutes

      Input
      • Parking lot items
      Output
      • Implementation timeline
      Materials
      • Whiteboard
      • Markers
      • Sticky notes
      Participants
      • RGSC members

      Build a high-level timeline for the implementation.

      1. Collect the action items identified throughout the week in the “parking lot.”
      2. Individually or in groups, brainstorm any additional action items. Consider communication, additional training required, approvals, etc.
        • Write these on sticky notes and add them to the parking lot with the others.
      3. As a group, start organizing these notes into logical groupings.
      4. Assign each of the tasks to a person or group.
      5. Identify any risks or dependencies.
      6. Assign each of the tasks to a timeline.
      7. Following the exercise, the facilitator will convert this into a Gantt chart using the roadmap for requirements gathering action plan.

      Step 3: Organize the action items into logical groupings

      4.2.6 – 45 minutes

      The image shows a board with 5 categories: Documentation, Approval, Communication, Process, and Training. There are groups of post-it notes under each category title.

      Steps 4-6: Organize the action items into logical groupings

      4.2.6 – 45 minutes

      This image shows a chart with Action Items to be listed in the left-most column, Person or Group Responsible in the next column, Risks/Dependencies in the next columns, and periods of time (i.e. 1-3 months, 2-6 months, etc.) in the following columns. The chart has been partially filled in as an exemplar.

      Recalculate the selected requirements gathering metrics

      Measure and monitor the benefits of requirements gathering optimization.

      • Reassess the list of selected and captured requirements management metrics.
      • Recalculate the metrics and analyze any changes. Don’t expect a substantial result after the first attempt. It will take a while for BAs to adjust to the Info-Tech Requirements Gathering Framework. After the third project, results will begin to materialize.
      • Understand that the project complexity and business significance will also affect how long it takes to see results. The ideal projects to beta the process on would be of low complexity and high business significance.
      • Realize that poor requirements gathering can have negative effects on the morale of BAs, IT, and project managers. Don’t forget to capture the impact of these through surveys.

      Major KPIs typically used for benchmarking include:

      • Number of application bugs/defects (for internally developed applications).
      • Number of support requests or help desk tickets for the application, controlled for user deployment levels.
      • Overall project cycle time.
      • Overall project cost.
      • Requirements gathering as a percentage of project time.

      Revisit the requirements gathering metrics selected in the planning phase and recalculate them after requirements gathering optimization has been attempted.

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      Book a workshop with our Info-Tech analysts:

      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analysts will join you and your team onsite at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      4.2.1; 4.2.2; 4.2.3 – Build a requirements gathering steering committee

      The analyst will facilitate the discussion to define the purpose statement of the steering committee, build the participation list and authority matrix for its members, and define the procedures and agenda.

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech workshop

      Book a workshop with our Info-Tech analysts:

      4.2.4 Identify and analyze stakeholders

      An analyst will facilitate the discussion on how to identify the impact and level of resistance of all stakeholders to come up with the communication plan.

      4.2.5 Create a communications management plan

      An analyst will assist the team in building the communications management plan based on the stakeholders’ needs that were outlined in the stakeholder analysis exercise.

      4.2.6 Build a requirements gathering implementation timeline

      An analyst will facilitate a session to brainstorm and document any action items and build a high-level timeline for implementation.

      Insight breakdown

      Requirements gathering SOPs should be prescriptive based on project complexity.

      • Complex projects will require more analytical rigor. Simpler projects can be served by more straightforward techniques such as user stories.

      Requirements gathering management tools can be pricy, but they can also be beneficial.

      • Requirements gathering management tools are a great way to have full control over recording, analyzing, and categorizing requirements over complex projects.

      BAs can make or break the execution of the requirements gathering process.

      • A strong process still needs to be executed well by BAs with the right blend of skills and knowledge.

      Summary of accomplishment

      Knowledge Gained

      • Best practices for each stage of the requirements gathering framework:
        • Elicitation
        • Analysis
        • Validation
      • A clear understanding of BA competencies and skill sets necessary to successfully execute the requirements gathering process.

      Processes Optimized

      • Stakeholder identification and management.
      • Requirements elicitation, analysis, and validation.
      • Requirements gathering governance.
      • Change control processes for new requirements.
      • Communication processes for requirements gathering.

      Deliverables Completed

      • SOPs for requirements gathering.
      • Project level selection framework.
      • Communications framework for requirements gathering.
      • Requirements documentation standards.

      Organizations and experts who contributed to this research

      Interviews

      • Douglas Van Gelder, IT Manager, Community Development Commission of the County of Los Angeles
      • Michael Lyons, Transit Management Analyst, Metropolitan Transit Authority
      • Ken Piddington, CIO, MRE Consulting
      • Thomas Dong, Enterprise Software Manager, City of Waterloo
      • Chad Evans, Director of IT, Ontario Northland
      • Three anonymous contributors

      Note: This research also incorporates extensive insights and feedback from our advisory service and related research projects.

      Bibliography

      “10 Ways Requirements Can Sabotage Your Projects Right From the Start.” Blueprint Software Systems, 2012. Web.

      “BPM Definition.” BPMInstitute.org, n.d. Web.

      “Capturing the Value of Project Management.” PMI’s Pulse of the Profession, 2015. Web.

      Eby, Kate. “Demystifying the 5 Phases of Project Management.” Smartsheet, 29 May 2019. Web.

      “Product Management: MoSCoW Prioritization.” ProductPlan, n.d. Web.

      “Projects Delivered on Time & on Budget Result in Larger Market Opportunities.” Jama Software, 2015. Web.

      “SIPOC Table.” iSixSigma, n.d. Web.

      “Survey Principles.” University of Wisconsin-Madison, n.d. Web.

      “The Standish Group 2015 Chaos Report.” The Standish Group, 2015. Web.

      2024 Tech Trends

      • Buy Link or Shortcode: {j2store}289|cart{/j2store}
      • member rating overall impact: 10
      • Parent Category Name: Innovation
      • Parent Category Link: /improve-your-core-processes/strategy-and-governance/innovation

      AI has revolutionized the landscape, placing the spotlight firmly on the generative enterprise.

      The far-reaching impact of generative AI across various sectors presents fresh prospects for organizations to capitalize on and novel challenges to address as they chart their path for the future. AI is more than just a fancy auto-complete. At this point it may look like that, but do not underestimate the evolutive power.

      In this year's Tech Trends report, we explore three key developments to capitalize on these opportunities and three strategies to minimize potential risks.

      Generative AI will take the lead.

      As AI transforms industries and business processes, IT and business leaders must adopt a deliberate and strategic approach across six key domains to ensure their success.

      Seize Opportunities:

      • Business models driven by AI
      • Automation of back-office functions
      • Advancements in spatial computing

      Mitigate Risks:

      • Ethical and responsible AI practices
      • Incorporating security from the outset
      • Ensuring digital sovereignty

      Create a Holistic IT Dashboard

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      • Parent Category Name: Performance Measurement
      • Parent Category Link: /performance-measurement
      • IT leaders do not have a single holistic view of how their 45 IT processes are operating.
      • Expecting any single individual to understand the details of all 45 IT processes is unrealistic.
      • Problems in performance only become evident when the process has already failed.

      Our Advice

      Critical Insight

      • Mature your IT department by measuring what matters.
      • Don’t measure things just because you can; change what you measure as your organization matures.

      Impact and Result

      • Use Info-Tech’s IT Metrics Library to review typical KPIs for each of the 45 process areas and select those that apply to your organization.
      • Configure your IT Management Dashboard to record your selected KPIs and start to measure performance.
      • Set up the cadence for review of the KPIs and develop action plans to improve low-performing indicators.

      Create a Holistic IT Dashboard Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out how to develop your KPI program that leads to improved performance.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Choose the KPIs

      Identify the KPIs that matter to your organization’s goals.

      • Create a Holistic IT Dashboard – Phase 1: Choose the KPIs
      • IT Metrics Library

      2. Build the Dashboard

      Use the IT Management Dashboard on the Info-Tech website to display your chosen KPIs.

      • Create a Holistic IT Dashboard – Phase 2: Build the Dashboard

      3. Create the Action Plan

      Use the review of your KPIs to build an action plan to drive performance.

      • Create a Holistic IT Dashboard – Phase 3: Build the Action Plan
      [infographic]

      Workshop: Create a Holistic IT Dashboard

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Identify What to Measure (Offsite)

      The Purpose

      Determine the KPIs that matter to your organization.

      Key Benefits Achieved

      Identify organizational goals

      Identify IT goals and their organizational goal alignment

      Identify business pain points

      Activities

      1.1 Identify organizational goals.

      1.2 Identify IT goals and organizational alignment.

      1.3 Identify business pain points.

      Outputs

      List of goals and pain points to create KPIs for

      2 Configure the Dashboard Tool (Onsite)

      The Purpose

      Learn how to configure and use the IT Management Dashboard.

      Key Benefits Achieved

      Configured IT dashboard

      Initial IT scorecard report

      Activities

      2.1 Review metrics and KPI best practices.

      2.2 Use the IT Metrics Library.

      2.3 Select the KPIs for your organization.

      2.4 Use the IT Management Dashboard.

      Outputs

      Definition of KPIs to be used, data sources, and ownership

      Configured IT dashboard

      3 Review and Develop the Action Plan

      The Purpose

      Learn how to review and plan actions based on the KPIs.

      Key Benefits Achieved

      Lead KPI review to actions to improve performance

      Activities

      3.1 Create the scorecard report.

      3.2 Interpret the results of the dashboard.

      3.3 Use the IT Metrics Library to review suggested actions.

      Outputs

      Initial IT scorecard report

      Action plan with initial actions

      4 Improve Your KPIs (Onsite)

      The Purpose

      Use your KPIs to drive performance.

      Key Benefits Achieved

      Improve your metrics program to drive effectiveness

      Activities

      4.1 Develop your action plan.

      4.2 Execute the plan and tracking progress.

      4.3 Develop new KPIs as your practice matures.

      Outputs

      Understanding of how to develop new KPIs using the IT Metrics Library

      5 Next Steps and Wrap-Up (Offsite)

      The Purpose

      Ensure all documentation and plans are complete.

      Key Benefits Achieved

      Documented next steps

      Activities

      5.1 Complete IT Metrics Library documentation.

      5.2 Document decisions and next steps.

      Outputs

      IT Metrics Library

      Action plan

      Further reading

      Create a Holistic IT Dashboard

      Mature your IT department by measuring what matters.

      Executive Brief

      Analyst Perspective

      Measurement alone provides only minimal improvements

      It’s difficult for CIOs and other top-level leaders of IT to know if everything within their mandate is being managed effectively. Gaining visibility into what’s happening on the front lines without micromanaging is a challenge most top leaders face.

      Understanding Info-Tech’s Management and Governance Framework of processes that need to be managed and being able to measure what’s important to their organization's success can give leaders the ability to focus on their key responsibilities of ensuring service effectiveness, enabling increased productivity, and creating the ability for their teams to innovate.

      Even if you know what to measure, the measurement alone will lead to minimal improvements. Having the right methods in place to systematically collect, review, and act on those measurements is the differentiator to driving up the maturity of your IT organization.

      The tools in this blueprint can help you identify what to measure, how to review it, and how to create effective plans to improve performance.

      Tony Denford

      Research Director, Info-Tech Research Group

      Executive Summary

      Your Challenge

      • IT leaders do not have a single holistic view of how their IT processes are operating.
      • Expecting any single individual to understand the details of all IT processes is unrealistic.
      • Problems in performance only become evident when the process has already failed.

      Common Obstacles

      • Business changes quickly, and what should be measured changes as a result.
      • Most measures are trailing indicators showing past performance.
      • Measuring alone does not result in improved performance.
      • There are thousands of operational metrics that could be measured, but what are the right ones for an overall dashboard?

      Info-Tech's Approach

      • Use Info-Tech’s IT Metrics Library to review typical KPIs for each of the process areas and select those that apply to your organization.
      • Configure your IT Management Dashboard to record your selected KPIs and start to measure performance.
      • Set up the cadence for review of the KPIs and develop action plans to improve low-performing indicators.

      Info-Tech Insight

      Mature your IT department by aligning your measures with your organizational goals. Acting early when your KPIs deviate from the goals leads to improved performance.

      Your challenge

      This research is designed to help organizations quickly choose holistic measures, review the results, and devise action plans.

      • The sheer number of possible metrics can be overwhelming. Choose metrics from our IT Metrics Library or choose your own, but always ensure they are in alignment with your organizational goals.
      • Ensure your dashboard is balanced across all 45 process areas that a modern CIO is responsible for.
      • Finding leading indicators to allow your team to be proactive can be difficult if your team is focused on the day-to-day operational tasks.
      • It can be time consuming to figure out what to do if an indicator is underperforming.

      Build your dashboard quickly using the toolset in this research and move to improvement actions as soon as possible.

      The image is a bar graph, titled KPI-based improvements. On the X-axis are four categories, each with one bar for Before KPIs and another for After KPIs. The categories are: Productivity; Fire Incidents; Request Response Time; and Savings.

      Productivity increased by 30%

      Fire/smoke incidents decreased by 25% (high priority)

      Average work request response time reduced by 64%

      Savings of $1.6 million in the first year

      (CFI, 2013)

      Common obstacles

      These barriers make this challenge difficult to address for many organizations:

      • What should be measured can change over time as your organization matures and the business environment changes. Understanding what creates business value for your organization is critical.
      • Organizations almost always focus on past result metrics. While this is important, it will not indicate when you need to adjust something until it has already failed.
      • It’s not just about measuring. You also need to review the measures often and act on the biggest risks to your organization to drive performance.

      Don’t get overwhelmed by the number of things you can measure. It can take some trial and error to find the measures that best indicate the health of the process.

      The importance of frequent review

      35% - Only 35% of governing bodies review data at each meeting. (Committee of University Chairs, 2008)

      Common obstacles

      Analysis paralysis

      Poor data can lead to incorrect conclusions, limit analysis, and undermine confidence in the value of your dashboard.

      Achieving perfect data is extremely time consuming and may not add much value. It can also be an excuse to avoid getting started with metrics and analytics.

      Data quality is a struggle for many organizations. Consider how much uncertainty you can tolerate in your analysis and what would be required to improve your data quality to an acceptable level. Consider cost, technological resources, people resources, and time required.

      Info-Tech Insight

      Analytics are only as good as the data that informs it. Aim for just enough data quality to make informed decisions without getting into analysis paralysis.

      Common obstacles

      The problem of surrogation

      Tying KPIs and metrics to performance often leads to undesired behavior. An example of this is the now infamous Wells Fargo cross-selling scandal, in which 3.5 million credit card and savings accounts were opened without customers’ consent when the company incented sales staff to meet cross-selling targets.

      Although this is an extreme example, it’s an all-too-common phenomenon.

      A focus on the speed of closure of tickets often leads to shortcuts and lower-quality solutions.

      Tying customer value to the measures can align the team on understanding the objective rather than focusing on the measure itself, and the team will no longer be able to ignore the impact of their actions.

      Surrogation is a phenomenon in which a measure of a behavior replaces the intent of the measure itself. People focus on achieving the measure instead of the behavior the measure was intended to drive.

      Info-Tech’s thought model

      The Threefold Role of the IT Executive Core CIO Objectives
      IT Organization - Manager A - Optimize the Effectiveness of the IT Organization
      Enterprise - Partner B - Boost the Productivity of the Enterprise
      Market - Innovator C - Enable Business Growth Through Technology

      Low-Maturity Metrics Program

      Trailing indicators measure the outcomes of the activities of your organization. Hopefully, the initiatives and activities are aligned with the organizational goals.

      High-Maturity Metrics Program

      The core CIO objectives align with the organizational goals, and teams define leading indicators that show progress toward those goals. KPIs are reviewed often and adjustments are made to improve performance based on the leading indicators. The results are improved outcomes, greater transparency, and increased predictability.

      The image is a horizontal graphic with multiple text boxes. The first (on the left) is a box that reads Organizational Goals, second a second box nested within it that reads Core CIO Objectives. There is an arrow pointing from this box to the right. The arrow connects to a text box that reads Define leading indicators that show progress toward objectives. To the right of that, there is a title Initiatives & activities, with two boxes beneath it: Processes and Projects. Below this middle section, there is an arrow pointing left, with the text: Adjust behaviours. After this, there is an arrow pointing right, to a box with the title Outcomes, and the image of an unlabelled bar graph.

      Info-Tech’s approach

      Adopt an iterative approach to develop the right KPIs for your dashboard

      Periodically: As appropriate, review the effectiveness of the KPIs and adjust as needed.

      Frequently: At least once per month, but the more frequent, the more agility your organization will have.

      The image shows a series of steps in a process, each connected by an arrow. The process is iterative, so the steps circle back on themselves, and repeat. The process begins with IT Metrics Library, then Choose or build KPIs, then Build Dashboard, then Review KPIs and Create action plan. Review KPIs and Create action plan are steps that the graphic indicates should be repeated, so the arrows are arranged in a circle around these two items. Following that, there is an additional step: Are KPIs and action plans leading to improved results? After this step, we return to the Choose or build KPIs step.

      The Info-Tech difference:

      1. Quickly identify the KPIs that matter to your organization using the IT Metrics Library.
      2. Build a presentable dashboard using the IT Management Dashboard available on the Info-Tech website.
      3. When indicators show underperformance, quickly get them back on track using the suggested research in the IT Metrics Library.
      4. If your organization’s needs are different, define your own custom metrics using the same format as the IT Metrics Library.
      5. Use the action plan tool to keep track of progress

      Info-Tech’s methodology for creating a holistic IT dashboard

      1. Choose the KPIs 2. Build the Dashboard 3. Create the Action Plan
      Phase Steps
      1. Review available KPIs
      2. Select KPIs for your organization
      3. Identify data sources and owners
      1. Understand how to use the IT Management Dashboard
      2. Build and review the KPIs
      1. Prioritize low-performing indicators
      2. Review suggested actions
      3. Develop your action plan
      Phase Outcomes A defined and documented list of the KPIs that will be used to monitor each of the practice areas in your IT mandate A configured dashboard covering all the practice areas and the ability to report performance in a consistent and visible way An action plan for addressing low-performing indicators

      Insight summary

      Mature your IT department by aligning your measures with your organizational goals. Acting early when your KPIs deviate from the goals leads to improved performance.

      Don’t just measure things because you can. Change what you measure as your organization becomes more mature.

      Select what matters to your organization

      Measure things that will resolve pain points or drive you toward your goals.

      Look for indicators that show the health of the practice, not just the results.

      Review KPIs often

      Ease of use will determine the success of your metrics program, so keep it simple to create and review the indicators.

      Take action to improve performance

      If indicators are showing suboptimal performance, develop an action plan to drive the indicator in the right direction.

      Act early and often.

      Measure what your customers value

      Ensure you understand what’s valued and measure whether the value is being produced. Let front-line managers focus on tactical measures and understand how they are linked to value.

      Look for predictive measures

      Determine what action will lead to the desired result and measure if the action is being performed. It’s better to predict outcomes than react to them.

      Blueprint deliverables

      Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals:

      IT Metrics Library

      Customize the KPIs for your organization using the IT Metrics Library

      IT Metrics Library Action Plan

      Keep track of the actions that are generated from your KPI review

      Key deliverable:

      IT Management Dashboard and Scorecard

      The IT Overall Scorecard gives a holistic view of the performance of each IT function

      Blueprint benefits

      IT Benefits

      • An IT dashboard can help IT departments understand how well they are performing against key indicators.
      • It can allow IT teams to demonstrate to their business partners the areas they are focusing on.
      • Regular review and action planning based on the results will lead to improved performance, efficiency, and effectiveness.
      • Create alignment of IT teams by focusing on common areas of performance.

      Business Benefits

      • Ensure alignment and transparency between the business and IT.
      • Understand the value that IT brings to the operation and strategic initiatives of your organization.
      • Understand the contribution of the IT team to achieving business outcomes.
      • Focus IT on the areas that are important to you by requesting new measures as business needs change.

      Measure the value of this blueprint

      Utilize the existing IT Metrics Library and IT Dashboard tools to quickly kick off your KPI program

      • Developing the metrics your organization should track can be very time consuming. Save approximately 120 hours of effort by choosing from the IT Metrics Library.
      • The need for a simple method to display your KPIs means either developing your own tool or buying one off the shelf. Use the IT Management Dashboard to quickly get your KPI program up and running. Using these tools will save approximately 480 hours.
      • The true value of this initiative comes from using the KPIs to drive performance.

      Keeping track of the number of actions identified and completed is a low overhead measure. Tracking time or money saved is higher overhead but also higher value.

      The image is a screen capture of the document titled Establish Baseline Metrics. It shows a table with the headings: Metric, Current, Goal.

      The image is a chart titled KPI benefits. It includes a legend indicating that blue bars are for Actions identified, purple bars are for Actions completed, and the yellow line is for Time/money saved. The graph shows Q1-Q4, indicating an increase in all areas across the quarters.

      Executive Brief Case Study

      Using data-driven decision making to drive stability and increase value

      Industry: Government Services

      Source: Info-Tech analyst experience

      Challenge

      A newly formed application support team with service desk responsibilities was becoming burned out due to the sheer volume of work landing on their desks. The team was very reactive and was providing poor service due to multiple conflicting priorities.

      To make matters worse, there was a plan to add a major new application to the team’s portfolio.

      Solution

      The team began to measure the types of work they were busy doing and then assessed the value of each type of work.

      The team then problem solved how they could reduce or eliminate their low-value workload.

      This led to tracking how many problems were being resolved and improved capabilities to problem solve effectively.

      Results

      Upon initial data collection, the team was performing 100% reactive workload. Eighteen months later slightly more than 80% of workload was proactive high-value activities.

      The team not only was able to absorb the additional workload of the new application but also identified efficiencies in their interactions with other teams that led to a 100% success rate in the change process and a 92% decrease in resource needs for major incidents.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful."

      Guided Implementation

      "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track."

      Workshop

      "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place."

      Consulting

      "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostic and consistent frameworks are used throughout all four options.

      Guided Implementation

      What does a typical GI on this topic look like?

      Phase 1 - Choose the KPIs

      Call #1: Scope dashboard and reporting needs.

      Call #2: Learn how to use the IT Metrics Library to select your metrics.

      Phase 2 – Build the Dashboard

      Call #3: Set up the dashboard.

      Call #4: Capture data and produce the report.

      Phase 3 – Create the Action Plan

      Call #5: Review the data and use the metrics library to determine actions.

      Call #6: Improve the KPIs you measure.

      A Guided Implementation (GI) is series of calls with an Info-Tech analyst to help implement our best practices in your organization.

      A typical GI is between 5 and 8 calls over the course of 2 to 3 months.

      Workshop Overview

      Contact your account representative for more information.

      workshops@infotech.com 1-888-670-8889

      Day 1 Day 2 Day 3 Day 4 Day 5
      Identify What to Measure Configure the Dashboard Tool Review and Develop the Action Plan Improve Your KPIs Compile Workshop Output
      Activities

      1.1 Identify organizational goals.

      1.2 Identify IT goals and organizational alignment.

      1.3 Identify business pain points.

      2.1 Determine metrics and KPI best practices.

      2.2 Learn how to use the IT Metrics Library.

      2.3 Select the KPIs for your organization.

      2.4 Configure the IT Management Dashboard.

      3.1 Create the scorecard report.

      3.2 Interpret the results of the dashboard.

      3.3 Use the IT Metrics Library to review suggested actions.

      4.1 Develop your action plan.

      4.2 Execute the plan and track progress.

      4.3 Develop new KPIs as your practice matures.

      5.1 Complete the IT Metrics Library documentation.

      5.2 Document decisions and next steps.

      Outcomes 1. List of goals and pain points that KPIs will measure

      1. Definition of KPIs to be used, data sources, and ownership

      2. Configured IT dashboard

      1. Initial IT scorecard report

      2. Action plan with initial actions

      1. Understanding of how to develop new KPIs using the IT Metrics Library

      1. IT Metrics Library documentation

      2. Action plan

      Phase 1

      Choose the KPIs

      Phase 1

      1.1 Review Available KPIs

      1.2 Select KPIs for Your Org.

      1.3 Identify Data Sources and Owners

      Phase 2

      2.1 Understand the IT Management Dashboard

      2.2 Build and Review the KPIs

      Phase 3

      3.1 Prioritize Low-Performing Indicators

      3.2 Review Suggested Actions

      3.3 Develop the Action Plan

      This phase will walk you through the following activities:

      Reviewing and selecting the KPIs suggested in the IT Metrics Library.

      Identifying the data source for the selected KPI and the owner responsible for data collection.

      This phase involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Step 1.1

      Review Available KPIs

      Activities

      1.1.1 Download the IT Metrics Library and review the KPIs for each practice area.

      Choose the KPIs

      Step 1.1 – Review Available KPIs

      Step 1.2 – Select KPIs for Your Org.

      Step 1.3 – Identify Data Sources and owners

      This step will walk you through the following activities:

      Downloading the IT Metrics Library

      Understanding the content of the tool

      Reviewing the intended goals for each practice area

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      Downloaded tool ready to select the KPIs for your organization

      Using the IT Metrics Library

      Match the suggested KPIs to the Management and Governance Framework

      The “Practice” and “Process” columns relate to each of the boxes on the Info-Tech Management and Governance Framework. This ensures you are measuring each area that needs to be managed by a typical IT department.

      The image shows a table on the left, and on the right, the Info-Tech Management and Governance Structure. Sections from the Practice and Process columns of the table have arrows emerging from them, pointing to matching sections in the framework.

      Using the IT Metrics Library

      Content for each entry

      KPI - The key performance indicator to review

      CSF - What needs to happen to achieve success for each goal

      Goal - The goal your organization is trying to achieve

      Owner - Who will be accountable to collect and report the data

      Data Source (typical) - Where you plan to get the data that will be used to calculate the KPI

      Baseline/Target - The baseline and target for the KPI

      Rank - Criticality of this goal to the organization's success

      Action - Suggested action if KPI is underperforming

      Blueprint - Available research to address typical underperformance of the KPI

      Practice/Process - Which practice and process the KPI represents

      1.1.1 Download the IT Metrics Library

      Input

      • IT Metrics Library

      Output

      • Ideas for which KPIs would be useful to track for each of the practice areas

      Materials

      • Whiteboard/flip charts

      Participants

      • IT senior leadership
      • Process area owners
      • Metrics program owners and administrators

      4 hours

      1. Click the link below to download the IT Metrics Library spreadsheet.
      2. Open the file and select the “Data Entry” tab.
      3. The sheet has suggested KPIs for each of the 9 practice areas and 45 processes listed in the Info-Tech Management and Governance Framework. You can identify this grouping in the “Practice” and “Process” columns.
      4. For each practice area, review the suggested KPIs and their associated goals and discuss as a team which of the KPIs would be useful to track in your organization.

      Download the IT Metrics Library

      Step 1.2

      Select KPIs for Your Organization

      Activities

      1.2.1 Select the KPIs that will drive your organization forward

      1.2.2 Remove unwanted KPIs from the IT Metrics Library

      Choose the KPIs

      Step 1.1 – Review Available KPIs

      Step 1.2 – Select KPIs for Your Org.

      Step 1.3 – Identify Data Sources and Owners

      This step will walk you through the following activities:

      • Selecting the KPIs for your organization and removing unwanted KPIs from IT Metrics Library

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      A shortlist of selected KPIs

      1.2.1 Select the KPIs that will drive your organization forward

      Input

      • IT Metrics Library

      Output

      • KPIs would be useful to track for each of the practice areas

      Materials

      • IT Metrics Library

      Participants

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      4 hours

      1. Review the suggested KPIs for each practice area and review the goal.
      2. Some suggested KPIs are similar, so make sure the goal is appropriate for your organization.
      3. Pick up to three KPIs per practice.

      1.2.2 Remove unwanted KPIs

      Input

      • IT Metrics Library

      Output

      • KPIs would be useful to track for each of the practice areas

      Materials

      • IT Metrics Library

      Participants

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      0.5 hours

      1. To remove unwanted KPIs from the IT Metric Library Tool, select the unwanted row, right-click on the row, and delete it.
      2. The result should be up to three KPIs per practice area left on the spreadsheet.

      Step 1.3

      Identify data sources and owners

      Activities

      1.3.1 Document the data source

      1.3.2 Document the owner

      1.3.3 Document baseline and target

      Choose the KPIs

      Step 1.1 – Review Available KPIs

      Step 1.2 – Select KPIs for Your Org.

      Step 1.3 – Identify Data Sources and Owners

      This step will walk you through the following activities:

      Documenting for each KPI where you plan to get the data, who is accountable to collect and report the data, what the current baseline is (if available), and what the target is

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      A list of KPIs for your organization with appropriate attributes documented

      1.3 Identify data sources, owners, baseline, and target

      Input

      • IT Metrics Library

      Output

      • Completed IT Metrics Library

      Materials

      • IT Metrics Library

      Participants

      • Process area owners
      • Metrics program owners and administrators

      2 hours

      1. For each selected KPI, complete the owner, data source, baseline, and target if the information is available.
      2. If the information is not available, document the owner and assign them to complete the other columns.

      Phase 2

      Build the Dashboard

      Phase 1

      1.1 Review Available KPIs

      1.2 Select KPIs for Your Org.

      1.3 Identify Data Sources and Owners

      Phase 2

      2.1 Understand the IT Management Dashboard

      2.2 Build and Review the KPIs

      Phase 3

      3.1 Prioritize Low-Performing Indicators

      3.2 Review Suggested Actions

      3.3 Develop the Action Plan

      This phase will walk you through the following activities:

      Understanding the IT Management Dashboard

      Configuring the IT Management Dashboard and entering initial measures

      Produce thing IT Scorecard from the IT Management Dashboard

      Interpreting the results

      This phase involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Step 2.1

      Understand the IT Management Dashboard

      Activities

      2.1.1 Logging into the IT Management Dashboard

      2.1.2 Understanding the “Overall Scorecard” tab

      2.1.3 Understanding the “My Metrics” tab

      Build the Dashboard

      Step 2.1 – Understand the IT Management Dashboard

      Step 2.2 – Build and review the KPIs

      This step will walk you through the following activities:

      Accessing the IT Management Dashboard

      Basic functionality of the tool

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      Understanding of how to administer the IT Management Dashboard

      2.1.1 Logging into the IT Management Dashboard

      Input

      • Info-Tech membership

      Output

      • Access to the IT Management Dashboard

      Materials

      • Web browser

      Participants

      • Metrics program owners and administrators

      0.5 hours

      1. Using your web browser, access your membership at infotech.com.
      2. Log into your Info-Tech membership account.
      3. Select the “My IT Dashboard” option from the menu (circled in red).
      4. If you cannot gain access to the tool, contact your membership rep.

      The image is a screen capture of the Info-Tech website, with the Login button at the top right of the window circled in red.

      2.1.2 Understanding the “Overall Scorecard” tab

      0.5 hours

      1. Once you select “My IT Dashboard,” you will be in the “Overall Scorecard” tab view.
      2. Scrolling down reveals the data entry form for each of the nine practice areas in the Info-Tech Management and Governance Framework, with each section color-coded for easy identification.
      3. Each of the section headers, KPI names, data sources, and data values can be updated to fit the needs of your organization.
      4. This view is designed to show a holistic view of all areas in IT that are being managed.

      2.1.3 Understanding the “My Metrics” tab

      0.5 hours

      1. On the “My Metrics” tab you can access individual scorecards for each of the nine practice areas.
      2. Below the “My Metrics” tab is each of the nine practice areas for you to select from. Each shows a different subset of KPIs specific to the practice.
      3. The functionality of this view is the same as the overall scorecard. Each title, KPI, description, and actuals are editable to fit your organization’s needs.
      4. This blueprint does not go into detail on this tab, but it is available to be used by practice area leaders in the same way as the overall scorecard.

      Step 2.2

      Build and review the KPIs

      Activities

      2.2.1 Entering the KPI descriptions

      2.2.2 Entering the KPI actuals

      2.2.3 Producing the IT Overall Scorecard

      Build the Dashboard

      Step 2.1 – Understand the IT Management Dashboard

      Step 2.2 – Build and review the KPIs

      This step will walk you through the following activities:

      Entering the KPI descriptions

      Entering the actuals for each KPI

      Producing the IT Overall Scorecard

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      An overall scorecard indicating the selected KPI performance

      2.2.1 Entering the KPI descriptions

      Input

      • Access to the IT Management Dashboard
      • IT Metrics Library with your organization’s KPIs selected

      Output

      • KPI descriptions entered into tool

      Materials

      • Web browser

      Participants

      • Metrics program owners and administrators

      1 hour

      1. Navigate to the IT Management Dashboard as described in section 2.1.1 and scroll down to the practice area you wish to complete.
      2. If needed, modify the section name to match your organization’s needs.
      3. Select “Add another score.”

      2.2.1 Entering the KPI descriptions

      1 hour

      1. Select if your metric is a custom metric or a standard metric available from one of the Info-Tech diagnostic tools.
      2. Enter the metric name you selected from the IT Metrics Library.
      3. Select the value type.
      4. Select the “Add Metric” button.
      5. The descriptions only need to be entered when they change.

      Example of a custom metric

      The image is a screen capture of the Add New Metric function. The metric type selected is Custom metric, and the metric name is Employee Engagement. There is a green Add Metric button, which is circled in red.

      Example of a standard metric

      The image is a screen capture of the Add New Metric function. The metric type selected is Standard Metric. The green Add Metric button at the bottom is circled in red.

      2.2.2 Entering the KPI actuals

      Input

      • Actual data from each data source identified

      Output

      • Actuals recorded in tool

      Materials

      • Web browser

      Participants

      • Metrics program owners and administrators

      1 hour

      1. Select the period you wish to create a scorecard for by selecting “Add New Period” or choosing one from the drop-down list.
      2. For each KPI on your dashboard, collect the data from the data source and enter the actuals.
      3. Select the check mark (circled) to save the data for the period.

      The image is a screen capture of the My Overall Scorecard Metrics section, with a button at the bottom that reads Add New Period circled in red

      The image has the text People and Resources at the top. It shows data for the KPI, and there is a check mark circled in red.

      2.2.3 Producing the IT Overall Scorecard

      Input

      • Completed IT Overall Scorecard data collection

      Output

      • IT Overall Scorecard

      Materials

      • Web browser

      Participants

      • Metrics program owners and administrators

      0.5 hours

      1. Select the period you wish to create a scorecard for by selecting from the drop-down list.
      2. Click the “Download as PDF” button to produce the scorecard.
      3. Once the PDF is produced it is ready for review or distribution.

      Phase 3

      Create the Action Plan

      Phase 1

      1.1 Review Available KPIs

      1.2 Select KPIs for Your Org.

      1.3 Identify Data Sources and Owners

      Phase 2

      2.1 Understand the IT Management Dashboard

      2.2 Build and Review the KPIs

      Phase 3

      3.1 Prioritize Low-Performing Indicators

      3.2 Review Suggested Actions

      3.3 Develop the Action Plan

      This phase will walk you through the following activities:

      Prioritizing low-performing indicators

      Using the IT Metrics Library to review suggested actions

      Developing your team’s action plan to improve performance

      This phase involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Step 3.1

      Prioritize low-performing indicators

      Activities

      3.1.1 Determine criteria for prioritization

      3.1.2 Identify low-performing indicators

      3.1.3 Prioritize low-performing indicators

      Create the action plan

      Step 3.1 – Prioritize low-performing indicators

      Step 3.2 – Review suggested actions

      Step 3.3 – Develop the action plan

      This step will walk you through the following activities:

      Determining the criteria for prioritization of low-performing indicators

      Identifying low-performing indicators

      Prioritizing the low-performing indicators

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      A prioritized list of low-performing indicators that need remediation

      3.1.1 Determine criteria for prioritization

      Often when metrics programs are established, there are multiple KPIs that are not performing at the desired level. It’s easy to expect the team to fix all the low-performing indicators, but often teams are stretched and have conflicting priorities.

      Therefore it’s important to spend some time to prioritize which of your indicators are most critical to the success of your business.

      Also consider, if one area is performing well and others have multiple poor indicators, how do you give the right support to optimize the results?

      Lastly, is it better to score slightly lower on multiple measures or perfect on most but failing badly on one or two?

      3.1.1 Determine criteria for prioritization

      Input

      • Business goals and objectives
      • IT goals and objectives
      • IT organizational structure

      Output

      • Documented scorecard remediation prioritization criteria

      Materials

      • Whiteboard or flip charts

      Participants

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      1 hour

      1. Identify any KPIs that are critical and cannot fail without high impact to your organization.
      2. Identify any KPIs that cannot fail for an extended period and document the time period.
      3. Rank the KPIs from most critical to least critical in the IT Metrics Library.
      4. Look at the owner accountable for the performance of each KPI. If there are any large groups, reassess the ownership or rank.
      5. Periodically review the criteria to see if they’re aligned with meeting current business goals.

      3.1.2 Identify low-performing indicators

      Input

      • Overall scorecard
      • Overall scorecard (previous period)
      • IT Metrics Library

      Output

      • List of low-performing indicators that need remediation
      • Planned actions to improve performance

      Materials

      • Whiteboard or flip charts

      Participants

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      1 hour

      1. Review the overall scorecard for the current period. List any KPIs that are not meeting the target for the current month in the “Action Plan” tab of the IT Metrics Library.
      2. Compare current month to previous month. List any KPIs that are moving away from the long-term target documented in the tool IT Metrics Library.
      3. Revise the target in the IT Metrics Library as business needs change.

      3.1.3 Prioritize low-performing indicators

      Input

      • IT Metrics Library

      Output

      • Prioritized list of planned actions for low-performing indicators

      Materials

      • IT Metrics Library

      Participants

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators
      • Task owners

      1 hour

      1. Look through the list of new and outstanding planned actions in the “Action Plan” tab of the IT Metrics Library, review progress, and prioritize outstanding items.
      2. Compare the list that needs remediation with the rank in the data entry tab.
      3. Adjust the priority of the outstanding and new actions to reflect the business needs.

      Step 3.2

      Review suggested actions

      Activities

      3.2.1 Review suggested actions in the IT Metrics Library

      Create the Action Plan

      Step 3.1 – Prioritize low-performing indicators

      Step 3.2 – Review suggested actions

      Step 3.3 – Develop the action plan

      This step will walk you through the following activities:

      Reviewing the suggested actions in the IT Metrics Library

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      An idea of possible suggested actions

      Take Action

      Knowing where you are underperforming is only half the battle. You need to act!

      • So far you have identified which indicators will tell you whether or not your team is performing and which indicators are most critical to your business success.
      • Knowing is the first step, but things will not improve without some kind of action.
      • Sometimes the action needed to course-correct is small and simple, but sometimes it is complicated and may take a long time.
      • Utilize the diverse ideas of your team to find solutions to underperforming indicators.
      • If you don’t have a viable simple solution, leverage the IT Metrics Library, which suggests high-level action needed to improve each indicator. If you need additional information, use your Info-Tech membership to review the recommended research.

      3.2.1 Review suggested actions in the IT Metrics Library

      Input

      • IT Metrics Library

      Output

      • Suggested actions

      Materials

      • IT Metrics Library

      Participants

      • Process area owners
      • Metrics program owners and administrators
      • Task owners

      0.5 hours

      1. For each of your low-performing indicators, review the suggested action and related research in the IT Metrics Library.

      Step 3.3

      Develop the action plan

      Activities

      3.3.1 Document planned actions

      3.3.2 Assign ownership of actions

      3.3.3 Determine timeline of actions

      3.3.4 Review past action status

      Create the action plan

      Step 3.1 – Prioritize low- performing indicators

      Step 3.2 – Review suggested actions

      Step 3.3 – Develop the action plan

      This step will walk you through the following activities:

      Using the action plan tool to document the expected actions for low-performing indicators

      Assigning an owner and expected due date for the action

      Reviewing past action status for accountability

      This step involves the following participants:

      • Senior IT leadership
      • Process area owners
      • Metrics program owners and administrators

      Outcomes of this step

      An action plan to invoke improved performance

      3.3.1 Document planned actions

      Input

      • IT Metrics Library

      Output

      • Planned actions

      Materials

      • IT Metrics Library

      Participants

      • Process area owners
      • Metrics program owners and administrators
      • Task owners

      1 hour

      1. Decide on the action you plan to take to bring the indicator in line with expected performance and document the planned action in the “Action Plan” tab of the IT Metrics Library.

      Info-Tech Insight

      For larger initiatives try to break the task down to what is likely manageable before the next review. Seeing progress can motivate continued action.

      3.3.2 Assign ownership of actions

      Input

      • IT Metrics Library

      Output

      • Identified owners for each action

      Materials

      • IT Metrics Library

      Participants

      • Process area owners
      • Metrics program owners and administrators
      • Task owners

      0.5 hours

      1. For each unassigned task, assign clear ownership for completion of the task.
      2. The task owner should be the person accountable for the task.

      Info-Tech Insight

      Assigning clear ownership can promote accountability for progress.

      3.3.3 Determine timeline of actions

      Input

      • IT Metrics Library

      Output

      • Expected timeline for each action

      Materials

      • IT Metrics Library

      Participants

      • Process area owners
      • Metrics program owners and administrators
      • Task owners

      0.5 hours

      1. For each task, agree on an estimated target date for completion.

      Info-Tech Insight

      If the target completion date is too far in the future, break the task into manageable chunks.

      3.3.4 Review past action status

      Input

      • IT Metrics Library

      Output

      • Complete action plan for increased performance

      Materials

      • IT Metrics Library

      Participants

      • Process area owners
      • Metrics program owners and administrators
      • Task owners

      0.5 hours

      1. For each task, review the progress since last review.
      2. If desired progress is not being made, adjust your plan based on your organizational constraints.

      Info-Tech Insight

      Seek to understand the reasons that tasks are not being completed and problem solve for creative solutions to improve performance.

      Measure the value of your KPI program

      KPIs only produce value if they lead to action

      • Tracking the performance of key indicators is the first step, but value only comes from taking action based on this information.
      • Keep track of the number of action items that come out of your KPI review and how many are completed.
      • If possible, keep track of the time or money saved through completing the action items.

      Keeping track of the number of actions identified and completed is a low overhead measure.

      Tracking time or money saved is higher overhead but also higher value.

      The image is a chart titled KPI benefits. It includes a legend indicating that blue bars are for Actions identified, purple bars are for Actions completed, and the yellow line is for Time/money saved. The graph shows Q1-Q4, indicating an increase in all areas across the quarters.

      Establish Baseline Metrics

      Baseline metrics will be improved through:

      1. Identifying actions needed to remediate poor-performing KPIs
      2. Associating time and/or money savings as a result of actions taken
      Metric Current Goal
      Number of actions identified per month as a result of KPI review 0 TBD
      $ saved through actions taken due to KPI review 0 TBD
      Time saved through actions taken due to KPI review 0 TBD

      Summary of Accomplishment

      Problem Solved

      Through this project we have identified typical key performance indicators that are important to your organization’s effective management of IT.

      You’ve populated the IT Management Dashboard as a simple method to display the results of your selected KPIs.

      You’ve also established a regular review process for your KPIs and have a method to track the actions that are needed to improve performance as a result of the KPI review. This should allow you to hold individuals accountable for improvement efforts.

      You can also measure the effectiveness of your KPI program by tracking how many actions are identified as a result of the review. Ideally you can also track the money and time savings.

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech workshop.

      Contact your account representative for more information.

      workshops@infotech.com

      1-888-670-8889

      Additional Support

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech Workshop.

      Contact your account representative for more information.

      workshops@infotech.com 1-888-670-8889

      To accelerate this project, engage your IT team in an Info-Tech Workshop with an Info-Tech analyst team.

      Info-Tech analysts will join you and your team at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      Select the KPIs for your organization

      Examine the benefits of the KPIs suggested in the IT Metrics Library and help selecting those that will drive performance for your maturity level.

      Build an action plan

      Discuss options for identifying and executing actions that result from your KPI review. Determine how to set up the discipline needed to make the most of your KPI review program.

      Research Contributors and Experts

      Valence Howden

      Principal Research Director, CIO – Service Management Info-Tech Research Group

      • Valence has extensive experience in helping organizations be successful through optimizing how they govern themselves, how they design and execute strategies, and how they drive service excellence in all work.

      Tracy-Lynn Reid

      Practice Lead, CIO – People & Leadership Info-Tech Research Group

      • Tracy-Lynn covers key topics related to People & Leadership within an information technology context.

      Fred Chagnon

      Practice Lead, Infrastructure & Operations Info-Tech Research Group

      • Fred brings extensive practical experience in all aspects of enterprise IT Infrastructure, including IP networks, server hardware, operating systems, storage, databases, middleware, virtualization and security.

      Aaron Shum

      Practice Lead, Security, Risk & Compliance Info-Tech Research Group

      • With 20+ years of experience across IT, InfoSec, and Data Privacy, Aaron currently specializes in helping organizations implement comprehensive information security and cybersecurity programs as well as comply with data privacy regulations.

      Cole Cioran

      Practice Lead, Applications and Agile Development Info-Tech Research Group

      • Over the past twenty-five years, Cole has developed software; designed data, infrastructure, and software solutions; defined systems and enterprise architectures; delivered enterprise-wide programs; and managed software development, infrastructure, and business systems analysis practices.

      Barry Cousins

      Practice Lead, Applications – Project and Portfolio Mgmt. Info-Tech Research Group

      • Barry specializes in Project Portfolio Management, Help/Service Desk, and Telephony/Unified Communications. He brings an extensive background in technology, IT management, and business leadership.

      Jack Hakimian

      Vice President, Applications Info-Tech Research Group

      • Jack has close to 25 years of Technology and Management Consulting experience. He has served multi-billion-dollar organizations in multiple industries, including Financial Services and Telecommunications. Jack also served several large public sector institutions.

      Vivek Mehta

      Research Director, CIO Info-Tech Research Group

      • Vivek publishes on topics related to digital transformation and innovation. He is the author of research on Design a Customer-Centric Digital Operating Model and Create Your Digital Strategy as well as numerous keynotes and articles on digital transformation.

      Carlos Sanchez

      Practice Lead, Enterprise Applications Info-Tech Research Group

      • Carlos has a breadth of knowledge in enterprise applications strategy, planning, and execution.

      Andy Neill

      Practice Lead, Enterprise Architecture, Data & BI Info-Tech Research Group

      • Andy has extensive experience in managing technical teams, information architecture, data modeling, and enterprise data strategy.

      Michael Fahey

      Executive Counselor Info-Tech Research Group

      • As an Executive Counselor, Mike applies his decades of business experience and leadership, along with Info-Tech Research Group’s resources, to assist CIOs in delivering outstanding business results.

      Related Info-Tech Research

      Develop Meaningful Service Metrics to Ensure Business and User Satisfaction

      • Reinforce service orientation in your IT organization by ensuring your IT metrics generate value-driven resource behavior.

      Use Applications Metrics That Matter

      • It all starts with quality and customer satisfaction.

      Take Control of Infrastructure Metrics

      • Master the metrics maze to help make decisions, manage costs, and plan for change.

      Bibliography

      Bach, Nancy. “How Often Should You Measure Your Organization's KPIs?” EON, 26 June 2018. Accessed Jan. 2020.

      “The Benefits of Tracking KPIs – Both Individually and for a Team.” Hoopla, 30 Jan. 2017. Accessed Jan. 2020.

      Chepul, Tiffany. “Top 22 KPI Examples for Technology Companies.” Rhythm Systems, Jan. 2020. Accessed Jan. 2020.

      Cooper, Larry. “CSF's, KPI's, Metrics, Outcomes and Benefits” itSM Solutions. 5 Feb. 2010. Accessed Jan 2020.

      “CUC Report on the implementation of Key Performance Indicators: case study experience.” Committee of University Chairs, June 2008. Accessed Jan 2020.

      Harris, Michael, and Bill Tayler. “Don’t Let Metrics Undermine Your Business.” HBR, Sep.–Oct 2019. Accessed Jan. 2020.

      Hatari, Tim. “The Importance of a Strong KPI Dashboard.” TMD Coaching. 27 Dec. 2018. Accessed Jan. 2020.

      Roy, Mayu, and Marian Carter. “The Right KPIs, Metrics for High-performing, Cost-saving Space Management.” CFI, 2013. Accessed Jan 2020.

      Schrage, Michael, and David Kiron. “Leading With Next-Generation Key Performance Indicators.” MIT Sloan Management Review, 26 June 2018. Accessed Jan. 2020.

      Setijono, Djoko, and Jens J. Dahlgaard. “Customer value as a key performance indicator (KPI) and a key improvement indicator (KII)” Emerald Insight, 5 June 2007. Accessed Jan 2020.

      Skinner, Ted. “Balanced Scorecard KPI Examples: Comprehensive List of 183 KPI Examples for a Balanced Scorecard KPI Dashboard (Updated for 2020).” Rhythm Systems, Jan. 2020. Accessed Jan 2020.

      Wishart, Jessica. “5 Reasons Why You Need The Right KPIs in 2020” Rhythm Systems, 1 Feb. 2020. Accessed Jan. 2020.

      Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program

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      • Parent Category Name: Performance Measurement
      • Parent Category Link: /performance-measurement
      • According to Info-Tech research, 74% of our clients feel that IT quality management is an important process, however, only 15% said they actually had effective quality management.
      • IT is required to deliver high quality projects and services, but if CIOs are ineffective at quality management, how can IT deliver?
      • Rather than disturb the status quo with holistic quality initiatives, heads of IT leave quality in the hands of process owners, functional areas, and other segmented facets of the department.
      • CIOs are facing greater pressures to be innovative, agile, and cost-effective, but cannot do so without stable operations, an accountable staff base, and business support; all of which are achieved by high IT quality.

      Our Advice

      Critical Insight

      • Quality management needs more attention that it’s typically getting. It’s not going to happen randomly; you must take action to see results.
      • Quality must be holistic. Centralized accountability will align inconsistencies in quality and refocus IT towards a common goal.
      • Accountability is the key to quality. Clearly defined roles and responsibilities will put your staff on the hook for quality outcomes.

      Impact and Result

      • Shift your mindset to the positive implications of high quality. Info-Tech’s quality management methodology will promote innovation, agility, lower costs, and improved operations.
      • We will help you develop a fully functional quality management program in four easy steps:
        • Position your program as a group to encourage buy-in and unite IT around a common quality vision. Enact a center of excellence to build, support, and monitor the program.
        • Build flexible program requirements that will be adapted for a fit-to-purpose solution.
        • Implement the program using change management techniques to alleviate challenges and improve adoption.
        • Operate the program with a focus on continual improvement to ensure that your IT department continues to deliver high quality projects and services as stakeholder needs change.

      Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program Research & Tools

      Start here – read the Executive Brief

      Understand why Info-Tech’s unique approach to quality management can fix a variety of IT issues and understand the four ways we can support you in building a quality management program designed just for you.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Position the program

      Hold a positioning working session to focus the program around business needs, create solid targets, and create quality champions to get the job done.

      • Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program – Phase 1: Position the Quality Program
      • Quality Management Program Charter
      • Quality Management Capability Assessment and Planning Tool
      • Quality Management Roadmap

      2. Build the program

      Build program requirements and design standard templates that will unite IT quality.

      • Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program – Phase 2: Build a Quality Program
      • Quality Management Quality Plan Template
      • Quality Management Review Template
      • Quality Management Dashboard Template

      3. Implement the program

      Evaluate the readiness of the department for change and launch the program at the right time and in the right way to transform IT quality.

      • Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program – Phase 3: Implement the Quality Program
      • Quality Management Communication Plan Template
      • Quality Management Readiness Assessment Template

      4. Operate the program

      Facilitate the success of key IT practice areas by operating the Center of Excellence to support the key IT practice areas’ quality initiatives.

      • Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program – Phase 4: Operate the Quality Program
      • Quality Management User Satisfaction Survey
      • Quality Management Practice Area Assessment and Planning Tool
      • Quality Management Capability Improvement Plan
      [infographic]

      Workshop: Drive Efficiency and Agility with a Fit-for-Purpose Quality Management Program

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Position Your Program

      The Purpose

      Create a quality center of excellence to lead and support quality initiatives.

      Position your quality program to meet the needs of your business.

      Develop clear targets and create a roadmap to achieve your vision. 

      Key Benefits Achieved

      Defined Center of Excellence roles & responsibilities.

      A firm vision for your program with clearly outlined targets.

      A plan for improvements to show dedication to the program and create accountability. 

      Activities

      1.1 Identify current quality maturity.

      1.2 Craft vision and mission.

      1.3 Define scope.

      1.4 Determine goals and objectives.

      1.5 Specify metrics and critical success factors.

      1.6 Develop quality principles.

      1.7 Create action plan.

      Outputs

      Completed Maturity Assessment

      Completed Project Charter

      Completed Quality Roadmap

      2 Build Your Program

      The Purpose

      Build the requirements for the quality program, including outputs for quality planning, quality assurance, quality control, and quality improvement.

      Key Benefits Achieved

      Defined standards for the quality program.

      General templates to be used to unify quality throughout IT. 

      Activities

      2.1 Define quality policy, procedures, and guidelines.

      2.2 Define your standard Quality Plan.

      2.3 Define your standard Quality Review Document.

      2.4 Develop your Standard Quality Management Dashboard.

      Outputs

      Quality Policy

      Standard Quality Plan Template

      Standard Quality Review Template

      Standard Quality Dashboard

      3 Implement Your Program

      The Purpose

      Launch the program and begin quality improvement.

      Key Benefits Achieved

      Perform a readiness assessment to ensure your organization is ready to launch its quality program.

      Create a communication plan to ensure constant and consistent communication throughout implementation. 

      Activities

      3.1 Assess organizational readiness.

      3.2 Create a communication plan.

      Outputs

      Completed Readiness Assessment

      Completed Communication Plan

      4 Operate Your Program

      The Purpose

      Have the Center of Excellence facilitate the roll-out of the quality program in your key practice areas.

      Initiate ongoing monitoring and reporting processes to enable continuous improvement.  

      Key Benefits Achieved

      Quality plans for each practice area aligned with the overall quality program.

      Periodic quality reviews to ensure plans are being acted upon.

      Methodology for implementing corrective measures to ensure quality expectations are met.

      Activities

      4.1 Perform a quality management satisfaction survey.

      4.2 Complete a practice area assessment.

      4.3 Facilitate the creation of practice area quality plans.

      4.4 Populate quality dashboards.

      4.5 Perform quality review(s).

      4.6 Address issues with corrective and preventative measures.

      4.7 Devise a plan for improvement.

      4.8 Report on quality outcomes.

      Outputs

      Completed Satisfaction Surveys

      Practice Area Assessments

      Quality Plans (for each practice area)

      Quality Reviews (for each practice area)

      Quality Improvement Plan

      Prototype With an Innovation Design Sprint

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      • Parent Category Name: Innovation
      • Parent Category Link: /innovation
      • The business has a mandate for IT-led innovation.
      • IT doesn’t have the budget it wants for high-risk, high-reward initiatives.
      • Many innovation projects have failed in the past.
      • Many projects that have moved through the approval process failed to meet their expectations.

      Our Advice

      Critical Insight

      • Don’t let perfect be the enemy of good. Think like a start-up and use experimentation and rapid re-iteration to get your innovative ideas off the ground.

      Impact and Result

      • Build and test a prototype in four days using Info-Tech’s Innovation Design Sprint Methodology.
      • Create an environment for co-creation between IT and the business.
      • Learn techniques for socializing and selling your ideas to business stakeholders.
      • Refine your prototype through rapid iteration and user-experience testing.
      • Socialize design thinking culture, tactics, and methods with the business.

      Prototype With an Innovation Design Sprint Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should evaluate your ideas using a design sprint, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Understand and ideate

      Define the problem and start ideating potential solutions.

      • Prototype With an Innovation Design Sprint – Day 1: Understand and Ideate
      • Prototyping Workbook

      2. Divide and conquer

      Split off into prototyping teams to build and test the first-iteration prototypes

      • Prototype With an Innovation Design Sprint – Day 2: Divide and Conquer
      • Research Study Log Tool

      3. Unite and integrate

      Integrate the best ideas from the first iterations and come up with a team solution to the problem.

      • Prototype With an Innovation Design Sprint – Day 3: Unite and Integrate
      • Prototype One Pager

      4. Build and sell

      Build and test the team’s integrated prototype, decide on next steps, and come up with a pitch to sell the solution to business executives.

      • Prototype With an Innovation Design Sprint – Day 4: Build and Sell
      [infographic]

      Workshop: Prototype With an Innovation Design Sprint

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Understand and Ideate

      The Purpose

      Align the team around a well-defined business problem and start ideating solutions.

      Key Benefits Achieved

      Ideate solutions in the face of organizational cconstraints and characterize the success of the prototype.

      Activities

      1.1 Frame the problem.

      1.2 Develop evaluation criteria.

      1.3 Diverge and converge.

      Outputs

      Problem statement(s)

      Evaluation criteria

      Ideated solutions

      2 Divide and Conquer

      The Purpose

      Break off into teams to try and develop solutions that address the problem in unique ways.

      Key Benefits Achieved

      Develop and test a first-iteration prototype.

      Activities

      2.1 Design first prototypes in teams.

      2.2 Conduct UX testing.

      Outputs

      First-iteration prototypes

      User feedback and data

      3 Unite and Integrate

      The Purpose

      Bring the team back together to develop a team vision of the final prototype.

      Key Benefits Achieved

      Integrated, second-iteration prototype.

      Activities

      3.1 Create and deliver prototype pitches.

      3.2 Integrate prototypes.

      Outputs

      Prototype practice pitches

      Second-iteration prototype

      4 Build and Sell

      The Purpose

      Build and test the second prototype and prepare to sell it to business executives.

      Key Benefits Achieved

      Second-iteration prototype and a budget pitch.

      Activities

      4.1 Conduct second round of UX testing.

      4.2 Create one pager and budget pitch.

      Outputs

      User feedback and data

      Prototype one pager and budget pitch

      Assess Your IT Financial Management Maturity Effectively

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      • Parent Category Name: Cost & Budget Management
      • Parent Category Link: /cost-and-budget-management

      Organizations wishing to mature their IT financial management (ITFM) maturity often face the following obstacles:

      • Unfamiliarity: Lack of knowledge and understanding related to ITFM maturity.
      • Shortsightedness: Randomly reacting to changing circumstances.
      • Exchange: Inability to consistently drive dialogues.
      • Perception: IT is perceived as a cost center instead of a trustworthy strategic partner.

      Our Advice

      Critical Insight

      No matter where you currently stand in your ITFM practice, there is always room for improvement. Hence, a maturity assessment should be viewed as a self-improvement tool that is only valuable if you are willing to act on it.

      Impact and Result

      A mature ITFM practice leads to many benefits.

      • Foundation: Improved governance, skill sets, processes, and tools.
      • Data: An appropriate taxonomy/data model alongside accurate data for high-quality reporting and insights.
      • Language: A common vocabulary across the organization.
      • Organization Culture: Improved communication and collaboration between IT and business partners.

      Assess Your IT Financial Management Maturity Effectively Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Assess Your IT Financial Management Maturity Effectively Storyboard – A framework and step-by-step methodology to assess your ITFM maturity.

      This research seeks to support IT leaders and ITFM practitioners in evaluating and improving their current maturity. It will help document both current and target states as well as prioritize focus areas for improvement.

      • Assess Your IT Financial Management Maturity Effectively Storyboard

      2. IT Financial Management Maturity Assessment Tool – A structured tool to help you assess your ITFM maturity.

      This Excel workbook guides IT finance practitioners to effectively assess their IT financial management practice. Incorporate the visual outputs into your final executive presentation document. Key activities include context setting, completing the assessment, and prioritizing focus areas based on results.

      • IT Financial Management Maturity Assessment Tool

      3. IT Financial Management Maturity Assessment Report Template – A report summarizing your ITFM maturity assessment results to help you communicate with stakeholders.

      Use this template to document your final ITFM maturity outputs, including the current and target states and your identified priorities.

      • IT Financial Management Maturity Assessment Report Template
      [infographic]

      Further reading

      Assess Your IT Financial Management Maturity Effectively

      Influence your organization’s strategic direction.

      Analyst Perspective

      Make better informed data-driven business decisions.

      Technology has been evolving throughout the years, increasing complexity and investments, while putting more stress on operations and people involved. As an IT leader, you are now entrusted to run your outfit as a business, sit at the executive table as a true partner, and be involved in making decisions that best suit your organization. Therefore, you have an obligation to fulfill the needs of your end customers and live up to their expectations, which is not an easy task.

      IT financial management (ITFM) helps you generate value to your organization’s clientele by bringing necessary trade-offs to light, while driving effective dialogues with your business partners and leadership team.

      This research will focus on Info-Tech’s approach to ITFM maturity, aiming for a state of continuous improvement, where an organization can learn and grow as it adapts to change. As the ITFM practice matures, IT and business leaders will be able to better understand one another and together make better business decisions, driven by data.

      This client advisory presentation and accompanying tool seek to support IT leaders and ITFM practitioners in evaluating and improving their current maturity. It will help document both current and target states as well as prioritize focus areas for improvement.

      Photo of Bilal Alberto Saab, Research Director, IT Financial Management, Info-Tech Research Group. Bilal Alberto Saab
      Research Director, IT Financial Management
      Info-Tech Research Group

      Executive Summary

      The value of ITFM is undermined

      ITFM is often discarded and not given enough importance and relevance due to the operational nature of IT, and the specialized skillset of its people, leading to several problems and challenges, such as:

      • Unfamiliarity: Lack of knowledge and understanding related to ITFM maturity.
      • Shortsightedness: Randomly reacting to changing circumstances.
      • Exchange: Inability to consistently drive dialogues.
      • Perception: IT is perceived as a cost center instead of a trustworthy strategic partner.

      Constructive dialogues with business partners are not the norm

      Business-driven conversations around financials (spending, cost, revenue) are a rarity in IT due to several factors, including:

      • Foundation: Weak governance, inadequate skillset, and less than perfect processes and tools.
      • Data: Lack of adequate taxonomy/data model, alongside inaccurate data leading to poor reporting and insights.
      • Language: Lack of a common vocabulary across the organization.
      • Organization culture: No alignment, alongside minimal communication and collaboration between IT and business partners.

      Follow Info-Tech’s approach to move up the ITFM maturity ladder

      Mature your ITFM practice by activating the means to make informed business decisions.

      Info-Tech’s methodology helps you move the dial by focusing on three maturity focus areas:

      • Build an ITFM Foundation
      • Manage and Monitor IT Spending
      • Bridge the Language Barrier

      Info-Tech Insight

      Influence your organization’s strategic direction by maturing your ITFM practice.

      What is ITFM?

      ITFM is not just about finance.

      • ITFM has evolved from traditional budgeting, accounting, and cost optimization; however, it is much more than those activities alone.
      • It starts with understanding the financial implications of technology by adopting different perspectives to become adept in communicating with various stakeholders, including finance, business partners, IT managers, and your CEO.
      • Armed with this knowledge, ITFM helps you address a variety of questions, such as:
        • How are technology funds being spent?
        • Which projects is IT prioritizing and why?
        • What are the resources needed to speed IT delivery?
        • What’s the value of IT within the organization?
      • ITFM’s main objective is thus to improve decision-making capabilities by facilitating communication between IT leaders and stakeholders, while enabling a customer focus attitude throughout the organization.

      “ITFM embeds technology in financial management practices. Through cost, demand, and value, ITFM brings technology and business together, forging the necessary relationships and starting the right conversations to enable the best decisions for the organization.”
      – Monica Braun, Research Director, Info-Tech Research Group

      Your challenge

      IT leaders struggle to articulate and communicate business value.

      • IT spending is often questioned by different stakeholders, such as business partners and various IT business units. These questions, usually resulting from shifts in business needs, may revolve around investments, expenditures, services, and speed to market, among others. While IT may have an idea about its spending habits, aligning it to the business strategy may prove difficult.
      • IT staff often does not have access to, or knowledge of, the business model and its intricacies. In an operational environment, the focus tends to be on technical issues rather than overall value.
      • People tend to fear what they do not know. Some business managers may not be comfortable with technology. They do not recognize the implications and ramifications of certain implementations or understand the related terminology, which puts a strain on any conversation.

      “Value is not the numbers you visualize on a chart, it’s the dialogue this data generates with your business partners and leadership team.”
      – Dave Kish, Practice Lead, Info-Tech Research Group

      Technology is constantly evolving

      Increasing IT spending and decision-making complexity.

      Timeline of IT technology evolution, starting with 'Timesharing' in the 1980s to 'All Things Digital' in the 2020s. 'IT Spend Growth' grows from start to finish.

      Common obstacles

      IT leaders are not able to have constructive dialogues with their stakeholders.

      • The way IT funds are spent has changed significantly, moving from the purchase of discrete hardware and software tools to implementing data lakes, cloud solutions, the metaverse and blockchain. This implies larger investments and more critical decisions. Conversations around interoperability, integration, and service-based solutions that focus more on big-picture architecture than day-to-day operations have become the norm.
      • Speed to market is now a survival criterion for most organizations, requiring IT to shift rapidly based on changing priorities and customer expectations. This leads to the need for greater financial oversight, with the CFO as the gatekeeper. Today’s IT leaders need to possess both business and financial management savvy to justify their spending with various stakeholders.
      • Any IT budget increase is tied to expectations of greater value. Hence, the compelling demands for IT to prove its worth to the business. Promoting value comes in two ways: 1) objectively, based on data, KPIs, and return on investment; and 2) subjectively, based on stakeholder satisfaction, alongside relationships. Building trust, credibility, and confidence can go a long way.

      In a technology-driven world, advances come at a price. With greater spending required, more complex and difficult conversations arise.

      Constructive dialogues are key

      You don’t know what you don’t know.

      • IT, being historically focused on operations, has become a hub for technically savvy personnel. On the downside, technology departments are often alien to business, causing problems such as:
        • IT staff have no knowledge of the business model and lack customer focus.
        • Business is not comfortable with technology and related jargon.
      • The lack of two-way communication and business alignment is hence an important ramification. If the business does not understand technology, and IT does not speak in business terms, where does that lead us?
      • Poor data quality and governance practices, alongside overly manual processes can only exasperate the situation.

      IT Spending Survey

      79% of respondents believe that decisions taking too long to make is either a significant or somewhat of a challenge (Flexera 2022 Tech Spend Pulse; N=501).

      81% of respondents believe that ensuring spend efficiency (avoiding waste) is either a challenge or somewhat of a challenge (Flexera 2022 Tech Spend Pulse; N=501).

      ITFM is trailing behind

      IT leaders must learn to speak business.

      In today’s world, where organizations are driving customer experience through technology investments, having a seat at the table means IT leaders must be well versed in business language and practice, including solid financial management skills.

      However, IT staff across all industries aren’t very confident in how well IT is doing in managing its finances. This becomes evident after looking at three core processes:

      • Demonstrating IT’s value to the business.
      • Accounting of costs and budgets.
      • Optimizing costs to gain the best return on investment.

      Recent data from 4,137 respondents to Info-Tech’s IT Management & Governance Diagnostic shows that while most IT staff feel that these three financial management processes are important, notably fewer feel that IT management is effective at executing on them.

      IT leadership’s capabilities around fundamental cost data capture appear to be lagging, not to mention the essential value-added capabilities around optimizing costs and demonstrating IT’s contribution to business value.

      Bar charts comparing percentages of people who 'Agree process is important' and 'Agree process is effective' for three processes: Business Value, Cost & Budget Management, and Cost Optimization. In all instances, the importance outweighed the perceived effectiveness.
      Source: Info-Tech Research Group, IT Management & Governance Diagnostic, 2023.

      Info-Tech’s approach

      We take a holistic approach to ITFM and support you throughout your maturity journey.

      Visualization of the IT maturity levels with three goals at the bottom, 'Build am ITFM Foundation', 'Manage & Monitor IT Spending', and 'Bridge the Language Barrier'. The 5 levels, from bottom to top, are 'Nascent - Level 1, Inability to consistently deliver financial planning services', 'Cost Operator - Level 2, Rudimentary financial planning capabilities', 'Trusted Coordinator - Level 3, Enablement of business through cost-effective supply of technology', 'Value Optimizer - Level 4, Effective impact on business performance', and 'Strategic Partner - Level 5, Influence on the organization's strategic direction'.

      The Info-Tech difference:

      • Info-Tech has a methodology and set of tools that will help assess your ITFM maturity and take the first step in developing an improvement plan. We have identified three maturity focus areas:
        • Build an ITFM Foundation
        • Manage and Monitor IT Spending
        • Bridge the Language Barrier
      • No matter where you currently stand in your ITFM practice, there is always room for improvement. Hence, a maturity assessment should be viewed as a self-improvement tool, which is only valuable if you are willing to act on it.

      Note: See Appendix A for maturity level definitions and descriptions.

      Climb the maturity ladder

      By growing along three maturity focus areas.

      A diagram with '3 Maturity Focus Areas' and '9 Maturity Levers' within them. The first area is 'Build an ITFM Foundation' with levers 'Establish your Team', 'Set up your Governance Structure', and 'Adopt ITFM Processes & Tools'. The second area is 'Manage & Monitor IT Spending', with levers 'Standardize your Taxonomy & Data Model', 'Identify, Gather & Prepare your Data', and 'Analyze your Findings and Develop your Reports'. The third area is 'Bridge the Language Barrier' with levers 'Communicate your IT Spending', 'Educate the Masses', and 'Influence your Organization's Culture'.

      Info-Tech identified three maturity focus areas, each containing three levers.

      Identify where you stand across the nine maturity levers, detect the gaps, and determine your priorities as a first step to develop an improvement plan.

      Note: See Appendix B for maturity level definitions and descriptions per lever.

      Key project deliverables

      Each step of this activity is accompanied by supporting deliverables to help you accomplish your goals.

      IT Financial Management Maturity Assessment Report Template

      A template of an ITFM maturity assessment report that can be customized based on your own results.

      IT Financial Management Maturity Assessment Tool

      A workbook including an ITFM maturity survey, generating a summary of your current state, target state, and priorities.

      Measure the value of this activity

      Reach your 12-month maturity target.

      • Determine your 12-month maturity target, identify your gaps, and set your priorities.
      • Use the ITFM maturity assessment to kickstart your improvement plan by developing actionable initiatives.
      • Implement your initiatives and monitor your progress to reach your 12-month target.

      Sample of a result page from the ITFM maturity assessment.

      Build your improvement plan and implement your initiatives to move the dial and climb the maturity ladder.

      Sample of a result page from the ITFM maturity assessment with a graph.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      Guided Implementation

      Workshop

      Consulting

      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful." "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track." "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place." "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostics and consistent frameworks used throughout all four options

      Step 1

      Prepare for the ITFM maturity assessment

      Content Overview

      1. Identify your stakeholders
      2. Set the context
      3. Determine the methodology
      4. Identify assessment takers

      This step involves the following participants:

      • CIO/IT director
      • CFO/finance director
      • IT finance lead
      • IT audit lead
      • Other IT management

      1. Prepare to take the ITFM maturity assessment

      3 hours

      Input: Understanding your context, objectives, and methodology

      Output: ITFM maturity assessment stakeholders and their objectives, ITFM maturity assessment methodology, ITFM maturity assessment takers

      Materials: 1a. Prepare for Assessment tab in the ITFM Maturity Assessment Tool

      Participants: CIO/IT director, CFO/finance director, IT finance lead, IT audit lead, Other IT management

      1. Identify your stakeholders and document it in the ITFM Maturity Assessment Tool (see next slides). We recommend having representatives from different business units across the organization, most notably IT, IT finance, finance, and IT audit.
      2. Set the context with your stakeholders and document it in the ITFM Maturity Assessment Tool. Discuss the reason behind taking the ITFM maturity assessment among the various stakeholders. Why do each of your stakeholders want to take the assessment? What are their main objectives? What would they like to achieve?
      3. Determine the methodology and document it in the ITFM Maturity Assessment Tool. Discuss how you want to go about taking the assessment with your stakeholders. Do you want to have representatives from each business unit take the assessment individually, then share and discuss their findings? Do you prefer forming a working group with representatives from each business unit and go through the assessment together? Or does any of your stakeholders have a different suggestion? You will have to consider the effort, skillset, and knowledge required.
      4. Identify the assessment takers and document it in the ITFM Maturity Assessment Tool. Determine who will be taking the assessment (specific names of stakeholders). Consider their availability, knowledge, and skills.

      Download the IT Financial Management Maturity Assessment Tool

      TEMPLATE & EXAMPLE

      Document your stakeholders, objectives, and methodology

      Excel Workbook: ITFM Maturity Assessment Tool – Prepare for Assessment worksheet

      Refer to the example and guidelines below on how to document stakeholders, objectives, and methodology (table range: columns B to G and rows 8 to 15).

      Example table from the ITFM Maturity Assessment Tool re: 'Maturity Assessment Stakeholders'.

      Column ID Input Type Guidelines
      B Formula Automatic calculation, no entry required.
      C Text Enter the full name of each stakeholder on a separate row.
      D Text Enter the job title related to each stakeholder.
      E Text Enter the objective(s) related to each stakeholder.
      F Text Enter the agreed upon methodology.
      G Text Enter any notes or comments per stakeholder (optional).

      Review the following in the Excel workbook as per guidelines:

      1. Navigate to the 1a. Prepare for Assessment tab.
      2. Enter the full names and job titles of the ITFM maturity assessment stakeholders.
      3. Document the maturity assessment objective of each of your stakeholders.
      4. Document the agreed-upon methodology.

      Download the IT Financial Management Maturity Assessment Tool

      TEMPLATE & EXAMPLE

      Document your assessment takers

      Excel Workbook: ITFM Maturity Assessment Tool – Prepare for Assessment worksheet

      Refer to the example and guidelines below on how to document assessment takers (table range: columns B to E and rows 18 to 25).

      Example table from the ITFM Maturity Assessment Tool re: 'Maturity Assessment Takers'.

      Column ID Input Type Guidelines
      B Formula Automatic calculation, no entry required.
      C Text Enter the full name of each assessment taker on a separate row.
      D Text Enter the job title related to each stakeholder to identify which party is being represented per assessment taker.
      E Text Enter any notes or comments per stakeholder (optional).

      Review the following in the Excel workbook as per guidelines:

      1. Navigate to the 1a. Prepare for Assessment tab.
      2. Enter the full name of each assessment taker, along with the job title of the stakeholder they are representing.

      Download the IT Financial Management Maturity Assessment Tool

      Step 2

      Take the ITFM maturity assessment

      Content Overview

      1. Complete the survey
      2. Review your assessment results
      3. Determine your priorities

      This step involves the following participants:

      • CIO/IT director
      • CFO/finance director
      • IT finance lead
      • IT audit lead
      • Other IT management

      2. Take the ITFM maturity assessment

      3 hours

      Input: Understanding of your ITFM current state and 12-month target state, ITFM maturity assessment results

      Output: ITFM current- and target-state maturity levels, average scores, and variance, ITFM current- and target-state average scores, variance, and priority by maturity focus area and maturity lever

      Materials: 1b. Glossary, 2a. Assess ITFM Foundation, 2b. Assess Mngt. & Monitoring, 2c. Assess Language, and 3. Assessment Summary tabs in the ITFM Maturity Assessment Tool

      Participants: CIO/IT director, CFO/finance director, IT finance lead, IT audit lead, Other IT management

      1. Complete the survey: select the current and target state of each statement – refer to the glossary as needed for definitions of key terms – in the ITFM Maturity Assessment Tool (see next slides). There are three tabs (one per maturity focus area) with three tables each (nine maturity levers). Review and discuss statements with all assessment takers: consider variations, differing opinions, and reach an agreement on each statement inputs.
      2. Review assessment results: navigate to the Assessment Summary tab in the ITFM maturity assessment tool (see next slides) to view your results. Review and discuss with all assessment takers: consider any shocking output and adjust survey input if necessary.
      3. Determine your priorities: decide on the priority (Low/Medium/High) by maturity focus area and/or maturity lever. Rank your maturity focus area priorities from 1 to 3 and your maturity lever priorities from 1 to 9. Consider the feasibility in terms of timeframe, effort, and skillset required, positive and negative impacts on business and technology, likelihood of failure, and necessary approvals. Document your priorities in the ITFM maturity assessment tool (see next slides).
        Review and discuss priorities with all assessment takers: consider variations, differing opinions, and reach an agreement on each priority.

      Download the IT Financial Management Maturity Assessment Tool

      TEMPLATE & EXAMPLE

      Complete the survey

      Excel workbook: ITFM Maturity Assessment Tool – Survey worksheets

      Refer to the example and guidelines below on how to complete the survey.

      Example table from the ITFM Maturity Assessment Tool re: Survey worksheets.

      Column ID Input Type Guidelines
      B Formula Automatic calculation, no entry required.
      C Formula Automatic calculation, no entry required: ITFM maturity statement to assess.
      D, E Dropdown Select the maturity levels of your current and target states. One of five maturity levels for each statement, from “1. Nonexistent” (lowest maturity) to “5. Advanced” (highest maturity).
      F, G, H Formula Automatic calculation, no entry required: scores associated with your current and target state selection, along with related variance (column G – column F).
      I Text Enter any notes or comments per ITFM maturity statement (optional).

      Review the following in the Excel workbook as per guidelines:

      1. Navigate to the survey tabs: 2a. Assess ITFM Foundation, 2b. Assess Management and Monitoring, and 2c. Assess Language.
      2. Select the appropriate current and target maturity levels.
      3. Add any notes or comments per ITFM maturity statement where necessary or helpful.

      Download the IT Financial Management Maturity Assessment Tool

      TEMPLATE & EXAMPLE

      Review your overall result

      Excel Workbook: ITFM Maturity Assessment Tool – Assessment Summary worksheet

      Refer to the example and guidelines below on how to review your results.

      Example table from the ITFM Maturity Assessment Tool re: Assessment Summary worksheet.

      Column ID Input Type Guidelines
      K Formula Automatic calculation, no entry required.
      L Formula Automatic calculation, no entry required: Current State, Target State, and Variance entries. Please ignore the current state benchmark, it’s a placeholder for future reference.
      M Formula Automatic calculation, no entry required: average overall maturity score for your Current State and Target State entries, along with related Variance.
      N, O Formula Automatic calculation, no entry required: maturity level and related name based on the overall average score (column M), where level 1 corresponds to an average score less than or equal to 1.49, level 2 corresponds to an average score between 1.5 and 2.49 (inclusive), level 3 corresponds to an average score between 2.5 and 3.49 (inclusive), level 4 corresponds to an average score between 3.5 and 4.49 (inclusive), and level 5 corresponds to an average score between 4.5 and 5 (inclusive).
      P, Q Formula Automatic calculation, no entry required: maturity definition and related description based on the maturity level (column N).

      Review the following in the Excel workbook as per guidelines:

      1. Navigate to tab 3. Assessment Summary.
      2. Review your overall current state and target state result along with the corresponding variance.

      Download the IT Financial Management Maturity Assessment Tool

      TEMPLATE & EXAMPLE

      Set your priorities

      Excel Workbook: ITFM Maturity Assessment Tool – Assessment Summary worksheet

      Refer to the example and guidelines below on how to review your results per maturity focus area and maturity lever, then prioritize accordingly.

      Example table from the ITFM Maturity Assessment Tool re: Assessment Summary worksheet.

      Column ID Input Type Guidelines
      B Formula Automatic calculation, no entry required.
      C Formula Automatic calculation, no entry required: ITFM maturity focus area or lever, depending on the table.
      D Placeholder Ignore this column because it’s a placeholder for future reference.
      E, F, G Formula Automatic calculation, no entry required: average score related to the current state and target state, along with the corresponding variance per maturity focus area or lever (depending on the table).
      H Formula Automatic calculation, no entry required: preliminary priority based on the average variance (column G), where Low corresponds to an average variance between 0 and 0.5 (inclusive), Medium corresponds to an average variance between 0.51 and 0.99 (inclusive), and High corresponds to an average variance greater than or equal to 1.
      J Dropdown Select your final priority (Low, Medium, or High) per ITFM maturity focus area or lever, depending on the table.
      K Whole Number Enter the appropriate rank based on your priorities; do not use the same number more than once. A whole number between 1 and 3 to rank ITFM maturity focus areas, and between 1 and 9 to rank ITFM maturity levers, depending on the table.

      Review the following in the Excel workbook as per guidelines:

      1. Navigate to tab 3. Assessment Summary.
      2. Review your current-state and target-state result along with the corresponding variance per maturity focus area and maturity lever.
      3. Select the appropriate priority for each maturity focus area and maturity lever.
      4. Enter a unique rank for each maturity focus area (1 to 3).
      5. Enter a unique rank for each maturity lever (1 to 9).

      Download the IT Financial Management Maturity Assessment Tool

      Step 3

      Communicate your ITFM maturity results

      Content Overview

      1. Review your assessment charts
      2. Customize the assessment report
      3. Communicate your results

      This step involves the following participants:

      • CIO/IT director
      • CFO/finance director
      • IT finance lead
      • IT audit lead
      • Other IT management

      3. Communicate your ITFM maturity results

      3 hours

      Input: ITFM maturity assessment results

      Output: Customized ITFM maturity assessment report

      Materials: 3. Assessment Summary tab in the ITFM Maturity Assessment Tool, ITFM Maturity Assessment Report Template

      Participants: CIO/IT director, CFO/finance director, IT finance lead, IT audit lead, Other IT management

      1. Review assessment charts: navigate to the Assessment Summary tab in the ITFM Maturity Assessment Tool (see next slides) to view your results and related charts.
      2. Edit the report template: complete the template based on your results and priorities to develop your customized ITFM maturity assessment report (see next slide).
      3. Communicate results: communicate and deliberate the assessment results with assessment takers at a first stage, and with your stakeholders at a second stage. The objective is to agree on next steps, including developing an improvement plan.

      Download the IT Financial Management Maturity Assessment Tool

      TEMPLATE & EXAMPLE

      Review assessment charts

      Excel Workbook: ITFM Maturity Assessment Tool – Assessment Summary worksheet

      Refer to the example below on charts depicting different views of the maturity assessment results across the three focus areas and nine levers.

      Samples of different tabs from the ITFM Maturity Assessment Tool: 'Assessment Summary tab: From cell B49 to cell M100' and 'Assessment Summary tab: From cell K13 to cell Q34'.

      From the Excel workbook, after completing your potential initiatives and filling all related entries in the Outline Initiatives tab:

      1. Navigate to tab 3. Assessment Summary.
      2. Review each of the charts.
      3. Navigate back to the survey tabs to examine, drill down, and amend individual entries as you deem necessary.

      Download the IT Financial Management Maturity Assessment Tool

      TEMPLATE & EXAMPLE

      Customize your report

      PowerPoint presentation: ITFM Maturity Assessment Report Template

      Refer to the example below on slides depicting different views of the maturity assessment results across the three maturity focus areas and nine maturity levers.

      Samples of different slides from the ITFM Maturity Assessment Report Template, detailed below.

      Slide 6: Edit levels based on your assessment results. Copy and paste the appropriate maturity level definition and description from slide 4.

      Slide 7: Copy related charts from the assessment summary tab in the Excel workbook and remove the chart title. You can use the “Outer Offset: Bottom” shadow under shape effects on the chart.

      Slide 8: Copy related charts from the assessment summary tab in the Excel workbook and remove the chart title and legend. You can use the “Outer Offset: Center” shadow under shape effects on the chart.

      From the ITFM Maturity Assessment Report Template:

      1. Edit the report based on your results found in the assessment summary tab of the Excel workbook (see previous slide).
      2. Review slides 6 to 8 and bring necessary adjustments.

      Download the IT Financial Management Maturity Assessment Report Template

      Make informed business decisions

      Take a holistic approach to ITFM.

      • A thorough understanding of your technology spending in relation to business needs and drivers is essential to make informed decisions. As a trusted partner, you cannot have effective conversations around budgets and cost optimization without a solid foundation.
      • It is important to realize that ITFM is not a one-time exercise, but a continuous, sustainable process to educate (teach, mentor, and train), increase transparency, and assign responsibility.
      • Move up the ITFM maturity ladder by improving across three maturity focus areas:
        • Build an ITFM Foundation
        • Manage and Monitor IT Spending
        • Bridge the Language Barrier

      What’s Next?

      Communicate your maturity results with stakeholders and develop an actionable ITFM improvement plan.

      And remember, having informed discussions with your business partners and stakeholders, where technology helps propel your organization forward, is priceless!

      IT Financial Management Team

      Photo of Dave Kish, Practice Lead, ITFM Practice, Info-Tech Research Group. Dave Kish
      Practice Lead, ITFM Practice
      Info-Tech Research Group
      Photo of Jennifer Perrier, Principal Research Director, ITFM Practice, Info-Tech Research Group. Jennifer Perrier
      Principal Research Director, ITFM Practice
      Info-Tech Research Group
      Photo of Angie Reynolds, Principal Research Director, ITFM Practice, Info-Tech Research Group. Angie Reynolds
      Principal Research Director, ITFM Practice
      Info-Tech Research Group
      Photo of Monica Braun, Research Director, ITFM Practice, Info-Tech Research Group. Monica Braun
      Research Director, ITFM Practice
      Info-Tech Research Group
      Photo of Rex Ding, Research Specialist, ITFM Practice, Info-Tech Research Group. Rex Ding
      Research Specialist, ITFM Practice
      Info-Tech Research Group
      Photo of Aman Kumari, Research Specialist, ITFM Practice, Info-Tech Research Group. Aman Kumari
      Research Specialist, ITFM Practice
      Info-Tech Research Group

      Research Contributors and Experts

      Photo of Amy Byalick, Vice President, IT Finance, Info-Tech Research Group. Amy Byalick
      Vice President, IT Finance
      Info-Tech Research Group
      Amy Byalick is an IT Finance practitioner with 15 years of experience supporting CIOs and IT leaders elevating the IT financial storytelling and unlocking insights. Amy is currently working at Johnson Controls as the VP, IT Finance, previously working at PepsiCo, AmerisourceBergen, and Jacobs.
      Photo of Carol Carr, Technical Counselor, Executive Services, Info-Tech Research Group. Carol Carr
      Technical Counselor, Executive Services
      Info-Tech Research Group
      Photo of Scott Fairholm, Executive Counselor, Executive Services, Info-Tech Research Group. Scott Fairholm
      Executive Counselor, Executive Services
      Info-Tech Research Group
      Photo of Gokul Rajan, Executive Counselor, Executive Services, Info-Tech Research Group. Gokul Rajan
      Executive Counselor, Executive Services
      Info-Tech Research Group
      Photo of Allison Kinnaird, Practice Lead, Infrastructure & Operations, Info-Tech Research Group. Allison Kinnaird
      Practice Lead, Infrastructure & Operations
      Info-Tech Research Group
      Photo of Isabelle Hertanto, Practice Lead, Security & Privacy, Info-Tech Research Group. Isabelle Hertanto
      Practice Lead, Security & Privacy
      Info-Tech Research Group

      Related Info-Tech Research

      Sample of the IT spending transparency research. Achieve IT Spending Transparency

      Mature your ITFM practice by activating the means to make informed business decisions.

      Sample of the IT cost optimization roadmap research. Build Your IT Cost Optimization Roadmap

      Develop an IT cost optimization strategy based on your specific circumstances and timeline.

      Bibliography

      Eby, Kate. “The Complete Guide to Organizational Maturity: Models, Levels, and Assessments.” Smartsheet, 8 June 2022. Web.

      “Financial Management Maturity Model.” National Audit Office, n.d. Accessed 28 Apr. 2023.

      “ITFM/TBM Program Maturity Guide.” Nicus Software, n.d. Accessed 28 Apr. 2023.

      Jouravlev, Roman. "Service Financial Management: ITIL 4 Practice Guide." Axelos, 2020.

      McCarthy, Seamus. “Financial Management Maturity Model: A Good Practice Guide.” Office of the Comptroller & Auditor General, 26 June 2018. Web.

      “Principles for Effective Risk Data Aggregation and Risk Reporting.“ Bank for International Settlements, Jan. 2013. Web.

      “Role & Influence of the Technology Decision-Maker 2022.” Foundry, 2022. Web.

      Stackpole, Beth. “State of the CIO, 2022: Focus turns to IT fundamentals.” CIO, 21 March 2022. Web.

      “Tech Spend Pulse.” Flexera, 2022. Web.

      Appendix A

      Definition and Description
      Per Maturity Level

      ITFM maturity levels and definitions

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to consistently deliver financial planning services ITFM practices are almost inexistent. Only the most basic financial tasks and activities are being performed on an ad hoc basis to fulfill the Finance department’s requests.
      Cost Operator
      Level 2
      Rudimentary financial planning capabilities. ITFM activities revolve around minimizing the IT budget as much as possible. ITFM practices are not well defined, and IT’s financial view is limited to day-to-day technical operations.
      IT is only involved in low complexity decision making, where financial conversations center on general ledger items and IT spending.
      Trusted Coordinator
      Level 3
      Enablement of business through cost-effective supply of technology. ITFM activities revolve around becoming a proficient and cost-effective technology supplier to business partners.
      ITFM practices are in place, with moderate coordination and adherence to execution. Various IT business units coordinate to produce a consolidated financial view focused on business services.
      IT is involved in moderate complexity decision making, as a technology subject matter expert, where financial conversations center on IT spending in relation to technology services or solutions provided to business partners.
      Value Optimizer
      Level 4
      Effective impact on business performance. ITFM activities revolve around optimizing existing technology investments to improve both IT and business performance.
      ITFM practices are well managed, established, documented, repeatable, and integrated as necessary across the organization. IT’s financial view tie technology investments to lines of business, business products, and business capabilities.
      Business partners are well informed on the technology mix and drive related discussion. IT is trusted to contribute to complex decision making around existing investments to cost-effectively plan initiatives, as well as enhance business performance.
      Strategic Partner
      Level 5
      Influence on the organization’s strategic direction. ITFM activities revolve around predicting the outcome of new or potential technology investments to continuously optimize business performance.
      ITFM practices are fully optimized, reviewed, and improved in a continuous and sustainable manner, and related execution is tracked by gathering qualitative and quantitative feedback. IT’s financial view is holistic and fully integrated with the business, with an outlook on innovation, growth, and strategic transformation.
      Business and IT leaders know the financial ramifications of every business and technology investment decision. IT is trusted to contribute to strategic decision making around potential and future investments to grow and transform the business.

      Appendix B

      Maturity Level Definitions and Descriptions
      Per Lever

      Establish your ITFM team

      Maturity focus area: Build an ITFM foundation.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to provide any type of financial insight.ITFM tasks, activities, and functions are not being met in any way, shape, or form.
      Cost Operator
      Level 2
      Ability to provide basic financial insights.There is no dedicated ITFM team.


      Basic ITFM tasks, activities, and functions are being performed on an ad hoc basis, such as high-level budget reporting.

      Trusted Coordinator
      Level 3
      Ability to provide basic business insights.A dedicated team is fulfilling essential ITFM tasks, activities, and functions.


      ITFM team can combine and analyze financial and technology data to produce necessary reports.

      Value Optimizer
      Level 4
      Ability to provide valuable business driven insights.A dedicated ITFM team with well-defined roles and responsibilities can provide effective advice to IT leaders, in a timely fashion, and positively influence IT decisions.
      Strategic Partner
      Level 5
      Ability to influence both technology and business decisions.A dedicated and highly specialized ITFM team is trusted and valued by both IT and Business leaders.


      Insights provided by the ITFM team can influence and shape the organization’s strategy.

      Set up your governance structure

      Maturity focus area: Build an ITFM foundation

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to ensure any adherence to rules and regulations.ITFM frameworks, guidelines, policies, and procedures are not developed nor documented.
      Cost Operator
      Level 2
      Ability to ensure basic adherence to rules and regulations.Basic ITFM frameworks, guidelines, policies, and procedures are in place, developed on an ad hoc basis, with no apparent coherence or complete documentation.
      Trusted Coordinator
      Level 3
      Ability to ensure compliance to rules and regulations, as well as accountability across ITFM processes.Essential ITFM frameworks, guidelines, policies, and procedures are in place, coherent, and documented, aiming to (a) comply with rules and regulations, and (b) provide clear accountability.
      Value Optimizer
      Level 4
      Ability to ensure compliance to rules and regulations, as well as structure, transparency, and business alignment across ITFM processes.ITFM frameworks, guidelines, policies, and procedures are well defined, coherent, documented, and regularly reviewed, aiming to (a) comply with rules and regulations, (b) provide clear accountability, and (c) maintain business alignment.
      Strategic Partner
      Level 5
      Ability to:
      • Ensure compliance to rules and regulations, as well as ITFM processes are transparent, structured, focused on business objectives, and support decision making.
      • Reinforce and shape the organization culture.
      ITFM frameworks, guidelines, policies, and procedures are complete, well defined, coherent, documented, continuously reviewed, and improved, aiming to (a) comply with rules and regulations, (b) provide clear accountability, (c) maintain business alignment, and (d) facilitate the decision-making process.


      Enforcement of the ITFM governance structure can influence the organization culture.

      Adopt ITFM processes and tools

      Maturity focus area: Build an ITFM foundation.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to deliver IT financial planning and performance output.ITFM processes and tools are not developed nor documented.
      Cost Operator
      Level 2
      Ability to deliver basic IT financial planning output.Basic ITFM processes and tools are in place, developed on an ad hoc basis, with no apparent coherence or complete documentation.
      Trusted Coordinator
      Level 3
      Ability to deliver accurate IT financial output and basic IT performance output in a consistent cadence.Essential ITFM processes and tools are in place, coherent, and documented, aiming to (a) maintain integrity across activities, tasks, methodologies, data, and reports; (b) deliver IT financial planning and performance output needed by stakeholders; and (c) provide clear accountability. ITFM tools and processes are adopted by the ITFM team and some IT business units but are not fully integrated.
      Value Optimizer
      Level 4
      Ability to deliver accurate IT financial planning and performance output at the needed level of detail to stakeholders in a consistent cadence.ITFM processes and tools are complete, well defined, coherent, documented, continuously reviewed, and improved, aiming to (a) maintain integrity across activities, tasks, methodologies, data, and reports; (b) deliver IT financial planning and performance output needed by stakeholders; (c) provide clear accountability; and (d) facilitate decision-making. ITFM tools and processes are adopted by IT and business partners but are not fully integrated.
      Strategic Partner
      Level 5
      Ability to:
      • Deliver accurate IT financial planning and performance output at the needed level of detail to stakeholders.
      • Leverage IT financial planning and performance output in real time and when needed by stakeholders.
      ITFM processes and tools are complete, well defined, coherent, documented, continuously reviewed, and improved, aiming to (a) maintain integrity across activities, tasks, methodologies, data, and reports; (b) deliver IT financial planning and performance output needed by stakeholders; (c) provide clear accountability; and (d) facilitate decision making.


      ITFM processes and tools are automated to the full extent needed by the organization, utilized to their full potential, and integrated into a single enterprise platform, providing a holistic view of IT spending and IT performance.

      Standardize your taxonomy and data model

      Maturity focus area: Manage and monitor IT spending.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to provide transparency across technology spending.ITFM taxonomy and data model are not developed nor documented.
      Cost Operator
      Level 2
      Ability to provide transparency and support IT financial planning data, analysis, and reporting needs of finance stakeholders.ITFM taxonomy and data model are in place, developed on an ad hoc basis, with no apparent coherence or complete documentation, to comply with, and meet the needs of finance stakeholders.
      Trusted Coordinator
      Level 3
      Ability to provide transparency and support IT financial planning and performance data, analysis, and reporting needs of IT and finance stakeholders.ITFM taxonomy and data model are in place, coherent, and documented to meet the needs of IT and finance stakeholders.
      Value Optimizer
      Level 4
      Ability to provide transparency and support IT financial planning and performance data, analysis, and reporting needs of IT, finance, business, and executive stakeholders.ITFM taxonomy and data model are complete, well defined, coherent, documented, continuously reviewed, and improved, aiming to provide (a) a holistic view of IT spending and IT performance, (b) visibility and transparency, (c) flexibility, and (d) valuable insights to facilitate data driven decision making.


      ITFM taxonomy and data model are standardized to meet the needs of IT, finance, business, and executive stakeholders, but not flexible enough to be adjusted in a timely fashion as needed.

      Strategic Partner
      Level 5
      Ability to:
      • Provide transparency and support IT financial planning and performance data, analysis, and reporting needs of IT, finance, business, and executive stakeholders.
      • Change to meet evolving needs.
      ITFM taxonomy and data model are complete, well defined, coherent, documented, continuously reviewed, and improved, aiming to provide (a) a holistic view of IT spending and IT performance, (b) visibility and transparency, (c) flexibility, and (d) valuable insights to facilitate data driven decision making.


      ITFM taxonomy and data model are standardized and meet the changing needs of IT, finance, business, and executive stakeholders.

      Identify, gather, and prepare your data

      Maturity focus area: Manage and monitor IT spending.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to provide accurate and complete across technology spending.ITFM data needs and requirements are not understood.
      Cost Operator
      Level 2
      Ability to provide accurate, but incomplete IT financial planning data to meet the needs of finance stakeholders.Technology spending data is extracted, transformed, and loaded on an ad hoc basis to meet the needs of finance stakeholders.
      Trusted Coordinator
      Level 3
      Ability to provide accurate and complete IT financial planning data to meet the needs of IT and finance stakeholders, but IT performance data remain incomplete.IT financial planning data is extracted, transformed, and loaded in a regular cadence to meet the needs of IT and finance stakeholders.


      IT financial planning data is (a) complete and accurate, as defined in related control documents (guideline, policies, procedures, etc.), (b) regularly validated for inconsistencies, and (c) sourced from the organization’s system of record.

      Value Optimizer
      Level 4
      Ability to provide accurate and complete IT financial planning and performance data to meet the needs of IT, finance, business, and executive stakeholders.ITFM data needs and requirements are understood.


      ITFM data is extracted, transformed, and loaded in a regular cadence to meet the needs of IT, finance, business, and executive stakeholders.


      IT financial planning and performance data are (a) complete and accurate, as defined in related control documents (guideline, policies, procedures, etc.), (b) regularly validated for inconsistencies, and (c) sourced from the organization’s system of record.

      Strategic Partner
      Level 5
      Ability to provide accurate and complete IT financial planning and performance data real time and when needed by IT, finance, business, and executive stakeholders.ITFM data needs and requirements are understood.


      IT financial planning and performance data are (a) complete and accurate, as defined in related control documents (guideline, policies, procedures, etc.), (b) regularly validated for inconsistencies, (c) available and refreshed as needed, and (d) sourced from the organization’s system of record.

      Analyze your findings and develop your reports

      Maturity focus area: Manage and monitor IT spending.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to provide any type of financial insight.ITFM analysis and reports are not developed nor documented.
      Cost Operator
      Level 2
      Ability to provide basic financial insights.IT financial planning analysis is conducted on an ad hoc basis to meet the needs of finance stakeholders.
      Trusted Coordinator
      Level 3
      Ability to provide basic financial planning and performance insights to meet the needs of IT and finance stakeholders.IT financial planning and performance analysis are methodical and rigorous, as defined in related control documents (guideline, policies, procedures, etc.).


      IT financial planning and performance reports are accurate, precise, and methodical, as defined in related control documents (guideline, policies, procedures, etc.).

      Value Optimizer
      Level 4
      Ability to provide practical insights and useful recommendations as needed by IT, finance, business, and executive stakeholders to facilitate business decision making around technology investments.ITFM analysis and reports support business decision making around technology investments.


      IT financial planning and performance analysis are methodical and rigorous, as defined in related control documents (guideline, policies, procedures, etc.).


      IT financial planning and performance reports are (a) accurate, precise, and methodical, as defined in related control documents (guideline, policies, procedures, etc.), (b) fit for purpose, and (c) regularly validated for inconsistencies.

      Strategic Partner
      Level 5
      Ability to provide practical insights and useful recommendations as needed by IT, finance, business, and executive stakeholders to facilitate strategic decision making.ITFM analysis and reports support strategic decision making.


      IT financial planning and performance analysis are methodical and rigorous, as defined in related control documents (guideline, policies, procedures, etc.), and consider multiple point of views (hypotheses, interpretations, opinions, etc.).


      IT financial planning and performance reports are (a) accurate, precise, and methodical, as defined in related control documents (guideline, policies, procedures, etc.), (b) fit for purpose, (c) comprehensive, and (d) regularly validated for inconsistencies.

      Communicate your IT spending

      Maturity focus area: Bridge the language barrier.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability of organization stakeholders to communicate and understand each other.The organization stakeholders including IT, finance, business, and executives do not understand one another, and cannot speak the same language.
      Cost Operator
      Level 2
      Ability to understand business and finance requirements.IT understands and meets business and financial planning requirements but does not communicate in a similar language.


      IT cannot influence finance or business decision making.

      Trusted Coordinator
      Level 3
      Ability to understand the needs of different stakeholders including IT, finance, business, and executives and take part in decision making around technology spending.The organization stakeholders including IT, finance, business, and executives understand each other’s needs, but do not communicate in a common language.


      IT leaders provide insights as technology subject matter experts, where conversations center on IT spending in relation to technology services or solutions provided to business partners.


      IT can influence technology decisions around its own budget.

      Value Optimizer
      Level 4
      Ability to communicate in a common vocabulary across the organization and take part in business decision making around technology investments.The organization stakeholders including IT, finance, business, and executives communicate in a common vocabulary and understand one another.


      IT and business leaders, along with their respective teams, collaborate frequently across various initiatives.


      IT leaders provide valuable insight to support and influence business decision making around existing technology investments.

      Strategic Partner
      Level 5
      Ability to communicate in a common vocabulary across the organization and take part in strategic decision making.The organization stakeholders including IT, finance, business, and executives communicate in a common vocabulary and understand one another.


      IT and business leaders, along with their respective teams, collaborate frequently across various initiatives.


      IT leaders provide valuable insight to facilitate decision making around potential and future investments to grow and transform the business, thus influencing the organization’s overall strategic direction.

      Educate the masses

      Maturity focus area: Bridge the language barrier.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability of organization stakeholders to acquire knowledge.Educational resources are inexistent.
      Cost Operator
      Level 2
      Ability to acquire financial knowledge and understand financial concepts.IT leaders have access to educational resources to gain the financial knowledge necessary to perform their duties.
      Trusted Coordinator
      Level 3
      Ability to acquire financial and business knowledge and understand related concepts.IT leaders and their respective teams have access to educational resources to gain the financial and business knowledge necessary to perform their duties.


      ITFM team has access to the necessary educational resources to keep up with changing financial regulations and technology developments.

      Value Optimizer
      Level 4
      Ability to acquire knowledge, across technology, business, and finance as needed by different organization stakeholders, and the leadership understand concepts across these various domains.Stakeholders including IT, finance, business, and executives have access to various educational resources to gain knowledge in different domains as needed.


      IT leaders have a good understanding of business and financial concepts.


      Business leaders have a good understanding of technology concepts.

      Strategic Partner
      Level 5
      Ability to acquire knowledge, and understand concepts across technology, business, and finance as needed by different organization stakeholders.The organization promotes continuous learning through well designed programs including training, mentorship, and academic courses. Thus, stakeholders including IT, finance, business, and executives have access to various educational resources to gain knowledge in different domains as needed.


      IT leaders and their respective teams have a good understanding of business and financial concepts.


      Business leaders and their respective teams have a good understanding of technology concepts.

      Influence your organization’s culture

      Maturity focus area: Bridge the language barrier.

      Maturity Level

      Definition

      Description

      Nascent
      Level 1
      Inability to provide and foster an environment of collaboration and continuous improvement.Stakeholders including IT, finance, business, and executives operate in silos, and collaboration between different teams is inexistent.
      Cost Operator
      Level 2
      Ability to provide an environment of cooperation to meet the needs of IT, finance, and business leaders.IT, finance, and business leaders cooperate to meet financial planning requirements as necessary to perform their duties.
      Trusted Coordinator
      Level 3
      Ability to provide and foster an environment of collaboration across the organization.IT, finance, and business collaborate on various initiatives.

      ITFM employees are trusted and supported by their stakeholders (IT, finance, and business).

      Value Optimizer
      Level 4
      Ability to provide and foster an environment of collaboration and continuous improvement, where employees across the organization feel trusted, supported, empowered, and valued.Stakeholders including IT, finance, business, and executives support and promote continuous improvement, transparency practices, and collaboration across the organization.


      Employees are trusted, supported, empowered, and valued.

      Strategic Partner
      Level 5
      Ability to provide and foster an environment of collaboration and continuous improvement, where leaders are willing to change, and employees across the organization feel trusted, supported, empowered, and valued.Stakeholders including IT, finance, business, and executives support and promote continuous improvement, transparency practices, and collaboration across the organization.


      The organization’s leadership is adaptable and open to change.


      Employees are trusted, supported, empowered, and valued.

      Why learn from Tymans Group?

      The TY classes contain in-depth learning material based on over 30 years of experience in IT Operations and Resilience.

      You receive the techniques, tips, tricks, and "professional secrets" you need to succeed in your resilience journey.

      Why would I share "secrets?"

      Because over time, you will find that "secrets" are just manifested experiences.

      What do I mean by that? Gordon Ramsay, who was born in 1966 like me, decided to focus on his culinary education at age 19. According to his Wikipedia page, that was a complete accident. (His Wikipedia page is a hoot to read, by the way.) And he has nothing to prove anymore. His experience in his field speaks for itself.

      I kept studying in my original direction for just one year longer, but by 21, I founded my first company in Belgium in 1987, in the publishing industry. This was extended by IT experiences in various sectors, like international publishing and hospitality, culminating in IT for high-velocity international financial markets and insurance.

      See, "secrets" are a great way to get you to sign up for some "guru" program that will "tell all!" Don't fall for it, especially if the person is too young to have significant experience.

      There are no "secrets." There is only experience and 'wisdom." And that last one only comes with age.

      If I were in my 20s, 30s, or 40s, there is no chance I would share my core experiences with anyone who could become my competitor. At that moment, I'm building my own credibility and my own career. I like helping people, but not to the extent that it will hurt my prospects. 

      And that is my second lesson: be always honest about your intentions. Yes, always. 

      At the current point in my career, "hurting my prospects" is less important. Yes, I still need to make a living, and in another post, I will explain more about that. Here, I feel it is important to share my knowledge and experience with the next people who will take my place in the day-to-day operations of medium and large corporations. And that is worth something. Hence, "sharing my secrets."

      Gert

      Why learn about resilience from us?

      This is a great opportunity to learn from my 30+ years of resilience experience. TY's Gert experienced 9/11 in New York, and he was part of the Lehman Disaster Recovery team that brought the company back within one (one!) week of the terrorist attack.

      He also went through the London Bombings of 2005 and the 2008 financial crisis, which required fast incident responses, the Covid 2020 issues, and all that entailed. Not to mention that Gert was part of the Tokyo office disaster response team as early as 1998, ensuring that Salomon was protected from earthquakes and floods in Japan.

      Gert was part of the solution (for his clients) to several further global events, like the admittedly technical log4J event in 2021, the 2024 Crowdstrike event, and many other local IT incidents, to ensure that clients could continue using the services they needed at that time.

      Beyond the large corporate world, we helped several small local businesses improve their IT resilience with better cloud storage and security solutions. 

      These solutions and ways of thinking work for any business, large or small.

      The TY team

      Explore our resilience solutions.

      Operations management

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      • member rating overall impact: 10.0/10
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      • Parent Category Name: Infra and Operations
      • Parent Category Link: /infra-and-operations
      IT Operations is all about effectiveness. We make sure that you deliver reliable services to the clients and users within the company.

      Build a Strategic IT Workforce Plan

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      • member rating overall impact: 9.6/10 Overall Impact
      • member rating average dollars saved: $180,171 Average $ Saved
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      • Parent Category Name: Organizational Design
      • Parent Category Link: /organizational-design
      • Talent has become a competitive differentiator. To 46% of business leaders, workforce planning is a top priority – yet only 13% do it effectively.
      • CIOs aren’t sure what they need to give the organization a competitive edge or how current staffing line-ups fall short.

      Our Advice

      Critical Insight

      • A well defined strategic workforce plan (SWP) isn’t just a nice-to-have, it’s a must-have.
      • Integrate as much data as possible into your workforce plan to best prepare you for the future. Without knowledge of your future initiatives, you are filling hypothetical holes.
      • To be successful, you need to understand your strategic initiatives, workforce landscape, and external and internal trends.

      Impact and Result

      The workforce planning process does not need to be onerous, especially with help from Info-Tech’s solid planning tools. With the right people involved and enough time invested, developing an SWP will be easier than first thought and time well spent. Leverage Info-Tech’s client-tested 5-step process to build a strategic workforce plan:

      1. Build a project charter
      2. Assess workforce competency needs
      3. Identify impact of internal and external trends
      4. Identify the impact of strategic initiatives on roles
      5. Build and monitor the workforce plan

      Build a Strategic IT Workforce Plan Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should build a strategic workforce plan for IT, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Initiate the project

      Assess the value of a strategic workforce plan and the IT department’s fit for developing one, and then structure the workforce planning project.

      • Build a Strategic Workforce Plan – Phase 1: Initiate the Project
      • IT Strategic Workforce Planning Project Charter Template
      • IT Strategic Workforce Planning Project Plan Template

      2. Analyze workforce needs

      Gather and analyze workforce needs based on an understanding of the relevant internal and external trends, and then produce a prioritized plan of action.

      • Build a Strategic Workforce Plan – Phase 2: Analyze Workforce Needs
      • Workforce Planning Workbook

      3. Build the workforce plan

      Evaluate workforce priorities, plan specific projects to address them, and formalize and integrate strategic workforce planning into regular planning processes.

      • Build a Strategic Workforce Plan – Phase 3: Build and Monitor the SWP
      [infographic]

      Workshop: Build a Strategic IT Workforce Plan

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Identify Project Goals, Metrics, and Current State

      The Purpose

      Develop a shared understanding of the challenges your organization is facing with regards to talent and workforce planning.

      Key Benefits Achieved

      An informed understanding of whether or not you need to develop a strategic workforce plan for IT.

      Activities

      1.1 Identify goals, metrics, and opportunities

      1.2 Segment current roles

      1.3 Identify organizational culture

      1.4 Assign job competencies

      1.5 Assess current talent

      Outputs

      Identified goals, metrics, and opportunities

      Documented organizational culture

      Aligned competencies to roles

      Identified current talent competency levels

      2 Assess Workforce and Analyze Trends

      The Purpose

      Perform an in-depth analysis of how internal and external trends are impacting the workforce.

      Key Benefits Achieved

      An enhanced understanding of the current talent occupying the workforce.

      Activities

      2.1 Assess environmental trends

      2.2 Identify impact on workforce requirements

      2.3 Identify how trends are impacting critical roles

      2.4 Explore viable options

      Outputs

      Complete internal trends analysis

      Complete external trends analysis

      Identified internal and external trends on specific IT roles

      3 Perform Gap Analysis

      The Purpose

      Identify the changing competencies and workforce needs of the future IT organization, including shortages and surpluses.

      Key Benefits Achieved

      Determined impact of strategic initiatives on workforce needs.

      Identification of roles required in the future organization, including surpluses and shortages.

      Identified projects to fill workforce gaps.

      Activities

      3.1 Identify strategic initiatives

      3.2 Identify impact of strategic initiatives on roles

      3.3 Determine workforce estimates

      3.4 Determine projects to address gaps

      Outputs

      Identified workforce estimates for the future

      List of potential projects to address workforce gaps

      4 Prioritize and Plan

      The Purpose

      Prepare an action plan to address the critical gaps identified.

      Key Benefits Achieved

      A prioritized plan of action that will fill gaps and secure better workforce outcomes for the organization.

      Activities

      4.1 Determine and prioritize action items

      4.2 Determine a schedule for review of initiatives

      4.3 Integrate workforce planning into regular planning processes

      Outputs

      Prioritized list of projects

      Completed workforce plan

      Identified opportunities for integration

      IT Governance

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      • member rating overall impact: 9.2/10
      • member rating average dollars saved: $124,127
      • member rating average days saved: 37
      • Parent Category Name: Strategy and Governance
      • Parent Category Link: /strategy-and-governance
      Read our concise Executive Brief to find out why you may want to redesign your IT governance, Review our methodology, and understand how we can support you in completing this process.

      Domino – Maintain, Commit to, or Vacate?

      If you have a Domino/Notes footprint that is embedded within your business units and business processes and is taxing your support organization, you may have met resistance from the business and been asked to help the organization migrate away from the Lotus Notes platform. The Lotus Notes platform was long used by technology and businesses and a multipurpose solution that, over the years, became embedded within core business applications and processes.

      Our Advice

      Critical Insight

      For organizations that are struggling to understand their options for the Domino platform, the depth of business process usage is typically the biggest operational obstacle. Migrating off the Domino platform is a difficult option for most organizations due to business process and application complexity. In addition, migrating clients have to resolve the challenges with more than one replaceable solution.

      Impact and Result

      The most common tactic is for the organization to better understand their Domino migration options and adopt an application rationalization strategy for the Domino applications entrenched within the business. Options include retiring, replatforming, migrating, or staying with your Domino platform.

      Domino – Maintain, Commit to, or Vacate? Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Domino – Maintain, Commit to, or Vacate? – A brief deck that outlines key migration options for HCL Domino platforms.

      This blueprint will help you assess the fit, purpose, and price of Domino options; develop strategies for overcoming potential challenges; and determine the future of Domino for your organization.

      • Domino – Maintain, Commit to, or Vacate? Storyboard

      2. Application Rationalization Tool – A tool to understand your business-developed applications, their importance to business process, and the potential underlying financial impact.

      Use this tool to input the outcomes of your various application assessments.

      • Application Rationalization Tool

      Infographic

      Further reading

      Domino – Maintain, Commit to, or Vacate?

      Lotus Domino still lives, and you have options for migrating away from or remaining with the platform.

      Executive Summary

      Info-Tech Insight

      “HCL announced that they have somewhere in the region of 15,000 Domino customers worldwide, and also claimed that that number is growing. They also said that 42% of their customers are already on v11 of Domino, and that in the year or so since that version was released, it’s been downloaded 78,000 times. All of which suggests that the Domino platform is, in fact, alive and well.”
      – Nigel Cheshire in Team Studio

      Your Challenge

      You have a Domino/Notes footprint embedded within your business units and business processes. This is taxing your support organization; you are meeting resistance from the business, and you are now asked to help the organization migrate away from the Lotus Notes platform. The Lotus Notes platform was long used by technology and businesses as a multipurpose solution that, over the years, became embedded within core business applications and processes.

      Common Obstacles

      For organizations that are struggling to understand their options for the Domino platform, the depth of business process usage is typically the biggest operational obstacle. Migrating off the Domino platform is a difficult option for most organizations due to business process and application complexity. In addition, migrating clients have to resolve the challenges with more than one replaceable solution.

      Info-Tech Approach

      The most common tactic is for the organization to better understand their Domino migration options and adopt an application rationalization strategy for the Domino applications entrenched within the business. Options include retiring, replatforming, migrating, or staying with your Domino platform.

      Review

      Is “Lotus” Domino still alive?

      Problem statement

      The number of member engagements with customers regarding the Domino platform has, as you might imagine, dwindled in the past couple of years. While many members have exited the platform, there are still many members and organizations that have entered a long exit program, but with how embedded Domino is in business processes, the migration has slowed and been met with resistance. Some organizations had replatformed the applications but found that the replacement target state was inadequate and introduced friction because the new solution was not a low-code/business-user-driven environment. This resulted in returning the Domino platform to production and working through a strategy to maintain the environment.

      This research is designed for:

      • IT strategic direction decision-makers
      • IT managers responsible for an existing Domino platform
      • Organizations evaluating migration options for mission-critical applications running on Domino

      This research will help you:

      1. Evaluate migration options.
      2. Assess the fit and purpose.
      3. Consider strategies for overcoming potential challenges.
      4. Determine the future of this platform for your organization.

      The “everything may work” scenario

      Adopt and expand

      Believe it or not, Domino and Notes are still options to consider when determining a migration strategy. With HCL still committed to the platform, there are options organizations should seek to better understand rather than assuming SharePoint will solve all. In our research, we consider:

      Importance to current business processes

      • Importance of use
      • Complexity in migrations
      • Choosing a new platform

      Available tools to facilitate

      • Talent/access to skills
      • Economies of scale/lower cost at scale
      • Access to technology

      Info-Tech Insight

      With multiple options to consider, take the time to clearly understand the application rationalization process within your decision making.

      • Archive/retire
      • Application migration
      • Application replatform
      • Stay right where you are

      Eliminate your bias – consider the advantages

      “There is a lot of bias toward Domino; decisions are being made by individuals who know very little about Domino and more importantly, they do not know how it impacts business environment.”

      – Rob Salerno, Founder & CTO, Rivet Technology Partners

      Domino advantages include:

      Modern Cloud & Application

      • No-code/low-code technology

      Business-Managed Application

      • Business written and supported
      • Embrace the business support model
      • Enterprise class application

      Leverage the Application Taxonomy & Build

      • A rapid application development platform
      • Develop skill with HCL training

      HCL Domino is a supported and developed platform

      Why consider HCL?

      • Consider scheduling a Roadmap Session with HCL. This is an opportunity to leverage any value in the mission and brand of your organization to gain insights or support from HCL.
      • Existing Domino customers are not the only entities seeking certainty with the platform. Software solution providers that support enterprise IT infrastructure ecosystems (backup, for example) will also be seeking clarity for the future of the platform. HCL will be managing these relationships through the channel/partner management programs, but our observations indicate that Domino integrations are scarce.
      • HCL Domino should be well positioned feature-wise to support low-code/NoSQL demands for enterprises and citizen developers.

      Visualize Your Application Roadmap

      1. Focus on the application portfolio and crafting a roadmap for rationalization.
        • The process is intended to help you determine each application’s functional and technical adequacy for the business process that it supports.
      2. Document your findings on respective application capability heatmaps.
        • This drives your organization to a determination of application dispositions and provides a tool to output various dispositions for you as a roadmap.
      3. Sort the application portfolio into a disposition status (keep, replatform, retire, consolidate, etc.)
        • This information will be an input into any cloud migration or modernization as well as consolidation of the infrastructure, licenses, and support for them.

      Our external support perspective

      by Darin Stahl

      Member Feedback

      • Some members who have remaining Domino applications in production – while the retire, replatform, consolidate, or stay strategy is playing out – have concerns about the challenges with ongoing support and resources required for the platform. In those cases, some have engaged external services providers to augment staff or take over as managed services.
      • While there could be existing support resources (in house or on retainer), the member might consider approaching an external provider who could help backstop the single resource or even provide some help with the exit strategies. At this point, the conversation would be helpful in any case. One of our members engaged an external provider in a Statement of Work for IBM Domino Administration focused on one-time events, Tier 1/Tier 2 support, and custom ad hoc requests.
      • The augmentation with the managed services enabled the member to shift key internal resources to a focus on executing the exit strategies (replatform, retire, consolidate), since the business knowledge was key to that success.
      • The member also very aggressively governed the Domino environment support needs to truly technical issues/maintenance of known and supported functionality rather than coding new features (and increasing risk and cost in a migration down the road) – in short, freezing new features and functionality unless required for legal compliance or health and safety.
      • There obviously are other providers, but at this point Info-Tech no longer maintains a market view or scan of those related to Domino due to low member demand.

      Domino database assessments

      Consider the database.

      • Domino database assessments should be informed through the lens of a multi-value database, like jBase, or an object system.
      • The assessment of the databases, often led by relational database subject matter experts grounded in normalized databases, can be a struggle since Notes databases must be denormalized.
      Key/Value Column

      Use case: Heavily accessed, rarely updated, large amounts of data
      Data Model: Values are stored in a hash table of keys.
      Fast access to small data values, but querying is slow
      Processor friendly
      Based on amazon's Dynamo paper
      Example: Project Voldemort used by LinkedIn

      this is a Key/Value example

      Use case: High availability, multiple data centers
      Data Model: Storage blocks of data are contained in columns
      Handles size well
      Based on Google's BigTable
      Example: Hadoop/Hbase used by Facebook and Yahoo

      This is a Column Example
      Document Graph

      Use case: Rapid development, Web and programmer friendly
      Data Model: Stores documents made up of tagged elements. Uses Key/Value collections
      Better query abilities than Key/Value databases.
      Inspired by Lotus Notes.
      Example: CouchDB used by BBC

      This is a Document Example

      Use case: Best at dealing with complexity and relationships/networks
      Data model: Nodes and relationships.
      Data is processed quickly
      Inspired by Euler and graph theory
      Can easily evolve schemas
      Example: Neo4j

      This is a Graph Example

      Understand your options

      Archive/Retire

      Store the application data in a long-term repository with the means to locate and read it for regulatory and compliance purposes.

      Migrate

      Migrate to a new version of the application, facilitating the process of moving software applications from one computing environment to another.

      Replatform

      Replatforming is an option for transitioning an existing Domino application to a new modern platform (i.e. cloud) to leverage the benefits of a modern deployment model.

      Stay

      Review the current Domino platform roadmap and understand HCL’s support model. Keep the application within the Domino platform.

      Archive/retire

      Retire the application, storing the application data in a long-term repository.

      Abstract

      The most common approach is to build the required functionality in whatever new application/solution is selected, then archive the old data in PDFs and documents.

      Typically this involves archiving the data and leveraging Microsoft SharePoint and the new collaborative solutions, likely in conjunction with other software-as-a-service (SaaS) solutions.

      Advantages

      • Reduce support cost.
      • Consolidate applications.
      • Reduce risk.
      • Reduce compliance and security concerns.
      • Improve business processes.

      Considerations

      • Application transformation
      • eDiscovery costs
      • Legal implications
      • Compliance implications
      • Business process dependencies

      Info-Tech Insights

      Be aware of the costs associated with archiving. The more you archive, the more it will cost you.

      Application migration

      Migrate to a new version of the application

      Abstract

      An application migration is the managed process of migrating or moving applications (software) from one infrastructure environment to another.

      This can include migrating applications from one data center to another data center, from a data center to a cloud provider, or from a company’s on-premises system to a cloud provider’s infrastructure.

      Advantages

      • Reduce hardware costs.
      • Leverage cloud technologies.
      • Improve scalability.
      • Improve disaster recovery.
      • Improve application security.

      Considerations

      • Data extraction, starting from the document databases in NSF format and including security settings about users and groups granted to read and write single documents, which is a powerful feature of Lotus Domino documents.
      • File extraction, starting from the document databases in NSF format, which can contain attachments and RTF documents and embedded files.
      • Design of the final relational database structure; this activity should be carried out without taking into account the original structure of the data in Domino files or the data conversion and loading, from the extracted format to the final model.
      • Design and development of the target-state custom applications based on the new data model and the new selected development platform.

      Application replatform

      Transition an existing Domino application to a new modern platform

      Abstract

      This type of arrangement is typically part of an application migration or transformation. In this model, client can “replatform” the application into an off-premises hosted provider platform. This would yield many benefits of cloud but in a different scaling capacity as experienced with commodity workloads (e.g. Windows, Linux) and the associated application.

      Two challenges are particularly significant when migrating or replatforming Domino applications:

      • The application functionality/value must be reproduced/replaced with not one but many applications, either through custom coding or a commercial-off-the-shelf/SaaS solution.
      • Notes “databases” are not relational databases and will not migrate simply to an SQL database while retaining the same business value. Notes databases are essentially NoSQL repositories and are difficult to normalize.

      Advantages

      • Leverage cloud technologies.
      • Improve scalability.
      • Align to a SharePoint platform.
      • Improve disaster recovery.
      • Improve application security.

      Considerations

      • Application replatform resource effort
      • Network bandwidth
      • New platform terms and conditions
      • Secure connectivity and communication
      • New platform security and compliance
      • Degree of complexity

      Info-Tech Insights

      There is a difference between a migration and a replatform application strategy. Determine which solution aligns to the application requirements.

      Stay with HCL

      Stay with HCL, understanding its future commitment to the platform.

      Abstract

      Following the announced acquisition of IBM Domino and up until around December 2019, HCL had published no future roadmap for the platform. The public-facing information/website at the time stated that HCL acquired “the product family and key lab services to deliver professional services.” Again, there was no mention or emphasis on upcoming new features for the platform. The product offering on their website at the time stated that HCL would leverage its services expertise to advise clients and push applications into four buckets:

      1. Replatform
      2. Retire
      3. Move to cloud
      4. Modernize

      That public-facing messaging changed with release 11.0, which had references to IBM rebranded to HCL for the Notes and Domino product – along with fixes already inflight. More information can be found on HCL’s FAQ page.

      Advantages

      • Known environment
      • Domino is a supported platform
      • Domino is a developed platform
      • No-code/low-code optimization
      • Business developed applications
      • Rapid application framework

      This is the HCL Domino Logo

      Understand your tools

      Many tools are available to help evaluate or migrate your Domino Platform. Here are a few common tools for you to consider.

      Notes Archiving & Notes to SharePoint

      Summary of Vendor

      “SWING Software delivers content transformation and archiving software to over 1,000 organizations worldwide. Our solutions uniquely combine key collaborative platforms and standard document formats, making document production, publishing, and archiving processes more efficient.”*

      Tools

      Lotus Notes Data Migration and Archiving: Preserve historical data outside of Notes and Domino

      Lotus Note Migration: Replacing Lotus Notes. Boost your migration by detaching historical data from Lotus Notes and Domino.

      Headquarters

      Croatia

      Best fit

      • Application archive and retire
      • Migration to SharePoint

      This is an image of the SwingSoftware Logo

      * swingsoftware.com

      Domino Migration to SharePoint

      Summary of Vendor

      “Providing leading solutions, resources, and expertise to help your organization transform its collaborative environment.”*

      Tools

      Notes Domino Migration Solutions: Rivit’s industry-leading solutions and hardened migration practice will help you eliminate Notes Domino once and for all.

      Rivive Me: Migrate Notes Domino applications to an enterprise web application

      Headquarters

      Canada

      Best fit

      • Application Archive & Retire
      • Migration to SharePoint

      This is an image of the RiVit Logo

      * rivit.ca

      Lotus Notes to M365

      Summary of Vendor

      “More than 300 organizations across 40+ countries trust skybow to build no-code/no-compromise business applications & processes, and skybow’s community of customers, partners, and experts grows every day.”*

      Tools

      SkyBow Studio: The low-code platform fully integrated into Microsoft 365

      Headquarters:

      Switzerland

      Best fit

      • Application Archive & Retire
      • Migration to SharePoint

      This is an image of the SkyBow Logo

      * skybow.com | About skybow

      Notes to SharePoint Migration

      Summary of Vendor

      “CIMtrek is a global software company headquartered in the UK. Our mission is to develop user-friendly, cost-effective technology solutions and services to help companies modernize their HCL Domino/Notes® application landscape and support their legacy COBOL applications.”*

      Tools

      CIMtrek SharePoint Migrator: Reduce the time and cost of migrating your IBM® Lotus Notes® applications to Office 365, SharePoint online, and SharePoint on premises.

      Headquarters

      United Kingdom

      Best fit

      • Application replatform
      • Migration to SharePoint

      This is an image of the CIMtrek Logo

      * cimtrek.com | About CIMtrek

      Domino replatform/Rapid application selection framework

      Summary of Vendor

      “4WS.Platform is a rapid application development tool used to quickly create multi-channel applications including web and mobile applications.”*

      Tools

      4WS.Platform is available in two editions: Community and Enterprise.
      The Platform Enterprise Edition, allows access with an optional support pack.

      4WS.Platform’s technical support provides support services to the users through support contracts and agreements.

      The platform is a subscription support services for companies using the product which will allow customers to benefit from the knowledge of 4WS.Platform’s technical experts.

      Headquarters

      Italy

      Best fit

      • Application replatform

      This is an image of the 4WS PLATFORM Logo

      * 4wsplatform.org

      Activity

      Understand your Domino options

      Application Rationalization Exercise

      Info-Tech Insight

      Application rationalization is the perfect exercise to fully understand your business-developed applications, their importance to business process, and the potential underlying financial impact.

      This activity involves the following participants:

      • IT strategic direction decision-makers.
      • IT managers responsible for an existing Domino platform
      • Organizations evaluating platforms for mission-critical applications.

      Outcomes of this step:

      • Completed Application Rationalization Tool

      Application rationalization exercise

      Use this Application Rationalization Tool to input the outcomes of your various application assessments

      In the Application Entry tab:

      • Input your application inventory or subset of apps you intend to rationalize, along with some basic information for your apps.

      In the Business Value & TCO Comparison tab, determine rationalization priorities.

      • Input your business value scores and total cost of ownership (TCO) of applications.
      • Review the results of this analysis to determine which apps should require additional analysis and which dispositions should be prioritized.

      In the Disposition Selection tab:

      • Add to or adapt our list of dispositions as appropriate.

      In the Rationalization Inputs tab:

      • Add or adapt the disposition criteria of your application rationalization framework as appropriate.
      • Input the results of your various assessments for each application.

      In the Disposition Settings tab:

      • Add or adapt settings that generate recommended dispositions based on your rationalization inputs.

      In the Disposition Recommendations tab:

      • Review and compare the rationalization results and confirm if dispositions are appropriate for your strategy.

      In the Timeline Considerations tab:

      • Enter the estimated timeline for when you execute your dispositions.

      In the Portfolio Roadmap tab:

      • Review and present your roadmap and rationalization results.

      Follow the instructions to generate recommended dispositions and populate an application portfolio roadmap.

      This image depicts a scatter plot graph where the X axis is labeled Business Value, and the Y Axis is labeled Cost. On the graph, the following datapoints are displayed: SF; HRIS; ERP; ALM; B; A; C; ODP; SAS

      Info-Tech Insight

      Watch out for misleading scores that result from poorly designed criteria weightings.

      Related Info-Tech Research

      Build an Application Rationalization Framework

      Manage your application portfolio to minimize risk and maximize value.

      Embrace Business-Managed Applications

      Empower the business to implement their own applications with a trusted business-IT relationship.

      Satisfy Digital End Users With Low- and No-Code

      Extend IT, automation, and digital capabilities to the business with the right tools, good governance, and trusted organizational relationships.

      Maximize the Benefits from Enterprise Applications with a Center of Excellence

      Optimize your organization’s enterprise application capabilities with a refined and scalable methodology.

      Drive Successful Sourcing Outcomes With a Robust RFP Process

      Leverage your vendor sourcing process to get better results.

      Research Authors

      Darin Stahl, Principal Research Advisor, Info-Tech Research Group

      Darin Stahl, Principal Research Advisor,
      Info-Tech Research Group

      Darin is a Principal Research Advisor within the Infrastructure practice, leveraging 38+ years of experience. His areas of focus include IT operations management, service desk, infrastructure outsourcing, managed services, cloud infrastructure, DRP/BCP, printer management, managed print services, application performance monitoring, managed FTP, and non-commodity servers (zSeries, mainframe, IBM i, AIX, Power PC).

      Troy Cheeseman, Practice Lead, Info-Tech Research Group

      Troy Cheeseman, Practice Lead,
      Info-Tech Research Group

      Troy has over 24 years of experience and has championed large enterprise-wide technology transformation programs, remote/home office collaboration and remote work strategies, BCP, IT DRP, IT operations and expense management programs, international right placement initiatives, and large technology transformation initiatives (M&A). Additionally, he has deep experience working with IT solution providers and technology (cloud) startups.

      Research Contributors

      Rob Salerno, Founder & CTO, Rivit Technology Partners

      Rob Salerno, Founder & CTO, Rivit Technology Partners

      Rob is the Founder and Chief Technology Strategist for Rivit Technology Partners. Rivit is a system integrator that delivers unique IT solutions. Rivit is known for its REVIVE migration strategy which helps companies leave legacy platforms (such as Domino) or move between versions of software. Rivit is the developer of the DCOM Application Archiving solution.

      Bibliography

      Cheshire, Nigel. “Domino v12 Launch Keeps HCL Product Strategy On Track.” Team Studio, 19 July 2021. Web.

      “Is LowCode/NoCode the best platform for you?” Rivit Technology Partners, 15 July 2021. Web.

      McCracken, Harry. “Lotus: Farewell to a Once-Great Tech Brand.” TIME, 20 Nov. 2012. Web.

      Sharwood, Simon. “Lotus Notes refuses to die, again, as HCL debuts Domino 12.” The Register, 8 June 2021. Web.

      Woodie, Alex. “Domino 12 Comes to IBM i.” IT Jungle, 16 Aug. 2021. Web.

      Develop the Right Message to Engage Buyers

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      • Parent Category Name: Marketing Solutions
      • Parent Category Link: /marketing-solutions

      Sixty percent of marketers find it hard to produce high-quality content consistently. SaaS marketers have an even more difficult job due to the technical nature of content production. Without an easy content development strategy, marketers have an insurmountable task of continually creating interesting content for an audience they don’t understand.

      Globally, B2B SaaS marketers without the ability to consistently produce and activate quality content will experience:

      • High website bounce rates and low time on site
      • Low page views
      • A low percentage of return visitors
      • Low conversions
      • Low open and click-through rates on email campaigns

      Our Advice

      Critical Insight

      Marketing content that identifies the benefit of the product along with a deep understanding of the buyer pain points, desired value, and benefit proof points is a key driver in delivering value to a prospect, thereby increasing marketing metrics such as open rates, time on site, page views, and click-through rates.

      Impact and Result

      Marketers that activate the SoftwareReviews message mapping architecture will be able to crack the code on the formula for improving open and click-through rates.

      By applying the SoftwareReviews message mapping architecture, clients will be able to:

      • Quickly diagnose the current state of their content marketing effectiveness compared to industry metrics.
      • Compare their current messaging approach versus the key elements of the Message Map Architecture.
      • Create more compelling and relevant content that aligns with a buyer’s needs and journey.
      • Shrink marketing and sales cycles.
      • Increase the pace of content production.

      Develop the Right Message to Engage Buyers Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Develop the Right Message to Engage Buyers Executive Brief – A mapping architecture to enable marketers to crack the code on the formula for improving open and click-through rates.

      Through this blueprint marketers will learn how to shift content away from low-performing content that only focuses on the product and company to high-performing customer-focused content that answers the “What’s in it for me?” question for a buyer, increasing engagement and conversions.

      Infographic

      Further reading

      Develop the Right Message to Engage Buyers

      Drive higher open rates, time-on-site, and click-through rates with buyer-relevant messaging.

      Analyst Perspective

      Develop the right message to engage buyers.

      Marketers only have seven seconds to capture a visitor's attention but often don't realize that the space between competitors and their company is that narrow. They often miss the mark on content and create reams of product and company-focused messaging that result in high bounce rates, low page views, low return visits, low conversions, and low click-through rates.

      We wouldn't want to sit in a conversation with someone who only speaks about themselves, so why would it be any different when we buy something? Today's marketers must quickly hook their visitors with content that answers the critical question of "What's in it for me?"

      Our research finds that leading content marketers craft messaging that lets their audience ”know they know them,” points out what’s in it for them, and includes proof points of promised value. This simple, yet often missed approach, we call Message Mapping, which helps marketers grab a visitor’s initial attention and when applied throughout the customer journey will turn prospects into customers, lifelong buyers, advocates, and referrals.

      Photo of Terra Higginson, Marketing Research Director, SoftwareReviews.

      Terra Higginson
      Marketing Research Director
      SoftwareReviews

      Executive Summary

      Your Challenge

      Globally, B2B SaaS marketers without the ability to consistently produce and activate quality content will experience:

      • High website bounce rates and low time on site
      • Low page views
      • A low percentage of return visitors
      • Low conversions
      • Low open and click-through rates on email campaigns
      Sixty percent of marketers find it hard to produce high-quality content consistently. SaaS marketers have an even more difficult job due to the technical nature of content production. Without an easy content development strategy, marketers have an insurmountable task of continually creating interesting content for an audience they don’t understand.
      Common Obstacles

      Marketers struggle to create content that quickly engages the buyer because they lack:

      • Resources to create a high volume of quality content.
      • True buyer understanding.
      • Experience in how to align technical messaging with the buyer persona.
      • Easy-to-deploy content strategy tools.
      Even though most marketers will say that it’s important to produce interesting content, only 58% of B2B markers take the time to ask their customers what’s important to them. Without a true and deep understanding of buyers, marketers continue to invest their time and resources in an uninteresting product and company-focused diatribe.
      SoftwareReviews’ Approach

      By applying the SoftwareReviews’ message mapping architecture, clients will be able to:

      • Quickly diagnose the current state of their content marketing effectiveness compared to industry metrics.
      • Compare their current messaging approach against the key elements of the Message Map Architecture.
      • Create more compelling and relevant content that aligns with a buyer’s needs and journey.
      • Shrink marketing and sales cycles.
      • Increase the pace of content production.
      Marketers that activate the SoftwareReviews message mapping architecture will be able to crack the code on the formula for improving open and click-through rates.

      SoftwareReviews Insight

      Marketing content that identifies the benefit of the product, along with a deep understanding of the buyer pain points, desired value, and benefit proof-points, is a key driver in delivering value to a prospect, thereby increasing marketing metrics such as open rates, time on site, page views, and click-through rates.

      Your Challenge

      65% of marketers find it challenging to produce engaging content.

      Globally, B2B SaaS marketers without the ability to consistently produce and activate quality content will experience:

      • High website bounce rates and low time on site
      • Low page views
      • A low percentage of return visitors
      • Low conversions
      • Low open and click-through rates on email campaigns

      A staggering 60% of marketers find it hard to produce high-quality content consistently and 62% don’t know how to measure the ROI of their campaigns according to OptinMonster.

      SaaS marketers have an even more difficult job due to the technical nature of content production. Without an easy content development strategy, marketers have an insurmountable task of continually creating interesting content for an audience they don’t understand.


      Over 64% of marketers want to learn how to build a better content
      (Source: OptinMonster, 2021)

      Benchmark your content marketing

      Do your content marketing metrics meet the industry-standard benchmarks for the software industry?
      Visualization of industry benchmarks for 'Bounce Rate', 'Organic CTR', 'Pages/Session', 'Average Session Duration', '% of New Sessions', 'Email Open Rate', 'Email CTR', and 'Sales Cycle Length (Days)' with sources linked below.
      GrowRevenue, MarketingSherpa, Google Analytics, FirstPageSage, Google Analytics, HubSpot
      • Leaders will measure content marketing performance against these industry benchmarks.
      • If your content performance falls below these benchmarks, your content architecture may be missing the mark with prospective buyers.

      Common flaws in content messaging

      Why do marketers have a hard time consistently producing messaging that engages the buyer?

      Mistake #1

      Myopic Focus on Company and Product

      Content suffers a low ROI due to a myopic focus on the company and the product. This self-focused content fails to engage prospects and move them through the funnel.

      Mistake #2

      WIIFM Question Unanswered

      Content never answers the fundamental “What’s in it for me?” question due to a lack of true buyer understanding. This leads to an inability to communicate the value proposition to the prospect.

      Mistake #3

      Inability to Select the Right Content Format

      Marketers often guess what kind of content their buyers prefer without any real understanding or research behind what buyers would actually want to consume.

      Leaders Will Avoid the “Big Three” Pitfalls
      • While outdated content, poor content organization on your website, and poor SEO are additional strategic factors (outside the scope of this research), poor messaging structure will doom your content marketing strategy.
      • Leaders will be vigilant to diagnose current messaging structure and avoid:
        1. Making messaging all about you and your company.
        2. Failing to describe what’s in it for your prospects.
        3. Often guessing at what approach to use when structuring your messaging.

      Implications of poor content

      Without quality content, the sales and marketing cycles elongate and content marketing metrics suffer.
      • Lost sales: Research shows that B2B buyers are 57-70% done with their buying research before they ever contact sales.(Worldwide Business Research, 2022)
      • The buyer journey is increasingly digital: Research shows that 67% of the buyer's journey is now done digitally.(Worldwide Business Research, 2022)
      • Wasted time: In a Moz study of 750,000 pieces of content, 50% had zero backlinks, indicating that no one felt these assets were interesting enough to reference or share. (Moz, 2015)
      • Wasted money: SaaS companies spend $342,000 to $1,080,000 per year (or more) on content marketing. (Zenpost, 2022) The wrong content will deliver a poor ROI.

      50% — Half of the content produced has no backlinks. (Source: Moz, 2015)

      Content matters more than ever since 67% of the buyer's journey is now done digitally. (Source: Worldwide Business Research, 2022)

      Benefits of good content

      A content mapping approach lets content marketers:
      • Create highly personalized content. Content mapping helps marketers to create highly targeted content at every stage of the buyer’s journey, helping to nurture leads and prospects toward a purchase decision.
      • Describe “What’s in it for me?” to buyers. Remember that you aren’t your customer. Good content quickly answers the question “What’s in it for me?” (WIIFM) developed from the findings of the buyer persona. WIIFM-focused content engages a prospect within seven seconds.
      • Increase marketing ROI. Content marketing generates leads three times greater than traditional marketing (Patel, 2016).
      • Influence prospects. Investing in a new SaaS product isn’t something buyers do every day. In a new situation, people will often look to others to understand what they should do. Good content uses the principles of authority and social proof to build the core message of WIIFM. Authority can be conferred with awards and accolades, whereas social proof is given through testimonials, case studies, and data.
      • Build competitive advantage. Increase competitive advantage by providing content that aligns with the ideal client profile. Fifty-two percent of buyers said they were more likely to buy from a vendor after reading its content (1827 Marketing, 2022).
      Avoid value claiming. Leaders will use client testimonials as proof points because buyers believe peers more than they believe you.

      “… Since 95 percent of the people are imitators and only 5 percent initiators, people are persuaded more by the actions of others than by any proof we can offer. (Robert Cialdini, Influence: The Psychology of Persuasion)

      Full slide: 'Message Map Architecture'.

      Full slide: 'Message Map Template' with field descriptions and notes.

      Full slide: 'Message Map Template' with field descriptions, no notes.

      Full slide: 'Message Map Template' with blank fields.

      Full slide: 'Message Map Template' with 'Website Example segment.com' filled in fields.

      Full slide: 'Website Example segment.com' the website as it appears online with labels on the locations of elements of the message map.

      Full slide: 'Website Example segment.com' the website as it appears online with labels on the locations of elements of the message map.

      Full slide: 'Website Example segment.com' the website as it appears online with labels on the locations of elements of the message map.

      Full slide: 'Website Example segment.com' the website as it appears online with labels on the locations of elements of the message map.

      Email & Social Post Example

      Use the message mapping architecture to create other types of content.

      Examples of emails and social media posts as they appear online with labels on the locations of elements of the message map.

      Insight Summary

      Create Content That Matters

      Marketing content that identifies the benefit of the product along with a deep understanding of the buyer pain points, desired value, and benefit proof-points is a key driver in delivering value to a prospect, thereby increasing marketing metrics such as open rates, time on site, page views, and click-through rates.

      What’s in It for Me?

      Most content has a focus on the product and the company. Content that lacks a true and deep understanding of the buyer suffers low engagement and low conversions. Our research shows that all content must answer ”What’s in it for me?” for a prospect.

      Social Proof & Authority

      Buyers that are faced with a new and unusual buying experience (such as purchasing SaaS) look at what others say about the product (social proof) and what experts say about the product (authority) to make buying decisions.

      Scarcity & Loss Framing

      Research shows that scarcity is a strong principle of influence that can be used in marketing messages. Loss framing is a variation of scarcity and can be used by outlining what a buyer will lose instead of what will be gained.

      Unify the Experience

      Use your message map to structure all customer-facing content across Sales, Product, and Marketing and create a unified and consistent experience across all touchpoints.

      Close the Gap

      SaaS marketers often find the gap between product and company-focused content and buyer-focused content to be so insurmountable that they never manage to overcome it without a framework like message mapping.

      Related SoftwareReviews Research

      Sample of 'Create a Buyer Persona and Journey' blueprint.

      Create a Buyer Persona and Journey

      Make it easier to market, sell, and achieve product-market fit with deeper buyer understanding.
      • Reduce time and treasure wasted chasing the wrong prospects.
      • Improve product-market fit.
      • Increase open and click-through rates in your lead gen engine.
      • Perform more effective sales discovery and increase eventual win rates.
      Sample of 'Diagnose Brand Health to Improve Business Growth' blueprint.

      Diagnose Brand Health to Improve Business Growth

      Have a significant and well-targeted impact on business success and growth by knowing how your brand performs, identifying areas of improvement, and making data-driven decisions to fix it.
      • Importance of brand is recognized, endorsed, and prioritized.
      • Support and resources allocated.
      • All relevant data and information collected in one place.
      • Ability to make data-driven recommendations and decisions on how to improve.
      Sample of 'Build a More Effective Go-to-Market Strategy' blueprint.

      Build a More Effective Go-to-Market Strategy

      Creating a compelling Go-to-Market strategy, and keeping it current, is a critical software company function – as important as financial strategy, sales operations, and even corporate business development – given its huge impact on the many drivers of sustainable growth.
      • Align stakeholders on a common vision and execution plan.
      • Build a foundation of buyer and competitive understanding.
      • Deliver a team-aligned launch plan that enables commercial success.

      Bibliography

      Arakelyan, Artash. “How SaaS Companies Increase Their ROI With Content Marketing.” Clutch.co, 27 July 2018. Accessed July 2022.

      Bailyn, Evan. “Average Session Duration: Industry Benchmarks.” FirstPageSage, 16 March 2022. Accessed July 2022.

      Burstein, Daniel. “Marketing Research Chart: Average clickthrough rates by industry.” MarketingSherpa, 1 April 2014. Accessed July 2022.

      Cahoon, Sam. “Email Open Rates By Industry (& Other Top Email Benchmarks).” HubSpot, 10 June 2021. Accessed July 2022.

      Cialdini, Robert. Influence: Science and Practice. 5th ed. Pearson, 29 July 2008. Print.

      Cialdini, Robert. Influence: The Psychology of Persuasion. Revised ed. Harper Business, 26 Dec. 2006. Print.

      Content Marketing—Statistics, Evidence and Trends.” 1827 Marketing, 7 Jan. 2022. Accessed July 2022.

      Devaney, Erik. “Content Mapping 101: The Template You Need to Personalize Your Marketing.” HubSpot, 21 April 2022. Accessed July 2022.

      Hiscox Business Insurance. “Growing Your Business--and Protecting It Every Step of the Way.” Inc.com. 25 April 2022. Accessed July 2022.

      Hurley Hall, Sharon. “85 Content Marketing Statistics To Make You A Marketing Genius.” OptinMonster, 14 Jan. 2021. Accessed July 2022.

      Patel, Neil. “38 Content Marketing Stats That Every Marketer Needs to Know.” NeilPatel.com, 21 Jan. 2016. Web.

      Prater, Meg. “SaaS Sales: 7 Tips on Selling Software from a Top SaaS Company.” HubSpot, 9 June 2021. Web.

      Polykoff, Dave. “20 SaaS Content Marketing Statistics That Lead to MRR Growth in 2022.” Zenpost blog, 22 July 2022. Web.

      Rayson, Steve. “Content, Shares, and Links: Insights from Analyzing 1 Million Articles.” Moz, 8 Sept. 2015. Accessed July 2022.

      “SaaS Content Marketing: How to Measure Your SaaS Content’s Performance.” Ken Moo, 9 June 2022. Accessed July 2022.

      Taylor Gregory, Emily. “Content marketing challenges and how to overcome them.” Longitude, 14 June 2022. Accessed July 2022.

      Visitors Benchmarking Channels. Google Analytics, 2022. Accessed July 2022.

      WBR Insights. “Here's How the Relationship Between B2B Buying, Content, and Sales Reps Has Changed.” Worldwide Business Research, 2022. Accessed July 2022.

      “What’s a good bounce rate? (Here’s the average bounce rate for websites).” GrowRevenue.io, 24 Feb. 2020. Accessed July 2022.

      CIO Priorities 2022

      • Buy Link or Shortcode: {j2store}328|cart{/j2store}
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      • Parent Category Name: Innovation
      • Parent Category Link: /innovation
      • Understand how to respond to trends affecting your organization.
      • Determine your priorities based on current state and relevant internal factors.
      • Assign the right amount of resources to accomplish your vision.
      • Consider what new challenges outside of your control will demand a response.

      Our Advice

      Critical Insight

      A priority is created when external factors hold strong synergy with internal goals and an organization responds by committing resources to either avert risk or seize opportunity. These are the priorities identified in the report:

      1. Reduce Friction in the Hybrid Operating Model
      2. Improve Your Ransomware Readiness
      3. Support an Employee-Centric Retention Strategy
      4. Design an Automation Platform
      5. Prepare to Report on New Environmental, Social, and Governance Metrics

      Impact and Result

      Update your strategic roadmap to include priorities that are critical and relevant for your organization based on a balance of external and internal factors.

      CIO Priorities 2022 Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. CIO Priorities 2022 – A report on the key priorities for competing in the digital economy.

      Discover Info-Tech’s five priorities for CIOs in 2022.

      • CIO Priorities Report for 2022

      2. Listen to the podcast series

      Hear directly from our contributing experts as they discuss their case studies with Brian Jackson.

      • Frictionless hybrid working: How the Harvard Business School did it
      • Close call with ransomware: A CIO recounts a near security nightmare
      • How a financial services company dodged "The Great Resignation"
      • How Allianz took a blockchain platform from pilot to 1 million transactions
      • CVS Health chairman David Dorman on healthcare's hybrid future

      Infographic

      Further reading

      CIO Priorities 2022

      A jumble of business-related words. Info-Tech’s 2022 Tech Trends survey asked CIOs for their top three priorities. Cluster analysis of their open-ended responses shows four key themes:
      1. Business process improvements
      2. Digital transformation or modernization
      3. Security
      4. Supporting revenue growth or recovery

      Info-Tech’s annual CIO priorities are formed from proprietary primary data and consultation with our internal experts with CIO stature

      2022 Tech Trends Survey CIO Demographic N=123

      Info-Tech’s Tech Trends 2022 survey was conducted between August and September 2021 and collected a total of 475 responses from IT decision makers, 123 of which were at the C-level. Fourteen countries and 16 industries are represented in the survey.

      2022 IT Talent Trends Survey CIO Demographic N=44

      Info-Tech’s IT Talent Trends 2022 survey was conducted between September and October 2021 and collected a total of 245 responses from IT decision makers, 44 of which were at the C-level. A broad range of countries from around the world are represented in the survey.

      Internal CIO Panels’ 125 Years Of Combined C-Level IT Experience

      Panels of former CIOs at Info-Tech focused on interpreting tech trends data and relating it to client experiences. Panels were conducted between November 2021 and January 2022.

      CEO-CIO Alignment Survey Benchmark Completed By 107 Different Organizations

      Info-Tech’s CEO-CIO Alignment program helps CIOs align with their supervisors by asking the right questions to ensure that IT stays on the right path. It determines how IT can best support the business’ top priorities and address the gaps in your strategy. In 2021, the benchmark was formed by 107 different organizations.

      Build IT alignment

      IT Management & Governance Diagnostic Benchmark Completed By 320 Different Organizations

      Info-Tech’s Management and Governance Diagnostic helps IT departments assess their strengths and weaknesses, prioritize their processes and build an improvement roadmap, and establish clear ownership of IT processes. In 2021, the benchmark was formed by data from 320 different organizations.

      Assess your IT processes

      The CIO priorities are informed by Info-Tech’s trends research reports and surveys

      Priority: “The fact or condition of being regarded or treated as more important than others.” (Lexico/Oxford)

      Trend: “A general direction in which something is developing or changing.” (Lexico/Oxford)

      A sequence of processes beginning with 'Sensing', 'Hypothesis', 'Validation', and ending with 'Trends, 'Priorities'. Under Sensing is Technology Research, Interviews & Insights, Gathering, and PESTLE. Under Hypothesis is Near-Future Probabilities, Identify Patterns, Identify Uncertainties, and Identify Human Benefits. Under Validation is Test Hypothesis, Case Studies, and Data-Driven Insights. Under Trends is Technology, Talent, and Industry. Under Priorities is CIO, Applications, Infrastructure, and Security.

      Visit Info-Tech’s Trends & Priorities Research Center

      Image called 'Defining the CIO Priorities for 2022'. Image shows 4 columns, Implications, Resource Investment, Amplifiers, and Actions and Outcomes, with 2 dotted lines, labeled External Context and Internal Context, running through all 4 columns and leading to bottom-right label called CIO Priorities Formed

      The Five Priorities

      Priorities to compete in the digital economy

      1. Reduce Friction in the Hybrid Operating Model
      2. Improve Your Ransomware Readiness
      3. Support an Employee-Centric Retention Strategy
      4. Design an Automation Platform
      5. Prepare to Report on New Environmental, Social, and Governance Metrics

      Reduce friction in the hybrid operating model

      Priority 01 | APO07 Human Resources Management

      Deliver solutions that create equity between remote workers and office workers and make collaboration a joy.

      Hybrid work is here to stay

      CIOs must deal with new pain points related to friction of collaboration

      In 2020, CIOs adapted to the pandemic’s disruption to offices by investing in capabilities to enable remote work. With restrictions on gathering in offices, even digital laggards had to shift to an all-remote work model for non-essential workers.

      Most popular technologies already invested in to facilitate better collaboration

      • 24% Web Conferencing
      • 23% Instant Messaging
      • 20% Document Collaboration

      In 2022, the focus shifts to solving problems created by the new hybrid operating model where some employees are in the office and some are working remotely. Without the ease of collaborating in a central hub, technology can play a role in reducing friction in several areas:

      • Foster more connections between employees. Remote workers are less likely to collaborate with people outside of their department and less likely to spontaneously collaborate with their peers. CIOs should provide a digital employee experience that fosters collaboration habits and keeps workers engaged.
      • Prevent employee attrition. With more workers reevaluating their careers and leaving their jobs, CIOs can help employees feel connected to the overall purpose of the organization. Finding a way to maintain culture in the new context will require new solutions. While conference room technology can be a bane to IT departments, making hybrid meetings effortless to facilitate will be more important.
      • Provide new standards for mediated collaboration. Meeting isn’t as easy as simply gathering around the same table anymore. CIOs need to provide structure around how hybrid meetings are conducted to create equity between all participants. Business continuity processes must also consider potential outages for collaboration services so employees can continue the work despite a major outage.

      Three in four organizations have a “hybrid” approach to work. (Tech Trends 2022 Survey)

      In most organizations, a hybrid model is being implemented. Only 14.9% of organizations are planning for almost everyone to return to the office, and only 9.9% for almost everyone to work remotely.

      Elizabeth Clark

      CIO, Harvard Business School

      "I want to create experiences that are sticky. That keep people coming back and engaging with their colleagues."

      Photo of Elizabeth Clark, CIO, Harvard Business School.

      Listen to the Tech Insights podcast:
      Frictionless hybrid working: How the Harvard Business School did it

      Internal interpretation: Harvard Business School

      • March 2020
        The pandemic disrupts in-class education at Harvard Business School. Their case study method of instruction that depends on in-person, high-quality student engagement is at risk. While students and faculty completed the winter semester remotely, the Dean and administration make the goal to restore the integrity of the classroom experience with equity for both remote and in-person students.
      • May 2020
        A cross-functional task force of about 100 people work intensively, conducting seven formal experiments, 80 smaller tests, and hundreds of polling data points, and a technology and facilities solution is designed: two 4K video cameras capturing both the faculty and the in-class students, new ceiling mics, three 85-inch TV screens, and students joining the videoconference from their laptops. A custom Zoom room, combining three separate rooms, integrated all the elements in one place and integrated with the lecture capture system and learning management system.
      • October 2020
        Sixteen classrooms are renovated to install the new solution. Students return to the classroom but in lower numbers due to limits on in-room capacity, but students rotate between the in-person and remote experience.
      • September 2021
        Renovations for the hybrid solution are complete in 26 classrooms and HBS has determined this will be its standard model for the classroom. The case method of teaching is kept alive and faculty and students are thrilled with the results.
      • November 2021
        HBS is adapting its solution for the classroom to its conference rooms and has built out eight different rooms for a hybrid experience. The 4K cameras and TV screens capture all participants in high fidelity as well as the blackboard.

      Photo of a renovated classroom with Zoom participants integrated with the in-person students.
      The renovated classrooms integrate all students, whether they are participating remotely or in person. (Image courtesy of Harvard Business School.)

      Implications: Organization, Process, Technology

      External

      • Organization – About half of IT practitioners in the Tech Trends 2022 survey feel that IT leaders, infrastructure and operations teams, and security teams were “very busy” in 2021. Capacity to adapt to hybrid work could be constrained by these factors.
      • Process – Organizations that want employees to benefit from being back in the office will have to rethink how workers can get more value out of in-person meetings that also require videoconference participation with remote workers.
      • Technology – Fifty-four percent of surveyed IT practitioners say the pandemic raised IT spending compared to the projections they made in 2020. Much of that investment went into adapting to a remote work environment.

      Internal

      • Organization – HBS added 30 people to its IT staff on term appointments to develop and implement its hybrid classroom solutions. Hires included instructional designers, support technicians, coordinators, and project managers.
      • Process – Only 25 students out of the full capacity of 95 could be in the classroom due to COVID-19 regulations. On-campus students rotated through the classroom seats. An app was created to post last-minute seat availability to keep the class full.
      • Technology – A Zoom room was created that combines three rooms to provide the full classroom experience: a view of the instructor, a clear view of each student that enlarges when they are speaking, and a view of the blackboard.

      Resources Applied

      Appetite for Technology

      CIOs and their direct supervisors both ranked internal collaboration tools as being a “critical need to adopt” in 2021, according to Info-Tech’s CEO-CIO Alignment Benchmark Report.

      Intent to Invest

      Ninety-seven percent of IT practitioners plan to invest in technology to facilitate better collaboration between employees in the office and outside the office by the end of 2022, according to Info-Tech’s 2022 Tech Trends survey.

      “We got so many nice compliments, which you don’t get in IT all the time. You get all the complaints, but it’s a rare case when people are enthusiastic about something that was delivered.” (Elizabeth Clark, CIO, Harvard Business School)

      Harvard Business School

      • IT staff were reassigned from other projects to prioritize building a hybrid classroom solution. A cloud migration and other portfolio projects were put on pause.
      • The annual capital A/V investment was doubled. The amount of spend on conference rooms was tripled.
      • Employees were hired to the media services team at a time when other areas of the organization were frozen.

      Outcomes at Harvard Business School

      The new normal at Harvard Business School

      New normal: HBS has found its new default operating model for the classroom and is extending its solution to its operating environment.

      Improved CX: The high-quality experience for students has helped avoid attrition despite the challenges of the pandemic.

      Engaged employees: The IT team is also engaged and feels connected to the mission of the school.

      Photo of a custom Zoom room bringing together multiple view of the classroom as well as all remote students.
      A custom Zoom room brings together multiple different views of the classroom into one single experience for remote students. (Image courtesy of Harvard Business School.)

      From Priorities to Action

      Make hybrid collaboration a joy

      Align with your organization’s goals for collaboration and customer interaction, with the target of high satisfaction for both customers and employees. Invest in capital projects to improve the fidelity of conference rooms, develop and test a new way of working, and increase IT capacity to alleviate pressure points.

      Foster both asynchronous and synchronous collaboration approaches to avoid calendars filling up with videoconference meetings to get things done and to accommodate workers contributing from across different time zones.

      “We’ll always have hybrid now. It’s opened people’s eyes and now we’re thinking about the future state. What new markets could we explore?” (Elizabeth Clark, CIO, Harvard Business School)

      Take the next step

      Run Better Meetings
      Hybrid, virtual, or in person – set meeting best practices that support your desired meeting norms.

      Prepare People Leaders for the Hybrid Work Environment
      Set hybrid work up for success by providing people leaders with the tools they need to lead within the new model.

      Hoteling and Hot-Desking: A Primer
      What you need to know regarding facilities, IT infrastructure, maintenance, security, and vendor solutions for desk hoteling and hot-desking.

      “Human Resources Management” gap between importance and effectiveness
      Info-Tech Research Group Management and Governance Diagnostic Benchmark 2021

      A bar chart illustrating the Human Resources Management gap between importance and effectiveness. The difference is marked as Delta 2.3.

      Improve your ransomware readiness

      Priority 02 | APO13 Security Strategy

      Mitigate the damage of successful ransomware intrusions and make recovery as painless as possible.

      The ransomware crisis threatens every organization

      Prevention alone won’t be enough against the forces behind ransomware.

      Cybersecurity is always top of mind for CIOs but tends to be deprioritized due to other demands related to digital transformation or due to cost pressures. That’s the case when we examine our data for this report.

      Cybersecurity ranked as the fourth-most important priority by CIOs in Info-Tech’s 2022 Tech Trends survey, behind business process improvement, digital transformation, and modernization. Popular ways to prepare for a successful attack include creating offline backups, purchasing insurance, and deploying new solutions to eradicate ransomware.

      CIOs and their direct supervisors ranked “Manage IT-Related Security” as the third-most important top IT priority on Info-Tech’s CEO-CIO Alignment Benchmark for 2021, in support of business goals to manage risk, comply with external regulation, and ensure service continuity.

      Most popular ways for organizations to prepare for the event of a successful ransomware attack:

      • 25% Created offline backups
      • 18% Purchased cyberinsurance
      • 19% New tech to eradicate ransomware

      Whatever priority an organization places on cybersecurity, when ransomware strikes, it quickly becomes a red alert scenario that disrupts normal operations and requires all hands on deck to respond. Sophisticated attacks executed at wide scale demonstrate that security can be bypassed without creating an alert. After that’s accomplished, the perpetrators build their leverage by exfiltrating data and encrypting critical systems.

      CIOs can plan to mitigate ransomware attacks in several constructive ways:

      • Business impact analysis. Determine the costs of an outage for specific periods and the system and data recovery points in time.
      • Engage a partner for 24/7 monitoring. Gain real-time awareness of your critical systems.
      • Review your identity access management (IAM) policies. Use of multi-factor authentication and limiting access to only the roles that need it reduces ransomware risk.

      50% of all organizations spent time and money specifically to prevent ransomware in the past year. (Info-Tech Tech Trends 2022 Survey)

      John Doe

      CIO, mid-sized manufacturing firm in the US

      "I want to create experiences that are sticky. That keep people coming back and engaging with their colleagues."

      Blank photo.

      Listen to the Tech Insights podcast:
      Close call with ransomware: a CIO recounts a near security nightmare

      Internal interpretation: US-based, mid-sized manufacturing firm

      • May 1, 2021
        A mid-sized manufacturing firm (“The Firm”) CIO gets a call from his head of security about odd things happening on the network. A call is made to Microsoft for support. Later that night, the report is that an unwanted crypto-mining application is the culprit. But a couple of hours later, that assessment is proven wrong when it’s realized that hundreds of systems are staged for a ransomware attack. All the attacker has to do is push the button.
      • May 2, 2021
        The Firm disconnects all its global sites to cut off new pathways for the malware to infect. All normal operations cease for 24 hours. It launches its cybersecurity insurance process. The CIO engages a new security vendor, CrowdStrike, to help respond. Employees begin working from home if they can so they can make use of their own internet service. The Firm has cut off its public internet connectivity and is severed from cloud services such as Azure storage and collaboration software.
      • May 4, 2021
        The hackers behind the attack are revealed by security forensics experts. A state-sponsored agency in Russia set up the ransomware and left it ready to execute. It sold the staged attack to a cybercriminal group, Doppel Spider. According to CrowdStrike, the group uses malware to run “big game hunting operations” and targets 18 different countries including the US and multiple industries, including manufacturing.
      • May 10, 2021
        The Firm has totally recovered from the ransomware incident and avoided any serious breach or paying a ransom. The CIO worked more hours than at any other point in his career, logging an estimated 130 hours over the two weeks.
      • November 2021
        The Firm never previously considered itself a ransomware target but has now reevaluated that stance. It has hired a service provider to run a security operations center on a 24/7 basis. It's implemented a more sophisticated detection and response model and implemented multi-factor authentication. It’s doubled its security spend in 2021 and will invest more in 2022.

      “Now we take the approach that if someone does get in, we're going to find them out.” (John Doe, CIO, “The Firm”)

      Implications: Organization, Process, Technology

      External

      • Organization – Organizations must consider how their employees play a role in preventing ransomware and plan for training to recognize phishing and other common traps. They must make plans for employees to continue their work if systems are disrupted by ransomware.
      • Process – Backup processes across multiple systems should be harmonized to have both recent and common points to recover from. Work with the understanding IT will have to take systems offline if ransomware is discovered and there is no time to ask for permission.
      • Technology – Organizations can benefit from security services provided by a forensics-focused vendor. Putting cybersecurity insurance in place not only provides financial protection but also guidance in what to do and which vendors to work with to prevent and recover from ransomware.

      Internal

      • Organization – The Firm was prepared with a business continuity plan to allow many of its employees to work remotely, which was necessary because the office network was incapacitated for ten days during recovery.
      • Process – Executives didn’t seek to assign blame for the security incident but took it as a signal there were some new costs involved to stay in business. It initiated new outsource relationships and hired one more full-time employee to shore up security resources.
      • Technology – New ransomware eradication software was deployed to 2,000 computers. Scripted processes automated much of the work, but in some cases full system rebuilds were required. Backup systems were disconnected from the network as soon as the malware was discovered.

      Resources Applied

      Consider the Alternative

      Organizations should consider how much a ransomware attack on critical systems would cost them if they were down for a minimum of 24-48 hours. Plan to invest an amount at least equal to the costs of that downtime.

      Ask for ID

      Implementing across-the-board multi-factor authentication reduces chances of infection and is cheap, with enterprise solutions ranging from $2 to $5 per user on average. Be strict and deny access when connections don’t authenticate.

      “You'll never stop everything from getting into the network. You can still focus on stopping the bad actors, but then if they do make it in, make sure they don't get far.” (John Doe, CIO, “The Firm”)

      “The Firm” (Mid-Sized Manufacturer)

      • During the crisis, The Firm paused all activities and focused solely on isolating and eliminating the ransomware threat.
      • New outsourcing relationship with a vendor provides a 24/7 Security Operations Center.
      • One more full-time employee on the security team.
      • Doubled investment in security in 2021 and will spend more in 2022.

      Outcomes at “The Firm” (Mid-Sized Manufacturer)

      The new cost of doing business

      Real-time security: While The Firm is still investing in prevention-based security, it is also developing its real-time detection and response capabilities. When ransomware makes it through the cracks, it wants to know as soon as possible and stop it.

      Leadership commitment: The C-suite is taking the experience as a wake-up call that more investment is required in today’s threat landscape. The Firm rates security more highly as an overall organizational goal, not just something for IT to worry about.

      Stock photo of someone using their phone while sitting at a computer, implying multi-factor authentication.
      The Firm now uses multi-factor authentication as part of its employee sign-on process. For employees, authenticating is commonly achieved by using a mobile app that receives a secret code from the issuer.

      From Priorities to Action

      Cybersecurity is everyone’s responsibility

      In Info-Tech’s CEO-CIO Alignment Benchmark for 2021, the business goal of “Manage Risk” was the single biggest point of disagreement between CIOs and their direct supervisors. CIOs rank it as the second-most important business goal, while CEOs rank it as sixth-most important.

      Organizations should align on managing risk as a top priority given the severity of the ransomware threat. The threat actors and nature of the attacks are such that top leadership must prepare for when ransomware hits. This includes halting operations quickly to contain damage, engaging third-party security forensics experts, and coordinating with government regulators.

      Cybersecurity strategies may be challenged to be effective without creating some friction for users. Organizations should look beyond multi-layer prevention strategies and lean toward quick detection and response, spending evenly across prevention, detection, and response solutions.

      Take the next step

      Create a Ransomware Incident Response Plan
      Don’t be the next headline. Determine your current readiness, response plan, and projects to close gaps.

      Simplify Identity and Access Management
      Select and implement IAM and produce vendor RFPs that will contain the capabilities you need, including multi-factor authentication.

      Cybersecurity Series Featuring Sandy Silk
      More from Info-Tech’s Senior Workshop Director Sandy Silk in this video series created while she was still at Harvard University.

      Gap between CIOs and CEOs in points allocated to “Manage risk” as a top business goal

      A bar chart illustrating the gap between CIOs and CEOs in points allocated to 'Manage risk' as a top business goal. The difference is marked as Delta 1.5.

      Support an employee-centric retention strategy

      Priority 03 | ITRG02 Leadership, Culture & Values

      Avoid being a victim of “The Great Resignation” by putting employees at the center of an experience that will engage them with clear career path development, purposeful work, and transparent feedback.

      Defining an employee-first culture that improves retention

      The Great resignation isn’t good for firms

      In 2021, many workers decided to leave their jobs. Working contexts were disrupted by the pandemic and that saw non-essential workers sent home to work, while essential workers were asked to continue to come into work despite the risks of COVID-19. These disruptions may have contributed to many workers reevaluating their professional goals and weighing their values differently. At the same time, 2021 saw a surging economy and many new job opportunities to create a talent-hungry market. Many workers could have been motivated to take a new opportunity to increase their salary or receive other benefits such as more flexibility.

      Annual turnover rate for all us employees on the rise

      • 20% – Jan.-Aug. 2020, Dipped from 22% in 2019
      • 25% Jan.-Aug. 2021, New record high
      • Data from Visier Inc.

      When you can’t pay them, develop them

      IT may be less affected than other departments by this trend. Info-Tech’s 2022 IT Talent Trends Report shows that on average, estimated turnover rate in IT is lower than the rest of the organization. Almost half of respondents estimated their organization’s voluntary turnover rate was 10% or higher. Only 30% of respondents estimate that IT’s voluntary turnover rate is in the same range. However, CIOs working in industries with the highest turnover rates will have to work to keep their workers engaged and satisfied, as IT skills are easily transferred to other industries.

      49% ranked “enabling learning & development within IT” as high priority, more than any other single challenge. (IT Talent Trends 2022 Survey, N=227)

      A bar chart of 'Industries with highest turnover rates (%)' with 'Leisure and Hospitality' at 6.4%, 'Trade, Transportation & Utilities' at 3.6%, 'Professional and Business' at 3.3%, and 'Other Services' at 3.1%. U.S. Bureau of Labor Statistics, 2022.

      Jeff Previte

      Executive Vice-President of IT, CrossCountry Mortgage

      “We have to get to know the individual at a personal level … Not just talking about the business, but getting to know the person."

      Photo of Jeff Previte, Executive Vice-President of IT, CrossCountry Mortgage.

      Listen to the Tech Insights podcast:
      How a financial services company dodged ‘The Great Resignation’

      Internal interpretation: CrossCountry Mortgage

      • May 2019
        Jeff Previte joins Cleveland, Ohio-based CrossCountry Mortgage in the CIO role. The company faces a challenge with employee turnover, particularly in IT. The firm is a sales-focused organization and saw its turnover rate reach as high as 60%. Yet Previte recognized that IT had some meaningful goals to achieve and would need to attract – and retain – some higher caliber talent. His first objective in his new role was to meet with IT employees and business leadership to set priorities.
      • July 2019
        Previte takes a “people-first” approach to leadership and meets his staff face-to-face to understand their personal situations. He sets to work on defining roles and responsibilities in the organization, spending about a fifth of his time on defining the strategy.
      • June 2020
        Previte assigned his leadership team to McLean & Company’s Design an Impactful Employee Development Program. From there, the team developed a Salesforce tool called the Career Development Workbook. “We had some very passionate developers and admins that wanted to build a home-grown tool,” he says. It turns McLean & Company’s process into a digital tool employees can use to reflect on their careers and explore their next steps. It helps facilitate development conversations with managers.
      • January 2021
        CrossCountry Mortgage changes its approach to career development activities. Going to external conferences and training courses is reduced to just 30% of that effort. The rest is by doing hands-on work at the company. Previte aligned with his executives and road-mapped IT projects annually. Based on employee’s interests, opportunities are found to carve out time from usual day-to-day activities to spend time on a project in a new area. When there’s a business need, someone internally can be ready to transition roles.
      • June 2021
        In the two years since joining the company, Previte has reduced the turnover rate to just 12%. The IT department has grown to more adequately meet the needs of the business and employees are engaged with more opportunities to develop their careers. Instead of focusing on compensation, Previte focused more on engaging employees with a developmentally dedicated environment and continuous hands-on learning.

      “It’s come down to a culture shift. Folks have an idea of where we’re headed as an organization, where we’re headed as an IT team, and how their role contributes to that.” (Jeff Previte, EVP of IT, CrossCountry Mortgage)

      Implications: Organization, Process, Technology

      External

      • Organization – A high priority is being placed on improving IT’s maturity through its talent. Enabling learning and development in IT, enabling departmental innovation, and recruiting are the top three highest priorities according to IT Talent Trends 2022 survey responses.
      • Process – Recruiting is more challenging for industries that operate primarily onsite, according to McLean & Company's 2022 HR Trends Report. They face more challenges attracting applications, more rejected offers, and more candidate ghosting compared to remote-capable industries.
      • Technology – Providing a great employee experience through digital tools is more important as many organizations see a mix of workers in the office and at home. These tools can help connect colleagues, foster professional development, and improve the candidate experience.

      Internal

      • Organization – CrossCountry Mortgage faced a situation where IT employees did not have clarity on their roles and responsibilities. In terms of salary, it wasn’t offering at the high end compared to other employers in Cleveland.
      • Process – To foster a culture of growth and development, CrossCountry Mortgage put in place a performance assessment system that encouraged reflection and goal setting, aided by collaboration with a manager.
      • Technology – The high turnover rate was limiting CrossCountry Mortgage from achieving the level of maturity it needed to support the company’s goals. It ingrained its new PA process with a custom build of a Salesforce tool.

      Resources Applied

      Show me the money

      Almost six in ten Talent Trends survey respondents identified salary and compensation as the reason that employees resigned in the past year. Organizations looking to engage employees must first pay a fair salary according to market and industry conditions.

      Build me up

      Professional development and opportunity for innovative work are the next two most common reasons for resignations. Organizations must ensure they create enough capacity to allow workers time to spend on development.

      “Building our own solution created an element of engagement. There was a sense of ownership that the team had in thinking through this.” (Jeff Previte, CrossCountry Mortgage)

      CrossCountry Mortgage

      • Executive time: CIO spends 10-20% of his time on activities related to designing the approach.
      • Leveraged memberships with Info-Tech Research Group and McLean & Company to define professional development process.
      • Internal IT develops automated workflow in Salesforce.
      • Hired additional IT staff to build out overall capacity and create time for development activities.

      Outcomes at CrossCountry Mortgage

      Engaged IT workforce

      The Great Maturation: IT staff turnover rate dropped to 10-12% and IT talent is developing on the job to improve the department’s overall skill level. More IT staff on hand and more engaged workers mean IT can deliver higher maturity level results.

      Alignment achieved: Connecting IT’s initiatives to the vision of the C-suite creates a clear purpose for IT in its initiatives. Staff understand what they need to achieve to progress their careers and can grow while they work.

      Photo of employees from CrossCountry Mortgage assisting with a distribution event.
      Employees from CrossCountry Mortgage headquarters assist with a drive-thru distribution event for the Cleveland Food Bank on Dec. 17, 2021. (Image courtesy of CrossCountry Mortgage.)

      From Priorities to Action

      Staff retention is a leadership priority

      The Great Resignation trend is bringing attention to employee engagement and staff retention. IT departments are busier than ever during the pandemic as they work overtime to keep up with a remote workforce and new security threats. At the same time, IT talent is among the most coveted on the market.

      CIOs need to develop a people-first approach to improve the employee experience. Beyond compensation, IT workers need clarity in terms of their career paths, a direct connection between their work and the goals of the organization, and time set aside for professional development.

      Info-Tech’s 2021 benchmark for “Leadership, Culture & Values” shows that most organizations rate this capability very highly (9) but see room to improve on their effectiveness (6.9).

      Take the next step

      IT Talent Trends 2022
      See how IT talent trends are shifting through the pandemic and understand how themes like The Great Resignation has impacted IT.

      McLean & Company’s Modernize Performance Management
      Customize the building blocks of performance management to best fit organizational needs to impact individual and organizational performance, productivity, and engagement.

      Redesign Your IT Organizational Structure
      Define future-state work units, roles, and responsibilities that will enable the IT organization to complete the work that needs to be done.

      “Leadership, Culture & Values” gap between importance and effectiveness
      Info-Tech Research Group Management and Governance Diagnostic Benchmark 2021

      A bar chart illustrating the 'Leadership, Culture & Values' gap between importance and effectiveness. The difference is marked as Delta 2.1.

      Design an automation platform

      Priority 04 | APO04 Innovation

      Position yourself to buy or build a platform that will enable new automation opportunities through seamless integration.

      Build it or buy it, but platform integration can yield great benefits

      Necessity is the mother of innovation

      When it’s said that digital transformation accelerated during the pandemic, what’s really meant is that processes that were formerly done manually became automated through software. In responses to the Tech Trends survey, CIOs say digital transformation was more of a focus during the pandemic, and eight in ten CIOs also say they shifted more than 20% of their organization’s processes to digital during the pandemic. Automating tasks through software can be called digitalization.

      Most organizations became more digitalized during the pandemic. But how they pursued it depends on their IT maturity. For digital laggards, partnering with a technology services platform is the path of least resistance. For sophisticated innovators, they can consider building a platform to address the specific needs of their business process. Doing so requires the foundation of an existing “digital factory” or innovation arm where new technologies can be tested, proofs of concept developed, and external partnerships formed. Patience is key with these efforts, as not every investment will yield immediate returns and some will fail outright.

      Build it or buy it, platform participants integrate with their existing systems through application programming interfaces (APIs). Organizations should determine their platform strategies based on maturity, then look to integrate the business processes that will yield the most gains.

      What role should you play in the platform ecosystem?

      A table with levels on the maturity ladder laid out as a sprint. Column headers are maturity levels 'Struggle', 'Support', 'Optimize', 'Expand', and 'Transform', row headers are 'Maturity' and 'Role'. Roles are assigned to one or many levels. 'Improve' is solely under Struggle. 'Integrate' spans from Support to Transform. 'Buy' spans Support to Expand. 'Build' begins midway through Expand and all of Transform. 'Partner' spans from Optimize to halfway through Transform.

      68% of CIOs say digital transformation became much more of a focus for their organization during the pandemic (Info-Tech Tech Trends 2022 Survey)

      Bob Crozier

      Chief Architect, Allianz Technology & Global Head of Blockchain, Allianz Technology SE

      "Smart contracts are really just workflows between counterparties."

      Photo of Bob Crozier, Chief Architect, Allianz Technology & Global Head of Blockchain, Allianz Technology SE.

      Listen to the Tech Insights podcast:
      How Allianz took a blockchain platform from pilot to 1 million transactions

      Internal interpretation: Allianz Technology

      • 2015
        After smart contracts are demonstrated on the Ethereum blockchain, Allianz and other insurers recognize the business value. There is potential to use the capability to administer a complex, multi-party contract where the presence of the reinsurer in the risk transfer ecosystem is required. Manual contracts could be turned into code and automated. Allianz organized an early proof of concept around a theoretical pandemic excessive loss contract.
      • 2018
        Allianz Chief Architect Bob Crozier is leading the Global Blockchain Center of Competence for Allianz. They educate Allianz on the value of blockchain for business. They also partner with a joint venture between the Technology University of Munich and the state of Bavaria. A cohort of Masters students is looking for real business problems to solve with open-source distributed ledger technology. Allianz puts its problem statement in front of the group. A student team presents a proof of concept for an international motor insurance claims settlement and it comes in second place at a pitch day competition.
      • 2019
        Allianz brings the concept back in-house, and its business leaders return to the concept. Startup Luther Systems is engaged to build a minimum-viable product for the solution, with the goal being a pilot involving three or four subsidiaries in different countries. The Blockchain Center begins communicating with 25 Allianz subsidiaries that will eventually deploy the platform.
      • 2020
        Allianz is in build mode on its international motor insurance claims platform. It leverages its internal Dev/SecOps teams based in Munich and in India.
      • May 2021
        Allianz goes live with its new platform on May 17, decommissioning its old system and migrating all live claims data onto the new blockchain platform. It sees 400 concurrent users go live across Europe.
      • January 2022
        Allianz mines its one-millionth block to its ledger on Jan. 19, with each block representing a peer-to-peer transaction across its 25 subsidiaries in different countries. The platform has settled hundreds of millions of dollars.

      Stock photo of two people arguing over a car crash.

      Implications: Organization, Process, Technology

      External

      • Organization – To explore emerging technologies like blockchain, organizations need staff that are accountable for innovation and have leeway to develop proofs of concept. External partners are often required to bring in fresh ideas and move quickly towards an MVP.
      • Process – According to the Tech Trends 2022 survey, 84% of CIOs consider automation a high-value digital capability, and 77% say identity verification is a high-value capability. A blockchain platform using smart contracts can deliver those.
      • Technology – The Linux Foundation’s Hyperledger Fabric is an open-source blockchain technology that’s become popular in the financial industry for its method of forming consensus and its modular architecture. It’s been adopted by USAA, MasterCard, and PayPal. It also underpins the IBM Blockchain Platform and is supported by Azure Blockchain.

      Internal

      • Organization – Allianz is a holding company that owns Allianz Technology and 25 operating entities across Europe. It uses the technology arm to innovate on the business process and creates shared platforms that its entities can integrate with to automate across the value chain.
      • Process – Initial interest in smart contracts on blockchain were funneled into a student competition, where a proof of concept was developed. Allianz partnered with a startup to develop an MVP, then developed the platform while aligning with its business units ahead of launch.
      • Technology – Allianz built its blockchain platform on Hyperledger Fabric because it was a permissioned system, unlike other public permissionless blockchains such as Ethereum, and because its mining mechanism was much more energy efficient compared to other blockchains using Proof of Work consensus models.

      Resources Applied

      Time to innovate

      Exploring emerging technology for potential use cases is difficult for staff tasked with running day-to-day operations. Organizations serious about innovation create a separate team that can focus on “moonshot” projects and connect with external partners.

      Long-term ROI

      Automation of new business processes often requires a high upfront initial investment for a long-term efficiency gain. A proof of concept should demonstrate clear business value that can be repeated often and for a long period.

      “My next project has to deliver in the tens of millions of value in return. The bar is high and that’s what it should be for a business of our size.” (Bob Crozier, Allianz)

      Allianz

      • Several operating entities from different countries supplied subject matter expertise and helped with the testing process.
      • Allianz Technology team has eight staff members. It is augmented by Luther Systems and the team at industry group B3i.
      • Funding of less than $5 million to develop. Dev team continues to add improvements.
      • Operating requires just one full-time employee plus infrastructure costs, mostly for public cloud hosting.

      Outcomes at Allianz

      From insurer to platform provider

      Deliver your own SaaS: Allianz Technology built its blockchain-based claims settlement platform and its subsidiaries consume it as software as a service. The platform runs on a distributed architecture across Europe, with each node running the same version of the software. Operating entities can also integrate their own systems to the platform via APIs and further automate business processes such as billing.

      Ready to scale: After processing one million transactions, the international claims settlement platform is proven and ready to add more participants. Crozier sees auto repair shops and auto manufacturers as the next logical users.

      Stock photo of Blockchain.
      Allianz is a shareholder of the Blockchain Insurance Industry Initiative (B3i). It is providing a platform used by a group of insurance companies in the commercial and reinsurance space.

      When should we use blockchain? THREE key criteria:

      • Redundant processes
        Different entities follow the same process to achieve the desired outcome.
      • Audit trail
        Accountability in the decision making must be documented.
      • Reconciliation
        Parties need to be able to resolve disputes by tracing back to the truth.

      From Priorities to Action

      It’s a build vs. buy question for platforms

      Allianz was able to build a platform for its group of European subsidiaries because of its established digital factory and commitment to innovation. Allianz Technology is at the “innovate” level of IT maturity, allowing it to create a platform that subsidiaries can integrate with via APIs. For firms that are lower on the IT maturity scale, buying a platform solution is the better path to automation. These firms will be concerned with integrating their legacy systems to platforms that can reduce the friction of their operating environments and introduce modern new capabilities.

      From Info-Tech’s Build a Winning Business Process Automation Playbook

      An infographic comparing pros and cons of Build versus Buy. On the 'Build: High Delivery Capacity & Capability' side is 'Custom Development', 'Data Integration', 'AI/ML', 'Configuration', 'Native Workflow', and 'Low & No Code'. On the 'Buy: Low Delivery Capacity & Capability' side is 'Outsource Development', 'iPaaS', 'Chatbots', 'iBPMS & Rules Engines', 'RPA', and 'Point Solutions'.

      Take the next step

      Accelerate Your Automation Processes
      Integrate automation solutions and take the first steps to building an automation suite.

      Build Effective Enterprise Integration on the Back of Business Process
      From the backend to the frontlines – let enterprise integration help your business processes fly.

      Evolve Your Business Through Innovation
      Innovation teams are tasked with the responsibility of ensuring that their organizations are in the best position to succeed while the world is in a period of turmoil, chaos, and uncertainty.

      “Innovation” gap between importance and effectiveness Info-Tech Research Group Management and Governance Diagnostic Benchmark 2021

      A bar chart illustrating the 'Innovation' gap between importance and effectiveness. The difference is marked as Delta 2.1.

      Prepare to report on new environmental, social, and governance (ESG) metrics

      Priority 05 | ITRG06 Business Intelligence and Reporting

      Be ready to either lead or support initiatives to meet the criteria of new ESG reporting mandates and work toward disclosure reporting solutions.

      Time to get serious about ESG

      What does CSR or ESG mean to a CIO?

      Humans are putting increasing pressure on the planet’s natural environment and creating catastrophic risks as a result. Efforts to mitigate these risks have been underway for the past 30 years, but in the decade ahead regulators are likely to impose more strict requirements that will be linked to the financial value of an organization. Various voluntary frameworks exist for reporting on environmental, social, and governance (ESG) or corporate social responsibility (CSR) metrics. But now there are efforts underway to unify and clarify those standards.

      The most advanced effort toward a global set of standards is in the environmental area. At the United Nations’ COP26 summit in Scotland last November, the International Sustainability Standards Board (ISSB) announced its headquarters (Frankfurt) and three other international office locations (Montreal, San Francisco, and London) and its roadmap for public consultations. It is working with an array of voluntary standards groups toward a consensus.

      In Info-Tech’s 2022 Tech Trends survey, two-thirds of CIOs say their organization is committed to reducing greenhouse gas emissions, yet only 40% say their organizational leadership is very concerned with reducing those emissions. CIOs will need to consider how to align organizational concern with internal commitments and new regulatory pressures. They may investigate new real-time reporting solutions that could serve as a competitive differentiator on ESG.

      Standards informing the ISSB’s global set of climate standards

      A row of logos of organizations that inform ISSB's global set of climate standards.

      67% of CIOs say their organization is committed to reducing greenhouse gases, with one-third saying that commitment is public. (Info-Tech Tech Trends 2022 Survey)

      40% of CIOs say their organizational leadership is very concerned with reducing greenhouse gas emissions.

      David W. Dorman

      Chairman of the board, CVS Health

      “ESG is a question of what you do in the microcosm of your company to make sure there is a clear, level playing field – that there is a color-blind, gender-blind meritocracy available – that you are aware that not in every case can you achieve that without really focusing on it. It’s not going to happen on its own. That’s why our commitments have real dollars behind them and real focus behind them because we want to be the very best at doing them.”

      Photo of David W. Dorman, Chairman of the Board, CVS Health.

      Listen to the Tech Insights podcast:
      CVS Health chairman David Dorman on healthcare's hybrid future

      Internal interpretation: CVS Health

      CVS Health established a new steering committee of senior leaders in 2020 to oversee ESG commitments. It designs its corporate social responsibility strategy, Transform Health 2030, by aligning company activities in four key areas: healthy people, healthy business, healthy planet, and healthy community. The strategy aligns with the United Nations’ Sustainable Development Goals. In alignment with these goals, CVS identifies material topics where the company has the most ability to make an impact. In 2020, its top three topics were:

      1. Access to quality health care
      2. Patient and customer safety
      3. Data protection and privacy
      Material Topic
      Access to quality health care
      Material Topic
      Patient and customer safety
      Material Topic
      Data protection and privacy
      Technology Initiative
      MinuteClinic’s Virtual Collaboration for Nurses

      CVS provided Apple iPads compliant with the Health Insurance Portability and Accountability Act (HIPAA) to clinics in a phased approach, providing training to more than 700 providers in 26 states by February 2021. Nurses could use the iPads to attend virtual morning huddles and access clinical education. Nurses could connect virtually with other healthcare experts to collaborate on delivering patient care in real-time. The project was able to scale across the country through a $50,000 American Nurses Credentialing Center Pathway Award. (Wolters Kluwer Health, Inc.)

      Technology Initiative
      MinuteClinic’s E-Clinic

      MinuteClinics launched this telehealth solution in response to the pandemic, rolling it out in three weeks. The solution complemented video visits delivered in partnership with the Teladoc platform. Visits cost $59 and are covered by Aetna insurance plans, a subsidiary of CVS Health. It hosted more than 20,000 E-Clinic visits through the end of 2020. CVS connected its HealthHUBs to the solution to increase capacity in place of walk-in appointments and managed patients via phone for medication adherence and care plans. CVS also helped behavioral health providers transition patients to virtual visits. (CVS Health)

      Technology Initiative
      Next Generation Authentication Platform

      CVS patented this solution to authenticate customers accessing digital channels. It makes use of the available biometrics data and contextual information to validate identity without the need for a password. CVS planned to extend the platform to voice channels as well, using voiceprint technology. The solution prevents unauthorized access to sensitive health data while providing seamless access for customers. (LinkedIn)

      Implications: Organization, Process, Technology

      External

      • Organization – Since the mid-2010s, younger investors have demonstrated reliance on ESG data when making investment decisions, resulting in the creation of voluntary standards that offered varied approaches. Organizations in ESG exchange-traded funds are outperforming the overall S&P 500 (S&P Global Market Intelligence).
      • Process – Organizations are issuing ESG reports today despite the absence of clear rules to follow for reporting results. With regulators expected to step in to establish more rigid guidelines, many organizations will need to revisit their approach to ESG reports.
      • Technology – Real-time reporting of ESG metrics will become a competitive advantage before 2030. Engineering a solution that can alert organizations to poor performance on ESG measures and allow them to respond could avert losing market value.

      Internal

      • Organization – CVS Health established an ESG Steering Committee in 2020 composed of senior leaders including its chief governance officers, chief sustainability officer, chief risk officer, and controller and SVP of investor relations. It is supported by the ESG Operating Committee.
      • Process – CVS conducts a materiality assessment in accordance with Global Reporting Initiative standards to determine the most significant ESG impacts it can make and what topics most influence the decisions of stakeholders. It engages with various stakeholder groups on CSR topics.
      • Technology – CVS technology initiatives during the pandemic focused on supporting patients and employees in collaborating on health care delivery using virtual solutions, providing rich digital experiences that are easily accessible while upholding high security and privacy standards.

      Resources Applied

      Lack of commitment

      While 83% of businesses state support for the Sustainable Development Goals outlined by the Global Reporting Initiative (GRI), only 40% make measurable commitments to their goals.

      Show your work

      The GRI recommends organizations not only align their activities with sustainable development goals but also demonstrate contributions to specific targets in reporting on the positive actions they carry out. (GRI, “State of Progress: Business Contributions to the SDGS.”)

      “We end up with a longstanding commitment to diversity because that’s what our customer base looks like.” (David Dorman, CVS Health)

      CVS Health

      • The MinuteClinic Virtual Collaboration solution was piloted in Houston, demonstrated success, and won additional $50,000 funding from the Pathway to Excellence Award to scale the program across the country (Wolters Kluwer Health, Inc.).
      • The Next-Gen Authentication solution is provided by the vendor HYPR. It is deployed to ten million users and looking to scale to 30 million more. Pricing for enterprises is quoted at $1 per user, but volume pricing would apply to CVS (HYPR).

      Outcomes at CVS Health

      Delivering on hybrid healthcare solutions

      iPads for collaboration: Healthcare practitioners in the MinuteClinic Virtual Collaboration initiative agreed that it improved the use of interprofessional teams, working well virtually with others, and improved access to professional resources (Wolters Kluwer Health, Inc.)

      Remote healthcare: Saw a 400% increase in MinuteClinic virtual visits in 2020 (CVS Health).

      Verified ID: The Next Generation Authentication platform allowed customers to register for a COVID-19 vaccination appointment. CVS has delivered more than 50 million vaccines (LinkedIn).

      Stock photo of a doctor with an iPad.
      CVS Health is making use of digital channels to connect its customers and health practitioners to a services platform that can supplement visits to a retail or clinic location to receive diagnostics and first-hand care.

      From Priorities to Action

      Become your organization’s ESG Expert

      The risks posed to organizations and wider society are becoming more severe, driving a transition from voluntary frameworks for ESG goals to a mandatory one that’s enforced by investors and governments. Organizations will be expected to tie their core activities to a defined set of ESG goals and maintain a balance sheet of their positive and negative impacts. CIOs should become experts in ESG disclosure requirements and recommend the steps needed to meet or exceed competitors’ efforts. If a leadership vacuum for ESG accountability exists, CIOs can either seek to support their peers that are likely to become accountable or take a leadership role in overseeing the area. CIOs should start working toward solutions that deliver real-time reporting on ESG goals to make reporting frictionless.

      “If you don’t have ESG oversight at the highest levels of the company, it won’t wind up getting the focus. That’s why we review it at the Board multiple times per year. We have an annual report, we compare how we did, what we intended to do, where did we fall short, where did we exceed, and where we can run for daylight to do more.” (David Dorman, CVS Health)

      Take the next step

      ESG Disclosures: How Will We Record Status Updates on the World We Are Creating?
      Prepare for the era of mandated environmental, social, and governance disclosures.

      Private Equity and Venture Capital Growing Impact of ESG Report
      Learn about how the growing impact of ESG affects both your organization and IT specifically, including challenges and opportunities, with expert assistance.

      “Business Intelligence and Reporting” gap between importance and effectiveness
      Info-Tech Research Group Management and Governance Diagnostic Benchmark 2021

      A bar chart illustrating the 'BI and Reporting' gap between importance and effectiveness. The difference is marked as Delta 2.4.

      The Five Priorities

      Priorities to compete in the digital economy

      1. Reduce Friction in the Hybrid Operating Model
      2. Improve Your Ransomware Readiness
      3. Support an Employee-Centric Retention Strategy
      4. Design an Automation Platform
      5. Prepare to Report on New Environmental, Social, and Governance Metrics

      Contributing Experts

      Elizabeth Clark

      CIO, Harvard Business School
      Photo of Elizabeth Clark, CIO, Harvard Business School.

      Jeff Previte

      Executive Vice-President of IT, CrossCountry Mortgage
      Photo of Jeff Previte, Executive Vice-President of IT, CrossCountry Mortgage.

      Bob Crozier

      Chief Architect, Allianz Technology & Global Head of Blockchain, Allianz Technology SE
      Photo of Bob Crozier, Chief Architect, Allianz Technology & Global Head of Blockchain, Allianz Technology SE.

      David W. Dorman

      Chairman of the Board, CVS Health
      Photo of David W. Dorman, Chairman of the Board, CVS Health.

      Info-Tech’s internal CIO panel contributors

      • Bryan Tutor
      • John Kemp
      • Mike Schembri
      • Janice Clatterbuck
      • Sandy Silk
      • Sallie Wright
      • David Wallace
      • Ken McGee
      • Mike Tweedie
      • Cole Cioran
      • Kevin Tucker
      • Angelina Atkins
      • Yakov Kofner
      Photo of an internal CIO panel contributor. Photo of an internal CIO panel contributor.Photo of an internal CIO panel contributor.
      Photo of an internal CIO panel contributor.Photo of an internal CIO panel contributor.Photo of an internal CIO panel contributor.Photo of an internal CIO panel contributor.
      Photo of an internal CIO panel contributor.Photo of an internal CIO panel contributor.Photo of an internal CIO panel contributor.

      Thank you for your support

      Logo for the Blockchain Research Institute.
      Blockchain Research Institute

      Bibliography – CIO Priorities 2022

      “2020 Corporate Social Responsibility Report.” CVS Health, 2020, p. 127. Web.

      “Adversary: Doppel Spider - Threat Actor.” Crowdstrike Adversary Universe, 2021. Accessed 29 Dec. 2021.

      “Aetna CVS Health Success Story.” HYPR, n.d. Accessed 6 Feb. 2022.

      Baig, Aamer. “The CIO agenda for the next 12 months: Six make-or-break priorities.” McKinsey Digital, 1 Nov. 2021. Web.

      Ball, Sarah, Kristene Diggins, Nairobi Martindale, Angela Patterson, Anne M. Pohnert, Jacinta Thomas, Tammy Todd, and Melissa Bates. “2020 ANCC Pathway Award® winner.” Wolters Kluwer Health, Inc., 2021. Accessed 6 Feb. 2022.

      “Canadian Universities Propose Designs for a Central Bank Digital Currency.” Bank of Canada, 11 Feb. 2021. Accessed 14 Dec. 2021.

      “Carbon Sequestration in Wetlands.” MN Board of Water and Soil Resources, n.d. Accessed 15 Nov. 2021.

      “CCM Honored as a NorthCoast 99 Award Winner.” CrossCountry Mortgage, 1 Dec. 2021. Web.

      Cheek, Catherine. “Four Things We Learned About the Resignation Wave–and What to Do Next.” Visier Inc. (blog), 5 Oct. 2021. Web.

      “Companies Using Hyperledger Fabric, Market Share, Customers and Competitors.” HG Insights, 2022. Accessed 25 Jan. 2022.

      “IFRS Foundation Announces International Sustainability Standards Board, Consolidation with CDSB and VRF, and Publication of Prototype Disclosure Requirements.” IFRS, 3 Nov. 2021. Web.

      “IT Priorities for 2022: A CIO Report.” Mindsight, 28 Oct. 2021. Web.

      “Job Openings and Labor Turnover Survey.” Databases, Tables & Calculators by Subject, U.S. Bureau of Labor Statistics, 2022. Accessed 9 Feb. 2022.

      Kumar, Rashmi, and Michael Krigsman. “CIO Planning and Investment Strategy 2022.” CXOTalk, 13 Sept. 2021. Web.

      Leonhardt, Megan. “The Great Resignation Is Hitting These Industries Hardest.” Fortune, 16 Nov. 2021. Accessed 7 Jan. 2022.

      “Most companies align with SDGs – but more to do on assessing progress.” Global Reporting Initiative (GRI), 17 Jan. 2022. Web.

      Navagamuwa, Roshan. “Beyond Passwords: Enhancing Data Protection and Consumer Experience.” LinkedIn, 15 Dec. 2020.

      Ojo, Oluwaseyi. “Achieving Digital Business Transformation Using COBIT 2019.” ISACA, 19 Aug. 2019. Web.

      “Priority.” Lexico.com, Oxford University Press, 2021. Web.

      Riebold, Jan, and Yannick Bartens. “Reinventing the Digital IT Operating Model for the ‘New Normal.’” Capgemini Worldwide, 3 Nov. 2020. Web.

      Samuels, Mark. “The CIO’s next priority: Using the tech budget for growth.” ZDNet, 1 Sept. 2021. Accessed 1 Nov. 2021.

      Sayer, Peter. “Exclusive Survey: CIOs Outline Tech Priorities for 2021-22.” CIO, 5 Oct. 2021. Web.

      Shacklett, Mary E. “Where IT Leaders Are Likely to Spend Budget in 2022.” InformationWeek, 10 Aug. 2021. Web.

      “Table 4. Quits Levels and Rates by Industry and Region, Seasonally Adjusted - 2021 M11 Results.” U.S. Bureau of Labor Statistics, Economic News Release, 1 Jan. 2022. Accessed 7 Jan. 2022.

      “Technology Priorities CIOs Must Address in 2022.” Gartner, 19 Oct. 2021. Accessed 1 Nov. 2021.

      Thomson, Joel. Technology, Talent, and the Future Workplace: Canadian CIO Outlook 2021. The Conference Board of Canada, 7 Dec. 2021. Web.

      “Trend.” Lexico.com, Oxford University Press, 2021. Web.

      Vellante, Dave. “CIOs signal hybrid work will power tech spending through 2022.” SiliconANGLE, 25 Sept. 2021. Web.

      Whieldon, Esther, and Robert Clark. “ESG funds beat out S&P 500 in 1st year of COVID-19; how 1 fund shot to the top.” S&P Global Market Intelligence, April 2021. Accessed Dec. 2021.

      Define Service Desk Metrics That Matter

      • Buy Link or Shortcode: {j2store}491|cart{/j2store}
      • member rating overall impact: N/A
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      • Parent Category Name: Service Desk
      • Parent Category Link: /service-desk
      • Consolidate your metrics and assign context and actions to ones currently tracked.
      • Establish tension metrics to see and tell the whole story.
      • Split your metrics for each stakeholder group. Assign proper cadences for measurements as a first step to building an effective dashboard.

      Our Advice

      Critical Insight

      • Identify the metrics that serve a real purpose and eliminate the rest. Establish a formal review process to ensure metrics are still valid, continue to provide the answers needed, and are at a manageable and usable level.

      Impact and Result

      • Tracking goal- and action-based metrics allows you to make meaningful, data-driven decisions for your service desk. You can establish internal benchmarks to set your own baselines.
      • Predefining the audience and cadence of each metric allows you to construct targeted dashboards to aid your metrics analysis.

      Define Service Desk Metrics That Matter Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Define Service Desk Metrics That Matter Storyboard – A deck that shows you how to look beyond benchmarks and rely on internal metrics to drive success.

      Deciding which service desk metrics to track and how to analyze them can be daunting. Use this deck to narrow down your goal-oriented metrics as a starting point and set your own benchmarks.

      • Define Service Desk Metrics That Matter Storyboard

      2. Service Desk Metrics Workbook – A tool to organize your service desk metrics.

      For each metric, consider adding the relevant overall goal, audience, cadence, and action. Use the audience and cadence of the metric to split your tracked metrics into various dashboards. Your final list of metrics and reports can be added to your service desk SOP.

      • Service Desk Metrics Workbook
      [infographic]

      Further reading

      Define Service Desk Metrics That Matter

      Look beyond benchmarks and rely on internal metrics to drive success.

      Analyst Perspective

      Don’t get paralyzed by benchmarks when establishing metrics

      When establishing a suite of metrics to track, it’s tempting to start with the metrics measured by other organizations. Naturally, benchmarking will enter the conversation. While benchmarking is useful, measuring you organization against others with a lack of context will only highlight your failures. Furthermore, benchmarks will highlight the norm or common practice. It does not necessarily highlight best practice.

      Keeping the limitations of benchmarking in mind, establish your own metrics suite with action-based metrics. Define the audience, cadence, and actions for each metric you track and pair them with business goals. Measure only what you need to.

      Slowly improve your metrics process over time and analyze your environment using your own data as your benchmark.

      Benedict Chang

      Research Analyst, Infrastructure & Operations

      Info-Tech Research Group

      Executive Summary

      Your Challenge

      • Measure the business value provided by the service desk.
      • Consolidate your metrics and assign context and actions to ones currently tracked.
      • Establish tension metrics to see and tell the whole story.
      • Split your metrics for each stakeholder group. Assign proper cadences for measurements as a first step to building an effective dashboard or effective dashboards.

      Common Obstacles

      • Becoming too focused on benchmarks or unidimensional metrics (e.g. cost, first-contact resolution, time to resolve) can lead to misinterpretation of the data and poorly informed actions.
      • Sifting through the many sources of data post hoc can lead to stalling in data analysis or slow reaction times to poor metrics.
      • Dashboards can quickly become cluttered with uninformative metrics, thus reducing the signal-to-noise ratio of meaningful data.

      Info-Tech's Approach

      • Use metrics that drive productive change and improvement. Track only what you need to report on.
      • Ensure each metric aligns with the desired business goal, is action-based, and includes the answers to what, why, how, and who.
      • Establish internal benchmarks by analyzing the trends from your own data to set baselines.
      • Act on the results of your metrics by adjusting targets and measuring success.

      Info-Tech Insight

      Identify the metrics that serve a real purpose and eliminate the rest. Establish a formal review process to ensure metrics are still valid, continue to provide the answers needed, and are at a manageable and usable level.

      Improve your metrics to align IT with strategic business goals

      The right metrics can tell the business how hard IT works and how well they perform.

      • Only 19% of CXOs feel that their organization is effective at measuring the success of IT projects with their current metrics.
      • Implementing the proper metrics can facilitate communication between the business division and IT practice.
      • The proper metrics can help IT know what issues the business has and how the CEO and CIO should tackle them.
      • If the goals above resonate with your organization, our blueprint Take Control of Infrastructure and Operations Metrics will take you through the right steps.

      Current Metrics Suite

      19% Effective

      36% Some Improvement Necessary

      45% Significant Improvement Necessary

      Source: Info-Tech Research Group’s CEO/CIO Alignment Diagnostic, 2019; N=622

      CXOs stress that value is the most critical area for IT to improve in reporting

      • You most likely have to improve your metrics suite by addressing business value.
      • Over 80% of organizations say they need improvement to their business value metrics, with 32% of organizations reporting that significant improvement is needed.
      • Of course, measuring metrics for service desk operations is important, but don’t forget business-oriented metrics such as measuring knowledgebase articles written for shift-left enablement, cost (time and money) of service desk tickets, and overall end-user satisfaction.

      The image shows a bar graph with percentages on the Y-Acis, and the following categories on the X-Axis: Business value metrics; Stakeholder satisfaction reporting; Risk metrics; Technology performance & operating metrics; Cost & Salary metrics; and Ad hoc feedback from executives and staff. Each bar is split into two sections, with the blue section marked a Significant Improvement Necessary, and the purple section labelled Some Improvement necessary. Two sections are highlighted with red circles: Business Value metrics--32% blue; 52% purple; and Technology performance & operating metrics--23% blue and 51% purple.

      Source: Info-Tech Research Group’s CEO/CIO Alignment Diagnostic, 2019; N=622

      Benchmarking used in isolation will not tell the whole story

      Benchmarks can be used as a step in the metrics process

      They can be the first step to reach an end goal, but if benchmarks are observed in isolation, it will only highlight your failures.

      Benchmarking relies on standardized models

      This does not account for all the unique variables that make up an IT organization.

      For example, benchmarks that include cost and revenue may include organizations that prioritize first-call resolution (FCR), but the variables that make up this benchmark model will be quite different within your own organization.

      Info-Tech Insight

      Benchmarks reflect the norm and common practice, not best practice.

      Benchmarks are open to interpretation

      Taking the time to establish proper metrics is often more valuable time spent than going down the benchmark rabbit hole.

      Being above or below the norm is neither a good nor a bad thing.

      Determining what the results mean for you depends on what’s being measured and the unique factors, characteristics, and priorities in your organization.

      If benchmark data is a priority within your IT organization, you may look up organizations like MetricNet, but keep the following in mind:

      Review the collected benchmark data

      See where IT organizations in your industry typically stand in relation to the overall benchmark.

      Assess the gaps

      Large gaps between yourself and the overall benchmark could indicate areas for improvement or celebration. Use the data to focus your analysis, develop deeper self-awareness, and prioritize areas for potential concern.

      Benchmarks are only guidelines

      The benchmark source data may not come from true peers in every sense. Each organization is different, so always explore your unique context when interpreting any findings.

      Rely on internal metrics to measure and improve performance

      Measure internal metrics over time to define goals and drive real improvement

      • Internally measured metrics are more reliable because they provide information about your actual performance over time. This allows for targeted improvements and objective measurements of your milestones.
      • Whether a given metric is the right one for your service desk will depend on several different factors, including:
        • The maturity and capability of your service desk processes
        • The volume of service requests and incidents
        • The complexity of your environment when resolving tickets
        • The degree to which your end users are comfortable with self-service

      Take Info-Tech’s approach to metrics management

      Use metrics that drive productive change and improvement. Track only what you need to report on.

      Ensure each metric aligns with the desired business goal, is action-based, and includes the answers to what, why, how, and who.

      Establish internal benchmarks by analyzing the trends from your own data to set baselines.

      Act on the results of your metrics by adjusting targets and measuring success.

      Define action-based metrics to cut down on analysis paralysis

      Every metric needs to be backed with the following criteria:

      • Defining audience, cadence, goal, and action for each metric allows you to keep your tracked metrics to a minimum while maximizing the value.
      • The audience and cadence of each metric may allow you to define targeted dashboards.

      Audience - Who is this metric tracked for?

      Goal - Why are you tracking this metric? This can be defined along with the CSFs and KPIs.

      Cadence - How often are you going to view, analyze, and action this metric?

      Action - What will you do if this metric spikes, dips, trends up, or trends down?

      Activity 1. Define your critical success factors and key performance indicators

      Critical success factors (CSFs) are high-level goals that help you define the direction of your service desk. Key performance indicators (KPIs) can be treated as the trend of metrics that will indicate that you are moving in the direction of your CSFs. These will help narrow the data you have to track and action (metrics).

      CSFs, or your overall goals, typically revolve around three aspects of the service desk: time spent on tickets, resources spent on tickets, and the quality of service provided.

      1. As a group, brainstorm the CSFs and the KPIs that will help narrow your metrics. Use the Service Desk Metrics Workbook to record the results.
      2. Look at the example to the right as a starting point.

      Example metrics:

      Critical success factor Key performance indicator
      High End-User Satisfaction Increasing CSAT score on transactional surveys
      High end-user satisfaction score
      Proper resolution of tickets
      Low time to resolve
      Low Cost per Ticket Decreasing cost per ticket (due to efficient resolution, FCR, automation, self-service, etc.)
      Improve Access to Self-Service (tangential to improve customer service) High utilization of knowledgebase
      High utilization of portal

      Download the Service Desk Metrics Workbook

      Activity 2. Define action-based metrics that align with your KPIs and CSFs

      1. Now that you have defined your goals, continue to fill the workbook by choosing metrics that align with those goals.
      2. Use the chart below as a guide. For every metric, define the cadence of measurement, audience of the metric, and action associated with the metric. There may be multiple metrics for each KPI.
      3. If you find you are unable to define the cadence, audience, or action associated with a metric, you may not need to track the metric in the first place. Alternatively, if you find that you may action a metric in the future, you can decide to start gathering data now.

      Example metrics:

      Critical success factor Key performance indicator Metric Cadence Audience Action
      High End-User Satisfaction Increasing CSAT score on transactional surveys Monthly average of ticket satisfaction scores Monthly Management Action low scores immediately, view long-term trends
      High end-user satisfaction score Average end-user satisfaction score from annual survey Annually IT Leadership View IT satisfaction trends to align IT with business direction
      Proper resolution of tickets Number of tickets reopened Weekly Service Desk Technicians Action reopened tickets, look for training opportunities
      SLA breach rate Daily Service Desk Technicians Action reopened tickets, look for training opportunities
      Low time to resolve Average TTR (incidents) Weekly Management Look for trends to monitor resources
      Average TTR by priority Weekly Management Look for TTR solve rates to align with SLA
      Average TTR by tier Weekly Management Look for improperly escalated tickets or shift-left opportunities

      Download the Service Desk Metrics Workbook

      Activity 3. Define the data ownership, metric viability, and dashboards

      1. For each metric, define where the data is housed. Ideally, the data is directly in the ticketing tool or ITSM tool. This will make it easy to pull and analyze.
      2. Determine how difficult the metric will be to pull or track. If the effort is high, decide if the value of tracking the metric is worth the hassle of gathering it.
      3. Lastly, for each metric, use the cadence and audience to place the metric in a reporting dashboard. This will help divide your metrics and make them easier to report and action.
      4. You may use the output of this exercise to add your tracked metrics to your service desk SOP.
      5. A full suite of metrics can be found in our Infrastructure & Operations Metrics Library in the Take Control of Infrastructure Metrics Storyboard. The metrics have been categorized by low, medium, and advanced capabilities for you.

      Example metrics:

      Metric Who Owns the Data? Efforts to Track? Dashboards
      Monthly average of ticket satisfaction scores Service Desk Low Monthly Management Meeting
      Average end-user satisfaction score Service Desk Low Leadership Meeting
      Number of tickets reopened Service Desk Low Weekly Technician Standup
      SLA breach rate Service Desk Low Daily Technician Standup
      Average TTR (incidents) Service Desk Low Weekly Technician Standup
      Average TTR by priority Service Desk Low Weekly Technician Standup
      Average TTR by tier Service Desk Low Weekly Technician Standup
      Average TTR (SRs) Service Desk Low Weekly Technician Standup
      Number of tickets reopened Service Desk Low Daily Technician Standup

      Download the Service Desk Metrics Workbook

      Keep the following considerations in mind when defining which metrics matter

      Keep the customer in mind

      Metrics are typically focused on transactional efficiency and process effectiveness and not what was achieved against the customers’ need and satisfaction.

      Understand the relationships between performance and metrics management to provide the end-to-end service delivery picture you are aiming to achieve.

      Don’t settle for tool defaults

      ITSM solutions offer an abundance of metrics to choose from. The most common ones are typically built into the reporting modules of the tool suite.

      Do not start tracking everything. Choose metrics that are specifically aligned to your organization’s desired business outcomes.

      Establish tension metrics to achieve balance

      Don’t ignore the correlation and context between the suites of metrics chosen and how one interacts and affects the other.

      Measuring metrics in isolation may lead to an incomplete picture or undesired technician behavior. Tension metrics help complete the picture and lead to proper actions.

      Adjust those targets

      An arbitrary target on a metric that is consistently met month over month is useless. Each metric should inform the overall performance by combining capable service level management and customer experience programs to prove the value IT is providing to the organization.

      Related Info-Tech Research

      Standardize the Service Desk

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      Define the Role of Project Management in Agile and Product-Centric Delivery

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      • There are many voices with different opinions on the role of project management. This causes confusion and unnecessary churn.
      • Project management and product management naturally align to different time horizons. Harmonizing their viewpoints can take significant work.
      • Different parts of the organization have diverse views on how to govern and fund pieces of work, which leads to confusion when it comes to the role of project management.

      Our Advice

      Critical Insight

      There is no one-size-fits-all approach to product delivery. For many organizations product delivery requires detailed project management practices, while for others it requires much less. Taking an outcome-first approach when planning your product transformation is critical to make the right decision on the balance between project and product management.

      Impact and Result

      • Get alignment on the definition of projects and products.
      • Understand the differences between delivering projects and delivering products.
      • Line up your project management activities with the needs of Agile and product-centric projects.
      • Understand how funding can change when moving away from project-centric delivery.

      Define the Role of Project Management in Agile and Product-Centric Delivery Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Define the Role of Project Management in Agile and Product-Centric Delivery – A guide that walks you through how to define the role of project management in product-centric and Agile delivery environments.

      The activities in this research will guide you through clarifying how you want to talk about projects and products, aligning project management and agility, specifying the different activities for project management, and identifying key differences with funding of products instead of projects.

      • Define the Role of Project Management in Agile and Product-Centric Delivery Storyboard
      [infographic]

      Further reading

      Define the Role of Project Management in Agile and Product-Centric Delivery

      Projects and products are not mutually exclusive.

      Table of Contents

      3 Analyst Perspective

      4 Executive Summary

      7 Step 1.1: Clarify How You Want to Talk About Projects and Products

      13 Step 1.2: Align Project Management and Agility

      16 Step 1.3: Specify the Different Activities for Project Management

      20 Step 1.4: Identify Key Differences in Funding of Products Instead of Projects

      25 Where Do I Go Next?

      26 Bibliography

      Analyst Perspective

      Project management still has an important role to play!

      When moving to more product-centric delivery practices, many assume that projects are no longer necessary. That isn’t necessarily the case!

      Product delivery can mean different things to different organizations, and in many cases it can involve the need to maintain both projects and project delivery.

      Projects are a necessary vehicle in many organizations to drive value delivery, and the activities performed by project managers still need to be done by someone. It is the form and who is involved that will change the most.

      Photo of Ari Glaizel, Practice Lead, Applications Delivery and Management, Info-Tech Research Group.

      Ari Glaizel
      Practice Lead, Applications Delivery and Management
      Info-Tech Research Group

      Executive Summary

      Your Challenge
      • Organizations are under pressure to align the value they provide with the organization’s goals and overall company vision.
      • In response, they are moving to more product-centric delivery practices.
      • Previously, project managers focused on the delivery of objectives through a project, but changes in delivery practices result in de-emphasizing this. What should project managers should be doing?
      Common Obstacles
      • There are many voices with different opinions on the role of project management. This causes confusion and unnecessary churn.
      • Project management and product management naturally align to different time horizons. Harmonizing their viewpoints can take significant work.
      • Different parts of the organization have very specific views on how to govern and fund pieces of work, which leads to confusion about the role of project management.
      Info-Tech’s Approach
      • Get alignment on the definition of projects and products.
      • Understand the differences between delivering projects and products.
      • Line up your project management activities with the needs of Agile and product-centric projects.
      • Understand how funding can change when moving away from project-centric delivery.

      Info-Tech Insight

      There is no one-size-fits-all approach to product delivery. For many organizations product delivery requires detailed project management practices, while for others it requires much less. Taking an outcome-first approach when planning your product transformation is critical to make the right decision on the balance between project and product management.

      Your evolution of delivery practice is not a binary switch

      1. PROJECTS WITH WATERFALL The project manager is accountable for delivery of the project, and the project manager owns resources and scope.
      2. PROJECTS WITH AGILE DELIVERY A transitional state where the product owner is accountable for feature delivery and the project manager accountable for the overall project.
      3. PRODUCTS WITH AGILE PROJECT AND OPERATIONAL DELIVERY The product owner is accountable for the delivery of the project and products, and the project manager plays a role of facilitator and enabler.
      4. PRODUCTS WITH AGILE DELIVERY Delivery of products can happen without necessarily having projects. However, projects could be instantiated to cover major initiatives.

      Info-Tech Insight

      • Organizations do not need to go to full product and Agile delivery to improve delivery practices! Every organization needs to make its own determination on how far it needs to go. You can do it in one step or take each step and evaluate how well you are delivering against your goals and objectives.
      • Many organizations will go to Products With Agile Project and Operational Delivery, and some will go to Products With Agile Delivery.

      Activities to undertake as you transition to product-centric delivery

      1. PROJECTS WITH WATERFALL
        • Clarify how you want to talk about projects and products. The center of the conversation will start to change.
      2. PROJECTS WITH AGILE DELIVERY
        • Align project management and agility. They are not mutually exclusive (but not necessarily always aligned).
      3. PRODUCTS WITH AGILE PROJECT AND OPERATIONAL DELIVERY
        • Specify the different activities for project management. As you mature your product practices, project management becomes a facilitator and collaborator.
      4. PRODUCTS WITH AGILE DELIVERY
        • Identify key differences in funding. Delivering products instead of projects requires a change in the focus of your funding.

      Step 1.1

      Clarify How You Want to Talk About Projects and Products

      Activities
      • 1.1.1 Define “product” and “project” in your context
      • 1.1.2 Brainstorm potential changes in the role of projects as you become Agile and product-centric

      This step involves the following participants:

      • Product owners
      • Product managers
      • Development team leads
      • Portfolio managers
      • Business analysts

      Outcomes of this step

      • An understanding of how the role can change through the evolution from project to more product-centric practices

      Definition of terms

      Project

      “A temporary endeavor undertaken to create a unique product, service, or result. The temporary nature of projects indicates a beginning and an end to the project work or a phase of the project work. Projects can stand alone or be part of a program or portfolio.” (PMBOK, PMI)
      Stock image of an open head with a city for a brain.

      Product

      “A tangible solution, tool, or service (physical or digital) that enables the long-term and evolving delivery of value to customers and stakeholders based on business and user requirements.” (Deliver on Your Digital Product Vision, Info-Tech Research Group)

      Info-Tech InsightLet these definitions be a guide, not necessarily to be taken verbatim. You need to define these terms in your context based on your particular needs and objectives. The only caveat is to be consistent with your usage of these terms in your organization.

      1.1.1 Define “product” and “project” in your context

      30-60 minutes

      Output: Your enterprise/organizational definition of products and projects

      Participants: Executives, Product/project managers, Applications teams

      1. Discuss what “product” and “project” mean in your organization.
      2. Create common, enterprise-wide definitions for “product” and “project.”
      3. Screenshot of the previous slide's definitions of 'Project' and 'Product'.

      Agile and product management does not mean projects go away

      Diagram laying out the roadmap for 'Continuous delivery of value'. Beginning with 'Projects With Agile Delivery' in which Projects with features and services end in a Product Release that is disconnected from the continuum. Then the 'Products With Agile Project and Operational Delivery' and 'Products With Agile Delivery' which are connected by a 'Product Roadmap' and 'Product Backlog' have Product Releases that connect to the continuum.

      Projects Within Products

      Regardless of whether you recognize yourself as a “product-based” or “project-based” shop, the same basic principles should apply.

      You go through a period or periods of project-like development to build or implement a version of an application or product.

      You also have parallel services along with your project development that encompass the more product-based view. These may range from basic support and maintenance to full-fledged strategy teams or services like sales and marketing.

      Info-Tech Note

      As your product transformation continues, projects can become optional and needed only as part of your organization’s overall delivery processes

      Identify the differences between a project-centric and a product-centric organization

      Project Product
      Fund projects — Funding –› Fund teams
      Line-of-business sponsor — Prioritization –› Product owner
      Project owner — Accountability –› Product owner
      Makes specific changes to a product —Product management –› Improves product maturity and support of the product
      Assignment of people to work — Work allocation –› Assignment of work to product teams
      Project manager manages — Capacity management –› Team manages

      Info-Tech Insight

      Product delivery requires significant shifts in the way you complete development and implementation work and deliver value to your users. Make the changes that support improving end-user value and enterprise alignment.

      1.1.2 Brainstorm potential changes in the role of projects as you become Agile and product-centric

      5-10 minutes

      Output: Increased appreciation of the relationship between project and product delivery

      Participants: Executives, Product/project managers, Applications teams

      • Discuss as a group:
        • What stands out in the evolution from project to product?
        • What concerns do you have with the change?
        • What will remain the same?
        • Which changes feel the most impactful?
        • Screenshot of the slide's 'Continuous delivery of value' diagram.

      Step 1.2

      Align Project Management and Agility

      Activities
      • 1.2.1 Explore gaps in Agile/product-centric delivery of projects

      This step involves the following participants:

      • Executives
      • Product/Project managers
      • Applications teams

      Outcomes of this step

      • A clearer view of how agility can be introduced into projects.

      Challenges with the project management role in Agile and product-centric organizations

      Many project managers feel left out in the cold. That should not be the case!

      In product-centric, Agile teams, many roles that a project manager previously performed are now taken care of to different degrees by the product owner, delivery team, and process manager.

      The overall change alters the role of project management from one that orchestrates all activities to one that supports, monitors, and escalates.

      Product Owner
      • Defines the “what” and heavily involved in the “when” and the “why”
      • Accountable for delivery of value
      Delivery team members
      • Define the “how”
      • Accountable for building and delivering high-quality deliverables
      • Can include roles like user experience, interaction design, business analysis, architecture
      Process Manager
      • Facilitates the other teams to ensure valuable delivery
      • Can potentially, in a Scrum environment, play the scrum master role, which involves leading scrums, retrospectives, and sprint reviews and working to resolve team issues and impediments
      • Evolves into more of a facilitator and communicator role

      1.2.1 Explore gaps in Agile/ product-centric delivery of projects

      5-10 minutes

      Output: An assessment of what is in the way to effectively deliver on Agile and product-focused projects

      Participants: Executives, Product/project managers, Applications teams

      • Discuss as a group:
        • What project management activities do you see in Agile/product roles?
        • What gaps do you see?
        • How can project management help Agile/product teams be successful?

      Step 1.3

      Specify the Different Activities for Project Management

      Activities
      • 1.3.1 Articulate the changes in a project manager’s role

      This step involves the following participants:

      • Executives
      • Product/Project managers
      • Applications teams

      Outcomes of this step

      • An understanding of the role of project management in an Agile and product context

      Kicking off the project

      Product-centric delivery still requires key activities to successfully deliver value. Where project managers get their information from does change.

      Stock photo of many hands grabbing a 2D rocketship.
      Project Charter

      Project managers should still define a charter and capture the vision and scope. The vision and high-level scope is primarily defined by the product owner.

      Key Stakeholders and Communication

      Clearly defining stakeholders and communication needs is still important. However, they are defined based on significant input and cues by the product owner.

      Standardizing on Tools and Processes

      To ensure consistency across projects, project managers will want to align tools to how the team manages their backlog and workflow. This will smooth communication about status with stakeholders.

      Info-Tech Insight

      1. Product management plays a similar role to the one that was traditionally filled by the project sponsor except for a personal accountability to the product beyond the life of the project.
      2. When fully transitioned to product-centric delivery, these activities could be replaced by a product canvas. See Deliver on Your Digital Product Vision for more information.

      During the project: Three key activities

      The role of project management evolves from a position of ownership to a position of communication, collaboration, and coordination.

      1. Support
        • Communicate Agile/product team needs to leadership
        • Liaise and co-ordinate for non-Agile/product-focused parts of the organization
        • Coach members of the team
      2. Monitoring
        • Regular status updates to PMO still required
        • Metrics aligned with Agile/product practices
        • Leverage similar tooling and approaches to what is done locally on Agile/product teams (if possible)
      3. Escalation
        • Still a key escalation point for roadblocks that go outside the product teams
        • Collaborate closely with Agile/product team leadership and scrum masters (if applicable)
      Cross-section of a head, split into three levels with icons representing the three steps detailed on the left, 'Support', 'Monitoring', and 'Escalation'.

      1.3.1: Articulate the changes in a project manager’s role

      5-10 minutes

      Output: Current understanding of the role of project management in Agile/product delivery

      Participants: Executives, Product/project managers, Applications teams

      Why is this important?

      Project managers still have a role to play in Agile projects and products. Agreeing to what they should be doing is critical to successfully moving to a product-centric approach to delivery.

      • Review how Info-Tech views the role of project management at project initiation and during the project.
      • Review the state of your Agile and product transformation, paying special attention to who performs which roles.
      • Discuss as a group:
        • What are the current activities of project managers in your organization?
        • Based on how you see delivery practices evolving, what do you see as the new role of project managers when it comes to Agile-centric and product-centric delivery.

      Step 1.4

      Identify Key Differences in Funding of Products Instead of Projects

      Activities
      • 1.4.1 Discuss traditional versus product-centric funding methods

      This step involves the following participants:

      • Executives
      • Product owners
      • Product managers
      • Project managers
      • Delivery managers

      Outcomes of this step

      • Identified differences in funding of products instead of projects

      Planning and budgeting for products and families

      Reward for delivering outcomes, not features

      Autonomy

      Icon of a diamond.

      Fund what delivers value

      Fund long-lived delivery of value through products (not projects).

      Give autonomy to the team to decide exactly what to build.

      Flexibility

      Icon of a dollar sign.

      Allocate iteratively

      Allocate to a pool based on higher-level business case.

      Provide funds in smaller amounts to different product teams and initiatives based on need.

      Arrow cycling right in a clockwise motion.



      Arrow cycling left in a clockwise motion.

      Accountability

      Icon of a target.

      Measure and adjust

      Product teams define metrics that contribute to given outcomes.

      Track progress and allocate more (or less) funds as appropriate.

      Stock image of two suited hands exchanging coins.

      Info-Tech Insight

      Changes to funding require changes to product and Agile practices to ensure product ownership and accountability.

      (Adapted from Bain & Company)

      Budgeting approaches must evolve as you mature your product operating environment

      TRADITIONAL PROJECTS WITH WATERFALL DELIVERY TRADITIONAL PROJECTS WITH AGILE DELIVERY PRODUCTS WITH AGILE PROJECT DELIVERY PRODUCTS WITH AGILE DELIVERY

      WHEN IS THE BUDGET TRACKED?

      Budget tracked by major phases Budget tracked by sprint and project Budget tracked by sprint and project Budget tracked by sprint and release

      HOW ARE CHANGES HANDLED?

      All change is by exception Scope change is routine; budget change is by exception Scope change is routine; budget change is by exception Budget change is expected on roadmap cadence

      WHEN ARE BENEFITS REALIZED?

      Benefits realization post project completion Benefits realization ongoing throughout the life of the project Benefits realization ongoing throughout the life of the product Benefits realization ongoing throughout life of the product

      WHO DRIVES?

      Project Manager
      • Project team delivery role
      • Refines project scope, advocates for changes in the budget
      • Advocates for additional funding in the forecast
      Product Owner
      • Project team delivery role
      • Refines project scope, advocates for changes in the budget
      • Advocates for additional funding in the forecast
      Product Manager
      • Product portfolio team role
      • Forecasting new initiatives during delivery to continue to drive value throughout the life of the product
      Product Manager
      • Product family team role
      • Forecasting new initiatives during delivery to continue to drive value throughout the life of the product
      ˆ ˆ
      Hybrid Operating Environments

      Info-Tech Insight

      As you evolve your approach to product delivery, you will be decoupling the expected benefits, forecast, and budget. Managing them independently will improve your ability adapt to change and drive the right outcomes!

      1.4.1 Discuss traditional versus product-centric funding methods

      30 minutes

      Output: Understanding of funding principles and challenges

      Participants: Executives, Product owners, Product managers, Project managers, Delivery managers

      1. Discuss how projects are currently funded.
      2. Review how the Agile/product funding models differ from how you currently operate.
      3. What changes do you need to consider to support a product delivery model?
      4. For each change, identify the key stakeholders and list at least one action to take.

      Case Study

      Global Digital Financial Services Company

      This financial services company looked to drive better results by adopting more product-centric practices.

      • Its projects exhibited:
        • High complexity/strong dependencies between components
        • High implementation effort
        • High clarification/reconciliation (more than two departments involved)
        • Multiple methodologies (Agile/Waterfall/Hybrid)
      • The team recognized they could not get rid of projects entirely, but getting to a level where there was a coordinated delivery between projects and products being implemented is important.
      Results
      • Moving several initiatives to more product-centric practices allowed for:
        • Delivery within current assigned capacity
        • Limited need for coordination across departments
        • Lower complexity
        • A unified Agile approach to delivery
      • Through balancing the needs of projects and products, there were three key insights about the project management’s role:
        • The role of project management changes depending on the context of the work. There is no one-size-fits-all definition.
        • Project management played a much bigger role when work spanned multiple products and business units.
        • Project management was used as a key coordinator when delivery became complicated and multilayered.
      Example of a company where practices fall equally into 'Project' and 'Product' categories, with some being shared by both.
      Example of a product-centric company where practices fall mainly into the 'Product category', leaving only one in 'Project'.

      Where Do I Go Next?

      Deliver on Your Digital Product Vision

      • Build a product vision your organization can take from strategy through execution.

      Build a Better Product Owner

      • Strengthen the product owner role in your organization by focusing on core capabilities and proper alignment.

      Implement Agile Practices That Work

      • Improve collaboration and transparency with the business to minimize project failure.

      Implement DevOps Practices That Work

      • Streamline business value delivery through the strategic adoption of DevOps practices.

      Prepare an Actionable Roadmap for Your PMO

      • Turn planning into action with a realistic PMO timeline.

      Deliver Digital Products at Scale

      • Deliver value at the scale of your organization through defining enterprise product families.

      Extend Agile Practices Beyond IT

      • Further the benefits of Agile by extending a scaled Agile framework to the business.

      Spread Best Practices With an Agile Center of Excellence

      • Facilitate ongoing alignment between Agile teams and the business with a set of targeted service offerings.

      Tailor IT Project Management Processes to Fit Your Projects

      • Spend less time managing processes and more time delivering results.

      Bibliography

      Cobb, Chuck. “Are there Project Managers in Agile?” High Impact Project Management, n.d. Web.

      Cohn, Mike. “What Is a Product?” Mountain Goat Software, 6 Sept. 2016. Web.

      Cobb, Chuck. “Agile Project Manager Job Description.” High Impact Project Management, n.d. Web.

      “How do you define a product?” Scrum.org, 4 April 2017. Web.

      Johnson, Darren, et al. “How to Plan and Budget for Agile at Scale.” Bain & Company, 8 Oct. 2019. Web.

      “Product Definition.” SlideShare, uploaded by Mark Curphey, 25 Feb. 2007. Web.

      Project Management Institute. A Guide to the Project Management Body of Knowledge (PMBOK Guide). 7th ed., Project Management Institute, 2021.

      Schuurman, Robbin. “Scrum Master vs Project Manager – An Overview of the Differences.” Scrum.org, 11 Feb 2020. Web.

      Schuurman, Robbin. “Product Owner vs Project Manager.” Scrum.org, 12 March 2020. Web.

      Vlaanderen, Kevin. “Towards Agile Product and Portfolio Management.” Academia.edu, 2010. Web.

      “What is a Developer in Scrum?” Scrum.org, n.d. Web.

      “What is a Scrum Master?” Scrum.org, n.d. Web.

      “What is a Product Owner?” Scrum.org, n.d. Web.

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      First 30 Days Pandemic Response Plan

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      • Parent Category Name: DR and Business Continuity
      • Parent Category Link: /business-continuity
      • Given the speed and scope of the spread of the pandemic, governments are responding with changes almost daily as to what organizations and people can and can’t do. This volatility and uncertainty challenges organizations to respond, particularly in the absence of a business continuity or crisis management plan.

      Our Advice

      Critical Insight

      • Assess the risk to and viability of your organization in order to create appropriate action and communication plans quickly.

      Impact and Result

      • HR departments must be directly involved in developing the organization’s pandemic response plan. Use Info-Tech's Risk and Viability Matrix and uncover the crucial next steps to take during the first 30 days of the COVID-19 pandemic.

      First 30 Days Pandemic Response Plan Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Create a response plan for the first 30 days of a pandemic

      Manage organizational risk and viability during the first 30 days of a crisis.

      • First 30 Days Pandemic Response Plan Storyboard
      • Crisis Matrix Communications Template: Business As Usual
      • Crisis Matrix Communications Template: Organization Closing
      • Crisis Matrix Communications Template: Manage Risk and Leverage Resilience
      • Crisis Matrix Communications Template: Reduce Labor and Mitigate Risk
      [infographic]

      Maintain an Organized Portfolio

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      • Parent Category Name: Portfolio Management
      • Parent Category Link: /portfolio-management
      • All too often, the portfolio of programs and projects looks more like a random heap than a strategically organized and balanced collection of investments that will drive the business forward.
      • Portfolio managers know that with the right kind of information and the right level of process maturity they can get better results through the portfolio; however, organizations often assume (falsely) that the required level of maturity is out of reach from their current state and perpetually delay improvements.

      Our Advice

      Critical Insight

      • The information needed to define clear and usable criteria for organizing the portfolio of programs and projects already exists. Portfolio managers only need to identify the sources of that information and institute processes for regularly reviewing that information in order to define those criteria.
      • Once a portfolio manager has a clear idea of the goals and constraints that shape what ought to be included (or removed) from the portfolio and once these have been translated into clear and usable portfolio criteria, basic portfolio management processes can be instituted to ensure that these criteria are used consistently throughout the various stages of the project lifecycle.
      • Portfolio management frameworks and processes do not need to be built from scratch. Well-known frameworks – such as the one outlined in COBIT 5 APO05 – can be instituted in a way that will allow even low-maturity organizations to start organizing their portfolio.
      • Organizations do not need to grow into portfolio management frameworks to get the benefits of an organized portfolio; instead, they can grow within such frameworks.

      Impact and Result

      • An organized portfolio will ensure that the projects and programs included in it are strategically aligned and can actually be executed within the finite constraints of budgetary and human resource capacity.
      • Portfolio managers are better empowered to make decisions about which projects should be included in the portfolio (and when) and are better empowered to make the very tough decisions about which projects should be removed from the portfolio (i.e. cancelled).
      • Building and maturing a portfolio management framework will more fully integrate the PMO into the broader IT management and governance frameworks, making it a more integral part of strategic decisions and a better business partner in the long run.

      Maintain an Organized Portfolio Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should maintain an organized portfolio of programs and projects, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Assess the current state of the portfolio and PPM processes

      Analyze the current mix of programs and projects in your portfolio and assess the maturity of your current PPM processes.

      • Maintain an Organized Portfolio – Phase 1: Assess the Current State of the Portfolio and PPM Processes
      • Project Portfolio Organizer
      • COBIT APO05 (Manage Portfolio) Alignment Workbook

      2. Enhance portfolio organization through improved PPM criteria and processes

      Enhance and optimize your portfolio management processes to ensure portfolio criteria are clearly defined and consistently applied across the project lifecycle when making decisions about which projects to include or remove from the portfolio.

      • Maintain an Organized Portfolio – Phase 2: Enhance Portfolio Organization Through Improved PPM Criteria and Processes
      • Portfolio Management Standard Operating Procedures

      3. Implement improved portfolio management practices

      Implement your portfolio management improvement initiatives to ensure long-term sustainable adoption of new PPM practices.

      • Maintain an Organized Portfolio – Phase 3: Implement Improved Portfolio Management Practices
      • Portfolio Management Improvement Roadmap Tool
      [infographic]

      Workshop: Maintain an Organized Portfolio

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Assess Portfolio Mix and Portfolio Process Current State

      The Purpose

      Analyze the current mix of the portfolio to determine how to better organize it according to organizational goals and constraints.

      Assess which PPM processes need to be enhanced to better organize the portfolio.

      Key Benefits Achieved

      An analysis of the existing portfolio of projects (highlighting areas of concern).

      An analysis of the maturity of current PPM processes and their ability to support the maintenance of an organized portfolio.

      Activities

      1.1 Pre-work: Prepare a complete project list.

      1.2 Define existing portfolio categories, criteria, and targets.

      1.3 Analyze the current portfolio mix.

      1.4 Identify areas of concern with current portfolio mix.

      1.5 Review the six COBIT sub-processes for portfolio management (APO05.01-06).

      1.6 Assess the degree to which these sub-processes have been currently achieved at the organization.

      1.7 Assess the degree to which portfolio-supporting IT governance and management processes exist.

      1.8 Perform a gap analysis.

      Outputs

      Analysis of the current portfolio mix

      Assessment of COBIT alignment and gap analysis.

      2 Define Portfolio Target Mix, Criteria, and Roadmap

      The Purpose

      Define clear and usable portfolio criteria.

      Record/design portfolio management processes that will support the consistent use of portfolio criteria at all stages of the project lifecycle.

      Key Benefits Achieved

      Clearly defined and usable portfolio criteria.

      A portfolio management framework that supports the consistent use of the portfolio criteria across all stages of the project lifecycle.

      Activities

      2.1 Identify determinants of the portfolio mix, criteria, and constraints.

      2.2 Define the target mix, portfolio criteria, and portfolio metrics.

      2.3 Identify sources of funding and resourcing.

      2.4 Review and record the portfolio criteria based upon the goals and constraints.

      2.5 Create a PPM improvement roadmap.

      Outputs

      Portfolio criteria

      Portfolio metrics for intake, monitoring, closure, termination, reprioritization, and benefits tracking

      Portfolio Management Improvement Roadmap

      3 Design Improved Portfolio Sub-Processes

      The Purpose

      Ensure that the portfolio criteria are used to guide decision making at each stage of the project lifecycle when making decisions about which projects to include or remove from the portfolio.

      Key Benefits Achieved

      Processes that support decision making based upon the portfolio criteria.

      Processes that ensure the portfolio remains consistently organized according to the portfolio criteria.

      Activities

      3.1 Ensure that the metrics used for each sub-process are based upon the standard portfolio criteria.

      3.2 Establish the roles, accountabilities, and responsibilities for each sub-process needing improvement.

      3.3 Outline the workflow for each sub-process needing improvement.

      Outputs

      A RACI chart for each sub-process

      A workflow for each sub-process

      4 Change Impact Analysis and Stakeholder Engagement Plan

      The Purpose

      Ensure that the portfolio management improvement initiatives are sustainably adopted in the long term.

      Key Benefits Achieved

      Stakeholder engagement.

      Sustainable long-term adoption of the improved portfolio management practices.

      Activities

      4.1 Conduct a change impact analysis.

      4.2 Create a stakeholder engagement plan.

      Outputs

      Change Impact Analysis

      Stakeholder Engagement Plan

      Completed Portfolio Management SOP

      Mentoring for Agile Teams

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      • Parent Category Name: Development
      • Parent Category Link: /development
      • Today’s realities are driving organizations to digitize faster and become more Agile.
      • Most hierarchical, command and control–style organizations are not yet well adapted to using Agile.
      • So-called textbook Agile practices often clash with traditional processes and practices.
      • Members must adapt their Agile practices to accommodate their organizational realities.

      Our Advice

      Critical Insight

      • There is no one-size-fits-all approach to Agile. Agile practices need to be adjusted to work in your organization based on a thoughtful diagnosis of the challenges and solutions tailored to the nature of your organization.

      Impact and Result

      • Identify your Agile challenges and success factors (both organization-wide and team-specific).
      • Leverage the power of research and experience to solve key Agile challenges and gain immediate benefits for your project.
      • Your Agile playbook will capture your findings so future projects can benefit from them.

      Mentoring for Agile Teams Research & Tools

      Start here – read the Executive Brief

      Read this Executive Brief to understand how a Agile Mentoring can help your organization to successfully establish Agile practices within your context.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Take the Info-Tech Agile Challenges and Success Factors Survey

      This tool will help you identify where your Agile teams are experiencing the most pain so you can create your Agile challenges hit list.

      • Agile Challenges and Success Factors Survey

      2. Review typical challenges and findings

      While each organization/team will struggle with its own individual challenges, many members find they face similar organizational/systemic challenges when adopting Agile. Review these typical challenges and learn from what other members have discovered.

      • Mentoring for Agile Teams – Typical Findings

      Infographic

      Workshop: Mentoring for Agile Teams

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Take the Agile Challenges and Success Factors Survey

      The Purpose

      Determine whether an Agile playbook is right for you.

      Broadly survey your teams to identify Agile challenges and success factors in your organization.

      Key Benefits Achieved

      Better understanding of common Agile challenges and success factors

      Identification of common Agile challenges and success factors are prevalent in your organization

      Activities

      1.1 Distribute survey and gather results.

      1.2 Consolidate survey results.

      Outputs

      Completed survey responses from across teams/organization

      Consolidated heat map of your Agile challenges and success factors

      2 Identify Your Agile Challenges Hit List

      The Purpose

      Examine consolidated survey results.

      Identify your most pressing challenges.

      Create a hit list of challenges to be resolved.

      Key Benefits Achieved

      Identification of the most serious challenges to your Agile transformation

      Attention focused on those challenge areas that are most impacting your Agile teams

      Activities

      2.1 Analyze and discuss your consolidated heat map.

      2.2 Prioritize identified challenges.

      2.3 Select your hit list of challenges to address.

      Outputs

      Your Agile challenges hit list

      3 Problem Solve

      The Purpose

      Address each challenge in your hit list to eliminate or improve it.

      Key Benefits Achieved

      Better Agile team performance and effectiveness

      Activities

      3.1 Work with Agile mentor to problem solve each challenge in your hit list.

      3.2 Apply these to your project in real time.

      Outputs

      4 Create Your Agile Playbook

      The Purpose

      Capture the findings and lessons learned while problem solving your hit list.

      Key Benefits Achieved

      Strategies and tactics for being successful with Agile in your organization which can be applied to future projects

      Activities

      4.1 For each hit list item, capture the findings and lessons learned in Module 3.

      4.2 Document these in your Agile Playbook.

      Outputs

      Your Agile Playbook deliverable

      Get Started With FinOps

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      • Parent Category Name: Cloud Strategy
      • Parent Category Link: /cloud-strategy
      • Runaway cloud costs are wrecking the CIO’s budget, but cloud costs are hard to reign in because vendors are not always up front about the true costs, it’s easy to oversubscribe to services and quickly run up costs with pay-as-you-go service, and cloud bills are complex.
      • While IT isn’t the business owner for cloud services, they often carry the cost of overruns on their budget, and don’t have the skills or influence to more effectively manage cloud costs.
      • Truly optimizing cloud spend and maximizing business value from cloud requires insight and collaboration from IT/engineering, finance, and business owners, but those teams are often siloed and manage their cloud usage or spend differently.

      Our Advice

      Critical Insight

      • The business units that need to collaborate to make FinOps work are often siloed, with different processes, data, metrics and cloud expertise. Coordinating their efforts to encourage shared responsibility can be a big obstacle to overcome.
      • FinOps requires a cultural shift to empower every cloud user to take accountability for cloud cost optimization.
      • To get started with FinOps, it’s essential to first break down those silos and get the multiple teams involved on the same page. Everyone must understand how FinOps is part of their responsibilities.

      Impact and Result

      • Implementing FinOps will lead to improved visibility and control over cloud spend, optimized resource allocation and reduced cloud waste, enhanced transparency, improved forecasting and budgeting, and increased accountability over cloud costs across business units.
      • This blueprint will help you get started with FinOps by identifying the roles involved in FinOps, defining the key activities that must be conducted, and assigning ownership to each task. This will help foster a shared responsibility for FinOps and encourage everyone to work toward common goals.

      Get Started With FinOps Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Get Started With FinOps Deck – A guide to defining and assigning the roles and activities involved in FinOps.

      This storyboard will help you define FinOps roles and structure of the FinOps and other teams, identify key activities, and assign ownership to each. It will also provide guidance on analyzing the results of the RACI chart.

      • Get Started With FinOps Storyboard

      2. FinOps RACI Chart – A tool to help you assess the current state of FinOps activities and assign ownership to each.

      This tool will help you assess the current state of FinOps activities and assign ownership to each activity. Use the outputs of the exercise to define how roles across the organization will be involved in FinOps and where to focus efforts in maturing in FinOps.

      • FinOps RACI Chart
      [infographic]

      Further reading

      Get Started With FinOps

      FinOps goes beyond identifying cloud savings. It empowers every cloud user to maximize the value of their spend.

      Executive Brief

      Analyst Perspective

      The first step of FinOps is collectively realizing that maximizing value is every cloud user's responsibility.

      Natalie Sansone

      Natalie Sansone, PhD
      Research Director, Infrastructure & Operations
      Info-Tech Research Group

      As cloud adoption increases, and with it the complexity of cloud environments, managing and optimizing cloud spend has become both a top challenge and priority for IT organizations. In response, the practice of FinOps has emerged to help organizations maximize the value they get from the cloud. As its popularity surges, organizations are told they must do FinOps, but many feel their practice is not yet mature. One of their biggest obstacles is empowering engineers and other cloud users to work toward this shared goal with other teams.

      To grow and mature your FinOps practice, your first challenge is breaking down silos, encouraging collaboration across varying business units, and getting all cloud users to be accountable for their cloud usage and spend and to understand the shared goals of FinOps. Beyond finding ways to reduce cloud costs, FinOps is a cultural shift that enables better collaboration between distributed teams. It allows them to leverage data to identify opportunities to maximize business value from cloud investments.

      Whether you’re starting the FinOps journey or looking to mature your practice, this blueprint will help you organize by defining the required role and tasks. Then you can work through a collective exercise to ensure everyone understands who is involved and responsible for each activity. You’ll gain the information you need and be better positioned to continuously improve and mature your processes, but success begins with everyone understanding that FinOps is a shared responsibility.

      Executive Summary

      Your Challenge

      Common Obstacles

      Info-Tech’s Approach

      • Runaway cloud costs are wrecking the CIO’s budget, but these are hard to rein in because cloud vendors are not always upfront about the true costs. It’s easy to oversubscribe to services and quickly run up costs with pay-as-you-go service and complex bills.
      • While IT isn’t the business owner for cloud services, they often carry the cost of overruns on their budget, and don’t have the skills or influence to more effectively manage cloud costs.
      • Truly optimizing cloud spend and maximizing its business value requires insight and collaboration from IT/engineering, finance, and business owners, but those teams are often siloed and manage their cloud usage/spend differently.
      • IT leaders are instructed to implement a FinOps practice, but don’t truly understand what that is, who needs to be involved, or where to start.
      • Business units that must collaborate to make FinOps work are often siloed and have different processes, data, metrics, and cloud expertise. Coordinating efforts to encourage shared responsibility can be a challenge. FinOps requires a cultural shift to empower every cloud user to take accountability for cost optimization.
      • Lack of visibility into cloud usage, spending patterns, and cost drivers along with inadequate tools to get the required data to drive decision making. This leads to hindered progress.
      • Implementing FinOps will improve visibility and control over cloud spend, optimize resource allocation and reduce waste, enhance transparency, improve forecasting and budgeting, and improve cost accountability across business units.
      • To get started with FinOps, first it’s essential to break down those silos and coordinate the multiple teams involved. Everyone must understand how FinOps is part of their responsibilities.
      • This blueprint will help you identify the roles involved in FinOps, define the key activities that must be conducted, and assign ownership to each task. This will help foster a shared responsibility for FinOps and encourage everyone to work toward common goals.

      Info-Tech Insight

      FinOps is not just about driving cloud savings. It’s a cultural shift empowering every cloud user to maximize the value of their spend. The first step of FinOps is therefore to help everyone understand their share of responsibility.

      What is FinOps?

      Definition

      “FinOps is an evolving cloud financial management discipline and cultural practice that enables organizations to get maximum business value by helping engineering, finance, technology, and business teams to collaborate on data-driven spending decisions.”

      Definition Updated: November 2021 by the FinOps Foundation Technical Advisory Council

      The ultimate purpose of FinOps is to bring business value to your organization by reducing cloud waste.

      • FinOps is the people, processes, and tools you use to eliminate waste and ensure you get the most value from your cloud spend.
      • FinOps is the framework within which teams can operate to ensure they are optimizing their use of cloud resources.
      • FinOps brings financial accountability to cloud spend.
      • FinOps is a culture practice where everyone collaborates and takes ownership for their cloud usage while being supported and governed by a central group. It breaks down silos so teams that haven’t worked closely together in the past collaborate toward shared goals.
      • It brings financial accountability and cultural change to cloud spend by enabling distributed teams to better collaborate and leverage data to decide where/when to invest in cloud for maximum business value.
      • FinOps is not done by an individual or just one team. It’s a change in the way that many disparate teams work together, from engineering to finance to business teams.

      Common misconceptions about FinOps

      FinOps is not

      FinOps is

      • Only about saving money
      • Only focused on activities related to cost optimization
      • IT financial management, which involves tracking and analyzing all costs associated with IT services
      • An activity (or set of activities) done by one person or team
      • Short for financial operations
      • About maximizing value. FinOps is optimizing cloud costs to provide maximum business value and support scalability (sometimes this means investing more money in cloud)
      • FinOps also involves building a culture of accountability, visibility, and collaboration around cloud usage and cost
      • Focused specifically on managing/optimizing cloud costs
      • A cultural shift around how disparate teams work together, people from all areas of the organization can play a role
      • The term is a portmanteau (combination) of Finance and (Dev)Ops, emphasizing the collaboration between business and engineering teams1
      1 “What is FinOps?” FinOps Foundation, 2023

      FinOps’ popularity has exploded in recent years

      2012 - The practice of FinOps begins to emerge through early scalers in public cloud like Adobe and Intuit

      2017 - Many IT departments begin to use the cloud for limited use cases, but very few enterprises are all in the cloud

      2019 - Many companies begin moving to a cloud-first strategy, shifting IT spend from capital to operational expenditure (CapEx to OpEx), complicating cloud bills

      February 2019 - The FinOps Foundation is born out of Cloudability’s Customer Advisory Board meeting where many cloud practitioners discuss the need for a community of practitioners

      June 2020 - The FinOps Foundation merges with Linux Foundation and sets the standard for cloud financial management

      Sources: Carr, 2022; Linux Foundation, 2023, Storment & Fuller, 2023.

      The image contains a graph that demonstrates the increasing number of people listing FinOps as a skill.

      Where did the term come from?

      The term FinOps has risen in popularity over the last few years. Originally, organizations used the term cloud cost management, then cloud cost optimization, then more broadly, cloud financial management. The latter has now been largely replaced by FinOps.

      Why is FinOps so essential? (1/2)

      The shift from fixed to variable spend has changed the way organizations must manage and report on costs.

      In the traditional data center era:

      • The enterprise procured infrastructure through large capital refreshes of data center hardware.
      • Infrastructure teams tried their best to avoid running out of storage before the next hardware refresh. Equipment was intentionally oversized to accommodate unexpected growth.
      • IT teams would not worry about how much infrastructure resources they consumed, provided they stayed within planned capacity limits. If capacity ran low, resource usage would be adjusted.
      • The business might not like laying out large capital expenditures, but it had full visibility into the cost and got to approve spending in advance using financial controls.
      • Monthly costs were well-understood and monthly or infrequent reporting was acceptable because day-to-day costs did not vary.
      • Mature organizations might chargeback or showback costs to application teams based on number of virtual machines or other measures, but traditional on-premises chargeback wouldn't save money overall.

      Why is FinOps so essential? (2/2)

      The shift from fixed to variable spend has changed the way organizations must manage and report on costs.

      In the cloud era:

      • Infrastructure resources must no longer be provisioned in advance through spending capital budgets.
      • Capacity management isn’t a major concern. Spare capacity is always available, and savings can result from not paying for unnecessary capacity.
      • Cloud services often offer pay-as-you-go pricing models, allowing more control and flexibility to pay only for the resources you consume.
      • When services use more resources than they need, running costs increase. Cost reductions are realized through reducing the size of allocated resources.
      • The variable consumption model can reduce operating costs but can make budgeting and forecasting difficult. IT and the business can no longer predict what they will pay for infrastructure resources.
      • Billing is no longer straightforward and monthly. Resources are individually charged in micro amounts. Costs must be regularly reviewed as unexpected or forgotten resource usage can add up significantly.

      Managing cloud spend remains a challenge for many organizations

      Given the variable nature of cloud costs and complex pricing structures, it can be easy to overspend without mature FinOps processes in place. Indeed, 82% of organizations cite managing cloud spend as one of their top challenges.

      Respondents reported that public cloud spend was over budget by an average of 18%, up from 13% the previous year.

      Source: Flexera 2023 State of the Cloud Report, n=750

      Organization's top cloud challenges.

      While FinOps adoption has rapidly increased, maturity has not

      Most organizations understand the value of FinOps but are not mature in their practice.

      NetApp’s 2023 State of CloudOps Report found that:

      96% say FinOps is important to their cloud strategy

      9% have a mature FinOps practice

      92% report that they struggle with FinOps

      Source: NetApp, 2023 State of CloudOps Report, n=310 IT decision makers in the United States responsible for public cloud infrastructure investments.

      Flexera’s 2023 State of the Cloud report found that 72% of organizations have a dedicated FinOps team.

      Flexera’s annual report also found that year over year, cloud cost responsibilities are increasingly shifting away from Finance/Accounting and Vendor Management teams and over to FinOps teams as they emerge and mature.

      Source: Flexera, 2023 State of the Cloud Report, n=750 decision-makers and users around the world

      Determine the Future of Microsoft Project in Your Organization

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      • Parent Category Name: Project Management Office
      • Parent Category Link: /project-management-office
      • You use Microsoft tools to manage your work, projects, and/or project portfolio.
      • Its latest offering, Project for the web, is new and you’re not sure what to make of it. Microsoft says it will soon replace Microsoft Project and Project Online, but the new software doesn’t seem to do what the old software did.
      • The organization has adopted M365 for collaboration and work management. Meetings happen on Teams, projects are scoped a bit with Planner, and the operations group uses Azure Boards to keep track of what they need to get done.
      • Despite your reservations about the new project management software, Microsoft software has become even more ubiquitous.

      Our Advice

      Critical Insight

      • The various MS Project offerings (but most notably the latest, Project for the web) hold the promise of integrating with the rest of M365 into a unified work management solution. However, out of the box, Project for the web and the various platforms within M365 are all disparate utilities that need to be pieced together in a purpose-built manner to make use of them for holistic work management purposes. If you’re looking for a cohesive product out of the box, look elsewhere. If you’re looking to assemble a wide array of work, project, and portfolio management functions across different functions and departments, you may have found what you seek.
      • Rather than choosing tools based on your gaps, assess your current maturity level so that you optimize your investment in the Microsoft landscape.

      Impact and Result

      Follow Info-Tech’s path in this blueprint to:

      • Perform a tool audit to trim your work management tool landscape.
      • Navigate the MS Project and M365 licensing landscape.
      • Make sense of what to do with Project for the web and take the right approach to rolling it out (i.e. DIY or MS Gold Partner driven) based upon your needs.
      • Create an action plan to inform next steps.

      After following the program in this blueprint, you will be prepared to advise the organization on how to best leverage the rapidly shifting work management options within M365 and the place of MS Project within it.

      Determine the Future of Microsoft Project in Your Organization Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should make sense of the MS Project and M365 landscapes, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Determine your tool needs

      Assess your work management tool landscape, current state maturity, and licensing needs to inform a purpose-built work management action plan.

      • M365 Task Management Tool Guide
      • M365 Project Management Tool Guide
      • M365 Project Portfolio Management Tool Guide
      • Tool Audit Workbook
      • Force Field Analysis Tool
      • Microsoft Project & M365 Licensing Tool
      • Project Portfolio Management Maturity Assessment Workbook (With Tool Analysis)
      • Project Management Maturity Assessment Workbook (With Tool Analysis)

      2. Weigh your MS Project implementation options

      Get familiar with Project for the web’s extensibility as well as the MS Gold Partner ecosystem as you contemplate the best implementation approach(s) for your organization.

      • None
      • None

      3. Finalize your implementation approach

      Prepare a boardroom-ready presentation that will help you communicate your MS Project and M365 action plan to PMO and organizational stakeholders.

      • Microsoft Project & M365 Action Plan Template

      Infographic

      Workshop: Determine the Future of Microsoft Project in Your Organization

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Assess Driving Forces and Risks

      The Purpose

      Assess the goals and needs as well as the risks and constraints of a work management optimization.

      Take stock of your organization’s current work management tool landscape.

      Key Benefits Achieved

      Clear goals and alignment across workshop participants as well as an understanding of the risks and constraints that will need to be mitigated to succeed.

      Current-state insight into the organization’s work management tool landscape.

      Activities

      1.1 Review the business context.

      1.2 Explore the M365 work management landscape.

      1.3 Identify driving forces for change.

      1.4 Analyze potential risks.

      1.5 Perform current-state analysis on work management tools.

      Outputs

      Business context

      Current-state understanding of the task, project, and portfolio management options in M365 and how they align with the organization’s ways of working

      Goals and needs analysis

      Risks and constraints analysis

      Work management tool overview

      2 Determine Tool Needs and Process Maturity

      The Purpose

      Determine your organization’s work management tool needs as well as its current level of project management and project portfolio management process maturity.

      Key Benefits Achieved

      An understanding of your tooling needs and your current levels of process maturity.

      Activities

      2.1 Review tool audit dashboard and conduct the final audit.

      2.2 Identify current Microsoft licensing.

      2.3 Assess current-state maturity for project management.

      2.4 Define target state for project management.

      2.5 Assess current-state maturity for project portfolio management.

      2.6 Define target state for project portfolio management.

      Outputs

      Tool audit

      An understanding of licensing options and what’s needed to optimize MS Project options

      Project management current-state analysis

      Project management gap analysis

      Project portfolio management current-state analysis

      Project portfolio management gap analysis

      3 Weigh Your Implementation Options

      The Purpose

      Take stock of your implementation options for Microsoft old project tech and new project tech.

      Key Benefits Achieved

      An optimized implementation approach based upon your organization’s current state and needs.

      Activities

      3.1 Prepare a needs assessment for Microsoft 365 and Project Plan licenses.

      3.2 Review the business case for Microsoft licensing.

      3.3 Get familiar with Project for the web.

      3.4 Assess the MS Gold Partner Community.

      3.5 Conduct a feasibility test for PFTW.

      Outputs

      M365 and Project Plan needs assessment

      Business case for additional M365 and MS Project licensing

      An understand of Project for the web and how to extend it

      MS Gold Partner outreach plan

      A go/no-go decision for extending Project for the web on your own

      4 Finalize Implementation Approach

      The Purpose

      Determine the best implementation approach for your organization and prepare an action plan.

      Key Benefits Achieved

      A purpose-built implementation approach to help communicate recommendations and needs to key stakeholders.

      Activities

      4.1 Decide on the implementation approach.

      4.2 Identify the audience for your proposal.

      4.3 Determine timeline and assign accountabilities.

      4.4 Develop executive summary presentation.

      Outputs

      An implementation plan

      Stakeholder analysis

      A communication plan

      Initial executive presentation

      5 Next Steps and Wrap-Up (offsite)

      The Purpose

      Finalize your M365 and MS Project work management recommendations and get ready to communicate them to key stakeholders.

      Key Benefits Achieved

      Time saved in developing and communicating an action plan.

      Stakeholder buy-in.

      Activities

      5.1 Complete in-progress deliverables from previous four days.

      5.2 Set up review time for workshop deliverables and to discuss next steps.

      Outputs

      Finalized executive presentation

      A gameplan to communicate your recommendations to key stakeholders as well as a roadmap for future optimization

      Further reading

      Determine the Future of Microsoft Project in Your Organization

      View your task management, project management, and project portfolio management options through the lens of M365.

      EXECUTIVE BRIEF

      Analyst Perspective

      Microsoft Project is an enigma

      Microsoft Project has dominated its market since being introduced in the 1980s, yet the level of adoption and usage per license is incredibly low.

      The software is ubiquitous, mostly considered to represent its category for “Project Management.” Yet, the software is conflated with its “Portfolio Management” offerings as organizations make platform decisions with Microsoft Project as the incorrectly identified incumbent.

      And incredibly, Microsoft has dominated the next era of productivity software with the “365” offerings. Yet, it froze the “Project” family of offerings and introduced the not-yet-functional “Project for the web.”

      Having a difficult time understanding what to do with, and about, Microsoft Project? You’re hardly alone. It’s not simply a question of tolerating, embracing, or rejecting the product: many who choose a competitor find they’re still paying for Microsoft Project-related licensing for years to come.

      If you’re in the Microsoft 365 ecosystem, use this research to understand your rapidly shifting landscape of options.

      (Barry Cousins, Project Portfolio Management Practice Lead, Info-Tech Research Group)

      Executive Summary

      Your Challenge

      You use Microsoft (MS) tools to manage your work, projects, and/or project portfolio.

      Their latest offering, Project for the web, is new and you’re not sure what to make of it. Microsoft says it will soon replace Microsoft Project and Project Online, but the new software doesn’t seem to do what the old software did.

      The organization has adopted M365 for collaboration and work management. Meetings happen on Teams, projects are scoped a bit with Planner, and the operations group uses Azure Boards to keep track of what they need to get done.

      Despite your reservations about the new project management software, Microsoft software has become even more ubiquitous.

      Common Obstacles

      M365 provides the basic components for managing tasks, projects, and project portfolios, but there is no instruction manual for making those parts work together.

      M365 isn’t the only set of tools at play. Business units and teams across the organization have procured other non-Microsoft tools for work management without involving IT.

      Microsoft’s latest project offering, Project for the web, is still evolving and you’re never sure if it is stable or ready for prime time. The missing function seems to involve the more sophisticated project planning disciplines, which are still important to larger, longer, and costlier projects.

      Common Obstacles

      Follow Info-Tech’s path in this blueprint to:

      • Perform a tool audit to trim your work management tool landscape.
      • Navigate the MS Project and M365 licensing landscape.
      • Make sense of what to do with Project for the web and take the right approach to rolling it out (i.e. DIY or MS Gold Partner driven) for your needs.
      • Create an action plan to inform next steps.

      After following the program in this blueprint, you will be prepared to advise the organization on how to best leverage the rapidly shifting work management options within M365 and the place of MS Project within it.

      M365 and, within it, O365 are taking over

      Accelerated partly by the pandemic and the move to remote work, Microsoft’s market share in the work productivity space has grown exponentially in the last two years.

      70% of Fortune 500 companies purchased 365 from Sept. 2019 to Sept. 2020. (Thexyz blog, 2020)

      In its FY21 Q2 report, Microsoft reported 47.5 million M365 consumer subscribers – an 11.2% increase from its FY20 Q4 reporting. (Office 365 for IT Pros, 2021)

      As of September 2020, there were 258,000,000 licensed O365 users. (Thexyz blog, 2020)

      In this blueprint, we’ll look at what the what the phenomenal growth of M365 means for PMOs and project portfolio practitioners who identify as Microsoft shops

      The market share of M365 warrants a fresh look at Microsoft’s suite of project offerings

      For many PMO and project portfolio practitioners, the footprint of M365 in their organizations’ work management cultures is forcing a renewed look at Microsoft’s suite of project offerings.

      The complicating factor is this renewed look comes at a transitional time in Microsoft’s suite of project and portfolio offerings.

      • The market dominance of MS Project Server and Project Online are wanning, with Microsoft promising the end-of-life for Online sometime in the coming years.
      • Project Online’s replacement, Project for the web, is a viable task management and lightweight project management tool, but its viability as a replacement for the rigor of Project Online is at present largely a question mark.
      • Related to the uncertainty and promise around Project for the web, the Dataverse and the Power Platform offer a glimpse into a democratized future of work management tools but anything specific about that future has yet to solidify.

      Microsoft Project has 66% market share in the project management tool space. (Celoxis, 2018)

      A copy of MS project is sold or licensed every 20 seconds. (Integent, 2013)

      MS Project is evolving to meet new work management realities

      It also evolved to not meet the old project management realities.

      • The lines between traditional project management and operational task management solutions are blurring as organizations struggle to keep up with demands.
      • To make the software easier to use, modern work management doesn’t involve the complexities from days past. You won’t find anywhere to introduce complex predecessor-successor relationships, unbalanced assignments with front-loading or back-loading, early-start/late-finish, critical path, etc.
      • “Work management” is among the latest buzzwords in IT consulting. With Project for the web (PFTW), Azure Boards, and Planner, Microsoft is attempting to compete with lighter and better-adopted tools like Trello, Basecamp, Asana, Wrike, and Monday.com.
      • Buyers of project and work management software have struggled to understand how PFTW will still be usable if it gets the missing project management function from MS Project.

      Info-Tech Insight

      Beware of the Software Granularity Paradox.

      Common opinion 1: “Plans and estimates that are granular enough to be believable are too detailed to manage and maintain.”

      Common opinion 2: “Plans simple enough to publish aren’t detailed enough to produce believable estimates.”

      In other words, software simple enough to get widely adopted doesn’t produce believable plans. Software that can produce believable plans is too complex to use at scale.

      A viable task and project management option must walk the line between these dichotomies.

      M365 gives you the pieces, but it’s on PMO users to piece them together in a viable way

      With the new MS Project and M365, it’s on PMOs to avoid the granularity paradox and produce a functioning solution that fits with the organization’s ways of working.

      Common perception still sees Microsoft Project as a rich software tool. Thus, when we consider the next generation of Microsoft Project, it’s easy to expect a newer and friendlier version of what we knew before.

      In truth, the new solution is a collection of partially integrated but largely disparate tools that each satisfy a portion of the market’s needs. While it looks like a rich collection of function when viewed through high-level requirements, users will find:

      • Overlaps, where multiple tools satisfy the same functional requirement (e.g. “assign a task”)
      • Gaps, where a tool doesn’t quite do enough and you’re forced to incorporate another tool (e.g. reverting back to Microsoft Project for advanced resource planning)
      • Islands, where tools don’t fluently talk to each other (e.g. Planner data integrated in real-time with portfolio data, which requires clunky, unstable, decentralized end-user integrations with Microsoft Power Automate)
      A colourful arrangement of Microsoft programs arranged around a pile of puzzle pieces.

      Info-Tech's approach

      Use our framework to best leverage the right MS Project offerings and M365 components for your organization’s work management needs.

      The Info-Tech difference:

      1. A simple to follow framework to help you make sense of a chaotic landscape.
      2. Practical and tactical tools that will help you save time.
      3. Leverage industry best practices and practitioner-based insights.
      An Info-Tech framework titled 'Determine the Future of Microsoft Project in Your Organization, subtitle 'View your task, project, and portfolio management options through the lens of Microsoft 365'. There are four main sections titled 'Background', 'Approaches', 'Deployments', and 'Portfolio Outcomes'. In '1) Background' are 'Analyze Content', 'Assess Constraints', and 'Determine Goals and Needs'. In '2) Approaches' are 'DIY: Are you ready to do it yourself?' 'Info-Tech: Can our analysts help?', and 'MS Gold Partner: Are you better off with a third party?'. In '3) Deployments' are five sections: 'Personal Task Management', Barriers to Portfolio Outcomes: Isolated to One Person. 'Team Task Management', Barriers to Portfolio Outcomes: Isolated to One Team. 'Project Portfolio Management', Barriers to Portfolio Outcomes: Isolated to One Project. 'Project Management', Barriers to Portfolio Outcomes: Functionally Incomplete. 'Enterprise Project and Portfolio Management', Barriers to Portfolio Outcomes: Underadopted. In '4) Portfolio Outcomes' are 'Informed Steering Committee', 'Increased Project Throughput', 'Improved Portfolio Responsiveness', 'Optimized Resource Utilization', and 'Reduced Monetary Waste'.

      Determine the Future of Microsoft Project in Your Organization

      View your task, project, and portfolio management options through the lens of Microsoft 365.

      1. Background

      • Analyze Content
      • Assess Constraints
      • Determine Goals and Needs

      2. Approaches

      • DIY – Are you ready to do it yourself?
      • Info-Tech – Can our analysts help?
      • MS Gold Partner – Are you better off with a third party?

      3. Deployments

        Task Management

      • Personal Task Management
        • Who does it? Knowledge workers
        • What is it? To-do lists
        • Common Approaches
          • Paper list and sticky notes
          • Light task tools
        • Applications
          • Planner
          • To Do
        • Level of Rigor 1/5
        • Barriers to Portfolio Outcomes: Isolated to One Person
      • Team Task Management
        • Who does it? Groups of knowledge workers
        • What is it? Collaborative to-do lists
        • Common Approaches
          • Kanban boards
          • Spreadsheets
          • Light task tools
        • Applications
          • Planner
          • Azure Boards
          • Teams
        • Level of Rigor 2/5
        • Barriers to Portfolio Outcomes: Isolated to One Team
      • Project Management

      • Project Portfolio Management
        • Who does it? PMO Directors, Portfolio Managers
        • What is it?
          • Centralized list of projects
          • Request and intake handling
          • Aggregating reporting
        • Common Approaches
          • Spreadsheets
          • PPM software
          • Roadmaps
        • Applications
          • Project for the Web
          • Power Platform
        • Level of Rigor 3/5
        • Barriers to Portfolio Outcomes: Isolated to One Project
      • Project Management
        • Who does it? Project Managers
        • What is it? Deterministic scheduling of related tasks
        • Common Approaches
          • Spreadsheets
          • Lists
          • PM software
          • PPM software
        • Applications
          • Project Desktop Client
        • Level of Rigor 4/5
        • Barriers to Portfolio Outcomes: Functionally Incomplete
      • Enterprise Project and Portfolio Management

      • Enterprise Project and Portfolio Management
        • Who does it? PMO and ePMO Directors, Portfolio Managers, Project Managers
        • What is it?
          • Centralized request and intake handling
          • Resource capacity management
          • Deterministic scheduling of related tasks
        • Common Approaches
          • PPM software
        • Applications
          • Project Online
          • Project Desktop Client
          • Project Server
        • Level of Rigor 5/5
        • Barriers to Portfolio Outcomes: Underadopted

      4. Portfolio Outcomes

      • Informed Steering Committee
      • Increased Project Throughput
      • Improved Portfolio Responsiveness
      • Optimized Resource Utilization
      • Reduced Monetary Waste

      Info-Tech's methodology for Determine the Future of MS Project for Your Organization

      1. Determine Your Tool Needs

      2. Weigh Your MS Project Implementation Options

      3. Finalize Your Implementation Approach

      Phase Steps

      1. Survey the M365 Work Management Tools
      2. Perform a Process Maturity Assessment to Help Inform Your M365 Starting Point
      3. Consider the Right MS Project Licenses for Your Stakeholders
      1. Get Familiar With Extending Project for the Web Using Power Apps
      2. Assess the MS Gold Partner Community
      1. Prepare an Action Plan

      Phase Outcomes

      1. Work Management Tool Audit
      2. MS Project and Power Platform Licensing Needs
      3. Project Management and Project Portfolio Management Maturity Assessment
      1. Project for the Web Readiness Assessment
      2. MS Gold Partner Outreach Plan
      1. MS Project and M365 Action Plan Presentation

      Insight Summary

      Overarching blueprint insight: Microsoft Parts Sold Separately. Assembly required.

      The various MS Project offerings (but most notably the latest, Project for the web) hold the promise of integrating with the rest of M365 into a unified work management solution. However, out of the box, Project for the web and the various platforms within M365 are all disparate utilities that need to be pieced together in a purpose-built manner to make use of them for holistic work management purposes.

      If you’re looking for a cohesive product out of the box, look elsewhere. If you’re looking to assemble a wide array of work, project, and portfolio management functions across different functions and departments, you may have found what you seek

      Phase 1 insight: Align your tool choice to your process maturity level.

      Rather than choosing tools based on your gaps, make sure to assess your current maturity level so that you optimize your investment in the Microsoft landscape.

      Phase 2 insight: Weigh your options before jumping into Microsoft’s new tech.

      Microsoft’s new Project plans (P1, P3, and P5) suggest there is a meaningful connection out of the box between its old tech (Project desktop, Project Server, and Project Online) and its new tech (Project for the web).

      However, the offerings are not always interoperable.

      Phase 3 insight: Keep the iterations small as you move ahead with trials and implementations.

      Organizations are changing as fast as the software we use to run them.

      If you’re implementing parts of this platform, keep the changes small as you monitor the vendors for new software versions and integrations.

      Blueprint deliverables

      Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals:

      Key deliverable: Microsoft Project & M365 Action Plan Template

      The Action Plan will help culminate and present:

      • Context and Constraints
      • DIY Implementation Approach
      Or
      • MS Partner Implementation Approach
      • Future-State Vision and Goals
      Samples of Info-Tech's key deliverable 'Microsoft Project and M365 Action Plan Template'.

      Tool Audit Workbook

      Sample of Info-Tech deliverable 'Tool Audit Workbook'.

      Assess your organization's current work management tool landscape and determine what tools drive value for individual users and teams and which ones can be rationalized.

      Force Field Analysis

      Sample of Info-Tech deliverable 'Force Field Analysis'.

      Document the driving and resisting forces for making a change to your work management tools.

      Maturity Assessments

      Sample of Info-Tech deliverable 'Maturity Assessments'.

      Use these assessments to identify gaps in project management and project portfolio management processes. The results will help guide process improvement efforts and measure success and progress.

      Microsoft Project & M365 Licensing Tool

      Sample of Info-Tech deliverable 'Microsoft Project and M365 Licensing Tool'.

      Determine the best licensing options and approaches for your implementation of Microsoft Project.

      Curate your work management tools to harness valuable portfolio outcomes

      • Increase Project Throughput

        Do more projects by ensuring the right projects and the right amount of projects are approved and executed.
      • Support an Informed Steering Committee

        Easily compare progress of projects across the portfolio and enable the leadership team to make decisions.
      • Improve portfolio responsiveness

        Make the portfolio responsive to executive steering when new projects and changing priorities need rapid action.
      • Optimize Resource Utilization

        Assign the right resources to approved projects and minimize the chronic over-allocation of resources that leads to burnout.
      • Reduce Monetary Waste

        Terminate low-value projects early and avoid sinking additional funds into unsuccessful ventures.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      Guided Implementation

      Workshop

      Consulting

      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful." "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track." "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place." "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostics and consistent frameworks used throughout all four options

      Guided Implementation

      What does a typical GI on this topic look like?

      A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

      A typical GI is between 6 to 8 calls over the course of 3 to 4 months.

        Introduction

      • Call #1: Scope requirements, objectives, and your specific challenges.
      • Phase 1

      • Call #2: Explore the M365 work management landscape.
      • Call #3: Discuss Microsoft Project Plans and their capabilities.
      • Call #4: Assess current-state maturity.
      • Phase 2

      • Call #5: Get familiar with extending Project for the web using Power Apps.
      • Call #6: Assess the MS Gold Partner Community.
      • Phase 3

      • Call #7: Determine approach and deployment.
      • Call #8: Discuss action plan.

      Workshop Overview

      Contact your account representative for more information.
      workshops@infotech.com 1-888-670-8889

      Day 1
      Assess Driving Forces and Risks

      Day 2
      Determine Tool Needs and Process Maturity

      Day 3
      Weigh Your Implementation Options

      Day 4
      Finalize Implementation Approach

      Day 5
      Next Steps and Wrap-Up (offsite)

      Activities

      • 1.1 Review the business context.
      • 1.2 Explore the M365 work management landscape.
      • 1.3 Identify driving forces for change.
      • 1.4 Analyze potential risks.
      • 1.5 Perform current-state analysis on work management tools.
      • 2.1 Review tool audit dashboard and conduct the final audit.
      • 2.2 Identify current Microsoft licensing.
      • 2.3 Assess current-state maturity for project management.
      • 2.4 Define target state for project management.
      • 2.5 Assess current-state maturity for project portfolio management.
      • 2.6 Define target state for project portfolio management.
      • 3.1 Prepare a needs assessment for Microsoft 365 and Project Plan licenses.
      • 3.2 Review the business case for Microsoft licensing.
      • 3.3 Get familiar with Project for the web.
      • 3.4 Assess the MS Gold Partner Community.
      • 3.5 Conduct a feasibility test for PFTW.
      • 4.1 Decide on the implementation approach.
      • 4.2 Identify the audience for your proposal.
      • 4.3 Determine timeline and assign accountabilities.
      • 4.4 Develop executive summary presentation.
      • 5.1 Complete in-progress deliverables from previous four days.
      • 5.2 Set up review time for workshop deliverables and to discuss next steps.

      Deliverables

      1. Force Field Analysis
      2. Tool Audit Workbook
      1. Tool Audit Workbook
      2. Project Management Maturity Assessment
      3. Portfolio Management Maturity Assessment
      1. Microsoft Project and M365 Licensing Tool
      1. Microsoft Project & M365 Action Plan
      1. Microsoft Project & M365 Action Plan

      Determine the Future of Microsoft Project for Your Organization

      Phase 1: Determine Your Tool Needs

      Phase 1: Determine Your Tool Needs

      Phase 2: Weigh Your Implementation Options Phase 3: Finalize Your Implementation Approach
      • Step 1.1: Survey the M365 work management landscape
      • Step 1.2: Explore the Microsoft Project Plans and their capabilities
      • Step 1.3: Assess the maturity of your current PM & PPM capabilities
      • Step 2.1: Get familiar with extending Project for the web using Power Apps
      • Step 2.2: Assess the MS Gold Partner Community
      • Step 3.1: Prepare an action plan

      Phase Outcomes

      • Tool Audit
      • Microsoft Project Licensing Analysis
      • Project Management Maturity Assessment
      • Project Portfolio Management Maturity Assessments

      Step 1.1

      Survey the M365 Work Management Landscape

      Activities

      • 1.1.1 Distinguish between task, project, and portfolio capabilities
      • 1.1.2 Review Microsoft’s offering for task, project, and portfolio management needs
      • 1.1.4 Assess your organizational context and constraints
      • 1.1.3 Explore typical deployment options

      This step will walk you through the following activities:

      • Assessing your organization’s context for project and project portfolio management
      • Documenting the organization’s constraints
      • Establishing the organization’s goals and needs

      This step involves the following participants:

      • PMO Director
      • Resource Managers
      • Project Managers
      • Knowledge Workers

      Outcomes of Step

      • Knowledge of the Microsoft ecosystem as it relates to task, project, and portfolio management
      • Current organizational context and constraints

      Don’t underestimate the value of interoperability

      The whole Microsoft suite is worth more than the sum of its parts … if you know how to put it together.

      38% of the worldwide office suite market belongs to Microsoft. (Source: Statistica, 2021)

      1 in 3 small to mid-sized organizations moving to Microsoft Project say they are doing so because it integrates well with Office 365. (Source: CBT Nuggets, 2018)

      There’s a gravity to the Microsoft ecosystem.

      And while there is no argument that there are standalone task management tools, project management tools, or portfolio management tools that are likely more robust, feature-rich, and easier to adopt, it’s rare that you find an ecosystem that can do it all, to an acceptable level.

      That is the value proposition of Microsoft: the ubiquity, familiarity, and versatility. It’s the Swiss army knife of software products.

      The work management landscape is evolving

      With M365, Microsoft is angling to become the industry leader, and your organization’s hub, for work management.

      Workers lose up to 40% of their time multi-tasking and switching between applications. (Bluescape, 2018)

      25 Context switches – On average, workers switch between 10 apps, 25 times a day. (Asana, 2021)

      “Work management” is among the latest buzzwords in IT consulting.

      What is work management? It was born of a blurring of the traditional lines between operational or day-to-day tasks and project management tasks, as organizations struggle to keep up with both operational and project demands.

      To make the software easier to use, modern work management doesn’t involve the complexities from days past. You won’t find anywhere to introduce complex predecessor-successor relationships, unbalanced assignments with front-loading or back-loading, early-start/late-finish, critical path, etc.

      Indeed, with Project for the web, Azure Boards, Planner, and other M365 utilities, Microsoft is attempting to compete with lighter and better-adopted tools (e.g. Trello, Wike, Monday.com).

      The Microsoft world of work management can be understood across three broad categories

      1. Task Management

        Task management is essentially the same as keeping track of a to-do list. While you can have a project-related task, you can also have a non-project-related task. The sum of project and non-project tasks make up the work that you need to complete.
      2. Project Management

        Project management (PM) is a methodical approach to planning and guiding project processes from start to finish. Implementing PM processes helps establish repeatable steps and controls that enable project success. Documentation of PM processes leads to consistent results and dependable delivery on expectations.
      3. Portfolio Management

        Project portfolio management (PPM) is a strategic approach to approving, prioritizing, resourcing, and reporting on project. In addition, effective PPM should nurture the completion of projects in the portfolio in the most efficient way and track the extent to which the organization is realizing the intended benefits from completed projects.

      The slides ahead explain each of these modes of working in the Microsoft ecosystem in turn. Further, Info-Tech’s Task, Project, and Project Portfolio Management Tool Guides explain these areas in more detail.

      Use Info-Tech’s Tool Guides assess your MS Project and M365 work management options

      Lean on Info-Tech’s Tool Guides as you navigate Microsoft’s tasks management, project management, and project portfolio management options.

      • The slides ahead take you through a bird’s-eye view of what your MS Project and M365 work management options look like across Info-Tech’s three broad categories
      • In addition to these slides, Info-Tech has three in-depth tool guides that take you through your operational task management, project management, and project portfolio management options in MS Project and M365.
      • These tool guides can be leveraged as you determine whether Microsoft has the required toolset for your organization’s task, project, and project portfolio management needs.

      Download Info-Tech’s Task Management, Project Management, and Project Portfolio Management Tool Guides

      Task Management Overview

      What is task management?

      • It is essentially the same as keeping track of a to-do list. While you can have a project-related task, you can also have a non-project-related task. The sum of project and non-project tasks make up the work that you need to complete.

      What are the benefits of task management using applications within the MS suite?

      • Many organizations already own the tools and don't have to go out and buy something separately.
      • There is easy integration with other MS applications.

      What is personal task management?

      • Tools that allow you to structure work that is visible only to you. This can include work from tasks you are going to be completing for yourself and tasks you are completing as part of a larger work effort.

      What is team task management?

      • Tools that allow users to structure work that is visible to a group. When something is moved or changed, it affects what the group is seeing because it is a shared platform.

      Get familiar with the Microsoft product offerings for task management

      A diagram of Microsoft products and what they can help accomplish. It starts on the right with 'Teams' and 'Outlook'. Both can flow through to 'Personal Task Management' with products 'Teams Tasks' and 'To-Do', but Teams also flows into 'Team Task Management' with products 'Planner' and 'Project for the web'. See the next two slides for more details on these modes of working.

      Download the M365 Task Management Tool Guide

      Personal Task Management

      The To-Do list

      • Who does it?
        • Knowledge workers
      • What is it?
        • How each knowledge worker organizes their individual work tasks in M365
      • When is it done?
        • As needed throughout the day
      • Where is it done?
        • Paper
        • Digital location
      • How is it done?
        • DIY and self-developed
        • Usually not repeatable and evolves depending on work location and tools available
        • Not governed

      Microsoft differentiator:

      Utilities like Planner and To-Do make it easier to turn what are often ad hoc approaches into a more repeatable process.

      Team Task Management

      The SharedTo-Do list

      • Who does it?
        • Groups of knowledge workers
      • What is it?
        • Temporary and permanent collections of knowledge workers
      • When is it done?
        • As needed or on a pre-determined cadence
      • Where is it done?
        • Paper
        • Digital location
      • How is it done?
        • User norms are established organically and adapted based upon the needs of the team.
        • To whatever extent processes are repeatable in the first place, they remain repeatable only if the team is a collective.
        • Usually governed within the team and not subject to wider visibility.

      Microsoft differentiator:

      Teams has opened personal task management tactics up to more collaborative approaches.

      Project Management Overview

      2003

      Project Server: This product serves many large enterprise clients, but Microsoft has stated that it is at end of life. It is appealing to industries and organizations where privacy is paramount. This is an on-premises system that combines servers like SharePoint, SQL, and BI to report on information from Project Desktop Client. To realize the value of this product, there must be adoption across the organization and engagement at the project-task level for all projects within the portfolio.

      2013

      Project Online: This product serves many medium enterprise clients. It is appealing for IT departments who want to get a rich set of features that can be used to intake projects, assign resources, and report on project portfolio health. It is a cloud solution built on the SharePoint platform, which provides many users a sense of familiarity. However, due to the bottom-up reporting nature of this product, again, adoption across the organization and engagement at the project task level for all projects within the portfolio is critical.

      2020

      Project for the web: This product is the newest on the market and is quickly being evolved. Many O365 enthusiasts have been early adopters of Project for the web despite its limited features when compared to Project Online. It is also a cloud solution that encourages citizen developers by being built on the MS Power Platform. This positions the product well to integrate with Power BI, Power Automate, and Power Apps. It is, so far, the only MS product that lends itself to abstracted portfolio management, which means it doesn’t rely on project task level engagement to produce portfolio reports. The portfolio can also run with a mixed methodology by funneling Project, Azure Boards, and Planner boards into its roadmap function.

      Get familiar with the Microsoft product offerings for project management

      A diagram of Microsoft products and what they can help accomplish in Personal and Team Project Management. Products listed include 'Project Desktop Client', 'Project Online', 'SharePoint', 'Power Platform', 'Azure DevOps', 'Project for the web', Project Roadmap', 'Project Home', and 'Project Server'. See the next slide for more details on personal and team project management as modes of working.

      Download the M365 Project Management Tool Guide

      Project Management

      Orchestrating the delivery of project work

      • Who does it?
        • Project managers
      • What is it?
        • Individual project managers developing project plans and schedules in the MS Project Desktop Client
      • When is it done?
        • Throughout the lifecycle of the project
      • Where is it done?
        • Digital location
      • How is it done?
        • Used by individual project managers to develop and manage project plans.
        • Common approaches may or may not involve reconciliation of resource capacity through integration with Active Directory.
        • Sometimes usage norms are established by organizational project management governance standards, though individual use of the desktop client is largely ungoverned.

      Microsoft differentiator:

      For better or worse, Microsoft’s core solution is veritably synonymous with project management itself and has formally contributed to the definition of the project management space.

      Project Portfolio Management Overview

      Optimize what you’re already using and get familiar with the Power Platform.

      What does PPM look like within M365?

      • The Office suite in the Microsoft 365 suite boasts the world’s most widely used application for the purposes of abstracted and strategic PPM: Excel. For the purposes of PPM, Excel is largely implemented in a suboptimal fashion, and as a result, organizations fail to gain PPM adoption and maturation through its use.
      • Until very recently, Microsoft toolset did not explicitly address abstracted PPM needs.
      • However, with the latest version of M365 and Project for the web, Microsoft is boasting of renewed PPM capabilities from its toolset. These capabilities are largely facilitated through what Microsoft is calling its Power Platform (i.e. a suite of products that includes Power, Power Apps, and Power Automate).

      Explore the Microsoft product offering for abstracted project portfolio management

      A diagram of Microsoft products for 'Adaptive or Abstracted Portfolio Management'. Products listed include 'Excel', 'MS Lists', 'Forms', 'Teams', and the 'Power Platform' products 'Power BI', 'Power Apps', and 'Power Automate'. See the next slide for more details on adaptive or abstracted portfolio management as a mode of working.

      Download the M365 Project Portfolio Management Tool Guide

      Project Portfolio Management

      Doing the right projects, at the right time, with the right resources

      • Who does it?
        • PMO directors; portfolio managers
      • What is it?
        A strategic approach to approving, prioritizing, resourcing, and reporting on projects using applications in M365 and Project for the web. In distinction to enterprise PPM, a top-down or abstracted approach is applied, meaning PPM data is not tied to project task details.
      • Where is it done?
        • Digital tool, either homegrown or commercial
      • How is it done?
        • Currently in M365, PPM approaches are largely self-developed, though Microsoft Gold Partners are commonly involved.
        • User norms are still evolving, along with the software’s (Project for the web) function.

      Microsoft differentiator:

      Integration between Project for the web and Power Apps allows for custom approaches.

      Project Portfolio Management Overview

      Microsoft’s legacy project management toolset has contributed to the definition of traditional or enterprise PPM space.

      A robust and intensive bottom-up approach that requires task level roll-ups from projects to inform portfolio level data. For this model to work, reconciliation of individual resource capacity must be universal and perpetually current.

      If your organization has low or no maturity with PPM, this approach will be tough to make successful.

      In fact, most organizations under adopt the tools required to effectively operate with the traditional project portfolio management. Once adopted and operationalized, this combination of tools gives the executives the most precise view of the current state of projects within the portfolio.

      Explore the Microsoft product offering for enterprise project portfolio management

      A diagram of Microsoft products for 'Enterprise or Traditional Portfolio Management'. Products listed include 'Project Desktop Client', 'SharePoint', 'Project Online', 'Azure DevOps', 'Project Roadmaps', and 'Project Home'. See the next slide for more details on this as a mode of working.

      Download the M365 Project Portfolio Management Tool Guide

      Enterprise Project and Portfolio Management

      Bottom-up approach to managing the project portfolio

      • Who does it?
        • PMO and ePMO directors; portfolio managers
        • Project managers
      • What is it?
        • A strategic approach to approving, prioritizing, resourcing, and reporting on projects using applications in M365 and Project for the web. In distinction to enterprise PPM, a top-down or abstracted approach is applied, meaning PPM data is not tied to project task details.
      • Where is it done?
        • Digital tool that is usually commercial.
      • How is it done?
        • Microsoft Gold Partner involvement is highly likely in successful implementations.
        • Usage norms are long established and customized solutions are prevalent.
        • To be successful, use must be highly governed.
        • Reconciliation of individual resource capacity must be universal and perpetually current.

      Microsoft differentiator:

      Microsoft’s established network of Gold Partners helps to make this deployment a viable option.

      Assess your current tool ecosystem across work management categories

      Use Info-Tech’s Tool Audit Workbook to assess the value and satisfaction for the work management tools currently in use.

      • With the modes of working in mind that have been addressed in the previous slides and in Info-Tech’s Tool Guides, the activity slides ahead encourage you to engage your wider organization to determine all of the ways of working across individuals and teams.
      • Depending on the scope of your work management optimization, these engagements may be limited to IT or may extend to the business.
      • Use Info-Tech’s Tool Audit Workbook to help you gather and make sense of the tool data you collect. The result of this activity is to gain insight into the tools that drive value and fail to drive value across your work management categories with a view to streamline the organization’s tool ecosystem.

      Download Info-Tech’s Tool Audit Workbook

      Sample of Info-Tech's Tool Audit Workbook.

      1.2.1 Compile list of tools

      1-3 hours

      Input: Information on tools used to complete task, project, and portfolio tasks

      Output: Analyzed list of tools

      Materials: Whiteboard/Flip Charts, Tool Audit Workbook

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, Project Managers, Business Stakeholders

      1. Identify the stakeholder groups that are in scope. For each group that you’ve identified, brainstorm the different tools and artifacts that are necessary to get the task, project, and project portfolio management functions done.
      2. Make sure to record the tool name and specify its category (standard document, artifact, homegrown solution, or commercial solution).
      3. Think about and discuss how often the tool is being used for each use case across the organization. Document whether its use is required. Then assess reporting functionality, data accuracy, and cost.
      4. Lastly, give a satisfaction rating for each use case.

      Excerpt from the Tool Audit Workbook

      Excerpt from Info-Tech's Tool Audit Workbook on compiling tools.

      1.2.1 Review dashboard

      1-3 hours

      Input: List of key PPM decision points, List of who is accountable for PPM decisions, List of who has PPM decision-making authority

      Output: Prioritized list of PPM decision-making support needs

      Materials: Whiteboard/Flip Charts, Tool Audit Workbook

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, CIO

      Discuss the outputs of the Dashboards tab to inform your decision maker on whether to pass or fail the tool for each use case.

      Sample of a BI dashboard used to evaluate the usefulness of tools. Written notes include: 'Slice the data based on stakeholder group, tool, use case, and category', and 'Review the results of the questionnaire by comparing cost and satisfaction'.

      1.2.1 Execute final audit

      1 hour

      Input: List of key PPM decision points, List of who is accountable for PPM decisions, List of who has PPM decision-making authority

      Output: Prioritized list of PPM decision-making support needs

      Materials: Whiteboard/Flip Charts, Tool Audit Workbook

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, CIO

      1. Using the information available, schedule time with the leadership team to present the results.
      2. Identify the accountable party to make the final decision on what current tools pass or fail the final audit.
      3. Mind the gap presented by the failed tools and look to possibilities within the M365 and Microsoft Project suite. For each tool that is deemed unsatisfactory for the future state, mark it as “Fail” in column O on tab 2 of the Tool Audit Workbook. This will ensure the item shows in the “Fail” column on tab 4 of the tool when you refresh the data.
      4. For each of the tools that “fail” your audit and that you’re going to make recommendations to rationalize in a future state, try to capture the annual total current-state spending on licenses, and the work modes the tool currently supports (i.e. task, project, and/or portfolio management).
      5. Additionally, start to think about future-state replacements for each tool within or outside of the M365/MS Project platforms. As we move forward to finalize your action plan in the last phase of this blueprint, we will capture and present this information to key stakeholders.

      Document your goals, needs, and constraints before proceeding

      Use Info-Tech’s Force Field Analysis Tool to help weigh goals and needs against risks and constraints associated with a work management change.

      • Now that you have discussed the organization’s ways of working and assessed its tool landscape – and made some initial decisions on some tool options that might need to change across that landscape – gather key stakeholders to define (a) why a change is needed at this time and (b) to document some of the risks and constraints associated with changing.
      • Info-Tech’s Force Field Analysis Tool can be used to capture these data points. It takes an organizational change management approach and asks you to consider the positive and negative forces associated with a work management tool change at this time.
      • The slides ahead walk you through a force field analysis activity and help you to navigate the relevant tabs in the Tool.

      Download Info-Tech's Force Field Analysis Tool

      Sample of Info-Tech's Force Field Analysis Tool.

      1.2.1 Identify goals and needs (1 of 2)

      Use tab 1 of the Force Field Analysis Workbook to assess goals and needs.

      30 minutes

      Input: Opportunities associated with determining the use case for Microsoft Project and M365 in your organization

      Output: Plotted opportunities based on probability and impact

      Materials: Whiteboard/Flip Charts, Force Field Analysis Tool

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, Project Managers

      1. Brainstorm opportunities associated with exploring and/or implementing Microsoft Project and the Microsoft 365 suite of products for task, project, and project portfolio management.
      2. Document relevant opportunities in tab 1 of the Force Field Analysis Tool. For each driving force for the change (note: a driving force can include goals and needs) that is identified, provide a category that explains why the driving force is a concern (i.e. with this force is the organization looking to mature, integrate, scape, or accelerate?).
      3. In addition, assess the ease of achieving or realizing each goal or need and the impact of realizing them on the PMO and/or the organization.
      4. See the next slide for a screenshot that helps you navigate tab 1 of the Tool.

      Download the Force Field Analysis Tool

      1.2.1 Identify goals and needs (2 of 2)

      Screenshot of tab 1 of the Force Field Analysis Workbook.

      Screenshot of tab 1 of the Force Field Analysis Workbook. There are five columns referred to as columns B through F with the headings 'Opportunities', 'Category', 'Source', 'Ease of Achieving', and 'Impact on PMO/Organization'.

      In column B on tab 1, note the specific opportunities the group would like to call out.

      In column C, categorize the goal or need being articulated by the list of drop-down options: will it accelerate the time to benefit? Will it help to integrate systems and data sources? Will it mature processes and the organization overall? Will it help to scale across the organization? Choose the option that best aligns with the opportunity.

      In column D, categorize the source of the goal or need as internal or external.

      In column E, use the drop-down menus to indicate the ease of realizing each goal or need for the organization. Will it be relatively easy to manifest or will there be complexities to implementing it?

      In column F, use the drop-down menus to indicate the positive impact of realizing or achieving each need on the PMO and/or the organization.

      On tab 3 of the Force Field Analysis Workbook, your inputs on tab 1 are summarized in graphical form from columns B to G. On tab 3, these goals and needs results are contrasted with your inputs on tab 2 (see next slide).

      1.2.2 Identify risk and constraints (1 of 2)

      Use tab 2 of the Force Field Analysis Workbook to assess opposing forces to change.

      30 minutes

      Input: Risks associated with determining the use case for Microsoft Project and M365 in your organization

      Output: Plotted risks based on probability and impact

      Materials: Whiteboard/Flip Charts, Force Field Analysis Tool

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, Project Managers

      1. With the same working group from 1.2.1, brainstorm risks, constraints, and other opposing forces pertaining to your potential future state.
      2. Document relevant opposing forces in tab 2 of the Force Field Analysis Tool. For each opposing force for the change (note: a driving force can include goals and needs) that is identified, provide a category that explains why the opposing force is a concern (i.e. will it impact or is it impacted by time, resources, maturity, budget, or culture?).
      3. In addition, assess the likelihood of the risk or constraint coming to light and the negative impact of it coming to light for your proposed change.
      4. See the next slide for a screenshot that helps you navigate tab 2 of the Force Field Analysis Tool.

      Download the Force Field Analysis Tool

      1.2.2 Identify risk and constraints (2 of 2)

      Screenshot of tab 2 of the Force Field Analysis Workbook.

      Screenshot of tab 2 of the Force Field Analysis Workbook. There are five columns referred to as columns B through F with the headings 'Risks and Constraints', 'Category', 'Source', 'Likelihood of Constraint/Risk/Resisting Force Being Felt', and 'Impact to Derailing Goals and Needs'.

      In column B on tab 2, note the specific risks and constraints the group would like to call out.

      In column C, categorize the risk or constraint being articulated by the list of drop-down options: will it impact or is it impacted by time, resources, budget, culture or maturity?

      In column D, categorize the source of the goal or need as internal or external.

      In column E, use the drop-down menus to indicate the likelihood of each risk or constraint materializing during your implementation. Will it definitely occur or is there just a small chance it could come to light?

      In column F, use the drop-down menus to indicate the negative impact of the risk or constraint to achieving your goals and needs.

      On tab 3 of the Force Field Analysis Workbook, your inputs on tab 2 are summarized in graphical form from columns I to N. On tab 3, your risk and constraint results are contrasted with your inputs on tab 1 to help you gauge the relative weight of driving vs. opposing forces.

      Step 1.2

      Explore the Microsoft Project Plans and their capabilities

      Activities

      • 1.1.1 Review the Microsoft 365 licensing features
      • 1.1.2 Explore the Microsoft Project Plan licenses
      • 1.1.3 Prepare a needs assessment for Microsoft 365 and Project Plan licenses

      This step will walk you through the following activities:

      • Review the suite of task management, project management, and project portfolio management options available in Microsoft 365.
      • Prepare a preliminary checklist of required M365 apps for your stakeholders.

      This step usually involves the following participants:

      • PMO/Portfolio Manager
      • Project Managers
      • CIO and other executive stakeholders
      • Other project portfolio stakeholders (project and IT workers)

      Outcomes of Step

      • Preliminary requirements for an M365 project management and project portfolio management tool implementation

      Microsoft recently revamped its project plans to balance its old and new tech

      Access to the new tech, Project for the web, comes with all license types, while Project Online Professional and Premium licenses have been revamped as P3 and P5.

      Navigating Microsoft licensing is never easy, and Project for the web has further complicated licensing needs for project professionals.

      As we’ll cover in step 2.1 of this blueprint, Project for the web can be extended beyond its base lightweight work management functionality using the Power Platform (Power Apps, Power Automate, and Power BI). Depending on the scope of your implementation, this can require additional Power Platform licensing.

      • In this step, we will help you understand the basics of what’s already included in your enterprise M365 licensing as well as what’s new in Microsoft’s recent Project licensing plans (P1, P3, and P5).
      • As we cover toward the end of this step, you can use Info-Tech’s MS Project and M365 Licensing Tool to help you understand your plan and licensing needs. Further assistance on licensing can be found in the Task, Project, and Portfolio Management Tool Guides that accompany this blueprint and Info-Tech’s Modernize Your Microsoft Licensing for the Cloud Era.

      Download Info-Tech’s Modernize Your Microsoft Licensing for the Cloud Era

      Licensing features for knowledge workers

      Please note that licensing packages are frequently subject to change. This is up to date as of August 2021. For the most up-to-date information on licensing, visit the Microsoft website.

      Bundles are extremely common and can be more cost effective than à la carte options for the Microsoft products.

      The biggest differentiator between M365 and O365 is that the M365 product also includes Windows 10 and Enterprise Mobility and Security.

      The color coding in the diagram indicates that the same platform/application suite is available.

      Platform or Application M365 E3 M365 E5 O365 E1 O365 E3 O365 E5
      Microsoft Forms X X X X X
      Microsoft Lists X X X X X
      OneDrive X X X X X
      Planner X X X X X
      Power Apps for Office 365 X X X X X
      Power Automate for Office X X X X X
      Power BI Pro X X
      Power Virtual Agents for Teams X X X X X
      SharePoint X X X X X
      Stream X X X X X
      Sway X X X X X
      Teams X X X X X
      To Do X X X X X

      Get familiar with Microsoft Project Plan 1

      Please note that licensing packages are frequently subject to change. This is up to date as of August 2021. For the most up to date information on licensing, visit the Microsoft website.

      Who is a good fit?

      • New project managers
      • Zero-allocation project managers
      • Individuals and organizations who want to move out of Excel into something less fragile (easily breaking formulas)

      What does it include?

      • Access to Project Home, a landing page to access all project plans you’ve created or have been assigned to.
      • Access to Grid View, Board View, and Timeline (Gantt) View to plan and manage your projects with Project for the web
      • Sharing Project for the web plans across Microsoft Teams channels
      • Co-authoring on project plans

      When does it make sense?

      • Lightweight project management
      • No process to use bottom-up approach for resourcing data
      • Critical-path analysis is not required
      • Organization does not have an appetite for project management rigor

      Get familiar with Microsoft Project Plan 3

      Please note that licensing packages are frequently subject to change. This is up to date as of August 2021. For the most up to date information on licensing, visit the Microsoft website.

      Who is a good fit?

      • Experienced and dedicated project managers
      • Organizations with complex projects
      • Large project teams are required to complete project work
      • Organizations have experience using project management software

      What does it include?

      Everything in Project Plan 1 plus the following:

      • Reporting through Power BI Report template apps (note that there are no pre-built reports for Project for the web)
      • Access to build a Roadmap of projects from Project for the web and Azure DevOps with key milestones, statuses, and deadlines
      • Project Online to submit and track timesheets for project teams
      • MS Project Desktop Client to support resource management

      When does it make sense?

      • Project management is an established discipline at the organization
      • Critical-path analysis is commonly used
      • Organization has some appetite for project management rigor
      • Resources are expected to submit timesheets to allow for more precise resource management data

      Get familiar with Microsoft Project Plan 5

      Please note that licensing packages are frequently subject to change. This is up to date as of August 2021. For the most up to date information on licensing, visit the Microsoft website.

      Who is a good fit?

      • Experienced and dedicated project managers
      • Experienced and dedicated PMO directors
      • Dedicated portfolio managers
      • Organizations proficient at sustaining data in a standard tool

      What does it include?

      Everything in Project Plan 3 plus the following:

      • Portfolio selection and optimization
      • Demand management
      • Enterprise resource planning and management through deterministic task and resource scheduling
      • MS Project Desktop Client to support resource management

      When does it make sense?

      • Project management is a key success factor at the organization
      • Organization employs a bottom-up approach for resourcing data
      • Critical-path analysis is required
      • Formal project portfolio management processes are well established
      • The organization is willing to either put in the time, energy, and resources to learn to configure the system through DIY or is willing to leverage a Microsoft Partner to help them do so

      What’s included in each plan (1 of 2)

      Plan details are up to date as of September 2021. Plans and pricing can change often. Visit the Microsoft website to validate plan options and get pricing details.
      MS Project Capabilities Info-Tech's Editorial Description P1 P3 P5
      Project Home Essentially a landing page that allows you to access all the project plans you've created or that you're assigned to. It amalgamates plans created in Project for the web, the Project for the web app in Power Apps, and Project Online. X X X
      Grid view One of three options in which to create your project plans in Project for the web (board view and timeline view are the other options). You can switch back and forth between the options. X X X
      Board view One of three options in which to create your project plans in Project for the web (grid view and timeline view are the other options). You can switch back and forth between the options. X X X
      Timeline (Gantt) view One of three options in which to create your project plans in Project for the web (board view and grid view are the other options). You can switch back and forth between the options. X X X
      Collaboration and communication This references the ability to add Project for the web project plans to Teams channels. X X X
      Coauthoring Many people can have access to the same project plan and can update tasks. X X X
      Project planning and scheduling For this the marketing lingo says "includes familiar scheduling tools to assign project tasks to team members and use different views like Grid, Board, and Timeline (Gantt chart) to oversee the schedule." Unclear how this is different than the project plans in the three view options above. X X X

      X - Functionality Included in Plan

      O - Functionality Not Included in Plan

      What’s included in each plan (2 of 2)

      Plan details are up to date as of September 2021. Plans and pricing can change often. Visit the Microsoft website to validate plan options and get pricing details.
      MS Project Capabilities Info-Tech's Editorial Description P1 P3 P5
      Reporting This seems to reference Excel reports and the Power BI Report Template App, which can be used if you're using Project Online. There are no pre-built reports for Project for the web, but third-party Power Apps are available. O X X
      Roadmap Roadmap is a platform that allows you to take one or more projects from Project for the web and Azure DevOps and create an organizational roadmap. Once your projects are loaded into Roadmap you can perform additional customizations like color status reporting and adding key days and milestones. O X X
      Timesheet submission Project Online and Server 2013 and 2016 allow team members to submit timesheets if the functionality is required. O X X
      Resource management The rich MS Project client supports old school, deterministic project scheduling at the project level. O X X
      Desktop client The full desktop client comes with P3 and P5, where it acts as the rich editor for project plans. The software enjoys a multi-decade market dominance as a project management tool but was never paired with an enterprise collaboration server engine that enjoyed the same level of success. O X X
      Portfolio selection and optimization Portfolio selection and optimization has been offered as part of the enterprise project and portfolio suite for many years. Most people taking advantage of this capability have used a Microsoft Partner to formalize and operationalize the feature. O O X
      Demand Management Enterprise demand management is targeted at the most rigorous of project portfolio management practices. Most people taking advantage of this capability have used a Microsoft Partner to formalize and operationalize the feature. O O X
      Enterprise resource planning and management The legacy MS Project Online/Server platform supports enterprise-wide resource capacity management through an old-school, deterministic task and resource scheduling engine, assuming scaled-out deployment of Active Directory. Most people succeeding with this capability have used a Microsoft Partner to formalize and operationalize the feature. O O X

      X - Functionality Included in Plan

      O - Functionality Not Included in Plan

      Use Info-Tech’s MS Project and M365 Licensing Tool

      Leverage the analysis in Info-Tech’s MS Project & M365 Licensing Tool to help inform your initial assumptions about what you need and how much to budget for it.

      • The Licensing Tool can help you determine what Project Plan licensing different user groups might need as well as additional Power Platform licensing that may be required.
      • It consists of four main tabs: two set-up tabs where you can validate the plan and pricing information for M365 and MS Project; an analysis tab where you set up your user groups and follow a survey to assess their Project Plan needs; and another analysis tab where you can document your Power Platform licensing needs across your user groups.
      • There is also a business case tab that breaks down your total licensing needs. The outputs of this tab can be used in your MS Project & M365 Action Plan Template, which we will help you develop in phase three of this blueprint.

      Download Info-Tech's Microsoft Project & M365 Licensing Tool

      Sample of Info-Tech's Microsoft Project and M365 Licensing Tool.

      1.2.1 Conduct a needs assessment

      1-2 hours

      Input: List of key user groups/profiles, Number of users and current licenses

      Output: List of Microsoft applications/capabilities included with each license, Analysis of user group needs for Microsoft Project Plan licenses

      Materials: Microsoft Project & 365 Licensing Tool

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, Project Managers

      1. As a group, analyze the applications included in your current or desired 365 license and calculate any additional Power Platform licensing needs.
      2. Screenshot of the 'Application/Capabilities' screen from the 'Microsoft Project and M365 Licensing Tool'.
      3. Within the same group, use the drop-down menus to analyze your high-level MS Project requirements by selecting whether each capability is necessary or not.
      4. Your inputs to the needs assessment will determine the figures in the Business Case tab. Consider exporting this information to PDF or other format to distribute to stakeholders.
      5. Screenshot of the 'Business Case' tab from the 'Microsoft Project and M365 Licensing Tool'.

      Download Info-Tech's Microsoft Project & M365 Licensing Tool

      Step 1.3

      Assess the maturity of your current PM & PPM capabilities

      Activities

      • Assess current state project and project portfolio management processes and tools
      • Determine target state project and project portfolio management processes and tools

      This step will walk you through the following activities:

      • Assess current state project and project portfolio management processes and tools
      • Determine target state project and project portfolio management processes and tools

      This step usually involves the following participants:

      • PMO/Portfolio Manager
      • Project Managers
      • CIO and other executive stakeholders
      • Other project portfolio stakeholders (project and IT workers)

      Outcomes of Step

      • Current and target state maturity for project management and project portfolio management processes

      Project portfolio management and project management are more than tools

      Implementing commercial tools without a matching level of process discipline is a futile exercise, leaving organizations frustrated at the wasted time and money.

      • The tool is only as good as the data that is input. There is often a misunderstanding that a tool will be “automatic.” While it is true that a tool can help make certain processes easier and more convenient by aggregating information, enhancing reporting, and coauthoring, it will not make up the data. If data becomes stale, the tool is no longer valid for accurate decision making.
      • Getting people onboard and establishing a clear process is often the hardest part. As IT folk, it can be easy to get wrapped up in the technology. All too often excitement around tools can drown out the important requisites around people and process. The reality is people and process are a necessary condition for a tool to be successful. Having a tool will not be sufficient to overcome obstacles like poor stakeholder buy-in, inadequate governance, and the absence of a standard operating procedure.

      • Slow is the way to go. When deciding what tools to purchase, start small and scale up rather than going all in and all too often ending up with many unused features and fees.

      "There's been a chicken-egg debate raging in the PPM world for decades: What comes first, the tool or the process? It seems reasonable to say, ‘We don't have a process now, so we'll just adopt the one in the tool.’ But you'll soon find out that the tool doesn't have a process, and you needed to do more planning and analysis before buying the tool." (Barry Cousins, Practice Lead, Project Portfolio Management)

      Assess your process maturity to determine the right tool approach

      Take the time to consider and reflect on the current and target state of the processes for project portfolio management and project management.

      Project Portfolio Management

      • Status and Progress Reporting
        1. Intake, Approval, and Prioritization

          PPM is the practice of selecting the right projects and ensuring the organization has the necessary resources to complete them. PPM should enable executive decision makers to make sense of the excess of demand and give IT the ability to prioritize those projects that are most valuable to the business.
        2. Resource Management

        3. Project Management

          1. Initiation
          2. Planning
          3. Execution
          4. Monitoring and Controlling
          5. Closing
          Tailor a project management framework to fit your organization. Formal methodologies aren’t always the best fit. Take what you can use from formal frameworks and define a right-sized approach to your project management processes.
        4. Project Closure

        5. Benefits Tracking

      Info-Tech’s maturity assessment tools can help you match your tools to your maturity level

      Use Info-Tech’s Project Portfolio Management Maturity Assessment Tool and Project Management Maturity Assessment Tool.

      • The next few slides in this step take you through using our maturity assessment tools to help gauge your current-state and target-state maturity levels for project management (PM) and project portfolio management (PPM).
      • In addition to the process maturity assessments, these workbooks also help you document current-state support tools and desired target-state tools.
      • The outputs of these workbooks can be used in your MS Project & M365 Action Plan Template, which we will help you develop in phase three of this blueprint.

      Download Info-Tech’s Project Portfolio Management Maturity Assessment Tool and Project Management Maturity Assessment Tool

      Samples of Info-Tech's Project Portfolio Management Maturity Assessment Tool and Project Management Maturity Assessment Tool.

      Conduct a gap analysis survey for both project and project portfolio management.

      • Review the category and activity statements: For each gap analysis tab in the maturity assessments, use the comprehensive activity statements to identify gaps for the organization.
      • Assess the current state: To assess the current state, evaluate whether the statement should be labeled as:
        • Absent: There is no evidence of any activities supporting this process.
        • Initial: Activity is ad hoc and not well defined.
        • Defined: Activity is established and there is moderate adherence to its execution.
        • Repeatable: Activity is established, documented, repeatable, and integrated with other phases of the process.
        • Managed: Activity execution is tracked by gathering qualitative and quantitative feedback

      Once this is documented, take some time to describe the type of tool being used to do this (commercial, home-grown, standardized document) and provide additional details, where applicable.

      Define the target state: Repeat the assessment of activity statements for the target state. Then gauge the organizational impact and complexity of improving each capability on a scale of very low to very high.

      Excerpt from Info-Tech's Project Portfolio Management Maturity Assessment Tool, the 'PPM Current State Target State Maturity Assessment Survey'. It has five columns whose purpose is denoted in notes. Column 1 'Category within the respective discipline'; Column 2 'Statement to consider'; Column 3 'Select the appropriate answer for current and target state'; Column 4 'Define the tool type'; Column 5 'Provide addition detail about the tool'.

      Analyze survey results for project and project portfolio management maturity

      Take stock of the gap between current state and target state.

      • What process areas have the biggest gap between current and target state?
      • What areas are aligned across current and target state?

      Identify what areas are currently the least and most mature.

      • What process area causes the most pain in the organization?
      • What process area is the organization’s lowest priority?

      Note the overall current process maturity.

      • After having done this exercise, does the overall maturity come as a surprise?
      • If so, what are some of the areas that were previously overlooked?
      A table and bar graph documenting and analysis of maturity survey results. The table has four columns labelled 'Process Area', 'Current Process Completeness', 'Current Maturity Level', and 'Target State Maturity'. Rows headers in the 'Process Area' column are 'Intake, Approval, and Prioritization', 'Resource Management', 'Portfolio Reporting', 'Project Closure and Benefits Realization', 'Portfolio Administration', and finally 'Overall Maturity'. The 'Current Process Completeness' column's values are in percentages. The 'Current Maturity Level' and 'Target State Maturity' columns' values can be one of the following: 'Absent', 'Initial', 'Defined', 'Repeatable', or 'Managed'. The bar chart visualizes the levels of the 'Target State' and 'Current State' with 'Absent' from 0-20%, 'Initial' from 20-40%, 'Defined' from 40-60%, 'Repeatable' from 60-80%, and 'Managed' from 80-100%.
      • Identify process areas with low levels of maturity
      • Spot areas of inconsistency between current and target state.
      • Assess the overall gap to get a sense of the magnitude of the effort required to get to the target state.
      • 100% doesn’t need to be the goal. Set a goal that is sustainable and always consider the value to effort ratio.

      Screenshot your results and put them into the MS Project and M365 Action Plan Template.

      Review the tool overview and plan to address gaps (tabs 3 & 4)

      Tool Overview:

      Analyze the applications used to support your project management and project portfolio management processes.

      Look for:

      • Tools that help with processes across the entire PM or PPM lifecycle.
      • Tools that are only used for one specific process.

      Reflect on the overlap between process areas with pain points and the current tools being used to complete this process.

      Consider the sustainability of the target-state tool choice

      Screenshot of a 'Tool Overview' table. Chart titled 'Current-to-Target State Supporting Tools by PPM Activity' documenting the current and target states of different supporting tools by PPM Activity. Tools listed are 'N/A', 'Standardized Document', 'Homegrown Tool', and 'Commercial Tool'.

      You have the option to create an action plan for each of the areas of improvement coming out of your maturity assessment.

      This can include:

      • Tactical Optimization Action: What is the main action needed to improve capability?
      • Related Actions: Is there a cross-over with any actions for other capabilities?
      • Timeframe: Is this near-term, mid-term, or long-term?
      • Proposed Start Date
      • Proposed Go-Live Date
      • RACI: Who will be responsible, accountable, consulted, and informed?
      • Status: What is the status of this action item over time?

      Determine the Future of Microsoft Project for Your Organization

      Phase 2: Weigh Your Implementation Options

      Phase 1: Determine Your Tool Needs

      Phase 2: Weigh Your Implementation Options

      Phase 3: Finalize Your Implementation Approach
      • Step 1.1: Survey the M365 work management landscape
      • Step 1.2: Perform a process maturity assessment to help inform your M365 starting point
      • Step 1.3: Consider the right MS Project licenses for your stakeholders
      • Step 2.1: Get familiar with extending Project for the web using Power Apps
      • Step 2.2: Assess the MS Gold Partner Community
      • Step 3.1: Prepare an action plan

      Phase Outcomes

      • A decision on how best to proceed (or not proceed) with Project for the web
      • A Partner outreach plan

      Step 2.1

      Get familiar with extending Project for the web using Power Apps

      Activities

      • Get familiar with Project for the web: how it differs from Microsoft’s traditional project offerings and where it is going
      • Understand the basics of how to extend Project for the web in Power Apps
      • Perform a feasibility test

      This step will walk you through the following activities:

      • Get familiar with Project for the web
      • Understand the basics of how to extend Project for the web in Power Apps
      • Perform a feasibility test to determine if taking a DIY approach to extending Project for the web is right for your organization currently

      This step usually involves the following participants:

      • Portfolio Manager (PMO Director)
      • Project Managers
      • Other relevant PMO stakeholders

      Outcomes of Step

      • A decision on how best to proceed (or not proceed) with Project for the web

      Project for the web is the latest of Microsoft’s project management offerings

      What is Project for the web?

      • First introduced in 2019 as Project Service, Project for the web (PFTW) is Microsoft’s entry into the world of cloud-based work management and lightweight project management options.
      • Built on the Power Platform and leveraging the Dataverse for data storage, PFTW integrates with the many applications that M365 users are already employing in their day-to-day work management and collaboration activities.
      • It is available as a part of your M365 subscription with the minimum activation of P1 license – it comes with P3 and P5 licenses as well.
      • From a functionality and user experience perspective, PFTW is closer to applications like Planner or Azure Boards than it is to traditional MS Project options.

      What does it do?

      • PFTW allows for task and dependency tracking and basic timeline creation and scheduling and offers board and grid view options. It also allows real-time coauthoring of tasks among team members scheduled to the same project.
      • PFTW also comes with a product/functionality Microsoft calls Roadmap, which allows users to aggregate multiple project timelines into a single view for reporting purposes.

      What doesn't it do?

      • With PFTW, Microsoft is offering noticeably less traditional project management functionality than its existing solutions. Absent are table stakes project management capabilities like critical path, baselining, resource load balancing, etc.

      Who is it for?

      • Currently, in its base lightweight project management option, PFTW is targeted toward occasional or part-time project managers (not the PMP-certified set) tasked with overseeing and/or collaborating on small to mid-sized initiatives and projects.

      Put Project for the web in perspective

      Out of the box, PFTW occupies a liminal space when it comes to work management options

      • More than a task management tool, but not quite a full project management tool
      • Not exactly a portfolio management tool, yet some PPM reporting functionality is inherent in the PFTW through Roadmap

      The table to the right shows some of the functionality in PFTW in relation to the task management functionality of Planner and the enterprise project and portfolio management functionality of Project Online.

      Table 2.1a Planner Project for the web Project Online
      Coauthoring on Tasks X X
      Task Planning X X X
      Resource Assignments X X X
      Board Views X X X
      MS Teams Integration X X X
      Roadmap X X
      Table and Gantt Views X X
      Task Dependency Tracking X X
      Timesheets X
      Financial Planning X
      Risks and Issues Tracking X
      Program Management X
      Advanced Portfolio Management X

      Project for the web will eventually replace Project Online

      • As early as 2018 Microsoft has been foreshadowing a transition away from the SharePoint-backed Project environments of Server and Online toward something based in Common Data Service (CDS) – now rebranded as the Dataverse.
      • Indeed, as recently as the spring of 2021, at its Reimagine Project Management online event, Microsoft reiterated its plans to sunset Project Online and transition existing Online users to the new environment of Project for the web – though it provided no firm dates when this might occur.
        • The reason for this move away from Online appears to be an acknowledgment that the rigidity of the tool is awkward in our current dynamic, collaborative, and overhead-adverse work management paradigm.
        • To paraphrase a point made by George Bullock, Sr. Product Marketing Manager, for Microsoft at the Reimagine Project Management event, teams want to manage work as they see fit, but the rigidity of legacy solutions doesn’t allow for this, leading to a proliferation of tools and data sprawl. (This comment was made during the “Overview of Microsoft Project” session during the Reimagine event.)

      PFTW is Microsoft’s proposed future-state antidote to this challenge. Its success will depend on how well users are able to integrate the solution into a wider M365 work management setting.

      "We are committed to supporting our customers on Project Online and helping them transition to Project for the Web. No end-of-support has been set for Project Online, but when the time comes, we will communicate our plans on the transition path and give you plenty of advance notice." (Heather Heide, Program Manager, Microsoft Planner and Project. This comment was made during the “Overview of Microsoft Project” session during the Reimagine event.)

      Project for the web can be extended beyond its base lightweight functionality

      Project for the web can be extended to add more traditional and robust project and project portfolio management functionality using the Power Platform.

      Microsoft plans to sunset Project Online in favor of PFTW will at first be a head-scratcher for those familiar with the extensive PPM functionality in Project Online and underwhelmed by the project and portfolio management in PFTW.

      However, having built the solution upon the Power Platform, Microsoft has made it possible to take the base functionality in PFTW and extend it to create a more custom, organizationally specific user experience.

      • With a little taste of what can be done with PFTW by leveraging the Power Platform – and, in particular, Power Apps – it becomes more obvious how we, as users, can begin to evolve the base tool toward a more traditional PPM solution and how, in time, Microsoft’s developers may develop the next iteration of PFTW into something more closely resembling Project Online.

      Before users get too excited about using these tools to build a custom PPM approach, we should consider the time, effort, and skills required. The slides ahead will take you through a series of considerations to help you gauge whether your PMO is ready to go it alone in extending the solution.

      Extending the tool enhances functionality

      Table 2.1a in this step displayed the functionality in PFTW in relation to the task management tool Planner and the robust PPM functionality in Online.

      The table to the right shows how the functionality in PFTW can differ from the base solution and Project Online when it is extended using the model-driven app option in Power Apps.

      Caveat: The list of functionality and processes in this table is sample data.

      This functionality is not inherent in the solution as soon as you integrate with Power Apps. Rather it must be built – and your success in developing these functions will depend upon the time and skills you have available.

      Table 2.1b Project for the web PFTW extended with PowerApps Project Online
      Critical Path X
      Timesheets X
      Financial Planning X X
      Risks and Issues Tracking X X
      Program Management X
      Status Updates X
      Project Requests X
      Business Cases X
      Project Charters X
      Resource Planning and Capacity Management X X
      Project Change Requests X

      Get familiar with the basics of Power Apps before you decide to go it alone

      While the concept of being able to customize and grow a commercial PPM tool is enticing, the reality of low-code development and application maintenance may be too much for resource-constrained PMOs.

      Long story short: Extending PFTW in Power Apps is time consuming and can be frustrating for the novice to intermediate user.

      It can take days, even weeks, just to find your feet in Power Apps, let alone to determine requirements to start building out a custom model-driven app. The latter activity can entail creating custom columns and tables, determining relationships between tables to get required outputs, in addition to basic design activities.

      Time-strapped and resource-constrained practitioners should pause before committing to this deployment approach. To help better understand the commitment, the slides ahead cover the basics of extending PFTW in Power Apps:

      1. Dataverse environments.
      2. Navigating Power App Designer and Sitemap Designer
      3. Customizing tables and forms in the Dataverse

      See Info-Tech’s M365 Project Portfolio Management Tool Guide for more information on Power Apps in general.

      Get familiar with Power Apps licensing

      Power Apps for 365 comes with E1 through E5 M365 licenses (and F3 and F5 licenses), though additional functionality can be purchased if required.

      While extending Project for the web with Power Apps does not at this time, in normal deployments, require additional licensing from what is included in a E3 or E5 license, it is not out of the realm of possibility that a more complex deployment could incur costs not included in the Power Apps for 365 that comes with your enterprise agreement.

      The table to the right shows current additional licensing options.

      Power Apps, Per User, Per App Plan

      Per User Plan

      Cost: US$10 per user per app per month, with a daily Dataverse database capacity of 40 MB and a daily Power Platform request capacity of 1,000. Cost: US$40 per user per month, with a daily Dataverse database capacity of 250 MB and a daily Power Platform request capacity of 5,000.
      What's included? This option is marketed as the option that allows organizations to “get started with the platform at a lower entry point … [or those] that run only a few apps.” Users can run an application for a specific business case scenario with “the full capabilities of Power Apps” (meaning, we believe, that unlicensed users can still submit data via an app created by a licensed user). What's included? A per-user plan allows licensed users to run unlimited canvas apps and model-driven apps – portal apps, the licensing guide says, can be “provisioned by customers on demand.” Dataverse database limits (the 250 MB and 5,000 request capacity mentioned above) are pooled at the per tenant, not the per user plan license, capacity.

      For more on Power Apps licensing, refer to Info-Tech’s Modernize Your Microsoft Licensing for the Cloud Era for more information.

      What needs to be configured?

      Extending Project for the web requires working with your IT peers to get the right environments configured based upon your needs.

      • PFTW data is stored in the Microsoft Dataverse (formerly Common Data Service or CDS).
      • The organization’s Dataverse can be made up of one to many environments based upon its needs. Environments are individual databases with unique proprieties in terms of who can access them and what applications can store data in them.
      • Project for the web supports three different types of environments: default, production, and sandbox.
      • You can have multiple instances of a custom PFTW app deployed across these environments and across different users – and the environment you choose depends upon the use case of each instance.

      Types of Environments

      • Default Environment

        • It is the easiest to deploy and get started with the PFTW Power App in the default environment. However, it is also the most restricted environment with the least room for configuration.
        • Microsoft recommends this environment for simple deployments or for projects that span the organization. This is because everyone in the organization is by default a member of this environment – and, with the least room for configuration, the app is relatively straightforward.
        • At minimum, you need one project license to deploy PFTW in the default environment.
      • Production Environment

        • This environment affords more flexibility for how a custom app can be configured and deployed. Unlike the default environment, deploying a production environment is a manual process (through the Power Platform Admin Center) and security roles need to be set to limit users who can access the environment.
        • Because users can be limited, production environments can be used to support more advanced deployments and can support diverse processes for different teams.
        • At present, you need at least five Project licenses to deploy to production environments.
      • Sandbox Environment

        • This environment is for users who are responsible for the creation of custom apps. It offers the same functionality as a production environment but allows users to make changes without jeopardizing a production environment.

      Resources to provide your IT colleagues with to help in your PFTW deployment:

      1. Project for the web admin help (Product Documentation, Microsoft)
      2. Advanced deployment for Project for the web (Video, Microsoft)
      3. Get Started with Project Power App (Product Support Documentation, Microsoft)
      4. Project for the Web Security Roles (Product Support Documentation, Microsoft)

      Get started creating or customizing a model-driven app

      With the proper environments procured, you can now start extending Project for the web.

      • Navigate to the environment you would like to extend PFTW within. For the purposes of the slides ahead, we’ll be using a sandbox environment for an example. Ensure you have the right access set up for production and sandbox environments of your own (see links on previous slide for more assistance).
      • To begin extending PFTW, the two core features you need to be familiar with before you start in Power Apps are (1) Tables/Entities and (2) the Power Apps Designer – and in particular the Site Map.

      From the Power Apps main page in 365, you can change your environment by selecting from the options in the top right-hand corner of the screen.

      Screenshot of the Power Apps “Apps” page in a sandbox environment. The Project App will appear as “Project” when the application is installed, though it is also easy to create an app from scratch.

      Model-driven apps are built around tables

      In Power Apps, tables (formerly called entities and still referred to as entities in the Power Apps Designer) function much like tables in Excel: they are containers of columns of data for tracking purposes. Tables define the data for your app, and you build your app around them.

      In general, there are three types of tables:

      • Standard: These are out-of-the box tables included with a Dataverse environment. Most standard tables can be customized.
      • Managed: These are tables that get imported into an environment as part of a managed solution. Managed tables cannot be customized.
      • Custom: These types of tables can either be imported from another solution or created directly in the Dataverse environment. To create custom tables, users need to have System Administrator or System Customizer security roles within the Dataverse.

      Tables can be accessed under Data banner on the left-hand panel of your Power Apps screen.

      The below is a list of standard tables that can be used to customize your Project App.

      A screenshot of the 'Data' banner in 'Power Apps' and a list of table names.

      Table Name

      Display Name

      msdyn_project Project
      msdyn_projectchange Change
      msdyn_projectprogram Program
      msdyn_projectrequest Request
      msdyn_projectrisk Risk
      msdyn_projectissue Issue
      msdyn_projectstatusreport Status

      App layouts are designed in the Power App Designer

      You configure tables with a view to using them in the design of your app in the Power Apps Designer.

      • If you’re customizing a Project for the web app manually installed into your production or sandbox environment, you can access Designer by highlighting the app from your list of apps on the Apps page and clicking “Edit” in the ribbon above.
        • If you’re creating a model-driven app from scratch, Designer will open past the “Create a New App” intro screen.
        • If you need to create separate apps in your environment for different PMOs or business units, it is as easy to create an app from scratch as it is to customize the manual install.
      • The App Designer is where you can design the layout of your model-driven app and employ the right data tables.
      Screenshot of the 'App Designer' screen in 'Power Apps'.

      The Site Map determines the navigation for your app, i.e. it is where you establish the links and pages users will navigate. We will review the basics of the sitemap on the next few slides.

      The tables that come loaded into your Project Power App environment (at this time, 37) via the manual install will appear in the Power Apps Designer in the Entity View pane at the bottom of the page. You do not have to use all of them in your design.

      Navigate the Sitemap Designer

      With the components of the previous two slides in mind, let’s walk through how to use them together in the development of a Project app.

      As addressed in the previous slide, the sitemap determines the navigation for your app, i.e. it is where you establish the links and the pages that users will navigate.

      To get to the Sitemap Designer, highlight the Project App from your list of apps on the Apps page and click “Edit” in the ribbon above. If you’re creating a model-driven app from scratch, Designer will open past the “Create a New App” intro screen.

      • To start designing your app layout, click the pencil icon beside the Site Map logo on the App Designer screen.
      • This will take you into the Sitemap Designer (see screenshot to the right). This is where you determine the layout of your app and the relevant data points (and related tables from within the Dataverse) that will factor into your Project App.
      • In the Sitemap Designer, you simply drag and drop the areas, groups, and subareas you want to see in your app’s user interface (see next slide for more details).
      Screenshot of the 'Sitemap Designer' in 'Power Apps'.

      Use Areas, Groups, and Subareas as building blocks for your App

      Screenshots of the main window and the right-hand panel in the 'Sitemap Designer', and of the subarea pop-up panel where you connect components to data tables. The first two separate elements into 'Area', 'Group', and 'Subarea'.

      Drag and drop the relevant components from the panel on the right-hand side of the screen into the main window to design the core pieces that will be present within your user interface.

      For each subarea in your design, use the pop-up panel on the right-hand side of the screen to connect your component the relevant table from within your Dataverse environment.

      How do Areas, Groups, and Subareas translate into an app?

      Screenshots of the main window in the 'Sitemap Designer' and of a left-hand panel from a published 'Project App'. There are notes defining the terms 'Area', 'Group', and 'Subarea' in the context of the screenshot.

      The names or titles for your Areas and Groups can be customized within the Sitemap Designer.

      The names or titles for your Subareas is dependent upon your table name within the Dataverse.

      Area: App users can toggle the arrows to switch between Areas.

      Group: These will change to reflect the chosen Area.

      Subarea: The tables and forms associated with each subarea.

      How to properly save and publish your changes made in the Sitemap Designer and Power Apps Designer:

      1. When you are done making changes to your components within the Sitemap Designer, and want your changes to go live, hit the “Publish” button in the top right corner; when it has successfully published, select “Save and Close.”
      2. You will be taken back to the Power App Designer homepage. Hit “Save,” then “Publish,” and then finally “Play,” to go to your app or “Save and Close.”

      How to find the right tables in the Dataverse

      While you determine which tables will play into your app in the Sitemap Designer, you use the Tables link to customize tables and forms.

      Screenshots of the tables search screen and the 'Tables' page under the 'Data' banner in 'Power Apps'.

      The Tables page under the Data banner in Power Apps houses all of the tables available in your Dataverse environment. Do not be overwhelmed or get too excited. Only a small portion of the tables in the Tables folder in Power Apps will be relevant when it comes to extending PFTW.

      Find the table you would like to customize and/or employ in your app and select it. The next slides will look at customizing the table (if you need to) and designing an app based upon the table.

      To access all the tables in your environment, you’ll need to ensure your filter is set correctly on the top right-hand corner of the screen, otherwise you will only see a small portion of the tables in your Dataverse environment.

      If you’re a novice, it will take you some time to get familiar with the table structure in the Dataverse.

      We recommend you start with the list of tables listed on slide. You can likely find something there that you can use or build from for most PPM purposes.

      How to customize a table (1 of 3)

      You won’t necessarily need to customize a table, but if you do here are some steps to help you get familiar with the basics.

      Screenshot of the 'Columns' tab, open in the 'msdyn_project table' in 'Power Apps'.

      In this screenshot, we are clicked into the msdyn_project (display name: Project) table. As you can see, there are a series of tabs below the name of the table, and we are clicked into the Columns tab. This is where you can see all of the data points included in the table.

      You are not able to customize all columns. If a column that you are not able to customize does not meet your needs, you will need to create a custom column from the “+Add column” option.

      “Required” or “Optional” status pertains to when the column or field is used within your app. For customizable or custom columns this status can be set when you click into each column.

      How to customize a table (2 of 3)

      Create a custom “Status” column.

      By way of illustrating how you might need to customize a table, we’ll highlight the “msdyn_project_statecode” (display name: Project Status) column that comes preloaded in the Project (msdyn_project) table.

      • The Project Status column only gives you a binary choice. While you are able to customize what that binary choice is (it comes preloaded with “Active” and “Inactive” as the options) you cannot add additional choices – so you cannot set it to red/yellow/green, the most universally adopted options for status in the project portfolio management world.
      • Because of this, let’s look at the effort involved in creating a choice and adding a custom column to your table based upon that choice.
      Screenshots of the '+New choice' button in the 'Choices' tab and the 'New choice' pane that opens when you click it.

      From within the Choices tab, click “+New choice” option to create a custom choice.

      A pane will appear to the right of your screen. From there you can give your choice a name, and under the “Items” header, add your list of options.

      Click save. Your custom choice is now saved to the Choices tab in the Dataverse environment and can be used in your table. Further customizations can be made to your choice if need be.

      How to customize a table (3 of 3)

      Back in the Tables tab, you can put your new choice to work by adding a column to a table and selecting your custom choice.

      Screenshots of the pop-up window that appear when you click '+Add Column', and details of what happens when you select the data type 'Choice'.

      Start by selecting “+ Add Column” at the top left-hand side of your table. A window will appear on the right-hand side of the page, and you will have options to name your column and choose the data type.

      As you can see in this screenshot to the left, data type options include text, number and date types, and many more. Because we are looking to use our custom choice for this example, we are going to choose “Choice.”

      When you select “Choice” as your data type, all of the choice options available or created in your Dataverse environment will appear. Find your custom choice – in this example the one name “RYG Status” – and click done. When the window closes, be sure to select “Save Table.”

      How to develop a Form based upon your table (1 of 3 – open the form editor)

      A form is the interface users will engage with when using your Project app.

      When the Project app is first installed in your environment, the main user form will be lacking, with only a few basic data options.

      This form can be customized and additional tabs can be added to your user interface.

      1. To do this, go to the table you want to customize.
      2. In the horizontal series of tabs at the top of the screen, below the table title select the “Forms” option.
      3. Click on the main information option or select Edit Form for the form with “Main” under its form type. A new window will open where you can customize your form.
      Screenshot of the 'Forms' tab, open in the 'msdyn_project' table in 'Power Apps'.

      Select the Forms tab.

      Start with the form that has “Main” as its Format Type.

      How to develop a Form based upon your table (2 of 3 – add a component)

      Screenshot of the 'Components' window in 'Power Apps' with a list of layouts as a window to the right of the main screen where you can name and format the chosen layout.

      You can add element like columns or sections to your form by selecting the Components window.

      In this example, we are adding a 1-Column section. When you select that option from the menu options on the left of the screen, a window will open to the right of the screen where you can name and format the section.

      Choose the component you would like to add from the layout options. Depending on the table element you are looking to use, you can also add input options like number inputs and star ratings and pull in related data elements like a project timeline.

      How to develop a Form based upon your table (3 of 3 – add table columns)

      Screenshot of the 'Table Columns' window in 'Power Apps' and instructions for adding table columns.

      If you click on the “Table Columns” option on the left-hand pane, all of the column options from within your table will appear in alphabetical order.

      When clicked within the form section you would like to add the new column to, select the column from the list of option in the left-hand pane. The new data point will appear within the section. You can order and format section elements as you would like.

      When you are done editing the form, click the “Save” icon in the top right-hand corner. If you are ready for your changes to go live within your Project App, select the “Publish” icon in the top right-hand corner. Your updated form will go live within all of the apps that use it.

      The good and the bad of extending Project for the web

      The content in this step has not instructed users how to extend PFTW; rather, it has covered three basic core pieces of Power Apps that those interesting in PFTW need to be aware of: Dataverse environments, the Power Apps and Sitemaps Designers, and Tables and associated Forms.

      Because we have only covered the very tip of the iceberg, those interested in going further and taking a DIY approach to extending PFTW will need to build upon these basics to unlock further functionality. Indeed, it takes work to develop the product into something that begins to resemble a viable enterprise project and portfolio management solution. Here are some of the good and the bad elements associated with that work:

      The Good:

      • You can right-size and purpose build: add as much or as little project management rigor as your process requires. Related, you can customize the solution in multiple ways to suit the needs of specific business units or portfolios.
      • Speed to market: it is possible to get up and running quickly with a minimum-viable product.

      The Bad:

      • Work required: to build anything beyond MVP requires independent research and trial and error.
      • Time required: to build anything beyond MVP requires time and skills that many PMOs don’t have.
      • Shadow support costs: ungoverned app creation could have negative support and maintenance impacts across IT.

      "The move to Power Platform and low code development will […increase] maintenance overhead. Will low code solution hit problems at scale? [H]ow easy will it be to support hundreds or thousands of small applications?

      I can hear the IT support desks already complaining at the thought of this. This part of the puzzle is yet to hit real world realities of support because non developers are busy creating lots of low code applications." (Ben Hosking, Software Developer and Blogger, "Why low code software development is eating the world")

      Quick start your extension with the Accelerator

      For those starting out, there is a pre-built app you can import into your environment to extend the Project for the web app without any custom development.

      • If the DIY approach in the previous slides was overwhelming, and you don’t have the budget for a MS Partner route in the near-term, this doesn’t mean that evolving your Project for the web app is unattainable.
      • Thanks to a partnership between OnePlan (one of the MS Gold Partners we detail in the next step) and Microsoft, Project for the web users have access to a free resource to help them evolve the base Project app. It’s called the “Project for the web Accelerator” (commonly referred to as “the Accelerator” for short).
      • Users interested in learning more about, and accessing, this free resource should refer to the links below:
        1. The Future of Microsoft Project Online (source: OnePlan).
        2. Introducing the Project Accelerator (source: Microsoft).
        3. Project for the web Accelerator (source: GitHub)
      Screen shot from one of the dashboards that comes with the Accelerator (image source: GitHub).

      2.1.1 Perform a feasibility test (1 of 2)

      15 mins

      As we’ve suggested, and as the material in this step indicates, extending PFTW in a DIY fashion is not small task. You need a knowledge of the Dataverse and Power Apps, and access to the requisite skills, time, and resources to develop the solution.

      To determine whether your PMO and organization are ready to go it alone in extending PFTW, perform the following activity:

      1. Convene a collection of portfolio, project, and PMO staff.
      2. Using the six-question survey on tab 5 of the Microsoft Project & M365 Licensing Tool (see screenshot to the right) as a jumping off point for a discussion, consider the readiness of your PMO or project organization to undertake a DIY approach to extending and implementing PFTW at this time.
      3. You can use the recommendations on tab 5 of the Microsoft Project & 365 Licensing Tool to inform your next steps, and input the gauge graphic in section 4 of the Microsoft Project & M365 Action Plan Template.
      Screenshots from the 'Project for the Web Extensibility Feasibility Test'.

      Go to tab 5 of the Microsoft Project & M365 Licensing Tool

      See next slide for additional activity details

      2.1.1 Perform a feasibility test (2 of 2)

      Input: The contents of this step, The Project for the Web Extensibility Feasibility Test (tab 5 in the Microsoft Project & 365 Licensing Tool)

      Output: Initial recommendations on whether to proceed and how to proceed with a DIY approach to extending Project for the web

      Materials: The Project for the Web Extensibility Feasibility Test (tab 5 in the Microsoft Project & 365 Licensing Tool)

      Participants: Portfolio Manager (PMO Director), Project Managers, Other relevant PMO stakeholders

      Step 2.2

      Assess the Microsoft Gold Partner Community

      Activities

      • Review what to look for in a Microsoft Partner
      • Determine whether your needs would benefit from reaching out to a Microsoft Partner
      • Review three key Partners from the North American market
      • Create a Partner outreach plan

      This step will walk you through the following activities:

      • Review what to look for in a Microsoft Partner.
      • Determine whether your needs would benefit from reaching out to a Microsoft Partner.
      • Review three key Partners from the North American market.

      This step usually involves the following participants:

      • Portfolio Manager (PMO Director)
      • Project Managers
      • Other relevant PMO stakeholders

      Outcomes of Step

      • A better understanding of MS Partners
      • A Partner outreach plan

      You don’t have to go it alone

      Microsoft has an established community of Partners who can help in your customizations and implementations of Project for the web and other MS Project offerings.

      If the content in the previous step seemed too technical or overly complex in a way that scared you away from a DIY approach to extending Microsoft’s latest project offering (and at some point in the near future, soon to be its only project offering), Project for the web, fear not.

      You do not have to wade into the waters of extending Project for the web alone, or for that matter, in implementing any other MS Project solution.

      Instead, Microsoft nurtures a community of Silver and Gold partners who offer hands-on technical assistance and tool implementation services. While the specific services provided vary from partner to partner, all can assist in the customization and implementation of any of Microsoft’s Project offerings.

      In this step we will cover what to look for in a Partner and how to assess whether you are a good candidate for the services of a Partner. We will also highlight three Partners from within the North American market.

      The basics of the Partner community

      What is a Microsoft Partner?

      Simply put, an MS Gold Partner is a software or professional services organization that provides sales and services related to Microsoft products.

      They’re resellers, implementors, integrators, software manufacturers, trainers, and virtually any other technology-related business service.

      • Microsoft has for decades opted out of being a professional services organization, outside of its very “leading edge” offerings from MCS (Microsoft Consulting Services) for only those technologies that are so new that they aren’t yet supported by MS Partners.
      • As you can see in the chart on the next slide, to become a silver or gold certified partner, firms must demonstrate expertise in specific areas of business and technology in 18 competency areas that are divided into four categories: applications and infrastructure, business applications, data and AI, and modern workplace and security.

      More information on what it takes to become a Microsoft Partner:

      1. Partner Center (Document Center, Microsoft)
      2. Differentiate your business by attaining Microsoft competencies (Document Center, Microsoft)
      3. Partner Network Homepage (Webpage, Microsoft)
      4. See which partner offer is right for you (Webpage, Microsoft)

      Types of partnerships and qualifications

      Microsoft Partner Network

      Microsoft Action Pack

      Silver Competency

      Gold Competency

      What is it?

      The Microsoft Partner Network (MPN) is a community that offers members tools, information, and training. Joining the MPN is an entry-level step for all partners. The Action Pack is an annual subscription offered to entry-level partners. It provides training and marketing materials and access to expensive products and licenses at a vastly reduced price. Approximately 5% of firms in the Microsoft Partner Network (MPN) are silver partners. These partners are subject to audits and annual competency exams to maintain silver status. Approximately 1% of firms in the Microsoft Partner Network (MPN) are gold partners. These partners are subject to audits and annual competency exams to maintain Gold status.

      Requirements

      Sign up for a membership Annual subscription fee While requirements can vary across competency area, broadly speaking, to become a silver partner firms must:
      • Pass regular exams and skills assessments, with at least two individuals on staff with Microsoft Certified Professional Status.
      • Hit annual customer, revenue, and licensing metrics.
      • Pay the annual subscription fee.
      While requirements can vary across competency area, broadly speaking, to become a gold partner firms must:
      • Pass regular exams and skills assessments, with at least two individuals on staff with Microsoft Certified Professional Status.
      • Hit annual customer, revenue, and licensing metrics.
      • Pay the annual subscription fee.

      Annual Fee

      No Cost $530 $1800 $5300

      When would a MS Partner be helpful?

      • Project management and portfolio management practitioners might look into procuring the services of a Microsoft Partner for a variety of reasons.
      • Because services vary from partner to partner (help to extend Project for the web, implement Project Server or Project Online, augment PMO staffing, etc.) we won’t comment on specific needs here.
      • Instead, the three most common conditions that trigger the need are listed to the right.

      Speed

      When you need to get results faster than your staff can grow the needed capabilities.

      Cost

      When the complexity of the purchase decision, implementation, communication, training, configuration, and/or customization cannot be cost-justified for internal staff, often because you’ll only do it once.

      Expertise & Skills

      When your needs cannot be met by the core Microsoft technology without significant extension or customization.

      Canadian Microsoft Partners Spotlight

      As part of our research process for this blueprint, Info-Tech asked Microsoft Canada for referrals and introductions to leading Microsoft Partners. We spent six months collaborating with them on fresh research into the underlying platform.

      These vendors are listed below and are highlighted in subsequent slides.

      Spotlighted Partners:

      Logo for One Plan. Logo for PMO Outsource Ltd. Logo for Western Principles.

      Please Note: While these vendors were referred to us by Microsoft Canada and have a footprint in the Canadian market, their footprints extend beyond this to the North American and global markets.

      A word about our approach

      Photo of Barry Cousins, Project Portfolio Management Practice Lead, Info-Tech Research Group.
      Barry Cousins
      Project Portfolio Management Practice Lead
      Info-Tech Research Group

      Our researchers have been working with Microsoft Project Online and Microsoft Project Server clients for years, and it’s fair to say that most of these clients (at some point) used a Microsoft Partner in their deployment. They’re not really software products, per se; they’re platforms. As a Microsoft Partner in 2003 when Project Server got its first big push, I heard it loud and clear: “Some assembly required. You might only make 7% on the licensing, but the world’s your oyster for services.”

      In the past few years, Microsoft froze the market for major Microsoft Project decisions by making it clear that the existing offering is not getting updates while the new offering (Project for the web) doesn’t do what the old one did. And in a fascinating timing coincidence, the market substantially adopted Microsoft 365 during that period, which enables access to Project for the web.

      Many of Info-Tech’s clients are justifiably curious, confused, and concerned, while the Microsoft Partners have persisted in their knowledge and capability. So, we asked Microsoft Canada for referrals and introductions to leading Microsoft Partners and spent six months collaborating with them on fresh research into the underlying platform.

      Disclosure: Info-Tech conducted collaborative research with the partners listed on the previous slide to produce this publication. Market trends and reactions were studied, but the only clients identified were in case studies provided by the Microsoft Partners. Info-Tech’s customers have been, and remain, anonymous. (Barry Cousins, Project Portfolio Management Practice Lead, Info-Tech Research Group)

      MS Gold Partner Spotlight:

      OnePlan

      Logo for One Plan.
      Headquarters: San Marcos, California, and Toronto, Ontario
      Number of Employees: ~80
      Active Since: 2007 (as EPMLive)
      Website: www.oneplan.ai

      Who are they?

      • While the OnePlan brand has only been the marketplace for a few years, the company has been a major player in MS Gold Partner space for well over a decade.
      • Born out of EPMLive in the mid-aughts, OnePlan Solutions has evolved through a series of acquisitions, including Upland, Tivitie, and most recently Wicresoft.

      What do they do?

      • Software: Its recent rebranding is largely because OnePlan Solutions is as much a software company as it is a professional services firm. The OnePlan software product is an impressive solution that can be used on its own to facilitate the portfolio approaches outlined on the next slide and that can also integrate with the tools your organization is already using to manage tasks (see here for a full rundown of the solutions within the Microsoft stack and beyond OnePlan can integrate with).
      • Beyond its ability to integrate with existing solutions, as a software product, OnePlan has modules for resource planning, strategic portfolio planning, financial planning, time tracking, and more.

      • PPM Consulting Services: The OnePlan team also offers portfolio management consulting services. See the next slide for a list of its approaches to project portfolio management.

      Markets served

      • US, Canada, Europe, and Australia

      Channel Differentiation

      • OnePlan scales to all the PPM needs of all industry types.
      • Additionally, OnePlan offers insights and functionality specific to the needs of BioTech-Pharma.

      What differentiates OnePlan?

      • OnePlan co-developed the Project Accelerator for Project for the web with Microsoft. The OnePlan team’s involvement in developing the Accelerator and making it free for users to access suggests it is aligned to and has expertise in the purpose-built and collaborative vision behind Microsoft’s move away from Project Online and toward the Power Platform and Teams collaboration.
      • 2021 MS Gold Partner of the Year. At Microsoft’s recent Microsoft Inspire event, OnePlan was recognized as the Gold Partner of the Year for Project and Portfolio Management as well as a finalist for Power Apps and Power Automate.
      • OnePlan Approaches: Below is a list of the services or approaches to project portfolio management that OnePlan provides. See its website for more details.
        • Strategic Portfolio Management: Align work to objectives and business outcomes. Track performance against the proposed objectives outcomes.
        • Agile Portfolio Management: Implement Agile practices across the organization, both at the team and executive level.
        • Adaptive Portfolio Management: Allow teams to use the project methodology and tools that best suit the work/team. Maintain visibility and decision making across the entire portfolio.
        • Professional Services Automation: Use automation to operate with greater efficiency.

      "OnePlan offers a strategic portfolio, financial and resource management solution that fits the needs of every PMO. Optimize your portfolio, financials and resources enterprise wide." (Paul Estabrooks, Vice President at OnePlan)

      OnePlan Case Study

      This case study was provided to Info-Tech by OnePlan.

      Brambles

      INDUSTRY: Supply Chain & Logistics
      SOURCE: OnePlan

      Overview: Brambles plays a key role in the delivery or return of products amongst global trading partners such as manufacturers, distributors and retailers.

      Challenge

      Brambles had a variety of Project Management tools with no easy way of consolidating project management data. The proliferation of project management solutions was hindering the execution of a long-term business transformation strategy. Brambles needed certain common and strategic project management processes and enterprise project reporting while still allowing individual project management solutions to be used as part of the PPM platform.

      Solution

      As part of the PMO-driven business transformation strategy, Brambles implemented a project management “operating system” acting as a foundation for core processes such as project intake, portfolio management, resource, and financial planning and reporting while providing integration capability for a variety of tools used for project execution.

      OnePlan’s new Adaptive PPM platform, combining the use of PowerApps and OnePlan, gives Brambles the desired PPM operating system while allowing for tool flexibility at the execution level.

      Results

      • Comprehensive picture of progress across the portfolio.
      • Greater adoption by allowing flexibility of work management tools.
      • Modern portfolio management solution that enables leadership to make confident decision.

      Solution Details

      • OnePlan
      • Project
      • Power Apps
      • Power Automate
      • Power BI
      • Teams

      Contacting OnePlan Solutions

      www.oneplan.ai

      Joe Larscheid: jlarscheid@oneplan.ai
      Paul Estabrooks: pestabrooks@oneplan.ai
      Contact Us: contact@oneplan.ai
      Partners: partner@oneplan.ai

      Partner Resources. OnePlan facilitates regular ongoing live webinars on PPM topics that anyone can sign up for on the OnePlan website.

      For more information on upcoming webinars, or to access recordings of past webinars, see here.

      Additional OnePlan Resources

      1. How to Extend Microsoft Teams into a Collaborative Project, Portfolio and Work Management Solution (on-demand webinar, OnePlan’s YouTube channel)
      2. What Does Agile PPM Mean To The Modern PMO (on-demand webinar, OnePlan’s YouTube channel)
      3. OnePlan is fused with the Microsoft User Experience (blog article, OnePlan)
      4. Adaptive Portfolio Management Demo – Bringing Order to the Tool Chaos with OnePlan (product demo, OnePlan’s YouTube channel)
      5. How OnePlan is aligning with Microsoft’s Project and Portfolio Management Vision (blog article, OnePlan)
      6. Accelerating Office 365 Value with a Hybrid Project Portfolio Management Solution (product demo, OnePlan’s YouTube channel)

      MS Gold Partner Spotlight:

      PMO Outsource Ltd.

      Logo for PMO Outsource Ltd.

      Headquarters: Calgary, Alberta, and Mississauga, Ontario
      Website: www.pmooutsource.com

      Who are they?

      • PMO Outsource Ltd. is a Microsoft Gold Partner and PMI certified professional services firm based in Alberta and Ontario, Canada.
      • It offers comprehensive project and portfolio management offerings with a specific focus on project lifecycle management, including demand management, resource management, and governance and communication practices.

      What do they do?

      • Project Online and Power Platform Expertise. The PMO Outsource Ltd. team has extensive knowledge in both Microsoft’s old tech (Project Server and Desktop) and in its newer, cloud-based technologies (Project Online, Project for the web, the Power Platform, and Dynamics 365). As the case study in two slides demonstrates, PMO Outsource Ltd. Uses its in-depth knowledge of the Microsoft suite to help organizations automate project and portfolio data collection process, create efficiencies, and encourage cloud adoption.
      • PPM Consulting Services: In addition to its Microsoft platform expertise, the PMO Outsource Ltd. team also offers project and portfolio management consulting services, helping organizations evolve their process and governance structures as well as their approaches to PPM tooling.

      Markets served

      • Global

      Channel Differentiation

      • PMO Outsource Ltd. scales to all the PPM needs of all industry types.

      What differentiates PMO Outsource Ltd.?

      • PMO Staff Augmentation. In addition to its technology and consulting services, PMO Outsource Ltd. offers PMO staff augmentation services. As advertised on its website, it offers “scalable PMO staffing solutions. Whether you require Project Managers, Business Analysts, Admins or Coordinators, [PMO Outsource Ltd.] can fulfill your talent search requirements from a skilled pool of resources.”
      • Multiple and easy-to-understand service contract packages. PMO Outsource Ltd. offers many prepackaged service offerings to suit PMOs’ needs. Those packages include “PMO Management, Admin, and Support,” “PPM Solution, Site and Workflow Configuration,” and “Add-Ons.” For full details of what’s included in these services packages, see the PMO Outsource Ltd. website.
      • PMO Outsource Ltd. Services: Below is a list of the services or approaches to project portfolio management that PMO Outsource Ltd. Provides. See its website for more details.
        • Process Automation, Workflows, and Tools. Facilitate line of sight by tailoring Microsoft’s technology to your organization’s needs and creating custom workflows.
        • PMO Management Framework. Receive a professionally managed PPM methodology as well as governance standardization of processes, tools, and templates.
        • Custom BI Reports. Leverage its expertise in reporting and dashboarding to create the visibility your organization needs.

      "While selecting an appropriate PPM tool, the PMO should not only evaluate the standard industry tools but also analyze which tool will best fit the organization’s strategy, budget, and culture in the long run." (Neeta Manghnani, PMO Strategist, PMO Outsource Ltd.)

      PMO Outsource Ltd. Case Study

      This case study was provided to Info-Tech by PMO Outsource Ltd.

      SAMUEL

      INDUSTRY: Manufacturing
      SOURCE: PMO Outsource Ltd.

      Challenge

      • MS Project 2013 Server (Legacy/OnPrem)
      • Out-of-support application and compliance with Office 365
      • Out-of-support third-party application for workflows
      • No capability for resource management
      • Too many manual processes for data maintenance and server administration

      Solution

      • Migrate project data to MS Project Online
      • Recreate workflows using Power Automate solution
      • Configure Power BI content packs for Portfolio reporting and resource management dashboards
      • Recreate OLAP reports from legacy environment using Power BI
      • Cut down nearly 50% of administrative time by automating PMO/PPM processes
      • Save costs on Server hardware/application maintenance by nearly 75%

      Full Case Study Link

      • For full details about how PMO Outsource Ltd. assisted Samuel in modernizing its solution and creating efficiencies, visit the Microsoft website where this case study is highlighted.

      Contacting PMO Outsource Ltd.

      www.pmooutsource.com

      700 8th Ave SW, #108
      Calgary, AB T2P 1H2
      Telephone : +1 (587) 355-3745
      6045 Creditview Road, #169
      Mississauga, ON L5V 0B1
      Telephone : +1 (289) 334-1228
      Information: info@pmooutsource.com
      LinkedIn: https://www.linkedin.com/company/pmo-outsource/

      Partner Resources. PMO Outsource Ltd.’s approach is rooted within a robust and comprehensive PPM framework that is focused on driving strategic outcomes and business success.

      For a full overview of its PPM framework, see here.

      Additional PMO Outsource Ltd. Resources

      1. 5 Benefits of PPM tools and PMO process automation (blog article, PMO Outsource Ltd.)
      2. Importance of PMO (blog article, PMO Outsource Ltd.)
      3. Meet the Powerful and Reimagined PPM tool for Everyone! (video, PMO Outsource Ltd. LinkedIn page)
      4. MS Project Tips: How to add #Sprints to an existing Project? (video, PMO Outsource Ltd. LinkedIn page)
      5. MS Project Tips: How to add a milestone to your project? (video, PMO Outsource Ltd. LinkedIn page)
      6. 5 Benefits of implementing Project Online Tools (video, PMO Outsource Ltd. LinkedIn page)

      MS Gold Partner Spotlight:

      Western Principles

      Logo for Western Principles.

      Headquarters: Vancouver, British Columbia
      Years Active: 16 Years
      Website: www.westernprinciples.com

      Who are they?

      • Western Principles is a Microsoft Gold Partner and UMT 360 PPM software provider based in British Columbia with a network of consultants across Canada.
      • In the last sixteen years, it has successfully conducted over 150 PPM implementations, helping in the implementation, training, and support of Microsoft Project offerings as well as UMT360 – a software solution provider that, much like OnePlan, enhances the PPM capabilities of the Microsoft platform.

      What do they do?

      • Technology expertise. The Western Principles team helps organizations maximize the value they are getting form the Microsoft Platform. Not only does it offer expertise in all the solutions in the MS Project ecosystem, it also helps organizations optimize their use and understanding of Teams, SharePoint, the Power Platform, and more. In addition to the Microsoft platform, Western Principles is partnered with many other technology providers, including UMT360 for strategic portfolio management, the Simplex Group for project document controls, HMS for time sheets, and FluentPro for integration, back-ups, and migrations.
      • PPM Consulting Services: In addition to its technical services and solutions, Western Principles offers PPM consulting and staff augmentation services.

      Markets served

      • Canada

      Channel Differentiation

      • Western Principles scales to all the PPM needs of all industry types, public and private sector.
      • In addition, its website offers persona-specific information based on the PPM needs of engineering and construction, new product development, marketing, and more.

      What differentiates Western Principles?

      • Gold-certified UMT 360 partner. In addition to being a Microsoft Gold Partner, Western Principles is a gold-certified UMT 360 partner. UMT 360 is a strategic portfolio management tool that integrates with many other work management solutions to offer holistic line of sight into the organization’s supply-demand pain points and strategic portfolio management needs. Some of the solutions UMT 360 integrates with include Project Online and Project for the web, Azure DevOps, Jira, and many more. See here for more information on the impressive functionality in UMT360.
      • Sustainment Services. Adoption can be the bane of most PPM tool implementations. Among the many services Western Principles offers, its “sustainment services” stand out. According to Western Principles’ website, these services are addressed to those who require “continual maintenance, change, and repair activities” to keep PPM systems in “good working order” to help maximize ROI.
      • Western Principles Services: In addition to the above, below is a list of some of the services that Western Principles offers. See its website for a full list of services.
        • Process Optimization: Determine your requirements and process needs.
        • Integration: Create a single source of truth.
        • Training: Ensure your team knows how to use the systems you implement.
        • Staff Augmentation: Provide experienced project team members based upon your needs.

      "One of our principles is to begin with the end in mind. This means that we will work with you to define a roadmap to help you advance your strategic portfolio … and project management capabilities. The roadmap for each customer is different and based on where you are today, and where you need to get to." (Western Principles, “Your Strategic Portfolio Management roadmap,” Whitepaper)

      Contacting Western Principles

      www.westernprinciples.com

      610 – 700 West Pender St.
      Vancouver, BC V6C 1G8
      +1 (800) 578-4155
      Information: info@westernprinciples.com
      LinkedIn: https://www.linkedin.com/company/western-principle...

      Partner Resources. Western Principles provides a multitude of current case studies on its home page. These case studies let you know what the firm is working on this year and the type of support it provides to its clientele.

      To access these case studies, see here.

      Additional Western Principles Resources

      1. Program and Portfolio Roll ups with Microsoft Project and Power BI (video, Western Principles YouTube Channel)
      2. Dump the Spreadsheets for Microsoft Project Online (video, Western Principles YouTube Channel)
      3. Power BI for Project for the web (video, Western Principles YouTube Channel)
      4. How to do Capacity Planning and Resource Management in Microsoft Project Online [Part 1 & Part 2] (video, Western Principles YouTube Channel)
      5. Extend & Integrate Microsoft Project (whitepaper, Western Principles)
      6. Your COVID-19 Return-to-Work Plan (whitepaper, Western Principles)

      Watch Info-Tech’s Analyst-Partner Briefing Videos to lean more

      Info-Tech was able to sit down with the partners spotlighted in this step to discuss the current state of the PPM market and Microsoft’s place within it.

      • All three partners spotlighted in this step contributed to Info-Tech’s research process for this publication.
      • For two of the partners, OnePlan and PMO Outsource Ltd., Info-Tech was able to record a conversation where our analysts and the partners discuss Microsoft’s current MS Project offerings, the current state of the PPM tool market, and the services and the approaches of each respective partner.
      • A third video briefing with Western Principles has not happened yet due to logistical reasons. We are hoping we can include a video chat with our peers at Western Principles in the near future.
      Screenshot form the Analyst-Partner Briefing Videos. In addition to the content covered in this step, you can use these videos for further information about the partners to inform your next steps.

      Download Info-Tech’s Analyst-Partner Briefing Videos (OnePlan & PMO Outsource Ltd.)

      2.2.1 Create a partner outreach plan

      1-3 hours

      Input: Contents of this step, List of additional MS Gold Partners

      Output: A completed partner outreach program

      Materials: MS Project & M365 Action Plan Template

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, Project Managers, CIO

      1. With an understanding of the partner ecosystem, compile a working group of PMO peers and stakeholders to produce a gameplan for engaging the MS Gold Partner ecosystem.
        • For additional partner options see Microsoft’s Partner Page.
      2. Using slide 20 in Info-Tech’s MS Project and M365 Action Plan Template, document the Partners you would want or have scheduled briefings with.
        • As you go through the briefings and research process, document the pros and cons and areas of specialized associated with each vendor for your particular work management implementation.

      Download the Microsoft Project & M365 Action Plan Template

      2.2.2 Document your PM and PPM requirements

      1-3 hours

      Input: Project Portfolio Management Maturity Assessment, Project Management Maturity Assessment

      Output: MS Project & M365 Action Plan Template

      Materials: Project Portfolio Management Maturity Assessment, Project Management Maturity Assessment, MS Project & M365 Action Plan Template

      Participants: Portfolio Manager (PMO Director), PMO Admin Team, Project Managers, CIO

      1. As you prepare to engage the Partner Community, you should have a sense of where your project management and project portfolio management gaps are to better communicate your tooling needs.
      2. Leverage tab 4 from both your Project Portfolio Management Assessment and Project Management Assessment from step 1.3 of this blueprint to help document and communicate your requirements. Those tabs prioritize your project and portfolio management needs by highest impact for the organization.
      3. You can use the outputs of the tab to inform your inputs on slide 23 of the MS Project & M365 Action Plan Template to present to organizational stakeholders and share with the Partners you are briefing with.

      Download the Microsoft Project & M365 Action Plan Template

      Determine the Future of Microsoft Project for Your Organization

      Phase 3: Finalize Your Implementation Approach

      Phase 1: Determine Your Tool NeedsPhase 2: Weigh Your Implementation Options

      Phase 3: Finalize Your Implementation Approach

      • Step 1.1: Survey the M365 work management landscape
      • Step 1.2: Perform a process maturity assessment to help inform your M365 starting point
      • Step 1.3: Consider the right MS Project licenses for your stakeholders
      • Step 2.1: Get familiar with extending Project for the web using Power Apps
      • Step 2.2: Assess the MS Gold Partner Community
      • Step 3.1: Prepare an action plan

      Phase Outcomes

      An action plan concerning what to do with MS Project and M365 for your PMO or project organization.

      Step 3.1

      Prepare an action plan

      Activities

      • Compile the current state results
      • Prepare an Implementation Roadmap
      • Complete your presentation deck

      This step will walk you through the following activities:

      • Assess the impact of organizational change for the project
      • Develop your vision for stakeholders
      • Compile the current state results and document the implementation approach
      • Create clarity through a RACI and proposed implementation timeline

      This step usually involves the following participants:

      • Portfolio Manager (PMO Director)
      • PMO Admin Team
      • Business Analysts
      • Project Managers

      Outcomes of Step

      • Microsoft Project and M365 Action Plan

      Assess the impact of organizational change

      Be prepared to answer: “What’s in it for me?”

      Before jumping into licensing and third-party negotiations, ensure you’ve clearly assessed the impact of change.

      Tailor the work effort involved in each step, as necessary:

      1. Assess the impact
        • Use the impact assessment questions to identify change impacts.
      2. Plan for change
        • Document the impact on each stakeholder group.
        • Anticipate their response.
        • Curate a compelling message for each stakeholder group.
        • Develop a communication plan.
      3. Act according to plan
        • Identify your executive sponsor.
        • Enable the sponsor to drive change communication.
        • Coach managers on how they can drive change at the individual level.

      Impact Assessment Questions

      • Will the change impact how our clients/customers receive, consume, or engage with our products/services?
      • Will there be a price increase?
      • Will there be a change to compensation and/or rewards?
      • Will the vision or mission of the job change?
      • Will the change span multiple locations/time zones?
      • Are multiple products/services impacted by this change?
      • Will staffing levels change?
      • Will this change increase the workload?
      • Will the tools of the job be substantially different?
      • Will a new or different set of skills be needed?
      • Will there be a change in reporting relationships?
      • Will the workflow and approvals be changed?
      • Will there be a substantial change to scheduling and logistics?

      Master Organizational Change Management Practices blueprint

      Develop your vision for stakeholders

      After careful analysis and planning, it’s time to synthesize your findings to those most impacted by the change.

      Executive Brief

      • Prepare a compelling message about the current situation.
      • Outline the considerations the working group took into account when developing the action plan.
      • Succinctly describe the recommendations proposed by the working group.

      Goals

      • Identify the goals for the project.
      • Explain the details for each goal to develop the organizational rationale for the project.
      • These goals are the building blocks for the change communication that the executive sponsor will use to build a coalition of sponsors.

      Future State Vision

      • Quantify the high-level costs and benefits of moving forward with this project.
      • Articulate the future- state maturity level for both the project and project portfolio management process.
      • Reiterate the organizational rationale and drivers for change.

      "In failed transformations, you often find plenty of plans, directives, and programs, but no vision…A useful rule of thumb: If you can’t communicate the vision to someone in five minutes or less and get a reaction that signifies both understanding and interest, you are not yet done…" (John P. Kotter, Leading Change)

      Get ready to compile the analysis completed throughout this blueprint in the subsequent activities. The outputs will come together in your Microsoft Project and M365 Action Plan.

      Use the Microsoft Project & M365 Action Plan Template to help communicate your vision

      Our boardroom-ready presentation and communication template can be customized using the outputs of this blueprint.

      • Getting stakeholders to understand why you are recommending specific work management changes and then communicating exactly what those changes are and what they will cost is key to the success of your work management implementation.
      • To that end, the slides ahead walk you through how to customize the Microsoft Project & M365 Action Plan Template.
      • Many of the current-state analysis activities you completed during phase 1 of this blueprint can be directly made use of within the template as can the decisions you made and requirements you documented during phase 2.
      • By the end of this step, you will have a boardroom-ready presentation that will help you communicate your future-state vision.
      Screenshot of Info-Tech's Microsoft Project and M365 Action Plan Template with a note to 'Update the presentation or distribution date and insert your name, role, and organization'.

      Download Info-Tech’s Microsoft Project & M365 Action Plan Template

      3.1.1 Compile current state results

      1-3 hours

      Input: Force Field Analysis Tool, Tool Audit Workbook, Project Management Maturity Assessment Tool, Project Portfolio Management Maturity Assessment Tool

      Output: Section 1: Executive Brief, Section 2: Context and Constraints

      Materials: Microsoft Project and M365 Action Plan Template

      Participants: PMO Director, PMO Admin Team, Business Analysts, Project Managers

      1. As a group, review the results of the tools introduced throughout this blueprint. Use this information along with organizational knowledge to document the business context and current state.
      2. Update the driving forces for change and risks and constraints slides using your outputs from the Force Field Analysis Tool.
      3. Update the current tool landscape, tool satisfaction, and tool audit results slides using your outputs from the Tool Audit Workbook.
      4. Update the gap analysis results slides using your outputs from the Project Management and Project Portfolio Management Maturity Assessment Tools.

      Screenshots of 'Business Context and Current State' screen from the 'Force Field Analysis Tool', the 'Tool Audit Results' screen from the 'Tool Audit Workbook', and the 'Project Portfolio Management Gap Analysis Results' screen from the 'PM and PPM Maturity Assessments Tool'.

      Download the Microsoft Project & M365 Action Plan Template

      3.2.1 Option A: Prepare a DIY roadmap

      1-3 hours; Note: This is only applicable if you have chosen the DIY route

      Input: List of key PPM decision points, List of who is accountable for PPM decisions, List of who has PPM decision-making authority

      Output: Section 3: DIY Implementation Approach

      Materials: Microsoft Project and M365 Action Plan Template

      Participants: PMO Director, PMO Admin Team, Business Analysts, Project Managers

      1. As a group, review the results of the Microsoft Project and M365 Licensing Tool. Use this information along with organizational knowledge and discussion with the working group to complete Section 3: DIY Implementation Approach.
      2. Copy and paste your results from tab 5 of the Microsoft Project and M365 Licensing Tool. Update the Implementation Approach slide to detail the rationale for selecting this option.
      3. Update the Action Plan to articulate the details for total and annual costs of the proposed licensing solution.
      4. Facilitate a discussion to determine roles and responsibilities for the implementation. Based on the size, risk, and complexity of the implementation, create a reasonable timeline.
      Screenshots from the 'Microsoft Project and M365 Action Plan Template' outlining the 'DIY Implementation Approach'.

      Download the Microsoft Project and M365 Action Plan Template

      3.2.1 Option b: Prepare a Partner roadmap

      1-3 hours; Note: This is only applicable if you have chosen the Partner route

      Input: Microsoft Project and M365 Licensing Tool, Information on Microsoft Partners

      Output: Section 4: Microsoft Partner Implementation Route

      Materials: Microsoft Project and M365 Action Plan Template

      Participants: PMO Director, PMO Admin Team, Business Analysts, Project Managers

      1. As a group, review the results of the Microsoft Project and M365 Licensing Tool. Use this information along with organizational knowledge and discussion with the working group to complete Section 4: Microsoft Partner Implementation Route.
      2. Copy and paste your results from tab 5 of the Microsoft Project and M365 Licensing Tool. Update the Implementation Approach slide to detail the rationale for selecting this option.
      3. Develop an outreach plan for the Microsoft Partners you are planning to survey. Set targets for briefing dates and assign an individual to own any back-and-forth communication. Document the pros and cons of each Partner and gauge interest in continuing to analyze the vendor as a possible solution.
      4. Facilitate a discussion to determine roles and responsibilities for the implementation. Based on the size, risk, and complexity of the implementation, create a reasonable timeline.

      Screenshots from the 'Microsoft Project and M365 Action Plan Template' outlining the 'Microsoft Partner Implementation Route'.

      Microsoft Project and M365 Action Plan Template

      3.1.2 Complete your presentation deck

      1-2 hours

      Input: Outputs from the exercises in this blueprint

      Output: Section 5: Future-State Vision and Goals

      Materials: Microsoft Project and M365 Action Plan Template

      Participants: PMO Director, PMO Admin Team, Business Analysts, Project Managers

      1. Put the finishing touches on your presentation deck by documenting your future- state vision and goals.
      2. Prepare to present to your stakeholders.
        • Understand your audience, their needs and priorities, and their degree of knowledge and experiences with technology. This informs what to include in your presentation and how to position the message and goal.
      3. Review the deck beginning to end and check for spelling, grammar, and vertical logic.
      4. Practice delivering the vision for the project through several practice sessions.

      Screenshots from the 'Microsoft Project and M365 Action Plan Template' regarding finishing touches.

      Microsoft Project and M365 Action Plan Template

      Pitch your vision to key stakeholders

      There are multiple audiences for your pitch, and each audience requires a different level of detail when addressed. Depending on the outcomes expected from each audience, a suitable approach must be chosen. The format and information presented will vary significantly from group to group.

      Audience

      Key Contents

      Outcome

      Business Executives

      • Section 1: Executive Brief
      • Section 2: Context and Constraints
      • Section 5: Future-State Vision and Goals
      • Identify executive sponsor

      IT Leadership

      • Sections 1-5 with a focus on Section 3 or 4 depending on implementation approach
      • Get buy-in on proposed project
      • Identify skills or resourcing constraints

      Business Managers

      • Section 1: Executive Brief
      • Section 2: Context and Constraints
      • Section 5: Future-State Vision and Goals
      • Get feedback on proposed plan
      • Identify any unassessed risks and organizational impacts

      Business Users

      • Section 1: Executive Brief
      • Support the organizational change management process

      Summary of Accomplishment

      Problem Solved

      Knowledge Gained
      • How you work: Work management and the various ways of working (personal and team task management, strategic project portfolio management, formal project management, and enterprise project and portfolio management).
      • Where you need to go: Project portfolio management and project management current- and target-state maturity levels.
      • What you need: Microsoft Project Plans and requisite M365 licensing.
      • The skills you need: Extending Project for the web.
      • Who you need to work with: Get to know the Microsoft Gold Partner community.
      Deliverables Completed
      • M365 Tool Guides
      • Tool Audit Workbook
      • Force Field Analysis Tool
      • Project Portfolio Management Maturity Assessment Tool
      • Project Management Maturity Assessment Tool
      • Microsoft Project & M365 Action Plan Template

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech workshop

      Contact your account representative for more information
      workshops@infotech.com
      1-888-670-8889

      Additional Support

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech Workshop.

      Photo of Barry Cousins.
      Contact your account representative for more information
      workshops@infotech.com 1-888-670-8889

      To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.

      Info-Tech analysts will join you and your team at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      Perform a work management tool audit

      Gain insight into the tools that drive value or fail to drive value across your work management landscape with a view to streamline the organization’s tool ecosystem.

      Prepare an action plan for your tool needs

      Prepare the right work management tool recommendations for your IT teams and/or business units and develop a boardroom-ready presentation to communicate needs and next steps.

      Research Contributors and Experts

      Neeta Manghnani
      PMO Strategist
      PMO Outsource Ltd.

      Photo of Neeta Manghnani, PMO Strategist, PMO Outsource Ltd.
      • Innovative, performance-driven executive with significant experience managing Portfolios, Programs & Projects, and technical systems for international corporations with complex requirements. A hands-on, dynamic leader with over 20 years of experience guiding and motivating cross-functional teams. Highly creative and brings a blend of business acumen and expertise in multiple IT disciplines, to maximize the corporate benefit from capital investments.
      • Successfully deploys inventive solutions to automate processes and improve the functionality, scalability and security of critical business systems and applications. Leverages PMO/PPM management and leadership skills to meet the strategic goals and business initiatives.

      Robert Strickland
      Principal Consultant & Owner
      PMO Outsource Ltd.

      Photo of Robert Strickland, Principal Consultant and Owner, PMO Outsource Ltd.
      • Successful entrepreneur, leader, and technologist for over 15 years, is passionate about helping organizations leverage the value of SharePoint, O365, Project Online, Teams and the Power Platform. Expertise in implementing portals, workflows and collaboration experiences that create business value. Strategic manager with years of successful experience building businesses, developing custom solutions, delivering projects, and managing budgets. Strong transformational leader on large implementations with a technical pedigree.
      • A digital transformation leader helping clients move to the cloud, collaborate, automate their business processes and eliminate paper forms, spreadsheets and other manual practices.

      Related Info-Tech Research

      • Develop a Project Portfolio Management Strategy
        Time is money; spend it wisely.
      • Establish Realistic IT Resource Management Practices
        Holistically balance IT supply and demand to avoid overallocation.
      • Tailor Project Management Processes to Fit Your Projects
        Spend less time managing processes and more time delivering results

      Bibliography

      “13 Reasons not to use Microsoft Project.” Celoxis, 14 Sept. 2018. Accessed 17 Sept. 2021.

      Advisicon. “Project Online vs Project for the Web.” YouTube, 13 Nov. 2013. Accessed 17 Sept. 2021.

      Branscombe, Mary. “Is Project Online ready to replace Microsoft Project?” TechRepublic, 23 Jan. 2020. Accessed 17 Sept. 2021.

      Chemistruck, Dan. “The Complete Office 365 and Microsoft 365 Licensing Comparison.” Infused Innovations, 4 April 2019. Accessed 17 Sept. 2021.

      “Compare Project management solutions and costs.” Microsoft. Accessed 17 Sept. 2021.

      Day to Day Dynamics 365. “Microsoft Project for the web - Model-driven app.” YouTube, 29 Oct. 2019. Accessed 17 Sept. 2021.

      “Deploying Project for the web.” Microsoft, 24 Aug. 2021. Accessed 17 Sept. 2021.

      “Differentiate your business by attaining Microsoft competencies.” Microsoft, 26 Jan. 2021. Accessed 17 Sept. 2021.

      “Extend & Integrate Microsoft Project.” Western Principles. Accessed 17 Sept. 2021.

      “Get Started with Project Power App.” Microsoft. Accessed 17 Sept. 2021.

      Hosking, Ben. “Why low code software development is eating the world.” DevGenius, May 2021. Accessed 17 Sept. 2021.

      “How in the World is MS Project Still a Leading PM Software?” CBT Nuggets, 12 Nov. 2018. Accessed 17 Sept. 2021.

      Integent. “Project for the Web - Create a Program Entity and a model-driven app then expose in Microsoft Teams.” YouTube, 25 Mar. 2020. Accessed 17 Sept. 2021.

      “Introducing the Project Accelerator.” Microsoft, 10 Mar. 2021. Accessed 17 Sept. 2021.

      “Join the Microsoft Partner Network.” Microsoft. Accessed 17 Sept. 2021.

      Kaneko, Judy. “How Productivity Tools Can Lead to a Loss of Productivity.” Bluescape, 2 Mar. 2018 Accessed 17 Sept. 2021.

      Kotter, John. Leading Change. Harvard Business School Press, 1996.

      Leis, Merily. “What is Work Management.” Scoro. Accessed 17 Sept. 2021.

      Liu, Shanhong. “Number of Office 365 company users worldwide as of June 2021, by leading country.” Statistica, 2021. Web.

      Manghnani, Neeta. “5 Benefits of PPM tools and PMO process automation.” PMO Outsource Ltd., 11 Apr. 2021. Accessed 17 Sept. 2021.

      “Microsoft 365 and Office 365 plan options.” Microsoft, 31 Aug. 2021. Accessed 17 Sept. 2021.

      “Microsoft 365 for enterprise.” Microsoft. Accessed 17 Sept. 2021

      “Microsoft Office 365 Usage Statistics.” Thexyz blog, 18 Sept. 2020. Accessed 17 Sept. 2021.

      “Microsoft Power Apps, Microsoft Power Automate and Microsoft Power Virtual Agents Licensing Guide.” Microsoft, June 2021. Web.

      “Microsoft Project service description.” Microsoft, 31 Aug. 2021. Accessed 17 Sept. 2021.

      “Microsoft Project Statistics.” Integent Blog, 12 Dec. 2013. Accessed 17 Sept. 2021.

      Nanji, Aadil . Modernize Your Microsoft Licensing for the Cloud Era. Info-Tech Research Group, 12 Mar. 2020. Accessed 17 Sept. 2021.

      “Number of Office 365 company users worldwide as of June 2021, by leading country.” Statista, 8 June 2021. Accessed 17 Sept. 2021.

      “Overcoming disruption in a digital world.” Asana. Accessed 17 Sept. 2021.

      Pajunen, Antti. “Customizing and extending Project for the web.” Day to Day Dynamics 365, 20 Jan. 2020. Accessed 17 Sept. 2021.

      “Partner Center Documentation.” Microsoft. Accessed 17 Sept. 2021.

      Pragmatic Works. “Building First Power Apps Model Driven Application.” YouTube, 21 June 2019. Accessed 17 Sept. 2021.

      “Project architecture overview.” Microsoft, 27 Mar. 2020. Accessed 17 Sept. 2021.

      “Project for the web Accelerator.” GitHub. Accessed 17 Sept. 2021.

      “Project for the web admin help.” Microsoft, 28 Oct. 2019. Accessed 17 Sept. 2021.

      “Project for the Web – The New Microsoft Project.” TPG. Accessed 17 Sept. 2021.

      “Project for the Web Security Roles.” Microsoft, 1 July 2021. Accessed 17 Sept. 2021.

      “Project Online: Project For The Web vs Microsoft Project vs Planner vs Project Online.” PM Connection, 30 Nov. 2020. Accessed 17 Sept. 2021.

      Redmond, Tony. “Office 365 Insights from Microsoft’s FY21 Q2 Results.” Office 365 for IT Pros, 28 Jan. 2021. Accessed 17 Sept. 2021.

      Reimagine Project Management with Microsoft. “Advanced deployment for Project for the web.” YouTube, 4 Aug. 2021. Accessed 17 Sept. 2021.

      Reimagine Project Management with Microsoft. “Overview of Microsoft Project.” YouTube, 29 July 2021. Accessed 17 Sept. 2021.

      “See which partner offer is right for you.” Microsoft. Accessed 17 Sept. 2021.

      Shalomova, Anna. “Microsoft Project for Web 2019 vs. Project Online: What’s Best for Enterprise Project Management?” FluentPro, 23 July 2020. Accessed 17 Sept. 2021.

      Speed, Richard. “One Project to rule them all: Microsoft plots end to Project Online while nervous Server looks on.” The Register, 28 Sept. 2018. Accessed 17 Sept. 2021.

      Spataro, Jared. “A new vision for modern work management with Microsoft Project.” Microsoft, 25 Sept. 2018. Accessed 17 Sept. 2021.

      Stickel, Robert. “OnePlan Recognized as Winner of 2021 Microsoft Project & Portfolio Management Partner of the Year.” OnePlan, 8 July 2021. Accessed 17 Sept. 2021.

      Stickel, Robert. “The Future of Project Online.” OnePlan, 2 Mar. 2021. Accessed 17 Sept. 2021.

      Stickel, Robert. “What It Means to be Adaptive.” OnePlan, 24 May 2021. Accessed 17 Sept. 2021.

      “The Future of Microsoft Project Online.” OnePlan. Accessed 17 Sept. 2021.

      Weller, Joe. “Demystifying Microsoft Project Licensing.” Smartsheet, 10 Mar. 2016. Accessed 17 Sept. 2021.

      Western Principles Inc. “Dump the Spreadsheets for Microsoft Project Online.” YouTube, 2 July 2020. Accessed 17 Sept. 2021.

      Western Principles Inc. “Project Online or Project for the web? Which project management system should you use?” YouTube, 11 Aug. 2020. Accessed 17 Sept. 2021.

      “What is Power Query?” Microsoft, 22 July 2021. Web.

      Wicresoft. “The Power of the New Microsoft Project and Microsoft 365.” YouTube, 29 May 2020. Accessed 17 Sept. 2021.

      Wicresoft. “Why the Microsoft Power Platform is the Future of PPM.” YouTube, 11 June 2020. Accessed 17 Sept. 2021.

      IT Risk management

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      • Parent Category Name: Security and Risk
      • Parent Category Link: /security-and-risk
      Mitigation is about balance: take a cost-focused approach to risk management.

      Sprint Toward Data-Driven Culture Using DataOps

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      • Parent Category Name: Enterprise Integration
      • Parent Category Link: /enterprise-integration
      • Data teams do not have a mechanism to integrate with operations teams and operate in a silo.
      • Significant delays in the operationalization of analytical/algorithms due to lack of standards and a clear path to production.
      • Raw data is shared with end users and data scientists due to poor management of data, resulting in more time spent on integration and less on insight generation and analytics.

      Our Advice

      Critical Insight

      • Data and analytics teams need a clear mechanism to separate data exploratory work and repetitive data insights generation. Lack of such separation is the main cause of significant delays, inefficiencies, and frustration for data initiatives.
      • Access to data and exploratory data analytics is critical. However, the organization must learn to share insights and reuse analytics.
      • Once analytics finds wider use in the organization, they need to adopt a disciplined approach to ensure its quality and continuous integration in the production environment.

      Impact and Result

      • Use a metrics-driven approach and common framework across silos to enable the rapid development of data initiatives using Agile principles.
      • Implement an approach that allows business, data, and operation teams to collaboratively work together to provide a better customer experience.
      • Align DataOps to an overall data management and governance program that promotes collaboration, transparency, and empathy across teams, establishes the appropriate roles and responsibilities, and ensures alignment to a common set of goals.
      • Assess the current maturity of the data operations teams and implement a roadmap that considers the necessary competencies and capabilities and their dependencies in moving towards the desired DataOps target state.

      Sprint Toward Data-Driven Culture Using DataOps Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to understand the operational challenges associated with productizing the organization's data-related initiative. Review Info-Tech’s methodology for enabling the improved practice to operationalize data analytics and how we will support you in creating an agile data environment.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Discover benefits of DataOps

      Understand the benefits of DataOps and why organizations are looking to establish agile principles in their data practice, the challenges associated with doing so, and what the new DataOps strategy needs to be successful.

      • Sprint Toward Data-Driven Culture Using DataOps – Phase 1: Discover Benefits of DataOps

      2. Assess your data practice for DataOps

      Analyze DataOps using Info-Tech’s DataOps use case framework, to help you identify the gaps in your data practices that need to be matured to truly realize DataOps benefits including data integration, data security, data quality, data engineering, and data science.

      • Sprint Toward Data-Driven Culture Using DataOps – Phase 2: Assess Your Data Practice for DataOps
      • DataOps Roadmap Tool

      3. Mature your DataOps practice

      Mature your data practice by putting in the right people in the right roles and establishing DataOps metrics, communication plan, DataOps best practices, and data principles.

      • Sprint Toward Data-Driven Culture Using DataOps – Phase 3: Mature Your DataOps Practice
      [infographic]

      Workshop: Sprint Toward Data-Driven Culture Using DataOps

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Identify the Drivers of the Business for DataOps

      The Purpose

      Understand the DataOps approach and value proposition.

      Key Benefits Achieved

      A clear understanding of organization data priorities and metrics along with a simplified view of data using Info-Tech’s Onion framework.

      Activities

      1.1 Explain DataOps approach and value proposition.

      1.2 Review the common business drivers and how the organization is driving a need for DataOps.

      1.3 Understand Info-Tech’s DataOps Framework.

      Outputs

      Organization's data priorities and metrics

      Data Onion framework

      2 Assess DataOps Maturity in Your Organization

      The Purpose

      Assess the DataOps maturity of the organization.

      Key Benefits Achieved

      Define clear understanding of organization’s DataOps capabilities.

      Activities

      2.1 Assess current state.

      2.2 Develop target state summary.

      2.3 Define DataOps improvement initiatives.

      Outputs

      Current state summary

      Target state summary

      3 Develop Action Items and Roadmap to Establish DataOps

      The Purpose

      Establish clear action items and roadmap.

      Key Benefits Achieved

      Define clear and measurable roadmap to mature DataOps within the organization.

      Activities

      3.1 Continue DataOps improvement initiatives.

      3.2 Document the improvement initiatives.

      3.3 Develop a roadmap for DataOps practice.

      Outputs

      DataOps initiatives roadmap

      4 Plan for Continuous Improvement

      The Purpose

      Define a plan for continuous improvements.

      Key Benefits Achieved

      Continue to improve DataOps practice.

      Activities

      4.1 Create target cross-functional team structures.

      4.2 Define DataOps metrics for continuous monitoring.

      4.3 Create a communication plan.

      Outputs

      DataOps cross-functional team structure

      DataOps metrics

      Implement Risk-Based Vulnerability Management

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      • Parent Category Name: Threat Intelligence & Incident Response
      • Parent Category Link: /threat-intelligence-incident-response
      • Vulnerability scanners, industry alerts, and penetration tests are revealing more and more vulnerabilities, and it is unclear how to manage them.
      • Organizations are struggling to prioritize the vulnerabilities for remediation, as there are many factors to consider, including the threat of the vulnerability and the potential remediation option itself.

      Our Advice

      Critical Insight

      • Patches are often considered the only answer to vulnerabilities, but these are not always the most suitable solution.
      • Vulnerability management does not equal patch management. It includes identifying and assessing the risk of the vulnerability, and then selecting a remediation option which goes beyond just patching alone.
      • There is more than one way to tackle the problem. Leverage your existing security controls to protect the organization.

      Impact and Result

      • After this blueprint, you will have created a full vulnerability management program that allows you to take a risk-based approach to vulnerability remediation.
      • Assessing a vulnerability’s risk will enable you to properly determine the true urgency of a vulnerability within the context of your organization; this ensures you are not just blindly following what the tool is reporting.
      • The risk-based approach allows you to prioritize your discovered vulnerabilities and take immediate action on critical and high vulnerabilities, while allowing your standard remediation cycle to address the medium to low vulnerabilities.
      • With your program defined and developed, you now need to configure your vulnerability scanning tool, or acquire one if you don’t already have a tool in place.
      • Lastly, while vulnerability management will help address your systems and applications, how do you know if you are secure from external malicious actors? Penetration testing will offer visibility, allowing you to plug those holes and attain an environment with a smaller risk surface.

      Implement Risk-Based Vulnerability Management Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should design and implement a vulnerability management program, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      • Implement Risk-Based Vulnerability Management – Phases 1-4

      1. Identify vulnerability sources

      Begin the project by creating a vulnerability management team and determine how vulnerabilities will be identified through scanners, penetration tests, third-party sources, and incidents.

      • Vulnerability Management SOP Template

      2. Triage vulnerabilities and assign priorities

      Determine how vulnerabilities will be triaged and evaluated based on intrinsic qualities and how they may compromise business functions and data sensitivity.

      • Vulnerability Tracking Tool
      • Vulnerability Management Risk Assessment Tool
      • Vulnerability Management Workflow (Visio)
      • Vulnerability Management Workflow (PDF)

      3. Remediate vulnerabilities

      Address the vulnerabilities based on their level of risk. Patching isn't the only risk mitigation action; some systems simply cannot be patched, but other options are available. Reduce the risk down to medium/low levels and engage your regular operational processes to deal with the latter.

       

      4. Measure and formalize

      Evolve the program continually by developing metrics and formalizing a policy.

      • Vulnerability Management Policy Template
      • Vulnerability Scanning Tool RFP Template
      • Penetration Test RFP Template

      Infographic

      Workshop: Implement Risk-Based Vulnerability Management

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Identify Vulnerability Sources

      The Purpose

      Establish a common understanding of vulnerability management, and define the roles, scope, and information sources of vulnerability detection.

      Key Benefits Achieved

      Attain visibility on all of the vulnerability information sources, and a common understanding of vulnerability management and its scope.

      Activities

      1.1 Define the scope & boundary of your organization’s security program.

      1.2 Assign responsibility for vulnerability identification and remediation.

      1.3 Develop a monitoring and review process of third-party vulnerability sources.

      1.4 Review incident management and vulnerability management

      Outputs

      Defined scope and boundaries of the IT security program

      Roles and responsibilities defined for member groups

      Process for review of third-party vulnerability sources

      Alignment of vulnerability management program with existing incident management processes

      2 Triage and Prioritize

      The Purpose

      We will examine the elements that you will use to triage and analyze vulnerabilities, prioritizing using a risk-based approach and prepare for remediation options.

      Key Benefits Achieved

      A consistent, documented process for the evaluation of vulnerabilities in your environment.

      Activities

      2.1 Evaluate your identified vulnerabilities.

      2.2 Determine high-level business criticality.

      2.3 Determine your high-level data classifications.

      2.4 Document your defense-in-depth controls.

      2.5 Build a classification scheme to consistently assess impact.

      2.6 Build a classification scheme to consistently assess likelihood.

      Outputs

      Adjusted workflow to reflect your current processes

      List of business operations and their criticality and impact to the business

      Adjusted workflow to reflect your current processes

      List of defense-in-depth controls

      Vulnerability Management Risk Assessment tool formatted to your organization

      Vulnerability Management Risk Assessment tool formatted to your organization

      3 Remediate Vulnerabilities

      The Purpose

      Identifying potential remediation options.

      Developing criteria for each option in regard to when to use and when to avoid.

      Establishing exception procedure for testing and remediation.

      Documenting the implementation of remediation and verification.

      Key Benefits Achieved

      Identifying and selecting the remediation option to be used

      Determining what to do when a patch or update is not available

      Scheduling and executing the remediation activity

      Planning continuous improvement

      Activities

      3.1 Develop risk and remediation action.

      Outputs

      List of remediation options sorted into “when to use” and “when to avoid” lists

      4 Measure and Formalize

      The Purpose

      You will determine what ought to be measured to track the success of your vulnerability management program.

      If you lack a scanning tool this phase will help you determine tool selection.

      Lastly, penetration testing is a good next step to consider once you have your vulnerability management program well underway.

      Key Benefits Achieved

      Outline of metrics that you can then configure your vulnerability scanning tool to report on.

      Development of an inaugural policy covering vulnerability management.

      The provisions needed for you to create and deploy an RFP for a vulnerability management tool.

      An understanding of penetration testing, and guidance on how to get started if there is interest to do so.

      Activities

      4.1 Measure your program with metrics, KPIs, and CSFs.

      4.2 Update the vulnerability management policy.

      4.3 Create an RFP for vulnerability scanning tools.

      4.4 Create an RFP for penetration tests.

      Outputs

      List of relevant metrics to track, and the KPIs, CSFs, and business goals for.

      Completed Vulnerability Management Policy

      Completed Request for Proposal (RFP) document that can be distributed to vendor proponents

      Completed Request for Proposal (RFP) document that can be distributed to vendor proponents

      Further reading

      Implement Risk-Based Vulnerability Management

      Get off the patching merry-go-round and start mitigating risk!

      Table of Contents

      4 Analyst Perspective

      5 Executive Summary

      6 Common Obstacles

      8 Risk-based approach to vulnerability management

      16 Step 1.1: Vulnerability management defined

      24 Step 1.2: Defining scope and roles

      34 Step 1.3: Cloud considerations for vulnerability management

      33 Step 1.4: Vulnerability detection

      46 Step 2.1: Triage vulnerabilities

      51 Step 2.2: Determine high-level business criticality

      56 Step 2.3: Consider current security posture

      61 Step 2.4: Risk assessment of vulnerabilities

      71 Step 3.1: Assessing remediation options

      Table of Contents

      80 Step 3.2: Scheduling and executing remediation

      85 Step 3.3: Continuous improvement

      89 Step 4.1: Metrics, KPIs, and CSFs

      94 Step 4.2: Vulnerability management policy

      97 Step 4.3: Select & implement a scanning tool

      107 Step 4.4: Penetration testing

      118 Summary of accomplishment

      119 Additional Support

      120 Bibliography

      Analyst Perspective

      Vulnerabilities will always be present. Know the unknowns!

      In this age of discovery, technology changes at such a rapid pace. New things are discovered, both in new technology and in old. The pace of change can often be very confusing as to where to start and what to do.

      The ever-changing nature of technology means that vulnerabilities will always be present. Taking measures to address these completely will consume all your department’s time and resources. That, and your efforts will quickly become stale as new vulnerabilities are uncovered. Besides, what about the systems that simply can’t be patched? The key is to understand the vulnerabilities and the levels of risk they pose to your organization, to prioritize effectively and to look beyond patching.

      A risk-based approach to vulnerability management will ensure you are prioritizing appropriately and protecting the business. Reduce the risk surface!

      Vulnerability management is more than just systems and application patching. It is a full process that includes patching, compensating controls, segmentation, segregation, and heightened diligence in security monitoring.

      Jimmy Tom, Research Advisor – Security, Privacy, Risk, and Compliance, Info-Tech Research Group. Jimmy Tom
      Research Advisor – Security, Privacy, Risk, and Compliance
      Info-Tech Research Group

      Executive Summary

      Your Challenge

      Vulnerability scanners, industry alerts, and penetration tests are revealing more and more vulnerabilities, and it is unclear how to manage them.

      Organizations are struggling to prioritize the vulnerabilities for remediation, as there are many factors to consider, including the threat of the vulnerability and the potential remediation option.

      Common Obstacles

      Patches are often seen as the answer to vulnerabilities, but these are not always the most suitable solution.

      Some systems deemed vulnerable simply cannot be patched or easily replaced.

      Companies are unaware of the risk implications that come from leaving the vulnerability open and from the remediation option itself.

      Info-Tech’s Approach

      Design and implement a vulnerability management program that identifies, prioritizes, and remediates vulnerabilities.

      Understand what needs to be considered when implementing remediation options, including patches, configuration changes, and defense-in-depth controls.

      Build a process that is easy to understand and allows vulnerabilities to be remediated proactively, instead of in an ad hoc fashion.

      Info-Tech Insight

      Vulnerability management does not always equal patch management. There is more than one way to tackle the problem, particularly if a system cannot be easily patched or replaced. If a vulnerability cannot be completely remediated, steps to reduce the risk to a tolerable level must be taken.

      Common obstacles

      These barriers make vulnerability management difficult to address for many organizations:
      • The value of vulnerability management is not well articulated in many organizations. As a result, investment in vulnerability scanning technology is often insufficient.
      • Many organizations feel that a “patch everything” approach is the most effective path.
      • Vulnerability management is commonly misunderstood as being a process that only supports patch management.
      • There is often misalignment between SecOps and ITOps in remediation action and priority, affecting the timeliness of remediation.
      CVSS Score Distribution From the National Vulnerability Database: Pie Charts presenting the CVSS Core Distribution for the National Vulnerability Database. The left circle represents 'V3' and the right 'V2', where V3 has an extra option for 'Critical', above 'High', 'Medium', and 'Low', and V2 does not.
      (Source: NIST National Vulnerability Database Dashboard)

      Leverage risk to sort, triage, and prioritize vulnerabilities

      Reduce your risk surface to avoid cost to your business; everything else is table stakes.

      Reduce the critical and high vulnerabilities below the risk threshold and operationalize the remediation of medium/low vulnerabilities by following your effective vulnerability management program cycles.

      Identify vulnerability sources

      An inventory of your scanning tool and vulnerability threat intelligence data sources will help you determine a viable strategy for addressing vulnerabilities. Defining roles and responsibilities ahead of time will ensure you are not left scrambling when dealing with vulnerabilities.

      Triage and prioritize

      Bring the vulnerabilities into context by assessing vulnerabilities based on your security posture and mechanisms and not just what your data sources report. This will allow you to gauge the true urgency of the vulnerabilities based on risk and determine an effective mitigation plan.

      Remediate vulnerabilities

      Address the vulnerabilities based on their level of risk. Patching isn't the only risk mitigation action; some systems simply cannot be patched, but other options are available.

      Reduce the risk down to medium/low levels and engage your regular operational processes to deal with the latter.

      Measure and formalize

      Upon implementation of the program, measure with metrics to ensure that the program is successful. Improve the program with each iteration of vulnerability mitigation to ensure continuous improvement.

      Tactical Insight 1

      All actions to address vulnerabilities should be based on risk and the organization’s established risk tolerance.

      Tactical Insight 2

      Reduce the risk surface down below the risk threshold.

      The industry has shifted to a risk-based approach

      Traditional vulnerability management is no longer viable.

      “For those of us in the vulnerability management space, ensuring that money, resources, and time are strategically spent is both imperative and difficult. Resources are dwindling fast, but the vulnerability problem sure isn’t.” (Kenna Security)

      “Using vulnerability scanners to identify unpatched software is no longer enough. Keeping devices, networks, and digital assets safe takes a much broader, risk-based vulnerability management strategy – one that includes vulnerability assessment and mitigation actions that touch the entire ecosystem.” (Balbix)

      “Unlike legacy vulnerability management, risk-based vulnerability management goes beyond just discovering vulnerabilities. It helps you understand vulnerability risks with threat context and insight into potential business impact.” (Tenable)

      “A common mistake when prioritizing patching is equating a vulnerability’s Common Vulnerability Scoring System (CVSS) score with risk. Although CVSS scores can provide useful insight into the anatomy of a vulnerability and how it might behave if weaponized, they are standardized and thus don’t reflect either of the highly situational variables — namely, weaponization likelihood and potential impact — that factor into the risk the vulnerability poses to an organization.” (SecurityWeek)

      Why a take risk-based approach?

      Vulnerabilities, by the numbers

      60% — In 2019, 60% of breaches were due to unpatched vulnerabilities.

      74% — In the same survey, 74% of survey responses said they cannot take down critical applications and systems to patch them quickly. (Source: SecurityBoulevard, 2019)

      Info-Tech Insight

      Taking a risk-based approach will allow you to focus on mitigating risk, rather than “just patching” your environment.

      The average cost of a breach in 2020 is $3.86 million, and “…the price tag was much less for mature companies and industries and far higher for firms that had lackluster security automation and incident response processes.” (Dark Reading)

      Vulnerability Management

      A risk-based approach

      Reduce the risk surface to avoid cost to your business, everything else is table stakes

      Logo for Info-Tech.
      Logo for #iTRG.

      1

      Identify

      4

      Address

        Mitigate the risk surface by reducing the time across the phases › Mitigate the risk by implementing:
      • patch systems & apps
      • compensating controls
      • systems and apps hardening
      • systems segregation
      Chart presenting an example of 'Risk Surface' with the axes 'Risk Level' and 'Time' with lines created by individual risks. The highlighted line begins in 'Critical' and eventually drops to low. The area between the line and your organization's risk tolerance is labelled 'Risk Surface'.

      Objective: reduce risk surface by reducing time to address

      Your organization's risk tolerance threshold

        Identify vulnerability management scanning tools & external threat intel sources (Mitre CVE, US-CERT, vendor alerts, etc.) Vulnerability information feeds:
      • scanning tool
      • external threat intel
      • internal threat intel

      2

      Analyze

        Assign actual risk (impact x urgency) to the organization based on current security posture

      Triage based on risk ›

      Your organization's risk tolerance threshold

      Risk tolerance threshold map with axes 'Impact' and 'Likelihood'. High levels of one and low levels of the other, or medium levels of both, is 'Medium', High level of one and Medium levels of the other is 'High', and High levels of both is 'Critical'.

      3

      Assess

        Plan risk mitigation strategy › Consider:
      • risk tolerance
      • compensating controls
      • business impact

      Info-Tech’s vulnerability management methodology

      Focus on developing the most efficient processes.

      Vulnerability management isn’t “old school.”

      The vulnerability management market is relatively mature; however, vulnerability management remains a very relevant and challenging topic.

      Security practitioners are inundated with the advice they need to prioritize their vulnerabilities. Every vulnerability scanning vendor will proclaim their ability to prioritize the identified vulnerabilities.

      Third-party prioritization methodology can’t be effectively applied across all organizations. Each organization is too unique with different constraints. No tool or service can account for these variables.

      Equation to find 'Vulnerability Priority'.

      When patching is not possible, other options exist: configuration changes (hardening), defense-in-depth, compensating controls, and even elevated security monitoring are possible options.

      Info-Tech Insight

      Vulnerability management is not only patch management. Patching is only one aspect.

      Blueprint deliverables

      Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals:

      Key deliverable:

      Vulnerability Management SOP

      The Standard operating procedure (SOP) will comprise the end-to-end description of the program: roles & responsibilities, data flow, and expected outcomes of the program.

      Sample of the key deliverable, Vulnerability Management SOP.
      Vulnerability Management Policy

      Template for your vulnerability management policy.

      Sample of the Vulnerability Management Policy blueprint. Vulnerability Tracking Tool

      This tool offers a template to track vulnerabilities and how they are remedied.

      Sample of the Vulnerability Tracking Tool blueprint.
      Vulnerability Scanning RFP Template

      Request for proposal template for the selection of a vulnerability scanning tool.

      Sample of the Vulnerability Scanning RFP Template blueprint. Vulnerability Risk Assessment Tool

      Methodology to assess vulnerability risk by determining impact and likelihood.

      Sample of the Vulnerability Risk Assessment Tool blueprint.

      Blueprint benefits

      IT Benefits

      • A standardized, consistent methodology to assess, prioritize, and remediate vulnerabilities.
      • A risk-based approach that aligns with what’s important to the business.
      • A way of dealing with the high volumes of vulnerabilities that your scanning tool is reporting.
      • Identification of “where to start” in terms of vulnerability management.
      • Ability to not lose yourself in the patch madness but rather take a sound approach to scheduling and prioritizing patches and updates.
      • Knowledge of what to do when patching is simply not possible or feasible.

      Business Benefits

      • Alignment with IT in ensuring that business processes are only interrupted when absolutely necessary while maintaining a regular cadence of vulnerability remediation.
      • A consistent program that the business can plan around and predict when interruptions will occur.
      • IT’s new approach being integrated with existing IT operations processes, offering the most efficient yet expedient method of dealing with vulnerabilities.

      Info-Tech’s process can save significant financial resources

      Phase Measured Value
      Phase 1: Identify vulnerability sources
        Define the process, scope, roles, vulnerability sources, and current state
        • Consultant at $100 an hour for 16 hours = $1,600
      Phase 2: Triage vulnerabilities and assign urgencies
        Establish triaging and vulnerability evaluation process
        • Consultant at $100 an hour for 16 hours = $1,600
        Determine high-level business criticality and data classifications
        • Consultant at $100 an hour for 40 hours = $4,000
        Assign urgencies to vulnerabilities
        • Consultant at $100 an hour for 8 hours = $800
      Phase 3: Remediate vulnerabilities
        Prepare documentation for the vulnerability process
        • Consultant at $100 an hour for 8 hours = $800
        Establish defense-in-depth modelling
        • Consultant at $100 an hour for 24 hours = $2,400
        Identify remediation options and establish criteria for use
        • Consultant at $100 an hour for 40 hours = $4,000
        Formalize backup and testing procedures, including exceptions
        • Consultant at $100 an hour for 8 hours = $800
        Remediate vulnerabilities and verify
        • Consultant at $100 an hour for 24 hours = $2,400
      Phase 4: Continually improve the vulnerability management process
        Establish a metrics program for vulnerability management
        • Consultant at $100 an hour for 16 hours = $1,600
        Update vulnerability management policy
        • Consultant at $100 an hour for 8 hours = $800
        Develop a vulnerability scanning tool RFP
        • Consultant at $100 an hour for 40 hours = $4,000
        Develop a penetration test RFP
        • Consultant at $100 an hour for 40 hours = $4,000
      Potential financial savings from using Info-Tech resources Phase 1 ($1,600) + Phase 2 ($6,400) + Phase 3 ($10,400) + Phase 4 ($10,400) = $28,800

      Guided Implementation

      A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

      A typical GI is between 8 to 12 calls over the course of 4 to 6 months.

      What does a typical GI on this topic look like?

      Phase 1

      Phase 2

      Phase 3

      Phase 4

      Call #1: Scope requirements, objectives, and your specific challenges.

      Call #2: Discuss current state and vulnerability sources.

      Call #3: Identify triage methods and business criticality.

      Call #4:Review current defense-in-depth and discuss risk assessment.

      Call #5: Discuss remediation options and scheduling.

      Call #6: Review release and change management and continuous improvement.

      Call #7: Identify metrics, KPIs, and CSFs.

      Call #8: Review vulnerability management policy.

      Workshop Overview

      Contact your account representative for more information.
      workshops@infotech.com 1-888-670-8889

        Day 1 Day 2 Day 3 Day 4 Day 5
      Activities
      Identify vulnerability sources

      1.1 What is vulnerability management?

      1.2 Define scope and roles

      1.3 Cloud considerations for vulnerability management

      1.4 Vulnerability detection

      Triage and prioritize

      2.1 Triage vulnerabilities

      2.2 Determine high-level business criticality

      2.3 Consider current security posture

      2.4 Risk assessment of vulnerabilities

      Remediate vulnerabilities

      3.1 Assess remediation options

      3.2 Schedule and execute remediation

      3.3 Drive continuous improvement

      Measure and formalize

      4.1 Metrics, KPIs & CSFs

      4.2 Vulnerability Management Policy

      4.3 Select & implement a scanning tool

      4.4 Penetration testing

      Next Steps and Wrap-Up (offsite)

      5.1 Complete in-progress deliverables from previous four days

      5.2 Set up review time for workshop deliverables and to discuss next steps

      Deliverables
      1. Scope and boundary definition of vulnerability management program
      2. Responsibility assignment for vulnerability identification and remediation
      3. Monitoring and review process of third-party vulnerability sources
      4. Incident management and vulnerability convergence
      1. Methodology for evaluating identified vulnerabilities
      2. Identification of high-level business criticality
      3. Defined high-level data classifications
      4. Documented defense-in-depth controls
      5. Risk assessment criteria for impact and likelihood
      1. Documented risk assessment methodology and remediation options
      1. Defined metrics, key performance indicators (KPIs), and critical success factors (CSFs)
      2. Initial draft of vulnerability management policy
      3. Scanning tool selection criteria
      4. Introduction to penetration testing
      1. Completed vulnerability management standard operating procedure
      2. Defined vulnerability management risk assessment criteria
      3. Vulnerability management policy draft

      Implement Risk-Based Vulnerability Management

      Phase 1

      Identify Vulnerability Sources

      Phase 1

      1.1 What is vulnerability management?
      1.2 Define scope and roles
      1.3 Cloud considerations for vulnerability management
      1.4 Vulnerability detection

       

      Phase 2

      2.1 Triage vulnerabilities
      2.2 Determine high-level business criticality
      2.3 Consider current security posture
      2.4 Risk assessment of vulnerabilities

       

      Phase 3

      3.1 Assessing remediation options
      3.2 Scheduling and executing remediation
      3.3 Continuous improvement

       

      Phase 4

      4.1 Metrics, KPIs & CSFs
      4.2 Vulnerability management policy
      4.3 Select and implement a scanning tool
      4.4 Penetration testing

      This phase will walk you through the following activities:

      Establish a common understanding of vulnerability management, define the roles, scope, and information sources of vulnerability detection.

      This phase involves the following participants:

      • Security operations team
      • IT Security Manager
      • IT Director
      • CISO

      Step 1.1

      Vulnerability Management Defined

      Activities

      None for this section

      This step will walk you through the following activities:

      Establish a common understanding of vulnerability management and its place in the IT organization.

      This step involves the following participants:

      • Security operations team
      • IT Security Manager
      • IT Director
      • CISO

      Outcomes of this step

      Foundational knowledge of vulnerability management in your organization.

      Identify vulnerability sources
      Step 1.1 Step 1.2 Step 1.3 Step 1.4

      What is vulnerability management?

      It’s more than just patching.

      • Vulnerability management is the regular and ongoing practice of scanning an operating environment to uncover vulnerabilities. These vulnerabilities can be outdated applications, unpatched operating systems and software, open ports, obsolete hardware, or any combination of these.
      • The scanning and detection of vulnerabilities is the first step. Planning and executing of remediation is next, along with the approach, prioritized sequence of events, and timing.
      • A vendor-supplied software patch or firmware update is often the easy answer, however, this is not always a viable solution. What if you can’t patch in a timely fashion? What if patching is not possible as it will break the application and bring down operations? What if no patch exists due to the age of the application or operating platform?

      “Most organizations do not have a formal process for vulnerability management.” (Morey Haber, VP of Technology, BeyondTrust, 2016)

      Effective vulnerability management

      It’s not easy, but it’s much harder without a process in place.
      • Effective vulnerability management requires a formal process for organizations to follow; without one, vulnerabilities are dealt with in an ad hoc fashion.
      • Patching isn’t the only solution, but it’s the one that often draws focus.
      • Responsibilities for the different aspects of vulnerability management are often unclear, such as for testing, remediation, and implementation.
      • Identifying new threats without proper vulnerability scanning tools can be a near-impossible task.
      • Determining which vulnerabilities are most urgent can be an inconsistent process, increasing the organizational risk.
      • Measuring the effectiveness of your vulnerability remediation activities can help you better manage resources in SecOps and ITOps. Your staff will be spending the appropriate effort on vulnerabilities that warrant that level of attention.

      You’re not just doing this for yourself. It’s also for your auditors.

      Many compliance and regulatory obligations require organizations to have thorough documentation of their vulnerability management practices.

      Vulnerability management revolves around your asset security services

      Diagram with 'Asset Security Services' at the center. On either side are 'Network Security Services' and 'Identity Security Services', all three of which flow up into 'Security Analytics | Security Incident Response', and all four share a symbiotic flow with 'Management' below and contribute to 'Mega Trend Mapping' above. Management is supported by 'Governance'. Vulnerabilities can be found primarily within your assets but also connect to your information risk management. These must be effectively managed as part of a holistic security program.

      Without management, vulnerabilities left unattended can be easy for attackers to exploit. It becomes difficult to identify the correct remediation option to mitigate against the vulnerabilities.

      Vulnerability management works in tandem with SecOps and ITOps

      Vulnerability Management Process Inputs/Outputs:
      'Vulnerability Management (Process and Tool)' outputs are 'Incident Management', 'Release Management', 'Change Management', 'IT Asset Management', 'Application Security Testing', 'Threat Intelligence', and 'Security Risk Management'; inputs are 'Vulnerability Disclosure', 'Threat Intelligence', and 'Security Risk Management'.

      Arrows denote direction of information feed

      Vulnerability management serves as the input into a number of processes for remediation, including:
      • Incident management, to deal with issues
      • Release management, for patch management
      • Change management, for change control
      • IT asset management, to track version information, e.g. for patching
      • Application security testing, for the verification of vulnerabilities

      A two-way data flow exists between vulnerability management and:

      • Security risk management, for the overall risk posture of the organization
      • Threat intelligence, as vulnerability management reveals only one of several threat vectors

      For additional information please refer to Info-Tech’s research for each area:

      • Vulnerability management can leverage your existing processes to gain an operational element for the program.
      • As you strive to mature each of the processes on their own, vulnerability management will benefit accordingly.
      • Review our research for each of these areas and speak to one of our analysts if you wish to improve any of the listed processes.

      Info-Tech’s Information Security Program Framework

      Vulnerability management is a component of the Infrastructure Security section of Security Management

      Information Security Framework with Level 1 and Level 2 capabilities in two main sections, 'Management' and 'Governance'. Level 2 capabilities are grouped within Level 1 capabilities. For more information, review our Build an Information Security Strategy blueprint, or speak to one of our analysts.

      Info-Tech Insight

      Vulnerability management is but one piece of the information security puzzle. Ensure that you have all the pieces!

      Case Study

      Logo for Cimpress.
      INDUSTRY: Manufacturing
      SOURCE: Cimpress, 2016

      One organization is seeing immediate benefits by formalizing its vulnerability management program.

      Challenge

      Cimpress was dealing with many challenges in regards to vulnerability management. Vulnerability scanning tools were used, but the reports that were generated often gave multiple vulnerabilities that were seen as critical or high and required many resources to help address them. Scanning was done primarily in an attempt to adhere to PCI compliance rather than to effectively enable security. After re-running some scans, Cimpress saw that some vulnerabilities had existed for an extended time period but were deemed acceptable.

      Solution

      The Director of Information Security realized that there was a need to greatly improve this current process. Guidelines and policies were formalized that communicated when scans should occur and what the expectations for remediations should be. Cimpress also built a tiered approach to prioritize vulnerabilities for remediation that is specific to Cimpress instead of relying on scanning tool reports.

      Results

      Cimpress found better management of the vulnerabilities within its system. There was no pushback to the adoption of the policies, and across the worldwide offices, business units have been proactively trying to understand if there are vulnerabilities. Vulnerability management has been expanded to vendors and is taken into consideration when doing any mergers and acquisitions. Cimpress continues to expand its program for vulnerability management to include application development and vulnerabilities within any existing legacy systems.

      Step 1.2

      Defining the scope and roles

      Activities
      • 1.2.1 Define the scope and boundary of your organization’s security program
      • 1.2.2 Assign responsibility for vulnerability identification and remediation

      This step will walk you through the following activities:

      Define and understand the scope and boundary of the security program. For example, does it include OT? Define roles and responsibilities for vulnerability identification and remediation

      This step involves the following participants:

      • Security operations team
      • IT Security Manager
      • IT Director
      • CISO

      Outcomes of this step

      Understand how far vulnerability management extends and what role each person in IT plays in the remediation of vulnerabilities

      Identify vulnerability sources
      Step 1.1 Step 1.2 Step 1.3 Step 1.4

      Determine the scope of your security program

      This will help you adjust the depth and breadth of your vulnerability management program.
      • Determining the scope will help you decide how much organizational risk the vulnerability management program will oversee.
      • Scope can be defined along four aspects:
        • Data Scope – What data elements in your organization does your security program cover? How is data classified?
        • Physical Scope – What physical scope, such as geographies, does the security program cover?
        • Organizational Scope – How are business units engaged with security initiatives? Does the scope cover all subsidiary organizations?
        • IT Scope – What parts of the organization does IT cover? Does their coverage include operational technology (OT) and industrial control systems (ICS)?
      Stock image of figures standing in connected circles.

      1.2.1 Define the scope and boundary of your organization’s security program

      60 minutes

      Input: List of Data Scope, Physical Scope, Organization Scope, and IT Scope

      Output: Defined scope and boundaries of the IT security program

      Materials: Whiteboard/Flip Charts, Sticky Notes, Markers, Vulnerability Management SOP Template

      Participants: Business stakeholders, IT leaders, Security team members

      1. On a whiteboard, write the headers: Data Scope, Physical Scope, Organizational Scope, and IT Scope.
      2. Give each group member a handful of sticky notes. Ask them to write down as many items as possible for the organization that could fall under one of the four scope buckets.
      3. In a group, discuss the sticky notes and the rationale for including them. Discuss your security-related locations, data, people, and technologies, and define their scope and boundaries.

      The goal is to identify what your vulnerability management program is responsible for and document it.

      Consider the following:

      How is data being categorized and classified? How are business units engaged with security initiatives? How are IT systems connected to each other? How are physical locations functioning in terms of information security management?

      Download the Vulnerability Management SOP Template

      Assets are part of the scope definition

      An inventory of IT assets is necessary if there is to be effective vulnerability management.

      • Organizations need an up-to-date and comprehensive asset inventory for vulnerability management. This is due to multiple reasons:
        • When vulnerabilities are announced, they will need to be compared to an inventory to determine if the organization has any relevant systems or versions.
        • It indicates where all IT assets can be found both physically and logically.
        • Asset inventories typically have owners assigned to the assets and systems whose responsibility it is to carry out remediations for vulnerabilities.
      • Furthermore, asset inventories can provide insight into where data can be found within the organization. This is extremely useful within a formal data classification program, which plays a large factor in vulnerability management.
      If you need assistance building your asset inventory, review Info-Tech’s Implement Hardware Asset Management and Implement Software Asset Management blueprints.

      Info-Tech Insight

      Create a formal IT asset inventory before continuing with the rest of this project. Otherwise, you risk being at the mercy of a weak vulnerability management program.

      Assign responsibility for vulnerability identification and remediation

      Determine who is critical to effectively detecting and managing vulnerabilities.
      • Some of the remediation steps will involve members of IT management to identify the true organizational risk of a vulnerability.
      • Vulnerability remediation comes in different shapes and sizes. In addition to patching, this can include implementing compensating controls, server and application hardening, or the segregating of vulnerable systems.
        • Who carries out each of these activities? Who coordinates the activities and tracks them to ensure completion?
      • The people involved may be members outside of the security team, such as members from IT operations, infrastructure, and applications. The specific roles that each of these groups play should be clearly identified.
      Stock image of many connected profile photos in a cloud network.

      1.2.2 Assign responsibility for vulnerability identification and remediation

      60 minutes

      Input: Sample list of vulnerabilities and requisite actions from each group, High-level organizational chart with area functions

      Output: Defined set of roles and responsibilities for member groups

      Materials: Vulnerability Management SOP Template

      Participants: CIO, CISO, IT Management representatives for each area of IT

      1. Display the table of responsibilities that need to be assigned.
      2. List all the positions within the IT security team.
      3. Map these to the positions that require IT security team members.
      4. List all positions that are part of the IT team.
      5. Map these to the positions that require IT team members.

      If your organization does not have a dedicated IT security team, you can perform this exercise by mapping the relevant IT staff to the different positions shown on the right.

      Download the Vulnerability Management SOP Template Sample of the Roles and Responsibilities table from the Vulnerability Management SOP Template.

      Step 1.3

      Cloud considerations for vulnerability management

      Activities

      None for this section.

      This step will walk you through the following activities:

      Review cloud considerations for vulnerability management

      This step involves the following participants:

      • Security operations team
      • IT Security Manager
      • IT Director
      • CISO

      Outcomes of this step

      Understand the various types of cloud offerings and the implications (and limitations) of vulnerability management in a cloud environment.

      Identify vulnerability sources
      Step 1.1 Step 1.2 Step 1.3 Step 1.4

      Cloud considerations

      Cloud will change your approach to vulnerability management.
      • There will be a heavy dependence on the cloud service provider to ensure that vulnerabilities in their foundational technologies have been addressed.
      • Depending on the level of “as-a-Service,” customers will have varying degrees of control and visibility into the underlying operations.
      • With vendor acquiescence, you can set your tool to scan a given cloud environment, depending on how much visibility you have into their environment based on the service you have purchased.
      • Due to compliance obligations of their customers, there is a growing trend among cloud providers to allow more scanning of cloud environments.
      • In the absence of customer scanning capability, vendors may offer attestation of vulnerability management and remediation.
      Table outlining who has control, between the 'Organization' and the 'Vendor', of different cloud capabilities in different cloud strategies.

      For more information, see Info-Tech Research Group’s Document Your Cloud Strategy blueprint.

      Cloud environment scanning

      Cloud scanning is becoming a more common necessity but still requires special consideration.

      An organization’s cloud environment is just an extension of its own environment. As such, cloud environments need to be scanned for vulnerabilities.

      Private Cloud
      If your organization owns a private cloud, these environments can be tested normally.
      Public Cloud
      Performing vulnerability testing against public, third-party cloud environments is an area experiencing rapid growth and general acceptance, although customer visibility will still be limited.

      In many cases, a customer must rely on the vendor’s assurance that vulnerabilities are being addressed in a sufficient manner.

      Security standards’ compliance requirements are driving the need for cloud suppliers to validate and assure that they are appropriately scanning for and remediating vulnerabilities.

      Infrastructure- or Platform-as-a-Service (IaaS or PaaS) Environments
      • There is a general trend for PaaS and IaaS vendors to allow testing if given due notice.
      • Your contract with the cloud vendor or the vendor’s terms and conditions will outline the permissibility of customer vulnerability scanning. In some cases, a cloud vendor will deny the ability to do vulnerability scanning if they already provide a solution as part of their service.
      • Always ensure that the vendor is aware of your vulnerability scanning activity so that false positives aren’t triggering their security measures as possible denial-of-service (DoS) attacks.
      Software-as-a-Service (SaaS) Environments
      • SaaS offers very limited visibility to the services behind the software that the customer sees. You therefore cannot test for patch levels or vulnerabilities.
      • SaaS customers must rely exclusively on the provider for the regular scanning and remediation of vulnerabilities in the back-end technologies supporting the SaaS application.
      • You can only test the connection points to SaaS environments. This involves trying to figure out what you can see, e.g. looking for encrypted traffic.

      Certain testing (e.g. DoS or load testing) will be very limited by your cloud vendor. Cloud vendors won’t open themselves to testing that would possibly impact their operations.

      Step 1.4

      Vulnerability detection

      Activities
      • 1.4.1 Develop a monitoring and review process of third-party vulnerability sources
      • 1.4.2 Incident management and vulnerability management

      This step will walk you through the following activities:

      Create an inventory of your vulnerability monitoring capability and third-party vulnerability information sources.

      Determine how incident management and vulnerability management interoperate.

      This step involves the following participants:

      • Security operations team
      • IT Security Manager
      • IT Director
      • CISO

      Outcomes of this step

      Catalog of vulnerability information data sources. Understanding of the intersection of incident management and vulnerability management.

      Identify vulnerability sources
      Step 1.1 Step 1.2 Step 1.3 Step 1.4

      Vulnerability detection

      Vulnerabilities can be identified through numerous mediums.

      Info-Tech has determined the following to be the four most common ways to identify vulnerabilities.

      Vulnerability Assessment and Scanning Tools
      • Computer programs that function to identify and assess security vulnerabilities and weaknesses within computers, computer systems, applications, or networks.
      • Using a known vulnerability database, the tool scans targeted hosts or systems to identify flaws and generate reports and recommendations based on the results.
      • There are four main types of tools under this category: network and operating system vulnerability scanners, application scanning and testing tools, web application scanners, and exploitation tools.
      Penetration Tests
      • The act of identifying vulnerabilities on computers, computer systems, applications, or networks followed by testing of the vulnerability to validate the findings.
      • Penetration tests are considered a service that is offered by third-parties in which a variety of products, tools, and methods are used to exploit systems and gain access to data.
      Open Source Monitoring
      • New vulnerabilities are detected daily with each vulnerability’s information being uploaded to an information-sharing platform to enable other organizations to be able to identify the same vulnerability on their systems.
      • Open source platforms are used to alert and distribute information on newly discovered vulnerabilities to security professionals.
      Security Incidents
      • Any time an incident response plan is called into action to mitigate an incident, there should be formal communication with the vulnerability management team.
      • Any IT incident an organization experiences should provide a feed for analysis into your vulnerability management program.

      Automate with a vulnerability scanning tool

      Vulnerabilities are too numerous for manual scanning and detection.
      • Vulnerability management is not only the awareness of the existence of vulnerabilities but that they are actively present in your environment.
      • A vulnerability scanner will usually report dozens, if not hundreds, of vulnerabilities on a regular and recurring basis. Typical IT environments have several dozen, if not hundreds, of servers. We haven’t even considered the amount of network equipment or the hundreds of user workstations in an environment.
      • This tool will give you information of the presence of a vulnerability in your environment and the host on which the vulnerability exists. This includes information on the version of software that contains a vulnerability and whether you are running that version. The tool will also report on the criticality of the vulnerability based on industry criticality ratings.
      • The tools are continually updated by the vendor with the latest definition updates for the latest vulnerabilities out there. This ensures you are always scanning for the greatest number of potential vulnerabilities.
      Automation requires oversight.
      1. Vulnerability scanners bring great automation to the task of scanning and detecting vulnerabilities in high numbers.
      2. Vulnerability scanners, however, do not have your level of intelligence. Any compensating controls, network segregation, or other risk mitigation features that you have in place will not be known by the tool.
      3. Determining the risk and urgency of a vulnerability within the context of your specific environment will still require internal review by you or your SecOps team.

      For guidance on tool selection

      Refer to section 4.3 Selecting and Implement a Scanning Tool in this blueprint.

      Vulnerability scanning tool considerations

      Select a vulnerability scanning tool with the features you need to be effective.
      • Vulnerability scanning tool selection can be an exciting and confusing process. You will need to consider what features you desire in a tool and whether you want the tool to go beyond just scanning and reporting.
      • In addition to vulnerability scanning, some tools will integrate with your IT service management (service desk ticketing system) tool and asset, configuration, and change management modules. This can facilitate the necessary workflow that the remediation process follows once a vulnerability is discovered.
      • A number of vulnerability scanning tool vendors have started offering remediation as part of their software features. This includes the automation and orchestration functionality and configuration and asset management to track its remediation activities.
      • A side benefit of the asset discovery feature in vulnerability scanning tools is that it can help enhance an organization’s asset inventory and license compliance, particularly in cases where end users are able to install software on their workstations.
      Stock photo of a smartphone scanning a barcode.

      For guidance on tool vendors

      Visit SoftwareReviews for information on vulnerability management tools and vendors.

      Vulnerability scanning tool best practices

      How often should scans be performed?

      One-off scans provide snapshots in time. Repeated scans over time provide tracking for how systems are changing and how well patches are being applied and software is being updated.

      The results of a scan (asset inventory, configuration data, and vulnerability data) are basic information needed to understand your security posture. This data needs to be as up to date as possible.

      ANALYST PERSPECTIVE: Organizations should look for continuous scanning

      Continuous scanning is the concept of providing continual scanning of your systems so any asset, configuration, or vulnerability information is up to date. Most vendors will advertise continuous scanning but you need to be skeptical of how this feature is met.

      Continuous Scanning Methods

      Continuous agent scanning

      Real-time scanning that is completed through agent-based scanning. Provides real-time understanding of system changes.

      On-demand scanning

      Cyclical scanning is the method where once you’re done scanning an area, you start it again. This is usually done because doing some scans on some areas of your network take time. How long the scan takes depends on the scan itself. How often you perform a scan depends on how long a scan takes. For example, if a scan takes a day, you perform a daily scan.

      Cloud-based scanning

      Cloud-scanning-as-a-Service can provide hands-free continuous monitoring of your systems. This is usually priced as a subscription model.

      Vulnerability scanning tool best practices

      Where to perform a scan.

      What should be scanned How to point a scanner
      The general idea is that you want to scan pretty much everything. Here are considerations for three environments:
      Mobile Devices

      You need to scan mobile devices for vulnerabilities, but the problem is these can be hard to scan and often come and go on your network. There are always going to be some devices that aren’t on the network when scanning occurs.

      Several ways to scan mobile devices:

      • Intercept the device when it remotes into your network using a VPN. You catch the device with a remote scan. This can only be done if a VPN is required.
      • An agent-based approach can be used for mobile devices. Locally installed software gives the information needed to evaluate the security posture of a device. Discernibly, concerns around device processing, memory, and network bandwidth come into play. Ease of installation becomes key for agents.
      Virtualization
      • In a virtual environment, you will have servers being dynamically spun up. Ensure your tool is able to scan these new servers automatically.
      • Often, vulnerability scanning tool providers will restrict scanning to preapproved scanners. Look for tools that are preapproved by the VM vendors.
      Cloud Environments
      • You can set your tool to scan a given cloud environment. The main concern here is who owns the cloud. If it is a private cloud, there is little concern.
      • If it is a third-party cloud (AWS, Azure, etc.) you need to confirm with the cloud service provider that scanning of your cloud environment can occur.
      • There is a trend to allow more scanning of cloud environments.
      • You need to tell the scanner an IP address, a group of IP addresses, an asset group, or a combination of those.
      • You can categorize by functional classifications – internet-facing servers, workstations, network devices, etc., or by organizational structure – Finance, HR, Legal, etc.
      • If you have a strong change management system, you can better hone when and where to perform a scan based on actual changes.
      • You can set the number of concurrent outbound TCP connections that are being made. For example, set the tool so it sends out to 10 ports at a time, rather than pinging at 64k ports on a machine, which would flood the NIC.
      • Side Note: Flooding a host with pings from a scanning tool can be done to find out DoS thresholds on a machine. There are no bandwidth concerns for a network DoS, however, because the packets are so small.

      Vulnerability scanning tool best practices

      Communication and measurement

      Pre-Scan Communication With Users

      • It is always important to inform owners and users of systems that a scan will be happening.
      • Although it is unlikely any performance issues will arise, it is important to notify end users of potential impact.
      • Local admins or system owners may have controls in place that stop vulnerability scans and you need to inform the owners so that they can safelist the scanner you will be using.
      Vulnerability Scanning Tool Tracking Metrics
      • Vulnerability score by operating system, application, or organization division.
        • This provides a look at the widely accepted severity of the vulnerability as it relates across the organization’s systems.
      • Most vulnerable applications and application version.
        • This provides insight into how outdated applications are creating risk exposure for an organization.
        • This will also provide metrics on the effectiveness of your patching program.
      • Number of assets scanned within the last number of days.
        • This provides visibility into how often your assets are being scanned and thus protected.
      • Number of unowned devices or unapproved applications.
        • This metric will track how many unowned devices or unapproved applications may be on your network. Unowned devices may be rogue devices or just consultant/contractor devices.

      Third-party vulnerability information sources

      IT security forums and mailing lists are another source of vulnerability information.

      Proactively identify new vulnerabilities as they are announced.

      By monitoring for vulnerabilities as they are announced through industry alerts and open-source mechanisms, it is possible to identify vulnerabilities beyond your scanning tool’s penetration tests.

      Common sources:
      • Vendor websites and mailing lists
        • Vendors are the trusted sources for vulnerability and patch information on their products, particularly with new industry vulnerability disclosure requirements. Vendors are the most familiar with their products, downloads are most likely malware free, and additional information is often included.
        • There are some issues: vendors won’t announce a vulnerability until a patch is created, which creates a potential unknown risk exposure; numerous vendor sites will have to be monitored continually.
      • Third-party websites
        • A non-vendor site providing information on vulnerabilities. They often will cover a specific technology or an industry section, becoming a potential “one-stop shop” for some. They will often provide vulnerability information that is augmented with different remediation recommendations faster than vendors.
        • However, it’s more likely that malicious code could be downloaded and it will often not be comprehensive information on patching.
      • Third-party mailing lists, newsgroups, live paid subscriptions, and live open-source feeds
        • These are alerting and notification services for the detection and dissemination of vulnerability information. They provide information on the latest and most critical vulnerabilities, e.g. US-CERT Cybersecurity Alerts.
      • Vulnerability databases
        • These usually consist of dedicated databases on vulnerabilities. They perform the hard work of identifying and aggregating vulnerability and patch information into a central repository for end-user consumption. The commentary features on these databases provide excellent insight for practitioners, e.g. National Vulnerability Database (NVD).
      Stock photo of a student checking a bulletin board.

      Third-party vulnerability information sources

      IT security forums and mailing lists are another source of vulnerability information.

      Third-party sources for vulnerabilities

      • Open Source Vulnerability Database (OSVDB)
        • An open-source database that is run independently of any vendors.
      • Common Vulnerabilities and Exposures (CVE)
        • Free, international dictionary of publicly known information security vulnerabilities and exposures.
      • National Vulnerability Database (NVD)
        • Through NIST, the NVD is the US government’s repository of vulnerabilities and includes product names, flaws, and any impact metrics.
        • The National Checklist Repository Program (NCRP), also provided by NIST, provides security checklists for configurations of operating systems and applications.
        • The Center for Internet Security, a separate entity unrelated to NIST, provides configuration benchmarks that are often referenced by the NCRP.
      • Open Web Application Security Project (OWASP)
        • OWASP is another free project helping to expose vulnerabilities within software.
      • US-CERT National Cyber Alert System (US-CERT Alerts)
        • Cybersecurity Alerts – Provide timely information about current security issues, vulnerabilities, and exploits.
        • Cybersecurity Tips – Provide advice about common security issues for the general public.
        • Cybersecurity Bulletins – Provide weekly summaries of new vulnerabilities. Patch information is provided when available.
      • US-CERT Vulnerability Notes Database (US-CERT Vulnerability Notes)
        • Database of searchable security vulnerabilities that were deemed not critical enough to be covered under US-CERT Alerts. Note that the NVD covers both US-CERT Alerts and US-CERT Notes.
      • Open Vulnerability Assessment Language (OVAL)
        • Coding language for security professionals to discuss vulnerability checking and configuration issues. Vulnerabilities are identified using tests that are disseminated in OVAL definitions (XML executables that can be used by end users).

      1.4.1 Develop a monitoring and review process for third-party vulnerability sources

      60 minutes

      Input: Third-party resources list

      Output: Process for review of third-party vulnerability sources

      Materials: Whiteboard, Whiteboard markers, Vulnerability Management SOP Template

      Participants: IT Security Manager, SecOps team members, ITOps team members, CISO

      1. Identify what third-party resources are useful and relevant.
      2. Shortlist your third-party sources.
      3. Identify what is the best way to receive information from a third party.
      4. Document the method to receive or check information from the third-party source.
      5. Identify who is responsible for maintaining third-party vulnerability information sources
      6. Capture this information in the Vulnerability Management SOP Template.
      Download the Vulnerability Management SOP Template Sample of the Third Party Vulnerability Monitoring tables from the Vulnerability Management SOP Template.

      Incidents and vulnerability management

      Incidents can also be a sources of vulnerabilities.

      When any incident occurs, for example:

      • A security incident, such as malware detected on a machine
      • An IT incident, such as an application becomes unresponsive
      • A crisis occurs, like a worker accident

      There can be underlying vulnerabilities that need to be processed.

      Three Types of IT Incidents exist:
      1. Information Security Incident
      2. IT Incident and/or Problem
      3. Crisis

      Note: You need to have developed your various incident response plans to develop information feeds to the vulnerability mitigation process.
      If you are missing an incident response plan, take a look at Info-Tech’s Related Resources.

      Info-Tech Related Resources:
      If you do not have a formalized information security incident management program, take a look at Info-Tech’s blueprint Develop and Implement a Security Incident Management Program.

      If you do not have a formalized problem management process, take a look at Info-Tech’s blueprint Incident and Problem Management.

      If you do not have a formalized IT incident management process, take a look at Info-Tech’s blueprint Develop and Implement a Security Incident Management Program.

      If you do not have formalized crisis management, take a look at Info-Tech’s blueprint Implement Crisis Management Best Practices.

      1.4.2 Incident management and vulnerability management

      60 minutes

      Input: Existing incident response processes, Existing crisis communications plans

      Output: Alignment of vulnerability management program with existing incident management processes

      Materials: Whiteboard, Whiteboard markers, Vulnerability Management SOP Template

      Participants: IT Security Manager, SecOps team members, ITOps team members, including tiers 1, 2, and 3, CISO, CIO

      1. Inventory what incident response plans the organization has. These include:
        1. Information Security Incident Response Plan
        2. IT Incident Plan
        3. Problem Management Plan
        4. Crisis Management Plan
      2. Identify what part of those plans contains the post-response recap or final analysis.
      3. Formalize a communication process between the incident response plan and the vulnerability mitigation process.

      Note: Most incident processes will cover some sort of root cause analysis and investigation of the incident. If a vulnerability of any kind is detected within this analysis it needs to be reported on and treated as a detected vulnerability, thus warranting the full vulnerability mitigation process.

      Download the Vulnerability Management SOP Template

      Implement Risk-Based Vulnerability Management

      Phase 2

      Triage & prioritize

      Phase 1

      1.1 What is vulnerability management?
      1.2 Define scope and roles
      1.3 Cloud considerations for vulnerability management
      1.4 Vulnerability detection

       

      Phase 2

      2.1 Triage vulnerabilities
      2.2 Determine high-level business criticality
      2.3 Consider current security posture
      2.4 Risk assessment of vulnerabilities

       

      Phase 3

      3.1 Assessing remediation options
      3.2 Scheduling and executing remediation
      3.3 Continuous improvement

       

      Phase 4

      4.1 Metrics, KPIs & CSFs
      4.2 Vulnerability management policy
      4.3 Select and implement a scanning tool
      4.4 Penetration testing

      This phase will walk you through the following activities:

      Examine the elements that you will use to triage and analyze vulnerabilities, prioritizing using a risk-based approach, and prepare for remediation options.

      This phase involves the following participants:

      • IT Security Manager
      • SecOps team members
      • ITOps team members, including tiers 1, 2, and 3
      • CISO
      • CIO

      Step 2.1

      Triage vulnerabilities

      Activities
      • 2.1.1 Evaluate your identified vulnerabilities

      This step will walk you through the following activities:

      Review your vulnerability information sources and determine a methodology that will be used to consistently evaluate vulnerabilities as your scanning tool alerts you to them.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • ITOps team members, including tiers 1, 2, and 3
      • CISO
      • CIO

      Outcomes of this step

      A consistent, documented process for the evaluation of vulnerabilities in your environment.

      Triage & prioritize
      Step 2.1 Step 2.2 Step 2.3 Step 2.4

      Triaging vulnerabilities

      Use Info-Tech’s methodology to allocate urgencies to your vulnerabilities to assign the appropriate resources to each one.

      When evaluating numerous vulnerabilities, use the following three factors to help determine the urgency of vulnerabilities:

      • The intrinsic qualities of the vulnerability
      • The business criticality of the affected asset
      • The sensitivity of the data stored on the affected asset

      Intrinsic qualities of the vulnerability — Vulnerabilities need to be examined for the inherent risk they pose specifically to the organization, which includes if an exploit has been identified or if the industry views this as a serious and likely threat.

      Business criticality of the affected asset — Assets with vulnerabilities need to be assessed for their criticality to the business. Vulnerabilities on systems that are critical to business operations or customer interactions are usually top of mind.

      Sensitivity of the data of the affected asset — Beyond just the criticality of the business, there must be consideration of the sensitivity of the data that may be compromised or modified as a result of any vulnerabilities.

      Info-Tech Insight

      This methodology allows you to determine urgency of vulnerabilities, but your remediation approach needs to be risk-based, within the context of your organization.

      Triage your vulnerabilities, filter out the noise

      Triaging enables your vulnerability management program to focus on what it should focus on.

      Use the Info-Tech Vulnerability Mitigation Process Template to define how to triage vulnerabilities as they first appear.

      Triaging is an important step in vulnerability management, whether you are facing ten to tens of thousands of vulnerability notifications.
      Many scanning tools already provide the capability to compare known vulnerabilities against existing assets through integration with the asset inventory.

      There are two major use cases for this process:
      1. For organizations that have identified vulnerabilities but do not know their own systems well enough. This can be due to a lack of a formal asset inventory.
      2. For proactive organizations that are regularly staying up to date with industry announcements regarding vulnerabilities. Once an alert has been made publicly, this process can assist in confirming if the vulnerability is relevant to the organization.
      The Info-Tech methodology for initial triaging of vulnerabilities:
      Flowchart of the Info-Tech methodology for initial triaging of vulnerabilities, beginning with 'Vulnerability has been identified' and ending with either 'Vulnerability has been triaged' or 'No action needed'.

      Even if neither of these use cases apply to your organization, triaging still addresses the issues of false positives. Triaging provides a quick way to determine if vulnerabilities are relevant.

      After eliminating the noise, evaluate your vulnerabilities to determine urgency

      Consider the intrinsic risk to the organization.

      Is there an associated, verified exploit?
      • For a vulnerability to become a true threat to the organization, it must be exploited to cause damage. In today’s threat landscape, exploit kits are sold online that allow individuals with low technical knowledge to exploit a vulnerability.
      • Not all vulnerabilities have an associated exploit, but this does not mean that these vulnerabilities can be left alone. In many cases, it is just a matter of time before an exploit is created.
      • Another point to consider is that while exploits can exist theoretically, they may not be verified. Vulnerabilities always pose some level of risk, but if there are no known verified exploits, there is less risk attached.
      Is there a CVSS base score of 7.0 or higher?
      • Common Vulnerability Scoring System (CVSS) is an open-source industry scoring method to assess the potential severity of vulnerabilities.
      • CVSS takes into account: attack vector, complexity, privileges required, user interaction, scope, confidentiality impact, integrity impact, and availability impact.
      • Vulnerabilities that have a score of 4.0 or lower are classified as low vulnerabilities, while scores between 4.0 and 6.9 are put in the medium category. Scores of 7 or higher are in the high and critical categories. As we will review in the Risk Assessment section, you will want to immediately deal with high and critical vulnerabilities.
      Is there potential for significant lateral movement?
      • Even though a vulnerability may appear to be part of an inconsequential asset, it is important to consider whether it can be leveraged to gain access to other areas of the network or system by an attacker.
      • Another consideration should be whether the vulnerability can be exploited by remote or local access. Remote exploits pose a greater risk as this can mean that attackers can perform an exploit from any location. Local exploits carry less risk, although the risk of insider threats should be considered here as well.

      2.1.1 Evaluate your identified vulnerabilities

      60 minutes

      Input: Visio workflow of Info-Tech’s vulnerability management process

      Output: Adjusted workflow to reflect your current processes, Vulnerability Tracking Tool

      Materials: Whiteboard, Whiteboard markers, Vulnerability Management SOP Template

      Participants: IT Security Manager, SecOps team members, ITOps team members, including tiers 1, 2, and 3, CISO, CIO

      Using the criteria from the previous slide, Info-Tech has created a methodology to evaluate your vulnerabilities by examining their intrinsic qualities.

      The methodology categorizes the vulnerabilities into high, medium, and low risk importance categorizations, before assigning final urgency scores in the later steps.

      1. Review the evaluation process in the Vulnerability Management Workflow library.
      2. Determine if this process makes sense for the organization; otherwise, change the flow to include any other considerations of process flows.
      3. As this process is used to evaluate vulnerabilities, document vulnerabilities to an importance category. This can be done in the Vulnerability Tracking Tool or using a similar internal vulnerability tracking document, if one exists.

      Download the Vulnerability Management SOP Template

      Step 2.2

      Determine high-level business criticality

      Activities
      • 2.2.1 Determine high-level business criticality
      • 2.2.2 Determine your high-level data classifications

      This step will walk you through the following activities:

      Determining high-level business criticality and data classifications will help ensure that IT security is aligned with what is critical to the business. This will be very important when decisions are made around vulnerability risk and the urgency of remediation action.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • CISO

      Outcomes of this step

      Understanding and consistency in how business criticality and business data is assessed by IT in the vulnerability management process.

      Triage & prioritize
      Step 2.1 Step 2.2 Step 2.3 Step 2.4

      Understanding business criticality is key to determining vulnerability urgency

      Prioritize operations that are truly critical to the operation of the business, and understand how they would be impacted by an exploited vulnerability.

      Use the questions below to help assess which operations are critical for the business to continue functioning.

      For example, email is often thought of as a business-critical operation when this is not always the case. It is important to the business, but as regular operations can continue for some time without it, it would not be considered extremely business critical.

      Questions to ask Description
      Is there a hard-dollar impact from downtime? This refers to when revenue or profits are directly impacted by a business disruption. For example, when an online ordering system is compromised and shut down, it impacts sales, and therefore, revenue.
      Is there an impact on goodwill/ customer trust? If downtime means delays in service delivery or otherwise impacts goodwill, there is an intangible impact on revenue that may make the associated systems mission critical.
      Is regulatory compliance a factor? Depending on the circumstances of the vulnerabilities, it can be a violation of regulatory compliance and would cause significant fines.
      Is there a health or safety risk? Some operations are critical to health and safety. For example, medical organizations have operations that are necessary to ensure that individuals’ health and safety are maintained. An exploited vulnerability that prevents these operations can directly impact the lives of these individuals.
      Don’t start from scratch – your disaster recovery plan (DRP) may have a business impact analysis (BIA) that can provide insight into which applications and operations are considered business critical.

      Analyst Perspective

      When assessing the criticality of business operations, most core business applications may be deemed business critical over the long term.

      Consider instead what the impact is over the first 24 or 48 hours of downtime.

      2.2.1 Determine high-level business criticality

      120 minutes; less time if a Disaster recovery plan business impact analysis exists

      Input: List of business operations, Insight into business operations impacts to the business

      Output: List of business operations and their criticality and impact to the business

      Materials: Vulnerability Management SOP Template

      Participants: Participants from the business, IT Security Manager, CISO, CIO

      1. List your core business operations at a high level.
      2. Use a High, Medium, or Low ranking to prioritize the business operations based on mission-critical criteria and the impact of the vulnerability.
      3. When using the process flow, consider if the vulnerability directly affects any of these business operations and move through the process flow based on the corresponding High, Medium, or Low ranking.
      Example prioritization of business operations for a manufacturing company: Questions to ask:
      1. Is there a hard-dollar impact from downtime?
      2. Is there impact on goodwill or customer trust?
      3. Is regulatory compliance a factor?
      4. Is there a health or safety risk?

      Download the Vulnerability Management SOP Template

      Determine vulnerability urgency by its data classification

      Consider how to classify your data based on if the Confidentiality, Integrity, or Availability (CIA) is compromised.

      To properly classify your data, consider how the confidentiality, integrity, and availability of that data would be affected if it were to be exploited by a vulnerability. Review the table below for an explanation for each objective.
      Confidentiality

      Preserving authorized restrictions on information access and disclosure, including means for protecting personal privacy and proprietary information.

      Integrity

      Guarding against improper information modification or destruction, and ensuring information non-repudiation and authenticity.

      Availability

      Ensuring timely and reliable access to and use of information.

      Each piece of data should be ranked as High, medium, or low across confidentiality, integrity, and availability based on adverse effect. Arrow pointing right. Low — Limited adverse effect

      Moderate — Serious adverse effect

      High — Severe or catastrophic adverse effect

      If you wish to build a whole data classification methodology, refer to our Discover and Classify Your Data blueprint.

      How to determine data classification when CIA differs:

      The overall ranking of the data will be impacted by the highest objective’s ranking.

      For example, if confidentiality and availability are low, but integrity is high, the overall impact is high.

      This process was developed in part by Federal Information Processing Standards Publication 199.

      2.2.2 Determine your high-level data classifications

      120 minutes, less time if data classification already exists

      Input: Knowledge of data use and sensitivity

      Output: Adjusted workflow to reflect your current processes, Vulnerability Tracking Tool

      Materials: Whiteboard, Whiteboard markers, Vulnerability Management SOP Template

      Participants: IT Security Manager, CISO, CIO

      If your organization has formal data classification in place, it should be leveraged to determine the high, medium, and low rankings necessary for the process flows. However, if there is no formal data classification in place, the process below can be followed:

      1. List common assets or applications that are prone to vulnerabilities.
      2. Consider the data that is on these devices and provide a high (severe or catastrophic adverse effect), medium (serious adverse effect), or low (limited adverse effect) ranking based on confidentiality, availability, and integrity.
        1. Use the table on the previous slide to assist in providing the ranking.
        2. Remember that it is the highest ranking that dictates the overall ranking of the data.
      3. Document which data belongs in each of the categories to provide contextual evidence.

      Download the Vulnerability Management SOP Template

      This process should be part of your larger data classification program. If you need assistance in building this out, review the Info-Tech research, Discover and Classify Your Data.

      Step 2.3

      Consider current security posture

      Activities
      • 2.3.1 Document your defense-in-depth controls

      This step will walk you through the following activities:

      Your defense-in-depth controls are the existing layers of security technology that protects your environment. These are relevant when considering the urgency and risk of vulnerabilities in your environment, as they will mitigate some of the risk.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • ITOps team members, including tiers 1, 2, and 3
      • CISO
      • CIO

      Outcomes of this step

      Understanding and documentation of your current defense-in-depth controls.

      Triage & prioritize
      Step 2.1 Step 2.2 Step 2.3 Step 2.4

      Review your current security posture

      What you have today matters.
      • In most cases, your vulnerability scanning tool alone will not have the context of your security posture in the results of its scans. This can skew the true urgency of detected vulnerabilities in your environment.
      • What you have in place today is what comprises your organization’s overall security posture. This bears high relevance to the determination of the risk that a vulnerability poses to your environment.
      • Elements such as enterprise architecture and defense in depth mechanisms should be factored into determining the risk of a vulnerability and what kind of immediacy is warranted to address it.
      • Details of your current security posture will also contribute to the assessment and selection of remediation options.
      Stock image of toy soldiers split into two colours, facing eachother down.

      Enterprise architecture considerations

      What does your network look like?
      • Most organizations have a network topology that has been put in place with operational needs in mind. These includes specific vLANs or subnets, broadcast domains, or other methods of traffic segregation.
      • The firewall and network ACLs (access control lists) will manage traffic and the routes that data packets follow to traverse a network.
      • Organizations may physically separate data network types, for example, a network for IT services and one for operational technology (OT)(OT is often known as ICS (industrial control systems) or SCADA (supervisory control and data acquisition)) or other types of production technology.
      • The deployment of distribution and access switches across an enterprise can also be a factor, where a flatter network will have fewer network devices within the topology.
      • In a directory services environment such as Windows Active Directory, servers and applications can be segregated by domains and trust relationships, organizational units, and security groups.
      What’s the relevance to vulnerability management?

      For a vulnerability to be exploited, a malicious actor must find a way to access the vulnerable system to make use of the vulnerability in question.

      Any enterprise architecture characteristics that you have in place may lessen the probability of a successful vulnerability exploit.

      This may potentially “buy time” for SecOps to address and remediate the vulnerability.

      Defense-in-depth

      Defense-in-depth provides extra layers of protection to the organization.

      • Defense-in-depth refers to the coordination of security controls to add layers of security to the organization.
        • This means that even if attackers are able to get past one control or layer, they are hindered by additional security.
      • Defense-in-depth is distinct from the previous section on enterprise architecture as these are security controls put in place with the purpose of being lines of defense within your security posture.
      • This can be extremely useful in managing vulnerabilities; thus, it is important to establish the existing defense-in-depth controls. By establishing the base model for your defense-in-depth, it will allow you to leverage these controls to manage vulnerabilities.
      • Controls are typically distributed across endpoints, network infrastructure, servers, and physical security.

      Note: Defense-in-depth controls do not entirely mitigate vulnerability risk. They provide a way in which the vulnerability cannot be exploited, but it continues to exist on the application. This must be kept in mind as the controls or applications themselves change, as it can re-open the vulnerability and cause potential problems.

      Examples of defense-in-depth controls can consist of any of the following:
      • Antivirus software
      • Authentication security
      • Multi-factor authentication
      • Firewalls
      • Demilitarized zones (DMZ)
      • Sandboxing
      • Network zoning
      • Application whitelisting
      • Access control lists
      • Intrusion detection & prevention systems
      • Airgapping
      • User security awareness training

      2.3.1 Document your defense-in-depth controls

      2 hours, less time if a security services catalog exists

      Input: List of technologies within your environment, List of IT security controls that are in place

      Output: List of defense-in-depth controls

      Materials: Whiteboard/flip charts, Vulnerability Management SOP Template

      Participants: IT Security Manager, Infrastructure Manager, IT Director, CISO

      1. Document the existing defense-in-depth controls within your system.
      2. Review the initial list that has been provided and see if these are controls that currently exist.
      3. Indicate any other controls that are being used by the organization. This may already exist if you have a security services catalog.
      4. Indicate who the owners of the different controls are.
      5. Track the information in the Vulnerability Management SOP Template.

      Download the Vulnerability Management SOP Template

      Sample table of security controls within a Defense-in-depth model with column headers 'Defense-in-depth control', 'Description', 'Workflow', and 'Control Owner'.

      Step 2.4

      Risk assessment of vulnerabilities

      Activities
      • 2.4.1 Build a classification scheme to consistently assess impact
      • 2.4.2 Build a classification scheme to consistently assess likelihood

      This step will walk you through the following activities:

      Assessing risk will be the cornerstone of how you evaluate vulnerabilities and what priority you place on remediation. This is actual risk to the organization and not simply what the tool reports without the context of your defense-in-depth controls.

      This step involves the following participants:

      • IT Security Manager
      • IT Operations Management
      • CISO
      • CIO

      Outcomes of this step

      A risk matrix tailored to your organization, based on impact and likelihood. This will provide a consistent, unambiguous way to assess risk across the vulnerability types that is reported by your scanning tool.

      Triage & prioritize
      Step 2.1 Step 2.2 Step 2.3 Step 2.4

      Vulnerabilities and risk

      Vulnerabilities must be addressed to mitigate risk to the business.
      • Vulnerabilities are a concern because they are potential threats to the business. Vulnerabilities that are not addressed can turn from potential threats into actual threats; it is only a matter of time and opportunity.
      • Your organization will already be familiar with risk management, as every decision carries a business risk component. There may even be a senior manager assigned as corporate risk officer to manage organizational risk.
      • The organization likely has a risk tolerance level that defines the organization’s risk appetite. This may be measured in dollars, non-productivity time, or other units of inefficiency.
      • The risk of a vulnerability can be calculated using impact and likelihood. Impact is the effect that the vulnerability will have if it is exploited by a malicious actor. Likelihood is the degree to which a vulnerability exploit can possibly occur.
      Stock image of a cartoon character in a tie hanging on the needle of a 'RISK' meter as it sits at 'LOW'.

      Info-Tech Insight

      Risk to the organization is business language that everyone can understand. This is particularly true when the risk is to productivity or to the company’s bottom line.

      A risk-based approach to vulnerability management

      CVSS scores are just the starting point!

      Vulnerabilities are constant.
      • There will always be vulnerabilities in the environment, many of which won’t be reported as they are currently unknown.
      • Don’t focus on trying to resolve all vulnerabilities in your environment. You are neither resourced for it nor can the business tolerate the downtime needed to remediate every single vulnerability.
        • The constant follow of new vulnerabilities will quickly render your efforts useless and it will become a game of “whack-a-mole.”
      • Being able to prioritize which vulnerabilities require appropriate levels of response is crucial to ensuring that an organization stays ahead of the continual flow.
      • Your vulnerability scanning tool will report the severity of a vulnerability, often using an industry Common Vulnerability Scoring System (CVSS) system ranging from 0 to 10. It will then scan your environment for the presence of the vulnerability and report accordingly.
        • Your vulnerability scanning tool will not be aware of any mitigation components in your environment, such as compensating controls, network segregation, server/application hardening, or any other measures that can reduce the risk. That is why determining actual risk is a crucial step.

      Stock image of a whack-a-mole game.

      Info-Tech Insight

      Vulnerability scanning is a valuable function, but it does not tell the full picture. You must determine how urgent a vulnerability truly is, based on your specific environment.

      Prioritize remediation by levels of risk

      Address critical and high risk with high immediacy.

      • Addressing the critical and high-risk vulnerabilities with urgency will ensure that you are addressing a more manageable number of vulnerabilities.
      • An optimized vulnerability management process will address the medium and low risk vulnerabilities within the regular cycle.
      • This may be very similar to what you do today in an ad hoc fashion:
        • Zero-day vulnerabilities tend to warrant a stop in operations and are dealt with immediately (or as soon as a vendor has a fix).
        • The standard remediation process (patching/updating, change of configuration, etc.) happens within a regular controlled time cycle.
      • Formalizing this process will ensure that appropriate attention is given to vulnerabilities that warrant it and that the remaining vulnerabilities are dealt with as a regular, recurring activity.

      Mitigate the risk surface by reducing the time across the phases

      Chart titled 'Mitigate the risk surface by reducing the time across the phases' with the axes 'Risk Level' and 'Time' with lines created by individual risks. The highlighted line begins in 'Critical' and eventually drops to low. A note on the line reads 'Objective: Reduce risk surface by reducing time to address'. The area between the line and your organization's risk tolerance is labelled 'Risk Surface, to be addressed with high priority'. A bracket around Risk levels 'High' and 'Critical' reads 'Priority focus zone (risk surface)'. Risk lines within levels 'Low' and 'Medium' read 'Follow standard vulnerability management cycles'.

      Risk matrix

      Risk = Impact x Likelihood
      • Info-Tech’s Vulnerability Management Risk Assessment Tool provides a method of calculating the risk of a vulnerability. The risk rating is assigned using the impact of the risk and the likelihood or probability that the event may occur.
      • The tool puts the vulnerability into your organization’s context: How many people will be affected? What service types are vulnerable and how does that impact the business? Is there an anticipated update from the vendor of the system being affected?
      • Urgency of remediation should be based on the business consequences if the vulnerability were to be exploited, relative to the business’ risk tolerance.

      Info-Tech Insight

      Risk determination should be done within the context of your current environment and not simply based on what your vulnerability tool is reporting.

      A risk matrix is useful in calculating a risk rating for vulnerabilities. Risk matrix with axes 'Impact' and 'Time' and individual vulnerabilities mapped onto it via their risk rating. The example 'Organizational Risk Tolerance Threshold' line runs diagonally through the 'Medium' squares.

      2.4.1 Build a classification scheme to consistently assess impact

      60 minutes

      Input: Knowledge of IT environment, Knowledge of business impact for each IT component or service

      Output: Vulnerability Management Risk Assessment Tool formatted to your organization

      Materials: Vulnerability Management Risk Assessment Tool

      Participants: Functional Area Managers, IT Security Manager, CISO

      Risk always has a negative impact, but the size of the impact can vary considerably in terms of cost, number of people or sites affected, and the severity of the impact. Impact questions tend to be more objective and quantifiable than likelihood questions.

      1. Define a set of questions to measure risk impact or edit existing questions in the tool.
      2. For each question, assign a weight that should be placed on that factor.
      3. Define criteria for each question that would categorize the risk. The drop-down box content can be modified in the hidden Labels tab.

      Note that you are looking to baseline vulnerability types, rather than categorizing every single vulnerability your scanning tool reports. The volume of vulnerabilities will be high, but vulnerabilities can be categorized into types on a regular basis.

      Download the Vulnerability Management Risk Assessment Tool

      Screenshot of table from Info-Tech's Vulnerability Management Risk Assessment Tool for assessing Impact. Column headers are 'Weight', 'Question', 'OS vulnerability', 'Application vulnerability', 'Network vulnerability', and 'Vendor patch release'.

      2.4.2 Build a classification scheme to consistently assess likelihood

      60 minutes

      Input: Knowledge of IT environment, Knowledge of business impact for each IT component or service

      Output: Vulnerability Management Risk Assessment Tool formatted to your organization

      Materials: Vulnerability Management Risk Assessment Tool

      Participants: Functional Area Managers, IT Security Manager, CISO

      Risk always has a negative impact, but the size of the impact can vary considerably in terms of cost, number of people or sites affected, and the severity of the impact. Impact questions tend to be more objective and quantifiable than likelihood questions.

      1. Define a set of questions to measure risk impact or edit existing questions in the tool.
      2. For each question, assign a weight that should be placed on that factor.
      3. Define criteria for each question that would categorize the risk. The drop-down box content can be modified in the hidden Labels tab.

      Note that you are looking to baseline vulnerability types, rather than categorizing every single vulnerability that your scanning tool reports. The volume of vulnerabilities will be high, but vulnerabilities can be categorized into types on a regular basis.

      Download the Vulnerability Management Risk Assessment Tool

      Screenshot of table from Info-Tech's Vulnerability Management Risk Assessment Tool for assessing Likelihood. Column headers are 'Weight', 'Question', 'OS vulnerability', 'Application vulnerability', and 'Network vulnerability'.

      Prioritize based on risk

      Select the best remediation option to minimize risk.

      Through the combination of the identified risk and remediation steps in this phase, the prioritization for vulnerabilities will become clear. Vulnerabilities will be assigned a priority once their intrinsic qualities and threat potential to business function and data have been identified.

      • Remediation options will be identified for the higher urgency vulnerabilities.
      • Options will be assessed for whether they are appropriate.
      • They will be further tested to determine if they can be used adequately prior to full implementation.
      • Based on the assessments, the remediation will be implemented or another option will be considered.
      Prioritization
      1. Assignment of risk
      2. Identification of remediation options
      3. Assessment of options
      4. Implementation

      Remediation plays an incredibly important role in the entire program. It plays a large part in wider risk management when you must consider the risk of the vulnerability, the risk of the remediation option, and the risk associated with the overall process.

      Implement Risk-Based Vulnerability Management

      Phase 3

      Remediate vulnerabilities

      Phase 1

      1.1 What is vulnerability management?
      1.2 Define scope and roles
      1.3 Cloud considerations for vulnerability management
      1.4 Vulnerability detection

       

      Phase 2

      2.1 Triage vulnerabilities
      2.2 Determine high-level business criticality
      2.3 Consider current security posture
      2.4 Risk assessment of vulnerabilities

       

      Phase 3

      3.1 Assessing remediation options
      3.2 Scheduling and executing remediation
      3.3 Continuous improvement

       

      Phase 4

      4.1 Metrics, KPIs & CSFs
      4.2 Vulnerability management policy
      4.3 Select and implement a scanning tool
      4.4 Penetration testing

      This phase will walk you through the following activities:

      • Identifying potential remediation options.
      • Developing criteria for each option with regards to when to use and when to avoid.
      • Establishing exception procedure for testing and remediation.
      • Documenting the implementation of remediations and verification.

      This phase involves the following participants:

      • CISO, or equivalent
      • Security Manager/Analyst
      • Network, Administrator, System, Database Manager
      • Other members of the vulnerability management team
      • Risk managers for the risk-related steps

      Determining how to remediate

      Patching is only one option.

      This phase will allow organizations to build out the specific processes for remediating vulnerabilities. The overall process will be the same but what will be critical is the identification of the correct material. This includes building the processes around:
      • Identifying and selecting the remediation option to be used.
      • Determining what to do when a patch or update is not available.
      • Scheduling and executing the remediation activity.
      • Continuous improvement.

      Each remediation option carries a different level of risk that the organization needs to consider and accept by building out this program.

      It is necessary to be prepared to do this in real time. Careful documentation is needed when dealing with vulnerabilities. Use the Vulnerability Tracking Tool to assist with documentation in real time. This is separate from using the process template but can assist in the documentation of vulnerabilities.

      Step 3.1

      Assessing remediation options

      Activities
      • 3.1.1 Develop risk and remediation action

      This step will walk you through the following activities:

      With the risk assessment from the previous activity, we can now examine remediation options and make a decision. This activity will guide us through that.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • ITOps team members, including tiers 1, 2, and 3
      • CISO
      • CIO

      Outcomes of this step

      List of remediation options and criteria on when to consider each.

      Remediate vulnerabilities
      Step 3.1 Step 3.2 Step 3.3

      Identify remediation options

      There are four options when it comes to vulnerability remediation.

      Patches and Updates

      Patches are software or pieces of code that are meant to close vulnerabilities or provide fixes to any bugs within existing software. These are typically provided by the vendor to ensure that any deployed software is properly protected after vulnerabilities have been detected.

      Configuration Changes

      Configuration changes involve administrators making significant changes to the system or network to remediate against the vulnerability. This can include disabling the vulnerable application or specific element and can even extend to removing the application altogether.

      Remediation

      Compensating Controls

      By leveraging security controls, such as your IDS/IPS, firewalls, or access control, organizations can have an added layer of protection against vulnerabilities beyond the typical patches and configuration changes. This can be used as a measure while waiting to implement another option (if one exists) to reduce the risk of the vulnerability in the short or long term.

      Risk Acceptance

      Whenever a vulnerability is not remediated, either indefinitely or for a short period of time, the organization is accepting the associated risk. Segregation of the vulnerable system can occur in this instance. This can occur in cases where a system or application cannot be updated without detrimental effect to the business.

      Patches and updates

      Patches are often the easiest and most common method of remediation.

      Patches are usually the most desirable remediation solution when it comes to vulnerability management. They are typically provided by the vendor of the vulnerable application or system and are meant to eliminate the existing vulnerability.

      When to use

      • When adequate testing can be performed on the patch to be implemented.
      • When there is a change window approaching for the affected systems.
      • When there is standardization across the IT assets to allow for easier installation of patches.

      When to avoid

      • When the patch cannot be adequately tested.
      • When a patch has been tested, but it caused an unfavorable consequence such as a system or application failure.
      • When there is no near change window in which to install the patches, which is often the case for critical systems.
      When to consider other remediation options
      • For critical systems, it can be difficult to implement a patch as they often require the system to be rebooted or go through some downtime. There must be consideration towards whether there is a change window approaching if a patch is to be implemented on a business-critical system.
        • If there is no opportunity to implement the patch, or no approaching change window, it is wise to leverage another remediation option.
      • When patches are not currently available from the vendor or they are in production, other remediation options are needed.
      • Other remediation options can be used in tandem with the patch. For example, if a patch is being deferred until the change window, it would be wise to use alternate remediation options to close the vulnerability.

      Compensating controls

      Compensating controls can decrease the risk of vulnerabilities that cannot be (immediately) remediated.

      • Compensating controls are measures put in place when direct remediation measures are impractical or non-existent.
      • Similar to the payment card industry’s PCI DSS 1.0 provision of compensating controls, these are meant to meet the intent or rigor of the original requirement; unlike PCI DSS, these measures are to mitigate risk rather than meet compliance.
      • The compensating control should be viewed as only a temporary measure for dealing with a vulnerability, although circumstances may dictate a degree of permanence in the application of the compensating control.
      • Examples where compensating controls may be needed are:
        • The software vendor is developing an update or patch to address a vulnerability.
        • Through your testing process, a patch will adversely affect the performance or operation of the target system and be detrimental to the business.
        • A critical application will only run on a legacy operating system, the latter of which is no longer supported by the vendor.
        • A legacy application is no longer being supported but is critical to your operations. A replacement, if one exists, will take time to implement.
      Examples of compensating controls
      • Segregating a vulnerable server or application on the network, physically or logically.
      • Hardening the operating system or application.
      • Restricting user logins to the system or application.
      • Implementing access controls on the network route to the system.
      • Instituting application whitelisting.

      Configuration changes

      Configuration changes involve making changes directly to the application or system in which there is a vulnerability. This can vary from disabling or removing the vulnerable element or, in the case of applications built in-house, changing the coding of the application itself. These are commonly used in network vulnerabilities such as open ports.

      When to use

      • A patch is not available.
      • The vulnerable element can be significantly changed, or even disabled, without significantly disrupting the business.
      • The application is built in-house, as the vulnerability must be closed internally.
      • There is adequate testing to ensure that the configuration change does not affect the business.
      • A configuration change in your network or system can affect numerous endpoints or systems, reducing endpoint patching or use of defense-in-depth controls.

      When to avoid

      • When a suitable patch is available.
      • When the vulnerability is on a business-critical element with no nearby change window or it cannot be disabled.
      • When there is no opportunity in which to perform testing to ensure that there are no unintended consequences.
      When to consider other remediation options
      • Configuration changes require careful documentation as changes are occurring to the system and applications. If there is a need to perform a back-out process and return to the original configuration, this can be extremely difficult without clear documentation of what occurred.
      • If business systems are too critical or important to the regular business function to perform any changes, it is necessary to consider other options.

      Info-Tech Insight

      Remember your existing processes: configuration changes may need to be approved and orchestrated through your organization’s configuration and change management processes.

      Case Study

      Remediation options do not have to be used separately. Use the Shellshock 2014 case as an example.

       
      INDUSTRY: All
      SOURCE: Public Domain
      Challenge

      Bashdoor, more commonly known as Shellshock, was announced on September 24, 2014.

      This bug involved the Bash shell, which normally executes user commands, but this vulnerability meant that malicious attackers could exploit it.

      This was rated a 10/10 by CVSS – the highest possible score.

      Within hours of the announcement, hackers began to exploit this vulnerability across many organizations.

      Solution

      Organizations had to react quickly and multiple remediation options were identified:

      • Configuration changes – Companies were recommended to use other shells instead of the Bash shell.
      • Defense-in-depth controls – Using HTTP server logs, it could be possible to identify if the vulnerability had been exploited.
      • Patches – Many vendors released patches to close this vulnerability including Debian, Ubuntu, and Red Hat.
      Results

      Companies began to protect themselves against these vulnerabilities.

      While many organizations installed patches as quickly as possible, some also wished to test the patch and leveraged defense-in-depth controls in the interim.

      However, even today, many still have the Shellshock vulnerability and exploits continue to occur.

      Accept the risk and do nothing

      By choosing not to remediate vulnerabilities, you must accept the associated risk. This should be your very last option.

      Every time that a vulnerability is not remediated, it continues to pose a risk to the organization. While it may seem that every vulnerability needs to be remediated, this is simply not possible due to limited resources. Further, it can take away resources from other security initiatives as opposed to low-priority vulnerabilities that are extremely unlikely to be exploited.

      Common criteria for vulnerabilities that are not remediated:
      • Affected systems are of extremely low criticality.
      • Affected systems are deemed too critical to take offline to perform adequate remediation.
      • Low urgency is assigned to those vulnerabilities.
      • Cost and time required for the remediation are too high.
      • No adequate solutions exist – the vendor has not released a patch, there are weak defense-in-depth controls, and it is not possible to perform a configuration change.

      Risk acceptance is not uncommon…

      • With an ever-increasing number of vulnerabilities, organizations are struggling to keep up and often, intentionally or unintentionally, accept the risk associated.
      • In the end, non-remediation means full acceptance of the risk and any consequences.

      Enterprise risk management
      Arrow pointing up.
      Risk acceptance of vulnerabilities

      While these are common criteria, they must be aligned to the enterprise risk management framework and approved by management.

      Don’t forget the variables that were assessed in Phase 2. This includes the risk from potential lateral movement or if there is an existing exploit.

      Risk considerations

      When determining if risk acceptance is appropriate, consider the cost of not mitigating vulnerabilities.

      Don’t accept the risk because it seems easy. Consider the financial impact of leaving vulnerabilities open.

      With risk acceptance, it is important to review the financial impact of a security incident resulting from that vulnerability. There is always the possibility of exploitation for vulnerabilities. A simple metric taken from NIST SP800-40 to use for this is:

      Cost not to mitigate = W * T * R

      Where (W) is the number of work stations, (T) is the time spent fixing systems or lost in productivity, and (R) is the hourly rate of the time spent.

      As an example provided by NIST SP800-40 Version 2.0, Creating a Patch and Vulnerability Management Program:

      “For an organization where there are 1,000 computers to be fixed, each taking an average of 8 hours of down time (4 hours for one worker to rebuild a system, plus 4 hours the computer owner is without a computer to do work) at a rate of $70/hour for wages and benefits:

      1,000 computers * 8 hours * $70/hour = $560,000”

      Info-Tech Insight

      Always consider the financial impact that can occur from an exploited vulnerability that was not remediated.

      3.1.1 Develop risk and remediation action

      90 minutes

      Input: List of remediation options

      Output: List of remediation options sorted into “when to use” and “when to avoid” lists

      Materials: Whiteboard/flip charts, Vulnerability Management SOP Template

      Participants: IT Security Manager, IT Infrastructure Manager, IT Operations Manager, Corporate Risk Officer, CISO

      It is important to define and document your organization-specific criteria for when a remediation option is appropriate and inappropriate.

      1. List each remediation option on a flip chart and create two headings: “When to use” and “When to avoid.”
      2. Each person will list “when to use” criteria on a green sticky note and “when to avoid” criteria on a red one for each option; these will be placed on the appropriate flip chart.
      3. Discuss as a group which criteria are appropriate and which should be removed.
      4. Move on to the next remediation option when completed.
        • Ensure to include when there are remediation options that will be connected. For example, the risk may be accepted until the next available change window, or a defense-in-depth control is used before a patch can be fully installed.
      5. Once the criteria has been established, document this in the Vulnerability Management SOP Template.
      When to use:
      • When adequate testing can be performed on the patch to be implemented.
      • When there is a change window approaching, especially for critical systems.
      • When there is standardization across the IT assets to allow for easier installation of patches.
      When to avoid:
      • When the patch cannot be adequately tested.
      • When a patch has been tested, but it has caused an unfavorable consequence such as a system or application failure.
      • When there is no near change window in which to install the patches.
      (Example from the Vulnerability Management SOP Template for Patches.)

      Download the Vulnerability Management SOP Template

      Step 3.2

      Scheduling and executing remediation

      Activities

      None for this section.

      This step will walk you through the following activities:

      Although there are no specific activities for this section, it will walk you through your existing processes configuration and change management to ensure that you are leveraging those activities in your vulnerability remediation actions.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • ITOps team members, including tiers 1, 2, and 3
      • CISO
      • CIO

      Outcomes of this step

      Gained understanding of how IT operations processes configuration and change management can be leveraged for the vulnerability remediation process. Don’t reinvent the wheel!

      Remediate vulnerabilities
      Step 3.1 Step 3.2 Step 3.3

      Implementing the remediation

      Vulnerability management converges with your IT operations functions.
      • Once a remediation strategy has been formulated, you can leverage your release and change management processes to orchestrate the testing, version tracking, scheduling, approval, and implementation activities.
      • Each of these processes should exist in your environment in some form. Leveraging these will engage the IT operations team to carry out their tasks in the remediation process.
      • There can be a partial or full handoff to these processes, however, the owner of the vulnerability management program is responsible for verifying the application of the remediation measure and that the overall risk has been reduced.
      • Although full blueprints exist that cover each of these processes in great detail, the following slides provide an overview of each of these IT operations processes and how they intersect with vulnerability management.
      Stock image of a person on a laptop overlaid by an icon with gears indicating settings.

      Release Management

      Control the quality of deployments and releases of software updates.

      • The release management process exists to ensure that new software releases (such as patches and updates) are properly tested and documented with version control prior to their implementation into the production environment.
      • The process should map out the logistics of the deployment process to ensure that it is consistent and controlled.
      • Testing is an important part of release management and the urgency of a vulnerability remediation operation can expedite this process to ensure minimal delays. Once testing has been completed successfully, the update is then “promoted” to production-ready status and submitted into the change management process.
      • Often a separate release team may not exist, however, release management still occurs.

      For guidance on implementing or improving your release management process, refer to Info-Tech’s Stabilize Release and Deployment Management blueprint or speak to one of our experts.

      Info-Tech Insight

      Many organizations don’t have a separate release team. Rather, whomever is doing the deployment will submit a change request and the testing details are vetted through the organization’s change management process.

      For guidance on the change management process review our Optimize Change Management blueprint.

      Change Management

      Leverage change control, interruption management, approval, and scheduling.
      • Change management likely exists in some shape or form in your organization. There is usually someone or a committee, such as a change advisory board (CAB), that gives approval for a change.
      • Leveraging the change management process will ensure that your vulnerability remediation has undergone the proper review and approval before implementation. There will usually be business sign-off as part of a change management approval process.
      • Communication will also be integrated in the change management process, so the change manager will ensure that appropriate, timely communications are sent to the proper key stakeholders.
      • The change management process will link to release management and configuration management processes if they exist.

      For further guidance on implementing or improving your change management process, refer to Info-Tech’s Optimize Change Management blueprint or speak to one of our experts.

      “With no controls in place, IT gets the blame for embarrassing outages. Too much control, and IT is seen as a roadblock to innovation.” (VP IT, Federal Credit Union)

      Post-implementation activities

      Vulnerability remediation isn’t a “set it and forget it” activity.
      • Once vulnerability remediation has occurred, it is imperative that the results are reported back to the vulnerability management program manager. This ensures that the loop is closed and the tracking of the remediation activity is done properly.
        • Organizations that are subject to audit by external entities will understand the importance of such documentation.
      • The results of post-implementation review from the change management process will be of great interest, particularly if there was any deviation from the planned activities.
      • Although change execution will usually undergo some form of testing during the maintenance window, there is always the possibility that something has broken as a result of the software update. Be quick to respond to these types of incidents!
        • One example of an issue that is near impossible to test during a maintenance window is one that manifests only when the system or software comes under load. This is what makes for busy Monday mornings after a weekend change window.
      A scan with your vulnerability management software after remediation can be a way to verify that the overall risk has been reduced, if remediation was done by way of patching/updates.

      Info-Tech Insight

      After every change completion, whether due to vulnerability remediation or not, it is a good idea to ensure that your infrastructure team increases its monitoring diligence and that your service desk is ready for any sudden influx of end-user calls.

      Step 3.3

      Continuous improvement

      Activities

      None for this section.

      This step will walk you through the following activities:

      Although this section has no activities, it will review the process by which you may continually improve vulnerability management.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • ITOps team members, including tiers 1, 2, and 3
      • CISO
      • CIO

      Outcomes of this step

      An understanding of the importance of ongoing improvements to the vulnerability management program.

      Remediate vulnerabilities
      Step 3.1 Step 3.2 Step 3.3

      Drive continuous improvement

      • Also known as “Continual Improvement” within the ITIL best practice framework.
      • Your vulnerability management program will not be perfect on first launch. In fact, due to the ever-changing nature of vulnerabilities and the technology designed to detect and combat vulnerabilities, the processes within your vulnerability management program will need to be tweaked from time to time.
      • Continuous improvement is a sustained, proactive approach to process improvement. The practice allows for all process participants to observe and suggest incremental improvements that can help improve the overall process.
      • In many cases, continuous improvement can be triggered by changes in the environment. This makes perfect sense for vulnerability management process improvement as a change in the environment will require vulnerability scanning to ensure that such changes have not introduced new vulnerabilities into the environment, increasing your risk surface.
      • One key method to tracking continuous improvement is through the effective use of metrics, covered in Section 4.1 of this blueprint.
      “The success rate for continual improvement efforts is less than 60 percent. A major – if not the biggest – factor affecting the deployment of long-term continual improvement initiatives today is the fundamental change taking place in the way companies manage and execute work.” (Industry analyst at a consulting firm, 2014)

      Continuous Improvement

      Continuously re-evaluate the vulnerability management process.

      As your systems and assets change, your vulnerability management program may need updates in two ways.

      When new assets and systems are introduced:

      • When new systems and assets are introduced, it is important for organizations to recognize how these can affect vulnerability management.
      • It will be necessary to identify the business criticality of the new assets and systems and the sensitivity of the data that can be found on them.
      • Without doing so, these will be considered rogue systems or assets – there is no clear process for assigning urgencies.
      • This will only cause problems as actions may be taken that are not aligned with the organization’s risk management framework.

      Effective systems and asset management are needed to track this. Review Info-Tech’s Implement Systems Management to Improve Availability and Visibility blueprint for more help.

      Document any changes to the vulnerability management program in the Vulnerability Management SOP Template.

      When defense-in-depth capabilities are modified:

      • As you build an effective security program, more controls will be added that can be used to protect the organization.
      • These should be documented and evaluated based on ability to mitigate against vulnerabilities.
      • The defense-in-depth model that was previously established should be updated to include the new capabilities that can be used.
      • Defense-in-depth models are continually evolving as the security landscape evolves, and organizations must be ready for this.

      To assist in building a defense-in-depth model, review Build an Information Security Strategy.

      Implement Risk-Based Vulnerability Management

      Phase 4

      Measure and formalize

      Phase 1

      1.1 What is vulnerability management?
      1.2 Define scope and roles
      1.3 Cloud considerations for vulnerability management
      1.4 Vulnerability detection

       

      Phase 2

      2.1 Triage vulnerabilities
      2.2 Determine high-level business criticality
      2.3 Consider current security posture
      2.4 Risk assessment of vulnerabilities

       

      Phase 3

      3.1 Assessing remediation options
      3.2 Scheduling and executing remediation
      3.3 Continuous improvement

       

      Phase 4

      4.1 Metrics, KPIs & CSFs
      4.2 Vulnerability management policy
      4.3 Select and implement a scanning tool
      4.4 Penetration testing

      This phase will walk you through the following activities:

      • You will determine what ought to be measured to track the success of your vulnerability management program.
      • If you lack a scanning tool this phase will help you determine tool selection.
      • Lastly, penetration testing is a good next step to consider once you have your vulnerability management program well underway.

      This phase involves the following participants:

      • IT Security Manager
      • SecOps team members
      • Procurement representatives
      • CISO
      • CIO

      Step 4.1

      Metrics, Key Performance Indicators (KPIs), and Critical Success Factors (CSFs)

      Activities
      • 4.1.1 Measure your program with metrics, KPIs, and CSFs

      This step will walk you through the following activities:

      After a review of the differences between raw metrics, key performance indicators (KPI), and critical success factors (CSF), compile a list of what metrics you will be tracking, why, and the business goals for each.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • CISO
      • CIO

      Outcomes of this step

      Outline of metrics you can configure your vulnerability scanning tool to report on.

      Measure and formalize
      Step 4.1 Step 4.2 Step 4.3 Step 4.4

      You can’t manage what you can’t measure

      Metrics provides visibility.

      • Management consultant Peter Drucker introduced the concept of metrics tied to key performance indicators (KPIs), and the concept holds true: without metrics, you lack the visibility to manage or improve a process.
      • Metrics aren’t just a collection of statistics, they have to be meaningful, they have to tell the story, and most importantly, they have to answer the “so what?” question. What is the significance of a metric – do they illustrate a trend or an anomaly? What actions should be carried out when a metric hits a certain threshold?
      • It would be prudent to track several metrics that can be combined to tell the full story. For example, tracking the number of critical vulnerabilities alone does not give a sense of the overall risk to the organization, nor does it offer any information on how quickly they have been remediated or what amount of effort was invested.
      Stock image of measuring tape.

      Metrics, KPIs, and CSFs

      Tracking the right information and making the information relevant.
      • There is often confusion between raw metrics, key performance indicators, and critical success factors.
      • Raw metrics are what is trackable from your systems and processes as a set of measurements without any context. Raw metrics in themselves are useful in telling the story of “what are we doing?”
      • KPIs are the specific metric or combination of metrics that help you track or gauge performance. KPIs tell the story of “how are we doing?” or “how well are we doing?”
      • CSFs are the specific KPIs that track the activities that are absolutely critical to accomplish for the business or business unit to be successful.
      The activity tracker on your wrist is a wealth of metrics, KPIs, and CSFs.

      If you wear an activity tracker, you are likely already familiar with the differences between metrics, key performance indicators, and critical success factors:

      • The raw metrics are your heart rate, step count, hours of sleep, caloric intake, etc.
      • KPIs are the individual goals that you have set: maintain a heart rate within the appropriate range for your age/activity level, achieve a step count goal per day, get x hours of sleep per night, consume a calorie range of y per day, etc.
      • CSFs are your overall goal: increase your cardiovascular capacity, lose weight, feel more energetic, etc.

      Your security systems can be similarly measured and tracked – transfer this skill!

      Tracking relevant information

      Tell the story in the numbers.

      Below are a number of suggested metrics to track, and why.

      Business Goal

      Critical Success Factor

      Key Performance Indicator

      Metric to track

      Minimize overall risk exposure Reduction of overall risk due to vulnerabilities Decrease in vulnerabilities Track the number of vulnerabilities year after year.
      Appropriate allocation of time and resources Proper prioritization of vulnerability mitigation activities Decrease of critical and high vulnerabilities Track the number of high-urgency vulnerabilities.
      Consistent timely remediation of threats to the business Minimize risk when vulnerabilities are detected Remediate vulnerabilities more quickly Mean time to detect: track the average time between the identification to remediation.
      Track effectiveness of scanning tool Minimize the ratio, indicating that the tool sees everything Ratio between known assets and what the scanner tracks Scanner coverage compared to known assets in the organization.
      Having effective tools to track and address Accuracy of the scanning tool Difference or ratio between reported vulnerabilities and verified ones Number of critical or high vulnerabilities verified, between the scanning tool’s criticality rating and actual criticality.
      Reduction of exceptions to ensure minimal exposure Visibility into persistent vulnerabilities and risk mitigation measures Number of exceptions granted Number of vulnerabilities in which little or no remediation action was taken.

      4.1.1 Measure your program with metrics, KPIs, and CSFs

      60 minutes

      Input: List of metrics current being measured by the vulnerability management tool

      Output: List of relevant metrics to track, and the KPIs, CSFs, and business goals related to the metric

      Materials: Whiteboard/flip charts, Vulnerability Management SOP Template

      Participants: IT Security Manager, IT operations management, CISO

      Metrics can offer a way to view how the organization is dealing with vulnerabilities and if there is improvement.

      1. Determine the high-level vulnerability management goals for the organization.
      2. Even with a formal process in place, the organization should be considering ways it can improve.
      3. Determine metrics that can help quantify those goals and how they can be measured.
      4. Metrics should always be easy to measure. If it’s a complex process to find the information required, it means that it is not a metric that should be used.
      5. Document your list of metrics in the Vulnerability Management SOP Template.

      Download the Vulnerability Management SOP Template

      Step 4.2

      Vulnerability Management Policy

      Activities
      • 4.2.1 Update the vulnerability management program policy

      This step will walk you through the following activities:

      If you have a vulnerability management policy, this activity may help augment it. Otherwise, if you don’t have one, this would be a great starting point.

      This step involves the following participants:

      • IT Security Manager
      • CISO
      • CIO
      • Human resources representative

      Outcomes of this step

      An inaugural policy covering vulnerability management

      Measure and formalize
      Step 4.1 Step 4.2 Step 4.3 Step 4.4

      Vulnerability Management Program Policy

      Policies provide governance and enforcement of processes.
      • Policies offer formal guidance on the “rules” of a program, describing its purpose, scope, detailed program description, and consequences of non-compliance. Often they will have a employee sign-off acknowledging understanding.
      • In many organizations, policies are endorsed by senior executives, which gives the policy its “teeth” across the company. The human resources department will always have input due to the implications of the non-compliance aspect.
      • Policies are written to ensure an outcome of consistent expected behavior and are often written to protect the company from liability.
      • Policies should be easy to understand and unambiguous, reflect the current state, and be enforceable. Enforceability can come in the form of audit, technology, or any other means of determining compliance and enforcing behavior.
      Stock image of a judge's gavel.

      4.2.1 Update the vulnerability management policy

      60 minutes

      Input: Vulnerability Management SOP, HR guidance on policy creation and approval

      Output: Completed Vulnerability Management Policy

      Materials: Vulnerability Management SOP, Vulnerability Management Policy Template

      Participants: IT Security Manager, IT operations management, CISO, Human resources representative

      After having built your entire process in this project, formalize it into a vulnerability management policy. This will set the standards and expectations for vulnerability management in the organization, while the process will be around the specific actions that need to be taken around vulnerability management.

      This is separate and distinct from the Vulnerability Management SOP Template, which is a process and procedure document.
      1. Review Info-Tech’s Vulnerability Management Policy and customize it to your organization’s specifications.
      2. Use your Vulnerability Management SOP as a resource when specifying some of the details within the policy.
      Sample of Info-Tech's Vulnerability Management Policy Template

      Download the Vulnerability Management Policy Template

      Step 4.3

      Select and implement a scanning tool

      Activities
      • 4.3.1 Create an RFP for vulnerability scanning tools

      This step will walk you through the following activities:

      If you need to select a new vulnerability scanning tool, or replace your existing one, this activity will help set up a request for proposal (RFP).

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • CISO

      Outcomes of this step

      The provisions needed for you to create and deploy an RFP for a vulnerability management tool.

      Measure and formalize
      Step 4.1 Step 4.2 Step 4.3 Step 4.4

      Vulnerability management and penetration testing

      Similar in nature, yet provide different security functions.

      Vulnerability Scanning Tools

      Scanning tools focus on the network and operating systems. These tools look for items such as missing patches or open ports. They won’t detect specific application vulnerabilities.

      Exploitation Tools

      These tools will look to exploit a detected vulnerability to validate it.

      Penetration Tests

      A penetration test simulates the actions of an external or internal cyber attacker that aims to breach the information security of the organization. (Formal definition of penetration test)

      ‹————— What’s the difference again? —————›
      Vulnerability scanning tools are just one type of tool. When you add an exploitation tool to the mix, you move down the spectrum. Penetration tests will use scanning tools, exploitation tools, and people.

      What is the value of each?

      • For vulnerability scans, the person performing the scan provides the value – value comes from the organization itself.
      • For exploitation tools on their own, the value comes from the tool itself being used in a safe environment.
      • For penetration tests, the tester is providing the value. They are the value add.

      What’s the implication for me?

      Info-Tech Recommends:
      • A combination of vulnerability scanning and penetration testing. This will improve your security posture through systematic risk reduction and improve your security program through the testing of prevention, detection, and response capabilities with unique recommendations being generated.
      • Start with as much vulnerability scanning as possible to identify gaps to fix and then move onto a penetration test to do a more robust and validated assessment.
      • For penetration tests, start with a transparent box test first, then move to an opaque box. Ideally, this is done with different third parties.

      Vulnerability scanning software

      All organizations can benefit from having one.

      Scanning tools will benefit areas beyond just vulnerability management

      • Network security: It improves the accuracy and granularity of your network security technologies such as WAFs, NGFWs, IDPS, and SIEM.
      • Asset management: Vulnerability scanning can identify new or unknown assets and provide current status information on assets.
      • System management: Information from a vulnerability scan supports baselining activities and determination of high-value and high-risk assets.

      Vulnerability Detection Use Case

      Most organizations use scanners to identify and assess system vulnerabilities and prioritize efforts.

      Compliance Use Case

      Others will use scanners just for compliance, auditing, or larger GRC reasons.

      Asset Discovery Use Case

      Many organizations will use scanners to perform active host and application identification.

      Scanning Tool Market Trends

      Vulnerability scanning tools have expanded value from conventional checking for vulnerabilities to supporting configuration checking, asset discovery, inventory management, patch management, SSL certificate validation, and malware detection.

      Expect to see network and system vulnerability scanners develop larger vulnerability management functions and develop exploitation tool functionality. This will become a table stakes option enabling organizations to provide higher levels of validation of detected vulnerabilities. Some tools already possess these capabilities:

      • Core Impact is an exploitation tool with vulnerability scanning aspects.
      • Metasploit is an exploitation tool with some new vulnerability scanning aspects.
      • Nessus is mainly a vulnerability scanning tool but has some exploitation aspects.

      Device proliferation (BYOD, IoT, etc.) is increasing the need for stronger vulnerability management and scanners. This is driving the need for numerous device types and platform support and the development of baseline and configuration norms to support system management.

      Increased regulatory or compliance controls are also stipulating the need for vulnerability scanning, especially by a trusted third party.

      Organizations are outsourcing security functions or moving to cloud-based deployment options for any security technology they can. Expect to see massive growth of vulnerability scanning as a service.

      Vulnerability scanning market

      There are several technology types or functional differentiators that divide the market up.

      Vulnerability Exploitation Tools

      • These will actually test defences and better emulate real life than just scanning. These tools include packet manipulation tools (such as hping) and password cracking tools (such as John the Ripper or Cain and Abel).
      • These tools will provide much more granular information on your network, operations systems, and applications.
      • The main limitation of these tools is how to use them. If you do not have development or test environments that mimic your real production environments to run the exploit tools, these tools may not be appropriate. It may work if you can find some downtime on production systems, but only in very specific and careful instances.
      • Lower maturity security programs usually just do network and application vulnerability scanning. Higher maturity programs will also use penetration testing, application testing, and vulnerability exploitation tools.
      • Network vulnerability scanning tools should always be used. Once you identify any servers or ports running web applications, then you run a web application vulnerability scanner.
      • Exploitation tools and application testing tools are used in more specific use cases that are often related to more-demanding security programs.

      Scanning Tool Market Trends

      • These are considered baseline tools and are near commoditization.
      • Vulnerability scanning tools are not granular enough to detect application-level vulnerabilities (thus the need for application scanners and testing tools) and they don’t validate the exploitability of the vulnerability (thus the need for exploit tools).

      Web Application Scanning Tools

      These tools perform dynamic application security testing (DAST) and static application security testing (SAST).

      Application Scanning and Testing Tools

      • These perform a detailed scan against an application to detect any problematic or malicious code and try to break the application using known vulnerabilities.
      • These tools will identify if something is vulnerable to an exploit but won’t actually run the exploit.
      • These tools are evaluated based on their ability to detect application-specific issues and validate them.

      Vulnerability scanning tool features

      Evaluate vulnerability scanning tools on specific features or functions that are the best differentiators.

      Differentiator

      Description

      Deployment Options Do you want a traditional on-premises, cloud-based, or managed service?
      Vulnerability Database Coverage Scanners use a library of known vulnerabilities to test for. Evaluate based on the amount of exploits/vulnerabilities the tool can scan for.
      Scanning Method Evaluate if you want agent-based, authenticated active, unauthenticated active, passive, or some combination of those scanning methods.
      Integration What is the breadth of other security and non-security technologies the tool can integrate with?
      Remediation How detailed are the recommended remediation actions? The more granular, the better.
       

      Differentiator

      Description

      Prioritization Does the tool evaluate vulnerabilities based on commonly accepted methods or through a custom-designed prioritization methodology?
      Platform Support What is the breadth of environment, application, and device support in the tool? Consider your need for virtual support, cloud support, device support, and application-specific support. Also consider how often new scanning modules are supported (e.g. how quickly Windows 10 was supported).
      Pricing As with many security controls that have been around for a long time and are commonly used, pricing becomes a main consideration, especially when there are so many open-source options available.

      Common areas people mistake as tool differentiators:

      • Accuracy – Scanning tools are evaluated more on efficiency than effectiveness. Evaluate on the ability to detect, remediate, and manage vulnerabilities rather than real vulnerability detection and the number of false positives. To reduce false positives, you need to use exploitation tools.
      • Performance – Scanning tools have such a small footprint in an environment and the actual scanning itself is such a small impact that evaluation on performance doesn’t matter.

      For more information on vulnerability scanning tools and how they rate, review the Vulnerability Management category on SoftwareReviews.

      Vulnerability scanning deployment options

      Understand the different deployment options to identify which is best for your security program.

      Option

      Description

      Pros

      Cons

      Use Cases

      On-Premises Either an on-premises appliance or an on-premises virtualized machine that performs external and internal scanning.
      • Small resource need, so limited network impact.
      • Strong internal scanning.
      • Easier integration with other technologies.
      • Network footprint and resource usage.
      • Maintenance and support costs.
      • Most common deployment option.
      • Appropriate if you have cloud concerns or strong internal network scanning, or if you require strong integration with other systems.
      Cloud Either hosted on a public cloud infrastructure or hosted by a third party and offered “as a service.”
      • Small network footprint.
      • On-demand scanning as needed.
      • Optimal external scanning capabilities.
      • Can only do edge-related scanning unless authenticated or agent based.
      • No internal network scanning with passive or unauthenticated active scanning methods.
      • Very limited network resources.
      • Compliance obligations that dictate external vulnerability scanning.
      Managed A third party is contracted to manage and maintain your vulnerability scanner so you can dedicate resources elsewhere.
      • Expert management of environment scanning, optimizing tool usage.
      • Most scanning work time is report customization and tuning and remediation efforts; thus, managed doesn’t provide sizable resource alleviation.
      • Third party has and owns the vulnerability information.
      • Limited staff resources or expertise to maintain and manage scanner.

      Vulnerability scanning methods

      Understand the different scanning methods to identify which tool best supports your needs.

      Method

      Description

      Pros

      Cons

      Use Cases

      Agent-Based Scanning Locally installed software gives the information needed to evaluate the security posture of a device.
      • Provides information that can’t be discovered remotely such as installed applications that aren’t running at a given time.
      • Device processing, memory, and network bandwidth impact.
      • Asset without an agent is not scanned.
      • Need for continuous scanning.
      • Organization has strong asset management
      Authenticated Active Scanning Tool uses authenticated credentials to log in to a device or application to perform scanning.
      • Provides information that can’t be discovered remotely such as installed applications that aren’t running at a given time.
      • Best accuracy for vulnerability detection across a network.
      • Aggregation and centralization of authenticated credentials creates a major risk.
      • All use cases.
      Unauthenticated Active Scanning Scanning of devices without any authentication.
      • Emulates realistic scan by an attacker.
      • Provides limited scope of scanning.
      • Some compliance use cases.
      • Perform after either agent or authenticated scanning.
      Passive Scanning Scanning of network traffic.
      • Lowest resource impact.
      • Not enough information can be provided for true prioritization and remediation.
      • Augmenting scanning technique to agent or authenticated scanning.

      IP Management and IPv6

      IP management and the ability to manage IPv6 is a new area for scanning tool evaluation.

      Scanning on IPv4

      Scanning tools create databases of systems and devices with IP addresses.
      Info-Tech Recommends:

      • It is easier to do discovery by directing the scanner at a set IP address or range of IP addresses; thus, it’s useful to organize your database by IPs.
      • Do discovery by phases: Start with internet-facing systems. Your perimeter usually is well-defined by IP addresses and system owners and is most open to attack.
      • Stipulate a list of your known IP addresses through the DHCP registration and perform a scan on that.
      • Depending on your IP address space, another option is to scan your entire IP address space.

      Current Problem With IP Addresses

      IP addresses are becoming no longer manageable or even owned by organizations. They are often provided by ISPs or other third parties.

      Even if it is your range, chances are you don't do static IP ranges today.

      Info-Tech Recommends:

      • Agent-based scanning or MAC address-based scanning
      • Use your DHCP for scanning

      Scanning on IPv6

      First, you need to know if your organization is moving to IPv6. IPv6 is not strategically routed yet for most organizations.

      If you are moving to IPv6, Info-Tech recommends the following:

      • Because you cannot point a scanner at an IPv6 IP range, any scanning tool needs to have a strategy around how to handle IPv6 and properly scan based on IP ranges.
      • You need to know IPv4 to IPv6 translations.
      • Evaluate vulnerability scanning tools on whether any IPv6 features are on par with IPv4 features.

      If you are already on IPv6, Info-Tech recommends the following:

      • If you are on an IPv6 native network, it is nearly impossible to scan the network. You have to always scan your known addresses from your DHCP.

      4.3.1 Create an RFP for vulnerability scanning tools

      2 hours

      Input: List of key feature requirements for the new tool, List of intersect points with current software, Network topology and layout of servers and applications

      Output: Completed RFP document that can be distributed to vendor proponents

      Materials: Whiteboard/flip charts, Vulnerability Scanning Tool RFP Template

      Participants: IT Security Manager, IT operations managers, CISO, Procurement department representative

      Use a request for proposal (RFP) template to convey your desired scanning tool requirements to vendors and outline the proposal and procurement steps set by your organization.

      1. Determine what kind of requirements will be needed for your scanning tool RFP, based on people, process, and technology requirements.
      2. Consider items such as the desired capabilities and the scope of the scanning.
      3. Conduct interviews with relevant stakeholders to determine the exact requirements needed.
      4. Use Info-Tech’s Vulnerability Scanning Tool RFP Template. It lists many requirements but can be customized to your organization’s specific needs.

      Download the Vulnerability Scanning Tool RFP Template

      4.3.1 Create an RFP for vulnerability scanning tools (continued)

      Things to Consider:
      • Ensure there is adequate resource dedication to support and maintenance for vulnerability scanning.
      • Consider if you will benefit from an RFP. If there is a more appropriate option for your need and your organization, consider that instead.
      • If you don’t know the product you want, then perform an RFI.
      • In the RFP, you need to express your driving needs for the tool so the vendor can best understand your use case.
      • Identify who should participate in the RFP creation and evaluation. Make sure they have time available and it does not conflict with other items.
      • Determine if you want to send it to a select few or if you want to send it to a lot of vendors.
      • Determine a response date so you can know who is soliciting your business.
      • You need to have a process to handle questions from vendors.
      Info-Tech RFP Table of Contents:
      1. Statement of Work
      2. General Information
      3. Proposal Preparation Instructions
      4. Scope of Work, Specifications, and Requirements
      5. Vendor Qualifications and References
      6. Budget and Estimated Pricing
      7. Vendor Certification

      Download the Vulnerability Scanning Tool RFP Template

      Step 4.4

      Penetration testing

      Activities
      • 4.1.1 Create an RFP for penetration tests

      This step will walk you through the following activities:

      We will review penetration testing, its distinction from vulnerability management, and why you may want to engage a penetration testing service.

      We provide a request for proposal (RFP) template that we can review if this is an area of interest.

      This step involves the following participants:

      • IT Security Manager
      • SecOps team members
      • CISO
      • CIO

      Outcomes of this step

      An understanding of penetration testing, and guidance on how to get started if there is interest to do so.

      Measure and formalize
      Step 4.1 Step 4.2 Step 4.3 Step 4.4

      Penetration testing

      Penetration tests are critical parts of any strong security program.

      Penetration testing will emulate the methods an attacker would use in the real world to circumvent your security controls and gain access to systems and data.

      Penetration testing is much more than just running a scanner or other automated tools and then generating a report. Penetration testing performs critical exploit validation to create certainty around your vulnerability.

      The primary objective of a penetration test is to identify and validate security weaknesses in an organization’s security systems.

      Reasons to Test:

      • Assess current security control effectiveness
      • Develop an action plan of items
      • Build a business case for a better security program
      • Increased security budget through vulnerability validation
      • Third-party, unbiased validation
      • Adhere to compliance or regulatory requirements
      • Raise security awareness
      • Demonstrate how an attacker can escalate privileges
      • Effective way to test incident response

      Regulatory Considerations:

      • There is a lot of regulatory wording saying that organizations can’t get a system that is managed, integrated, and supported by one vendor and then have it tested by the same vendor.
      • There is the need for separate third-party testing.
      • Penetration testing is required for PCI, cloud providers, and federal entities.

      How and where is the value being generated?

      Penetration testing is a service provided by trained and tested professionals with years of experience. The person behind the test is the most important part of the test. The person is able to emulate a real-life attacker better than any computer. It is just a vulnerability scan if you use tools or executables alone.

      “A penetration test is an audit with validation.” (Joel Shapiro, Vice President Sales, Digital Boundary Group)

      Start by considering the spectrum of penetration tests

      Network Penetration Tests

      Conventional testing of network defences.

      Testing vectors include:

      • Perimeter infrastructure
      • Wireless, WEP/WPA cracking
      • Cloud penetration testing
      • Telephony systems or VoIP
      Types of tests:
      • Denial-of-service testing
      • Out-of-band attacks
      • War dialing
      • Wireless network testing/war driving
      • Spoofing
      • Trojan attacks
      • Brute force attacks
      • Watering hole attacks
      • Honeypots
      • Cloud-penetration testing
      Application Penetration Tests

      Core business functions are now being provided through web applications, either to external customers or to internal end users.

      Types: Web apps, non-web apps, mobile apps

      Application penetration and security testing encompasses:

      • Code review – analyzing the application code for sensitive information of vulnerabilities in the code.
      • Authorization testing – testing systems responsible for user session management to see if unauthorized access can be permitted.
      • Authentication process for user testing.
      • Functionality testing – test the application functionality itself.
      • Website pen testing – active analysis of weaknesses or vulnerabilities.
      • Encryption testing – testing things like randomness or key strength.
      • User-session integrity testing.
      Human-Centric Testing
      • Penetration testing is developing a people aspect as opposed to just being technology focused.
      • End users and their susceptibility to social engineering attacks (spear phishing, phone calls, physical site testing, etc.) is now a common area to test.
      • Social engineering penetration testing is not only about identifying your human vulnerabilities, but also about proactively training your end users. As well as discovering and fixing potential vulnerabilities, social engineering penetration testing will help to raise security awareness within an organization.

      Info-Tech Insight

      Your pen test should use multiple methods. Demonstrating weakness in one area is good but easy to identify. When you blend techniques, you get better success at breaching and it becomes more life-like. Think about prevention, detection, and response testing to provide full insight into your security defenses.

      Penetration testing types

      Evaluate four variables to determine which type of penetration test is most appropriate for your organization.

      Evaluate these dimensions to determine relevant penetration testing.

      Network, Application, or Human

      Evaluate your need to perform different types of penetration testing.

      Some level of network and application testing is most likely appropriate.

      The more common decision point is to consider to what degree your organization requires human-centric penetration testing.

      External or Internal

      External: Attacking an organization’s perimeter and internet-facing systems. For these, you generally provide some level of information to the tester. The test will begin with publicly available information gathering followed by some kind of network scanning or probing against externally visible servers or devices (DNS server, email server, web server, firewall, etc.)

      Internal: Carried out within the organization’s network. This emulates an attack originating from an internal point (disgruntled employee, authorized user, etc.). The idea is to see what could happen if the perimeter is breached.

      Transparent, Semi-Transparent, or Opaque Box

      Opaque Box: The penetration tester is not provided any information. This emulates a real-life attack. Test team uses publicly available information (corporate website, DNS, USENET, etc.) to start the test. These tests are more time consuming and expensive. They often result in exploitation of the easiest vulnerability.
      Use cases: emulating a real-life attack; testing detection and response capabilities; limited network segmentation.

      Transparent Box: Tester is provided full disclosure of information. The tester will have access to everything they need: building floor plans, data flow designs, network topology, etc. This represents what a credentialed and knowledgeable insider would do.
      Use cases: full assessment of security controls; testing of attacker traversal capabilities.

      Aggressiveness of the Test

      Not Aggressive: Very slow and careful penetration testing. Usually spread out in terms of packets being sent and number of calls to individuals. It attempts to not set off any alarm bells.

      Aggressive: A full DoS attack or something similar. These would be DoS attacks that take down systems or full SQL injection attacks all at once versus small injections over time. Testing options cover anything including physical tests, network tests, social engineering, and data extraction and exfiltration. This is more costly and time consuming.

      Assessing Aggressiveness: How aggressive the test should be is based on the threats you are concerned with. Assess who you are concerned with: random individuals on the internet, state-sponsored attacks, criminals, hacktivists, etc. Who you are concerned with will determine the appropriate aggressiveness of the test.

      Penetration testing scope

      Establish the scope of your penetration test before engaging vendors.

      Determining the scope of what is being tested is the most important part of a penetration test. Organizations need to be as specific as possible so the vendor can actually respond or ask questions.

      Organizations need to define boundaries, objectives, and key success factors.

      For scope:
      • If you go too narrow, the realism of the test suffers.
      • If you go too broad, it is more costly and there’s a possible increase in false positives.
      • Balance scope vs. budget.
      Boundaries to scope before a test:
      • IP addresses
      • URLs
      • Applications
      • Who is in scope for social engineering
      • Physical access from roof to dumpsters defined
      • Scope prioritized for high-value assets
      Objectives and key success factors to scope:
      • When is the test complete? Is it at the point of validated exploitation?
      • Are you looking for as many holes as possible, or are you looking for how many ways each hole can be exploited?

      What would be out of scope?

      • Are there systems, IP addresses, or other things you want out of scope? These are things you don’t explicitly want any penetration tester to touch.
      • Are there third-party connections to your environment that you don’t want to be tested? These are instances such as cloud providers, supply chain connections, and various services.
      • Are there things that would be awkward to test? For example, determine if you include high-level people in a social engineering test. Do you conduct social engineering for the CEO? If you get their credentials, it could be an awkward moment.

      Ways to break up a penetration test:

      • Location – This is the most common way to break up a penetration test.
      • Division – Self-contained business units are often done as separate tests so you can see how each unit does.
      • IT systems – For example, you put certain security controls in a firewall and want to test its effectiveness.
      • Applications – For example, you are launching a new website or a new portal and you want to test it.

      Penetration testing appropriateness

      Determine your penetration testing appropriateness.

      Usual instances to conduct a penetration test:
      • Setting up a new physical office. Penetration testing will not only test security capabilities but also resource availability and map out network flows.
      • New infrastructure hardware implemented. All new infrastructure needs to be tested.
      • Changes or upgrades to existing infrastructure. Need for testing varies depending on the size of the change.
      • New application deployment. Need to test before being pushed to production environments.
      • Changes or upgrades to existing applications. When fundamental functional changes occur, perform testing:
        • Before upgrades or patching
        • After upgrades or patching
      • Periodic testing. It is a best practice to periodically test your security control effectiveness. Consider at least an annual test.

      Specific timing considerations: Testing should be completed during non-production times of day. Testing should be completed after a backup has been performed.

      Assess your threats to determine your appropriate test type:

      Penetration testing is about what threats you are concerned about. Understand your risk profile, risk tolerance level, and specific threats to see how relevant penetration tests are.

      • Are external attackers concerning to you? Are you distressed about how an attacker can use brute force to enter your network? If so, focus on ingress points, such as FWs, routers, and DMZ.
      • Is social engineering a concern for you (i.e. phone-based or email-based)? Then you are concerned about a credentialed hacker.
      • Is it an insider threat, a disgruntled employee, etc.? This also includes an internal system that is under command and control (C&C).

      ANALYST PERSPECTIVE: Do a test only after you take a first pass.
      If you have not done some level of vulnerability assessment on your own (performing a scan, checking third-party sources, etc.) don’t waste your money on a penetration test. Only perform a penetration test after you have done a first pass and identified and remediated all the low-hanging fruit.

      4.4.1 Create an RFP for penetration tests

      2 hours

      Input: List of criteria and scope for the penetration test, Systems and application information if white box

      Output: Completed RFP document that can be distributed to vendor proponents

      Materials: Whiteboard/flip charts, Penetration Test RFP Template

      Participants: IT Security Manager, IT operations managers, CISO, Procurement department representative

      Use an RFP template to convey your desired penetration test requirements to vendors and outline the proposal and procurement steps set by your organization.

      1. Determine what kind of requirements will be needed for your penetration test RFP based on people, process, and technology requirements.
        • Consider items such as your technology environment and the scope of the penetration tests.
      2. Conduct an interview with relevant stakeholders to determine the exact requirements needed.
      3. Use Info-Tech’s Penetration Test RFP Template, which lists many requirements but can be customized to your organization’s specific needs.

      Download the Penetration Test RFP Template

      4.4.1 Create an RFP for penetration tests (continued)

      Steps of a penetration test:
      1. Determine scope
      2. Gather targeted intelligence
      3. Review exploit attempts, such as access and escalation
      4. Test the collection of sensitive data
      5. Run reporting
      Info-Tech RFP Table of Contents:
      1. Statement of Work
      2. General Information
      3. Proposal Preparation Instructions
      4. Scope of Work, Specifications, and Requirements
      5. Vendor Qualifications and References
      6. Budget and Estimated Pricing
      7. Vendor Certification

      Download the Penetration Test RFP Template

      Penetration testing considerations – service providers

      Consider what type of penetration testing service provider is best for your organization

      Professional Service Providers

      Professional Services Firms. These firms will often provide a myriad of professional services across auditing, financial, and consulting services. If they offer security-related consulting services, they will most likely offer some level of penetration testing.

      Security Service Firms. These are dedicated security consulting or advisory firms that will offer a wide spectrum of security-related services. Penetration testing may be one aspect of larger security assessments and strategy development services.

      Dedicated Penetration Testing Firms. These are service providers that will often offer the full gamut of penetration testing services.

      Integrators

      Managed Security Service Providers. These providers will offer penetration testing. For example, Dell SecureWorks offers numerous services including penetration testing. For organizations like this, you need to be skeptical of ulterior motives. For example, expect recommendations around outsourcing from Dell SecureWorks.

      Regional or Small Integrators. These are service providers that provide security services of some kind. For example, they would help in the implementation of a firewall and offer penetration testing services as well.

      Info-Tech Recommends:

      • Always be conscientious of who is conducting the testing and what else they offer. Even if you get another party to test rather than your technology provider, they will try to obtain you as a client. Remember that for larger technology vendors, security testing is a small revenue stream for them and it’s a way to find technology clients. They may offer penetration testing for free to obtain other business.
      • Most of the penetration testers were systems administrators (for network testing) or application developers (for application testing) at some point before becoming penetration testers. Remember this when evaluating providers and evaluating remediation recommendations.
      • Evaluate what kind of open-source tools, commercial tools, and proprietary tools are being used. In general, you don’t want to rely on an open-source scanner. For open source, they will have more outdated vulnerability databases, system identification can also be limited compared to commercial, and reporting is often lacking.
      • Above all else, ensure your testers are legally capable, experienced, and abide by non-disclosure agreements.

      Penetration testing best practices – communications

      Communication With Service Provider

      • During testing there should be designated points of contact between the service provider and the client.
      • There needs to be secure channels for communication of information between the tester and the client both during the test and for any results.
      • Results should always be explained to the client by the tester, regardless of the content or audience.
      • There should be a formal debrief with the results report.
      Immediate reporting of issues
      • Before any testing commences, immediate reporting conditions need to be defined. These are instances when you would want immediate notification of something occurring.
      • Stipulate certain systems or data types that if broken into or compromised, you would want to be notified right away.
      • Example:
        • If you are conducting social engineering, require notification for all account credentials that are compromised. Once credentials are compromised, it destroys all accountability for those credentials and the actions associated with those credentials by any user.
        • Require immediate reporting of specific high-critical systems that are compromised or if access is even found.
        • Require immediate reporting when regulated data is discovered or compromised in any way.

      Communication With Internal Staff

      Do you tell your internal staff that this is happening?

      This is sometimes called a “double blind test” when you don’t let your IT team know of the test occurring.

      Pros to notifying:
      • This tests the organization’s security monitoring, incident detection, and response capabilities.
      • Letting the team know they are going to see some activity will make sure they don’t get too worried about it.
      • There may be systems you can’t jeopardize but still need to test so notification beforehand is essential (e.g. you wouldn’t allow ERP testing with notification).
      Cons:
      • It does not give you a real-life example of how you respond if something happens.
      • Potential element of disrespect to IT people.

      Penetration testing best practices – results and remediation

      What to expect from penetration test results report:

      A final results report will state all findings including what was done by the testers, what vulnerabilities or exploitations were detected, how they were compromised, the related risk, and related remediation recommendations.

      Expect four major sections:
      • Introduction. An overview of the penetration test methodology including rating methodology of vulnerabilities.
      • Executive Summary. A management-level description of the test, often including a summary of any recommendations.
      • Technical Review. An overview of each item that was looked at and touched. This area breaks down what was done, how it was done, what was found, and any related remediation recommendations. Expect graphs and visuals in this section.
      • Detailed Findings. An in-depth breakdown of all testing methods used and results. Each vulnerability will be explained regarding how it was detected, what the risk is, and what the remediation recommendation is.
      Two areas that will vary by service provider:

      Prioritization

      • Most providers will boast their unique prioritization methodology.
      • A high, medium, and low rating scale based on some combination of variables (e.g. ease of exploitation, breadth of hole, information accessed resulting in further exploitation).
      • The prioritization won’t take into account asset value or criticality.
      • Keep in mind the penetration test is not an input into ultimate vulnerability prioritization, but it can help determine your urgency.

      Remediation

      • Remediation recommendations will vary across providers.
      • Generally, fairly generic recommendations are provided (e.g. remove your old telnet and input up-to-date SSH).
      • Most of the time, it is along the lines of “we found a hole; close the hole.”

      Summary of Accomplishment

      Problem Solved

      At the conclusion of this blueprint, you will have created a full vulnerability management program that will allow you to take a risk-based approach to vulnerability remediation.

      Assessing a vulnerability’s risk will enable you to properly determine the true urgency of a vulnerability within the context of your organization; this ensures you are not just blindly following what the tool is reporting.

      The risk-based approach will allow you to prioritize your discovered vulnerabilities and take immediate action on critical and high vulnerabilities while allowing your standard remediation cycle to address the medium to low vulnerabilities.

      With your program defined and developed, you now need to configure your vulnerability scanning tool or acquire one if you don’t already have a tool in place.

      Lastly, while vulnerability management will help address your systems and applications, how do you know if you are secure from external malicious actors? Penetration testing will offer visibility, allowing you to plug those holes and attain an environment with a smaller risk surface.

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech workshop.

      Contact your account representative for more information.

      workshops@infotech.com 1-888-670-8889

      Additional Support

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech workshop.

      Photo of Jimmy Tom.

      Contact your account representative for more information.

      workshops@infotech.com 1-888-670-8889

      To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.

      Info-Tech analysts will join you and your team at your location or welcome you to Info-Tech’s historic Toronto office to participate in an innovative onsite workshop.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      Sample of the Implement Vulnerability Management storyboard.
      Review of the Implement Vulnerability Management storyboard
      Sample of the Vulnerability Mitigation SOP template.
      Build your vulnerability management SOP

      Contributors

      Contributors from 2016 version of this project:

      • Morey Haber, Vice President of Technology, BeyondTrust
      • Richard Barretto, Manager, Information Privacy and Security, Cimpress
      • Joel Shapiro, Vice President Sales, Digital Boundary Group

      Contributors from current version of this project:

      • 2 anonymous contributors from the manufacturing sector
      • 1 anonymous contributor from a US government agency
      • 2 anonymous contributors from the financial sector
      • 1 anonymous contributor from the medical technology industry
      • 2 anonymous contributors from higher education
      • 1 anonymous contributor from a Canadian government agency
      • 7 anonymous others; information gathered from advisory calls

      Bibliography

      Arya. “COVID-19 Impact: Vulnerability Management Solution Market | Strategic Industry Evolutionary Analysis Focus on Leading Key Players and Revenue Growth Analysis by Forecast To 2028 – FireMon, Digital Shadows, AlienVault.” Bulletin Line, 6 Aug. 2020. Accessed 6 Aug. 2020.

      Campagna, Rich. “The Lean, Mean Vulnerability Management Machine.” Security Boulevard, 31 Mar. 2020. Accessed 15 Aug. 2020.

      Constantin, Lucian. “What are vulnerability scanners and how do they work?” CSO Online, 10 Apr. 2020. Accessed 1 Sept. 2020.

      “CVE security vulnerabilities published in 2019.” CVE Details. Accessed 22 Sept. 2020.

      Garden, Paul, et al. “2019 Year End Report – Vulnerability QuickView.” Risk Based Security, 2020. Accessed 22 Sept. 2020.

      Keary, Eoin. “2019 Vulnerability Statistics Report.” Edgescan, Feb. 2019. Accessed 22 Sept. 2020.

      Lefkowitz, Josh. ““Risk-Based Vulnerability Management is a Must for Security & Compliance.” SecurityWeek, 1 July 2019. Accessed 1 Nov. 2020.

      Mell, Peter, Tiffany Bergeron, and David Henning. “Creating a Patch and Vulnerability Management Program.” Creating a Patch and Vulnerability Management Program. NIST, Nov. 2005. Web.

      “National Vulnerability Database.” NIST. Accessed 18 Oct. 2020.

      “OpenVAS – Open Vulnerability Assessment Scanner.” OpenVAS. Accessed 14 Sept. 2020.

      “OVAL.” OVAL. Accessed 21 Oct. 2020.

      Paganini, Pierluigi. “Exploiting and Verifying Shellshock: CVE-2014-6271.” INFOSEC, 27 Sept. 2014. Web.

      Pritha. “Top 10 Metrics for your Vulnerability Management Program.” CISO Platform, 28 Nov. 2019. Accessed 25 Oct. 2020.

      “Risk-Based Vulnerability Management: Understanding Vulnerability Risk With Threat Context And Business Impact.” Tenable. Accessed 21 Oct. 2020.

      Stone, Mark. “Shellshock In-Depth: Why This Old Vulnerability Won’t Go Away.” SecurityIntelligence, 6 Aug. 2020. Web.

      “The Role of Threat Intelligence in Vulnerability Management.” NOPSEC, 18 Sept. 2014. Accessed 18 Aug. 2020.

      “Top 15 Paid and Free Vulnerability Scanner Tools in 2020.” DNSstuff, 6 Jan. 2020. Accessed 15 Sept. 2020.

      Truta, Filip. “60% of Breaches in 2019 Involved Unpatched Vulnerabilities.” Security Boulevard, 31 Oct. 2019. Accessed 2 Nov. 2020.

      “Vulnerability Management Program.” Core Security. Accessed 15 Sept. 2020.

      “What is Risk-Based Vulnerability Management?” Balbix. Accessed 15 Sept. 2020.

      White, Monica. “The Cost Savings of Effective Vulnerability Management (Part 1).” Kenna Security, 23 April 2020. Accessed 20 Sept. 2020.

      Wilczek, Marc. “Average Cost of a Data Breach in 2020: $3.86M.” Dark Reading, 24 Aug. 2020. Accessed 5 Nov 2020.

      Embed Privacy and Security Culture Within Your Organization

      • Buy Link or Shortcode: {j2store}379|cart{/j2store}
      • member rating overall impact: 10.0/10 Overall Impact
      • member rating average dollars saved: 10 Average Days Saved
      • member rating average days saved: After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve.
      • Parent Category Name: Governance, Risk & Compliance
      • Parent Category Link: /governance-risk-compliance

      Engagement with privacy and security within organizations has not kept pace with the increasing demands from regulations. As a result, organizations often find themselves saying they support privacy and security engagement but struggling to create behavioral changes in their staff.

      However, with new privacy and security requirements proliferating globally, we can’t help but wonder how much longer we can carry on with this approach.

      Our Advice

      Critical Insight

      To truly take hold, privacy and security engagement must be supported by senior leadership, aligned with business objectives, and embedded within each of the organization’s operating groups and teams.

      Impact and Result

      • Develop a defined structure for privacy and security in the context of your organization, your obligations, and your objectives.
      • Align your business goals and strategy with privacy and security to obtain support from your senior leadership team.
      • Identify and implement a set of metrics to monitor the success of each of the six engagement enablers amongst your team.

      Embed Privacy and Security Culture Within Your Organization Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should develop a culture of privacy and security at your organization, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Define privacy and security in the context of the organization

      Use the charter template to document the primary outcomes and objectives for the privacy and security engagement program within the organization and map the organizational structure to each of the respective roles to help develop a culture of privacy and security.

      • Privacy and Security Engagement Charter

      2. Map your privacy and security enablers

      This tool maps business objectives and key strategic goals to privacy and security objectives and attributes identified as a part of the overall engagement program. Leverage the alignment tool to ensure your organizational groups are mapped to their corresponding enablers and supporting metrics.

      • Privacy and Security Business Alignment Tool

      3. Identify and track your engagement indicators

      This document maps out the organization’s continued efforts in ensuring employees are engaged with privacy and security principles, promoting a strong culture of privacy and security. Use the playbook to document and present the organization’s custom plan for privacy and security culture.

      • Privacy and Security Engagement Playbook

      Infographic

      Workshop: Embed Privacy and Security Culture Within Your Organization

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Determine Drivers and Engagement Objectives

      The Purpose

      Understand the current privacy and security landscape in the organization.

      Key Benefits Achieved

      Targeted set of drivers from both a privacy and security perspective

      Activities

      1.1 Discuss key drivers for a privacy and security engagement program.

      1.2 Identify privacy requirements and objectives.

      1.3 Identify security requirements and objectives.

      1.4 Review the business context.

      Outputs

      Understanding of the role and requirements of privacy and security in the organization

      Privacy drivers and objectives

      Security drivers and objectives

      Privacy and security engagement program objectives

      2 Align Privacy and Security With the Business

      The Purpose

      Ensure that your privacy and security engagement program is positioned to obtain the buy-in it needs through business alignment.

      Key Benefits Achieved

      Direct mappings between a culture of privacy and security and the organization’s strategic and business objectives

      Activities

      2.1 Review the IT/InfoSec strategy with IT and the InfoSec team and map to business objectives.

      2.2 Review the privacy program and privacy strategic direction with the Privacy/Legal/Compliance team and map to business objectives.

      2.3 Define the four organizational groupings and map to the organization’s structure.

      Outputs

      Privacy and security objectives mapped to business strategic goals

      Mapped organizational structure to Info-Tech’s organizational groups

      Framework for privacy and security engagement program

      Initial mapping assessment within Privacy and Security Business Alignment Tool

      3 Map Privacy and Security Enablers to Organizational Groups

      The Purpose

      Make your engagement plan tactical with a set of enablers mapped to each of the organizational groups and privacy and security objectives.

      Key Benefits Achieved

      Measurable indicators through the use of targeted enablers that customize the organization’s approach to privacy and security culture

      Activities

      3.1 Define the privacy enablers.

      3.2 Define the security enablers.

      3.3 Map the privacy and security enablers to organizational structure.

      3.4 Revise and complete Privacy and Security Business Alignment Tool inputs.

      Outputs

      Completed Privacy and Security Engagement Charter.

      Completed Privacy and Security Business Alignment Tool.

      4 Identify and Select KPIs and Metrics

      The Purpose

      Ensure that metrics are established to report on what the business wants to see and what security and privacy teams have planned for.

      Key Benefits Achieved

      End-to-end, comprehensive program that ensures continued employee engagement with privacy and security at all levels of the organization.

      Activities

      4.1 Segment KPIs and metrics based on categories or business, technical, and behavioral.

      4.2 Select KPIs and metrics for tracking privacy and security engagement.

      4.3 Assign ownership over KPI and metric tracking and monitoring.

      4.4 Determine reporting cadence and monitoring.

      Outputs

      KPIs and metrics identified at a business, technical, and behavioral level for employees for continued growth

      Completed Privacy and Security Engagement Playbook

      Master the MSA for Your Managed Services Providers

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      • member rating overall impact: 9.7/10 Overall Impact
      • member rating average dollars saved: $9,869 Average $ Saved
      • member rating average days saved: 4 Average Days Saved
      • Parent Category Name: Vendor Management
      • Parent Category Link: /vendor-management
      • Master Services Agreements and Service Level Agreements are tedious, and reviewers may lack the skills and experience to effectively complete the process.
      • Managed services providers have a repository of contract terms and conditions that are road-tested and prepackaged, and which are often biased in their favor.
      • With many different pricing options, it is difficult to choose the services you need.

      Our Advice

      Critical Insight

      • Manage your managed services providers. Added value is realized when managed service providers are in tune with your IT strategies, goals, and mission.
      • Negotiate an agreement that is beneficial to both parties. The most successful partnerships are a win-win agreement.
      • Lawyers can’t ensure you get the best business deal. They tend to look at general terms and conditions and may overlook IT-specific components.

      Impact and Result

      • Understanding managed services providers, including their roles and pricing models, will give you valuable insight into negotiating the best deal for your organization.
      • Info-Tech’s contract review methodology will help you navigate the complex process of managed services provider contract evaluation and review all the key details to maximize the benefits to your organization.
      • This blueprint provides guidance on catching vendor-biased terms and conditions, and suggests tips for getting managed services providers to take on their fair share of responsibilities.

      Master the MSA for Your Managed Services Providers Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should master the MSA for your MSPs, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Review terms and conditions for your MSP contract

      Use Info-Tech’s MSA Contract Review Tool to locate and track improvement areas in your MSAs.

      • Master the MSA for Your Managed Services Providers – Phase 1: Review Terms and Conditions of Your MSP Contract
      • MSA Contract Review Tool
      [infographic]

      Achieve IT Spend & Staffing Transparency

      • IT spend has increased in volume and complexity, but how IT spend decisions are made has not kept pace.
      • In most organizations, technology has evolved faster than the business’ understanding of what it is, how it works, and what it can do for them.
      • How traditional financial accounting methods are applied to IT expenditure don’t align well to modern IT realities.
      • IT is often directed to make cuts when cost optimization and targeted investment are what’s really needed to sustain and grow the organization in the long term.

      Our Advice

      Critical Insight

      • Meaningful conversations about IT spend don’t happen nearly as frequently as they should. When they do happen, they are often inhibited by a lack of IT financial management (ITFM) maturity combined with the absence of a shared vocabulary between IT, the CFO, and other business function leaders.
      • Supporting data about actual technology spend taking place that would inform decision making is often scattered and incomplete.
      • Creating transparency in your IT financial data is essential to powering collaborative and informed technology spend decisions.

      Impact and Result

      • Understand the uses and benefits of making your IT spend more transparent.
      • Discover and organize your IT financial data.
      • Map your organization’s total technology spend against four IT stakeholder views: CFO, CIO, CXO, and CEO.
      • Gain vocabulary and facts that will help you tell the true story of IT spend.

      Members may also be interested in Info-Tech's IT Spend & Staffing Benchmarking Service.

      Achieve IT Spend & Staffing Transparency Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Achieve IT Spend & Staffing Transparency Deck – A detailed, do-it-yourself framework and process for clearly mapping your organization’s total technology spend.

      This deck mirrors Info-Tech’s own internal methods for delivering its IT Spend & Staffing Benchmarking Service in a do-it-yourself format. Based on Info-Tech’s proven ITFM Cost Model, it includes an IT spend mapping readiness assessment, expert advice for sourcing and organizing your financial data, a methodology for mapping IT staff and vendor spend according to four key stakeholder views (CFO, CIO, CXO, and CEO), and guidance on how to analyze and share your results.

      • Achieve IT Spend & Staffing Transparency Storyboard

      2. IT Spend & Staffing Transparency Workbook – A structured Excel tool that allows you to allocate your IT spend across four key stakeholder views and generate high-impact visualizations.

      This workbook offers a step-by-step approach for mapping and visualizing your organization’s true IT spend.

      • IT Spend & Staffing Transparency Workbook

      3. IT Spend & Staffing Transparency Executive Presentation Template – A PowerPoint template that helps you summarize and showcase key results from your IT spend transparency exercise.

      This presentation template offers a recommended structure for introducing key executive stakeholders to your organization’s true IT spending behavior and IT financial management as a whole.

      • IT Spend & Staffing Transparency Executive Presentation Template

      Infographic

      Further reading

      Achieve IT Spend & Staffing Transparency

      Lay a foundation for meaningful conversations with the business.

      Analyst Perspective

      Take the first step in your IT spend journey.

      Talking about money is hard. Talking to the CEO, CFO, and other business leaders about money is even harder, especially if IT is seen as just a cost center, is not understood by stakeholders, or is simply taken for granted. In times of economic hardship, already lean IT operations are tasked with becoming even leaner.

      When there's little fat to trim, making IT spend decisions without understanding the spend's origin, location, extent, and purpose can lead to mistakes that weaken, not strengthen, the organization.

      The first step in optimizing IT spend decisions is setting a baseline. This means having a comprehensive and transparent view of all technology spend, organization-wide. This baseline is the only way to have meaningful, data-driven conversations with stakeholders and approvers around what IT delivers to the business and the implications of making changes to IT funding.

      Before stepping forward in your IT financial management journey, know exactly where you're standing today.

      Jennifer Perrier, Principal Research Director, ITFM Practice

      Jennifer Perrier
      Principal Research Director, ITFM Practice
      Info-Tech Research Group

      Executive Summary

      Your Challenge Common Obstacles Info-Tech's Approach
      IT spend has increased in volume and complexity, but how IT spend decisions are made has not kept pace:
      • Technology has evolved faster than the business' understanding of what it is, how it works, and what it can do for them.
      • How traditional financial accounting methods are applied doesn't align well to modern IT realities.
      • IT is directed to make cuts when cost optimization and targeted investment are what's really needed to sustain and grow the organization in the long-term.
      Meaningful conversations about IT spend don't happen nearly as much as they should. This is often due to:
      • A lack of maturity in how ITFM (IT financial management) is executed within IT and across the organization as a whole.
      • The absence of a shared vocabulary between IT, the CFO, and other business function leaders.
      • Scattered and incomplete data about the actual technology spend taking place in the organization.
      Lay a foundation for meaningful conversations and informed decision-making around IT spend.
      • Understand the uses and benefits of making your IT spend more transparent.
      • Discover and organize your IT financial data.
      • Map your organization's total technology spend against four IT stakeholder views: CFO, CIO, CXO, and CEO.
      • Gain both vocabulary and facts that will help you tell the true story of IT spend.

      Info-Tech Insight
      Create transparency in your IT financial data to power both collaborative and informed technology spend decisions.

      IT spend has grown alongside IT complexity

      IT spend has grown alongside IT complexity

      Growth creates change ... and challenges

      IT has become more integral to business operations and achievement of strategic goals, driving complexity in how IT funds are allocated and managed.

      How IT funds are spent has changed
      Value demonstration is two-pronged. The first is return on performance investment, focused on formal and objective goals, metrics, and KPIs. The second is stakeholder satisfaction, a more subjective measure driven by IT-business alignment and relationship. IT leaders must do both well to prove and promote IT's value.
      Funding decision cadence has sped up
      Many organizations have moved from three- to five-year strategic planning cycles to one-year planning horizons or less, most noticeably since the 2008/2009 recession. Not only has the pace of technological change accelerated, but so too has volatility in the broader business and economic environments, forcing rapid response.
      Justification rigor around IT spend has increased
      The need for formal business cases, proposals, and participation in formal governance processes has increased, as has demand for financial transparency. With many IT departments still reporting into the CFO, there's no getting around it - today's IT leaders need to possess financial management savvy.
      Clearly showing business value has become priority
      IT spend has moved from the purchase of discrete hardware and software tools traditionally associated with IT to the need to address larger-scale issues around interoperability, integration, and virtualized cloud solutions. Today's focus is more on big-picture architecture than on day-to-day operations.

      ITFM capabilities haven't grown with IT spend

      IT still needs to prove itself.

      Increased integration with the core business has made it a priority for the head of IT to be well-versed in business language and practice, specifically in the areas of measurement and financial management.

      However, IT staff across all industries aren't very confident in how well IT is doing in managing its finances via three core processes:

      • Accounting of costs and budgets.
      • Optimizing costs to gain the best return on investment.
      • Demonstrating IT's value to the business.

      Recent data from 4,137 respondents to Info-Tech's IT Management & Governance Diagnostic shows that while most IT staff feel that these three financial management processes are important, notably fewer feel that IT management is effective at executing them.

      IT leadership's capabilities around fundamental cost data capture appear to be lagging, not to mention the essential value-added capabilities around optimizing costs and showing how IT contributes to business value.

      Graph of Cost and Budget Management

      Graph of Cost Optimization

      Questions for support transition

      Source: IT Management & Governance Diagnostic, Info-Tech Research Group, 2022.

      Take the perspective of key IT stakeholders as a first step in ITFM capability improvement

      Other business unit leaders need to deliver on their own specific and unique accountabilities. Create true IT spend transparency by accounting for these multiple perspectives.

      Exactly how is IT spending all that money we give them?
      Many IT costs, like back-end infrastructure and apps maintenance, can be invisible to the business.

      Why doesn't my department get more support from IT?
      Some business needs won't align with spend priorities, while others seem to take more than their fair share.

      Does the amount we spend on each IT service make sense?
      IT will get little done or fall short of meeting service level requirements without appropriate funding.

      I know what IT costs us, but what is it really worth?
      Questions about value arise as IT investment and spend increase. How to answer these questions is critical.

      At the end of the day, telling IT's spend story to the business is a significant challenge if you don't understand your audience, have a shared vocabulary, or use a repeatable framework.

      Mapping your IT spend against a reusable framework helps generate transparency

      A framework makes transparency possible by simplifying methods, creating common language, and reducing noise.

      However, the best methodological framework won't work if the materials and information plugged into it are weak. With IT spend, the materials and information are your staff and your vendor financial data. To achieve true transparency, inputs must have the following three characteristics:

      Availability Reliability Usability
      The data and information are up-to-date and accessible when needed. The data and information are accurate, complete, and verifiable. The data and information are clearly defined, consistently and predictably organized, consumable, and meaningful for decision-making.

      A framework is an organizing principle. When it comes to better understanding your IT spend, the things being organized by a framework are your method and your data.

      If your IT spend information is transparent, you have an excellent foundation for having the right conversations with the right people in order to make strategically impactful decisions.

      Info-Tech's approach enables meaningful dialogue with stakeholders about IT spend

      View of meaningful dialogue with stakeholders about IT spend

      Investing time in preparing and mapping your IT spend data enables better IT governance

      While other IT spend transparency methods exist, Info-Tech's is designed to be straightforward and tactical.

      Info-Tech method for IT spend transparency

      Put your data to work instead of being put to work by your data.

      Introducing Info-Tech's methodology for creating transparency on technology spend

      1. Know your objectives 2. Gather required data 3. Map your IT staff spend 4. Map your IT vendor spend 5. Identify implications for IT
      Phase Steps
      1. Review your business context
      2. Set IT staff and vendor spend transparency objectives
      3. Assess effort and readiness
      1. Collect IT staff spend data
      2. Collect IT vendor spend data
      3. Define industry-specific CXO Business View categories
      1. Categorize IT staff spend in each of the four views
      2. Validate
      1. Categorize IT vendor spend in each of the four views
      2. Validate
      1. Analyze your findings
      2. Craft your key messages
      3. Create an executive presentation
      Phase Outcomes Goals and scope for your IT spend and staffing transparency effort. Information and data required to perform the IT staff and vendor spend transparency initiative. A mapping of the allocation of IT staff spend across the four views of the Info-Tech ITFM Cost Model. A mapping of the allocation of IT vendor spend across the four views of the Info-Tech ITFM Cost Model. An analysis of your results and a presentation to aid your communication of findings with stakeholders.

      Insight Summary

      Overarching insight
      Take the perspective of key stakeholders and lay out your organization's complete IT spend footprint in terms they understand to enable meaningful conversations and start evolving your IT financial management capability.

      Phase 1 insight
      Your IT spend transparency efforts are only useful if you actually do something with the outcomes of those efforts. Be clear about where you want your IT transparency journey to take you.

      Phase 2 insight
      Your IT spend transparency efforts are only as good as the quality of your inputs. Take the time to properly source, clean, and organize your data.

      Phase 3 insight
      Map your IT staff spend data first. It involves work but is relatively straightforward. Practice your mapping approach here and carry forward your lessons learned.

      Phase 4 insight
      The importance of good, usable data will become apparent when mapping your IT vendor spend. Apply consistent and meaningful vendor labels to enable true aggregation and insight.

      Phase 5 insight
      Communicating your final IT spend transparency mapping with executive stakeholders is your opportunity to debut IT financial management as not just an IT issue but an organization-wide concern.

      Blueprint deliverables

      Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals.

      Use this tool in Phases 1-4

      IT Spend & Staffing Transparency Workbook

      Input your IT staff and vendor spend data to generate visual outputs for analysis and presentation in your communications.

      Key deliverable:

      IT Spend & Staffing Transparency Executive Presentation

      Create a showcase for your newly-transparent IT staff and vendor spend data and present it to key business stakeholders.

      Use this tool in Phase 5

      IT and business blueprint benefits

      IT Benefits Business Benefits
      • Gain insight into exactly where you're spending IT funds on hardware, software, service providers, and the workforce.
      • Understand how much it's costing IT to deliver specific IT services.
      • Illustrate differences in business consumption of IT spend.
      • Learn the ratio of spend allocated to innovation vs. growth vs. keeping the lights on (KTLO).
      • Develop a series of core IT spend metrics including IT spend as a percent of revenue, IT spend per organization employee, and IT spend per IT staff member.
      • Create a complete IT spend baseline to serve as a foundation for future benchmarking, cost optimization, and other forms of IT financial analysis.
      • Understand the relative allocation of IT spend across capital vs. operational expenditure.
      • See the degree to which IT differentially supports and enables organizational goals, strategies, and functions.
      • Have better data for informing the organization's IT spend allocation and prioritization decisions.
      • Gain better visibility into real-life IT spending behaviors, cadences, and patterns.
      • Identify potential areas of spend waste as well as underinvestment.
      • Understand the true value that IT brings to the business.

      Measure the value of this blueprint

      You will know that your IT spend and staffing transparency effort is succeeding when:

      • Your understanding of where technology funds are really being allocated is comprehensive.
      • You're having active and meaningful dialogue with key stakeholders about IT spend issues.
      • IT spend transparency is a permanent part of your IT financial management toolkit.

      In phase 1 of this blueprint, we will help you identify initiatives where you can leverage the outcomes of your IT spend and staffing transparency effort.

      In phases 2, 3, and 4, we will guide you through the process of mapping your IT staff and vendor spend data so you can generate your own IT spend metrics based on reliable sources and verifiable facts.

      Win #1: Knowing how to reliably source the financial data you need to make decisions.

      Win #2: Getting your IT spend data in an organized format that you can actually analyze.

      Win #3: Having a framework that puts IT spend in a language stakeholders understand.

      Win #4: Gaining a practical starting point to mature ITFM practices like cost optimization.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit Guided Implementation Workshop Consulting
      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful." "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track." "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place." "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostics and consistent frameworks are used throughout all four options.

      Guided Implementation

      Info-Tech recommends the following calls in your Guided Implementation.

      Phase 1: Know your objectives Phase 2: Gather required data Phase 3: Map your IT staff spend Phase 4: Map your IT vendor spend Phase 5: Identify implications for IT
      Call #1: Discuss your IT spend and staffing transparency objectives and readiness. Call #2: Review spend and staffing data sources and identify data organization and cleanup needs. Call #3: Review your mapped IT staff spend and resolve lingering challenges. Call #4: Review your mapped IT vendor spend and resolve lingering challenges. Call #5: Analyze your mapping outputs for opportunities and devise next steps.

      A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

      A typical GI is between four to six calls over the course of two to three months.

      Want even more help with your IT spend transparency effort?

      Let us fast-track your IT spend journey.

      The path to IT financial management maturity starts with knowing exactly where your money is going. To streamline this effort, Info-Tech offers an IT Spend & Staffing Benchmarking service that provides full transparency into where your money is going without any heavy lifting on your part.

      This unique service features:

      • A client-proven approach to meet your IT spend transparency goals.
      • Vendor and staff spend mapping that reveals business consumption of IT.
      • Industry benchmarking to compare your spending and staffing to that of your peers.
      • Results in a fraction of the time with much less effort than going it alone.
      • Expert review of results and ongoing discussions with Info-Tech analysts.

      If you'd like Info-Tech to pave the way to IT spend transparency, contact your account manager for more information - we're happy to talk anytime.

      Phase 1

      Know Your Objectives

      This phase will walk you through the following activities:

      • Establish IT spend and staffing transparency uses and objectives
      • Assess your readiness to tackle IT spend and staffing transparency

      This phase involves the following participants:

      • Head of IT
      • IT financial lead
      • Other members of IT management

      Phase 1: Know your objectives

      Envision what transparency can do.

      You're at the very beginning of your IT spend transparency journey. In this phase you will:

      • Set your objectives for making your IT spend and staffing transparent.
      • Assess your readiness to tackle the exercise and gauge how much work you'll need to do in order to do it well.

      "I've heard this a lot lately from clients: 'I've got my hands on this data, but it's not structured in a way that will allow me to make any decisions about it. I have these journal entries and they have some accounting codes, GL descriptors, cost objects, and some vendors, but it's not enough detail to make any decisions about my services, my applications, my asset spend.'"
      - Angie Reynolds, Principal Research Director, ITFM Practice, Info-Tech Research Group

      Transparency positively enables both business outcomes and the practice of business ethics

      However, transparency's real superpower is in how it provides fact-based context.

      • More accurate and relevant data for decision-making.
      • Better managed and more impactful financial outcomes.
      • Increased inclusion of people in the decisions that affect them.
      • Clearer accountabilities for organizational efficiency and effectiveness goals.
      • Concrete proof that business priorities and decisions are being acted on and implemented.
      • Greater trust and respect between IT and the business.
      • Demonstration of integrity in how funds are being used.

      IT spend transparency efforts are only useful if you actually do something with the outputs

      Identify in advance how you plan to leverage IT spend transparency outcomes.

      CFO expense view

      • Demonstrate actual IT costs at the right level of granularity.
      • Update/change the categories finance uses to track IT spend.
      • Adjust the expected CapEx/OpEx ratio.

      CXO business view

      • Calculate consumption of IT resources by department.
      • Implement a showback/chargeback mechanism.
      • Change the funding conversation about proposed IT projects.

      CIO service view

      • Calculate the total cost to deliver a specific IT service.
      • Adjust the IT service spend-to-value ratio as per business priorities.
      • Rightsize IT service levels to reflect true value to the business.

      CEO innovation view

      • Formalize the organization's position on use of cloud/outsourcing.
      • Reduce the portion of spend dedicated to "keeping the lights on."
      • Develop a plan for boosting commitment to innovation investment.

      When determining your end objectives, think about the real questions IT is being asked by the business and how IT spend transparency will help you answer them.

      CFO: Financial accounting perspective

      IT spend used to be looked at from a strictly financial accounting perspective - this is the view of the CFO and the finance department. Their question, "exactly how is IT spending all that money we give them," is really about how money is distributed across different asset classes. This question breaks down into other questions that IT leaders needs to ask themselves in order to provide answers:

      • How should I classify my IT costs? What are the standard categories you need to have that are meaningful to folks crunching the corporate numbers? If you're too detailed, it won't make sense to them. If you pick outmoded categories, you'll have to adjust in the future as IT evolves, which makes tracking year-over-year spend patterns harder.
      • What information should I include in my plans and reports? This is about two things. One is about communicating with the finance department in language that reduces back-and-forth and eliminates misinterpretation. The other is about aligning with the categories the finance department uses to track financial data in the general ledger.
      • How do I justify current spend? This is about clarity and transparency. Specifically itemizing spend into categories that are meaningful for your audience does a lot of justification work for you since you don't have to re-explain what everything means.
      • How do I justify a budget increase? In a declining economy, this question may not be appropriate. However, establishing a baseline puts you in a better position to discuss spend requirements based on past performance and to focus the conversation.

      Exactly how is IT spending all that money we give them?

      Example
      Asset Class % IT Spend
      Workforce 42.72%
      Software - Cloud 9.26%
      Software - On Prem 13.61%
      Hardware - Cloud 0.59%
      Hardware - On Prem 15.68%
      Contract Services 18.14%
      Info-Tech IT Spend & Staffing Studies, 2022.

      CIO: IT operations management perspective

      As the CIO role was adopted, IT spend was viewed from the IT operations management perspective. Optimizing the IT delivery model is a critical step to reducing time to provision services. For the IT leader, the questions they need to ask themselves are:

      • What's the impact of cloud adoption on speed of delivery? Leveraging a SaaS solution can reduce time to deployment as well as increase your ability to scale; however, integration with other functionality will still be a challenge that will incur costs.
      • Where can I improve spend efficiency? This is about optimizing spend in your IT delivery model. What service levels does the business require and what's the most cost-effective way to meet those levels without incurring significant technical debt?
      • Is my support model optimized? By reviewing where support staff are focused and which services are using most of your resources, you can investigate underlying drivers of your staffing requirements. If staff costs in support of a business function are high, perhaps the portfolio of applications needs to be reviewed.
      • How does our spend compare to others? Benchmarking against peers is a useful input, but reflects common practice, not best practice. For example, if you need to invest in IT security, your entire industry is lagging on this front, and you happen to be doing slightly better than most, then bringing forth this benchmark won't help you make the case. Starting with year-over-year internal benchmarking is essential - establish your categories, establish your baseline, and track it consistently.

      Does the amount we spend on each IT service make sense?

      Example
      Service Area % IT Spend
      App Development 9.06%
      App Maintenance 30.36%
      Hosting/Network 25.39%
      End User 18.59%
      Data & BI 3.58%
      Security & Risk 5.21%
      IT Management 7.82%
      Info-Tech IT Spend & Staffing Studies, 2022.

      CXO: Business unit perspective

      As business requests have increased, so too has the importance of the business unit perspective. Each business function has a unique mandate to fulfill in the organization and also competes with other business functions for IT resources. By understanding business consumption of IT, organizations can bring transparency and drive a different dialog with their business partners. Every IT leader should find out the answers to these questions:

      • Which business units consume the most IT resources? By understanding consumption of IT by business function, IT organizations can clearly articulate which business units are getting the highest share of IT resources. This will bring much needed clarity when it comes to IT spend prioritization and investment.
      • Which business units are underserved by IT? By providing full transparency into where all IT spend is consumed, organizations can determine if certain business functions may need increased attention in an upcoming budget cycle. Knowing which levers to pull is critical in aligning IT activities with delivering business value.
      • How do I best communicate spend data internally? Different audiences need information presented to them differently. This is not just about the language - it's also about the frequency, format, and channel you use. Ask your audiences directly what methods of communication stand the best chance of you being seen and heard.
      • Where do I need better business sponsorship for IT projects? If a lot of IT spend is going toward one or two business units, the leaders of those units need to be active sponsors of IT projects and associated spend that will benefit all users.

      Why doesn't my business unit get more support from IT?

      Example
      Business Function % IT Spend
      HR Department 6.16%
      Finance Department 15.15%
      IT Department 10.69%
      Business Function 1 23.80%
      Business Function 2 10.20%
      Business Function 3 6.80%
      Business Function 4 27.20%
      Source: Info-Tech IT Spend & Staffing Studies, 2022.

      CEO: Strategic vs. operations perspective

      With a business view now available, evaluating IT spend from a strategic standpoint is critical. Simply put, how much is being spent keeping the lights on (KTLO) in the organization versus supporting business or organizational growth versus net-new business innovations? This view is not about what IT costs but rather how it is being prioritized to drive revenue, operating margin, or market share. Here are the questions IT leaders should be asking themselves along with the organization's executive leadership and the CEO:

      • Why is KTLO spend so high? This question is a good gauge of where the line is drawn between operations and strategy. Many IT departments want to reduce time spent on maintenance and redeploy resource investment toward strategic projects. This reallocation must include retiring or eliminating technologies to free up funds.
      • What should our operational spend priorities be? Maintenance and basic operations aren't going anywhere. The issue is what is necessary and what could be done more wisely. Are you throwing good money after bad on a high-maintenance legacy system?
      • Which projects and investments should we prioritize? The answer to this question should tightly align with business strategic goals and account for the lion's share of growth and innovation spend.
      • Are we spending enough on innovative initiatives? This is the ultimate dialogue between business partners, the CEO, and IT that needs to take place, yet often doesn't.

      I know what IT costs us, but what is it really worth?

      Example
      Focus Area % IT Spend
      KTLO 89.16%
      Grow 7.18%
      Innovate 3.66%
      Info-Tech IT Spend Studies, 2022.

      Be clear about where you want your IT spend transparency journey to take you in real life

      Transparent IT spend data will allow you to have conversations you couldn't have before. Consider this example of how telling an IT spend story could evolve.

      I want to ...
      Analyze the impact of the cloud on IT operating expenditure to update finance's expectations of a realistic IT CapEx/OpEx ratio now and into the future.

      To address the problem of ...

      • Many of our key software vendors have eliminated on-premises products and only offer software as an OpEx service.
      • Assumptions that modern IT solutions are largely on-premises and can be treated as capitalizable assets are out-of-date and don't reflect IT financial realities.

      And will use transparency to ...

      • Provide the CFO with specific, accurate, and annotated OpEx by product/service and vendor for all cloud-based and on-premises solutions.
      • Facilitate a realistic calculation of CapEx/OpEx distribution based on actuals, as well as let us develop defendable projections of OpEx into the future based on typical annual service fee increases and anticipated growth in the number of users/licenses.

      1.1 Establish ITFM objectives that leverage IT spend transparency

      Duration: One hour

      1. Consider the problems or issues commonly voiced by the business about IT, as well as your own ongoing challenges in communicating with stakeholders. Document these problems/issues as questions or statements as spoken by a person. To help structure your brainstorming, consider these general process domains and examples:
        1. Spend tracking and reporting. E.g. Why is IT's OpEx so high? We need you to increase IT's percentage of CapEx.
        2. Service levels and business continuity. E.g. Why do we need to hire more service desk staff? There are more of them in IT than any other role.
        3. Project and operations resourcing. E.g. Why can't IT just buy this new app we want? It's not very expensive.
        4. Strategy and innovation. E.g. Did output increase or decrease last quarter per input unit? IT should be able to run those reports for us.
      2. For each problem/issue noted, identify:
        1. The source(s) of the question/concern (e.g. CEO, CFO, CXO, CIO).
        2. The financial process involved (e.g. accurate costing, verification of costs, building a business case to invest).
      3. For each problem/issue, identify a broader project-style initiative where having transparent IT spend data is a valuable input. One initiative may apply to multiple problems/issues. For each initiative:
        1. Give it a working title.
        2. State the goal for the initiative with reference to ITFM aspirations.
        3. Identify key stakeholders (these will likely overlap with the problem/issue source).
        4. Set general time frames for resolution.

      Document your outputs on the slide immediately following the instruction slides for this exercise. Examples are included.

      1.1 Establish ITFM objectives that leverage IT spend transparency

      Input Output
      • Organizational knowledge
      • List of the potential uses and objectives of transparent IT spend and staffing data
      Materials Participants
      • Whiteboard/flip charts
      • Head of IT
      • IT financial lead

      ITFM initiatives that leverage transparency

      Problem/Issue Statement Source/ Stakeholder Associated ITFM Process Potential Initiative Initiative Goal Time Frame
      "Why is IT's OpEx so high? We need you to increase IT's percentage of CapEx." CFO IT spend categorization and reporting. Analyze the impact of the cloud on IT operating expenditure. To update finance's expectations of a realistic IT CapEx/OpEx ratio. <12 months
      "Why do we need to hire more service desk staff? There are more of them in IT than any other role." CFO, VP of HR Business case for hiring IT staff. Document ongoing IT support requirements for proposed ERP platform migration project. To ensure sufficient resources for an anticipated increase in service desk tickets due to implementation of a new ERP system. 1-3 months
      "Why can't IT just buy this new app we want? It's not very expensive." CEO, all CXOs/VPs Total cost of technology ownership. Develop a mechanism to review the lifecycle impact on IT of proposed technology purchases. To determine if functionality of new tool already exists in the org. and the total cost of ownership of a new app. <6 months
      "Did output increase or decrease last quarter per input unit? IT should be able to run those reports for us." CEO, CFO, VP of Production IT service costing. Develop an organizational business intelligence strategy. To create a comprehensive plan for evolving BI capability in the organization and transferring report development to users. Select a department for pilot. <12 months

      Your organization's governance culture will affect how you approach transparency

      Know your governance culture Lower Governance
      • Few regulations.
      • Financial reporting is largely internal.
      • Change is frequent and rapid.
      • Informal or nonexistent mechanisms and structures.
      • Data sharing behavior driven by competitive concerns.
      Higher Governance
      • Many regulations.
      • Stringent and regular external reporting requirements.
      • Change is limited and/or slow.
      • Defined and established mechanisms and structures.
      • Data sharing behavior driven by regulatory concerns.
      Determine impact on opportunities How does your governance culture impact IT spend transparency opportunities?
      Resistance to formality and bureaucracy Resistance to change and uncertainty
      Set expectations and approach You have plenty of room to implement transparency rigor within the confines of IT, but getting others to give you the time and attention you want will be a challenge. One-on-one, informal relationship building to create goodwill and dialogue is needed before putting forth recommendations or numbers. Many existing procedures must be accommodated and respected. While you can benefit by working with preexisting mechanisms and touchpoints, expect any changes you want to make to things like IT cost categories or CapEx/OpEx ratios to require a lot of time, meetings, and case-making.

      IT's current maturity around ITFM practice will also affect your approach to transparency

      Know your ITFM maturity level Lower ITFM Maturity
      • No/few formal policies, standards, or procedures exist.
      • There is little/no formal education or experience within IT around budget, costing, charging, or accounting practices.
      • Financial reporting is sporadic and inconsistent in its contents.
      • Business cases are rarely used in decision-making.
      • Financial data is neither reliable nor readily available.
      Higher ITFM Maturity
      • Formal policies, standards, and procedures are enforced organization-wide for all financial management activities.
      • Formally-trained accountants are embedded within IT.
      • Financial reporting is regular, scheduled, and defined.
      • Business cases are leveraged in most decision-making activities.
      • Financial data is governed, centralized, and current.
      Determine stakeholders' financial literacy How does your degree of ITFM maturity impact IT spend transparency opportunities?
      Improve your own financial literacy first Determine stakeholders' financial literacy
      Set expectations and approach Brush up on core financial management and accounting concepts before taking the discussion beyond IT's walls. Do start mapping your costs, but just know how to communicate what the data is saying before sharing it. Not everyone will be at your level, familiar with ITFM language and concepts, or focused on the same things you are. Gauge where your audience is at so you can prepare for meaningful dialogue.

      1.2 Assess your readiness to tackle IT spend transparency

      Duration: One hour

      Note: This assessment is general in nature. It's intended to help you identify and prepare for potential challenges in your IT spend and staffing transparency effort.

      1. Rate your agreement with the "Data & Information" and "Experience, Expertise, & Support" statements listed on the slide immediately following the two instruction slides for this exercise. For each statement, indicate the extent to which you agree or disagree, where:
        1. 1 = Strongly disagree
        2. 2 = Disagree
        3. 3 = Neither agree nor disagree
        4. 4 = Agree
        5. 5 = Strongly agree
      2. Add up your numerical scores for all statements, where the highest possible score is 65.
      3. Assess your general readiness against the following guidelines:
        1. 50-65: Ready. The transparency exercise will involve work, but should be straightforward since you have the data, skills, tools, processes, and support to do it.
        2. 40-49: Ready, with caveats. The transparency exercise is doable but will require some preparatory legwork and investigation on your part around data sourcing, organization, and interpretation.
        3. 30-39: Challenged. The transparency exercise will present some obstacles. Expect to encounter data gaps, inconsistencies, errors, roadblocks, and frustrations that will need to be resolved.
        4. Less than 30: Not ready. You don't have the data, skills, tools, processes, and/or support to do the data transparency exercise. Take time to develop a stronger foundation of financial literacy and governance before tackling it.

      Document your outputs on the slide immediately following the two instruction slides for this exercise.

      1.2 Assess your readiness to tackle IT spend transparency

      InputOutput
      • Organizational knowledge
      • Estimation of IT spend and staffing transparency effort
      MaterialsParticipants
      • Whiteboard/flip charts
      • Head of IT
      • IT financial lead

      IT spend transparency readiness assessment

      Data & Information
      Statement Rating
      We know how to access all IT department spend records.
      We know how to access all non-IT-department technology spend records.
      We know how to access all IT vendor/contractor agreements.
      We know how to access data about our IT staff costs and allocation, such as organizational charts and salaries/benefits.
      Our financial and staffing data is up-to-date.
      Our financial and staffing data are labeled, described, and organized so that we know what they're referring to.
      Our financial and staffing data are in a format that we can easily manipulate (e.g. export, copy and paste, perform calculations).
      Experience, Expertise, & Support
      Statement Rating
      We have sufficient expertise within the IT department to navigate and accurately interpret financial records.
      We have reasonable access to expertise/resources in our finance department to support us in an IT spend transparency exercise.
      We can allocate sufficient time (about 40 hours) and resources in the near term to do an IT spend transparency exercise.
      We have current accountabilities to track and internally report financial information to others on at least a monthly basis.
      There are existing financial policies, procedures, and standards in the organization with which we must closely adhere and comply.
      We have had the experience of participating in, or responding to the results of, an internal or external audit.

      Rating scale:
      1 = Strongly Disagree; 2 = Disagree; 3 = Neither agree nor disagree; 4 = Agree; 5 = Strongly agree
      Assessment scale:
      Less than 30 = Not ready; 30-39 = Challenged; 40-49 = Ready with caveats; 50-65 = Ready

      Take a closer look at the statements you rated 1, 2, or 3. These will be areas of challenge no matter what your total score on the assessment scale.

      Phase 1: Know your objectives

      Achievement summary

      You've now completed the first two steps on your IT spend transparency journey. You have:

      • Set your objectives for making your IT spend and staffing transparent.
      • Assessed your readiness to tackle the exercise and know how much work you'll need to do in order to do it well.

      "Mapping to a transparency model is labor intensive. You can do it once and never revisit it again, but we would never advise that. What it does is play well into an IT financial management maturity roadmap."
      - Monica Braun, Research Director, ITFM Practice, Info-Tech Research Group

      Phase 2

      Gather Required Data

      This phase will walk you through the following activities:

      • Gather, clean, and organize your data
      • Build your industry-specific business views

      This phase involves the following participants:

      • Head of IT
      • IT financial lead
      • Other members of IT management

      Phase 2: Gather required data

      Finish your preparation.

      You're now ready to do the final preparation for your IT spend and staffing transparency journey. In this phase you will:

      • Gather your IT spend and staffing data and information.
      • Clean and organize your data to streamline mapping.
      • Identify your baseline data points.

      "Some feel like they don't have all the data, so they give up. Don't. Every data point counts."
      - Rex Ding, Research Specialist, ITFM Practice, Info-Tech Research Group

      Your IT spend transparency efforts are only as good as the quality of your inputs

      Aim for a comprehensive, complete, and accurate set of data and information.

      Diagram of comprehensive, complete, and accurate set of data and information

      Start by understanding what's included in technology spend

      Info-Tech's ITFM Technology Inventory

      In scope:

      • All network, telecom, and data center equipment.
      • All end-user productivity software and devices (e.g. laptops, peripheral devices, cell phones).
      • Information security.
      • All acquisition, development, maintenance, and management of business and operations software.
      • All systems used for the storage and management of business assets, data, records, and information.
      • All managed IT services.
      • Third-party consulting services.
      • All identifiable spend from the business for the above.

      Expand your thinking: Total tech spend goes beyond what's under IT's operational umbrella

      "Technology" means all technology in the organization regardless of where it lives, who bought it, who owns it, who runs it, or who uses it.

      IT may have low or no visibility into technologies that exist in the broader business environment beyond IT. Accept that you won't gain 100% visibility right now. However, do get started and be persistent.

      Where to look for non-IT technology ...

      • Highly specialized business functions - niche tools that are probably used by only a few people.
      • Power users and the "underserved" - cloud-based workflow, communication, and productivity tools they got on their own.
      • Operational technology - network-connected industrial, building, or physical security sensors and control systems.
      • Recently acquired/merged entities - inherited software.

      Who might get you what you need ...

      • Business unit and team leaders - identification of what they use and copies of their spend records and/or contracts.
      • Finance - a report of the "software" expenditure category to spot unrecognized technologies and their owners.
      • Vendors - copies of contracts if not forthcoming internally.
      • Your service desk - informal knowledge gained about unknown technologies at play in the course of doing their job.

      The IT spend and staffing transparency exercise is an opportunity to kick-start a technology discovery process that will give you and the business a true picture of your technology profile, use, and spend.

      Seek out data at the right level of granularity with the right supporting information

      Key data and information to seek out:

      • Credits applied to appropriate debits that show net expense, or detailed descriptions of credits with no matching debit.
      • Cash-based accounting (not accrual accounting). If accrual, will need to determine how to simplify the data for your uses.
      • Vendor names, asset classes, descriptors, and departments.
      • A total spend amount (CapEx + OpEx) that:
        • Aligns with the spend period.
        • Passes your gut check for total IT spend.
        • Includes annual amounts for multi-year contracts (e.g. one year of a three-year Microsoft enterprise agreement).
        • Includes technology spend from the business (e.g. OT that IT supports).
      • Insights on large projects.
      • Consolidated recurring payments, salaries and benefits, and other small expenses.

      Look for these data descriptors in your files:

      • Cost center/accounting unit
      • Cost center/department description
      • GL ACCT
      • CL account description
      • Activity description
      • Status
      • Program/business function/project description
      • Accounting period
      • Transaction amount
      • Vendor/vendor name
      • Product/product name

      Avoid data that's hard to use or problematic as it will slow you down and bring limited benefits

      Spend data that's out of scope:

      • Depreciation/amortization.
      • Gain or loss of asset write-off.
      • Physical security (e.g. key cards, cameras, motion sensors, floodlights).
      • Printer consumables costs.
      • Heating and cooling costs (for data centers).

      Challenging data formats:

      • Large raw data files with limited or no descriptors.
      • Major accounts (hardware and software) combined in the same line item.
      • Line items (especially software) with no vendor reference information.
      • PDF files or screenshots that you can't extract data from readily. Use Excel or CSV files whenever possible.

      Getting at the data you need can be easy or hard – it all depends

      This is where your governance culture and ITFM maturity start to come into play.

      Data source Potential data and information What to expect
      IT Current/past budget, vendor agreements, IT project records, discretionary spend, number of IT employees. The rigor of your ITFM practice and centralization of data and documents will affect how straightforward this is.
      Finance General ledger, cash and income statements, contractor payments and other accounts payable, general revenue. Secure their expertise early. Let them know what you're trying to do and what you need. They may be willing to prepare data for you in the format you need and help you decipher records.
      Purchasing List of vendors/suppliers, vendor agreements, purchase invoices. Purchasing often has more descriptive information about vendors than finance. They can also point you to tech spend in other departments that you didn't know about.
      Human Resources Organizational chart, staff salaries and benefits, number of employees overall and by department. Data about benefits costs is something you're not likely to have, and there's only one place you can reliably get it.
      Other Business Units Non-IT technology spend vendor agreements and purchase invoices, number of department employees. Other departments may be tracking spend in an entirely different way than you. Be prepared to dig and reconcile.

      There may be some data or information you can't get without a Herculean effort. Don't worry about it too much - these items are usually relatively minor and won't significantly affect the overall picture.

      Commit to finding out what you don't know

      Many IT leaders don't have visibility into other departments' technology spend. In some cases, the fact that spend is even happening may be a complete surprise.

      Near-term visibility fix ...

      • Ask your finance department for a report on all technology-related spend categories. "Software" is a broad category that finance departments tend to track. Scan the report for items that don't look familiar and confirm the originating department or approver.
      • Check in with the procurement office. See what technology-related contracts they have on record and which departments "own" them. Get copies of those contracts if possible.
      • Contact individual department heads or technology spend approvers. Devise your contact shortlist based on what you already know or learned from finance and procurement. Position your outreach as a discovery process that supports your transparency effort. Avoid coming across as though you're judging their spend or planning to take over their technologies.

      Long-term visibility fix ...

      • Develop your relationships with other business unit leaders. This will help open the lines of communication permanently.
      • Establish a cross-functional central technology office or group. The main task of this unit is to set and manage technology standards organization-wide, including standards for tracking and documenting technology costs and asset lifecycle factors.
      • Ensure IT is formally involved in all technology spend proposals and plans. This gives IT the opportunity to assess them for security compliance, IT network/system interoperability, manageability, and IT support requirements prior to purchase.
      • Ensure IT is notified of all technology financial transactions. This includes contracts, invoices, and payments for all one-time purchases, subscription fees, and maintenance costs.

      Finally, note any potential anomalies in the IT spend period you're looking at

      No two years have the exact same spend patterns. One-time spend for a big capital project, for example, can dramatically alter your overall spend landscape.

      Look for the following anomalies:

      • New or ongoing capital implementations or projects that span more than one fiscal year.
      • Completed projects that have recently transitioned, or are transitioning, from CapEx (decreasing) to OpEx (increasing).
      • A major internal reorganization or merger, acquisition, or divestiture event.
      • Crises, disasters, or other rare emergencies.
      • Changes in IT funding sources (e.g. new or expiring grants).

      These anomalies often explain why IT spend is unusually high in certain areas. There's often a good business reason.

      In many cases, doing a separate spend transparency exercise for these anomalous projects or events can isolate their costs from other spend so their true nature and impact can be better understood.

      2.1 Gather your input data and information

      Duration: Variable

      1. Develop a complete list of the spending and staffing data and information you need to complete the transparency mapping exercise. For each required item, note the following:
        1. Description of data needed (i.e. type, timeframe, and format).
        2. Ideal timeframe or deadline for receipt.
        3. Probable source(s) and contact(s).
        4. Additional facilitation/support required.
        5. Person on your transparency team responsible for obtaining it.
      2. Set up a data and information repository to store all files as soon as they're received. Ideally, you'll want all data/information files to be in an electronic format so that everything can be stored in one place. Avoid paper documents if possible.
      3. Conduct your outreach to obtain the input data and information on your list. This could include delegating it to a subordinate, sending emails, making phone calls, booking meetings, and so on.
      4. Review the data and information received to confirm that it's the right type of data, at the correct level of granularity, for the right timeframe, in a usable format, and is generally accurate.
      5. Enter documentation about your data and information sources in tab "1. Data & Information Sources" in the IT Spend & Staffing Transparency Workbook to reflect what you needed and where you got it in order to make the discovery process easier in the future.
      6. In the same tab in the IT Spend & Staffing Transparency Workbook, document any significant events that occurred that directly or indirectly impacted the selected year's spend values. These could include mergers/acquisitions/divestitures, major reorganizations or changes in leadership, significant shifts in product offerings or strategic direction, large capital projects, legal/regulatory changes, natural disasters, or changes in the economy.

      Download the IT Spend & Staffing Transparency Workbook

      2.1 Gather your input data and information

      InputOutput
      • Knowledge of potential data and information sources
      • List of data and information required to complete the IT spend and staffing transparency exercise
      MaterialsParticipants
      • Whiteboard/flip charts
      • Head of IT
      • IT financial lead

      Tidy up your data before beginning any spend mapping

      Most organizations aren't immaculate in their tech spend documentation and tracking practices. This creates data rife with gaps that lives in hard-to-use formats.

      The more preparation you do to approach the "good data" intersection point in the diagram below, the easier your mapping effort will be and the more useful and insightful your final findings.

      Venn diagram of good data

      Make your data "un-unique" to reduce the number of line items and make it manageable

      There's a good chance that the IT spend data you've received is in the form of tens of thousands of unique line items. Use the checklist below to help you roll it up.

      Warning: Never overwrite your original data. Insert new columns/rows and put your alternate information in these instead.

      Step 1: Standardize vendor names

      • Start with known large vendors.
      • Select a standard name for the vendor.
      • Brainstorm possible variations on the vendor name, including abbreviations and shortforms.
      • Search for the vendor in your data and document the new standardized vendor name in the appropriate row.
      • Repeat the above for all vendors.
      • Sort the new vendor name column from A-Z. Look for instances where names remain unique or are missing entirely. Reconcile if needed and fill in missing data.

      Step 2: Consolidate vendor spend

      • Sort the new vendor name column from A-Z. Start with vendors that have the most line items.
      • Add together related spend items from a given vendor. Create a new row for the consolidated spend item and flag it as consolidated. Keep the following item types in separate rows:
        • Hardware vs. software spend for the same vendor.
        • Cloud vs. on-premises spend for the same vendor.
      • Repeat the above for all vendors.
      • Consider breaking out separate rows for overly consolidated line items that contain too many different types of IT spend.

      2.2 Clean and organize your data

      Duration: Variable

      1. Check to ensure that you have all data and information required to conduct the IT spend transparency exercise.
      2. Conduct an initial scan to assess the data's current state of hygiene and overall usability. Flag anything of concern and follow up with the data/information provider to fix or reconcile any issues.
      3. Normalize your data to make it easier to work with. This includes selecting data format standards and changing anything that doesn't conform to those standards. This includes items such as date conventions, currencies, and so on.
      4. Standardize product and vendor naming/references throughout to enable searching, sorting, and grouping. For example, Microsoft Office may be variably referred to as "Microsoft", "Office", "Office 365", and "Office365" throughout your data. Pick one descriptor for the product/vendor and replace all related references with that descriptor.
      5. Consolidate and aggregate your data. Ideally, the data you received from your sources has already been simplified; however, you may need to further organize it to reduce the number of individual line items to a more manageable number. The transparency exercise uses relatively high-level categories, so combine data sets and aggregate where feasible without losing appropriate granularity.
      6. Archive any original copies of files that have been modified or replaced with consolidated/aggregated versions for future reference if needed.

      2.2 Clean and organize your data

      InputOutput
      • Data and information files
      • A normalized set of data and information for completing the IT spend and staffing transparency exercise
      MaterialsParticipants
      • Whiteboard/flip charts
      • Head of IT
      • IT financial lead

      Select IT spend "buckets" for the CXO Business View as your final preparatory step

      Every organization has both industry-agnostic and industry-specific lines of business that are the direct beneficiaries of IT spend.

      Common shared business functions:

      • Human resources.
      • Finance and accounting.
      • Sales/customer service.
      • Marketing and advertising.
      • Legal services and regulatory compliance.
      • Information technology.

      It may seem odd to see IT on the business functions list since the purpose of this exercise is to map IT spend. For business view purposes, IT spend refers to what IT spends on itself to support its own internal operations.

      Examples of industry-specific functions:

      • Manufacturing: Product research and development; production operations; supply chain management.
      • Retail banking: Core banking services; loan, mortgage and credit services; investment and wealth management services.
      • Hospitals: Patient intake and admissions; patient diagnosis; patient treatment; patient recovery and ongoing care.
      • Insurance: Actuarial analysis; policy creation; underwriting; claims processing.

      See the Appendix of this blueprint for definitions of shared business functions plus sample industry-specific business view categories.

      Define your CXO Business View categories to set yourself up well for future ITFM analyses

      The CXO Business View buckets you set up today are tools you can and should reuse in your overall approach to ITFM governance. Spend some time to get them right.

      Stay high-level

      Getting too granular invites administrative headaches and overhead. Keep things high-level and general:

      • Limit the number of direct stakeholders represented: This will reduce communication overhead and ensure you're dealing only with people who have real decision-making authority.
      • Look to your org. chart: Note the departments or business units listed across the top of the chart that have one executive or top-ranking senior manager accountable for them. These business units often translate as-is into a tidy CXO Business View category.

      Limit your number of buckets

      Tracking IT spend across more than 8-10 shared and industry-specific business categories is impractical.

      • Simplify your options: Too many buckets gets confusing and invites time-wasting doubt.
      • Reduce future rework: Business structures will change, which means recategorizing spend data. Using a forklift is a lot easier than using tweezers.
      • Stick to major business units: Create separate "Business Other" and "Industry Other" catch-all categories to track IT spend for smaller functions that fall outside of major business unit structures.

      Stay high-level with the CXO Business View

      Be clear on what's in and what's out of your categories to keep everyone on the same page

      Clear lines of demarcation between CXO Business View categories reduce confusion, doubt, and wheel-reinvention when deciding where to allocate IT spend.

      Ensure clear boundaries

      Mutual exclusivity is key when defining categories in any taxonomical structure.

      • Avoid overlaps: Each high-level business function category should have few or no core function or process overlaps with another business function category. Aim for clear vertical separation.
      • Be encompassing: When defining a category, list all the business capabilities and sub-functions included in that category. For example, if defining the finance and accounting function, remember to specify its less obvious accountabilities, like enterprise asset management if appropriate.

      Identify exclusions

      Listing what's out can be just as informative and clarifying as listing what's in.

      • Beware odd bedfellows: Minor business groups are often tucked under a bigger organizational entity even though the two use different processes and technologies. Separate them if appropriate and state this exclusion in the bigger entity's definition.
      • Draw a line: If a process crosses business function categories, state which sub-steps are out of scope.
      • Document your decisions: This helps ensure you allocate IT spend the same way every time.

      Clear lines of demarcation between CXO Business View categories

      2.3 Build your industry-specific business views

      Duration: Two hours

      1. Confirm your list of high-level shared business services (human resources, finance and accounting, etc.) as provided in Info-Tech's IT Spend & Staffing Transparency Workbook. Rename them if needed to match the nomenclature used in your organization.
      2. Set and define your additional list of high-level, industry-specific business categories that are unique to or define your industry. See the slides immediately following this exercise for tips on developing these categories, as well as the appendix of this blueprint for some examples of industry-specific categories and definitions.
      3. Create "Business Other" and "Industry Other" categories to capture minor groups and activities supported by IT that fall beyond the major shared and industry-specific business functions you've shortlisted. Briefly note the business groups/activities that fall under these categories.
      4. Edit/enter your shared and industry-specific business function categories and their definitions on tab "2. Business View Definitions" in the IT Spend & Staffing Transparency Workbook.

      Download the IT Spend & Staffing Transparency Workbook

      2.3 Build your industry-specific business views

      InputOutput
      • Knowledge about your organization's structure and business functions/units
      • A list of major shared business functions and industry-specific business functions/capabilities that are defining of your industry
      MaterialsParticipants
      • Whiteboard/flip charts
      • Head of IT
      • IT financial lead

      Lock in key pieces of baseline data

      Calculating core IT spend metrics relies on a few key numbers. Settle these first based on known data before diving into detailed mapping.

      These baseline data will allow you to calculate high-level metrics like IT spend as a percent of revenue and year-over-year percent change in IT spend, as well as more granular metrics like IT staff spend per employee for a specific IT service.

      Baseline data checklist

      • IT spend analysis period (date range).
      • Currency used.
      • Organizational revenue.
      • Organizational OpEx.
      • Total current year IT spend.
      • Total current year IT CapEx and IT OpEx.
      • Total previous-year IT spend.
      • Total projected next-year IT spend.
      • Number of organizational employees.
      • Number of IT employees.

      You may have discovered some things you didn't know about during the mapping process. Revisit your baseline data when your mapping is complete and make adjustments where needed.

      2.4 Enter your baseline data

      Duration: One hour

      1. Navigate to tab "3. Baseline Data" in the IT Spend & Staffing Transparency Workbook. Using the data you've gathered, enter the following information to set your baseline data for future calculations:
        1. Your IT spend analysis date range. This can be concrete dates, a fiscal year abbreviation, etc.
        2. The currency you will be using throughout the workbook. It's important that all monetary values entered are in the same currency.
        3. Your organization's total revenue and total operating expenditure (OpEx) for the spend analysis data range you've specified. Revenue includes all sources of funding/income.
        4. Your total IT OpEx and total IT capital expenditure (CapEx). The workbook will add your OpEx and CapEx values for you to arrive at a total IT spend value.
        5. Total IT spend for the year prior to the current IT spend analysis date range, as well as anticipated total IT spend for the year following.
        6. Total IT staff spend (salaries, benefits, training, travel, and fees for employees and contractors in a staff augmentation role) for the spend analysis date range.
        7. The total number of organizational employees and total number of IT employees. These are typically full-time equivalent (FTE) values and include contractors in a staff augmentation role.
      2. Make note of any issues that have influenced the values you entered.

      Download the IT Spend & Staffing Transparency Workbook

      2.4 Enter your baseline data

      InputOutput
      • Cleaned and organized spend and staffing data and information
      • Finalized baseline data for deriving spend metrics
      MaterialsParticipants
      • IT Spend & Staffing Transparency Workbook
      • Head of IT
      • IT financial lead

      Phase 2: Gather required data

      Achievement summary

      You've now completed all preparation steps for your IT spend transparency journey. You have:

      • Gathered your IT spend and staffing data and information.
      • Cleaned and organized your data to streamline mapping.
      • Identified your baseline data points.

      "As an IT person, you're not speaking the same language at all as the accounting department. There's almost always a session of education that's required first."
      - Angie Reynolds, Principal Research Director, ITFM Practice, Info-Tech Research Group

      Phase 3

      Map Your IT Staff Spend

      This phase will walk you through the following activities:

      • Mapping your IT staff spend across the four views of the ITFM Cost Model
      • Validating your mapping

      This phase involves the following participants:

      • Head of IT
      • IT financial lead
      • Other members of IT management

      Phase 3: Map your IT staff spend

      Allocate your workforce costs across the four views.

      Now it's time to tackle the first part of your hands-on spend mapping effort, namely IT staff spend. In this phase you will:

      • Allocate your IT staff spend across the four views of the ITFM Cost Model.
      • Validate your mapping to ensure that it's accurate and complete.

      "We're working towards the truth. We know the answer, but it's how to get it. Take Data & BI. For some organizations, four FTEs is too many. Are these people really doing Data & BI? Look at the big picture and see if something's missing."
      - Rex Ding, Research Specialist, ITFM Practice, Info-Tech Research Group

      Staffing costs comprise a significant percent of OpEx

      Staffing is the first thing that comes to mind when it comes to spend. Intentionally bring it out of the shadows to promote constructive conversations.

      • Total staffing costs stand out from other IT spend line items. This is because they're comparatively large, often comprising 30-50% of total IT costs.
      • Standing out comes at a price. Staff costs are where business leadership looks first if they want cuts. If IT leadership doesn't bring forward ways to cut staffing costs as part of a broader cost-cutting mandate, it will be seen as ignorant of business priorities at best and outright insubordinate at worst.
      • Staffing costs as a percentage of total costs vary between IT functions. On the business side, there's a lack of understanding about what functions IT staff serve and support and the real-world costs of obtaining (and keeping) needed IT skills. For example, IT security staffing costs as a percentage of that service's total OpEx will likely be higher than service desk staff given the scarcity and higher market value of the former. Trimming 20% of IT staffing costs from the IT security function has much different implications than cutting 20% of service desk staffing costs.

      Staffing spend transparency can do a lot to change the conversation from one where the business thinks that IT management is just being self-protecting to one where they know that IT management is actually protecting the business.

      Demonstrating the legitimate reasons behind IT staff spend is critical in both rationalizing past and current spend decisions as well as informing future decisions.

      Info-Tech recommends that you map your IT staffing costs before all other IT costs

      Mapping your IT staffing spend first is a good idea because:

      • Staffing costs are usually documented more clearly, simply, and accurately than other IT costs.
      • Gathering all your IT staffing data is usually a one-stop shop (i.e. the HR department).
      • The comparative straightforwardness of mapping staff costs compared to other IT costs gives you the opportunity to:
        • Get familiar with the ITFM Cost Model views and categories.
        • Get the hang of the hands-on mapping process.
        • Determine the kinds of speed bumps and questions you'll encounter down the road when you tackle the more complicated mappings.

      "Some companies will say software developer. Others say application development specialist or engineer. What are these things? You have to have conversations ..."
      - Rex Ding, Research Specialist, ITFM Practice, Info-Tech Research Group

      Understand the CFO Expense View: "Workforce" categories defined

      For the staffing spend mapping exercise, we're defining the Workforce category here and will offer Vendor category definitions in the vendor spend mapping exercise later.

      Workforce: The total costs of employing labor in the IT organization. This includes all salary/wages, benefits, travel/training, dues and memberships, and contractor pay. Managed services expenses associated with an external service provider should be excluded from Workforce and included in Contract Services.

      Employee: A person employed by the IT organization on a permanent full-time or part-time basis. Costs include salary, benefits, training, travel and expenses, and professional dues and memberships. These relationships are managed under human resources and the bulk of spend transactions via payroll processes.

      Contractor: A person serving in a non-permanent staff augmentation role. These relationships are typically managed under procurement or finance and spend transactions handled via invoicing and accounts payable processes. Labor costs associated with an external service provider are excluded.

      CFO Expense View

      Mapping your IT staff across the CFO Expense View is relatively cut-and-dried

      The CFO Expense View is the most straightforward in terms of mapping IT staffing costs as it's made up of only two main categories: Workforce and Vendor.

      In the CFO Expense View, all IT spend on staffing is allocated to the Workforce bucket under either Employee or Contractor.

      What constitutes a Contractor can be confusing given increased use of long-term labor augmentation strategies, so being absolutely clear about this is imperative. For spend mapping purposes:

      • Any staff members under independent contract where individuals are paid directly by your organization as opposed to indirectly via a service provider (e.g. staffing firm) are considered Workforce > Contractor.
      • Any circumstances where you pay a third-party organization for labor is slotted under Vendor > Contract Services.

      CFO Expense View

      Understand the CIO Service View: Categories defined

      We've provided definitions for the major categories that require clarification.

      Applications Development: Purchase/development, testing, and deployment of application projects. Includes internally developed or packaged solutions.

      Applications Maintenance: Software maintenance fees or maintaining current application functionality along with minor enhancements.

      Hosting & Networks: Compute, storage, and network functionality for running/hosting applications and providing communications/connectivity for the organization.

      End User: Procurement, provision, management, and maintenance (break/fix) of end-user devices (desktop, laptops, tablets, peripherals, and phones) as well as purchase/support and use of productivity software on these devices. The IT service desk is included here as well.

      PPM & Projects: People, processes, and technologies dedicated to the management of IT projects and the IT project portfolio as a whole.

      Data & BI: Strategy and oversight of the technology used to support data warehousing, business intelligence, and analytics.

      IT Management: Senior IT leadership, IT finance, IT strategy and governance, enterprise architecture, process management, vendor management, talent management, and program and portfolio management oversight.

      Security: Information security strategy and oversight, practices, procedures, compliance, and risk mitigation to protect and prevent unauthorized access to organizational data and technology assets.

      CIO Service View

      Mapping your IT staff across the CIO Service View is a slightly harder exercise

      The complexity of mapping staff across this view depends on how your IT department is organized and the degree of role specialization vs. generalization.

      The CIO Service View mirrors how many IT departments are organized into teams or work groups. However, some partial percentage-based allocations are probably required, especially for smaller IT units with more generalized, cross-functional roles. For example:

      • A systems administrator's costs may need to be allocated 80% to Hosting & Networks and 20% to Security.
      • An app development team lead may spend about 40% of their time doing hands-on Development work and the other 60% on project management (i.e. PPM & Projects).

      Info-Tech has found that allocating staffing costs for Data & BI raises the most doubts as it can be very entangled with Applications and other spend. Do the best you can.

      Understand the CXO Expense View: Categories defined

      Expand shared services and industry function categories as suits your organization.

      Industry Functions: As listed and defined by you for your specific industry.

      Human Resources: IT staff and specific application functionality in support of organizational human resource management.

      Finance & Accounting: IT staff and specific application functionality in support of corporate finance and accounting.

      Shared Services Other: IT staff and specific application functionality in support of all other shared enterprise functions.

      Information Technology: IT staff and specific application functionality in support of IT performing its own internal IT operations functions.

      Industry Other: IT staff and specific application functionality in support of all other industry-specific functions.

      CXO Expense View

      Mapping your IT staff across the CXO Business View warrants the most time

      This view is probably the most difficult as many IT department roles are set up according to lines of IT service, not lines of business. Prepare to do a little math.

      The CXO Expense View also requires percentage-based splitting of role spend, but to a greater extent.

      • Start by mapping staff cost allocations for those roles that are at, or close to, 100% dedicated to a specific business function (if any).
      • For IT roles that support organization-wide or multi-department functions, knowing the percent of employees that work in each relevant business unit and parceling IT staff spend by those same percentages may be easiest. For example, a general systems administrator's costs could be allocated as 4% to HR, 2% to finance, 25% to sales, 20% to production operations, and so on based on the percentage of employees in each of the supported business units.

      Take a minute to figure out how you plan to map IT's indirect CXO Business View costs

      Direct IT costs are those that are dedicated to a specific business unit or user group, such a marketing campaign management app, specialized devices used by a specific subset of workers in the field, or a business analyst embedded full-time in a sales organization.

      VS

      Indirect IT costs are pretty much everything else that's shared broadly across the organization and can't be tied to just one stakeholder or user group, such as network infrastructure, the service desk, and office productivity apps. These costs must be fairly and evenly distributed.

      No indirect mapping method is perfect, but here's a suggestion:

      • Take the respective headcount of all business functions sharing the IT resource/service in question.
      • Calculate each business function's staff as a percentage of all organizational staff.
      • Use this same percent of staff to calculate and allocate a business function's indirect staff and indirect vendor costs.

      "There is always a conversation about indirect allocations. There's never been an organization I've heard of or worked for which has been able to allocate every technology cost directly to a business consumption or business unit."
      Monica Braun, ITFM Research Director, Info-Tech Research Group

      Example:

      • A company of 560 employees has six HR staff (about 1.1% of total staff).
      • Network admin staffing costs $143,000, so $1,573 (1.1%) would be allocated to HR.
      • Internet services cost $40,000, so $440 (1.1%) would be allocated to HR.

      Some indirect costs are shared by multiple business functions, but not all. In these cases, exclude non-participating business functions from the total number of organizational employees and re-calculate a new percent of staff for each participating business function.

      Know where you're most likely to encounter direct vs. indirect IT staffing costs

      Info-Tech has found that direct vs. indirect staffing spend is more commonly found in some areas than others. Use this insight to focus your work.

      Direct IT staffing spend

      Definition: Individuals or teams whose total time is formally dedicated to the support of one business unit/function.

      • Data & BI (direct to one non-IT unit)
      • IT Management (direct to IT)
        • Service planning & Architecture
        • Strategy & Governance
        • Financial Management
        • People & Resources

      Hybrid IT staffing spend

      Definition: Teams with a percent of time or entire FTEs formally dedicated to one business unit/function while the remainder of the time or team is generalized.

      • Applications
        • Applications Development
        • Applications Maintenance
      • IT Management
        • PPM & Projects

      Indirect IT staffing spend

      Definition: Individuals or teams whose total time is generalized to the support of multiple or all business units or functions.

      • Infrastructure
        • Hosting & Networks
        • End Users
      • Security

      Indirect staff spend only comes into play in the CXO Business View. Thoroughly map the CIO Service View first and leverage its outcomes to inform your allocations to individual business and industry functions.

      Understand the CEO Innovation View: Categories defined

      Be particularly clear on your understanding of the difference between business growth and business innovation.

      Business Innovation: IT spend/ activities focused on the development of new business capability, new products and services, and/or introduction of existing products/ services into new markets. It does not include expansion or update of existing capabilities.

      Business Growth: IT spend/activities focused on the expansion, scaling, or modernization of an existing business capability, product/service, or market. This is specifically related to growth within a current market.

      Keep the Lights On: IT spend/activities focused on keeping the organization running on a day-to-day basis. This includes all activities used to ensure the smooth operation of business functions and overall business continuity.

      CEO Innovation View

      Important Note

      Info-Tech analysts often skip mapping staff for the CEO Innovation View when delivering the IT Spend & Staffing Benchmarking Service.

      This is because, for many organizations, either most IT staff spend is allocated to Keep the Lights On or any IT staff allocation to Business Growth and Business Innovation activities is untracked, undocumented, and difficult to parse out.

      Mapping your IT staff across the CEO Innovation View is largely straightforward

      Clear divisions between CapEx and OpEx can be your friend when it comes to mapping this view. Focus your efforts on parsing growth vs. innovation.

      • The majority of IT staff costs are OpEx: And the majority of OpEx will land in the Keep the Lights On category. This is a comparatively simple mapping exercise. Know in advance that this will be the largest of the three buckets in the CEO Innovation View by a very wide margin, so don't be surprised if over 90% of IT staffing costs end up here.
      • Most of the remaining IT staff costs will be tied to capital projects and investments: This means that they will land in either Business Growth or Business Innovation, with the majority typically sitting under Business Growth. Again, don't be surprised if the Business Innovation category holds less than 3% of total IT staffing spend.

      Take your IT staff spend mapping to the next level with detailed time and headcount data

      Overlay a broader assessment of your IT staff

      Info-Tech's IT Staffing Assessment diagnostic can expand your view of what's really happening on the staffing front.

      • Learn your true distribution of IT staff across the same IT services listed in the ITFM Cost Model's CIO Service View.
      • Get other metrics such as degrees of seniority, manager span of control, and IT staff perception of their effectiveness.

      Take action

      1. Set it up: Contact your Info-Tech Account Manager and sign your team up to take the diagnostic.
      2. Assess the findings: Review the output report, specifically how your staff says they spend their time versus what your organization chart's been telling you.
      3. Apply the percentages: Use the FTE allocation percentages in the output report to guide how you distribute your staff spend across the CIO Service View.
      4. Expand your analysis: Use your staff's feedback around perceived aids and obstacles to effectiveness in order to inform and defend your recommendations and decisions on how IT funds should be spent.

      Consider these final tips for mapping your IT staffing costs before diving in

      Mapping your IT staffing costs definitely requires some work. However, knowing the common stumbling blocks and being systematic will yield the best results.

      Approach: Be efficient to be effective

      Start with what you know best: Map the CFO Expense View first to plug in information you already have. Next, map the CIO Service View since it's most aligned to your organization chart.

      Keep a list of questions: You'll need to seek clarifications. Note your questions, but don't reach out until you've done a first pass at the mapping - don't annoy people with a barrage of questions.

      Delegate: Your managers and leads have a more accurate view of exactly what their staff do. Consider delegating the CIO Service View and CXO Business View to them or turn the mapping exercise into a series of collaborative leadership team activities.

      Biggest challenge: Role/title ambiguity

      • The Business Analyst role is often vague. These staffers are often jacks-of-all-trades in IT. You probably can't rely on a generic job description to figure out exactly which services and business functions BAs are spending their time on. Plan to ask a lot of questions.
      • Other role titles may be completely inaccurate. Is the word "system" referring to apps, infrastructure, or both? Is the user experience specialist actually a programmer? Is a manager really managing anything? Know your organization's tendencies around meaningful job titling and set your workload expectations accordingly.

      Key step - validate! If you see services or functions with low or no allocation, or something just doesn't look right, investigate. Someone's doing that work - take the time to figure out who.

      3.1 Map your IT staffing costs

      Duration: Variable

      1. Navigate to tab "4. Staff Spend Mapping" in the IT Spend & Staffing Transparency Workbook. On one row, enter the name of an individual or group to be mapped, their role/title (if an individual), and their total known cost as per your collected data.
      2. Under the CFO Expense View (columns F-G), enter the number of FTEs represented by the individual or group named and their status (i.e. Employee or Contractor).
      3. Under the CIO Service View (columns L-AF), allocate the individual or group's spend as a percentage across all service categories. If the allocation for a service is 0%, leave the cell blank.
      4. Under the CXO Business View (columns AI-BA), allocate the individual or group's spend as a percentage across all business function and industry-specific function categories. If the allocation for a function is 0%, leave the cell blank.
      5. Under the CEO Innovation View (columns BD-BH), allocate the individual or group's spend as a percentage across Business Innovation, Business Growth, and Keep the Lights On. If the allocation for an investment type is 0%, leave the cell blank.
      6. Repeat steps 2 to 5 for all other IT staff (as individuals or groups).
      7. Follow up on and resolve any additional inquiries you need to make based on questions that arose during the mapping process.
      8. Validate your mapping by:
        1. Identifying spend categories that have zero staff spend allocation. Additional percentage allocation splits for certain roles are probably required.
        2. Investigating spend categories that seem to have very high or very low spend allocations based on a gut check. Again, double-check your percentage allocation splits.
        3. Ensuring your amounts add up to your previously calculated total IT staff spend. A balance tracker is provided on tab "6. Tracker & General Outputs" of the IT Spend & Staffing Transparency Workbook.

      Download the IT Spend & Staffing Transparency Workbook

      3.1 Map your staffing costs

      Input Output
      • Cleaned and organized IT staffing data and information
      • Finalized mapping of IT staff spend across the four views of the ITFM Cost Model
      Materials Participants
      • IT Spend & Staffing Transparency Workbook
      • Head of IT
      • IT financial lead
      • Other IT management as required

      Phase 3: Map your IT staff spend

      Achievement summary

      You've now completed your IT staff spend mapping. You have:

      • Allocated your IT staff spend across the four views of the ITFM Cost Model.
      • Validated your mapping to ensure it's accurate and complete.

      "Some want to allocate everybody to IT, but that's not how we do it. [In one CXO Business View mapping], a client allocated all their sand network people to the IT department. At the end of the process, the IT department itself accounted for 20% of total IT spend. We went back and reallocated those indirect staff costs across the business."
      - Kennedy Confurius, Research Analyst, ITFM Practice, Info-Tech Research Group

      Phase 4

      Map Your IT Vendor Spend

      This phase will walk you through the following activities:

      • Mapping your IT vendor spend across the four views of the ITFM Cost Model
      • Validating your mapping

      This phase involves the following participants:

      • Head of IT
      • IT financial lead
      • Other members of IT management

      Phase 4: Map your IT vendor spend

      Allocate your vendor costs across the four views.

      Now you're ready to take on the second part of your spend mapping, namely IT vendor spend. In this phase you will:

      • Allocate your IT vendor spend across the four views of the ITFM Cost Model.
      • Validate your mapping to ensure it's accurate and complete.

      "[One CIO] said that all technology spend runs through their IT group. But they didn't have hardware in their financial data file - no cellphones or laptops, no network or server expenses. They thought they had everything, but they didn't know what they didn't have. Assume it's out there somewhere."
      - Kennedy Confurius, Research Analyst, ITFM Practice, Info-Tech Research Group

      Tackle the non-staff side of IT spend

      Info-Tech analysts find that mapping the IT vendor spend data is harder because the source data is often scattered and not meaningfully labeled.

      • Be patient and systematic. As with mapping your IT staff spend data, the more organized you are from the outset and the more thoroughly you've prepared your data, the more straightforward the exercise will be.
        • Did you "un-unique" your data? If not, do that now before attempting mapping.
      • Get comfortable with making some assumptions. You need to get through the exercise, so sometimes making a best guess and entering a value is better than diving down a rabbit hole. Your gut is probably right anyway. But only make assumptions around smaller line items that don't have a massive impact on your final numbers. Never assume anything when it comes to big-ticket items.
      • Curb your urge to fix. Some of your buckets will start to get big, while others will barely budge. This is normal ... and interesting! Resist the urge to "balance" staffing spend in a bucket by loading it with apps and hardware for fear that the staffing spend looks too high and will be questioned. This exercise is about how things are, not how they look.

      "A common financial data problem is no vendor names. I've noticed that, even if the vendor name is there, there are no descriptors. You cannot actually tell what type of service it is. Data security? Infrastructure? Networking? Ask yourself 'What did we purchase and what does it do?'"
      - Aman Kumari, Research Specialist, ITFM Practice, Info-Tech Research Group

      Understand the CFO Expense View: Vendor categories defined

      These are the final definitions for this view. See the previous section for CFO Expense View > Workforce definitions used in the IT staffing cost mapping exercise.

      Vendor: Provider of a good or service in exchange for payment.

      Hardware: Costs of procuring, maintaining, and managing all IT hardware, including end-user devices, data center and networking equipment, cabling, and hybrid appliances for both on-premises and cloud-based providers.

      Software: Costs for all software (applications, database, middleware, utilities, tools) used across the organization. This includes purchase, maintenance, and licensing costs.

      Contract Services: Costs for all third-party services including managed service providers, consultants, and advisory services.

      Cloud: Offsite hosting and delivery of an on-demand software or hardware computing function by a third-party provider, often on a subscription-type basis.

      On-Prem: On-site hosting and delivery of a software or hardware computing function, often requiring upfront purchase cost and subsequent maintenance costs.

      Managed Services: Costs for outsourcing the provision and maintenance of a technical process or function.

      Consulting & Advisory: Costs for the third-party provision of professional or technical advice and expertise.

      CFO Expense View

      Know if a technology is cloud-based or on-premises before mapping

      A technology may be one, the other, or both if multiple versions are in play. Financial records rarely indicate which, but on-premises vs. cloud matters in your planning.

      On-Premises

      • Check your CapEx. Any net-new purchases of software or hardware for the IT spend analysis year in question should appear on the CapEx side of the equation. After the first year of implementation/rollout, all ongoing maintenance and management costs should be found under OpEx.
      • Focus on real in-year costs.
        • Don't try to map depreciation or amortization associated with CapEX. Instead, map any upfront purchase costs that occurred in the relevant IT spend analysis year.
        • Map any OpEX costs incurred from maintenance and management. For multi-year maintenance contracts, apply the percentage of fees paid for the relevant year.

      Cloud

      • Check your OpEx. Cloud services are typically fee-based, which means the costs often come in the form of regularly timed bills akin to a subscription.
      • Differentiate new services from older ones. If the cloud service was initiated during the IT spend analysis year in question, there may be some one-time service setup and initiation fees that were legitimately slotted under CapEx. If the cloud service isn't new, then all costs should be OpEx.

      Vendors are increasingly "retiring" on-premises software products. This means an older version may be on-prem, a newer one cloud, and you may have both in play.

      Mapping built-in data, analytics, and security functions can raise doubts

      With so many apps focused on capturing, manipulating, and protecting data, built-in analytics, reporting, and security functions blur CIO Service View bucket boundaries.

      Applications vs. Data & BI

      • In recent years, much more powerful analysis and report-generation features have been added to core enterprise applications. If analytics and reporting functionality is an extended feature of a database-driven application, such as ERP or CRM, then map it to one of the Applications buckets.
      • If the sole purpose of the application is to store, manipulate, query, analyze, and/or visualize data, then log its costs under Data & BI. These would include technologies such as data warehouses, marts, cubes, and lakes; desktop data visualization tools; enterprise business intelligence platforms; and specialized reporting tools.

      Applications vs. Security

      • A similar conundrum exists for Security. So many tools today have built-in security functionality that cannot be unintegrated from the app they support. Don't even try to isolate native security functionality for spend mapping purposes - map it to Applications.
      • If the tool is a special-purpose, standalone security tool or security platform, then map it to Security. These tools usually sit within, and are used/managed by, IT. They include firewalls; antivirus/anti-malware; intrusion prevention, detection and response; access control and authentication; encryption; and penetration testing and vulnerability assessment.

      Putting spend in the right bucket does matter. However, if uncertainty persists, err on the side of consistency. For most organizations Applications Maintenance does end up being the biggest bucket.

      When mapping the CXO Business View, do the biggest vendors first

      Below is a suggested order of operations to clear through the majority of vendor spend as early as possible in the process.

      1 Sort high to low Sort your list of vendor spend from highest to lowest. Your top 20 vendors should constitute most of the spend.
      2 Map multi-department enterprise apps Flag your top apps vendors that have presence in most or all of your business units. Map these first. These tend to be enterprise-level business apps "owned" by core business functions but used broadly across the organization such as enterprise resource planning (ERP), customer relationship management (CRM), and people management systems.
      3 Map end-user spend Identify top vendors of general end-user technologies like office productivity apps, desktop hardware, and IT service desk tools. Allocate percentages according to your selected indirect spend mapping method.
      4 Map core infrastructure spend Map the behind-the-scenes network, telecom, and data center technologies that underpin IT, plus any infrastructure managed services. Again, apply your selected indirect spend mapping method.
      5 Map business-unit specific technologies This is the spend that's often incurred by just one department. This may also be technology spend that's out in the business, not in IT proper. Map it to the right business function or put it in Business Other or Industry Other if the business function doesn't have its own bucket.
      6 Map the miscellaneous Only smaller spend items likely remain at this point. When in doubt, map them to either Business Other or Industry Other.

      After mapping the CXO Business View, your Other buckets might be getting a bit big

      It's common for the Business Other and Industry Other categories to be quite large, and even the largest. This is okay, but plan to dig deeper and understand why.

      Remember "when in doubt, map to either the Business Other or Industry Other category"? Know what large Other buckets might really be telling you. After your first pass at mapping the CXO Business View, review Business Other and Industry Other if either is more than about 10% of your total spend.
      Diversification: Your organization has a wide array of business functions and/or associated staff that exist outside the core business and industry-specific categories selected. Are there minor business functions that can reasonably be included with the core categories identified? If not, don't force it. Better to keep your core buckets clean and uncomplicated.
      Non-core monolith: There's a significant technology installation outside the core that's associated with a comparatively minor business function. Is there a business function incurring substantial technology spend that should probably be broken out on its own and added to the core? If so, do it. Spend is unlikely to get smaller as the organization grows, so best to shine a light on it now.
      Shadow IT: There's significant technology spend in several areas of the organization that is unowned, unmanaged, or serving an unknown purpose as far as IT is concerned. Is a lot of the spend non-IT technology in the business? If yes, flag it and plan to learn more. It's likely that technologies living elsewhere in the organization will become IT concerns eventually. Better to be ready than to be surprised.

      As with staffing, CapEx vs. OpEx helps map the CEO Innovation View

      Mapping to this view was optional for IT staffing. For hard technology vendor spend, mapping this view is key. Use the guidance below to determine what goes where.

      Keep the Lights On
      Spend usually triggered by a service deck ticket or work order, not a formal project. Includes:

      • Daily maintenance and management.
      • Repair or upgrade of existing technology to preserve business function/continuity.
      • Purchase of "commodity" technology, such as standard-issue laptops and licenses for office productivity software.

      Business Growth
      Spend usually in the context of a formal project under a CapEx umbrella. Includes:

      • Technology spend that directly supports business expansion of an existing product or service and/or market.
      • Modernizing existing technology.
      • Extension of, or investment in, existing infrastructure to ensure reliability and availability in response to growth-driven scaling of headcount and utilization.

      Business Innovation
      Spend is always in the context of a formal project and should be 100% CapEx in the first year after purchase. Includes:

      • Technology spend that directly supports development and rollout of new products or service and/or entry into new markets.
      • Use of existing technology or investment in net-new technology in direct support of a new business initiative, direction, or requirement.

      In many organizations, most technology spend will be allocated to Keep the Lights On. This is normal but should generate conversations with the business about redirecting funds to growth and innovation.

      Remember these top tips when mapping your technology vendor spend

      The benefits of having tidy and organized data can't be overstated, as your source data will be in a more varied state for this phase of the mapping than with IT staffing data.

      Approach: Move from macro to micro

      • Start with the big enterprise apps: These will probably be in the top five of your vendor spend list and will likely have good info about how and by whom they're used. Get them out of the way.
      • Clear out shared technologies. This will feature infrastructure and operations plus office productivity and communications spend. Portioning spend by department headcount for the CXO Business View is the hardest part. Get this forklift task out of the way too.
      • Don't sweat the small stuff. Wasting hours chasing the details of a $500 line item isn't worth it when you have five-, six-, or even seven-figure line items to map.

      Biggest challenge: Poor vendor labeling

      • Vendor labels are often an inconsistent mess or missing entirely. Standardize and apply consistent vendor labels throughout your data so that you can aggregate your data into a workable form.
      • Spend transactions with the same vendor can be scattered all over the place in your general ledger. Take the time to "un-unique" your data to save yourself tremendous grief later on.
      • Start new go-forward labeling habits. Talk to finance about your new list of vendor naming standards and tagging spend as on-prem or cloud. Getting their cooperation with these are major wins.

      Key step - validate! If you see services or functions with low or no allocation, or something just doesn't look right, investigate. There's probably a technology out there in the business doing that work.

      4.1 Map your IT vendor spend

      Duration: Variable

      1. Navigate to tab "5. Vendor Spend Mapping" in the IT Spend & Staffing Transparency Workbook. On one row, enter a spend line item (vendor, product, etc.), a brief description, and the known amount of spend.
      2. Under the CFO Expense View (columns F-P), allocate the line item's spend as a percentage across all asset-class categories. If the allocation for a line item is 0%, leave the cell blank.
      3. Under the CIO Service View (columns S-AM), allocate the line item's spend as a percentage across all service categories. If the allocation for a service is 0%, leave the cell blank.
      4. Under the CXO Business View (columns AP-BH), allocate the line item's spend as a percentage across all business function and industry-specific function categories. If the allocation for a function is 0%, leave the cell blank.
      5. Under the CEO Innovation View (columns BK-BO), allocate the line item's spend as a percentage across Business Innovation, Business Growth, and Keep the Lights On. If the allocation for an investment type is 0%, leave the cell blank.
      6. Repeat steps 2-5 for all spend line items.
      7. Follow up on and resolve any additional inquiries you need to make based on questions that arose during the mapping process.
      8. Validate your mapping by:
        1. Ensuring your amounts add up to your previously calculated total IT vendor spend. A balance tracker is provided on tab "6. Tracker & General Outputs" of the IT Spend & Staffing Transparency Workbook.
        2. Identifying spend categories that have zero spend allocation. Additional percentage allocation splits for certain line items are probably required.
        3. Investigating spend categories that seem to have very high or very low spend allocations based on a gut check. Again, double-check your percentage allocation splits.

      Download the IT Spend & Staffing Transparency Workbook

      4.1 Map your IT vendor spend

      InputOutput
      • Cleaned and organized IT vendor spend data and information
      • Finalized mapping of IT vendor spend across the four views of the IT Cost Model
      MaterialsParticipants
      • IT Spend & Staffing Transparency Workbook
      • Head of IT
      • IT financial lead
      • Other IT management as required

      Phase 4: Map your IT vendor spend

      Achievement summary

      You've now completed your IT vendor spend mapping. You have:

      • Allocated your IT vendor spend across the four views of the ITFM Cost Model.
      • Validated your mapping to ensure it's accurate and complete.

      "A lot of organizations log their spending by vendor name with no description of the goods or services they actually purchased from the vendor. It could be hardware, software, consulting services ... anything. Having a clear understanding of what's really in there is an essential aspect of the spend conversation."
      - Rex Ding, Research Specialist, ITFM Practice, Info-Tech Research Group

      Phase 5

      Identify Implications for IT

      This phase will walk you through the following activities:

      • Analyzing the results of your IT staff and vendor spend mapping across the four views of the ITFM Cost Model
      • Preparing an executive presentation of your transparent IT spend

      This phase involves the following participants:

      • Head of IT
      • IT financial lead
      • Other members of IT management

      Phase 5: Identify implications for IT

      Analyze and communicate.

      You're now nearing the end of the first leg in your IT spend transparency journey. In this phase you will:

      • Analyze the results of your IT spend mapping process.
      • Revisit your transparency objectives.
      • Prepare an executive presentation so you can share findings with other leaders in your organization.

      "Don't plug in numbers just to make yourself look good or please someone else. The only way to improve is to look at real life."
      - Monica Braun, Research Director, ITFM Practice, Info-Tech Research Group

      You've mapped your IT spend data. Now what?

      With mapped data in hand, now you can start to tell IT's spend story with stakeholders in the business.

      Mapping your IT spend is a lot of work, but what you've achieved is impressive (applause!) as well as essential for growing your ITFM maturity. Now put your hard work to work.

      • Consider benchmarking. While not covered in-depth here, benchmarking against yourself in a year-over-year approach as well as against external industry peers are very useful exercises in your technology spend analysis.
      • Review your numbers and graphs. Your IT Spend & Staffing Transparency Workbook contains a series of data visualizations that will help you see the big picture as well as relationships between spend categories.
      • Note the very big numbers, the very small numbers, and the things that just look odd. You'll want to investigate and understand these further.
      • Prepare to communicate. Facilitating conversations with stakeholders in the business is the immediate objective of the IT spend and staffing transparency exercise. Decide where and with whom you want to start dialogue.

      The slides that follow show sample data summaries and visualizations generated in the IT Spend & Staffing Transparency Workbook. We'll take a look at the metrics, tables, and graphs you now have available to you post-mapping and how you can potentially use them in conversations with different IT stakeholders.

      Evaluate how you might use benchmarks before diving into your analysis

      Benchmarking can be a useful input for contextualizing and interpreting your IT spend data. It's not essential at this point but should be part of your ITFM toolkit.

      There are two basic types of benchmarking ...

      Internal: Capturing a current-state set of data about an in-house operation to serve as a baseline. Over time, snapshots of the same data are taken and compared to the baseline to track and assess changes. Common uses for internal benchmarking include:

      • Assessing the impact of a project or initiative.
      • Measuring year-over-year performance.

      External: Seeking out aggregated, current-state data about a peer-group operation to assess your own relative status or performance on the same operation. Common uses for external benchmarking include:

      • Understanding common practices in the industry.
      • Strategic and operational visioning, planning, and goal-setting.
      • Putting together a business case for change or investment.

      Both types of benchmarking benefit from some formality and rigor. Info-Tech can help you stand up an ITFM benchmarking approach as well as connect you with actual IT spend peer benchmarks via our IT Spend & Staffing Benchmarking service.

      5.1 Analyze the results of your IT spend mapping

      Duration: Variable

      1. Review the guidance slides that follow the two instruction slides for this exercise to provide yourself with a grounding on how to interpret and analyze your mapped IT staff and vendor spend data.
      2. Systematically review the data tables and graphs on the "Outputs" tabs 6 through 10 in the IT Spend & Staffing Transparency Workbook. There are several approaches you can take - use the one that works best for you. For example:
        1. Review each view in its entirety, one at a time.
        2. Review all workforce spend collectively across all four views, followed by all vendor spend across all four views (or vice versa).
      3. Make note of any spend values that are comparatively high or low or strike you as odd or worth further investigation.
      4. Craft a series of spend-related questions you want to answer for yourself and your stakeholders using the data.
        1. For example, you need to cut costs and apps maintenance is high. Your question could be, "Can we cut costs on applications maintenance staffing?"
        2. Alternatively, you can develop a series of statements (research hypotheses) that you seek to prove true or false with the data. This approach is useful for testing assumptions you've been making. For example, "We can cut spending on applications maintenance staff. True or false?"
      5. Use the template provided on tab "11. Data Analysis" in the IT Spend & Staffing Transparency Workbook to document your findings and conclusions, along with the data that supports them.

      Download the IT Spend & Staffing Transparency Workbook

      5.1 Analyze the results of your IT spend mapping

      InputOutput
      • Tabular and graphical data outputs
      • Conclusions and potential actions about IT staff and vendor spend
      MaterialsParticipants
      • IT Spend & Staffing Transparency Workbook
      • Head of IT
      • IT financial lead
      • Other IT management as required

      High-level findings: Use these IT spend metrics to review and set big picture goals

      Think of these metrics as key anchors in your long-term strategic planning efforts.

      Use IT spend metrics to review and set big goals

      It's common for the business to want a sacrifice in IT OpEx in favor of CapEx

      CapEx and OpEx approval mechanisms are often entirely separate. Different tax treatment for CapEx means that it's usually preferred by the business over OpEx.

      OpEx is often seen as a sunk cost (i.e. an IT problem).

      • Barring a major decision or event, OpEx on an individual item will generally trend upward over time, often by a few percent every year, in lockstep with inflation and growth in organizational headcount.
      • A good portion of OpEx, however, is necessary for basic business continuity.

      CapEx is usually seen as investment (i.e. a business growth opportunity).

      • CapEx behaves quite differently than OpEx. On-the-books capitalized spend on an individual asset tends to trend downward over time due to depreciation or amortization.
      • CapEx only tends to go up when a net-new capital project is initiated, and organizations often have more control over if, when, and how this spend happens.

      Break down the OpEx/CapEx wall. Reference OpEx whenever you talk about CapEx. The best way to do this is via Total Cost of Ownership (TCO).

      • Present data on long-term OpEx projections whenever a new capital project is proposed and ensure ongoing maintenance funds are secured.
      • Educate your CFO about the impact of the cloud on OpEx. See if internal OpEx/CapEx ratio expectations can be adjusted to reflect this reality.

      Spend by asset class offers the CFO a visual illustration of where the money's really gone

      The major spend categories should look very familiar to your CFO. It's the minor sub-categories that sit underneath where you ultimately want to drive the conversation.

      Traditional categories don't reflect IT reality anymore.

      • Most finance departments have "software" accounts that contain apples and oranges, plus other dissimilar fruit.
      • Software isn't just software anymore. Now it's on-premises (CapEx) or cloud (OpEx). The same distinction applies to traditional hardware due to the advent of managed services.
      • The basic categories traditionally used to tag IT spend are out of date. This makes it hard for IT to have meaningful conversations with the CFO since they're not working from the same glossary.

      "Software (on-premises)" and "hardware (cloud)" are more meaningful descriptors than "software" and "hardware." Shift the dialogue.

      Start the migration from major categories to minor categories.

      • Still give the CFO the traditional major categories they're looking for but start including minor category breakdowns into your communications. Most importantly, have a meeting to explain what these minor categories are and why they're important to managing IT effectively.
      • Next, see if the CFO can formally split on-premises vs. cloud software on the books as a first step in making IT spend tracking more meaningful.

      Employees vs. contractors warrants a specific conversation, plus a change in mindset

      IT leaders often find it easier to get approval for contracted labor than to hire a permanent employee. However, the true value proposition for contractors does vary.

      The decision to go with permanent employees or contractors depends on your ultimate goals.

      • Contractors tend to be less expensive and provide more flexibility when adjusting to changing business needs. However, contractors may be less dedicated and take their skills and knowledge with them when they leave.
      • Permanent employees bring additional costs like benefits and training. Plus, letting them go is a lot more complicated. However, they can also bring real value in a way a contractor can't when it comes to sustaining long-term strategic growth. They're assets in themselves.

      Far too often, labor-sourcing decisions are driven by controlling near-term costs instead of generating and sustaining long-term value.

      Introduce the cost-to-value ratio to your workforce spend conversations.

      • Your mapped data will allow you to talk about comparative headcount and spend. This is a financial conversation devoid of context.
      • Go beyond. Show how workforce spend has allowed stated goals to be achieved while controlling for costs. This is the true definition of value.

      CFO Expense View: Shift the ITFM conversation

      Now that you've mapped your IT spend data to the CFO Expense View, there are some questions you're better equipped to answer, namely:

      • How should I classify my IT costs?
      • What information should I include in my plans and reports?
      • How do I justify current spend?
      • How do I justify a budget increase?

      You now have:

      • A starting point for educating the CFO about IT spend realities.
      • A foundation for creating a shared glossary of terms that works for both IT and the finance department and facilitates more meaningful conversations.
      • Proof that there are major areas of IT spend, such as cloud software, that are distinctive and probably warrant their own financial category in the general ledger.
      • A transparent record of IT spend that shows that you understand and care about financial issues, fostering the goodwill and trust that facilitates investment in IT.
      • A starting point to change the ITFM conversation with the CFO from one focused on cost to one focused on value.

      Exactly how is IT spending all that money we give them?

      Exactly like this ...

      Chart of the CFO Expense View

      The CIO Service View aligns with how IT organizes and manages itself – this is your view

      The data mapped here is a critical input for IT's service planning and management program and should be integrated into your IT performance measurement activities.

      Major service categories: These values give a high-level snapshot of your general IT service spend priorities. In most organizations, Applications dominates, making it a focus for cost optimization.

      Minor service categories: The level of granularity for these values prove more practical when measuring performance and making service management decisions - not too big, not too small. While not reflected in this example, application maintenance is usually the largest relative consumer of IT spend in most organizations.

      Data & BI and security: Isolating the exact spend for these services is challenging given that they're often entangled in applications and infrastructure spend respectively, and separate spend tracking for both is a comparatively recent practice.

      Table of CIO Service View

      Check the alignment of individual service spend against known business objectives

      Some IT services are taken for granted by the business, while others are virtually invisible. This lack of visibility often translates into funding misalignments.

      Is the amount of spend on a given service in parallel with the service's overall importance?

      • Though often unstated, ensuring continuity of basic business operations is always the top priority. This means business apps, core infrastructure, end users, and security need to be appropriately funded - these should collectively comprise the majority of IT service spend.
      • Strategy-supporting IT services, like data & BI, see high investment variability between organizations. If its strategic role/importance doesn't align with spend, flag it as an issue you'll need to reconcile with the business by increasing funding (important) or reducing service levels (unimportant).
      • The strategic importance of IT as a whole is often reflected in the spend on IT management services. If spend is low, IT's probably seen as a support function, not a strategic one.

      Identify the hot spots and pick your battles.

      • Spend levels are just approximate gauges of where and how the business is willing to spend its money. Start with this simple gut check.
      • Noting the areas of importance vs. spend misalignment will help you identify where negotiations with the business should probably happen.

      A mature IT cost optimization practice is often approached from the service perspective

      When optimizing IT costs, you have two OpEx levers to pull - vendor spend and staff spend. Isolating these two sources of IT service spend will help shortlist your options.

      It's all about how much room you have to move.

      • Any decision made about how a service is provisioned will push vendor and staff spend in clear, predictable, and often opposite directions (e.g. in-house and people-intensive services tend to see higher staff spend, while outsourced and tech-intensive services higher vendor spend).
      • Service levels required by the business should be the driving factor behind service design and spend decisions. High service spend may reflect priority but may also indicate it's over-built and is ripe for a cost-optimization treatment.
      • Service spend is a useful barometer for tracking the financial impact of any changes made to IT. Add simple unit-cost metrics like "service spend per organizational employee" and "service spend per FTE assigned to the service" to see if and how the dial has moved over time.

      Grow your IT service management practice.

      • The real power of the CIO Service View is laying the groundwork for next-level IT service management initiatives like developing a service catalog, negotiating service-level agreements, rolling out chargeback and showback mechanisms, and calculating IT's value to the business.
      • Use service spend as a common denominator for both your IT service management and IT performance management programs. Better yet, integrate the two programs to ensure a single version of the truth.

      CIO Service View: Optimize your cost-to-value ratio

      Now that you've mapped your IT spend data to the CIO Service View, there are some questions you're better equipped to answer, namely:

      • What's the impact of cloud adoption on speed of delivery?
      • Where can I improve spend efficiency?
      • Is my support model optimized?
      • How does our spend compare to others?

      You now have:

      • Data that shows the financial impact of change decisions on service costs.
      • Insight into the relationship between vendor spend and staff spend within a given IT service.
      • The information you need to start developing service unit costing mechanisms.
      • A tool for setting and right-sizing service-level agreements with the business.
      • A more focused starting point for investigating IT cost-optimization opportunities.
      • A baseline for benchmarking common IT services against your peers.

      Does the amount we spend on each IT service make sense?

      We have some good opportunities for optimization ...

      Chart of CIO Service View

      The CXO Business View will spur conversations that may have never happened before

      This view is a potential game changer as previously unknown technology spend is often revealed, triggering change in IT's relationship with business unit leaders.

      Table of CXO Business View

      The big beneficiaries of IT spend will leap out

      The CXO Business View mapping does have a "shock and awe" quality to it given large spend disparities. They may be totally legitimate, but they're still eye-catching.

      Share information, don't push recommendations.

      • Have a series of one-on-one meetings with business unit leaders to present these numbers.
        • Approach initial meetings as information-sharing sessions only. The data is probably new to them, and they'll need time to reflect and ask questions.
        • Bring a list of the big-ticket spend items for that business unit to focus the conversation.
      • Present these numbers at a broader leadership meeting.
        • It's critical for everyone to hear the same truth and learn about each other's technology needs and uses.
        • This is where recommendations for better aligning IT spend with business goals and cost-optimization strategies should surface. A group approach will bring technology haves and have-nots into the open, as well as provide a forum for collaborative solutioning.

      If possible, slice the numbers by business unit headcount.

      • IT spend per business unit employee is an attention-getting metric that can help gain entry to important conversations.
      • Comparing per-employee spend across different business functions is not necessarily an apples-to-apples comparison, as units like HR may have few employees but serve the entire organization. Bring up these kinds of differences to provide context and avoid misinterpretations.

      Questions will arise in how you calculated and allocated indirect IT spend

      IT spend for things like core infrastructure and end-user services must be distributed fairly across multiple or all business units. Be prepared to explain your methods.

      Be transparent in your transparency.

      • Distributing indirect spend is imprecise by nature. You can't account for every unique circumstance. However, you can devise a logic-driven, general approach that's defensible, fair, and works for most people most of the time.
      • Lay out your assumptions from the start. This is an important part of communicating transparently and can prevent unwanted descent into weedy rabbit holes.
        • List what you classified as indirect spend. Use the CFO Expense View and/or CIO Service View categories to aid your presentation of this information.
        • Point out known circumstances that didn't fit your general allocation method and how you handled them. Opting to ignore minor anomalies is reasonable but be sure to tell business unit leaders you did this and why.

      Use questions about indirect IT staff spend distribution to engage stakeholders.

      • As a percentage, the indirect IT staff spend allocation to a specific business unit may be higher than that for IT vendor spend since IT staff tend to operate more generally than the technologies they support.
      • Leverage any pushback about indirect spend as an opportunity to engage the broader business leadership group. Let them arrive at a consensus of how they want it done and confirm buy-in.

      CXO Business View: Bring the truth to light

      Now that you've mapped your IT spend data to the CXO Business View, there are some questions you're better equipped to answer, namely:

      • Which business units consume the most IT resources?
      • Which business units are underserved by IT?
      • How do I best communicate spend data internally?
      • Where do I need better business sponsorship for IT projects?

      You now have:

      • A reason-based accounting of direct and indirect amounts spent on IT vendors and staff in support of each major business unit.
      • Insight into the technology haves and have-nots in your organization and where opportunities to optimize costs may exist.
      • Attention-getting numbers that will help you engage business-unit leaders in meaningful conversations about their use of IT resources and the value they receive.
      • A mechanism to assess if a business unit's consumption of IT is appropriate and aligned with its purpose and mandate in the organization.
      • A list of previously unknown business-side technologies that IT will investigate further.

      Why doesn't my business unit get more support from IT?

      Let's look at how you compare to the other departments ...

      Chart of the CXO Business View

      From the CEO's high-level perspective, IT spend is a collection of distinct financial islands

      From IT's perspective, these islands are intimately connected, with events on one affecting what happens (or doesn't) on another. Focus on the bridges.

      Table of CEO High-level Perspective

      Focus more on unifying the view of technology spend than on the numbers

      When talking to the CEO, seek to build mutual understanding and encourage a holistic approach to the organization's technology spend.

      Use the numbers to get to the real issues.

      • Clarify with the CEO what business innovation, business growth, and KTLO means to them and the role each plays in the organization's strategic and operational plans.
      • Find out the role they think IT, and technology as a whole, has in realizing business plans. Only then can you look at the relative allocation of IT spend with them to see if the aspiration aligns with reality.
      • Eventually, you'll need to discuss expectations around who pays the bills for operationally supporting capital technology investments over the long-term (i.e. IT or the business units that actually want and use it). You'll have concrete examples of business projects that consumed IT operations resources without a corresponding increase in IT's OpEx budget.

      Focus your KTLO spend conversation on risk and trade-off.

      • Every strategic conversation needs to look at the impact on ongoing operations. Every discussion about CapEx needs to investigate the long-term repercussions for OpEx. Look at the whole tech spend picture.
      • Use risk to get KTLO/OpEx into the conversation. Be straightforward (i.e. "If we do/don't do this, then we can/can't do that"). Simply put, mitigating the risks that get in the way of having it all usually requires spending.

      CEO Innovation View: Learn what's really expected of IT

      Now that you've mapped your IT spend data to the CEO Innovation View, there are some questions you're better equipped to answer, namely:

      • Why is KTLO spend so high?
      • What should our operational spend priorities be?
      • Which projects and investments should we prioritize?
      • Are we spending enough on innovative initiatives?

      You now have:

      • A holistic, organization-wide view of total technology spend in support of different investment types, namely business innovation, business growth, and keeping things up and running.
      • Data-driven examples that prove the impact of near-term capital spend on long-term operational expenses and the intimate relationship between the two types of spend.
      • A way to measure the degree of alignment between the innovation and growth goals the organization has and how money is actually being spent to realize those goals.
      • A platform to discuss how technology investment decision-making and governance can work better to realize organizational mandates and goals.

      I know what IT costs us, but what is it really worth?

      Here's how tech spend directly supports business objectives ...

      Chart of CEO Innovation View

      Revisit your IT spend transparency objectives before crafting your executive presentation

      Go back to exercise 1.1 to remind yourself why you undertook this effort in the first place, clear your head of all that data, and refocus on the big picture.

      Review the real problems and issues you need to address and the key stakeholders.
      This will guide what data you focus on or showcase with other business leaders. For example, if IT OpEx is perceived as high, be prepared to examine the CapEx/OpEx ratio as well as cloud-related spend's impact on OpEx.

      Flag ITFM processes you'll develop as part of your ITFM maturity improvement plan.
      You won't become a TCO math expert overnight, but being able to communicate your awareness of and commitment to developing and applying ITFM capabilities helps build confidence in you and the information you're presenting.

      Use your first big presentation to debut ITFM.
      ITFM as a formal practice and the changes you hope to make may be a novel concept for your business peers. Use your newfound IT spend and staffing transparency to gently wade into the topic instead of going for the deep dive.

      Now it's time to present your transparent IT spend and staffing data to your executive

      Pull out of analysis mode. You're starting to tell the IT spend story, and this is just the first chapter. Introduce your cast of characters and pique your audience's interest.

      The goal of this first presentation is to showcase IT spend in general and make sure that everyone's getting the same information as everyone else.

      Go broad, not deep
      Defer any in-depth examinations until after you're sure you have everyone's attention. Only dive deep when you're ready to talk about specific plans via follow-up sessions.

      Focus on the CXO
      Given your audience, the CXO Business View may be the most interesting for them and will trigger the most questions and discussion. Plan to spend the largest chunk of your time here.

      Avoid judgment
      Let the numbers speak for themselves. Do point out what's high and what's low, but don't offer your opinion about whether it's good or bad. Let your audience draw their own conclusions.

      Ask for impressions
      Education and awareness are primary objectives. What comes up will give a good indication of what's known, what's news, who's interested, and where there's work to do.

      Pick a starting point
      Ask what they see as high-priority areas for both optimizing IT costs as well as improving the organization's approach to making IT spend decisions in general.

      What to include in your presentation ...

      • Purpose: Why you did the IT spend and staffing transparency exercise.
      • Method: The models and processes you used to map the data.
      • Data: Charts from the IT Spend & Staffing Transparency Workbook.
      • Feedback: Space for your audience to voice their thoughts.
      • Next steps: Discussion and summary of actions to come.

      5.2 Develop an executive presentation

      Duration: Two hours

      1. Download the IT Staff & Spend Executive Presentation Template.
      2. Copy and paste the IT spend output tables and graphs into the template. (Note: Pasting as an image will preserve formatting.)
      3. Incorporate observations and insights about your analysis of your IT spend metrics.
      4. Conduct an internal review of the final presentation to ensure it includes all the elements you need and is error free.
      5. Book time to make your presentation to the executive team. Plan time after the presentation to field questions, engage in follow-up information sessions, and act on feedback.

      Note: Refer to your organization's standards and norms for executive-level presentations and either adapt the Info-Tech template accordingly or use your own.

      Input Output
      • Tabular and graphical data outputs in the IT Spend & Staffing Transparency Workbook
      • Executive presentation summarizing your organization's actual IT spend
      Materials Participants
      • IT Spend & Staffing Transparency Workbook
      • IT Staff & Spend Executive Presentation Template
      • CIO/IT directors
      • IT financial lead
      • Other IT management

      Download the IT Spend & Staffing Transparency Executive Presentation TemplateTemplate

      Phase 5: Identify implications for IT

      Achievement summary

      You've done the hard part in starting your IT spend transparency journey. You have:

      • Analyzed the results of your IT spend mapping process.
      • Revisited your transparency objectives.
      • Prepared an executive presentation so you can share findings with other leaders in your organization.

      "Having internal conversations, especially if there is doubt, allows for accuracy and confidence in your model. I was showing someone the cost of a service he managed. He didn't believe the service was so expensive. We went through it: here are the people we allocated, the assets we allocated, and the software we allocated. It was right - that was the total cost. He was like, 'No way. Wow.' The costs were high, and the transparency is what allowed for a conversation on cost optimization."
      - Monica Braun, Research Director, ITFM Practice, Info-Tech Research Group

      Next Steps

      Achieve IT Spend & Staffing Transparency

      This final section will provide you with:

      • An overall summary of accomplishment
      • Recommended next steps
      • A list of contributors to this research
      • Some related Info-Tech resources to help you grow your ITFM practice

      Summary of Accomplishment

      Congratulations! You now have a fully transparent view of your IT spend.

      You've now mapped the entirety of technology spend in your organization. You've:

      1. Learned the key sources of spend data and information in your organization.
      2. Set some standards for data organization and labeling.
      3. Have a methodology for continuing to track and document spend in a transparent way.
      4. Crafted an executive presentation that's a first step in having more meaningful and constructive conversations about IT spend with your key stakeholders.

      What's next?

      With a reliable baseline, you can look forward to more informed and defensible IT budgeting and cost optimization. Use your newly-transparent IT spend as a foundation for improving your financial data hygiene in the near term and evolving your overall ITFM governance maturity in the long-term.

      If you would like additional support, have our analysts guide you through an Info-Tech full-service engagement or Guided Implementation.

      Contact your account representative for more information.

      1-888-670-8889

      Research Contributors and Experts

      Monica Braun, Research Director, ITFM Practice

      Monica Braun
      Research Director, ITFM Practice
      Info-Tech Research Group

      Dave Kish, Practice Lead, ITFM Practice

      Dave Kish
      Practice Lead, ITFM Practice
      Info-Tech Research Group

      Kennedy Confurius, Research Analyst, ITFM Practice

      Kennedy Confurius
      Research Analyst, ITFM Practice
      Info-Tech Research Group

      Aman Kumari, Research Specialist, ITFM Practice

      Aman Kumari
      Research Specialist, ITFM Practice
      Info-Tech Research Group

      Rex Ding, Research Specialist, ITFM Practice

      Rex Ding
      Research Specialist, ITFM Practice
      Info-Tech Research Group

      Angie Reynolds, Principal Research Director, ITFM Practice

      Angie Reynolds
      Principal Research Director, ITFM Practice
      Info-Tech Research Group

      Related Info-Tech Research

      Build Your IT Cost Optimization Roadmap

      • Cost optimization often doesn't go beyond the cutting part, but cutting costs isn't strategic - it's reactive and can easily result in mistakes.
      • True cost optimization is much more than this. Re-focus your efforts on optimizing your cost-to-value ratio and implementing a sustainable cost-optimization practice.

      Build an IT Budget

      • Budgetary approval is difficult because finance executives have a limited understanding of IT and use a different vocabulary.
      • Detailed budgets must be constructed in a way that is transparent but at a level of appropriate detail in order to limit complexity and confusion.

      Manage an IT Budget

      • No one likes to be over budget, but being under budget isn't necessarily good either.
      • Implement a budget management process that documents your planned budget and actual expenditures, tracks variances, and responds to those variances to stay on track.
      • Control for under- or overspending using Info Tech's budget management tool and tactics.

      APPENDIX

      Sample shared business services

      Sample industry-specific business services

      Sample shared business functions

      Business function Definition
      Human Resources The management of the recruitment, training, development, appraisal, compensation/reward, retention, and departure of employees in an organization. Does not include management of subcontractor or outsourced relationships.
      Finance and Accounting The management and analysis of an organization's revenue, funds, spend, investments, financial transactions, accounts, and financial statements. Often includes enterprise asset management.
      Procurement and Supplier Management Acquiring materials, goods, and services from an external party, including identifying potential suppliers/providers, managing tendering or bidding processes, negotiating terms and agreements, and managing the relationship with the vendor/provider.
      Information Technology The development, management, and optimization of information technology resources and systems over their lifecycle in support of an organization's work priorities and goals. Includes computer-based information and communication systems, but typically excludes industrial operational technologies.
      Legal Expertise in interpretation, implication, and application of legislation and regulation that affects the enterprise, including guidance and support in the areas of risk, contracting, compliance, ownership, and litigation.
      Regulatory Affairs and Compliance Management Identification, operationalization, monitoring, reporting, and enforcement of the standards, rules, codes, and laws that apply to an organization's operating environment and the products and services it offers.
      Sales Transactional provision of a product or service to a buyer at an agreed-upon price. Includes identifying and developing prospective buyers, presenting and explaining the product/service, overcoming prospect objections and concerns to purchase, negotiating terms, developing contracts, and billing or invoicing.
      Customer Service and Support A range of activities designed to optimize the customer experience with an organization and its products and services throughout the customer lifecycle with the goals of retaining the customer; encouraging additional spend or consumption; the customer positively influencing other potential customers; and minimizing financial and reputational business risks.
      Marketing and Advertising Understanding customer/prospect needs, developing strategies to meet those needs, and promotion of the organization's products/services to a target market via a range of channels to maximize revenue, membership, donations, and/or develop the organization's brand or reputation. Includes market research and analysis and promotion, campaign, and brand management.

      Sample industry-specific functions

      Supply chain and capital-intensive industries.

      Industry function Definition
      Product Innovation Research, design, development, and launch of new products, including the engineering of their underlying production processes.
      Product and Service Portfolio Management The management of an organization's collection of products and services, including management of the product/service roadmap; product/service portfolio and catalog; product/service quality and performance; and product/service pricing, bundling and markdown.
      Logistics and Supply Chain Management Sourcing raw materials or component parts needed and shipping of a finished product. Includes demand planning; procurement/supplier management; inventory management; yard management; allocation management; fulfillment and replenishment; and product distribution and delivery.
      Production Operations Manufacture, storage, and tracking of a product and ensuring product and production process quality. Includes operations management, materials management, quality/safety control, packaging management, and management of the tools, equipment, and technologies that support it.
      Architecture & Engineering The design and planning of structures or critical infrastructure systems according to scientific, functional, and aesthetic principles.
      Construction New construction, assembly, or alteration of buildings and critical infrastructure (e.g. transportation systems; telecommunications systems; utilities generation/transmission/distribution facilities and systems). Includes management of all construction project plans and the people, materials, and equipment required to execute.
      Real Estate Management Management of any residential, commercial, or industrial real estate holdings (land and buildings), including any financial dealings such as its purchase, sale, transfer, and rental as well as ongoing maintenance and repair of associated infrastructure and capital assets.

      Sample industry-specific functions

      Financial services and insurance industries.

      Industry function Definition
      Core Banking Services Includes ATM management; account management (opening, deposit/withdrawal, interest calculation, overdraft management, closing); payments processing; funds transfers; foreign currency exchange; cash management.
      Loan, Mortgage, and Credit Services Includes application, adjudication, and approval; facility; disbursement/card issuance; authorization management; merchant services; interest calculation; billing/payment; debt/collections management.
      Investment and Wealth Management Processes for the investment of premiums/monies received from policy holders/customers to generate wealth. Often two-pronged: internal investment to fund claim payout in the case of insurance, and customer-facing investment as a financial service (e.g. retirement planning/annuities). Includes product development and management, investment management, safety deposit box services, trust management services.
      Actuarial Analysis & Policy Creation Development of new policy products based on analysis of past losses and patterns, forecasts of financial risks, and assessment of potential profitability (i.e. actuarial science). These processes also include development of rate schedules (pricing) and the reserves that the insurer needs to have available for potential claim payouts.
      Underwriting & Policy Administration Processes for assessing risk of a potential policy holder; determining whether to insure them or not; setting the premiums the policy holder must pay; and administering the policy over the course of its lifecycle (including updates and billing).
      Claims Processing & Claims Management Processes for receiving, investigating, evaluating, approving/denying, and disbursing a claim payout. This process is unique to the insurance industry. In health insurance, ongoing case management processes need to be considered here whereby the insurer monitors and approves patient treatments over a long-term basis to ensure that the treatments are both necessary and beneficial.

      Sample industry-specific functions

      Healthcare industry

      Industry function Definition
      Patient Intake & Admissions Processes whereby key pieces of information about a patient are registered, updated, or confirmed with the healthcare provider in order to access healthcare services. Includes patient triage, intake management, and admissions management. These processes are generally administrative in nature.
      Patient Diagnosis A range of methods for determining the medical condition a patient has in order to provide appropriate care or treatment. Includes examination, consultation, testing, and diagnostic imaging.
      Patient Treatment The range of medical procedures, methods, and interventions to mitigate, relieve, or cure a patient's symptom, injury, disease, or other medical condition. Includes consultation and referral; treatment and care planning; medical procedure management; nursing and personal support; medicine management; trauma management; diet and nutrition management; and patient transportation.
      Patient Recovery & Ongoing Care Processes and methods for tracking the progress of a patient post-treatment; improving their health outcomes; restoring, maintaining, or improving their quality of life; and discharging or transferring them to other providers. Includes remote monitoring of vital parameters, physical therapy, post-trauma care, and a range of restorative and lifestyle modification programs.

      Sample industry-specific functions

      Gaming and hospitality industries

      Industry function Definition
      Accommodation Short-term lodging in hotel facilities. Includes management and maintenance of guest rooms and common spaces, amenities (e.g. swimming pool), and other related services (e.g. valet parking).
      Gaming Includes table wagering games and gambling activities such as slot machines or any other activity that includes on premises mobile casino gaming.
      Food & Beverage Services Food and beverages prepared, served, or available for sale by the hotel on the hotel premises via restaurants and bars and room service. Excludes catering (see Events Management) and management or operation of independent leased food and beverage establishments located on the hotel premises.
      Entertainment & Events Planning, coordination, and on-premises hosting of events including conferences, conventions, trade shows, parties, ceremonies and live entertainment, and other forms of recreation on the hotel premises. Includes all aspects of entertainment operations, facility management and catering for the event.

      Agile Enterprise Architecture Operating Model

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      • Parent Category Name: Strategy & Operating Model
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      Establish an enterprise architecture practice that:

      • Leverages an operating model that promotes/supports agility within the organization.
      • Embraces business, data, application, and technology architectures in an optimal mix.
      • Is Agile in itself and will be sustainable and reactive to business needs, staying relevant and “profitable” – continuously delivering business value.

      Our Advice

      Critical Insight

      • Use your business and EA strategy and design principles to right-size standardized operating models to fit your EA organization’s needs.
      • You need to define a sound set of design principles before commencing with the design of your EA organization.
      • The EA operating model structure should be rigid but pliable enough to fit the needs of the stakeholders it provides services to.
      • A phased approach and a good communication strategy is key to the success of the new EA organization.
      • Start with one group and work out the hurdles before rolling it out organization-wide.
      • Make sure that you communicate regularly on wins but also on hurdles and how to overcome them.

      Impact and Result

      • The organization design approach proposed will aim to provide twofold agility: the ability to stretch and shrink depending on business requirements and the promotion of agility in architecture delivery.
      • By recognizing that agility comes in different flavors, organizations using more traditional design patterns will also benefit from the approach advocated by this blueprint.

      Agile Enterprise Architecture Operating Model Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out create an Agile EA operating model to execute the EA function, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Design your EA operating model

      You need to define a sound set of design principles before commencing with the design of your EA organization.

      • Agile EA Operating Model Communication Deck
      • Agile EA Operating Model Workbook
      • Business Architect
      • Application Architect
      • Data Architect
      • Enterprise Architect

      2. Define your EA organizational structure

      The EA operating model structure should be rigid but pliable enough to fit the needs of the stakeholders it provide services to.

      • EA Views Taxonomy
      • EA Operating Model Template
      • Architecture Board Charter Template
      • EA Policy Template
      • EA Compliance Waiver Form Template

      3. Implement the EA operating model

      A phased approach and a good communications strategy are key to the success of the new EA organization.

      • EA Roadmap
      • EA Communication Plan Template
      [infographic]

      Workshop: Agile Enterprise Architecture Operating Model

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 EA Function Design

      The Purpose

      Identify how EA looks within the organization and ensure all the necessary skills are accounted for within the function.

      Key Benefits Achieved

      EA is designed to be the most appropriately placed and structured for the organization.

      Activities

      1.1 Place the EA department.

      1.2 Define roles for each team member.

      1.3 Find internal and external talent.

      1.4 Create job descriptions with required proficiencies.

      Outputs

      EA organization design

      Role-based skills and competencies

      Talent acquisition strategy

      Job descriptions

      2 EA Engagement Model

      The Purpose

      Create a thorough engagement model to interact with stakeholders.

      Key Benefits Achieved

      An understanding of each process within the engagement model.

      Create stakeholder interaction cards to plan your conversations.

      Activities

      2.1 Define each engagement process for your organization.

      2.2 Document stakeholder interactions.

      Outputs

      EA Operating Model Template

      EA Stakeholder Engagement Model Template

      3 EA Governance

      The Purpose

      Develop EA boards, alongside a charter and policies to effectively govern the function.

      Key Benefits Achieved

      Governance that aids the EA function instead of being a bureaucratic obstacle.

      Adherence to governace.

      Activities

      3.1 Outline the architecture review process.

      3.2 Position the architecture review board.

      3.3 Create a committee charter.

      3.4 Make effective governance policy.

      Outputs

      Architecture Board Charter Template

      EA Policy Template

      4 Architecture Development Framework

      The Purpose

      Create an operating model that is influenced by universal standards including TOGAF, Zachmans, and DoDAF.

      Key Benefits Achieved

      A thoroughly articulated development framework.

      Understanding of the views that influence each domain.

      Activities

      4.1 Tailor an architecture development framework to your organizational context.

      Outputs

      EA Operating Model Template

      Enterprise Architecture Views Taxonomy

      5 Operational Plan

      The Purpose

      Create a change management and communication plan or roadmap to execute the operating model.

      Key Benefits Achieved

      Build a plan that takes change management and communication into consideration to achieve the wanted benefits of an EA program.

      Effectively execute the roadmap.

      Activities

      5.1 Create a sponsorship action plan.

      5.2 Outline a communication plan.

      5.3 Execute a communication roadmap.

      Outputs

      Sponsorship Action Plan

      EA Communication Plan Template

      EA Roadmap

      Maximize Your American Rescue Plan Funding

      • Buy Link or Shortcode: {j2store}74|cart{/j2store}
      • member rating overall impact: 9.0/10 Overall Impact
      • member rating average dollars saved: $661,499 Average $ Saved
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      • Parent Category Name: Cost & Budget Management
      • Parent Category Link: /cost-and-budget-management
      • Will funding from COVID-19 stimulus opportunities mean more human and financial resources for IT?
      • Are there governance processes in place to successfully execute large projects?
      • What does a large, one-time influx of capital mean for keeping-the-lights-on budgets?
      • How will ARP funding impact your internal resourcing?
      • How can you ensure that IT is not left behind or an afterthought?

      Our Advice

      Critical Insight

      • Seek a one-to-many relationship between IT solutions and business problems. Use the central and overarching nature of IT to identify one solution to multiple business problems that span multiple programs, departments, and agencies.
      • Lack of specific guidance should not be a roadblock to starting. Be proactive by initiating the planning process so that you are ready to act as soon as details are clear.
      • IT involvement is the lynchpin for success. The pandemic has made this theme self-evident, and it needs to stay that way.
      • The fact that this funding is called COVID-19 relief might make you think you should only use it for recovery, but actually it should be viewed as an opportunity to help the organization thrive post-pandemic.

      Impact and Result

      • Shift IT’s role from service provider to innovator. Take ARP funding as a once-in-a-lifetime opportunity to create future enterprise capabilities by thinking big to consider IT innovation that can transform the business and its initiatives for the post-pandemic world.
      • Whether your organization is eligible for a direct or an indirect transfer, be sure you understand the requirements to apply for funding internally through a business case or externally through a grant application.
      • Gain the skills to execute the project with confidence by developing a comprehensive statement of work and managing your projects and vendor relationships effectively.

      Maximize Your American Rescue Plan Funding Research & Tools

      Use our research to help maximize ARP funding.

      Follow Info-Tech's approach to think big, align with the business, analyze budget and staffing, execute with confidence, and ensure compliance and reporting.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      [infographic]

      Workshop: Maximize Your American Rescue Plan Funding

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Think Big

      The Purpose

      Push the boundaries of conventional thinking and consider IT innovations that truly transform the business.

      Key Benefits Achieved

      A list of innovative IT opportunities that your IT department can use to transform the business

      Activities

      1.1 Discuss the objectives of ARP and what they mean to IT departments.

      1.2 Identify drivers for change.

      1.3 Review IT strategy.

      1.4 Augment your IT opportunities list.

      Outputs

      Revised IT vision

      List of innovative IT opportunities that can transform the business

      2 Align With the Business

      The Purpose

      Partner with the business to reprioritize projects and initiatives for the post-pandemic world.

      Key Benefits Achieved

      Assessment of the organization’s new and existing IT opportunities and alignment with business objectives

      Activities

      2.1 Assess alignment of current and new IT initiatives with business objectives.

      2.2 Review and update prioritization criteria for IT projects.

      Outputs

      Preliminary list of IT initiatives

      Revised project prioritization criteria

      3 Analyze IT Budget and Staffing

      The Purpose

      Identify IT budget deficits resulting from pandemic response and discover opportunities to support innovation through new staff and training.

      Key Benefits Achieved

      Prioritized shortlist of business-aligned IT initiative and projects

      Activities

      3.1 Classify initiatives into project categories using ROM estimates.

      3.2 Identify IT budget needs for projects and ongoing services.

      3.3 Identify needs for new staff and skills training.

      3.4 Determine business benefits of proposed projects.

      3.5 Prioritize your organization’s projects.

      Outputs

      Prioritized shortlist of business-aligned IT initiatives and projects

      4 Plan Next Steps

      The Purpose

      Tie IT expenditures to direct transfers or link them to ARP grant opportunities.

      Key Benefits Achieved

      Action plan to obtain ARP funding

      Activities

      4.1 Tie projects to direct transfers, where applicable.

      4.2 Align list of projects to indirect ARP grant opportunities.

      4.3 Develop an action plan to obtain ARP funding.

      4.4 Discuss required approach to project governance.

      Outputs

      Action plan to obtain ARP funding

      Project governance gaps

      State of Hybrid Work in IT

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      • Parent Category Name: Attract & Select
      • Parent Category Link: /attract-and-select

      Hybrid work is here, but there is no consensus among industry leaders on how to do it right. IT faces the dual challenge of supporting its own employees while enabling the success of the broader organization. In the absence of a single best practice to adopt, how can IT departments make the right decisions when it comes to the new world of hybrid?

      Our Advice

      Critical Insight

      • Don’t make the mistake of emulating the tech giants, unless they are your direct competition. Instead, look to organizations that have walked your path in terms of scope, organizational goals, industry, and organizational structure. Remember, your competitors are not just those who compete for the same customers but also those who compete for your employees.
      • Hybrid and remote teams require more attention, connection, and leadership from managers. The shift from doing the day-to-day to effectively leading is critical for the success of nontraditional work models. As hybrid and remote work become engrained in society, organizations must ensure that the concept of the “working manager” is as obsolete as the rotary telephone.

      Impact and Result

      Read this concise report to learn:

      • What other IT organizations are doing in the new hybrid world.
      • How hybrid has impacted infrastructure, operations, and business relations.
      • How to succeed at building a highly effective hybrid team.
      • How Info-Tech can help you make hybrid an asset for your IT department.

      State of Hybrid Work in IT Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. State of Hybrid Work in IT: A Trend Report – A walkthrough of the latest data on the impact of the hybrid work revolution in IT.

      Read this report to learn how IT departments are using the latest trends in hybrid work for greater IT effectiveness. Understand what work models are best for IT, how IT can support a remote organization, and how hybrid work changes team dynamics.

      • State of Hybrid Work in IT: A Trends Report

      Infographic

      Further reading

      State of Hybrid Work in IT: A Trend Report

      When tech giants can’t agree and best practices change by the minute, forge your own path to your next normal.

      Hybrid is here. Now how do we do this?

      The pandemic has catapulted hybrid work to the forefront of strategic decisions an organization needs to make. According to our State of Hybrid Work in IT survey conducted in July of 2022, nearly all organizations across all industries are continuing some form of hybrid or remote work long-term (n=518). Flexible work location options are the single greatest concern for employees seeking a new job. IT departments are tasked with not only solving hybrid work questions for their own personnel but also supporting a hybrid-first organization, which means significant changes to technology and operations.

      Faced with decisions that alter the very foundation of how an organization functions, IT leaders are looking for best practices and coming up empty. The world of work has changed quickly and unexpectedly. If you feel you are “winging it” in the new normal, you are not alone.

      95% of organizations are continuing some form of hybrid or remote work.

      n=518

      47% of respondents look at hybrid work options when evaluating a new employer, vs. 46% who look at salary.

      n=518

      Hybrid work model decision tree

      Your organization, your employees, your goals – your hybrid work

      The days of a “typical” workplace have passed. When it comes to the new world of hybrid work, there is no best-of-breed example to follow.

      Among the flood of contradictory decisions made by industry leaders, your IT organization must forge its own path, informed by the needs of your employees and your organizational goals.

      All IT work models can support the broader organization. However, IT is more effective in a hybrid work mode.

      Stay informed on where your industry is headed, but learn from, rather than follow, industry leaders.

      All industries reported primarily using partial, balanced & full hybrid work models.

      All industries reported some fully remote work, ranging from 2-10% of organizations surveyed.

      Construction and healthcare & life sciences did not require any fully in-office work. Other industries, between 1-12% required fully in-office work.

      The image contains a screenshot of the Enablement of Organizational Goals.

      Move beyond following tech giants

      The uncomfortable truth about hybrid work is that there are many viable models, and the “best of breed” depends on who you ask. In the post-pandemic workspace, for every work location model there is an industry leader that has made it functional. And yet this doesn’t mean that every model will be viable for your organization.

      In the absence of a single best practice, rely on an individualized cost-benefit assessment rooted in objective feasibility criteria. Every work model – whether it continues your status quo or overhauls the working environment – introduces risk. Only in the context of your particular organization does that risk become quantifiable.

      Don’t make the mistake of emulating the tech giants, unless they are your direct competition. Instead, look to organizations that have walked your path in terms of scope, organizational goals, industry, and organizational structure.

      External

      Internal

      Political

      Economic

      Social

      Technological

      Legal

      Environmental

      Operations

      Culture

      Resources

      Risk

      Benefit

      Employee Preferences

      Comparative

      Your competitors

      Info-Tech Insight

      Remember, your competitors are not just those who compete for the same customers but also those who compete for your employees.

      IT must balance commitments to both the organization and its employees

      IT has two roles: to effectively support the broader organization and to function effectively within the department. It therefore has two main stakeholder relationships: the organization it supports and the employees it houses. Hybrid work impacts both. Don't make the mistake of overweighting one relationship at the expense of the other. IT will only function effectively when it addresses both.

      Track your progress with the right metrics

      IT and the organization

      • Business satisfaction with IT
      • Perception of IT value

      Diagnostic tool: Business Vision

      IT and its employees

      • Employee engagement

      Diagnostic tool:
      Employee Engagement Surveys

      This report contains:

      1. IT and the Organization
        1. IT Effectiveness
          in a Hybrid World
        2. The Impact of Hybrid on Infrastructure & Operations
      2. IT and Its Employees
        1. What Hybrid Means for the IT Workforce
        2. Leadership for Hybrid IT Teams

      This report is based on organizations like yours

      The image contains graphs that demonstrate demographics of organizations.

      This report is based on organizations like yours

      The image contains two graphs that demonstrate a breakdown of departments in an organization.

      This report is based on organizations like yours

      The image contains two graphs that demonstrate the workforce type and operating budget.


      This report is based on organizations like yours

      The image contains two graphs that demonstrate organization maturity and effectiveness score.

      At a high level, hybrid work in IT is everywhere

      INDUSTRY

      • Arts & Entertainment (including sports)
      • Retail & Wholesale
      • Utilities
      • Transportation & Warehousing
      • Not-for-Profit (incl. professional associations)
      • Education
      • Professional Services
      • Manufacturing
      • Media, Information, Telecom & Technology
      • Construction
      • Gaming & Hospitality
      • Government
      • Healthcare & Life Sciences
      • Financial Services (incl. banking & insurance)

      ORGANIZATIONAL SIZE

      Small

      <100

      Medium

      101-5,000

      Large

      >5,000

      Employees

      POSITION LEVEL

      • Executive
      • Director
      • Supervisor/Manager
      • Student/Contractor/Team Member

      100% of industries, organizational sizes, and position levels reported some form of hybrid or remote work.

      Work model breakdown at the respondent level

      5% 21% 30% 39% 5%

      No Remote
      Work

      Partial Hybrid

      Balanced Hybrid

      Full Hybrid

      Full Remote

      Work

      n=516

      Industry lens: Work location model

      The image contains a screenshot of a graph that demonstrates the work location model with the work model breakdown at the respondent level.

      Percentage of IT roles currently in a hybrid or remote work arrangement

      The image contains a screenshot of two graphs that demonstrate the percentage of IT roles currently in a hybrid or remote work arrangement.

      Work location model by organization size

      The image contains a screenshot of a graph that demonstrates work location model by organization size.

      Hybrid work options

      The image contains a screenshot of two pie graphs that demonstrate hybrid work options.

      Expense reimbursement

      28% 27% 22% 26% 13% 4%

      None

      Internet/home phone

      Just internet

      Home office setup

      Home utilities

      Other

      NOTES

      n=518

      Home office setup: One-time lump-sum payment

      Home utilities: Gas, electricity, lights, etc.

      Other: Office supplies, portion of home rent/mortgage payments, etc.

      01 TECHNOLOGY

      IT and the Organization

      Section 1

      The promise of hybrid work for IT department effectiveness and the costs of making it happen

      In this section:

      1. IT Effectiveness in a Hybrid World
      2. The Impact of Hybrid on Infrastructure & Operations

      Hybrid work models in IT bolster effectiveness

      IT’s effectiveness, meaning its ability to enable organizational goal attainment, is its ultimate success metric. In the post-pandemic world, this indicator is intimately tied to IT’s work location model, as well as IT’s ability to support the work location model used by the broader organization.

      In 2022, 90% of organizations have embraced some form of hybrid work (n=516). And only a small contingent of IT departments have more than 90% of roles still working completely in office, with no remote work offered (n=515).

      This outcome was not unexpected, given the unprecedented success of remote work during the pandemic. However, the implications of this work model were far less certain. Would productivity remain once the threat of layoffs had passed? Would hybrid work be viable in the long term, once the novelty wore off? Would teams be able to function collaboratively without meeting face to face? Would hybrid allow a great culture
      to continue?

      All signs point to yes. For most IT departments, the benefits of hybrid work outweigh its costs. IT is significantly more effective when some degree of remote or hybrid work is present.

      The image contains a screenshot of a graph on how hybrid work models in IT bolster effectiveness.

      n=518

      Remote Work Effectiveness Paradox

      When IT itself works fully onsite, lower effectiveness is reported (6.2). When IT is tasked with supporting fully, 100% remote organizations (as opposed to being fully remote only within IT), lower effectiveness is reported then as well (5.9). A fully remote organization means 100% virtual communication, so the expectations placed on IT increase, as do the stakes of any errors. Of note, hybrid work models yield consistent effectiveness scores when implemented at both the IT and organizational levels.

      IT has risen to the challenge of hybrid

      Despite the challenges initially posed by hybrid and remote organizations, IT has thrived through the pandemic and into this newly common workplace.

      Most organizations have experienced an unchanged or increased level of service requests and incidents. However, for the majority of organizations, service desk support has maintained (58%) or improved (35%). Only 7% of IT organizations report decreased service desk support.

      Is your service desk able to offer the same level of support compared to the pre-pandemic/pre-hybrid work model?

      The image contains a screenshot of a graph that demonstrates service desk levels.

      How has the volume of your service requests/incidents changed?

      The image contains a screenshot of a graph that demonstrates volume of service requests/incidents changed.

      Has hybrid work impacted your customer satisfaction scores?

      The image contains a graph that demonstrates if hybrid work impacted customer satisfaction scores.

      Industry lens: Volume of service requests

      It is interesting to note that service request volumes have evolved similarly across industries, mirroring the remarkable consistency with which hybrid work has been adopted across disparate fields, from construction to government.

      Of note are two industries where the volume of service requests mostly increased: government and media, information, telecom & technology.

      With the global expansion of digital products and services through the pandemic, it’s no surprise to see volumes increase for media, information, telecom & technology. With government, the shift from on premises to rapid and large-scale hybrid or remote work for administrative and knowledge worker roles likely meant additional support from IT to equip employees and end users with the necessary tools to carry out work offsite.

      How has the volume of your service requests/incidents changed?

      The image contains a screenshot of a graph that demonstrates the volume of service requests/incidents changed.

      The transition to hybrid was worth the effort

      Hybrid and remote work have been associated with greater productivity and organizational benefits since before the pandemic. During emergency remote work, doubts arose about whether productivity would be maintained under such extreme circumstances and were quickly dispelled. The promise of remote productivity held up.

      Now, cautiously entering a “new normal,” the question has emerged again. Will long-term hybrid work bring the same benefits?

      The expectations have held up, with hybrid work benefits ranging from reduced facilities costs to greater employee performance.

      Organizational hybrid work may place additional strain on IT,
      but it is clear IT can handle the challenge. And when it does,
      the organizational benefits are tremendous.

      88% of respondents reported increased or consistent Infrastructure & Operations customer satisfaction scores.

      What benefits has the organization achieved as a result of moving to a hybrid work model?

      The image contains a bar graph that demonstrates the benefits of a hybrid work model.

      n=487

      Hybrid has sped up modernization of IT processes and infrastructure

      Of the organizations surveyed, the vast majority reported significant changes to both the process and the technology side of IT operations. Four key processes affected by the move to hybrid were:

      • Incident management
      • Service request support
      • Asset management
      • Change management

      Within Infrastructure & Operations, the area with the greatest degree
      of change was network architecture (reported by 44% of respondents), followed closely by service desk (41%) and recovery workspaces and mitigations (40%).

      63% of respondents reported changes to conference room technology to support hybrid meetings.

      n=496

      IT Infrastructure & Operations changes, upgrades, and modernization

      The image contains a screenshot of a bar graph that demonstrates IT Infrastructure & Operations Changes, Upgrades, and Modernizations.

      What process(es) had the highest degree of change in response to supporting hybrid work?

      The image contains a screenshot of a bar graph that demonstrates the highest degree of change in response to supporting hybrid work.

      Hybrid has permanently changed deployment strategy

      Forty-five percent of respondents reported significant changes to deployment as a result of hybrid work, with an additional 42% reporting minor changes. Only 13% of respondents stated that their deployment processes remained unchanged following the shift to hybrid work.

      With the ever-increasing globalization of business, deployment modernization practices such as the shift to zero touch are no longer optional or a bonus. They are a critical part of business operation that bring efficiency benefits beyond just supporting hybrid work.

      The deployment changes brought on by hybrid span across industries. Even in manufacturing, with the greatest proportion of respondents reporting “no change” to deployment practices (33%), most organizations experienced some degree of change.

      Has a hybrid work model led you to make any changes to your deployment, such as zero touch, to get equipment to end users?

      The image contains a graph to demonstrate if change was possible with hybrid models.

      Industry lens: Deployment changes

      Has a hybrid work model led you to make any changes to your deployment, such as zero touch, to get equipment to end users?

      The image contains a screenshot of a graph that demonstrates deployment changes at an industry lens.

      Hybrid work has accelerated organizational digitization

      Over half of respondents reported significantly decreased reliance on printed copies as a result of hybrid. While these changes were on the horizon for many organizations even before the pandemic, the necessity of keeping business operations running during lockdowns meant that critical resources could be invested in these processes. As a result, digitization has leapt forward.

      This represents an opportunity for businesses to re-evaluate their relationships with printing vendors. Resources spent on printing can be reduced or reallocated, representing additional savings as a result of moving to hybrid. Additionally, many respondents report a willingness – and ability – from vendors to partner with organizations in driving innovation and enabling digitization.

      With respect to changes pertaining to hard copies/printers as a result of your hybrid work model:

      The image contains a screenshot of a bar graph that demonstrates how hybrid work has accelerated organizational digitization.

      Hybrid work necessitates network and communications modernization

      The majority (63%) of respondents reported making significant changes to conference room technology as a result of hybrid work. A significant proportion (30%) report that such changes were not needed, but this includes organizations who had already set up remote communication.

      An important group is the remaining 8% of respondents, who cite budgetary restrictions as a key barrier in making the necessary technology upgrades. Ensure the business case for communication technology appropriately reflects the impact of these upgrades, and reduce the impact of legacy technology where possible:

      • Recognize not just meeting efficiency but also the impact on culture, engagement, morale, and external and internal clients.
      • Connect conference room tech modernization to the overall business goals and work it into the IT strategy.
      • Leverage the scheduling flexibility available in hybrid work arrangements to reduce reliance on inadequate conference technology by scheduling in-person meetings where possible and necessary.

      Have you made changes/upgrades
      to the conference room technology to support hybrid meetings?
      (E.g. Some participants joining remotely, some participants present in a conference room)

      The image contains a screenshot of a graph that demonstrates if network and communications modernization was needed.

      How we can help

      Metrics

      Resources

      Create a Work-From-Anywhere IT Strategy

      Stabilize Infrastructure & Operations During Work-From-Anywhere

      Sustain Work-From-Home in the New Normal

      Establish a Communication & Collaboration Systems Strategy

      Modernize the Network

      Simplify Remote Deployment With Zero-Touch Provisioning

      For a comprehensive list of resources, visit
      Info-Tech’s Hybrid Workplace Research Center

      02 PEOPLE

      IT and Its Employees

      Section 2

      Cultivate the dream team in a newly hybrid world

      In this section:

      1. What Hybrid Means for the IT Workforce
      2. Leadership for IT Hybrid Teams

      Hybrid means permanent change to how IT hires

      Since before the pandemic, the intangibles of having a job that works with your lifestyle have been steadily growing in importance. Considerations like flexible work options, work-life balance, and culture are more important to employees now than they were two years ago, and employers must adapt.

      Salary alone is no longer enough to recruit the best talent, nor is it the key to keeping employees engaged and productive. Hybrid work options are the single biggest concern for IT professionals seeking new employment, just edging out salary. This means employers must not offer just some work flexibility but truly embrace a hybrid environment.

      The image contains a screenshot of several graphs that compare results from 2019 to 2021 on what is important to employees.

      What are you considering when looking at a potential employer?

      The image contains a screenshot of a bar graph that demonstrates what needs to be considered when looking at a potential employer.

      A recession may not significantly impact hybrid work decisions overall

      Declining economic conditions suggest that a talent market shift may be imminent. Moving toward a recession may mean less competition for top talent, but this doesn't mean hybrid will be left behind as a recruitment tactic.

      Just over half of IT organizations surveyed are considering expanding hybrid work or moving to fully remote work even in a recession. Hybrid work is a critical enabler of organizational success when resources are scarce, due to the productivity benefits and cost savings it has demonstrated. Organizations that recognize this and adequately invest in hybrid tools now will have equipped themselves with an invaluable tool for weathering a recession storm, should one come.

      What impact could a potential recession in the coming year have on your decisions around your work location?

      The image contains a screenshot of a graph that demonstrates the potential impact of a recession.

      Hybrid work may help small organizations in a declining economy

      The potential for a recession has a greater impact on the workforce decisions of small organizations. They likely face greater financial pressures than medium and large-sized organizations, pressures that could necessitate halting recruitment efforts or holding firm on current salaries and health benefits.

      A reliance on intangible benefits, like the continuation of hybrid work, may help offset some of negative effects of such freezes, including the risk of lower employee engagement and productivity. Survey respondents indicated that hybrid work options (47%) were slightly more important to them than salary/compensation (46%) and significantly more important than benefits (29%), which could work in favor of small organizations in keeping the critical employees needed to survive an economic downturn.

      Small

      Medium Large
      90% 82% 66%

      Currently considering some form of hiring/salary freeze or cutbacks, if a recession occurs

      NOTES

      n=520

      Small: <101 employees

      Medium: 101-5000 employees

      Large: >5,000 employees

      Hybrid mitigates the main challenge of remote work

      One advantage of hybrid over remote work is the ability to maintain an in-office presence, which provides a failsafe should technology or other barriers stand in the way of effective distance communication. To take full advantage of this, teams should coordinate tasks with location, so that employees get the most out of the unique benefits of working in office and remotely.

      Activities to prioritize for in-office work:

      • Collaboration and brainstorming
      • Team-building activities
      • Introductions and onboarding

      Activities to prioritize for remote work:

      • Individual focus time

      As a leader, what are your greatest concerns with hybrid work?

      The image contains a bar graph that demonstrates concerns about hybrid work as an employer.

      Hybrid necessitates additional effort by managers

      When it comes to leading a hybrid team, there is no ignoring the impact of distance on communication and team cohesion. Among leaders’ top concerns are employee wellbeing and the ability to pick up on signs of demotivation among team members.

      The top two tactics used by managers to mitigate these concerns center on increasing communication:

      • Staying available through instant messaging.
      • Increasing team meetings.

      Tactics most used by highly effective IT departments

      The image contains a screenshot of tactics most used by highly effective IT departments.

      Team success is linked to the number of tools at the manager’s disposal

      The most effective hybrid team management tools focus on overcoming the greatest obstacle introduced by remote work: barriers to communication and connection.

      The most effective IT organizations use a variety of tactics. For managers looking to improve hybrid team effectiveness, the critical factor is less the tactic used and more the ability to adapt their approach to their team’s needs and incorporate team feedback. As such, IT effectiveness is linked to the total number of tactics used by managers.

      IT department effectiveness

      The image contains a screenshot of a graph that demonstrates IT department effectiveness.

      Autonomy is key to hybrid team success

      Not all hybrid work models are created equal. IT leaders working with hybrid teams have many decisions to make, from how many days will be spent in and out of office to how much control employees get over which days they work remotely.

      Employee and manager preferences are largely aligned regarding the number of days spent working remotely or onsite: Two to three days in office is the most selected option for both groups, although overall manager preferences lean slightly toward more time spent in office.

      Comparison of leader and employee preference for days in-office

      The image contains a screenshot of a graph that compares leader and employee preference for days in-office.

      Do employees have a choice in the days they work in office/offsite?

      The image contains a screenshot of a graph that demonstrates if employees have a choice in the days they work in office or offsite.

      For most organizations, employees get a choice of which days they spend working remotely. This autonomy can range from complete freedom to a choice between several pre-approved days depending on team scheduling needs.

      Work is still needed to increase autonomy in hybrid teams

      Organizations’ success in establishing hybrid team autonomy varies greatly post pandemic. Responses are roughly equally split between staff feeling more, less, or the same level of autonomy as before the pandemic. Evaluated in the context of most organizations continuing a hybrid approach, this leads to the conclusion that not all hybrid implementations are being conducted equally effectively when it comes to employee empowerment.

      As an employee, how much control do you have over the decisions related to where, when, and how you work currently?

      The image contains a screenshot of a graph that demonstrates autonomy in hybrid teams.

      Connectedness in hybrid teams lags behind

      A strong case can be made for fostering autonomy and empowerment on hybrid teams. Employees who report lower levels of control than before the pandemic also report lower engagement indicators, such as trust in senior leadership, motivation, and intention to stay with the organization. On the other hand, employees experiencing increased levels of control report gains in these areas.

      The only exception to these gains is the sense of team connectedness, which employees experiencing more control report as lower than before the pandemic. A greater sense of connectedness among employees reporting decreased control may be related to more mandatory in-office time or a sense of connection over shared team-level disengagement.

      These findings reinforce the need for hybrid teams to invest in team building and communication practices and confirm that significant benefits are to be had when a sense of autonomy can be successfully instilled.

      Employees who experience less control than before the pandemic report lowered engagement indicators ... except sense of connectedness

      The image contains a screenshot of a graph that demonstrates less control, means lowered engagement.

      Employees who experience more control than before the pandemic report increased engagement indicators ... except sense of connectedness

      The image contains a screenshot of a graph that demonstrates more control, means increased engagement.

      Case study: Hybrid work at Microsoft Canada

      The Power of Intentionality

      When the pandemic hit, technology was not in question. Flexible work options had been available and widely used, and the technology to support them was in place.

      The leadership team turned their focus to ensuring their culture survived and thrived. They developed a laser-focused approach for engaging their employees by giving their leaders tools to hold conversations. The dialogue was ongoing to allow the organization to adapt to the fast pace of changing conditions.

      Every tactic, plan, and communication started with the question, “What outcome are we striving for?”

      With a clear outcome, tools were created and leaders supported to drive the desired outcome.

      “We knew we had the technology in place. Our concern was around maintaining our strong culture and ensuring continued engagement and connection with our employees.”

      Lisa Gibson, Chief of Staff, Microsoft Canada

      How we can help

      Metrics

      Resources

      Webinar: Effectively Manage Remote Teams

      Build a Better Manager: Manage Your People

      Info-Tech Leadership Training

      Adapt Your Onboarding Process to a Virtual Environment

      Virtual Meeting Primer

      For a comprehensive list of resources, visit
      Info-Tech’s Hybrid Workplace Research Center

      Recommendations

      The last two years have been a great experiment, but it’s not over.

      BE INTENTIONAL

      • Build a team charter on how and when to communicate.
      • Create necessary tools/templates.

      INVOLVE EMPLOYEES

      • Conduct surveys and focus groups.
        Have conversations to understand sentiment.

      ALLOW CHOICE

      • Provide freedom for employees to have some level of choice in hybrid arrangements.

      BE TRANSPARENT

      • Disclose the rationale.
      • Share criteria and decision making.

      Info-Tech Insight

      Hybrid and remote teams require more attention, connection, and leadership from managers. The shift from doing the day-to-day to effectively leading is critical for the success of nontraditional work models. As hybrid and remote work become engrained in society, organizations must ensure that the concept of the “working manager” is as obsolete as the rotary telephone.

      Bibliography

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      Help Managers Inform, Interact, and Involve on the Way to Team Engagement

      • Buy Link or Shortcode: {j2store}595|cart{/j2store}
      • member rating overall impact: N/A
      • member rating average dollars saved: N/A
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      • Parent Category Name: Employee Development
      • Parent Category Link: /train-and-develop
      • Employee engagement impacts a company’s bottom line as well as the quality of work life for employees.
      • Employee engagement surveys often fail to provide the value you are hoping for because they are treated like an annual project that quickly loses steam.
      • The responsibility for fixing the issues identified falls to HR, and ultimately HR has very little control over an employee’s concerns with their day-to-day role.

      Our Advice

      Critical Insight

      • HR and the executive team have been exclusively responsible for engagement for too long. Since managers have the greatest impact on employees, they should also be primarily responsible for employee engagement.
      • In most organizations, managers underestimate the impact they can have on employee engagement, and assume that the broader organization will take more meaningful action.
      • Improving employee engagement may be as simple as improving the frequency and quality of the “3Is”: informing employees about the why behind decisions, interacting with them on a personal level, and involving them in decisions that affect them.

      Impact and Result

      • Managers have the greatest impact on employee engagement as they are in a unique situation to better understand what makes employees tick.
      • If employees have a good relationship with their manager, they are much more likely to be engaged at work which ultimately leads to increases in revenue, profit, and shareholder return.

      Help Managers Inform, Interact, and Involve on the Way to Team Engagement Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Get more involved in analyzing and improving team engagement

      Improve employee engagement and ultimately the organization’s bottom line.

      • Storyboard: Help Managers Inform, Interact, and Involve on the Way to Team Engagement

      2. Gather feedback from employees

      Have a productive engagement feedback discussion with teams.

      • Engagement Feedback Session Agenda Template

      3. Engage teams to improve engagement

      Facilitate effective team engagement action planning.

      • Action Planning Worksheet

      4. Gain insight into what engages and disengages employees

      Solicit employee pain points that could potentially hinder their engagement.

      • Stay Interview Guide

      5. Get to know new hires on a more personal level

      Develop a stronger relationship with employees to drive engagement.

      • New Hire Conversation Guide
      [infographic]

      Develop and Implement a Security Incident Management Program

      • Buy Link or Shortcode: {j2store}316|cart{/j2store}
      • member rating overall impact: 9.2/10 Overall Impact
      • member rating average dollars saved: $105,346 Average $ Saved
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      • Parent Category Name: Threat Intelligence & Incident Response
      • Parent Category Link: /threat-intelligence-incident-response
      • Tracked incidents are often classified into ready-made responses that are not necessarily applicable to the organization. With so many classifications, tracking becomes inefficient and indigestible, allowing major incidents to fall through the cracks.
      • Outcomes of incident response tactics are not formally tracked or communicated, resulting in a lack of comprehensive understanding of trends and patterns regarding incidents, leading to being re-victimized by the same vector.
      • Having a formal incident response document to meet compliance requirements is not useful if no one is adhering to it.

      Our Advice

      Critical Insight

      • You will experience incidents. Don’t rely on ready-made responses. They’re too broad and easy to ignore. Save your organization response time and confusion by developing your own specific incident use cases.
      • Analyze, track, and review results of incident response regularly. Without a comprehensive understanding of incident trends and patterns, you can be re-victimized by the same attack vector.
      • Establish communication processes and channels well in advance of a crisis. Don’t wait until a state of panic. Collaborate and exchange information with other organizations to stay ahead of incoming threats.

      Impact and Result

      • Effective and efficient management of incidents involves a formal process of preparation, detection, analysis, containment, eradication, recovery, and post-incident activities.
      • This blueprint will walk through the steps of developing a scalable and systematic incident response program relevant to your organization.

      Develop and Implement a Security Incident Management Program Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should develop and implement a security incident management program, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Prepare

      Equip your organization for incident response with formal documentation of policies and processes.

      • Develop and Implement a Security Incident Management Program – Phase 1: Prepare
      • Security Incident Management Maturity Checklist ‒ Preliminary
      • Information Security Requirements Gathering Tool
      • Incident Response Maturity Assessment Tool
      • Security Incident Management Charter Template
      • Security Incident Management Policy Template
      • Security Incident Management RACI Tool

      2. Operate

      Act with efficiency and effectiveness as new incidents are handled.

      • Develop and Implement a Security Incident Management Program – Phase 2: Operate
      • Security Incident Management Plan
      • Security Incident Runbook Prioritization Tool
      • Security Incident Management Runbook: Credential Compromise
      • Security Incident Management Workflow: Credential Compromise (Visio)
      • Security Incident Management Workflow: Credential Compromise (PDF)
      • Security Incident Management Runbook: Distributed Denial of Service
      • Security Incident Management Workflow: Distributed Denial of Service (Visio)
      • Security Incident Management Workflow: Distributed Denial of Service (PDF)
      • Security Incident Management Runbook: Malware
      • Security Incident Management Workflow: Malware (Visio)
      • Security Incident Management Workflow: Malware (PDF)
      • Security Incident Management Runbook: Malicious Email
      • Security Incident Management Workflow: Malicious Email (Visio)
      • Security Incident Management Workflow: Malicious Email (PDF)
      • Security Incident Management Runbook: Ransomware
      • Security Incident Management Workflow: Ransomware (Visio)
      • Security Incident Management Workflow: Ransomware (PDF)
      • Security Incident Management Runbook: Data Breach
      • Security Incident Management Workflow: Data Breach (Visio)
      • Security Incident Management Workflow: Data Breach (PDF)
      • Data Breach Reporting Requirements Summary
      • Security Incident Management Runbook: Third-Party Incident
      • Security Incident Management Workflow: Third-Party Incident (Visio)
      • Security Incident Management Workflow: Third-Party Incident (PDF)
      • Security Incident Management Runbook: Blank Template

      3. Maintain and optimize

      Manage and improve the incident management process by tracking metrics, testing capabilities, and leveraging best practices.

      • Develop and Implement a Security Incident Management Program – Phase 3: Maintain and Optimize
      • Security Incident Metrics Tool
      • Post-Incident Review Questions Tracking Tool
      • Root-Cause Analysis Template
      • Security Incident Report Template
      [infographic]

      Workshop: Develop and Implement a Security Incident Management Program

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Prepare Your Incident Response Program

      The Purpose

      Understand the purpose of incident response.

      Formalize the program.

      Identify key players and escalation points.

      Key Benefits Achieved

      Common understanding of the importance of incident response.

      Various business units becoming aware of their roles in the incident management program.

      Formalized documentation.

      Activities

      1.1 Assess the current process, obligations, scope, and boundaries of the incident management program.

      1.2 Identify key players for the response team and for escalation points.

      1.3 Formalize documentation.

      1.4 Prioritize incidents requiring preparation.

      Outputs

      Understanding of the incident landscape

      An identified incident response team

      A security incident management charter

      A security incident management policy

      A list of top-priority incidents

      A general security incident management plan

      A security incident response RACI chart

      2 Develop Incident-Specific Runbooks

      The Purpose

      Document the clear response procedures for top-priority incidents.

      Key Benefits Achieved

      As incidents occur, clear response procedures are documented for efficient and effective recovery.

      Activities

      2.1 For each top-priority incident, document the workflow from detection through analysis, containment, eradication, recovery, and post-incident analysis.

      Outputs

      Up to five incident-specific runbooks

      3 Maintain and Optimize the Program

      The Purpose

      Ensure the response procedures are realistic and effective.

      Identify key metrics to measure the success of the program.

      Key Benefits Achieved

      Real-time run-through of security incidents to ensure roles and responsibilities are known.

      Understanding of how to measure the success of the program.

      Activities

      3.1 Limited scope tabletop exercise.

      3.2 Discuss key metrics.

      Outputs

      Completed tabletop exercise

      Key success metrics identified

      Further reading

      Develop and Implement a Security Incident Management Program

      Create a scalable incident response program without breaking the bank.

      ANALYST PERSPECTIVE

      Security incidents are going to happen whether you’re prepared or not. Ransomware and data breaches are just a few top-of-mind threats that all organizations deal with. Taking time upfront to formalize response plans can save you significantly more time and effort down the road. When an incident strikes, don’t waste time deciding how to remediate. Rather, proactively identify your response team, optimize your response procedures, and track metrics so you can be prepared to jump to action.

      Céline Gravelines,
      Senior Research Analyst
      Security, Risk & Compliance Info-Tech Research Group

      Picture of Céline Gravelines

      Céline Gravelines,
      Senior Research Analyst
      Security, Risk & Compliance Info-Tech Research Group

      Our understanding of the problem

      This Research is Designed For

      • A CISO who is dealing with the following:
        • Inefficient use of time and money when retroactively responding to incidents, negatively affecting business revenue and workflow.
        • Resistance from management to adequately develop a formal incident response plan.
        • Lack of closure of incidents, resulting in being re-victimized by the same vector.

      This Research Will Help You

      • Develop a consistent, scalable, and usable incident response program that is not resource intensive.
      • Track and communicate incident response in a formal manner.
      • Reduce the overall impact of incidents over time.
      • Learn from past incidents to improve future response processes.

      This Research Will Also Assist

      • Business stakeholders who are responsible for the following:
      • Improving workflow and managing operations in the event of security incidents to reduce any adverse business impacts.
      • Ensuring that incident response compliance requirements are being adhered to.

      This Research Will Help Them

      • Efficiently allocate resources to improve incident response in terms of incident frequency, response time, and cost.
      • Effectively communicate expectations and responsibilities to users.

      Executive Summary

      Situation

      • Security incidents are inevitable, but how they’re dealt with can make or break an organization. Poor incident response negatively affects business practices, including workflow, revenue generation, and public image.
      • The incident response of most organizations is ad hoc at best. A formal management plan is rarely developed or adhered to, resulting in ineffective firefighting responses and inefficient allocation of resources.

      Complication

      • Tracked incidents are often classified into ready-made responses that are not necessarily applicable to the organization. With so many classifications, tracking becomes inefficient and indigestible, allowing major incidents to fall through the cracks.
      • Outcomes of incident response tactics are not formally tracked or communicated, resulting in a lack of comprehensive understanding of trends and patterns regarding incidents, leading to being revictimized by the same vector.
      • Having a formal incident response document to meet compliance requirements is not useful if no one is adhering to it.

      Resolution

      • Effective and efficient management of incidents involves a formal process of preparation, detection, analysis, containment, eradication, recovery, and post-incident activities.
      • This blueprint will walk through the steps of developing a scalable and systematic incident response program relevant to your organization.

      Info-Tech Insight

      • You will experience incidents. Don’t rely on ready-made responses. They’re too broad and easy to ignore. Save your organization response time and confusion by developing your own specific incident use cases.
      • Analyze, track, and review results of incident response regularly. Without a comprehensive understanding of incident trends and patterns, you can be re-victimized by the same attack vector.
      • Establish communication processes and channels well in advance of a crisis. Don’t wait until a state of panic. Collaborate and exchange information with other organizations to stay ahead of incoming threats.

      Data breaches are resulting in major costs across industries

      Per capita cost by industry classification of benchmarked companies (measured in USD)

      This is a bar graph showing the per capita cost by industry classification of benchmarked companies(measured in USD). the companies are, in decreasing order of cost: Health; Financial; Services; Pharmaceutical; Technology; Energy; Education; Industrial; Entertainment; Consumer; Media; Transportation; Hospitality; Retail; Research; Public

      Average data breach costs per compromised record hit an all-time high of $148 (in 2018).
      (Source: IBM, “2018 Cost of Data Breach Study)”

      % of systems impacted by a data breach
      1%
      No Impact
      19%
      1-10% impacted
      41%
      11-30% impacted
      24%
      31-50% impacted
      15%
      > 50% impacted
      % of customers lost from a data breach
      61% Lost
      < 20%
      21% Lost 20-40% 8% Lost
      40-60%
      6% Lost
      60-80%
      4% Lost
      80-100%
      % of customers lost from a data breach
      58% Lost
      <20%
      25% Lost
      20-40%
      9% Lost
      40-60%
      5% Lost
      60-80%
      4% Lost
      80-100%

      Source: Cisco, “Cisco 2017 Annual Cybersecurity Report”

      Defining what is security incident management

      IT Incident

      Any event not a part of the standard operation of a service which causes, or may cause, the interruption to, or a reduction in, the quality of that service.

      Security Event:

      A security event is anything that happens that could potentially have information security implications.

      • A spam email is a security event because it may contain links to malware.
      • Organizations may be hit with thousands or perhaps millions of identifiable security events each day.
      • These are typically handled by automated tools or are simply logged.

      Security Incident:

      A security incident is a security event that results in damage such as lost data.

      • Incidents can also include events that don't involve damage but are viable risks.
      • For example, an employee clicking on a link in a spam email that made it through filters may be viewed as an incident.

      It’s not a matter of if you have a security incident, but when

      The increasing complexity and prevalence of threats have finally caught the attention of corporate leaders. Prepare for the inevitable with an incident response program.

      1. A formalized incident response program reduced the average cost of a data breach (per capita) from $148 to $134, while third-party involvement increased costs by $13.40.
      2. US organizations lost an average of $7.91 million per data breach as a result of increased customer attrition and diminished goodwill. Canada and the UK follow suit at $1.57 and $1.39 million, respectively.
      3. 73% of breaches are perpetrated by outsiders, 50% are the work of criminal groups, and 28% involve internal actors.
      4. 55% of companies have to manage fallout, such as reputational damage after a data breach.
      5. The average cost of a data breach increases by $1 million if left undetected for > 100 days.

      (Sources: IBM, “2018 Cost of Data Breach Study”; Verizon, “2017 Data Breach Investigations Report”; Cisco, “Cisco 2018 Annual Cybersecurity Report”)

      Threat Actor Examples

      The proliferation of hacking techniques and commoditization of hacking tools has enabled more people to become threat actors. Examples include:
      • Organized Crime Groups
      • Lone Cyber Criminals
      • Competitors
      • Nation States
      • Hacktivists
      • Terrorists
      • Former Employees
      • Domestic Intelligence Services
      • Current Employees (malicious and accidental)

      Benefits of an incident management program

      Effective incident management will help you do the following:

      Improve efficacy
      Develop structured processes to increase process consistency across the incident response team and the program as a whole. Expose operational weak points and transition teams from firefighting to innovating.

      Improve threat detection, prevention, analysis, and response
      Enhance your pressure posture through a structured and intelligence-driven incident handling and remediation framework.

      Improve visibility and information sharing
      Promote both internal and external information sharing to enable good decision making.

      Create and clarify accountability and responsibility
      Establish a clear level of accountability throughout the incident response program, and ensure role responsibility for all tasks and processes involved in service delivery.

      Control security costs
      Effective incident management operations will provide visibility into your remediation processes, enabling cost savings from misdiagnosed issues and incident reduction.

      Identify opportunities for continuous improvement
      Increase visibility into current performance levels and accurately identify opportunities for continuous improvement with a holistic measurement program.

      Impact

      Short term:
      • Streamlined security incident management program.
      • Formalized and structured response process.
      • Comprehensive list of operational gaps and initiatives.
      • Detailed response runbooks that predefine necessary operational protocol.
      • Compliance and audit adherence.
      Long term:
      • Reduced incident costs and remediation time.
      • Increased operational collaboration between prevention, detection, analysis, and response efforts.
      • Enhanced security pressure posture.
      • Improved communication with executives about relevant security risks to the business.
      • Preserved reputation and brand equity.

      Incident management is essential for organizations of any size

      Your incidents may differ, but a standard response ensures practical security.

      Certain regulations and laws require incident response to be a mandatory process in organizations.

      Compliance Standard Examples Description
      Federal Information Security Modernization Act (FISMA)
      • Organizations must have “procedures for detecting, reporting, and responding to security incidents” (2002).
      • They must also “inform operators of agency information systems about current and potential information security threats and vulnerabilities.”
      Federal Information Processing Standards (FIPS)
      • “Organizations must: (i) establish an operational incident handling capability for organizational information systems that includes adequate preparation, detection, analysis, containment, recovery, and user response activities.”
      Payment Card Industry Data Security Standard (PCI DSS v3)
      • 12.5.3: “Establish, document, and distribute security incident response and escalation procedures to ensure timely and effective handling of all situations.”
      Health Insurance Portability and Accountability Act (HIPAA)
      • 164.308: Response and Reporting – “Identify and respond to suspected or known security incidents; mitigate, to the extent practicable, harmful effects of security incidents that are known to the covered entity; and document security incidents and their outcomes.”

      Security incident management is applicable to all verticals

      Examples:
      • Finance
      • Insurance
      • Healthcare
      • Public administration
      • Education services
      • Professional services
      • Scientific and technical services

      Maintain a holistic security operations program

      Legacy security operations centers (SOCs) fail to address gaps between data sources, network controls, and human capital. There is limited visibility and collaboration between departments, resulting in siloed decisions that do not support the best interests of the organization.

      Security operations is part of what Info-Tech calls a threat collaboration environment, where members must actively collaborate to address cyberthreats affecting the organization’s brand, business operation, and technology infrastructure on a daily basis.

      Prevent: Defense in depth is the best approach to protect against unknown and unpredictable attacks. Diligent patching and vulnerability management, endpoint protection, and strong human-centric security (amongst other tactics) are essential. Detect: There are two types of companies – those who have been breached and know it, and those who have been breached and don’t know it. Ensure that monitoring, logging, and event detection tools are in place and appropriate to your organizational needs.
      Analyze: Raw data without interpretation cannot improve security and is a waste of time, money, and effort. Establish a tiered operational process that not only enriches data but also provides visibility into your threat landscape. Respond: Organizations can’t rely on an ad hoc response anymore – don’t wait until a state of panic. Formalize your response processes in a detailed incident runbook to reduce incident remediation time and effort.

      Info-Tech’s incident response blueprint is one of four security operations initiatives

      Design and Implement a Vulnerability Management Program Vulnerability Management
      Vulnerability management revolves around the identification, prioritization, and remediation of vulnerabilities. Vulnerability management teams hunt to identify which vulnerabilities need patching and remediating.
      • Vulnerability Tracking Tool
      • Vulnerability Scanning Tool RFP Template
      • Penetration Test RFP Template
      • Vulnerability Mitigation Process Template
      Integrate Threat Intelligence Into Your Security Operations Vulnerability Management
      Vulnerability management revolves around the identification, prioritization, and remediation of vulnerabilities. Vulnerability management teams hunt to identify which vulnerabilities need patching and remediating.
      • Threat Intelligence Maturity Assessment Tool
      • Threat Intelligence RACI Tool
      • Threat Intelligence Management Plan Template
      • Threat Intelligence Policy Template
      • Threat Intelligence Alert Template
      • Threat Intelligence Alert and Briefing Cadence Schedule Template
      Develop Foundational Security Operations Processes Operations
      Security operations include the real-time monitoring and analysis of events based on the correlation of internal and external data sources. This also includes incident escalation based on impact. These analysts are constantly tuning and tweaking rules and reporting thresholds to further help identify which indicators are most impactful during the analysis phase of operations.
      • Security Operations Maturity Assessment Tool
      • Security Operations Event Prioritization Tool
      • Security Operations Efficiency Calculator
      • Security Operations Policy
      • In-House vs. Outsourcing Decision-Making Tool
      • Seccrimewareurity Operations RACI Tool
      • Security Operations TCO & ROI Comparison Calculator
      Develop and Implement a Security Incident Management Program Incident Response (IR)
      Effective and efficient management of incidents involves a formal process of analysis, containment, eradication, recovery, and post-incident activities. Incident response teams coordinate root cause and incident gathering while facilitating post-incident lessons learned. Incident response can provide valuable threat data that ties specific indicators to threat actors or campaigns.
      Security Incident Management Policy
      • Security Incident Management Plan
      • Incident Response Maturity Assessment Tool
      • Security Incident Runbook Prioritization Tool
      • Security Incident Management RACI Tool
      • Various Incident Management Runbooks

      Understand how incident response ties into related processes

      Info-Tech Resources:
      Business Continuity Plan Develop a Business Continuity Plan
      Disaster Recovery Plan Create a Right-Sized Disaster Recovery Plan
      Security Incident Management Develop and Implement a Security Incident Management Program
      Incident Management Incident and Problem Management
      Service Desk Standardize the Service Desk

      Develop and Implement a Security Incident Management Program – project overview

      1. Prepare 2. Operate 3. Maintain and Optimize
      Best-Practice Toolkit 1.1 Establish the Drivers, Challenges, and Benefits.

      1.2 Examine the Security Incident Landscape and Trends.

      1.3 Understand Your Security Obligations, Scope, and Boundaries.

      1.4 Gauge Your Current Process to Identify Gaps.

      1.5 Formalize the Security Incident Management Charter.

      1.6 Identify Key Players and Develop a Call Escalation Tree.

      1.7 Develop a Security Incident Management Policy.

      2.1 Understand the Incident Response Framework.

      2.2 Understand the Purpose of Runbooks.

      2.3 Prioritize the Development of Incident-Specific Runbooks.

      2.4 Develop Top-Priority Runbooks.

      2.5 Fill Out the Root-Cause Analysis Template.

      2.6 Customize the Post-Incident Review Questions Tracking Tool to Standardize Useful Questions for Lessons-Learned Meetings.

      2.7 Complete the Security Incident Report Template.

      3.1 Conduct Tabletop Exercises.

      3.2 Initialize a Security Incident Management Metrics Program.

      3.3 Leverage Best Practices for Continuous Improvement.

      Guided Implementations Understand the incident response process, and define your security obligations, scope, and boundaries.

      Formalize the incident management charter, RACI, and incident management policy.
      Use the framework to develop a general incident management plan.

      Prioritize and develop top-priority runbooks.
      Develop and facilitate tabletop exercises.

      Create an incident management metrics program, and assess the success of the incident management program.
      Onsite Workshop Module 1:
      Prepare for Incident Response
      Module 2:
      Handle Incidents
      Module 3:
      Review and Communicate Security Incidents
      Phase 1 Outcome:
    • Formalized stakeholder support
    • Security Incident Management Policy
    • Security Incident Management Charter
    • Call Escalation Tree
    • Phase 2 Outcome:
      • A generalized incident management plan
      • A prioritized list of incidents
      • Detailed runbooks for top-priority incidents
      Phase 3 Outcome:
      • A formalized tracking system for benchmarking security incident metrics.
      • Recommendations for optimizing your security incident management processes.

      Workshop overview

      Contact your account representative or email Workshops@InfoTech.com for more information.

      Workshop Day 1 Workshop Day 2 Workshop Day 3 Workshop Day 4 Workshop Day 5
      Activities
      • Kick off and introductions.
      • High-level overview of weekly activities and outcomes.
      • Understand the benefits of security incident response management.
      • Formalize stakeholder support.
      • Assess your current process, obligations, and scope.
      • Develop RACI chart.
      • Define impact and scope.
      • Identify key players for the threat escalation protocol.
      • Develop a security incident response policy.
      • Develop a general security incident response plan.
      • Prioritize incident-specific runbook development.
      • Understand the incident response process.
      • Develop general and incident-specific call escalation trees.
      • Develop specific runbooks for your top-priority incidents (e.g. ransomware).
        • Detect the incident.
        • Analyze the incident.
        • Contain the incident.
        • Eradicate the root cause.
        • Recover from the incident.
        • Conduct post-incident analysis and communication.
      • Develop specific runbooks for your next top-priority incidents:
        • Detect the incident.
        • Analyze the incident.
        • Contain the incident.
        • Eradicate the root cause.
        • Recover from the incident.
        • Conduct post-incident analysis and communication.
      • Determine key metrics to track and report.
      • Develop post-incident activity documentation.
      • Understand best practices for both internal and external communication.
      • Finalize key deliverables created during the workshop.
      • Present the security incident response program to key stakeholders.
      • Workshop executive presentation and debrief.
      • Finalize main deliverables.
      • Schedule subsequent Analyst Calls.
      • Schedule feedback call.
      Deliverables
      • Security Incident Management Maturity Checklist ‒ Preliminary
      • Security Incident Management RACI Tool
      • Security Incident Management Policy
      • General incident management plan
      • Security Incident Management Runbook
      • Development prioritization
      • Prioritized list of runbooks
      • Understanding of incident handling process
      • Incident-specific runbooks for two incidents (including threat escalation criteria and Visio workflow)
      • Discussion points for review with response team
      • Incident-specific runbooks for two incidents (including threat escalation criteria and Visio workflow)
      • Discussion points for review with response team
      • Security Incident Metrics Tool
      • Post-Incident Review Questions Tracking Tool
      • Post-Incident Report Analysis Template
      • Root Cause Analysis Template
      • Post-Incident Review Questions Tracking Tool
      • Communication plans
      • Workshop summary documentation
    • All final deliverables
    • Measured value for Guided Implementations

      Engaging in GIs doesn’t just offer valuable project advice – it also results in significant cost savings.

      GI Purpose Measured Value
      Section 1: Prepare

      Understand the need for an incident response program.
      Develop your incident response policy and plan.
      Develop classifications around incidents.
      Establish your program implementation roadmap.

      Time, value, and resources saved using our classification guidance and templates: 2 FTEs*2 days*$80,000/year = $1,280
      Time, value, and resources saved using our classification guidance and templates:
      2 FTEs*5 days*$80,000/year = $3,200

      Section 2: Operate

      Prioritize runbooks and develop the processes to create your own incident response program:

    • Detect
    • Analyze
    • Contain
    • Eradicate
    • Recover
    • Post-Incident Activity
    • Time, value, and resources saved using our guidance:
      4 FTEs*10 days*$80,000/year = $12,800 (if done internally)

      Time, value, and resources saved using our guidance:
      1 consultant*15 days*$2,000/day = $30,000 (if done by third party)
      Section 3: Maintain and Optimize Develop methods of proper reporting and create templates for communicating incident response to key parties. Time, value, and resources saved using our guidance, templates, and tabletop exercises:
      2 FTEs*3 days*$80,000/year = $1,920
      Total Costs To just get an incident response program off the ground. $49,200

      Insurance company put incident response aside; executives were unhappy

      Organization implemented ITIL, but formal program design became less of a priority and turned more ad hoc.

      Situation

      • Ad hoc processes created management dissatisfaction around the organization’s ineffective responses to data breaches.
      • Because of the lack of formal process, an entirely new security team needed to be developed, costing people their positions.

      Challenges

      • Lack of criteria to categorize and classify security incidents.
      • Need to overhaul the long-standing but ineffective program means attempting to change mindsets, which can be time consuming.
      • Help desk is not very knowledgeable on security.
      • New incident response program needs to be in alignment with data classification policy and business continuity.
      • Lack of integration with MSSP’s ticketing system.

      Next steps:

      • Need to get stakeholder buy-in for a new program.
      • Begin to establish classification/reporting procedures.

      Follow this case study to Phase 1

      Phase 1

      Prepare

      Develop and Implement a Security Incident Management Program

      Phase 1: Prepare

      PHASE 1 PHASE 2 PHASE 3
      Prepare Operate Optimize

      This phase walks you through the following activities:

      1.1 Establish the drivers, challenges, and benefits.
      1.2 Examine the security incident landscape and trends.
      1.3 Understand your security obligations, scope, and boundaries.
      1.4 Gauge your current process to identify gaps.
      1.5 Formalize a security incident management charter.
      1.6 Identify key players and develop a call escalation tree.
      1.7 Develop a security incident management policy.

      This phase involves the following participants:

      • CISO
      • Security team
      • IT staff
      • Business leaders

      Outcomes of this phase

      • Formalized stakeholder support.
      • Security incident management policy.
      • Security incident management charter.
      • Call escalation tree.

      Phase 1 outline

      Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 1: Prepare for Incident Response
      Proposed Time to Completion: 3 Weeks
      Step 1.1-1.3 Understand Incident Response Step 1.4-1.7 Begin Developing Your Program
      Start with an analyst kick-off call:
    • Discuss your current incident management status.
    • Review findings with analyst:
    • Review documents.
    • Then complete these activities…
      • Establish your security obligations, scope, and boundaries.
      • Identify the drivers, challenges, and benefits of formalized incident response.
      • Review any existing documentation.
      Then complete these activities…
      • Discuss further incident response requirements.
      • Identify key players for escalation and notifications.
      • Develop the policy.
      • Develop the plan.

      With these tools & templates:
      Security Incident Management Maturity Checklist ‒ Preliminary Information Security Requirements Gathering Tool

      With these tools & templates:
      Security Incident Management Policy
      Security Incident Management Plan
      Phase 1 Results & Insights:

      Ready-made incident response solutions often contain too much coverage: too many irrelevant cases that are not applicable to the organization are accounted for, making it difficult to sift through all the incidents to find the ones you care about. Develop specific incident use cases that correspond with relevant incidents to quickly identify the response process and eliminate ambiguity when handled by different individuals.

      Ice breaker: What is a security incident for your organization?

      1.1 Whiteboard Exercise – 60 minutes

      How do you classify various incident types between service desk, IT/infrastructure, and security?

      • Populate sticky notes with various incidents and assign them to the appropriate team.
        • Who owns the remediation? When are other groups involved? What is the triage/escalation process?
        • What other groups need to be notified (e.g. cyber insurance, Legal, HR, PR)?
        • Are there dependencies among incidents?
        • What are we covering in the scope of this project?

      Build a Digital Workspace Strategy

      • Buy Link or Shortcode: {j2store}294|cart{/j2store}
      • member rating overall impact: 10.0/10 Overall Impact
      • member rating average dollars saved: $12,399 Average $ Saved
      • member rating average days saved: 10 Average Days Saved
      • Parent Category Name: End-User Computing Strategy
      • Parent Category Link: /end-user-computing-strategy
      • IT must figure out what a digital workspace is, why they’re building one, and what type they want.
      • Remote work creates challenges that cannot be solved by technology alone.
      • Focusing solely on technology risks building something the business doesn’t want or can’t use.

      Our Advice

      Critical Insight

      Building a smaller digital workspace doesn’t mean that the workspace will have a smaller impact on the business.

      Impact and Result

      • Partner with the business to create a team of digital workspace champions.
      • Empower employees with a tool that makes remote work easier.

      Build a Digital Workspace Strategy Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should partner with the business for building a digital workspace, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Identify the digital workspace you want to build

      Create a list of benefits that the organization will find compelling and build a cross-functional team to champion the workspace.

      • Build a Digital Workspace Strategy – Phase 1: Identify the Digital Workspace You Want to Build
      • Digital Workspace Strategy Template
      • Digital Workspace Executive Presentation Template

      2. Identify high-level requirements

      Design the digital workspace’s value proposition to drive your requirements.

      • Build a Digital Workspace Strategy – Phase 2: Identify High-Level Requirements
      • Sample Digital Workspace Value Proposition
      • Flexible Work Location Policy
      • Flexible Work Time Policy
      • Flexible Work Time Off Policy
      • Mobile Device Remote Wipe Waiver Template
      • Mobile Device Connectivity & Allowance Policy
      • General Security – User Acceptable Use Policy

      3. Identify initiatives and a high-level roadmap

      Take an agile approach to building your digital workspace.

      • Build a Digital Workspace Strategy – Phase 3: Identify Initiatives and a High-Level Roadmap
      [infographic]

      Workshop: Build a Digital Workspace Strategy

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Identify the Digital Workspace You Want to Build

      The Purpose

      Ensure that the digital workspace addresses real problems the business is facing.

      Key Benefits Achieved

      Defined benefits that will address business problems

      Identified strategic business partners

      Activities

      1.1 Identify the digital workspace’s direction.

      1.2 Prioritize benefits and define a vision.

      1.3 Assemble a team of digital workspace champions.

      Outputs

      Vision statement

      Mission statement

      Guiding principles

      Prioritized business benefits

      Metrics and key performance indicators

      Service Owner, Business Owner, and Project Sponsor role definitions

      Project roles and responsibilities

      Operational roles and responsibilities

      2 Identify Business Requirements

      The Purpose

      Drive requirements through a well-designed value proposition.

      Key Benefits Achieved

      Identified requirements that are based in employees’ needs

      Activities

      2.1 Design the value proposition.

      2.2 Identify required policies.

      2.3 Identify required level of input from users and business units.

      2.4 Document requirements for user experiences, processes, and services.

      2.5 Identify in-scope training and culture requirements.

      Outputs

      Prioritized functionality requirements

      Value proposition for three business roles

      Value proposition for two service provider roles

      Policy requirements

      Interview and focus group plan

      Business process requirements

      Training and culture initiatives

      3 Identify IT and Service Provider Requirements

      The Purpose

      Ensure that technology is an enabler.

      Key Benefits Achieved

      Documented requirements for IT and service provider technology

      Activities

      3.1 Identify systems of record requirements.

      3.2 Identify requirements for apps.

      3.3 Identify information storage requirements.

      3.4 Identify management and security integrations.

      3.5 Identify requirements for internal and external partners.

      Outputs

      Requirements for systems for record

      Prioritized list of apps

      Storage system requirements

      Data and security requirements

      Outsourcing requirements

      Stakeholder Relations

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      • Parent Category Name: Strategy and Governance
      • Parent Category Link: /strategy-and-governance

      The challenge

      • Stakeholders come in a wide variety, often with competing and conflicting demands.
      • Some stakeholders are hard to identify. Those hidden agendas may derail your efforts.
      • Understanding your stakeholders' relative importance allows you to prioritize your IT agenda according to the business needs.

      Our advice

      Insight

      • Stakeholder management is an essential factor in how successful you will be.
      • Stakeholder management is a continuous process. The landscape constantly shifts.
      • You must also update your stakeholder management plan and approach on an ongoing basis.

      Impact and results 

      • Use your stakeholder management process to identify, prioritize, and manage key stakeholders effectively.
      • Continue to build on strengthening your relationships with stakeholders. It will help to gain easier buy-in and support for your future initiatives. 

      The roadmap

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      Make the case

      Identify stakeholders

      • Stakeholder Management Analysis Tool (xls)

      Analyze your stakeholders

      Assess the stakeholder's influence, interest, standing, and support to determine priority for future actions 

      Manage your stakeholders

      Develop your stakeholder management and communication plans

      • Stakeholder Management Plan Template (doc)
      • Communication Plan Template (doc)

      Monitor your stakeholder management plan performance

      Measure and monitor the success of your stakeholder management process.

       

       

      IT Organizational Design

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      • member rating overall impact: 9.1/10
      • member rating average dollars saved: $83,392
      • member rating average days saved: 21
      • Parent Category Name: People and Resources
      • Parent Category Link: /people-and-resources

      The challenge

      • IT can ensure full business alignment through an organizational redesign.
      • Finding the best approach for your company is difficult due to many frameworks and competing priorities.
      • External competitive influences and technological trends exacerbate this.

      Our advice

      Insight

      • Your structure is the critical enabler of your strategic direction. Structure dictates how people work together and how they can fill in their roles to create the desired business value. 
      • Constant change is killing for an organization. You need to adapt, but you need a stable baseline and make sure the change is in line with the overall strategy and company context.
      • A redesign is only successful if it really happens. Shifting people into new positions is not enough to implement a redesign. 

      Impact and results 

      • Define your redesign principles. They will act as a manifesto to your change. It also provides for a checklist, ensuring that the structure does not deviate from the business strategy.
      • Visualize the new design with a customized operating model for your company. It must demonstrate how IT creates value and supports the business value creation chains.
      • Define the future-state roles, functions, and responsibilities to enable your IT department to support the business effectively.

      The roadmap

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      Get started

      Our concise executive brief explains to you the challenges associated with the organizational redesign. We'll show you our methodology and the ways we can help you in completing this.

      Define your organizational design principles and select your operating model

      The design principles will govern your organizational redesign; Align the principles with your business strategy.

      • Redesign Your IT Organizational Structure – Phase 1: Craft Organizational Design Principles and Select an IT Operating Model (ppt)
      • Organizational Design Communications Deck (ppt)

      Customize the selected IT operating model to your company

      Your operating model must account for the company's nuances and culture.

      • Redesign Your IT Organizational Structure – Phase 2: Customize the IT Operating Model (ppt)
      • Operating Models and Capability Definition List (ppt)

      Design the target-state of your IT organizational structure

      Go from an operating model to the structure fit for your company.

      • Redesign Your IT Organizational Structure – Phase 3: Architect the Target-State IT Organizational Structure (ppt)
      • Organizational Design Capability RACI Chart (xls)
      • Work Unit Reference Structures (Visio)
      • Work Unit Reference Structures (pdf)

      Communicate the benefits of the new structure

      Change does not come easy. People will be anxious. Craft your communications to address critical concerns and obtain buy-in from the organization. If the reorganization will be painful, be up-front on that, and limit the time in which people are uncertain.

      • Redesign Your IT Organizational Structure – Phase 4: Communicate the Benefits of the New Organizational Structure (ppt)

       

      Demystify Blockchain: How Can It Bring Value to Your Organization?

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      • Parent Category Name: Innovation
      • Parent Category Link: /innovation
      • Most leaders have an ambiguous understanding of blockchain and its benefits, let alone how it impacts their organization.
      • At the same time, with bitcoin drawing most of the media attention, organizations are finding it difficult to translate cryptocurrency usage to business case.

      Our Advice

      Critical Insight

      • Cut through the hype associated with blockchain by focusing on what is relevant to your organization. You have been hearing about blockchain for some time now and want to better understand it. While it is complex, you can beat the learning curve by analyzing its key benefits and purpose. Features such as transparency, efficiency, and security differentiate blockchain from existing technologies and help explain why it has transformative potential.
      • Ensure your use case is actually useful by first determining whether blockchain aligns with your organization. CIOs must take a practical approach to blockchain in order to avoid wasting resources (both time and money) and hurting IT’s image in the eyes of the business. While is easy to get excited and invest in a new technology to help maintain your image as a thought leader, you must ensure that your use case is fully developed prior to doing so.

      Impact and Result

      • Follow Info-Tech’s methodology for simplifying an otherwise complex concept. By focusing on its benefits and how they directly relate to a use case, blockchain technology is made easy to understand for business and IT professionals.
      • Our program will help you understand if blockchain is the optimal solution for your organization by mapping its key benefits (i.e. transparency, integrity, efficiency, and security) to your needs and capabilities.
      • Leverage a repeatable framework for brainstorming blockchain use case ideas and communicate your findings to business stakeholders who may otherwise be confused about the transformative potential of blockchain.

      Demystify Blockchain: How Can It Bring Value to Your Organization? Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why your organization should care about determining whether blockchain aligns with your organization, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. What exactly is blockchain?

      Understand blockchain’s unique feature, benefits, and business use cases.

      • Demystify Blockchain – Phase 1: What Is Blockchain?
      • Blockchain Glossary

      2. What can blockchain do for your organization?

      Envision blockchain’s transformative potential for your organization by brainstorming and validating a use case.

      • Demystify Blockchain – Phase 2: What Can Blockchain Do for Your Organization?
      • Blockchain Alignment Tool
      • Blockchain Alignment Presentation
      [infographic]

      Legacy Active Directory Environment

      • Buy Link or Shortcode: {j2store}471|cart{/j2store}
      • member rating overall impact: N/A
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      • member rating average days saved: N/A
      • Parent Category Name: Cloud Strategy
      • Parent Category Link: /cloud-strategy

      You are looking to lose your dependency on Active Directory (AD), and you need to tackle infrastructure technical debt, but there are challenges:

      • Legacy apps that are in maintenance mode cannot shed their AD dependency or have hardware upgrades made.
      • You are unaware of what processes depend on AD and how integrated they are.
      • Departments invest in apps that are integrated with AD without informing you until they ask for Domain details after purchasing.

      Our Advice

      Critical Insight

      • Remove your dependency on AD one application at a time. If you are a cloud-first organization, rethink your AD strategy to ask “why” when you add a new device to your Active Directory.
      • With the advent of hybrid work, AD is now a security risk. You need to shore up your security posture. Think of zero trust architecture.
      • Take inventory of your objects that depend on Kerberos and NTML and plan on removing that barrier through applications that don’t depend on AD.

      Impact and Result

      Don’t allow Active Directory services to dictate your enterprise innovation and modernization strategies. Determine if you can safely remove objects and move them to a cloud service where your Azure AD Domain Services can handle your authentication and manage users and groups.

      Legacy Active Directory Environment Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Legacy Active Directory Environment Deck – Legacy AD was never built for modern infrastructure. Understand the history and future of Active Directory and what alternatives are in the market.

      Build all new systems with cloud integration in mind. Many applications built in the past had built-in AD components for access, using Kerberos and NTLM. This dependency has prevented organizations from migrating away from AD. When assessing new technology and applications, consider SaaS or cloud-native apps rather than a Microsoft-dependent application with AD ingrained in the code.

      • Legacy Active Directory Environment Storyboard
      [infographic]

      Further reading

      Legacy Active Directory Environment

      Kill the technical debt of your legacy Active Directory environment.

      Analyst Perspective

      Understand what Active Directory is and why Azure Active Directory does not replace it.

      It’s about Kerberos and New Technology LAN Manager (NTLM).

      The image contains a picture of John Donovan.

      Many organizations that want to innovate and migrate from on-premises applications to software as a service (SaaS) and cloud services are held hostage by their legacy Active Directory (AD). Microsoft did a good job taking over from Novell back in the late 90s, but its hooks into businesses are so deep that many have become dependent on AD services to manage devices and users, when in fact AD falls far short of needed capabilities, restricting innovation and progress.

      Despite Microsoft’s Azure becoming prominent in the world of cloud services, Azure AD is not a replacement for on-premises AD. While Azure AD is a secure authentication store that can contain users and groups, that is where the similarities end. In fact, Microsoft itself has an architecture to mitigate the shortcomings of Azure AD by recommending organizations migrate to a hybrid model, especially for businesses that have an in-house footprint of servers and applications.

      If you are a greenfield business and intend to take advantage of software, infrastructure, and platform as a service (SaaS, IaaS, and PaaS), as well as Microsoft 365 in Azure, then Azure AD is for you and you don’t have to worry about the need for AD.

      John Donovan
      Principal Director, I&O Practice
      Info-Tech Research Group

      Insight Summary

      Legacy AD was never built for modern infrastructure

      When Microsoft built AD as a free component for the Windows Server environment to replace Windows NT before the demise of Novell Directory Services in 2001, it never meant Active Directory to work outside the corporate network with Microsoft apps and devices. While it began as a central managing system for users and PCs on Microsoft operating systems, with one user per PC, the IT ecosystem has changed dramatically over the last 20 years, with cloud adoption, SaaS, IaaS, PaaS, and everything as a service. To make matters worse, work-from-anywhere has become a serious security challenge.

      Build all new systems with cloud integration in mind

      Many applications built in the past had built-in AD components for access, using Kerberos and NTLM. This dependency has prevented organizations from migrating away from AD. When assessing new technology and applications, consider SaaS or cloud-native apps rather than a Microsoft-dependent application with AD ingrained in the code. Ensure you are engaged when the business is assessing new apps. Stop the practice of the business purchasing apps without IT’s involvement; for example, if your marketing department is asking you for your Domain credentials for a vendor when you were not informed of this purchase.

      Hybrid AD is a solution but not a long-term goal

      Economically, Microsoft has no interest in replacing AD anytime soon. Microsoft wants that revenue and has built components like Azure AD Connect to mitigate the AD dependency issue, which is basically holding your organization hostage. In fact, Microsoft has advised that a hybrid solution will remain because, as we will investigate, Azure AD is not legacy AD.

      Executive Summary

      Your Challenge

      Common Obstacles

      Info-Tech’s Approach

      You are looking to lose your dependency on Active Directory, and you need to tackle infrastructure technical debt, but there are challenges.

      • Legacy apps that are in maintenance mode cannot shed their AD dependency or have hardware upgrades made.
      • You are unaware of what processes depend on AD and how integrated they are.
      • Departments invest in apps that are integrated with AD without informing you until they ask for Domain details after purchasing.
      • Legacy applications can prevent you from upgrading servers or may need to be isolated due to security concerns related to inadequate patching and upgrades.
      • You do not see any return on investment in AD maintenance.
      • Mergers and acquisitions can prevent you from migrating away from AD if one company is dependent on AD and the other is fully in the cloud. This increases technical debt.
      • Remove your dependency on AD one application at a time. If you are a cloud-first organization, rethink your AD strategy to ask “why” when you add a new device to your Active Directory.
      • With the advent of hybrid work, AD is now a security risk. You need to shore up your security posture. Think of zero trust architecture.
      • Take inventory of your objects that depend on Kerberos and NTML and plan on removing that barrier through applications that don’t depend on AD.

      Info-Tech Insight

      Don’t allow Active Directory services to dictate your enterprise innovation and modernization strategies. Determine if you can safely remove objects and move them to a cloud service where your Azure AD Domain Services can handle your authentication and manage users and groups.

      The history of Active Directory

      The evolution of your infrastructure environment

      From NT to the cloud

      AD 2001 Exchange Server 2003 SharePoint 2007 Server 2008 R2 BYOD Security Risk All in Cloud 2015
      • Active Directory replaces NT and takes over from Novell as the enterprise access and control plane.
      • With slow WAN links, no cellphones, no tablets, and very few laptops, security was not a concern in AD.
      • In 2004, email becomes business critical.
      • This puts pressure on links, increases replication and domains, and creates a need for multiple identities.
      • Collaboration becomes pervasive.
      • Cross domain authentication becomes prevalent across the enterprise.
      • SharePoint sites need to be connected to multiple Domain AD accounts. More multiple identities are required.
      • Exchange resource forest rolls out, causing the new forest functional level to be a more complex environment.
      • Fine-grained password policies have impacted multiple forests, forcing them to adhere to the new password policies.
      • There are powerful Domain controllers, strong LAN and WAN connections, and an increase in smartphones and laptops.
      • Audits and compliance become a focus, and mergers and acquisitions add complexity. Security teams are working across the board.
      • Cloud technology doesn’t work well with complicated, messy AD environment. Cloud solutions need simple, flat AD architecture.
      • Technology changes after 15+ years. AD becomes the backbone of enterprise infrastructure. Managers demand to move to cloud, building complexity again.

      Organizations depend on AD

      AD is the backbone of many organizations’ IT infrastructure

      73% of organizations say their infrastructure is built on AD.

      82% say their applications depend on AD data.

      89% say AD enables authenticated access to file servers.

      90% say AD is the main source for authentication.

      Source: Dimensions research: Active Directory Modernization :

      Info-Tech Insight

      Organizations fail to move away from AD for many reasons, including:

      • Lack of time, resources, budget, and tools.
      • Difficulty understanding what has changed.
      • Migrating from AD being a low priority.

      Active Directory components

      Physical and logical structure

      Authentication, authorization, and auditing

      The image contains a screenshot of the active directory components.

      Active Directory has its hooks in!

      AD creates infrastructure technical debt and is difficult to migrate away from.

      The image contains a screenshot of an active directory diagram.

      Info-Tech Insight

      Due to the pervasive nature of Active Directory in the IT ecosystem, IT organizations are reluctant to migrate away from AD to modernize and innovate.

      Migration to Microsoft 365 in Azure has forced IT departments’ hand, and now that they have dipped their toe in the proverbial cloud “lake,” they see a way out of the mounting technical debt.

      AD security

      Security is the biggest concern with Active Directory.

      Neglecting Active Directory security

      98% of data breaches came from external sources.

      Source: Verizon, Data Breach Report 2022

      85% of data breach took weeks or even longer to discover.

      Source: Verizon Data Breach Report, 2012

      The biggest challenge for recovery after an Active Directory security breach is identifying the source of the breach, determining the extent of the breach, and creating a safe and secure environment.

      Info-Tech Insight

      Neglecting legacy Active Directory security will lead to cyberattacks. Malicious users can steal credentials and hijack data or corrupt your systems.

      What are the security risks to legacy AD architecture?

      • It's been 22 years since AD was released by Microsoft, and it has been a foundational technology for most businesses over the years. However, while there have been many innovations over those two decades, like Amazon, Facebook, iPhones, Androids, and more, Active Directory has remained mostly unchanged. There hasn’t been a security update since 2016.
      • This lack of security innovation has led to several cyberattacks over the years, causing businesses to bolt on additional security measures and added complexity. AD is not going away any time soon, but the security dilemma can be addressed with added security features.

      AD event logs

      84% of organizations that had a breach had evidence of that breach in their event logs.

      Source: Verizon Data Breach Report, 2012

      What is the business risk

      How does AD impact innovation in your business?

      It’s widely estimated that Active Directory remains at the backbone of 90% of Global Fortune 1000 companies’ business infrastructure (Lepide, 2021), and with that comes risk. The risks include:

      • Constraints of AD and growth of your digital footprint
      • Difficulty integrating modern technologies
      • Difficulty maintaining consistent security policies
      • Inflexible central domains preventing innovation and modernization
      • Inability to move to a self-service password portal
      • Vulnerability to being hacked
      • BYOD not being AD friendly

      AD is dependent on Windows Server

      1. Even though AD is compliant with LDAP, software vendors often choose optional features of LDAP that are not supported by AD. It is possible to implement Kerberos in a Unix system and establish trust with AD, but this is a difficult process and mistakes are frequent.
      2. Restricting your software selection to Windows-based systems reduces innovation and may hamper your ability to purchase best-in-class applications.

      Azure AD is not a replacement for AD

      AD was designed for an on-premises enterprise

      The image contains a screenshot of a Azure AD diagram.

      • Despite Microsoft’s Azure becoming prominent in the world of cloud services, Azure AD is not a replacement for on-premises AD.
      • In fact, Microsoft itself has an architecture to mitigate the shortcomings of Azure AD by recommending organizations migrate to a hybrid model, especially those businesses that have an in-house footprint of servers and applications.
      • If you are a greenfield business and intend to take advantage of SaaS, IaaS, and PaaS, as well as Microsoft 365 in Azure, then Azure AD is for you and you don’t have to worry about the need for AD.

      "Azure Active Directory is not designed to be the cloud version of Active Directory. It is not a domain controller or a directory in the cloud that will provide the exact same capabilities with AD. It actually provides many more capabilities in a different way.

      That’s why there is no actual ‘migration’ path from Active Directory to Azure Active Directory. You can synchronize your on-premises directories (Active Directory or other) to Azure Active Directory but not migrate your computer accounts, group policies, OU etc."

      – Gregory Hall,
      Brand Representative for Microsoft
      (Source: Spiceworks)

      The hybrid model for AD and Azure AD

      How the model works

      The image contains a screenshot of a hybrid model for AD and Azure AD.

      Note: AD Federated Services (ADFS) is not a replacement for AD. It’s a bolt-on that requires maintenance, support, and it is not a liberating service.

      Many companies are:

      • Moving to SaaS solutions for customer relationship management, HR, collaboration, voice communication, file storage, and more.
      • Managing non-Windows devices.
      • Moving to a hybrid model of work.
      • Enabling BYOD.

      Given these trends, Active Directory is becoming obsolete in terms of identity management and permissions.

      The difference between AD Domain Services and Azure AD DS

      One of the core principles of Azure AD is that the user is the security boundary, not the network.

      Kerberos is the default authentication and authorization protocol for AD. Kerberos is involved in nearly everything from the time you log on to accessing Sysvol, which is used to deliver policy and logon scripts to domain members from the Domain Controller.

      Info-Tech Insight

      If you are struggling to get away from AD, Kerberos and NTML are to blame. Working around them is difficult. Azure AD uses SAML2.0 OpenID Connect and OAuth2.0.

      Feature Azure AD DS Self-managed AD DS
      Managed service
      Secure deployments Administrator secures the deployment
      DNS server ✓ (managed service)
      Domain or Enterprise administrator privileges
      Domain join
      Domain authentication using NTLM and Kerberos
      Kerberos-constrained delegation Resource-based Resource-based and account-based
      Custom OU structure
      Group Policy
      Schema extensions
      AD domain/forest trusts ✓ (one-way outbound forest trusts only)
      Secure LDAP (LDAPS)
      LDAP read
      LDAP write ✓ (within the managed domain)
      Geo-distributed deployments

      Source: “Compare self-managed Active Directory Domain Services...” Azure documentation, 2022

      Impact of work-from-anywhere

      How AD poses issues that impact the user experience

      IT organizations are under pressure to enable work-from-home/work-from-anywhere.

      • IT teams regard legacy infrastructure, namely Active Directory, as inadequate to securely manage remote workloads.
      • While organizations previously used VPNs to access resources through Active Directory, they now have complex webs of applications that do not reside on premises, such as AWS, G-Suite, and SaaS customer relationship management and HR management systems, among others. These resources live outside the Windows ecosystem, complicating user provisioning, management, and security.
      • The work environment has changed since the start of COVID-19, with businesses scrambling to enable work-from-home. This had a huge impact on on-premises identity management tools such as AD, exposing their limitations and challenges. IT admins are all too aware that AD does not meet the needs of work-from-home.
      • As more IT organizations move infrastructure to the cloud, they have the opportunity to move their directory services to the cloud as well.
        • JumpCloud, OneLogin, Okta, Azure AD, G2, and others can be a solution for this new way of working and free up administrators from the overloaded AD environment.
        • Identity and access management (IAM) can be moved to the cloud where the modern infrastructure lives.
        • Alternatives for printers using AD include Google Cloud Print, PrinterOn, and PrinterLogic.

      How AD can impact your migration to Microsoft 365

      The beginning of your hybrid environment

      • Businesses that have a large on-premises footprint have very few choices for setting up a hybrid environment that includes their on-premises AD and Azure AD synchronization.
      • Microsoft 365 uses Azure AD in the background to manage identities.
      • Azure AD Connect will need to be installed, along with IdFix to identify errors such as duplicates and formatting problems in your AD.
      • Password hash should be implemented to synchronize passwords from on-premises AD so users can sign in to Azure without the need for additional single sign-on infrastructure.
      • Azure AD Connect synchronizes accounts every 30 minutes and passwords within two minutes.

      Alternatives to AD

      When considering retiring Active Directory from your environment, look at alternatives that can assist with those legacy application servers, handle Kerberos and NTML, and support LDAP.

      • JumpCloud: Cloud-based directory services. JumpCloud provides LDAP-as-a-Service and RADIUS-as-a-Service. It authenticates, authorizes, and manages employees, their devices, and IT applications. However, domain name changes are not supported.
      • Apache Directory Studio Pro: Written in Java, it supports LDAP v3–certified directory services. It is certified by Eclipse-based database utilities. It also supports Kerberos, which is critical for legacy Microsoft AD apps authentication.
      • Univention Corporate Server (UCS): Open-source Linux-based solution that has a friendly user interface and gets continuous security and feature updates. It supports Kerberos V5 and LDAP, works with AD, and is easy to sync. It also supports DNS server, DHCP, multifactor authentication and single sign-on, and APIs and REST APIs. However, it has a limited English knowledgebase as it is a German tool.

      What to look for

      If you are embedded in Windows systems but looking for an alternative to AD, you need a similar solution but one that is capable of working in the cloud and on premises.

      Aside from protocols and supporting utilities, also consider additional features that can help you retire your Active Directory while maintaining highly secure access control and a strong security posture.

      These are just a few examples of the many alternatives available.

      Market drivers to modernize your infrastructure

      The business is now driving your Active Directory migration

      What IT must deal with in the modern world of work:

      • Leaner footprint for evolving tech trends
      • Disaster recovery readiness
      • Dynamic compliance requirements
      • Increased security needs
      • The need to future-proof
      • Mergers and acquisitions
      • Security extending the network beyond Windows

      Organizations are making decisions that impact Active Directory, from enabling work-from-anywhere to dealing with malicious threats such as ransomware. Mergers and acquisitions also bring complexity with multiple AD domains.
      The business is putting pressure on IT to become creative with security strategies, alternative authentication and authorization, and migration to SaaS and cloud services.

      Activity

      Build a checklist to migrate off Active Directory.

      Discovery

      Assessment

      Proof of Concept

      Migration

      Cloud Operations

      ☐ Catalog your applications.

      ☐ Define your users, groups and usage.

      ☐ Identify network interdependencies and complexity.

      ☐ Know your security and compliance regulations.

      ☐ Document your disaster recovery plan and recovery point and time objectives (RPO/RTO).

      ☐ Build a methodology for migrating apps to IaaS.

      ☐ Develop a migration team using internal resources and/or outsourcing.

      ☐ Use Microsoft resources for specific skill sets.

      ☐ Map on-premises third-party solutions to determine how easily they will migrate.

      ☐ Create a plan to retire and archive legacy data.

      ☐ Test your workload: Start small and prove value with a phased approach.

      ☐ Estimate cloud costs.

      ☐ Determine the amount and size of your compute and storage requirements.

      ☐ Understand security requirements and the need for network and security controls.

      ☐ Assess network performance.

      ☐ Qualify and test the tools and solutions needed for the migration.

      ☐ Create a blueprint of your desired cloud environment.

      ☐ Establish a rollback plan.

      ☐ Identify tools for automating migration and syncing data.

      ☐ Understand the implications of the production-day data move.

      ☐ Keep up with the pace of innovation.

      ☐ Leverage 24/7 support via skilled Azure resources.

      ☐ Stay on top of system maintenance and upgrades.

      ☐ Consider service-level agreement requirements, governance, security, compliance, performance, and uptime.

      Related Info-Tech Research

      Manage the Active Directory in the Service Desk

      • Build and maintain your Active Directory with good data.
      • Actively maintaining the Active Directory is a difficult task that only gets more difficult with issues like stale accounts and privilege creep.

      SoftwareReviews: Microsoft Azure Active Directory

      • The Azure Active Directory (Azure AD) enterprise identity service provides SSO and multifactor authentication to help protect your users from 99.9% of cybersecurity attacks

      Define Your Cloud Vision

      • Don’t think about the cloud as an inevitable next step for all workloads. The cloud is merely another tool in the toolbox, ready to be used when appropriate and put away when it’s not needed. Cloud-first isn’t always the way to go.

      Bibliography

      “2012 Data Breach Investigations Report.” Verizon, 2012. Web.
      “2022 Data Breach Investigations Report.” Verizon, 2012. Web.
      “22 Best Alternatives to Microsoft Active Directory.” The Geek Page, 16 Feb 2022. Accessed 12 Sept. 2022.
      Altieri, Matt. “Infrastructure Technical Debt.” Device 42, 20 May 2019. Accessed Sept 2022.
      “Are You Ready to Make the Move from ADFS to Azure AD?’” Steeves and Associates, 29 April 2021. Accessed 28 Sept. 2022.
      Blanton, Sean. “Can I Replace Active Directory with Azure AD? No, Here’s Why.” JumpCloud, 9 Mar 2021. Accessed Sept. 2022.
      Chai, Wesley, and Alexander S. Gillis. “What is Active Directory and how does it work?” TechTarget, June 2021. Accessed 10 Sept. 2022.
      Cogan, Sam. “Azure Active Directory is not Active Directory!” SamCogan.com, Oct 2020. Accessed Sept. 2022.
      “Compare Active Directory to Azure Active Directory.” Azure documentation, Microsoft Learn, 18 Aug. 2022. Accessed 12 Sept. 2022.
      "Compare self-managed Active Directory Domain Services, Azure Active Directory, and managed Azure Active Directory Domain Services." Azure documentation, Microsoft Learn, 23 Aug. 2022. Accessed Sept. 2022.
      “Dimensional Research, Active Directory Modernization: A Survey of IT Professionals.” Quest, 2017. Accessed Sept 2022.
      Grillenmeier, Guido. “Now’s the Time to Rethink Active Directory Security.“ Semperis, 4 Aug 2021. Accessed Oct. 2013.
      “How does your Active Directory align to today’s business?” Quest Software, 2017, accessed Sept 2022
      Lewis, Jack “On-Premises Active Directory: Can I remove it and go full cloud?” Softcat, Dec.2020. Accessed 15 Sept 2022.
      Loshin, Peter. “What is Kerberos?” TechTarget, Sept 2021. Accessed Sept 2022.
      Mann, Terry. “Why Cybersecurity Must Include Active Directory.” Lepide, 20 Sept. 2021. Accessed Sept. 2022.
      Roberts, Travis. “Azure AD without on-prem Windows Active Directory?” 4sysops, 25 Oct. 2021. Accessed Sept. 2022.
      “Understanding Active Directory® & its architecture.” ActiveReach, Jan 2022. Accessed Sept. 2022.
      “What is Active Directory Migration?” Quest Software Inc, 2022. Accessed Sept 2022.

      The First 100 Days As CIO

      • Buy Link or Shortcode: {j2store}540|cart{/j2store}
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      • Parent Category Name: High Impact Leadership
      • Parent Category Link: /lead
      • You’ve been promoted from within to the role of CIO.
      • You’ve been hired externally to take on the role of CIO.

      Our Advice

      Critical Insight

      • Foundational understanding must be achieved before you start. Hit the ground running before day one by using company documents and initial discussions to pin down the company’s type and mode.
      • Listen before you act (usually). In most situations, executives benefit from listening to peers and staff before taking action.
      • Identify quick wins early and often. Fix problems as soon as you recognize them to set the tone for your tenure.

      Impact and Result

      • Collaborate to collect the details needed to identify the right mode for your organization and determine how it will influence your plan.
      • Use Info-Tech’s diagnostic tools to align your vision with that of business executives and form a baseline for future reference.

      The First 100 Days As CIO Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why the first 100 days of being a new executive is a crucial time that requires the right balance of listening with taking action. See how seven calls with an executive advisor will guide you through this period.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Check in with your executive advisor over seven calls

      Organize your first 100 days as CIO into activities completed within two-week periods, aided by the guidance of an executive advisor.

      • The First 100 Days As CIO – Storyboard
      • Organizational Catalog
      • Cultural Archetype Calculator
      • IT Capability Assessment

      2. Communicate your plan to your manager

      Communicate your strategy with a presentation deck that you will complete in collaboration with Info-Tech advisors.

      • The First 100 Days As CIO – Presentation Deck

      3. View an example of the final presentation

      See an example of a completed presentation deck, from the new CIO of Gotham City.

      • The First 100 Days As CIO – Presentation Deck Example

      4. Listen to our podcast

      Check out The Business Leadership podcast in Info-Tech's special series, The First 100 Days.

      • "The First 100 Days" Podcast – Alan Fong, CTO, DealerFX
      • "The First 100 Days" Podcast – Denis Gaudreault, country manager for Intel’s Canada and Latin America region
      • "The First 100 Days" Podcast – Dave Penny & Andrew Wertkin, BlueCat
      • "The First 100 Days" Podcast – Susan Bowen, CEO, Aptum
      • "The First 100 Days" Podcast – Wayne Berger, CEO IWG Plc Canada and Latin America
      • "The First 100 Days" Podcast – Eric Wright, CEO, LexisNexis Canada
      • "The First 100 Days" Podcast – Erin Bury, CEO, Willful
      [infographic]

      Further reading

      The First 100 Days As CIO

      Partner with Info-Tech for success in this crucial period of transition.

      Analyst Perspective

      The first 100 days refers to the 10 days before you start and the first three months on the job.

      “The original concept of ‘the first 100 days’ was popularized by Franklin Delano Roosevelt, who passed a battery of new legislation after taking office as US president during the Great Depression. Now commonly extended to the business world, the first 100 days of any executive role is a critically important period for both the executive and the organization.

      But not every new leader should follow FDR’s example of an action-first approach. Instead, finding the right balance of listening and taking action is the key to success during this transitional period. The type of the organization and the mode that it’s in serves as the fulcrum that determines where the point of perfect balance lies. An executive facing a turnaround situation will want to focus on more action more quickly. One facing a sustaining success situation or a realignment situation will want to spend more time listening before taking action.” (Brian Jackson, Research Director, CIO, Info-Tech Research Group)

      Executive summary

      Situation

      • You’ve been promoted from within to the role of CIO.
      • You’ve been hired externally to take on the role of CIO.

      Complication

      Studies show that two years after a new executive transition, as many as half are regarded as failures or disappointments (McKinsey). First impressions are hard to overcome, and a CIO’s first 100 days are heavily weighted in terms of how others will assess their overall success. The best way to approach this period is determined by both the size and the mode of an organization.

      Resolution

      • Work with Info-Tech to prepare a 100-day plan that will position you for success.
      • Collaborate to collect the details needed to identify the right mode for your organization and determine how it will influence your plan.
      • Use Info-Tech’s diagnostic tools to align your vision with that of business executives and form a baseline for future reference.

      Info-Tech Insight

      1. Foundational understanding must be achieved before you start.
        Hit the ground running before day one by using company documents and initial discussions to pin down the company’s type and mode.
      2. Listen before you act (usually).
        In most situations, executives benefit from listening to peers and staff before taking action.
      3. Identify quick wins early and often.
        Fix problems as soon as you recognize them to set the tone for your tenure.

      The First 100 Days: Roadmap

      A roadmap timeline of 'The 100-Day Plan' for your first 100 days as CIO and related Info-Tech Diagnostics. Step A: 'Foundational Preparation' begins 10 days prior to your first day. Step B: 'Management's Expectations' is Days 0 to 30, with the diagnostic 'CIO-CEO Alignment'. Step C: 'Assessing the IT Team' is Days 10 to 75, with the diagnostics 'IT M&G Diagnostic' at Day 30 and 'IT Staffing Assessment' at Day 60. Step D: 'Assess the Key Stakeholders' is Days 40 to 85 with the diagnostic 'CIO Business Vision Survey'. Step E: 'Deliver First-Year Plan' is Days 80 to 100.

      Concierge service overview

      Organize a call with your executive advisor every two weeks during your first 100 days. Info-Tech recommends completing our diagnostics during this period. If you’re not able to do so, instead complete the alternative activities marked with (a).

      Call 1 Call 2 Call 3 Call 4 Call 5 Call 6 Call 7
      Activities
      Before you start: Day -10 to Day 1
      • 1.1 Interview your predecessor.
      • 1.2 Learn the corporate structure.
      • 1.3 Determine STARS mode.
      • 1.4 Create a one-page intro sheet.
      • 1.5 Update your boss.
      Day 0 to 15
      • 2.1 Introduce yourself to your team.
      • 2.2 Document your sphere of influence.
      • 2.3 Complete a competitor array.
      • 2.4 Complete the CEO-CIO Alignment Program.
      • 2.4(a) Agree on what success looks like with the boss.
      • 2.5 Inform team of IT M&G Framework.
      Day 16 to 30
      • 3.1 Determine the team’s cultural archetype.
      • 3.2 Create a cultural adjustment plan.
      • 3.3 Initiate IT M&G Diagnostic.
      • 3.4 Conduct a high-level analysis of current IT capabilities.
      • 3.4 Update your boss.
      Day 31 to 45
      • 4.1 Inform stakeholders about CIO Business Vision survey.
      • 4.2 Get feedback on initial assessments from your team.
      • 4.3 Initiate CIO Business Vision survey.
      • 4.3(a) Meet stakeholders and catalog details.
      Day 46 to 60
      • 5.1 Inform the team that you plan to conduct an IT staffing assessment.
      • 5.2 Initiate the IT Staffing Assessment.
      • 5.3 Quick wins: Make recommend-ations based on CIO Business Vision Diagnostic/IT M&G Framework.
      • 5.4 Update your boss.
      Day 61 to 75
      • 6.1 Run a start, stop, continue exercise with IT staff.
      • 6.2 Make a categorized vendor list.
      • 6.3 Determine the alignment of IT commitments with business objectives.
      Day 76 to 90
      • 7.1 Finalize your vision – mission – values statement.
      • 7.2 Quick Wins: Make recommend-ations based on IT Staffing Assessment.
      • 7.3 Create and communicate a post-100-day plan.
      • 7.4 Update your boss.
      Deliverables Presentation Deck Section A: Foundational Preparation Presentation Deck slides 9, 11-13, 19-20, 29 Presentation Deck slides 16, 17, 21 Presentation Deck slides 30, 34 Presentation Deck slides 24, 25, 2 Presentation Deck slides 27, 42

      Call 1

      Before you start: Day -10 to Day 1

      Interview your predecessor

      Interviewing your predecessor can help identify the organization’s mode and type.

      Before reaching out to your predecessor, get a sense of whether they were viewed as successful or not. Ask your manager. If the predecessor remains within the organization in a different role, understand your relationship with them and how you'll be working together.

      During the interview, make notes about follow-up questions you'll ask others at the organization.

      Ask these open-ended questions in the interview:

      • Tell me about the team.
      • Tell me about your challenges.
      • Tell me about a major project your team worked on. How did it go?
      • Who/what has been helpful during your tenure?
      • Who/what created barriers for you?
      • What do your engagement surveys reveal?
      • Tell me about your performance management programs and issues.
      • What mistakes would you avoid if you could lead again?
      • Why are you leaving?
      • Could I reach out to you again in the future?

      Learn the corporate structure

      Identify the organization’s corporate structure type based on your initial conversations with company leadership. The type of structure will dictate how much control you'll have as a functional head and help you understand which stakeholders you'll need to collaborate with.

      To Do:

      • Review the organization’s structure list and identify whether the structure is functional, prioritized, or a matrix. If it's a matrix organization, determine if it's a strong matrix (project manager holds more authority), weak matrix (functional manager holds more authority), or balanced matrix (managers hold equal authority).

      Functional

      • Most common structure.
      • Traditional departments such as sales, marketing, finance, etc.
      • Functional managers hold most authority.

      Projectized

      • Most programs are implemented through projects with focused outcomes.
      • Teams are cross-functional.
      • Project managers hold the most authority.

      Matrix

      • Combination of projectized and functional.
      • Organization is a dynamic environment.
      • Authority of functional manager flows down through division, while authority of project manager flows sideways through teams.

      This organization is a ___________________ type.

      (Source: Simplilearn)

      Presentation Deck, slide 6

      Determine the mode of the organization: STARS

      Based on your interview process and discussions with company leadership, and using Michael Watkins’ STARS assessment, determine which mode your organization is in: startup, turnaround, accelerated growth, realignment, or sustaining success.

      Knowing the mode of your organization will determine how you approach your 100-day plan. Depending on the mode, you'll rebalance your activities around the three categories of assess, listen, and deliver.

      To Do:

      • Review the STARS table on the right.

      Based on your situation, prioritize activities in this way:

      • Startup: assess, listen, deliver
      • Turnaround: deliver, listen, assess
      • Accelerated Growth: assess, listen, deliver
      • Realignment: listen, assess, deliver
      • Sustaining success: listen, assess, deliver

      This organization is a ___________________ type.

      (Source: Watkins, 2013.)

      Presentation Deck, slide 6

      Determine the mode of the organization: STARS

      STARS Startup Turnaround Accelerated Growth Realignment Sustaining Success
      Definition Assembling capabilities to start a project. Project is widely seen as being in serious trouble. Managing a rapidly expanding business. A previously successful organization is now facing problems. A vital organization is going to the next level.
      Challenges Must build strategy, structures, and systems from scratch. Must recruit and make do with limited resources. Stakeholders are demoralized; slash and burn required. Requires structure and systems to scale; hiring and onboarding. Employees need to be convinced change is needed; restructure at the top required. Risk of living in shadow of a successful former leader.
      Advantages No rigid preconceptions. High-energy environment and easy to pivot. A little change goes a long way when people recognize the need. Motivated employee base willing to stretch. Organization has clear strengths; people desire success. Likely a strong team; foundation for success likely in place.

      Satya Nadella's listen, lead, and launch approach

      CASE STUDY

      Industry Software
      Source Gregg Keizer, Computerworld, 2014

      When Satya Nadella was promoted to the CEO role at Microsoft in 2014, he received a Glassdoor approval rating of 85% and was given an "A" grade by industry analysts after his first 100 days. What did he do right?

      • Created a sense of urgency by shaking up the senior leadership team.
      • Already understood the culture as an insider.
      • Listened a lot and did many one-on-one meetings.
      • Established a vision communicated with a mantra that Microsoft would be "mobile-first, cloud-first."
      • Met his words with actions. He launched Office for iPad and made many announcements for cloud platform Azure.
      Photo of Satya Nadella, CEO, Microsoft Corp.
      Satya Nadella, CEO, Microsoft Corp. (Image source: Microsoft)

      Listen to 'The First 100 Days' podcast – Alan Fong

      Create a one-page introduction sheet to use in communications

      As a new CIO, you'll have to introduce yourself to many people in the organization. To save time on communicating who you are as a person outside of the office, create a brief one-pager that includes a photo of you, where you were born and raised, and what your hobbies are. This helps make a connection more quickly so your conversations can focus on the business at hand rather than personal topics.

      For your presentation deck, remove the personal details and just keep it professional. The personal aspects can be used as a one-pager for other communications. (Source: Personal interview with Denis Gaudreault, Country Lead, Intel.)

      Presentation Deck, slide 5

      Call 2

      Day 1 to Day 15

      Introduce yourself to your team

      Prepare a 20-second pitch about yourself that goes beyond your name and title. Touch on your experience that's relevant to your new role or the industry you're in. Be straightforward about your own perceived strengths and weaknesses so that people know what to expect from you. Focus on the value you believe you'll offer the group and use humor and humility where you're comfortable. For example:

      “Hi everyone, my name is John Miller. I have 15 years of experience marketing conferences like this one to vendors, colleges, and HR departments. What I’m good at, and the reason I'm here, is getting the right people, businesses, and great ideas in a room together. I'm not good on details; that's why I work with Tim. I promise that I'll get people excited about the conference, and the gifts and talents of everyone else in this room will take over from there. I'm looking forward to working with all of you.”

      Have a structured set of questions ready that you can ask everyone.

      For example:
      • How well is the company performing based on expectations?
      • What must the company do to sustain its financial performance and market competitiveness?
      • How do you foresee the CIO contributing to the team?
      • How have past CIOs performed from the perspective of the team?
      • What would successful performance of this role look like to you? To your peers?
      • What challenges and obstacles to success am I likely to encounter? What were the common challenges of my predecessor?
      • How do you view the culture here and how do successful projects tend to get approved?
      • What are your greatest challenges? How could I help you?

      Get to know your sphere of influence: prepare to connect with a variety of people before you get down to work

      Your ability to learn from others is critical at every stage in your first 100 days. Keep your sphere of influence in the loop as you progress through this period.

      A diagram of circles within circles representing your spheres of influence. The smallest circle is 'IT Leaders' and is noted as your 'Immediate circle'. The next largest circle is 'IT Team', then 'Peers - Business Leads', then 'Internal Clients' which is noted as you 'Extended circle'. The largest circle is 'External clients'.

      Write down the names, or at least the key people, in each segment of this diagram. This will serve as a quick reference when you're planning communications with others and will help you remember everyone as you're meeting lots of new people in your early days on the job.

      • Everyone knows their networks are important.
      • However, busy schedules can cause leaders to overlook their many audiences.
      • Plan to meet and learn from all people in your sphere to gain a full spectrum of insights.

      Presentation Deck, slide 29

      Identify how your competitors are leveraging technology for competitive advantage

      Competitor identification and analysis are critical steps for any new leader to assess the relative strengths and weaknesses of their organization and develop a sense of strategic opportunity and environmental awareness.

      Today’s CIO is accountable for driving innovation through technology. A competitive analysis will provide the foundation for understanding the current industry structure, rivalry within it, and possible competitive advantages for the organization.

      Surveying your competitive landscape prior to the first day will allow you to come to the table prepared with insights on how to support the organization and ensure that you are not vulnerable to any competitive blind spots that may exist in the evaluations conducted by the organization already.

      You will not be able to gain a nuanced understanding of the internal strengths and weaknesses until you are in the role, so focus on the external opportunities and how competitors are using technology to their advantage.

      Info-Tech Best Practice

      For a more in-depth approach to identifying and understanding relevant industry trends and turning them into insights, leverage the following Info-Tech blueprints:

      Presentation Deck, slide 9

      Assess the external competitive environment

      Associated Activity icon

      INPUT: External research

      OUTPUT: Competitor array

      1. Conduct a broad analysis of the industry as a whole. Seek to answer the following questions:
        1. Are there market developments or new markets?
        2. Are there industry or lifestyle trends, e.g. move to mobile?
        3. Are there geographic changes in the market?
        4. Are there demographic changes that are shaping decision making?
        5. Are there changes in market demand?
      2. Create a competitor array by identifying and listing key competitors. Try to be as broad as possible here and consider not only entrenched close competitors but also distant/future competitors that may disrupt the industry.
      3. Identify the strengths, weaknesses, and key brand differentiators that each competitor brings to the table. For each strength and differentiator, brainstorm ways that IT-based innovation enables each. These will provide a toolkit for deeper conversations with your peers and your business stakeholders as you move further into your first 100 days.
      Competitor Strengths Weaknesses Key Differentiators IT Enablers
      Competitor 1
      Competitor 2
      Competitor 3

      Complete the CEO-CIO Alignment Program

      Associated Activity icon Run the diagnostic program or use the alternative activities to complete your presentation

      INPUT: CEO-CEO Alignment Program (recommended)

      OUTPUT: Desired and target state of IT maturity, Innovation goals, Top priorities

      Materials: Presentation Deck, slides 11-13

      Participants: CEO, CIO

      Introduce the concept of the CEO-CIO Alignment Program using slide 10 of your presentation deck and the brief email text below.

      Talk to your advisory contact at Info-Tech about launching the program. More information is available on Info-Tech’s website.

      Once the report is complete, import the results into your presentation:

      • Slide 11, the CEO’s current and desired states
      • Slide 12, IT innovation goals
      • Slide 13, top projects and top departments from the CEO and the CIO

      Include any immediate recommendations you have.

      Hello CEO NAME,

      I’m excited to get started in my role as CIO, and to hit the ground running, I’d like to make sure that the IT department is aligned with the business leadership. We will accomplish this using Info-Tech Research Group’s CEO-CIO Alignment Program. It’s a simple survey of 20 questions to be completed by the CEO and the CIO.

      This survey will help me understand your perception and vision as I get my footing as CIO. I’ll be able to identify and build core IT processes that will automate IT-business alignment going forward and create an effective IT strategy that helps eliminate impediments to business growth.

      Research shows that IT departments that are effectively aligned to business goals achieve more success, and I’m determined to make our IT department as successful as possible. I look forward to further detailing the benefits of this program to you and answering any questions you may have the next time we speak.

      Regards,
      CIO NAME

      New KPIs for CEO-CIO Alignment — Recommended

      Info-Tech CEO-CIO Alignment Program

      Info-Tech's CEO-CIO Alignment Program is set up to build IT-business alignment in any organization. It helps the CIO understand CEO perspectives and priorities. The exercise leads to useful IT performance indicators, clarifies IT’s mandate and which new technologies it should invest in, and maps business goals to IT priorities.

      Benefits

      Master the Basics
      Cut through the jargon.
      Take a comprehensive look at the CEO perspective.
      Target Alignment
      Identify how IT can support top business priorities. Address CEO-CIO differences.
      Start on the Right Path
      Get on track with the CIO vision. Use correct indicators and metrics to evaluate IT from day one.

      Supporting Tool or Template icon Additional materials are available on Info-Tech’s website.

      The desired maturity level of IT — Alternative

      Associated Activity icon Use only if you can’t complete the CEO-CIO Alignment Program

      Step 1: Where are we today?

      Determine where the CEO sees the current overall maturity level of the IT organization.

      Step 2: Where do we want to be as an organization?

      Determine where the CEO wants the IT organization to be in order to effectively support the strategic direction of the business.

      A colorful visual representation of the different IT maturity levels. At the bottom is 'STRUGGLE, Unable to Provide Reliable Business Services', then moving upwards are 'SUPPORT, Reliable Infrastructure and IT Service Desk', 'OPTIMIZE, Effective Fulfillment of Work Orders, Functional Business Applications, and Reliable Service Management', 'EXPAND, Effective Execution on Business Projects, Strategic Use of Analytics and Customer Technology', and at the top is 'TRANSFORM, Reliable Technology Innovation'.

      Presentation Deck, slide 11

      Tim Cook's powerful use of language

      CASE STUDY

      Industry Consumer technology
      Source Carmine Gallo, Inc., 2019

      Apple CEO Tim Cook, an internal hire, had big shoes to fill after taking over from the late Steve Jobs. Cook's ability to control how the company is perceived is a big credit to his success. How does he do it? His favorite five words are “The way I see it..." These words allow him to take a line of questioning and reframe it into another perspective that he wants to get across. Similarly, he'll often say, "Let me tell you the way I look at it” or "To put it in perspective" or "To put it in context."

      In your first two weeks on the job, try using these phrases in your conversations with peers and direct reports. It demonstrates that you value their point of view but are independently coming to conclusions about the situation at hand.

      Photo of Tim Cook, CEO, Apple Inc.
      Tim Cook, CEO, Apple Inc. (Image source: Apple)

      Listen to 'The First 100 Days' podcast – Denis Gaudreault

      Inform your team that you plan to do an IT Management & Governance Diagnostic survey

      Associated Activity icon Run the diagnostic program or use the alternative activities to complete your presentation

      INPUT: IT Management & Governance Diagnostic (recommended)

      OUTPUT: Process to improve first, Processes important to the business

      Materials: Presentation Deck, slides 19-20

      Participants: CIO, IT staff

      Introduce the IT Management & Governance Diagnostic survey that will help you form your IT strategy.

      Explain that you want to understand current IT capabilities and you feel a formal approach is best. You’ll also be using this approach as an important metric to track your department’s success. Tell them that Info-Tech Research Group will be conducting the survey and it’s important to you that they take action on the email when it’s sent to them.

      Example email:

      Hello TEAM,

      I appreciate meeting each of you, and so far I’m excited about the talents and energy on the team. Now I need to understand the processes and capabilities of our department in a deeper way. I’d like to map our process landscape against an industry-wide standard, then dive deeper into those processes to understand if our team is aligned. This will help us be accountable to the business and plan the year ahead. Advisory firm Info-Tech Research Group will be reaching out to you with a simple survey that shouldn’t take too long to complete. It’s important to me that you pay attention to that message and complete the survey as soon as possible.

      Regards,
      CIO NAME

      Call 3

      Day 16 to Day 30

      Leverage team interviews as a source of determining organizational culture

      Info-Tech recommends that you hold group conversations with your team to uncover their opinions of the current organizational culture. This not only helps build transparency between you and your team but also gives you another means of observing behavior and reactions as you listen to team members’ characterizations of the current culture.

      A visualization of the organizational culture of a company asks the question 'What is culture?' Five boxes are stacked, the bottom two are noted as 'The invisible causes' and the top two are noted as 'The visible signs'. From the bottom, 'Fundamental assumptions and beliefs', 'Values and attitudes', 'The way we do things around here', 'Behaviors', and at the top, 'Environment'. (Source: Hope College Blog Network)

      Note: It is inherently difficult for people to verbalize what constitutes a culture – your strategy for extracting this information will require you to ask indirect questions to solicit the highest value information.

      Questions for Discussion:

      • What about the current organizational environment do you think most contributes to your success?
      • What barriers do you experience as you try to accomplish your work?
      • What is your favorite quality that is present in our organization?
      • What is the one thing you would most like to change about this organization?
      • Do the organization's policies and procedures support your efforts to accomplish work or do they impede your progress?
      • How effective do you think IT’s interactions are with the larger organization?
      • What would you consider to be IT’s top three guiding principles?
      • What kinds of people fail in this organization?

      Supporting Tool or Template icon See Info-Tech’s Cultural Archetype Calculator.

      Use the Competing Values Framework to define your organization’s cultural archetype

      THE COMPETING VALUES FRAMEWORK (CVF):

      CVF represents the synthesis of academic study of 39 indicators of effectiveness for organizations. Using a statistical analysis, two polarities that are highly predictive of differences in organizational effectiveness were isolated:

      1. Internal focus and integration vs. external focus and differentiation.
      2. Stability and control vs. flexibility and discretion.

      By plotting these dimensions on a matrix of competing values, four main cultural archetypes are identified with their own value drivers and theories of effectiveness.

      A map of cultural archetypes with 'Internal control and integration' on the left, 'External focus and differentiation' on the right, 'Flexibility and discretion' on top, and 'Stability and control' on the bottom. Top left is 'Clan Archetype', internal and flexible. Top right is 'Adhocracy Archetype', external and flexible. Bottom left is 'Hierarchy Archetype', internal and controlled. Bottom right is 'Market Archetype', external and controlled.

      Presentation Deck, slide 16

      Create a cultural adjustment plan

      Now that you've assessed the cultural archetype, you can plan an appropriate approach to shape the culture in a positive way. When new executives want to change culture, there are a few main options at hand:

      Autonomous evolution: Encourage teams to learn from each other. Empower hybrid teams to collaborate and reward teams that perform well.

      Planned and managed change: Create steering committee and project-oriented taskforces to work in parallel. Appoint employees that have cultural traits you'd like to replicate to hold responsibility for these bodies.

      Cultural destruction: When a toxic culture needs to be eliminated, get rid of its carriers. Putting new managers or directors in place with the right cultural traits can be a swift and effective way to realign.

      Each option boils down to creating the right set of incentives and deterrents. What behaviors will you reward and which ones will you penalize? What do those consequences look like? Sometimes, but not always, some structural changes to the team will be necessary. If you feel these changes should be made, it's important to do it sooner rather than later. (Source: “Enlarging Your Sphere of Influence in Your Organization,” MindTools Corporate, 2014.)

      As you're thinking about shaping a desired culture, it's helpful to have an easy way to remember the top qualities you want to espouse. Try creating an acronym that makes it easy for staff to remember. For example: RISE could remind your staff to be Responsive, Innovative, Sustainable, and Engaging (RISE). Draw upon your business direction from your manager to help produce desired qualities (Source: Jennifer Schaeffer).

      Presentation Deck, slide 17

      Gary Davenport’s welcome “surprise”

      CASE STUDY

      Industry Telecom
      Source Interview with Gary Davenport

      After Gary Davenport was hired on as VP of IT at MTS Allstream, his first weekend on the job was spent at an all-executive offsite meeting. There, he learned from the CEO that the IT department had a budget reduction target of 25%, like other departments in the company. “That takes your breath away,” Davenport says.

      He decided to meet the CEO monthly to communicate his plans to reduce spending while trying to satisfy business stakeholders. His top priorities were:

      1. Stabilize IT after seven different leaders in a five-year period.
      2. Get the IT department to be respected. To act like business owners instead of like servants.
      3. Better manage finances and deliver on projects.

      During Davenport’s 7.5-year tenure, the IT department became one of the top performers at MTS Allstream.

      Photo of Gary Davenport.
      Gary Davenport’s first weekend on the job at MTS Allstream included learning about a 25% reduction target. (Image source: Ryerson University)

      Listen to 'The First 100 Days' podcast – David Penny & Andrew Wertkin

      Initiate IT Management & Governance Diagnostic — Recommended

      Info-Tech Management & Governance Diagnostic

      Talk to your Info-Tech executive advisor about launching the survey shortly after informing your team to expect it. You'll just have to provide the names and email addresses of the staff you want to be involved. Once the survey is complete, you'll harvest materials from it for your presentation deck. See slides 19 and 20 of your deck and follow the instructions on what to include.

      Benefits

      A sample of the 'High Level Process Landscape' materials available from Info-Tech. A sample of the 'Strategy and Governance In Depth Results' materials available from Info-Tech. A sample of the 'Process Accountability' materials available from Info-Tech.
      Explore IT Processes
      Dive deeper into performance. Highlight problem areas.
      Align IT Team
      Build consensus by identifying opposing views.
      Ownership & Accountability
      Identify process owners and hold team members accountable.

      Supporting Tool or Template icon Additional materials available on Info-Tech’s website.

      Conduct a high-level analysis of current IT capabilities — Alternative

      Associated Activity icon

      INPUT: Interviews with IT leadership team, Capabilities graphic on next slide

      OUTPUT: High-level understanding of current IT capabilities

      Run this activity if you're not able to conduct the IT Management & Governance Diagnostic.

      Schedule meetings with your IT leadership team. (In smaller organizations, interviewing everyone may be acceptable.) Provide them a list of the core capabilities that IT delivers upon and ask them to rate them on an effectiveness scale of 1-5, with a short rationale for their score.

      • 1. Not effective (NE)
      • 2. Somewhat Effective (SE)
      • 3. Effective (E)
      • 4. Very Effective (VE)
      • 5. Extremely Effective (EE)

      Presentation Deck, slide 21

      Use the following set of IT capabilities for your assessment

      Strategy & Governance

      IT Governance Strategy Performance Measurement Policies Quality Management Innovation

      People & Resources

      Stakeholder Management Resource Management Financial Management Vendor Selection & Contract Management Vendor Portfolio Management Workforce Strategy Strategic Comm. Organizational Change Enablement

      Service Management & Operations

      Operations Management Service Portfolio Management Release Management Service Desk Incident & Problem Management Change Management Demand Management

      Infrastructure

      Asset Management Infrastructure Portfolio Management Availability & Capacity Management Infrastructure Management Configuration Management

      Information Security & Risk

      Security Strategy Risk Management Compliance, Audit & Review Security Detection Response & Recovery Security Prevention

      Applications

      Application Lifecycle Management Systems Integration Application Development User Testing Quality Assurance Application Maintenance

      PPM & Projects

      Portfolio Management Requirements Gathering Project Management

      Data & BI

      Data Architecture BI & Reporting Data Quality & Governance Database Operations Enterprise Content Management

      Enterprise Architecture

      Enterprise Architecture Solution Architecture

      Quick wins: CEO-CIO Alignment Program

      Complete this while waiting on the IT M&G survey results. Based on your completed CEO-CIO Alignment Report, identify the initiatives you can tackle immediately.

      If you are here... And want to be here... Drive toward... Innovate around...
      Business Partner Innovator Leading business transformation
      • Emerging technologies
      • Analytical capabilities
      • Risk management
      • Customer-facing tech
      • Enterprise architecture
      Trusted Operator Business Partner Optimizing business process and supporting business transformation
      • IT strategy and governance
      • Business architecture
      • Projects
      • Resource management
      • Data quality
      Firefighter Trusted Operator Optimize IT processes and services
      • Business applications
      • Service management
      • Stakeholder management
      • Work orders
      Unstable Firefighter Reduce use disruption and adequately support the business
      • Network and infrastructure
      • Service desk
      • Security
      • User devices

      Call 4

      Day 31 to Day 45

      Inform your peers that you plan to do a CIO Business Vision survey to gauge your stakeholders’ satisfaction

      Associated Activity icon Run the diagnostic program or use the alternative activities to complete your presentation

      INPUT: CIO Business Vision survey (recommended)

      OUTPUT: True measure of business satisfaction with IT

      Materials: Presentation Deck, slide 30

      Participants: CIO, IT staff

      Meet the business leaders at your organization face-to-face if possible. If you can't meet in person, try a video conference to establish some rapport. At the end of your introduction and after listening to what your colleague has to say, introduce the CIO Business Vision Diagnostic.

      Explain that you want to understand how to meet their business needs and you feel a formal approach is best. You'll also be using this approach as an important metric to track your department's success. Tell them that Info-Tech Research Group will be conducting the survey and it’s important to you that they take the survey when the email is sent to them.

      Example email:

      Hello PEER NAMES,

      I'm arranging for Info-Tech Research Group to invite you to take a survey that will be important to me. The CIO Business Vision survey will help me understand how to meet your business needs. It will only take about 15 minutes of your time, and the top-line results will be shared with the organization. We will use the results to plan initiatives for the future that will improve your satisfaction with IT.

      Regards,
      CIO NAME

      Gain feedback on your initial assessments from your IT team

      There are two strategies for gaining feedback on your initial assessments of the organization from the IT team:

      1. Review your personal assessments with the relevant members of your IT organization as a group. This strategy can help to build trust and an open channel for communication between yourself and your team; however, it also runs the risk of being impacted by groupthink.
      2. Ask for your team to complete their own assessments for you to compare and contrast. This strategy can help extract more candor from your team, as they are not expected to communicate what may be nuanced perceptions of organizational weaknesses or criticisms of the way certain capabilities function.

      Who you involve in this process will be impacted by the size of your organization. For larger organizations, involve everyone down to the manager level. In smaller organizations, you may want to involve everyone on the IT team to get an accurate lay of the land.

      Areas for Review:

      • Strategic Document Review: Are there any major themes or areas of interest that were not covered in my initial assessment?
      • Competitor Array: Are there any initiatives in flight to leverage new technologies?
      • Current State of IT Maturity: Does IT’s perception align with the CEO’s? Where do you believe IT has been most effective? Least effective?
      • IT’s Key Priorities: Does IT’s perception align with the CEO’s?
      • Key Performance Indicators: How has IT been measured in the past?

      Info-Tech Best Practice

      You need your team’s hearts and minds or you risk a short tenure. Overemphasizing business commitment by neglecting to address your IT team until after you meet your business stakeholders will result in a disenfranchised group. Show your team their importance.

      Susan Bowen's talent maximization

      CASE STUDY

      Industry Infrastructure Services
      Source Interview with Susan Bowen

      Susan Bowen was promoted to be the president of Cogeco Peer 1, an infrastructure services firm, when it was still a part of Cogeco Communications. Part of her mandate was to help spin out the business to a new owner, which occurred when it was acquired by Digital Colony. The firm was renamed Aptum and Bowen was put in place as CEO, which was not a certainty despite her position as president at Cogeco Peer 1. She credits her ability to put the right talent in the right place as part of the reason she succeeded. After becoming president, she sought a strong commitment from her directors. She gave them a choice about whether they'd deliver on a new set of expectations – or not. She also asks her leadership on a regular basis if they are using their talent in the right way. While it's tempting for directors to want to hold on to their best employees, those people might be able to enable many more people if they can be put in another place.

      Bowen fully rounded out her leadership team after Aptum was formed. She created a chief operating officer and a chief infrastructure officer. This helped put in place more clarity around roles at the firm and put an emphasis on client-facing services.

      Photo of Susan Bowen, CEO, Aptum.
      Susan Bowen, CEO, Aptum (Image source: Aptum)

      Listen to 'The First 100 Days' podcast – Susan Bowen

      Initiate CIO Business Vision survey – new KPIs for stakeholder management — Recommended

      Info-Tech CIO Business Vision

      Be sure to effectively communicate the context of this survey to your business stakeholders before you launch it. Plan to talk about your plans to introduce it in your first meetings with stakeholders. When ready, let your executive advisor know you want to launch the tool and provide the names and email addresses of the stakeholders you want involved. After you have the results, harvest the materials required for your presentation deck. See slide 30 and follow the instructions on what to include.

      Benefits

      Icon for Key Stakeholders. Icon for Credibility. Icon for Improve. Icon for Focus.
      Key Stakeholders
      Clarify the needs of the business.
      Credibility
      Create transparency.
      Improve
      Measure IT’s progress.
      Focus
      Find what’s important.

      Supporting Tool or Template icon Additional materials are available on Info-Tech’s website.

      Create a catalog of key stakeholder details to reference prior to future conversations — Alternative

      Only conduct this activity if you’re not able to run the CIO Business Vision diagnostic.

      Use the Organizational Catalog as a personal cheat sheet to document the key details around each of your stakeholders, including your CEO when possible.

      The catalog will be an invaluable tool to keep the competing needs of your different stakeholders in line, while ensuring you are retaining the information to build the political capital needed to excel in the C-suite.

      Note: It is important to keep this document private. While you may want to communicate components of this information, ensure your catalog remains under lock and (encryption) key.

      Screenshot of the Organizational Catalog for Stakeholders. At the top are spaces for 'Name', 'Job Title', etc. Boxes include 'Key Personal Details', 'Satisfaction Levels With IT', 'Preferred Communications', 'Key Activities', 'In-Flight and Scheduled Projects', 'Key Performance Indicators', and 'Additional Details'.

      Info-Tech Insight

      While profiling your stakeholders is important, do not be afraid to profile yourself as well. Visualizing how your interests overlap with those of your stakeholders can provide critical information on how to manage your communications so that those on the receiving end are hearing exactly what they need.

      Activity: Conduct interviews with your key business stakeholders — Alternative

      Associated Activity icon

      1. Once you have identified your key stakeholders through your interviews with your boss and your IT team, schedule a set of meetings with those individuals.
      2. Use the meetings to get to know your stakeholders, their key priorities and initiatives, and their perceptions of the effectiveness of IT.
        1. Use the probative questions to the right to elicit key pieces of information.
        2. Refer to the Organizational Catalog tool for more questions to dig deeper in each category. Ensure that you are taking notes separate from the tool and are keeping the tool itself secure, as it will contain private information specific to your interests.
      3. Following each meeting, record the results of your conversation and any key insights in the Organizational Catalog. Refer to the following slide for more details.

      Questions for Discussion:

      • Be indirect about your personal questions – share stories that will elicit details about their interests, kids, etc.
      • What are your most critical/important initiatives for the year?
      • What are your key revenue streams, products, and services?
      • What are the most important ways that IT supports your success? What is your satisfaction level with those services?
      • Are there any current in-flight projects or initiatives that are a current pain point? How can IT assist to alleviate challenges?
      • How is your success measured? What are your targets for the year on those metrics?

      Presentation Deck, slide 34

      Call 5

      Day 46 to Day 60

      Inform your team that you plan to do an IT staffing assessment

      Associated Activity icon Introduce the IT Staffing Assessment that will help you get the most out of your team

      INPUT: Email template

      OUTPUT: Ready to launch diagnostic

      Materials: Email template, List of staff, Sample of diagnostic

      Participants: CIO, IT staff

      Explain that you want to understand how the IT staff is currently spending its time by function and by activity. You want to take a formal approach to this task and also assess the team’s feelings about its effectiveness across different processes. The results of the assessment will serve as the foundation that helps you improve your team’s effectiveness within the organization.

      Example email:

      Hello PEER NAMES,

      The feedback I've heard from the team since joining the company has been incredibly useful in beginning to formulate my IT strategy. Now I want to get a clear picture of how everyone is spending their time, especially across different IT functions and activities. This will be an opportunity for you to share feedback on what we're doing well, what we need to do more of, and what we're missing. Expect to receive an email invitation to take this survey from Info-Tech Research Group. It's important to me that you complete the survey as soon as you're can. Attached you’ll find an example of the report this will generate. Thank you again for providing your time and feedback.

      Regards,
      CIO NAME

      Wayne Berger's shortcut to solve staffing woes

      CASE STUDY

      Industry Office leasing
      Source Interview with Wayne Berger

      Wayne Berger was hired to be the International Workplace Group (IWG) CEO for Canada and Latin America in 2014.

      Wayne approached his early days with the office space leasing firm as a tour of sorts, visiting nearly every one of the 48 office locations across Canada to host town hall meetings. He heard from staff at every location that they felt understaffed. But instead of simply hiring more staff, Berger actually reduced the workforce by 33%.

      He created a more flexible approach to staffing:

      • Employees no longer just reported to work at one office; instead, they were ready to go to wherever they were most needed in a specific geographic area.
      • He centralized all back-office functions for the company so that not every office had to do its own bookkeeping.
      • Finally, he changed the labor profile to consist of full-time staff, part-time staff, and time-on-demand workers.
      Photo of Wayne Berger, CEO, IWG Plc.
      Wayne Berger, CEO, IWG Plc (Image source: IWG)

      Listen to 'The First 100 Days' podcast – Wayne Berger

      Initiate IT Staffing Assessment – new KPIs to track IT performance — Recommended

      Info-Tech IT Staffing Assessment

      Info-Tech’s IT Staffing Assessment provides benchmarking of key metrics against 4,000 other organizations. Dashboard-style reports provide key metrics at a glance, including a time breakdown by IT function and by activity compared against business priorities. Run this survey at about the 45-day mark of your first 90 days. Its insights will be used to inform your long-term IT strategy.

      Benefits

      Icon for Right-Size IT Headcount. Icon for Allocate Staff Correctly. Icon for Maximize Teams.
      Right-Size IT Headcount
      Find the right level for stakeholder satisfaction.
      Allocate Staff Correctly
      Identify staff misalignments with priorities.
      Maximize Teams
      Identify how to drive staff.

      Supporting Tool or Template icon Additional materials are available on Info-Tech’s website.

      Quick wins: Make recommendations based on IT Management & Governance Framework

      Complete this exercise while waiting on the IT Staffing Assessment results. Based on your completed IT Management & Governance report, identify the initiatives you can tackle immediately. You can conduct this as a team exercise by following these steps:

      1. Create a shortlist of initiatives based on the processes that were identified as high need but scored low in effectiveness. Think as broadly as possible during this initial brainstorming.
      2. Write each initiative on a sticky note and conduct a high-level analysis of the amount of effort that would be required to complete it, as well as its alignment with the achievement of business objectives.
      3. Draw the matrix below on a whiteboard and place each sticky note onto the matrix based on its potential impact and difficulty to address.
      A matrix of initiative categories based on effort to achieve and alignment with business objectives. It is split into quadrants: the vertical axis is 'Potential Impact' with 'High, Fully supports achievement of business objectives' at the top and 'Low, Limited support of business objectives' at the bottom; the horizontal axis is 'Effort' with 'Low' on the left and 'High' on the right. Low impact, low effort is 'Low Current Value, No immediate attention required, but may become a priority in the future if business objectives change'. Low impact, high effort is 'Future Reassessment, No immediate attention required, but may become a priority in the future if business objectives change'. High impact, high effort is 'Long-Term Initiatives, High impact on business outcomes but will take more effort to implement. Schedule these in your long-term roadmap'. High impact, low effort is 'Quick Wins, High impact on business objectives with relatively small effort. Some combination of these will form your early wins'.

      Call 6

      Day 61 to Day 75

      Run a start, stop, continue exercise with your IT staff — Alternative

      This is an alternative activity to running an IT Staffing Assessment, which contains a start/stop/continue assessment. This activity can be facilitated with a flip chart or a whiteboard. Create three pages or three columns and label them Start, Stop, and Continue.

      Hand out sticky notes to each team member and then allow time for individual brainstorming. Instruct them to write down their contributions for each category on the sticky notes. After a few minutes, have everyone stick their notes in the appropriate category on the board. Discuss as a group and see what themes emerge. Record the results that you want to share in your presentation deck (GroupMap).

      Gather your team and explain the meaning of these categories:

      Start: Activities you're not currently doing but should start doing very soon.

      Stop: Activities you're currently doing but aren’t working and should cease.

      Continue: Things you're currently doing and are working well.

      Presentation Deck, slide 24

      Determine the alignment of IT commitments with business objectives

      Associated Activity icon

      INPUT: Interviews with IT leadership team

      OUTPUT: High-level understanding of in-flight commitments and investments

      Run this only as an alternative to the IT Management & Governance Diagnostic.

      1. Schedule meetings with IT leadership to understand what commitments have been made to the business in terms of new products, projects, or enhancements.
      2. Determine the following about IT’s current investment mix:
        1. What are the current IT investments and assets? How do they align to business goals?
        2. What investments in flight are related to which information assets?
        3. Are there any immediate risks identified for these key investments?
        4. What are the primary business issues that demand attention from IT consistently?
        5. What choices remain undecided in terms of strategic direction of the IT organization?
      3. Document your key investments and commitments as well as any points of misalignment between objectives and current commitments as action items to address in your long-term plans. If they are small fixes, consider them during your quick-win identification.

      Presentation Deck, slide 25

      Determine the alignment of IT commitments with business objectives

      Run this only as an alternative to the IT Staffing Assessment diagnostic.

      Schedule meetings with IT leadership to understand what commitments have been made to the business in terms of new products, projects, or enhancements.

      Determine the following about IT’s current investment mix:

      • What are the current IT investments and assets?
      • How do they align to business goals?
      • What in-flight investments are related to which information assets?
      • Are there any immediate risks identified for these key investments?
      • What are the primary business issues that demand attention from IT consistently?
      • What remains undecided in terms of strategic direction of the IT organization?

      Document your key investments and commitments, as well as any points of misalignment between objectives and current commitments, as action items to address in your long-term plans. If they are small-effort fixes, consider them during your quick-win identification.

      Presentation Deck, slide 25

      Make a categorized vendor list by IT process

      As part of learning the IT team, you should also create a comprehensive list of vendors under contract. Collaborate with the finance department to get a clear view of how much of the IT budget is spent on specific vendors. Try to match vendors to the IT processes they serve from the IT M&G framework.

      You should also organize your vendors based on their budget allocation. Go beyond just listing how much money you’re spending with each vendor and categorize them into either “transactional” relationships or “strategic relationships.” Use the grid below to organize them. Ideally, you’ll want most relationships to be high spend and strategic (Source: Gary Davenport).

      A matrix of vendor categories with the vertical axis 'Spend' increasing upward, and the horizontal axis 'Type of relationship' with values 'Transactional' or 'Strategic'. The bottom left corner is 'Low Spend Transactional', the top right corner is 'High Spend Strategic'.

      Where to source your vendor list:

      • Finance department
      • Infrastructure managers
      • Vendor manager in IT

      Further reading: Manage Your Vendors Before They Manage You

      Presentation Deck, slide 26

      Jennifer Schaeffer’s short-timeline turnaround

      CASE STUDY

      Industry Education
      Source Interview with Jennifer Schaeffer

      Jennifer Schaeffer joined Athabasca University as CIO in November 2017. She was entering a turnaround situation as the all-online university lacked an IT strategy and had built up significant technical debt. Armed with the mandate of a third-party consultant that was supported by the president, Schaeffer used a people-first approach to construct her strategy. She met with all her staff, listening to them carefully regardless of role, and consulted with the administrative council and faculty members. She reflected that feedback in her plan or explained to staff why it wasn’t relevant for the strategy. She implemented a “strategic calendaring” approach for the organization, making sure that her team members were participating in meetings where their work was assessed and valued. Drawing on Spotify as an inspiration, she designed her teams in a way that everyone was connected to the customer experience. Given her short timeline to execute, she put off a deep skills analysis of her team for a later time, as well as creating a full architectural map of her technology stack. The outcome is that 2.5 years later, the IT department is unified in using the same tooling and optimization standards. It’s more flexible and ready to incorporate government changes, such as offering more accessibility options.

      Photo of Jennifer Schaeffer.
      Jennifer Schaeffer took on the CIO role at Athabasca University in 2017 and was asked to create a five-year strategic plan in just six weeks.
      (Image source: Athabasca University)

      Listen to 'The First 100 Days' podcast – Eric Wright

      Call 7

      Day 76 to Day 90

      Finalize your vision – mission – values statement

      A clear statement for your values, vision, and mission will help crystallize your IT strategy and communicate what you're trying to accomplish to the entire organization.

      Mission: This statement describes the needs that IT was created to meet and answers the basic question of why IT exists.

      Vision: Write a statement that captures your values. Remember that the vision statement sets out what the IT organization wants to be known for now and into the future.

      Values: IT core values represent the standard axioms by which the IT department operates. Similar to the core values of the organization as a whole, IT’s core values are the set of beliefs or philosophies that guide its strategic actions.

      Further reading: IT Vision and Mission Statements Template

      Presentation Deck, slide 42

      John Chen's new strategic vision

      CASE STUDY

      Industry Mobile Services
      Source Sean Silcoff, The Globe and Mail

      John Chen, known in the industry as a successful turnaround executive, was appointed BlackBerry CEO in 2014 following the unsuccessful launch of the BlackBerry 10 mobile operating system and a new tablet.

      He spent his first three months travelling, talking to customers and suppliers, and understanding the company's situation. He assessed that it had a problem generating cash and had made some strategic errors, but there were many assets that could benefit from more investment.

      He was blunt about the state of BlackBerry, making cutting observations of the past mistakes of leadership. He also settled a key question about whether BlackBerry would focus on consumer or enterprise customers. He pointed to a base of 80,000 enterprise customers that accounted for 80% of revenue and chose to focus on that.

      His new mission for BlackBerry: to transform it from being a "mobile technology company" that pushes handset sales to "a mobile solutions company" that serves the mobile computing needs of its customers.

      Photo of John Chen, CEO of BlackBerry.
      John Chen, CEO of BlackBerry, presents at BlackBerry Security Summit 2018 in New York City (Image source: Brian Jackson)

      Listen to 'The First 100 Days' podcast – Erin Bury

      Quick wins: Make recommendations based on the CIO Business Vision survey

      Based on your completed CIO Business Vision survey, use the IT Satisfaction Scorecard to determine some initiatives. Focus on areas that are ranked as high importance to the business but low satisfaction. While all of the initiatives may be achievable given enough time, use the matrix below to identify the quick wins that you can focus on immediately. It’s important to not fail in your quick-win initiative.

      • High Visibility, Low Risk: Best bet for demonstrating your ability to deliver value.
      • Low Visibility, Low Risk: Worth consideration, depending on the level of effort required and the relative importance to the stakeholder.
      • High Visibility, High Risk: Limit higher-risk initiatives until you feel you have gained trust from your stakeholders, demonstrating your ability to deliver.
      • Low Visibility, High Risk: These will be your lowest value, quick-win initiatives. Keep them in a backlog for future consideration in case business objectives change.
      A matrix of initiative categories based on organizational visibility and risk of failure. It is split into quadrants: the vertical axis is 'Organizational Visibility' with 'High' at the top and 'Low' at the bottom; the horizontal axis is 'Risk of Failure' with 'Low' on the left and 'High' on the right. 'Low Visibility, Low Risk, Few stakeholders will benefit from the initiative’s implementation.' 'Low Visibility, High Risk, No immediate attention is required, but it may become a priority in the future if business objectives change.' 'High Visibility, Low Risk, Multiple stakeholders will benefit from the initiative’s implementation, and it has a low risk of failure.' 'High Visibility, High Risk, Multiple stakeholders will benefit from the initiative’s implementation, but it has a higher risk of failure.'

      Presentation Deck, slide 27

      Create and communicate a post-100 plan

      The last few slides of your presentation deck represent a roundup of all the assessments you’ve done and communicate your plan for the months ahead.

      Slide 38. Based on the information on the previous slide and now knowing which IT capabilities need improvement and which business priorities are important to support, estimate where you'd like to see IT staff spend their time in the near future. Will you be looking to shift staff from one area to another? Will you be looking to hire staff?

      Slide 39. Take your IT M&G initiatives from slide 19 and list them here. If you've already achieved a quick win, list it and mark it as completed to show what you've accomplished. Briefly outline the objectives, how you plan to achieve the result, and what measurement will indicate success.

      Slide 40. Reflect your CIO Business Vision initiatives from slide 31 here.

      Slide 41. Use this roadmap template to list your initiatives by roughly when they’ll be worked on and completed. Plan for when you’ll update your diagnostics.

      Expert Contributors

      Photo of Alan Fong, Chief Technology Officer, Dealer-FX Alan Fong, Chief Technology Officer, Dealer-FX
      Photo of Andrew Wertkin, Chief Strategy Officer, BlueCat NetworksPhoto of David Penny, Chief Technology Officer, BlueCat Networks Andrew Wertkin, Chief Strategy Officer, BlueCat Networks
      David Penny, Chief Technology Officer, BlueCat Networks
      Photo of Susan Bowen, CEO, Aptum Susan Bowen, CEO, Aptum
      Photo of Erin Bury, CEO, Willful Erin Bury, CEO, Willful
      Photo of Denis Gaudreault, Country Manager, Intel Canada and Latin America Denis Gaudreault, Country Manager, Intel Canada and Latin America
      Photo of Wayne Berger, CEO, IWG Plc Wayne Berger, CEO, IWG Plc
      Photo of Eric Wright, CEO, LexisNexis Canada Eric Wright, CEO, LexisNexis Canada
      Photo of Gary Davenport Gary Davenport, past president of CIO Association” of Canada, former VP of IT, Enterprise Solutions Division, MTS AllStream
      Photo of Jennifer Schaeffer, VP of IT and CIO, Athabasca University Jennifer Schaeffer, VP of IT and CIO, Athabasca University

      Bibliography

      Beaudan, Eric. “Do you have what it takes to be an executive?” The Globe and Mail, 9 July 2018. Web.

      Bersohn, Diana. “Go Live on Day One: The Path to Success for a New CIO.” PDF document. Accenture, 2015. Web.

      Bradt, George. “Executive Onboarding When Promoted From Within To Follow A Successful Leader.” Forbes, 15 Nov. 2018. Web.

      “CIO Stats: Length of CIO Tenure Varies By Industry.” CIO Journal, The Wall Street Journal. 15 Feb. 2017. Web.

      “Enlarging Your Sphere of Influence in Your Organization: Your Learning and Development Guide to Getting People on Side.” MindTools Corporate, 2014.

      “Executive Summary.” The CIO's First 100 Days: A Toolkit. PDF document. Gartner, 2012. Web.

      Forbes, Jeff. “Are You Ready for the C-Suite?” KBRS, n.d. Web.

      Gallo, Carmine. “Tim Cook Uses These 5 Words to Take Control of Any Conversation.” Inc., 9 Aug. 2019. Web.

      Giles, Sunnie. “The Most Important Leadership Competencies, According to Leaders Around the World.” Harvard Business Review, 15 March 2016. Web.

      Godin, Seth. “Ode: How to tell a great story.” Seth's Blog. 27 April 2006. Web.

      Green, Charles W. “The horizontal dimension of race: Social culture.” Hope College Blog Network, 19 Oct. 2014. Web.

      Hakobyan, Hayk. “On Louis Gerstner And IBM.” Hayk Hakobyan, n.d. Web.

      Bibliography

      Hargrove, Robert. Your First 100 Days in a New Executive Job, edited by Susan Youngquist. Kindle Edition. Masterful Coaching Press, 2011.

      Heathfield, Susan M. “Why ‘Blink’ Matters: The Power of Your First Impressions." The Balance Careers, 25 June 2019. Web.

      Hillis, Rowan, and Mark O'Donnell. “How to get off to a flying start in your new job.” Odgers Berndtson, 29 Nov. 2018. Web.

      Karaevli, Ayse, and Edward J. Zajac. “When Is an Outsider CEO a Good Choice?” MIT Sloan Management Review, 19 June 2012. Web.

      Keizer, Gregg. “Microsoft CEO Nadella Aces First-100-Day Test.” Computerworld, 15 May 2014. Web.

      Keller, Scott, and Mary Meaney. “Successfully transitioning to new leadership roles.” McKinsey & Company, May 2018. Web.

      Kress, R. “Director vs. Manager: What You Need to Know to Advance to the Next Step.” Ivy Exec, 2016. Web.

      Levine, Seth. “What does it mean to be an ‘executive’.” VC Adventure, 1 Feb. 2018. Web.

      Lichtenwalner, Benjamin. “CIO First 90 Days.” PDF document. Modern Servant Leader, 2008. Web.

      Nawaz, Sabina. “The Biggest Mistakes New Executives Make.” Harvard Business Review, 15 May 2017. Web.

      Pruitt, Sarah. “Fast Facts on the 'First 100 Days.‘” History.com, 22 Aug. 2018. Web.

      Rao, M.S. “An Action Plan for New CEOs During the First 100 Days.” Training, 4 Oct. 2014. Web.

      Reddy, Kendra. “It turns out being a VP isn't for everyone.” Financial Post, 17 July 2012. Web.

      Silcoff, Sean. “Exclusive: John Chen’s simple plan to save BlackBerry.” The Globe & Mail, 24 Feb. 2014. Web.

      Bibliography

      “Start Stop Continue Retrospective.” GroupMap, n.d. Web.

      Surrette, Mark. “Lack of Rapport: Why Smart Leaders Fail.” KBRS, n.d. Web.

      “Understanding Types of Organization – PMP Study.” Simplilearn, 4 Sept. 2019. Web.

      Wahler, Cindy. “Six Behavioral Traits That Define Executive Presence.” Forbes, 2 July 2015. Web.

      Watkins, Michael D. The First 90 Days, Updated and Expanded. Harvard Business Review Press, 2013.

      Watkins, Michael D. “7 Ways to Set Up a New Hire for Success.” Harvard Business Review, 10 May 2019. Web.

      “What does it mean to be a business executive?” Daniels College of Business, University of Denver, 12 Aug. 2014. Web.

      Yeung, Ken. “Turnaround: Marissa Mayer’s first 300 days as Yahoo’s CEO.” The Next Web, 19 May 2013. Web.

      Implement a Social Media Program

      • Buy Link or Shortcode: {j2store}560|cart{/j2store}
      • member rating overall impact: N/A
      • member rating average dollars saved: N/A
      • member rating average days saved: N/A
      • Parent Category Name: Marketing Solutions
      • Parent Category Link: /marketing-solutions
      • IT is being caught in the middle of various business units, all separately attempting to create, staff, implement, and instrument a social media program.
      • Requests for procuring social media tools and integrating with CRM systems are coming from all directions, with no central authority governing a social media program or coordinating business goals.
      • Public Relations and Corporate Communications groups have been acting as the first level of response to social media channels since the company’s first Twitter account went live, but the volume of inquiries received through social channels has become too great for these groups to continue in a first responder role.

      Our Advice

      Critical Insight

      • Social media immaturity is an opportunity for IT leadership. As with so many of the “next new things,” IT has an opportunity to help the business understand social media technologies, trends, and risks, and coordinate efforts to approach social media as a united company.
      • Social media maturity must reach the Social Media Steering Committee stage before major investments in technology can proceed. As with all business initiatives, technology automation decisions cannot be made without respect to organizational and process maturity. Social media strategy stakeholders must join together and form a steering committee to create policies and procedures, govern strategy, develop workflows, and facilitate technology selection processes. IT not only belongs on such a steering committee, but it can also be instrumental in the formation of it.
      • Info-Tech’s research repeatedly indicates that the greatest return from social media investments is in the customer service domain, by reacting to incoming social inquiries and proactively listening to social conversations for product and service inquiry opportunities. This means CRM integration is essential to long-term social media program success.

      Impact and Result

      • Assess your organization’s social maturity to know where to begin and where to go in implementation of a social media program.
      • Form a social media steering committee to bring order to chaos among different business units.
      • Develop comprehensive workflows to categorize and prioritize inquiries, and then route them to the appropriate part of the business for resolution.
      • Consider creating one or more physical social media command centers to process large volumes of social inquiries more efficiently and monitor real-time social media metrics to improve critical response times.

      Implement a Social Media Program Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Assess your organization's social maturity

      Know where to begin and where to go in implementation of a social media program.

      • Storyboard: Implement a Social Media Program
      • Social Media Maturity Assessment Tool

      2. Form a social media steering committee

      Bring order to chaos among different business units.

      • Social Media Steering Committee Charter Template
      • Social Media Acceptable Use Policy
      • Blogging and Microblogging Guidelines Template

      3. Consider creating one or more physical social media command centers

      Process large volumes of social inquiries more efficiently, and monitor real-time social media metrics to improve critical response times.

      • Social Media Representative
      • Social Media Manager
      [infographic]

      Essentials of Vendor Management for Small Business

      • Buy Link or Shortcode: {j2store}229|cart{/j2store}
      • member rating overall impact: N/A
      • member rating average dollars saved: N/A
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      • Parent Category Name: Vendor Management
      • Parent Category Link: /vendor-management
      • Each year, SMB IT organizations spend more money “outsourcing” tasks, activities, applications, functions, and other items.
      • Many SMBs lack the affordability of implementing a sophisticated vendor management initiative or office.
      • The increased spend and associated outsourcing leads to less control, and more risk for IT organizations. Managing this becomes a higher priority for IT, but many IT organizations are ill-equipped to do this proactively.

      Our Advice

      Critical Insight

      • Vendor management is not “plug and play” – each organization’s vendor management initiative (VMI) needs to fit its culture, environment, and goals. There are commonalities among vendor management initiatives, but the key is to adapt vendor management principles to fit your needs, not the other way around.
      • All vendors are not of equal importance to an organization. Internal resources are a scarce commodity and should be deployed so that they provide the best return on the organization’s investment. Classifying or segmenting your vendors allows you to focus your efforts on the most important vendors first, allowing your VMI to have the greatest impact possible.
      • Having a solid foundation is critical to the VMI’s ongoing success. Whether you will be creating a formal vendor management office or using vendor management techniques, tools, and templates “informally”, starting with the basics is essential. Make sure you understand why the VMI exists and what it hopes to achieve, what is in and out of scope for the VMI, what strengths the VMI can leverage and the obstacles it will have to address, and how it will work with other areas within your organization.

      Impact and Result

      • Build and implement a vendor management initiative tailored to your environment.
      • Create a solid foundation to sustain your vendor management initiative as it evolves and matures.
      • Leverage vendor management-specific tools and templates to manage vendors more proactively and improve communication.
      • Concentrate your vendor management resources on the right vendors.
      • Build a roadmap and project plan for your vendor management journey to ensure you reach your destination.
      • Build collaborative relationships with critical vendors.

      Essentials of Vendor Management for Small Business Research & Tools

      Start here – read the Executive Brief

      Read this Executive Brief to understand how changes in the vendor landscape and customer reliance on vendors have made a vendor management initiative indispensible.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Plan

      This phase helps you organize your VMI and document internal processes, relationships, roles, and responsibilities. The main outcomes from this phase are organizational documents, a baseline VMI maturity level, and a desired future state for the VMI.

      • Essentials of Vendor Management for Small Business – Phase 1: Plan
      • Phase 1 Small Business Tools and Templates Compendium

      2. Build

      This phase helps you configure and create the tools and templates that will help you run the VMI. The main outcomes from this phase are a clear understanding of which vendors are important to you, the tools to manage the vendor relationships, and an implementation plan.

      • Essentials of Vendor Management for Small Business – Phase 2: Build
      • Phase 2 Small Business Vendor Classification Tool
      • Phase 2 Small Business Risk Assessment Tool
      • Phase 2 Small Business Tools and Templates Compendium

      3. Run

      This phase helps you begin operating the VMI. The main outcomes from this phase are guidance and the steps required to implement your VMI.

      • Essentials of Vendor Management for Small Business – Phase 3: Run

      4. Review

      This phase helps the VMI identify what it should stop doing, start doing, and continue doing as it improves and matures. The main outcomes from this phase are ways to advance the VMI and maintain internal alignment.

      • Essentials of Vendor Management for Small Business – Phase 4: Review
      [infographic]

      Further reading

      Essentials of Vendor Management for Small Business

      Create and implement a vendor management framework to begin obtaining measurable results in 90 days.


      EXECUTIVE BRIEF

      Analyst Perspective

      Vendor Management Challenge

      Small businesses are often challenged by the growth and complexity of their vendor ecosystem, including the degree to which the vendors control them. Vendors are increasing, obtaining more and more budget dollars, while funding for staff or headcount is decreasing as a result of cloud-based applications and an increase in our reliance on Managed Service Providers. Initiating a vendor management initiative (VMI) vs. creating a fully staffed vendor management office will get you started on the path of proactively controlling your vendors instead of consistently operating in a reactionary mode. This blueprint is designed with that very thought: to assist small businesses in creating the essentials of a vendor management initiative.

      This is a picture of Steve Jeffery

      Steve Jeffery
      Principal Research Director, Vendor Management
      Info-Tech Research Group

      Executive Summary

      Your Challenge

      Each year, IT organizations "outsource" tasks, activities, functions, and other items. During 2021:

      • Spend on as-a-service providers increased 38% over 2020.*
      • Spend on managed service providers increased 16% over 2020.*
      • IT service providers increased their merger and acquisition numbers by 47% over 2020.*

      This leads to more spend, less control, and more risk for IT organizations. Managing this becomes a higher priority for IT, but many IT organizations are ill-equipped to do this proactively.

      Common Obstacles

      As new contracts are negotiated and existing contracts are renegotiated or renewed, there is a perception that the contracts will yield certain results, output, performance, solutions, or outcomes. The hope is that these will provide a measurable expected value to IT and the organization. Oftentimes, much of the expected value is never realized. Many organizations don't have a VMI to help:

      • Ensure at least the expected value is achieved.
      • Improve on the expected value through performance management.
      • Significantly increase the expected value through a proactive VMI.

      Info-Tech's Approach

      Vendor Management is a proactive, cross-functional lifecycle. It can be broken down into four phases:

      • Plan
      • Build
      • Run
      • Review

      The Info-Tech process addresses all four phases and provides a step-by-step approach to configure and operate your VMI. The content in this blueprint helps you quickly establish your VMI and sets a solid foundation for its growth and maturity.

      Info-Tech Insight

      Vendor management is not a one-size-fits-all initiative. It must be configured:

      • For your environment, culture, and goals.
      • To leverage the strengths of your organization and personnel.
      • To focus your energy and resources on your critical vendors.

      Executive Summary

      Your challenge

      Spend on managed service providers and as-a-service providers continues to increase. In addition, IT services vendors continue to be active in the mergers and acquisitions arena. This increases the need for a VMI to help with the changing IT vendor landscape.

      38%

      2021

      16%

      2021

      47%

      2021

      Spend on as-a-service providers

      Spend on managed services providers

      IT services merger & acquisition growth (transactions)

      Source: Information Services Group, Inc., 2022.

      Executive Summary

      Common obstacles

      When organizations execute, renew, or renegotiate a contract, there is an "expected value" associated with that contract. Without a robust VMI, most of the expected value will never be realized. With a robust VMI, the realized value significantly exceeds the expected value during the contract term.

      A contract's realized value with and without a vendor management initiative

      This is an image of a bar graph showing the difference in value between those with and without a VMI, with and for those with a VMI, with Vendor Collaboration and with Vendor Performance Management. The data for those with a VMI have substantially more value.

      Source: Based on findings from Geller & Company, 2003.

      Executive Summary

      Info-Tech's approach

      A sound, cyclical approach to vendor management will help you create a VMI that meets your needs and stays in alignment with your organization as they both change (i.e. mature and grow).

      This is an image of the 4 Step Vendor Management Process. The four steps are: 1. Plan; 2. Build; 3. Run; 4. Review.

      Info-Tech's methodology for creating and operating your vmi

      Phase 1 - Plan Phase 2 - Build Phase 3 - Run Phase 4 - Review
      Phase Steps

      1.1 Mission Statement and Goals

      1.2 Scope

      1.3 Strengths and Obstacles

      1.4 Roles and Responsibilities

      2.1 Classification Model

      2.2 Risk Assessment Tool

      2.3 Scorecards and Feedback

      2.4 Business Alignment Meeting Agenda

      2.5 Relationship Alignment Document

      2.6 Vendor Orientation

      2.7 3-Year Roadmap

      2.8 90-Day Plan

      2.9 Quick Wins2.10 Reports

      3.1 Classify Vendors

      3.2 Compile Scorecards

      3.3 Conduct Business Alignment Meetings

      3.4 Work the 90-Day Plan

      3.5 Manage the 3-Year Roadmap

      3.6 Develop/Improve Vendor Relationships

      4.1 Incorporate Leading Practices

      4.2 Leverage Lessons Learned

      4.3 Maintain Internal Alignment

      Phase Outcomes This phase helps you organize your VMI and document internal processes, relationships, roles, and responsibilities. The main outcomes from this phase are organizational documents, a baseline VMI maturity level, and a desired future state for the VMI. This phase helps you configure and create the tools and templates that will help you run the VMI. The main outcomes from this phase are a clear understanding of which vendors are important to you, the tools to manage the vendor relationships, and an implementation plan. This phase helps you begin operating the VMI. The main outcomes from this phase are guidance and the steps required to implement your VMI. This phase helps the VMI identify what it should stop doing, start doing, and continue doing as it improves and matures. The main outcomes from this phase are ways to advance the VMI and maintain internal alignment.

      Insight Summary

      Insight 1

      Vendor management is not "plug and play" – each organization's vendor management initiative (VMI) needs to fit its culture, environment, and goals. While there are commonalities and leading practices associated with vendor management, your initiative won't look exactly like another organization's. The key is to adapt vendor management principles to fit your needs.

      Insight 2

      All vendors are not of equal importance to your organization. Internal resources are a scarce commodity and should be deployed so that they provide the best return on the organization's investment. Classifying or segmenting your vendors allows you to focus your efforts on the most important vendors first, allowing your VMI to have the greatest impact possible.

      Insight 3

      Having a solid foundation is critical to the VMI's ongoing success. Whether you will be creating a formal vendor management office or using vendor management techniques, tools, and templates "informally", starting with the basics is essential. Make sure you understand why the VMI exists and what it hopes to achieve, what is in and out of scope for the VMI, what strengths the VMI can leverage and the obstacles it will have to address, and how it will work with other areas within your organization.

      Blueprint benefits

      IT benefits

      • Identify and manage risk proactively.
      • Reduce costs and maximize value.
      • Increase visibility with your critical vendors.
      • Improve vendor performance.
      • Create a collaborative environment with key vendors.
      • Segment vendors to allocate resources more effectively and more efficiently.

      Business benefits

      • Improve vendor accountability.
      • Increase collaboration between departments.
      • Improve working relationships with your vendors.
      • Create a feedback loop to address vendor/customer issues before they get out of hand or are more costly to resolve.
      • Increase access to meaningful data and information regarding important vendors.

      Phase 1 - Plan

      Phase 1

      Phase 2 Phase 3 Phase 4

      1.1 Mission Statement and Goals

      1.2 Scope

      1.3 Strengths and Obstacles

      1.4 Roles and Responsibilities

      2.1 Classification Model

      2.2 Risk Assessment Tool

      2.3 Scorecards and Feedback

      2.4 Business Alignment Meeting Agenda

      2.5 Relationship Alignment Document

      2.6 Vendor Orientation

      2.7 3-Year Roadmap

      2.8 90-Day Plan

      2.9 Quick Wins

      2.10 Reports

      3.1 Classify Vendors

      3.2 Compile Scorecards

      3.3 Conduct Business Alignment Meetings

      3.4 Work the 90-Day Plan

      3.5 Manage the 3-Year Roadmap

      3.6 Develop/Improve Vendor Relationships

      4.1 Incorporate Leading Practices

      4.2 Leverage Lessons Learned

      4.3 Maintain Internal Alignment

      This phase will walk you through the following activity:

      • Organizing your VMI and document internal processes, relationships, roles, and responsibilities. The main outcomes from this phase are organizational documents, and a desired future state for the VMI.

      This phase involves the following participants:

      • VMI team
      • Applicable stakeholders and executives
      • Procurement/Sourcing
      • IT
      • Others as needed

      Vendor Management Initiative Basics for the Small/Medium Businesses

      Phase 1 – Plan

      Get Organized

      Phase 1 – Plan focuses on getting organized. Foundational elements (Mission Statement, Goals, Scope, Strengths and Obstacles, Roles and Responsibilities, and Process Mapping) will help you define your VMI. These and the other elements of this Phase will follow you throughout the process of starting up your VMI and running it.

      Spending time up front to ensure that everyone is on the same page will help avoid headaches down the road. The tendency is to skimp (or even skip) on these steps to get to "the good stuff." To a certain extent, the process provided here is like building a house. You wouldn't start building your dream home without having a solid blueprint. The same is true with vendor management. Leveraging vendor management tools and techniques without the proper foundation may provide some benefit in the short term, but in the long term it will ultimately be a house of cards waiting to collapse.

      Step 1.1 – Mission statement and goals

      Identify why the VMI exists and what it will achieve

      Whether you are starting your vendor management journey or are already down the path, it is important to know why the vendor management initiative exists and what it hopes to achieve. The easiest way to document this is with a written declaration in the form of a Mission Statement and Goals. Although this is the easiest way to proceed, it is far from easy.

      The Mission Statement should identify at a high level the nature of the services provided by the VMI, who it will serve, and some of the expected outcomes or achievements. The Mission Statement should be no longer than one or two sentences.

      The complement to the Mission Statement is the list of goals for the VMI. Your goals should not be a reassertion of your Mission Statement in bullet format. At this stage it may not be possible to make them SMART (Specific, Measurable, Achievable/Attainable, Relevant, Time-Bound/Time-Based), but consider making them as SMART as possible. Without some of the SMART parameters attached, your goals are more like dreams and wishes. At a minimum, you should be able to determine the level of success achieved for each of the VMI goals.

      Although the VMI's Mission Statement will stay static over time (other than for significant changes to the VMI or organization as a whole), the goals should be reevaluated periodically using a SMART filter, and adjusted as needed.

      1.1.1 – Mission statement and goals

      20 – 40 Minutes

      1. Meet with the participants and use a brainstorming activity to list, on a whiteboard or flip chart, the reasons why the VMI will exist.
      2. Review external mission statements for inspiration.
      3. Review internal mission statements from other areas to ensure consistency.
      4. Draft and document your Mission Statement in the Phase 1 Tools and Templates Compendium – Tab 1.1 Mission Statement and Goals.
      5. Continue brainstorming and identify the high-level goals for the VMI.
      6. Review the list of goals and make them as SMART (Specific, Measurable, Achievable/Attainable, Relevant, Time-Bound/Time-Based) as possible.
      7. Document your goals in the Phase 1 Tools and Templates Compendium– Tab 1.1 Mission Statement and Goals.
      8. Obtain signoff on the Mission Statement and goals from stakeholders and executives as required.

      Input

      • Brainstorming results
      • Mission statements from other internal and external sources

      Output

      • Completed Mission Statement and Goals

      Materials

      • Whiteboard/Flip Charts
      • Phase 1 Tools and Templates Compendium – Tab 1.1 Mission Statement and Goals

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 1 Tools and Templates Compendium

      Step 1.2 – Scope

      Determine what is in scope and out of scope for the VMI

      Regardless of where your VMI resides or how it operates, it will be working with other areas within your organization. Some of the activities performed by the VMI will be new and not currently handled by other groups or individuals internally; at the same time, some of the activities performed by the VMI may be currently handled by other groups or individuals internally. In addition, executives, stakeholders, and other internal personnel may have expectations or make assumptions about the VMI. As a result, there can be a lot of confusion about what the VMI does and doesn't do, and the answers cannot always be found in the VMI's Mission Statement and Goals.

      One component of helping others understand the VMI landscape is formalizing the VMI Scope. The Scope will define boundaries for the VMI. The intent is not to fence itself off and keep others out but provide guidance on where the VMI's territory begins and ends. Ultimately, this will help clarify the VMI's roles and responsibilities, improve workflow, and reduce errant assumptions.

      When drafting your VMI scoping document, make sure you look at both sides of the equation (similar to what you would do when following best practices for a statement of work). Identify what is in scope and what is out of scope. Be specific when describing the individual components of the VMI Scope, and make sure executives and stakeholders are onboard with the final version.

      1.2.1 – Scope

      20 - 40 Minutes

      1. Meet with the participants and use a brainstorming activity to list, on a whiteboard or flip chart, the activities and functions in scope and out of scope for the VMI.
        1. Be specific to avoid ambiguity and improve clarity.
        2. Go back and forth between in scope and out of scope as needed; it is not necessary to list all the in-scope items and then turn your attention to the out-of-scope items.
      2. Review the lists to make sure there is enough specificity. An item may be in scope or out of scope, but not both.
      3. Use the Phase 1 Tools and Templates Compendium – Tab 1.2 Scope to document the results.
      4. Obtain signoff on the Scope from stakeholders and executives as required.

      Input

      • Brainstorming results
      • Mission Statement and Goals

      Output

      • Completed list of items in and out of scope for the VMI

      Materials

      • Whiteboard/Flip Charts
      • Phase 1 Tools and Templates Compendium – Tab 1.2 Scope

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 1 Tools and Templates Compendium

      Step 1.3 – Strengths and obstacles

      Pinpoint the VMI's strengths and obstacles

      A SWOT analysis (strengths, weaknesses, opportunities, and threats) is a valuable tool, but it is overkill for your VMI at this point. However, using a modified and simplified form of this tool (strengths and obstacles) will yield significant results and benefit the VMI as it grows and matures.

      Your output will be two lists: the strengths associated with the VMI and the obstacles the VMI is facing. For example, strengths could include items such as smart people working within the VMI and executive support. Obstacles could include items such as limited headcount and training required for VMI staff.

      The goals are 1) to harness the strengths to help the VMI be successful and 2) to understand the impact of the obstacles and plan accordingly. The output can also be used to enlighten executives and stakeholders about the challenges associated with their directives or requests (e.g. human bandwidth may not be sufficient to accomplish some of the vendor management activities and there is a moratorium on hiring until the next budget year).

      For each strength identified, determine how you will or can leverage it when things are going well or when the VMI is in a bind. For each obstacle, list the potential impact on the VMI (e.g. scope, growth rate, and number of vendors that can actively be part of the VMI).

      As you do your brainstorming, be as specific as possible and validate your lists with stakeholders and executives as needed.

      1.3.1 – Strengths and obstacles

      20 - 40 Minutes

      Meet with the participants and use a brainstorming activity to list, on a whiteboard or flip chart, the VMI's strengths and obstacles.

      Be specific to avoid ambiguity and improve clarity.

      Go back and forth between strengths and obstacles as needed; it is not necessary to list all the strengths first and then all the obstacles.

      It is possible for an item to be a strength and an obstacle; when this happens, add details to distinguish the situations.

      Review the lists to make sure there is enough specificity.

      Determine how you will leverage each strength and how you will manage each obstacle.

      Use the Phase 1 Tools and Templates Compendium – Tab 1.3 Strengths and Obstacles to document the results.

      Obtain signoff on the strengths and obstacles from stakeholders and executives as required.

      Input

      • Brainstorming
      • Mission Statement and Goals
      • Scope

      Output

      • Completed list of items impacting the VMI's ability to be successful: strengths the VMI can leverage and obstacles the VMI must manage

      Materials

      • Whiteboard/Flip Charts
      • Phase 1 Tools and Templates Compendium – Tab 1.3 Strengths and Obstacles

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 1 Tools and Templates Compendium

      Step 1.4 – Roles and responsibilities

      Obtain consensus on who is responsible for what

      One crucial success factor for VMIs is gaining and maintaining internal alignment. There are many moving parts to an organization, and a VMI must be clear on the various roles and responsibilities related to the relevant processes. Some of this information can be found in the VMI's Scope referenced in Step 1.2, but additional information is required to avoid stepping on each other's toes; many of the processes require internal departments to work together. (For example, obtaining requirements for a request for proposal takes more than one person or department). While it is not necessary to get too granular, it is imperative that you have a clear understanding of how the VMI activities will fit within the larger vendor management lifecycle (which is comprised of many sub processes) and who will be doing what.

      As we have learned through our workshops and guided implementations, a traditional RACI* or RASCI* Chart does not work well for this purpose. These charts are not intuitive, and they lack the specificity required to be effective. For vendor management purposes, a higher-level view and a slightly different approach provide much better results.

      This step will lead your through the creation of an OIC* Chart to determine vendor management lifecycle roles and responsibilities. Afterward, you'll be able to say, "Oh, I see clearly who is involved in each part of the process and what their role is."

      *RACI – Responsible, Accountable, Consulted, Informed

      *RASCI – Responsible, Accountable, Support, Consulted, Informed

      *OIC – Owner, Informed, Contributor

      This is an image of a table, where the row headings are: Role 1-5, and the Column Headings are: Step 1-5.

      Step 1.4 – Roles and responsibilities (cont'd)

      Obtain consensus on who is responsible for what

      To start, define the vendor management lifecycle steps or process applicable to your VMI. Next, determine who participates in the vendor management lifecycle. There is no need to get too granular – think along the lines of departments, subdepartments, divisions, agencies, or however you categorize internal operational units. Avoid naming individuals other than by title; this typically happens when a person oversees a large group (e.g. the CIO [chief information officer] or the CPO [chief procurement officer]). Be thorough, but don't let the chart get out of hand. For each role and step of the lifecycle, ask whether the entry is necessary; does it add value to the clarity of understanding the responsibilities associated with the vendor management lifecycle? Consider two examples, one for roles and one for lifecycle steps. 1) Is IT sufficient or do you need IT Operations and IT Development? 2) Is "negotiate contract documents" sufficient or do you need negotiate the contract and negotiate the renewal? The answer will depend on your culture and environment but be wary of creating a spreadsheet that requires an 85-inch monitor to view it.

      After defining the roles (departments, divisions, agencies) and the vendor management lifecycle steps or process, assign one of three letters to each box in your chart:

      • O – Owner – who owns the process; they may also contribute to it.
      • I – Informed – who is informed about the progress or results of the process.
      • C – Contributor – who contributes or works on the process; it can be tangible or intangible contributions.

      This activity can be started by the VMI or done as a group with representatives from each of the named roles. If the VMI starts the activity, the resulting chart should be validated by the each of the named roles.

      1.4.1 – Roles and responsibilities

      1 – 6 hours

      1. Meet with the participants and configure the OIC Chart in the Phase 1 Tools and Templates Compendium – Tab 1.4 OIC Chart.
        1. Review the steps or activities across the top of the chart and modify as needed.
        2. Review the roles listed along the left side of the chart and modify as needed.
      2. For each activity or step across the top of the chart, assign each role a letter – O for owner of that activity or step, I for informed, or C for contributor. Use only one letter per cell.
      3. Work your way across the chart. Every cell should have an entry or be left blank if it is not applicable.
      4. Review the results and validate that every activity or step has an O assigned to it; there must be an owner for every activity or step.
      5. Obtain signoff on the OIC Chart from stakeholders and executives as required.

      Input

      • A list of activities or steps to complete a project starting with requirements gathering and ending with ongoing risk management.
      • A list of internal areas (departments, divisions, agencies, etc.) and stakeholders that contribute to completing a project.

      Output

      • Completed OCI chart indicating roles and responsibilities for the VMI and other internal areas.

      Materials

      • Phase 1 Tools and Templates Compendium – Tab 1.4 OIC Chart

      Participants

      • VMI team
      • Procurement/Sourcing
      • IT
      • Representatives from other areas as needed
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 1 Tools and Templates Compendium

      Phase 2 - Build

      Create and configure tools, templates, and processes

      Phase 1

      Phase 2Phase 3Phase 4

      1.1 Mission Statement and Goals

      1.2 Scope

      1.3 Strengths and Obstacles

      1.4 Roles and Responsibilities

      2.1 Classification Model

      2.2 Risk Assessment Tool

      2.3 Scorecards and Feedback

      2.4 Business Alignment Meeting Agenda

      2.5 Relationship Alignment Document

      2.6 Vendor Orientation

      2.7 3-Year Roadmap

      2.8 90-Day Plan

      2.9 Quick Wins

      2.10 Reports

      3.1 Classify Vendors

      3.2 Compile Scorecards

      3.3 Conduct Business Alignment Meetings

      3.4 Work the 90-Day Plan

      3.5 Manage the 3-Year Roadmap

      3.6 Develop/Improve Vendor Relationships

      4.1 Incorporate Leading Practices

      4.2 Leverage Lessons Learned

      4.3 Maintain Internal Alignment

      This phase will walk you through the following activities:

      • Configuring and creating the tools and templates that will help you run the VMI. The main outcomes from this phase are a clear understanding of which vendors are important to you, the tools to manage the vendor relationships, and an implementation plan.

      This phase involves the following participants:

      • VMI team
      • Applicable stakeholders and executives
      • Human Resources
      • Legal
      • Others as needed

      Vendor Management Initiative Basics for the Small/Medium Businesses

      Phase 2 – Build

      Create and configure tools, templates, and processes

      Phase 2 – Build focuses on creating and configuring the tools and templates that will help you run your VMI. Vendor management is not a plug and play environment, and unless noted otherwise, the tools and templates included with this blueprint require your input and thought. The tools and templates must work in concert with your culture, values, and goals. That will require teamwork, insights, contemplation, and deliberation.

      During this Phase you'll leverage the various templates and tools included with this blueprint and adapt them for your specific needs and use. In some instances, you'll be starting with mostly a blank slate; while in others, only a small modification may be required to make it fit your circumstances. However, it is possible that a document or spreadsheet may need heavy customization to fit your situation. As you create your VMI, use the included materials for inspiration and guidance purposes rather than as absolute dictates.

      Step 2.1 – Classification model

      Configure the COST vendor classification tool

      One of the functions of a VMI is to allocate the appropriate level of vendor management resources to each vendor since not all vendors are of equal importance to your organization. While some people may be able intuitively to sort their vendors into vendor management categories, a more objective, consistent, and reliable model works best. Info-Tech's COST model helps you assign your vendors to the appropriate vendor management category so that you can focus your vendor management resources where they will do the most good.

      COST is an acronym for Commodity, Operational, Strategic, and Tactical. Your vendors will occupy one of these vendor management categories, and each category helps you determine the nature of the resources allocated to that vendor, the characteristics of the relationship desired by the VMI, and the governance level used.

      The easiest way to think of the COST model is as a 2 x 2 matrix or graph. The model should be configured for your environment so that the criteria used for determining a vendor's classification align with what is important to you and your organization. However, at this point in your VMI's maturation, a simple approach works best. The Classification Model included with this blueprint requires minimal configuration to get your started, and that is discussed on the activity slide associated with this Step 2.1.

      This is an image of the COST Vendor Classification Tool.

      Step 2.1 – Classification model (cont'd)

      Configure the COST vendor classification tool

      Common characteristics by vendor management category

      Operational

      Strategic
      • Low to moderate risk and criticality; moderate to high spend and switching costs
      • Product or service used by more than one area
      • Price is a key negotiation point
      • Product or service is valued by the organization
      • Quality or the perception of quality is a differentiator (i.e. brand awareness)
      • Moderate to high risk and criticality; moderate to high spend and switching costs
      • Few competitors and differentiated products and services
      • Product or service significantly advances the organization's vision, mission, and success
      • Well-established in their core industry

      Commodity

      Tactical
      • Low risk and criticality; low spend and switching costs
      • Product or service is readily available from many sources
      • Market has many competitors and options
      • Relationship is transactional
      • Price is the main differentiator
      • Moderate to high risk and criticality; low to moderate spend and switching costs
      • Vendor offerings align with or support one or more strategic objectives
      • Often IT vendors "outside" of IT (i.e. controlled and paid for by other areas)
      • Often niche or new vendors

      Source: Compiled in part from Guth, Stephen. "Vendor Relationship Management Getting What You Paid for (And More)." 2015.

      2.1.1 – Classification model

      15 – 30 Minutes

      1. Meet with the participants to configure the spend ranges in Phase 2 Vendor Classification Tool – Tab 1. Configuration for your environment.
      2. Collect your vendors and their annual spend to sort by largest to lowest.
      3. Update cells F14-J14 in the Classification Model based on your actual data.
        1. Cell F14 – Set the boundary at a point between the spend for your 10th and 11th ranked vendors. For example, if the 10th vendor by spend is $1,009, 850 and the 11th vendor by spend is $980,763, the range for F14 would be $1,000,00+.
        2. Cell G14 – Set the bottom of the range at a point between the spend for your 30th and 31st ranked vendors; the top of the range will be $1 less than the bottom of the range specified in F14.
        3. Cell H14 – Set the bottom of the range slightly below the spend for your 50th ranked vendor; the top of the range will be $1 less than the bottom of the range specified in G14.
        4. Cells I14 and J14 – Divide the remaining range in half and split it between the two cells; for J14 the range will be $0 to $1 less than the bottom range in I14.
      4. Ignore the other variables at this time.

      Input

      • Phase 1 List of Vendors by Annual Spend

      Output

      • Configured Vendor Classification Tool

      Materials

      • Phase 2 Vendor Classification Tool – Tab 1. Configuration

      Participants

      • VMI team

      Download the Info-Tech Phase 2 Vendor Classification Tool

      Step 2.2 – Risk assessment tool

      Identify risks to measure, monitor, and report on

      One of the typical drivers of a VMI is risk management. Organizations want to get a better handle on the various risks their vendors pose. Vendor risks originate from many areas: financial, performance, security, legal, and others. However, security risk is the high-profile risk, and the one organizations often focus on almost exclusively, which leaves the organization vulnerable in other areas.

      Risk management is a program, not a project; there is no completion date. A proactive approach works best and requires continual monitoring, identification, and assessment. Reacting to risks after they occur can be costly and have other detrimental effects on the organization. Any risk that adversely affects IT will adversely affect the entire organization.

      While the VMI won't necessarily be quantifying or calculating the risk directly, it generally is the aggregator of risk information across the risk categories, which it then includes in its reporting function (see Steps 2.12 and 3.8).

      At a minimum, your risk management strategy should involve:

      • Identifying the risks you want to measure and monitor.
      • Identifying your risk appetite (the amount of risk you are willing to live with).
      • Measuring, monitoring, and reporting on the applicable risks.
      • Developing and deploying a risk management plan to minimize potential risk impact.

      Vendor risk is a fact of life, but you do have options for how to handle it. Be proactive and thoughtful in your approach, and focus your resources on what is important.

      2.2.1 – Risk assessment tool

      30 - 90 Minutes

      1. Meet with the participants to configure the risk indicators in Phase 2 Vendor Risk Assessment Tool – Tab 1. Set parameters for your environment.
      2. Review the risk categories and determine which ones you will be measuring and monitoring.
      3. Review the risk indicators under each risk category and determine whether the indicator is acceptable as written, is acceptable with modifications, should be replaced, or should be deleted.
      4. Make the necessary changes to the risk indicators; these changes will cascade to each of the vendor tabs. Limit the number of risk indicators to no more than seven per risk category.
      5. Gain input and approval as needed from sponsors, stakeholders, and executives as required.

      Input

      • Scope
      • OIC Chart
      • Process Maps
      • Brainstorming

      Output

      • Configured Vendor Risk Assessment Tool

      Materials

      • Phase 2 Vendor Risk Assessment Tool – Tab 1. Set Parameters

      Participants

      • VMI team

      Download the Info-Tech Phase 2 Vendor Classification Tool

      Step 2.3 – Scorecards and feedback

      Design a two-way feedback loop with your vendors

      A vendor management scorecard is a great tool for measuring, monitoring, and improving relationship alignment. In addition, it is perfect for improving communication between you and the vendor.

      Conceptually, a scorecard is similar to a school report card. At the end of a learning cycle, you receive feedback on how well you do in each of your classes. For vendor management, the scorecard is also used to provide periodic feedback, but there are some nuances and additional benefits and objectives when compared to a report card.

      Although scorecards can be used in a variety of ways, the focus here will be on vendor management scorecards – contract management, project management, and other types of scorecards will not be included in the materials covered in this Step 2.3 or in Step 3.4.

      This image contains a table with the score for objectives A-D. The scores are: A4, B3, C5, D4.

      Step 2.3 – Scorecards and feedback (cont'd)

      Design a two-way feedback loop with your vendors

      Anatomy

      The Info-Tech scorecard includes five areas:

      • Measurement categories. Measurement categories help organize the scorecard. Limit the number of measurement categories to three to five; this allows the parties to stay focused on what's important. Too many measurement categories make it difficult for the vendor to understand the expectations.
      • Criteria. The criteria describe what is being measured. Create criteria with sufficient detail to allow the reviewers to fully understand what is being measured and to evaluate it. Criteria can be objective or subjective. Use three to five criteria per measurement category.
      • Measurement category weights. Not all your measurement categories may be of equal importance to you; this area allows you to give greater weight to a measurement category when compiling the overall score.
      • Rating. Reviewers will be asked to assign a score to each criteria using a 1 to 5 scale.
      • Comments. A good scorecard will include a place for reviewers to provide additional information regarding the rating, or other items that are relevant to the scorecard.

      An overall score is calculated based on the rating for each criteria and the measurement category weights.

      Step 2.3 – Scorecards and feedback (cont'd)

      Design a two-way feedback loop with your vendors

      Goals and objectives

      Scorecards can be used for a variety of reasons. Some of the common ones are:

      • Improving vendor performance.
      • Conveying expectations to the vendor.
      • Identifying and recognizing top vendors.
      • Increasing alignment between the parties.
      • Improving communication with the vendor.
      • Comparing vendors across the same criteria.
      • Measuring items not included in contract metrics.
      • Identifying vendors for "strategic alliance" consideration.
      • Helping the organization achieve specific goals and objectives.

      Identifying and resolving issues before they impact performance or the relationship.

      Identifying your scorecard drivers first will help you craft a suitable scorecard.

      Step 2.3 – Scorecards and feedback (cont'd)

      Design a two-way feedback loop with your vendors

      Info-Tech recommends starting with simple scorecards to allow you and the vendors to acclimate to the new process and information. As you build your scorecards, keep in mind that internal personnel will be scoring the vendors and the vendors will be reviewing the scorecard. Make your scorecard easy for your personnel to fill out, and containing meaningful content to drive the vendor in the right direction. You can always make the scorecard more complex in the future.

      Our recommendation of five categories is provided below. Choose three to five of the categories that help you accomplish your scorecard goals and objectives:

      1. Timeliness – Responses, resolutions, fixes, submissions, completions, milestones, deliverables, invoices, etc.
      2. Cost – Total cost of ownership, value, price stability, price increases/decreases, pricing models, etc.
      3. Quality – Accuracy, completeness, mean time to failure, bugs, number of failures, etc.
      4. Personnel – Skilled, experienced, knowledgeable, certified, friendly, trustworthy, flexible, accommodating, etc.
      5. Risk – Adequate contractual protections, security breaches, lawsuits, finances, audit findings, etc.

      Some criteria may be applicable in more than one category. The categories above should cover at least 80% of the items that are important to your organization. The general criteria listed for each category is not an exhaustive list, but most things break down into time, money, quality, people, and risk issues.

      Step 2.3 – Scorecards and feedback (cont'd)

      Design a two-way feedback loop with your vendors

      Additional Considerations

      • Even a good rating system can be confusing. Make sure you provide some examples or a way for reviewers to discern the differences between a 1, 2, 3, 4, and 5. Don't assume your "rating key" will be intuitive.
      • When assigning weights, don't go lower than 10% for any measurement category. If the weight is too low, it won't be relevant enough to have an impact on the total score. If it doesn't "move the needle", don't include it.
      • Final sign-off on the scorecard template should occur outside the VMI. The heavy lifting can be done by the VMI to create it, but the scorecard is for the benefit of the organization overall, and those impacted by the vendors specifically. You may end up playing arbiter or referee, but the scorecard is not the exclusive property of the VMI. Try to reach consensus on your final template whenever possible.
      • You should notice improved ratings and total scores over time for your vendors. One explanation for this is the Pygmalion Effect: "The Pygmalion [E]ffect describes situations where someone's high expectations improves our behavior and therefore our performance in a given area. It suggests that we do better when more is expected of us."* Convey your expectations and let the vendors' competitive juices take over.
      • While creating your scorecard and materials to explain the process to internal personnel, identify those pieces that will help you explain it to your vendors during vendor orientation (see Steps 2.6 and 3.4). Leveraging pre-existing materials is a great shortcut.

      *Source: The Decision Lab, n.d.

      Step 2.3 – Scorecards and feedback (cont'd)

      Design a two-way feedback loop with your vendors

      Vendor Feedback

      After you've built your scorecard, turn your attention to the second half of the equation – feedback from the vendor. A communication loop cannot be successful without dialogue flowing both ways. While this can happen with just a scorecard, a mechanism specifically geared toward the vendor providing you with feedback improves communication, alignment, and satisfaction.

      You may be tempted to create a formal scorecard for the vendor to use; avoid that temptation until later in your maturity or development of the VMI. You'll be implementing a lot of new processes, deploying new tools and templates, and getting people to work together in new ways. Work on those things first.

      For now, implement an informal process for obtaining information from the vendor. Start by identifying information that you will find useful – information that will allow you to improve overall, to reduce waste or time, to improve processes, to identify gaps in skills. Incorporate these items into your business alignment meetings (see Steps 2.4 and 3.5). Create three to five good questions to ask the vendor and include these in the business alignment meeting agenda. The goal is to get meaningful feedback, and that starts with asking good questions.

      Keep it simple at first. When the time is right, you can build a more formal feedback form or scorecard. Don't be in a rush; as long as the informal method works, keep using it.

      2.3.1 – Scorecards and feedback

      30 – 60 Minutes

      1. Meet with the participants and brainstorm ideas for your scorecard measurement categories:
        1. What makes a vendor valuable to your organization?
        2. What differentiates a "good" vendor from a "bad" vendor?
        3. What items would you like to measure and provide feedback on to the vendor to improve performance, the relationship, risk, and other areas?
      2. Select three, but no more than five, of the following measure categories: timeliness, cost, quality, personnel, and risk.
      3. Within each measurement category, list two or three criteria that you want to measure and track for your vendors. Choose items that are as universal as possible rather than being applicable to one vendor or one vendor type.
      4. Assign a weight to each measurement category, ensuring that the total weight is 100% for all measurement categories.
      5. Document your results as you go in Phase 2 Tools and Templates Compendium – Tab 2.3 Scorecard.

      Input

      • Brainstorming

      Output

      • Configured Scorecard template

      Materials

      • Phase 2 Tools and Templates Compendium – Tab 2.3 Scorecard

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      2.3.2 – Scorecards and feedback

      15 to 30 Minutes

      1. Meet with the participants and brainstorm ideas for feedback to seek from your vendors during your business alignment meetings. During the brainstorming, identify questions to ask the vendor about your organization that will:
        1. Help you improve the relationship.
        2. Help you improve your processes or performance.
        3. Help you improve ongoing communication.
        4. Help you evaluate your personnel.
      2. Identify the top five questions you want to include in your business alignment meeting agenda. (Note: you may need to refine the actual questions from the brainstorming activity before they are ready to include in your business alignment meeting agenda.)
      3. Document both your brainstorming activity and your final results in Phase 2 Tools and Templates Compendium – Tab 2.3 Feedback. The brainstorming questions can be used in the future as your VMI matures and your feedback transforms from informal to formal. The results will be used in Steps 2.4 and 3.5.

      Input

      • Brainstorming

      Output

      • Feedback questions to include with the business alignment meeting agenda

      Materials

      • Phase 2 Tools and Templates Compendium – Tab 2.3 Feedback

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      Step 2.4 – Business alignment meeting agenda

      Craft an agenda that meets the needs of the VMI

      A business alignment meeting (BAM) is a multi-faceted tool to ensure the customer and the vendor stay focused on what is important to the customer at a high level. BAMs are not traditional operational meetings where the parties get into the details of the contracts, deal with installation problems, address project management issues, or discuss specific cost overruns. The focus of the BAM is the scorecard (see Step 2.3), but other topics are discussed, and other purposes are served. For example:

      • You can use the BAM to develop the relationship with the vendor's leadership team so that if escalation is ever needed, your organization is more than just a name on a spreadsheet or customer list.
      • You can learn about innovations the vendor is working on (without the meeting turning into a sales call).
      • You can address high-level performance trends and request corrective action as needed.
      • You can clarify your expectations.
      • You can educate the vendor about your industry, culture, and organization.
      • You can learn more about the vendor.

      As you build your BAM Agenda, someone in your organization may say, "Oh, that's just a quarterly business review (QBR) or top-to-top meeting." In most instances, an existing QBRs or top-to-top meeting is not the same as a BAM. Using the term QBR or top-to-top meeting instead of BAM can lead to confusion internally. The VMI may say to the business unit, procurement, or another department, "We're going to start running some QBRs for our strategic vendors." The typical response is, "There's no need; we already run QBRs/top-to-top meetings with our important vendors." This may be accompanied by an invitation to join their meeting, where you may be an afterthought, have no influence, and get five minutes at the end to talk about your agenda items. Keep your BAM separate so that it meets your needs.

      Step 2.4 – Business alignment meeting agenda (cont'd)

      Craft an agenda that meets the needs of the VMI

      As previously noted, using the term BAM more accurately depicts the nature of the VMI meeting and prevents confusion internally with other meetings already occurring. In addition, hosting the BAM yourself rather than piggybacking onto another meeting ensures that the VMI's needs are met. The VMI will set and control the BAM agenda and determine the invite list for internal personnel and vendor personnel. As you may have figured out by now, having the right customer and vendor personnel attend will be essential.

      BAMs are conducted at the vendor level, not the contract level. As a result, the frequency of the BAMs will depend on the vendor's classification category (see Steps 2.1 and 3.1). General frequency guidelines are provided below, but they can be modified to meet your goals:

      • Commodity vendors – Not applicable
      • Operational vendors – Biannually or annually
      • Strategic vendors – Quarterly
      • Tactical vendors – Quarterly or biannually

      BAMs can help you achieve some additional benefits not previously mentioned:

      • Foster a collaborative relationship with the vendor.
      • Avoid erroneous assumptions by the parties.
      • Capture and provide a record of the relationship (and other items) over time.

      Step 2.4 – Business alignment meeting agenda (cont'd)

      Craft an agenda that meets the needs of the VMI

      As with any meeting, building the proper agenda will be one of the keys to an effective and efficient meeting. A high-level BAM agenda with sample topics is set out below:

      BAM Agenda

      • Opening remarks
        • Welcome and introductions
        • Review of previous minutes
      • Active discussion
        • Review of open issues
        • Scorecard and feedback
        • Current status of projects to ensure situational awareness by the vendor
        • Roadmap/strategy/future projects
        • Accomplishments
      • Closing remarks
        • Reinforce positives (good behavior, results, and performance, value added, and expectations exceeded)
        • Recap
      • Adjourn

      2.4.1 – Business alignment meeting agenda

      20 – 45 Minutes

      1. Meet with the participants and review the sample agenda in Phase 2 Tools and Templates Compendium – Tab 2.4 BAM Agenda.
      2. Using the sample agenda as inspiration and brainstorming activities as needed, create a BAM agenda tailored to your needs.
        1. Select the items from the sample agenda applicable to your situation.
        2. Add any items required based on your brainstorming.
        3. Add the feedback questions identified during Activity 2.3.2 and documented in Phase 2 Tools and Templates Compendium – Tab 2.3 Feedback.
      3. Gain input and approval from sponsors, stakeholders, and executives as required or appropriate.
      4. Document the final BAM agenda in Phase 2 Tools and Templates Compendium –Tab 2.4 BAM Agenda.

      Input

      • Brainstorming
      • Phase 2 Tools and Templates Compendium – Tab 2.3 Feedback

      Output

      • Configured BAM agenda

      Materials

      • Phase 2 Tools and Templates Compendium – Tab2 .4 BAM Agenda

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      Step 2.5 – Relationship alignment document

      Draft a document to convey important VMI information to your vendors

      Throughout this blueprint, alignment is mentioned directly (e.g. business alignment meetings [Steps 2.4 and 3.3]) or indirectly implied. Ensuring you and your vendors are on the same page, have clear and transparent communication, and understand each other's expectations is critical to fostering strong relationships. One component of gaining and maintaining alignment with your vendors is the Relationship Alignment Document (RAD). Depending upon the Scope of your VMI and what your organization already has in place, your RAD will fill in the gaps on various topics.

      Early in the VMI's maturation, the easiest approach is to develop a short document (1 one page) or a pamphlet (i.e. the classic trifold) describing the rules of engagement when doing business with your organization. The RAD can convey expectations, policies, guidelines, and other items. The scope of the document will depend on:

      1. What you believe is important for the vendors to understand.
      2. Any other similar information already provided to the vendors.

      The first step to drafting a RAD is to identify what information vendors need to know to stay on your good side. You may want vendors to know about your gift policy (e.g. employees may not accept vendor gifts above a nominal value, such as a pen or mousepad). Next, compare your list of what vendors need to know and determine if the content is covered in other vendor-facing documents such as a vendor code of conduct or your website's vendor portal. Lastly, create your RAD to bridge the gap between what you want and what is already in place. In some instances, you may want to include items from other documents to reemphasize them with the vendor community.

      Info-Tech Insight

      The RAD can be used with all vendors regardless of classification category. It can be sent directly to the vendors or given to them during vendor orientation (see Step 3.3)

      2.5.1 – Relationship alignment document

      1 to 4 Hours

      1. Meet with the participants and review the RAD sample and checklist in Phase 2 Tools and Templates Compendium – Tab 2.5 Relationship Alignment Doc.
      2. Determine:
        1. Whether you will create one RAD for all vendors or one RAD for strategic vendors and another RAD for tactical and operational vendors; whether you will create a RAD for commodity vendors.
        2. The concepts you want to include in your RAD(s).
        3. The format for your RAD(s) – traditional, pamphlet, or other.
        4. Whether signoff or acknowledgement will be required by the vendors.
      3. Draft your RAD(s) and work with other internal areas, such as Marketing to create a consistent brand for the RADS, and Legal to ensure consistent use and preservation of trademarks or other intellectual property rights and other legal issues.
      4. Review other vendor-facing documents (e.g. supplier code of conduct, onsite safety and security protocols) for consistencies between them and the RAD(s).
      5. Obtain signoff on the RAD(s) from stakeholders, sponsors, executives, Legal, Marketing, and others as needed.

      Input

      • Brainstorming
      • Vendor-facing documents, policies, and procedures

      Output

      • Completed Relationship Alignment Document(s)

      Materials

      • Phase 2 Tools and Templates Compendium – Tab 2.5 Relationship Alignment Doc

      Participants

      • VMI team
      • Marketing, as needed
      • Legal, as needed

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      Step 2.6 – Vendor orientation

      Create a VMI awareness process to build bridges with your vendors

      Your organization is unique. It may have many similarities with other organizations, but your culture, risk tolerance, mission, vision, and goals, finances, employees, and "customers" (those that depend on you) make it different. The same is true of your VMI. It may have similar principles, objectives, and processes to other organizations' VMIs, but yours is still unique. As a result, your vendors may not fully understand your organization and what vendor management means to you.

      Vendor orientation is another means to helping you gain and maintain alignment with your important vendors, educate them on what is important to you, and provide closure when/if the relationship with the vendor ends. Vendor orientation is comprised of three components, each with a different function:

      • Orientation
      • Reorientation
      • Debrief

      Vendor orientation focuses on the vendor management pieces of the puzzle (e.g. the scorecard process) rather than the operational pieces (e.g. setting up a new vendor in the system to ensure invoices are processed smoothly).

      Step 2.6 – Vendor orientation (cont'd)

      Create a VMI awareness process to build bridges with your vendors

      Reorientation

      • Reorientation is either identical or similar to orientation, depending upon the circumstances. Reorientation occurs for several reasons, and each reason will impact the nature and detail of the reorientation content. Reorientation occurs whenever:
      • There is a significant change in the vendor's products or services.
      • The vendor has been through a merger, acquisition, or divestiture.
      • A significant contract renewal/renegotiation has recently occurred.
      • Sufficient time has passed from orientation; commonly 2 to 3 years.
      • The vendor has been placed in a "performance improvement plan" or "relationship improvement plan" protocol.
      • Significant turnover has occurred within your organization (executives, key stakeholders, and/or VMI personnel).
      • Substantial turnover has occurred at the vendor at the executive or account management level.
      • The vendor has changed vendor classification categories after the most current classification.
      • As the name implies, the goal is to refamiliarize the vendor with your current VMI situation, governances, protocols, and expectations. The drivers for reorientation will help you determine the reorientation's scope, scale, and frequency.

      Step 2.6 – Vendor orientation (cont'd)

      Create a VMI awareness process to build bridges with your vendors

      Debrief

      To continue the analogy from orientation, debrief is like an exit interview for an employee when their employment is terminated. In this case, debrief occurs when the vendor is no longer an active vendor with your organization - all contracts have terminated or expired, and no new business with the vendor is anticipated within the next three months.

      Similar to orientation and reorientation, debrief activities will be based on the vendor's classification category within the COST model. Strategic vendors don't go away very often; usually, they transition to operational or tactical vendors first. However, if a strategic vendor is no longer providing products or services to you, dig a little deeper into their experiences and allocate extra time for the debrief meeting.

      The debrief should provide you with feedback on the vendor's experience with your organization and their participation in your VMI. Additionally, it can provide closure for both parties since the relationship is ending. Be careful that the debrief does not turn into a finger-pointing meeting or therapy session for the vendor. It should be professional and productive; if it is going off the rails, terminate the meeting before more damage can occur.

      End the debrief on a high note if possible. Thank the vendor, highlight its key contributions, and single out any personnel who went above and beyond. You never know when you will be doing business with this vendor again – don't burn bridges!

      Step 2.6 – Vendor orientation (cont'd)

      Create a VMI awareness process to build bridges with your vendors

      As you create your vendor orientation materials, focus on the message you want to convey.

      • For orientation and reorientation:
        • What is important to you that vendors need to know?
        • What will help the vendors understand more about your organization and your VMI?
        • What and how are you different from other organizations overall, and in your "industry"?
        • What will help them understand your expectations?
        • What will help them be more successful?
        • What will help you build the relationship?
      • For debrief:
        • What information or feedback do you want to obtain?
        • What information or feedback to you want to give?

      The level of detail you provide strategic vendors during orientation and reorientation may be different from the information you provide tactical and operational vendors. Commodity vendors are not typically involved in the vendor orientation process. The orientation meetings can be conducted on a one-to-one basis for strategic vendors and a one-to-many basis for operational and tactical vendors; reorientation and debrief are best conducted on a one-to-one basis. Lastly, face-to-face or video meetings work best for vendor orientation; voice-only meetings, recorded videos, or distributing only written materials seldom hit their mark or achieve the desired results.

      Step 2.7 – Three-year roadmap

      Plot your path at a high level

      1. The VMI exists in many planes concurrently:
      2. It operates both tactically and strategically.

      It focuses on different timelines or horizons (e.g., the past, the present, and the future). Creating a three-year roadmap facilitates the VMI's ability to function effectively across these multiple landscapes.

      The VMI roadmap will be influenced by many factors. The work product from Phase 1 – Plan, input from executives, stakeholders, and internal clients, and the direction of the organization are great sources of information as you begin to build your roadmap.

      To start, identify what you would like to accomplish in year 1. This is arguably the easiest year to complete: budgets are set (or you have a good idea what the budget will look like), personnel decisions have been made, resources have been allocated, and other issues impacting the VMI are known with a higher degree of certainty than any other year. This does not mean things won't change during the first year of the VMI, but expectations are usually lower, and the short event horizon makes things more predictable during the year-1 ramp-up period.

      Years 2 and 3 are more tenuous, but the process is the same: identify what you would like to accomplish or roll out in each year. Typically, the VMI maintains the year-1 plan into subsequent years and adds to the scope or maturity. For example, you may start year 1 with BAMs and scorecards for three of your strategic vendors; during year 2, you may increase that to five vendors; and during year 3, you may increase that to nine vendors. Or, you may not conduct any market research during year 1, waiting to add it to your roadmap in year 2 or 3 as you mature.

      Breaking things down by year helps you identify what is important and the timing associated with your priorities. A conservative approach is recommended. It is easy to overcommit, but the results can be disastrous and painful.

      2.7.1 – Three-year roadmap

      45 – 90 Minutes

      1. Meet with the participants and decide how to coordinate year 1 of your three-year roadmap with your existing fiscal year or reporting year. Year 1 may be shorter or longer than a calendar year.
      2. Review the VMI activities listed in Phase 2 Tools and Templates Compendium – Tab 2.7 Three-year roadmap. Use brainstorming and your prior work product from Phase 1 and Phase 2 to identify additional items for the roadmap and add them at the bottom of the spreadsheet.
      3. Starting with the first activity, determine when that activity will begin and put an X in the corresponding column; if the activity is not applicable, leave it blank or insert N/A.
      4. Go back to the top of the list and add information as needed.
        1. For any year-1 or year-2 activities, add an X in the corresponding columns if the activity will be expanded/continued in subsequent periods (e.g., if a Year 2 activity will continue in year 3, put an X in year 3 as well).
        2. Use the comments column to provide clarifying remarks or additional insights related to your plans or "X's". For example, "Scorecards begin in year 1 with three vendors and will roll out to five vendors in year 2 and nine vendors in year 3."
      5. Obtain signoff from stakeholders, sponsors, and executives as needed.

      Input

      • Phase 1 work product
      • Steps 2.1 – 2.6 work product
      • Brainstorming

      Output

      • High level three-year roadmap for the VMI

      Materials

      • Phase 2 Tools and Templates Compendium – Tab 2.7 Three-Year Roadmap

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      Step 2.8 – 90-day plan

      Pave your short-term path with a series of detailed quarterly plans

      Now that you have prepared a three-year roadmap, it's time to take the most significant elements from the first year and create action plans for each three-month period. Your first 90-day plan may be longer or shorter if you want to sync to your fiscal or calendar quarters. Aligning with your fiscal year can make it easier for tracking and reporting purposes; however, the more critical item is to make sure you have a rolling series of four 90-day plans to keep you focused on the important activities and tasks throughout the year.

      The 90-day plan is a simple project plan that will help you measure, monitor, and report your progress. Use the Info-Tech tool to help you track:

      Activities.

      • Tasks comprising each activity.
      • Who will be performing the tasks.
      • An estimate of the time required per person per task.
      • An estimate of the total time to achieve the activity.
      • A due date for the activity.
      • A priority of the activity.

      The first 90-day plan will have the greatest level of detail and should be as thorough as possible; the remaining three 90-day plans will each have less detail for now. As you approach the middle of the first 90-day plan, start adding details to the next 90-day plan; toward the end of the first quarter add a high-level 90-day plan to the end of the chain. Continue repeating this cycle each quarter and consult the three-year roadmap and the leadership team, as necessary.

      2.8.1 – 90-day plan

      45 – 90 Minutes

      1. Meet with the participants and decide how to coordinate the first "90-day" plan with your existing fiscal year or reporting cycles. Your first plan may be shorter or longer than 90 days.
      2. Looking at the year-1 section of the three-year roadmap, identify the activities that will be started during the next 90 days.
      3. Using the Phase 2 Tools and Templates Compendium – Tab 2.8 90-Day Plan, enter the following information into the spreadsheet for each activity to be accomplished during the next 90 days:
        1. Activity description.
        2. Tasks required to complete the activity (be specific and descriptive).
        3. The people who will be performing each task.
        4. The estimated number of hours required to complete each task.
        5. The start date and due date for each task or the activity.
      4. Validate the tasks are a complete list for each activity and the people performing the tasks have adequate time to complete the tasks by the due date(s).
      5. Assign a priority to each Activity.

      Input

      • Three-Year Roadmap
      • Phase 1 work product
      • Steps 2.1 – 2.7 work product
      • Brainstorming

      Output

      • Detailed plan for the VMI for the next quarter or "90" days

      Materials

      • Phase 2 Tools and Templates Compendium – Tab 2.8 90-Day Plan

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      Step 2.9 – Quick wins

      Identify potential short-term successes to gain momentum and show value immediately

      As the final step in the timeline trilogy, you are ready to identify some quick wins for the VMI. Using the first 90-day plan and a brainstorming activity, create a list of things you can do in 15 to 30 days that add value to your initiative and build momentum.

      As you evaluate your list of potential candidates, look for things that:

      • Are achievable within the stated timeline.
      • Don't require a lot of effort.
      • Involve stopping a certain process, activity, or task; this is sometimes known as a "stop doing stupid stuff" approach.
      • Will reduce or eliminate inefficiencies; this is sometimes known as the war on waste.
      • Have a moderate to high impact or bolster the VMI's reputation.

      As you look for quick wins, you may find that everything you identify does not meet the criteria. That's okay; don't force the issue. Return your focus to the 90-day plan and three-year roadmap and update those documents if the brainstorming activity associated with Step 2.9 identified anything new.

      2.9.1 – Quick wins

      15 - 30 Minutes

      1. Meet with the participants and review the three-year roadmap and 90-day plan. Determine if any item on either document can be completed:
        1. Quickly (30 days or less).
        2. With minimal effort.
        3. To provide or show moderate to high levels of value or provide the VMI with momentum.
      2. Brainstorm to identify any other items that meet the criteria in step 1 above.
      3. Compile a comprehensive list of these items and select up to five to pursue.
      4. Document the list in the Phase 2 Tools and Templates Compendium – Tab 2.9 Quick Wins.
      5. Manage the quick wins list and share the results with the VMI team and applicable stakeholders and executives.

      Input

      • Three-Year Roadmap
      • 90-Day Plan
      • Brainstorming

      Output

      • A list of activities that require low levels of effort to achieve moderate to high levels of value in a short period

      Materials

      • Phase 2 Tools and Templates Compendium – Tab 2.9 Quick Wins

      Participants

      • VMI team

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      Step 2.10 – Reports

      Construct your reports to resonate with your audience

      Issuing reports is a critical piece of the VMI since the VMI is a conduit of information for the organization. It may be aggregating risk data from internal areas, conducting vendor research, compiling performance data, reviewing market intelligence, or obtaining relevant statistics, feedback, comments, facts, and figures from other sources. Holding onto this information minimizes the impact a VMI can have on the organization; however, the VMI's internal clients, stakeholders, and executives can drown in raw data and ignore it completely if it is not transformed into meaningful, easily-digested information.

      Before building a report, think about your intended audience:

      • What information are they looking for? What will help them understand the big picture?
      • What level of detail is appropriate, keeping in mind the audience may not be like-minded?
      • What items are universal to all the readers and what items are of interest to one or two readers?
      • How easy or hard will it be to collect the data? Who will be providing it, and how time consuming will it be?
      • How accurate, valid, and timely will the data be?
      • How frequently will each report need to be issued?

      Step 2.10 – Reports (cont'd)

      Construct your reports to resonate with your audience

      Use the following guidelines to create reports that will resonate with your audience:

      • Value information over data, but sometimes data does have a place in your report.
      • Use pictures, graphics, and other representations more than words, but words are often necessary in small, concise doses.
      • Segregate your report by user; for example, general information up top, CIO information below that on the right, CFO information to the left of CIO information, etc.
      • Send a draft report to the internal audience and seek feedback, keeping in mind you won't be able to cater to or please everyone.

      2.10.1 – Reports

      15 – 45 Minutes

      1. Meet with the participants and review the applicable work product from Phase 1 and Phase 2; identify qualitative and quantitative items the VMI measures, monitors, tracks, or aggregates.
      2. Determine which items will be reported and to whom (by category):
        1. Internally to personnel within the VMI.
        2. Internally to personnel outside the VMI.
        3. Externally to vendors.
      3. Within each category above, determine your intended audiences/recipients. For example, you may have a different list of recipients for a risk report than you do a scorecard summary report. This will help you identify the number of reports required.
      4. Create a draft structure for each report based on the audience and the information being conveyed. Determine the frequency of each report and person responsible for creating for each report.
      5. Document your final choices in Phase 2 Tools and Templates Compendium – Tab 2.10 Reports.

      Input

      • Brainstorming
      • Phase 1 work product
      • Steps 2.1 – 2.11 work product

      Output

      • A list of reports used by the VMI
      • For each report
        • The conceptual content
        • A list of who will receive or have access
        • A creation/distribution frequency

      Materials

      • Phase 2 Tools and Templates Compendium – Tab 2.10 Reports

      Participants

      • VMI team
      • Applicable stakeholders and executives (as needed)

      Download the Info-Tech Phase 2 Tools and Templates Compendium

      Phase 3 - Run

      Implement your processes and leverage your tools and templates

      Phase 1

      Phase 2Phase 3Phase 4

      1.1 Mission Statement and Goals

      1.2 Scope

      1.3 Strengths and Obstacles

      1.4 Roles and Responsibilities

      2.1 Classification Model

      2.2 Risk Assessment Tool

      2.3 Scorecards and Feedback

      2.4 Business Alignment Meeting Agenda

      2.5 Relationship Alignment Document

      2.6 Vendor Orientation

      2.7 3-Year Roadmap

      2.8 90-Day Plan

      2.9 Quick Wins

      2.10 Reports

      3.1 Classify Vendors

      3.2 Compile Scorecards

      3.3 Conduct Business Alignment Meetings

      3.4 Work the 90-Day Plan

      3.5 Manage the 3-Year Roadmap

      3.6 Develop/Improve Vendor Relationships

      4.1 Incorporate Leading Practices

      4.2 Leverage Lessons Learned

      4.3 Maintain Internal Alignment

      This phase will walk you through the following activity:

      • Beginning to operate the VMI. The main outcomes from this phase are guidance and the steps required to initiate your VMI.

      This phase involves the following participants:

      • VMI team
      • Applicable stakeholders and executives
      • Others as needed

      Vendor Management Initiative Basics for the Small/Medium Businesses

      Phase 3 – Run

      Implement your processes and leverage your tools and templates

      All the hard work invested in Phase 1 – Plan and Phase 2 – Build begins to pay off in Phase 3 – Run. It's time to stand up your VMI and ensure that the proper level of resources is devoted to your vendors and the VMI itself. There's more hard work ahead, but the foundational elements are in place. This doesn't mean there won't be adjustments and modifications along the way, but you are ready to use the tools and templates in the real world; you are ready to begin reaping the fruits of your labor.

      Phase 3 – Run guides you through the process of collecting data, monitoring trends, issuing reports, and conducting effective meetings to:

      • Manage risk better.
      • Improve vendor performance.
      • Improve vendor relationships.
      • Identify areas where the parties can improve.
      • Improve communication between the parties.
      • Increase the value proposition with your vendors.

      Step 3.1 – Classify vendors

      Begin classifying your top 25 vendors by spend

      Step 3.1 sets the table for many of the subsequent steps in Phase 3 – Run. The results of your classification process will determine which vendors go through the scorecarding process (Step 3.2); which vendors participate in BAMs (Step 3.3), and which vendors you will devote relationship-building resources to (Step 3.6).

      As you begin classifying your vendors, Info-Tech recommends using an iterative approach initially to validate the results from the classification model you configured in Step 2.1.

      1. Identify your top 25 vendors by spend.
      2. Run your top 10 vendors by spend through the classification model and review the results.
        1. If the results are what you expected and do not contain any significant surprises, go to 3. on the next page.
        2. If the results are not what you expected or do contain significant surprises, look at the configuration page of the tool (Tab 1) and adjust the weights or the spend categories slightly. Be cautious in your evaluation of the results before modifying the configuration page - some legitimate results are unexpected, or are surprises based on bias. If you modify the weighting, review the new results and repeat your evaluation. If you modify the spend categories, review the answers on the vendor tabs to ensure that the answers are still accurate; review the new results and repeat your evaluation.

      Step 3.1 – Classify vendors (cont'd)

      Review your results and adjust the classification tool as needed

      1. Run your top 11-through-25 vendors by spend through the classification model and review the results. Identify any unexpected results. Determine if further configuration makes sense and repeat the process outlined in 2.b., previous page, as necessary. If no further modifications are required, continue to 4., below.
      2. Share the preliminary results with the leadership team, executives, and stakeholders to obtain their approval or adjustments to the results.
        1. They may have questions and want to understand the process before approving the results.
        2. They may request that you move a vendor from one quadrant to another based on your organization's roadmap, the vendor's roadmap, or other information not available to you.
      3. Identify the vendors that will be part of the VMI at this stage – how many and which ones. Based on this number and the VMI's scope (Step 1.2), make sure you have the resources necessary to accommodate the number of vendors participating in the VMI. Proceed cautiously and gradually increase the number of vendors participating in the VMI.

      Step 3.1 – Classify vendors (cont'd)

      Finalize the results and update VMI tools and templates

      1. Update the vendor inventory tool (Step 1.7) to indicate the current classification status for the top 25 vendors by spend. Once your vendors have been classified, you can sort the vendor inventory tool by classification status to see all the vendors in that category at once.
      2. Review your three-year roadmap (Step 2.9) and 90-day plans (Step 2.6) to determine if any modifications are needed to the activities and timelines.

      Additional classification considerations:

      • You should only have a few vendors that fit in the strategic category. As a rough guideline, no more than 5% to 10% of your IT vendors should end up in the strategic category. If you have many vendors, even 5% may be too many. the classification model is an objective start to the classification process, but common sense must prevail over the "math" at the end of the day.
      • At this point, there is no need to go beyond the top 25 by spend. Most VMIs starting out can't handle more than three to five strategic vendors initially. Allow the VMI to run a pilot program with a small sample size, work out any bugs, make adjustments, and then ramp up the VMI's rollout in waves. Vendors can be added quarterly, biannually, or annually, depending upon the desired goals and available resources.

      Step 3.1 – Classify vendors (cont'd)

      Align your vendor strategy to your classification results

      As your VMI matures, additional vendors will be part of the VMI. Review the table below and incorporate the applicable strategies into your deployment of vendor management principles over time. Stay true to your mission, goals, and scope, and remember that not all your vendors are of equal importance.

      Operational

      Strategic
      • Focus on spend containment
      • Concentrate on lowering total cost of ownership
      • Invest moderately in cultivating the relationship
      • Conduct BAMs biannually or annually
      • Compile scorecards quarterly or biannually
      • Identify areas for performance and cost improvement
      • Focus on value, collaboration, and alignment
      • Review market intelligence for the vendor's industry
      • Invest significantly in cultivating the relationship
      • Initiate executive-to-executive relationships
      • Conduct BAMs quarterly
      • Compile scorecards quarterly
      • Understand how the vendors view your organization

      Commodity

      Tactical
      • Investigate vendor rationalization and consolidation
      • Negotiate for the best-possible price
      • Leverage competition during negotiations
      • Streamline the purchasing and payment process
      • Allocate minimal VMI resources
      • Assign the lowest priority for vendor management metrics
      • Conduct risk assessments biannually or annually
      • Cultivate a collaborative relationship based on future growth plans or potential with the vendor
      • Conduct BAMs quarterly or biannually
      • Compile scorecards quarterly
      • Identify areas of performance improvement
      • Leverage innovation and creative problem solving

      Step 3.1 – Classify vendors (cont'd)

      Be careful when using the word "partner" with your strategic and other vendors

      For decades, vendors have used the term "partner" to refer to the relationship they have with their clients and customers. This is often an emotional ploy used by the vendors to get the upper hand. To fully understand the terms "partner" and "partnership", let's evaluate them through two more objective, less cynical lenses.

      If you were to talk to your in-house or outside legal counsel, you may be told that partners share in profits and losses, and they have a fiduciary obligation to each other. Unless there is a joint venture between the parties, you are unlikely to have a partnership with a vendor from this perspective.

      What about a "business" partnership — one that doesn't involve sharing profits and losses? What would that look like? Here are some indicators of a business partnership (or preferably a strategic alliance):

      • Trust and transparent communication exist.
      • You have input into the vendor's roadmap for products and services.
      • The vendor is aligned with your desired outcomes and helps you achieve success.
      • You and the vendor are accountable for actions and inactions, with both parties being at risk.
      • There is parity in the peer-to-peer relationships between the organizations (e.g. C-Level to C-Level).
      • The vendor provides transparency in pricing models and proactively suggests ways for you to reduce costs.
      • You and the vendor work together to make each party better, providing constructive feedback on a regular basis.
      • The vendor provides innovative suggestions for you to improve your processes, performance, the bottom line, etc.
      • Negotiations are not one-sided; they are meaningful and productive, resulting in an equitable distribution of money and risk.

      Step 3.1 – Classify vendors (cont'd)

      Understand the implications and how to leverage the words "partner" and "partnership"

      By now you might be thinking, "What's all the fuss? Why does it matter?" At Info-Tech, we've seen firsthand how referring to the vendor as a partner can have the following impact:

      • Confidences are disclosed unnecessarily.
      • Negotiation opportunities and leverage are lost.
      • Vendors no longer have to earn the customer's business.
      • Vendor accountability is missing due to shared responsibilities.
      • Competent skilled vendor resources are assigned to other accounts.
      • Value erodes over time since contracts are renewed without being competitively sourced.
      • One-sided relationships are established, and false assurances are provided at the highest levels within the customer organization.

      Proceed with caution when using partner or partnership with your vendors. Understand how your organization benefits from using these terms and mitigate the negatives outlined above by raising awareness internally to ensure people understand the psychology behind the terms. Finally, use the term to your advantage when warranted by referring to the vendor as a partner when you want or need something that the vendor is reluctant to provide. Bottom line: be strategic in how you refer to vendors and know the risks.

      Step 3.2 – Compile scorecards

      Begin scoring your top vendors

      The scorecard process typically is owned and operated by the VMI, but the actual rating of the criteria within the measurement categories is conducted by those with day-to-day interactions with the vendors, those using or impacted by the services and products provided by the vendors, and those with the skills to research other information on the scorecard (e.g. risk). Chances are one person will not be able to complete an entire scorecard by themselves. As a result, the scorecard process is a team sport comprised of sub-teams where necessary.

      The VMI will compile the scores, calculate the final results, and aggregate all the comments into one scorecard. There are two common ways to approach this task:

      1. Send out the scorecard template to those who will be scoring the vendor and ask them to return it when completed, providing them with a due date a few days before you need it; you'll need time to compile, calculate, and aggregate.
      2. Invite those who will be scoring the vendor to a meeting and let the contributors use that time to score the vendors; make VMI team members available to answer questions and facilitate the process.

      Step 3.2 – Compile scorecards (cont'd)

      Gather input from stakeholders and others impacted by the vendors

      Since multiple people will be involved in the scorecarding process or have information to contribute, the VMI will have to work with the reviewers to ensure he right mix of data is provided. For example:

      • If you are tracking lawsuits filed by or against the vendor, one person from Legal may be able to provide that, but they may not be able to evaluate any other criteria on the scorecard.
      • If you are tracking salesperson competencies, multiple people from multiple areas may have valuable insights.
      • If you are tracking deliverable timeliness, several project managers may want to contribute across several projects.

      Where one person is contributing exclusively to limited criteria, make it easy for them to identify the criteria they are to evaluate. When multiple people from the same functional area will provide insights, they can contribute individually (and the VMI will average their responses) or they can respond collectively after reaching consensus as a group.

      After the VMI has compiled, calculated, and aggregated, share the results with executives, impacted stakeholders, and others who will be attending the BAM for that vendor. Depending upon the comments provided by internal personnel, you may need to create a sanitized version of the scorecard for the vendor.

      Make sure your process timeline has a buffer built in. You'll be sending the final scorecard to the vendor three to five days before the BAM, and you'll need some time to assemble the results. The scorecarding process can be perceived as a low-priority activity for people outside of the VMI, and other "priorities" will arise for them. Without a timeline buffer, the VMI may find itself behind schedule and unprepared, due to things beyond its control.

      Step 3.3 – Conduct business alignment meetings

      Determine which vendors will participate and how long the meetings will last

      At their core, BAMs aren't that different from any other meeting. The basics of running a meeting still apply, but there are a few nuances that apply to BAMs. Set out below are leading practices for conducing your BAMs; adapt them to meet your needs and suit your environment.

      Who

      Initially, BAMs are conducted with the strategic vendors in your pilot program. Over time you'll add vendors until all your strategic vendors are meeting with you quarterly. After that, roll out the BAMs to those tactical and operational vendors located close to the strategic quadrant in the classification model (Steps 2.1 and 3.1) and as VMI resources allow. It may take several years before you are holding regular BAMs with all your strategic, tactical, and operational vendors.

      Duration

      Keep the length of your meetings reasonable. The first few with a vendor may need to be 60 to 90 minutes long. After that, you should be able to trim them to 45 minutes to 60 minutes. The BAM does not have to fill the entire time. When you are done, you are done.

      Step 3.3 – Conduct business alignment meetings (cont'd)

      Identify who will be invited and send out invitations

      Invitations

      Set up a recurring meeting whenever possible. Changes will be inevitable but keeping the timeline regular works to your advantage. Also, the vendors included in your initial BAMs won't change for twelve months. For the first BAM with a vendor, provide adequate notice; four weeks is usually sufficient, but calendars will fill up quickly for the main attendees from the vendor. Treat the meeting as significant and make sure your invitation reflects this. A simple meeting request will often be rejected, treated as optional, or ignored completely by the vendor's leadership team (and maybe yours as well!).

      Invitees

      Internal invitees should include those with a vested interest in the vendor's performance and the relationship. Other functional areas may be invited based on need or interest. Be careful the attendee list doesn't get too big. Based on this, internal BAM attendees often include representatives from IT, Sourcing/Procurement, and the applicable business units. At times, Finance and Legal are included.

      From the vendor's side, strive to have decision makers and key leaders attend. The salesperson/account manager is often included for continuity, but a director or vice president of sales will have more insights and influence. The project manager is not needed at this meeting due to the nature of the meeting and its agenda; however, a director or vice president from the product or service delivery area is a good choice. Bottom line: get as high into the vendor's organization as possible whenever possible; look at the types of contracts you have with that vendor to provide guidance on the type of people to invite.

      Step 3.3 – Conduct business alignment meetings (cont'd)

      Prepare for the Meetings and Maintain Control

      Preparation

      Send the scorecard and agenda to the vendor five days prior to the BAM. The vendor should provide you with any information you require for the meeting five days prior, as well.

      Decide who will run the meeting. Some customers like to lead, and others let the vendor present. How you craft the agenda and your preferences will dictate who runs the show.

      Make sure the vendor knows what materials they should bring to the meeting or have access to. This will relate to the agenda and any specific requests listed under the discussion points. You don't want the vendor to be caught off guard and unable to discuss a matter of importance to you.

      Running the BAM

      Regardless of which party leads, make sure you manage the agenda to stay on topic. This is your meeting – not the vendor's, not IT's, not Procurement's or Sourcing's. Don't let anyone hijack it.

      Make sure someone is taking notes. If you are running this virtually, consider recording the meeting. Check with your legal department first for any concerns, notices, or prohibitions that may impact your recording the session.

      Remember, this is not a sales call, and it is not a social activity. Innovation discussions are allowed and encouraged, but that can quickly devolve into a sales presentation. People can be friendly toward one another, but the relationship building should not overwhelm the other purposes.

      Step 3.3 – Conduct business alignment meetings (cont'd)

      Follow these additional guidelines to maximize your meetings

      More leading practices

      • Remind everyone that the conversation may include items covered by various confidentiality provisions or agreements.
      • Publish the meeting minutes on a timely basis (within 48 hours).
      • Focus on the bigger picture by looking at trends over time; get into the details only when warranted.
      • Meet internally immediately beforehand to prepare – don't go in cold. Review the agenda and the roles and responsibilities for the attendees.
      • Physical meetings are better than virtual meetings, but travel constraints, budgets, and pandemics may not allow for physical meetings.

      Final thoughts

      • When performance or the relationship is suffering, be constructive in your feedback and conversations rather than trying to assign blame; lead with the carrot rather than the stick.
      • Look for collaborative solutions whenever possible and avoid referencing the contract if possible. Communicate your willingness to help resolve outstanding issues.
      • Use inclusive language and avoid language that puts the vendor on the defensive.
      • Make sure that your meetings are not focused exclusively on the negative, but don't paint a rosy picture where one doesn't exist.
      • A vendor that is doing well should be commended. This is an important part of relationship building.

      Step 3.4 – Work the 90-day plan

      Monitor your progress and share your results

      Having a 90-day plan is a good start, but assuming the tasks on the plan will be accomplished magically or without any oversight can lead to failure. While it won't take a lot of time to work the plan, following a few basic guidelines will help ensure the 90-day plan gets results and wasn't created in vain.

      1. Measure and track your progress against the initial/current 90-day plan at least weekly; with a short timeline, any delay can have a huge impact.
      2. If adjustments are needed to any elements of the plan, understand the cause and the impact of those adjustments before making them.
      3. Make adjustments ONLY when warranted. The temptation will be to push activities and tasks further out on the timeline (or to the next 90-day plan!) when there is any sort of hiccup along the way, especially when personnel outside the VMI are involved. Hold true to the timeline whenever possible; once you start slipping, it often becomes a habit.
      4. Report on progress every week and hold people accountable for their assignments and contributions.
      5. Take the 90-day plan seriously and treat it as you would any significant project. This is part of the VMI's branding and image.

      Step 3.5 – Manage the three-year roadmap

      Keep an eye on the future since it will feed the present

      The three-year roadmap is a great planning tool, but it is not 100% reliable. There are inherent flaws and challenges. Essentially, the roadmap is a set of three "crystal balls" attempting to tell you what the future holds. The vision for year 1 may be clear, but for each subsequent year, the crystal ball becomes foggier. In addition, the timeline is constantly changing; before you know it, tomorrow becomes today and year 2 becomes year 1.

      To help navigate through the roadmap and maximize its potential, follow these principles:

      • Manage each year of the roadmap differently.
        • Review the year-1 map each quarter to update your 90-day plans (See steps 2.10 and 3.4).
        • Review the year-2 map every six months to determine if any changes are necessary. As you cycle through this, your vantage point of year 2 will be 6 months or 12 months away from the beginning of year 2, and time moves quickly.
        • Review the year-3 map annually, and determine what needs to be added, changed, or deleted. Each time you review year 3, it will be a "new" year 3 that needs to be built.
      • Analyze the impact on the proposed modifications from two perspectives: 1) What is the impact if a requested modification is made? 2) What is the impact if a requested modification is not made?
      • Validate all modifications with leadership and stakeholders before updating the three-year roadmap to ensure internal alignment.

      Step 3.6 – Develop/improve vendor relationships

      Drive better performance through better relationships

      One of the key components of a VMI is relationship management. Good relationships with your vendors provide many benefits for both parties, but they don't happen by accident. Do not assume the relationship will be good or is good merely because your organization is buying products and services from a vendor.

      In many respects, the VMI should mirror a vendor's sales organization by establishing relationships at multiple levels within the vendor organizations, not just with the salesperson or account manager. Building and maintaining relationships is hard work, but the return on investment makes it worthwhile.

      Business relationships are comprised of many components, not all of which must be present to have a great relationship. However, there are some essential components. Whether you are trying to develop, improve, or maintain a relationship with a vendor, make sure you are conscious of the following:

      • Focusing your energies on strategic vendors first and then tactical and operational vendors.
      • Being transparent and honest in your communications.
      • Continuously building trust by being responsive and honoring commitments (timely).
      • Creating a collaborative environment and build upon common ground.
      • Thanking the vendor when appropriate.
      • Resolving disputes early, avoiding the "blame game", and being objective when there are disagreements.

      Phase 4 - Review

      Keep your VMI up to date and running smoothly

      Phase 1

      Phase 2Phase 3Phase 4

      1.1 Mission Statement and Goals

      1.2 Scope

      1.3 Strengths and Obstacles

      1.4 Roles and Responsibilities

      2.1 Classification Model

      2.2 Risk Assessment Tool

      2.3 Scorecards and Feedback

      2.4 Business Alignment Meeting Agenda

      2.5 Relationship Alignment Document

      2.6 Vendor Orientation

      2.7 3-Year Roadmap

      2.8 90-Day Plan

      2.9 Quick Wins

      2.10 Reports

      3.1 Classify Vendors

      3.2 Compile Scorecards

      3.3 Conduct Business Alignment Meetings

      3.4 Work the 90-Day Plan

      3.5 Manage the 3-Year Roadmap

      3.6 Develop/Improve Vendor Relationships

      4.1 Incorporate Leading Practices

      4.2 Leverage Lessons Learned

      4.3 Maintain Internal Alignment

      This phase will walk you through the following activity:

      • Helping the VMI identify what it should stop doing, start doing, and continue doing as it improves and matures. The main outcomes from this phase are ways to advance the VMI and maintain internal alignment.

      This phase involves the following participants:

      • VMI team
      • Applicable stakeholders and executives
      • Others as needed

      Vendor Management Initiative Basics for the Small/Medium Businesses

      Phase 4 – Review

      Keep your VMI up to date and running smoothly

      As the adage says, "The only thing constant in life is change." This is particularly true for your VMI. It will continue to mature, people inside and outside of the VMI will change, resources will expand or contract from year to year, your vendor base will change. As a result, your VMI needs the equivalent of a physical every year. In place of bloodwork, x-rays, and the other paces your physician may put you through, you'll assess compliance with your policies and procedures, incorporate leading practices, leverage lessons learned, maintain internal alignment, and update governances.

      Be thorough in your actions during this Phase to get the most out of it. It requires more than the equivalent of gauging a person's health by taking their temperature, measuring their blood pressure, and determining their body mass index. Keeping your VMI up-to-date and running smoothly takes hard work.

      Some of the items presented in this Phase require an annual review; others may require quarterly review or timely review (i.e. when things are top of mind and current). For example, collecting lessons learned should happen on a timely basis rather than annually, and classifying your vendors should occur annually rather than every time a new vendor enters the fold.

      Ultimately, the goal is to improve over time and stay aligned with other areas internally. This won't happen by accident. Being proactive in the review of your VMI further reinforces the nature of the VMI itself – proactive vendor management, not reactive!

      Step 4.1 – Incorporate leading practices

      Identify and evaluate what external VMIs are doing

      The VMI's world is constantly shifting and evolving. Some changes will take place slowly, while others will occur quickly. Think about how quickly the cloud environment has changed over the past five years versus the 15 years before that; or think about issues that have popped up and instantly altered the landscape (we're looking at you COVID and ransomware). As a result, the VMI needs to keep pace, and one of the best ways to do that is to incorporate leading practices.

      At a high level, a leading practice is a way of doing something that is better at producing a particular outcome or result or performing a task or activity than other ways of proceeding. The leading practice can be based on methodologies, tools, processes, procedures, and other items. Leading practices change periodically due to innovation, new ways of thinking, research, and other factors. Consequently, a leading practice is to identify and evaluate leading practices each year.

      Step 4.1 – Incorporate leading practices (cont'd)

      Update your VMI based on your research

      • A simple approach for incorporating leading practices into your regular review process is set out below:
      • Research:
        • What other VMIs in your industry are doing.
        • What other VMIs outside your industry are doing.
        • Vendor management in general.
      • Based on your results, list specific leading practices others are doing that would improve your VMI (be specific – e.g. other VMIs are incorporating risk into their classification process).
      • Evaluate your list to determine which of these potential changes fit or could be modified to fit your culture and environment.
      • Recommend the proposed changes to leadership (with a short business case or explanation/justification, as needed) and gain approval.

      Remember: Leading practices or best practices may not be what is best for you. In some instances, you will have to modify them to fit in your culture and environment; in other instances, you will elect not to implement them at all (in any form).

      Step 4.2 – Leverage lessons learned

      Tap into the collective wisdom and experience of your team members

      There are many ways to keep your VMI running smoothly, and creating a lessons learned library is a great complement to the other ways covered in this Phase 4 - Review. By tapping into the collective wisdom of the team and creating a safe feedback loop, the VMI gains the following benefits:

      • Documented institutional wisdom and knowledge normally found only in the team members' brains.
      • The ability for one team member to gain insights and avoid mistakes without having to duplicate the events leading to the insights or mistakes.
      • Improved methodologies, tools, processes, procedures, skills, and relationships.

      Many of the processes raised in this Phase can be performed annually, but a lessons learned library works best when the information is deposited in a timely manner. How you choose to set up your lessons learned process will depend on the tools you select and your culture. You may want to have regular input meetings to share the lessons as they are being deposited, or you may require team members to deposit lessons learned on a regular basis (within a week after they happen, monthly, or quarterly). Waiting too long can lead to vague or lost memories and specifics; timeliness of the deposits is a crucial element.

      Step 4.2 – Leverage lessons learned (cont'd)

      Create a library to share valuable information across the team

      Lessons learned are not confined to identifying mistakes or dissecting bad outcomes. You want to reinforce good outcomes, as well. When an opportunity for a lessons-learned deposit arises, identify the following basic elements:

      • A brief description of the situation and outcome.
      • What went well (if anything) and why did it go well?
      • What didn't go well (if anything) and why didn't it go well?
      • What would/could you do differently next time?
      • A synopsis of the lesson(s) learned.

      Info-Tech Insights

      The lessons learned library needs to be maintained. Irrelevant material needs to be culled periodically, and older or duplicate material may need to be archived.

      the lessons learned process should be blameless. The goal is to share insightful information, not to reward or punish people based on outcomes or results.

      Step 4.3 – Maintain internal alignment

      Review the plans of other internal areas to stay in sync

      Maintaining internal alignment is essential for the ongoing success of the VMI. Over time, it is easy to lose sight of the fact that the VMI does not operate in a vacuum; it is an integral component of a larger organization whose parts must work well together to function optimally. Focusing annually on the VMI's alignment within the enterprise helps reduce any breakdowns that could derail the organization.

      To ensure internal alignment:

      • Review the key components of the applicable materials from Phase 1 - Plan and Phase 2 - Build with the appropriate members of the leadership team (e.g. executives, sponsors, and stakeholders). Not every item from those Phases and Steps needs to be reviewed but err on the side of caution for the first set of alignment discussions, and be prepared to review each item. You can gauge the audience's interest on each topic and move quickly when necessary or dive deeper when needed. Identify potential changes required to maintain alignment.
      • Review the strategic plans (e.g. 1-, 3-, and 5- year plans) for various portions of the organization if you have access to them or gather insights if you don't have access.
        • If the VMI is under the IT umbrella, review the strategic plans for IT and its departments.
        • Review the strategic plans for the areas the VMI works with (e.g. Procurement, Business Units).
        • The organization itself.
      • Create and vet a list of modifications to the VMI and obtain approval.
      • Develop a plan for making the necessary changes.

      Summary of Accomplishment

      Problem solved

      Vendor management is a broad, often overwhelming, comprehensive spectrum that encompasses many disciplines. By now, you should have a great idea of what vendor management can or will look like in your organization. Focus on the basics first: Why does the VMI exist and what does it hope to achieve? What is it's scope? What are the strengths you can leverage, and what obstacles must you manage? How will the VMI work with others? From there, the spectrum of vendor management will begin to clarify and narrow.

      Leverage the tools and templates from this blueprint and adapt them to your needs. They will help you concentrate your energies in the right areas and on the right vendors to maximize the return on your organization's investment in the VMI of time, money, personnel, and other resources. You may have to lead by example internally and with your vendors at first, but they will eventually join you on your path if you stay true to your course.

      At the heart of a good VMI is the relationship component. Don't overlook its value in helping you achieve your vendor management goals. The VMI does not operate in a vacuum, and relationships (internal and external) will be critical.

      Lastly, seek continual improvement from the VMI and from your vendors. Both parties should be held accountable, and both parties should work together to get better. Be proactive in your efforts, and you, the VMI, and the organization will be rewarded.

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech Workshop

      Contact your account representative for more information

      workshops@infotech.com
      1-888-670-8889

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      Bibliography

      Slide 5 – ISG Index 4Q 2021, Information Services Group, Inc., 2022.

      Slide 6 – ISG Index 4Q 2021, Information Services Group, Inc., 2022.

      Slide 7 – Geller & Company. "World-Class Procurement — Increasing Profitability and Quality." Spend Matters. 2003. Web. Accessed 4 Mar. 2019.

      Slide 26 – Guth, Stephen. The Vendor Management Office: Unleashing the Power of Strategic Sourcing. Lulu.com, 2007. Print. Protiviti. Enterprise Risk Management. Web. 16 Feb. 2017.

      Slide 34 – "Why Do We Perform Better When Someone Has High Expectations of Us?" The Decision Lab. Accessed January 31, 2022.

      Slide 56 - Top 10 Tips for Creating Compelling Reports," October 11, 2019, Design Eclectic. Accessed March 29, 2022.

      Slide 56 – "Six Tips for Making a Quality Report Appealing and Easy To Skim," Agency for Health Research and Quality. Accessed March 29, 2022.

      Slide 56 –Tucker, Davis. Marketing Reporting: Tips to Create Compelling Reports, March 28, 2020, 60 Second Marketer. Accessed March 29, 2022.

      Marketing Management Suite Software Selection Guide

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      • Parent Category Name: Marketing Solutions
      • Parent Category Link: /marketing-solutions
      • Selecting and implementing the right MMS platform – one that aligns with your requirements is a significant undertaking.
      • Despite the importance of selecting and implementing the right MMS platform, many organizations struggle to define an approach to picking the most appropriate vendor and rolling out the solution in an effective and cost-efficient manner.
      • IT often finds itself in the unenviable position of taking the fall for an MMS platform that doesn’t deliver on the promise of the MMS strategy.

      Our Advice

      Critical Insight

      • MMS platform selection must be driven by your overall customer experience management strategy. Link your MMS selection to your organization’s CXM framework.
      • Determine what exactly you require from your MMS platform; leverage use cases to help guide selection.
      • Ensure strong points of integration between your MMS and other software such as CRM and POS. Your MMS solution should not live in isolation; it must be part of a wider ecosystem.

      Impact and Result

      • An MMS platform that effectively meets business needs and delivers value.
      • Reduced costs during MMS vendor platform selection and faster time to results after implementation.

      Marketing Management Suite Software Selection Guide Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Marketing Management Suite Software Selection Guide – A deck that walks you through the process of building your business case and selecting the proper MMS platform.

      This blueprint will help you build a business case for selecting the right MMS platform, define key requirements, and conduct a thorough analysis and scan of the current state of the ever-evolving MMS market space.

      • Marketing Management Suite Software Selection Guide Storyboard
      [infographic]

      Further reading

      Marketing Management Suite Software Selection Guide

      Streamline your organizational approach to selecting a right-sized marketing management platform.

      Analyst perspective

      A robustly configured and comprehensive MMS platform is a crucial ingredient to help kick-start your organization's cross-channel and multichannel marketing management initiatives.

      Modern marketing management suites (MMS) are imperative given today's complex, multitiered, and often non-standardized marketing processes. Relying on isolated methods such as lead generation or email marketing techniques for executing key cross-channel and multichannel marketing initiatives is not enough to handle the complexity of contemporary marketing management activities.

      Organizations need to invest in highly customizable and functionally extensive MMS platforms to provide value alongside the marketing value chain and a 360-degree view of the consumer's marketing journey. IT needs to be rigorously involved with the sourcing and implementation of the new MMS tool, and the necessary business units also need to own the requirements and be involved from the initial stages of software selection.

      To succeed with MMS implementation, consider drafting a detailed roadmap that outlines milestone activities for configuration, security, points of integration, and data migration capabilities and provides for ongoing application maintenance and support.

      This is a picture of Yaz Palanichamy

      Yaz Palanichamy
      Senior Research Analyst, Customer Experience Strategy
      Info-Tech Research Group

      Executive summary

      Your Challenge

      • Many organizations struggle with taking a systematic and structured approach to selecting a right-sized marketing management suite (MMS) – an indispensable part of managing an organization's specific and nuanced marketing management needs.
      • Organizations must define a clear-cut strategic approach to investing in a new MMS platform. Exercising the appropriate selection and implementation rigor for a right-sized MMS tool is a critical step in delivering concrete business value to sustain various marketing value chains across the organization.

      Common Obstacles

      • An MMS vendor that is not well aligned to marketing requirements wastes resources and causes an endless cascade of end-user frustration.
      • The MMS market is rapidly evolving, making it difficult for vendors to retain a competitive foothold in the space.
      • IT managers and/or marketing professionals often find themselves in the unenviable position of taking the fall for MMS platforms that fail to deliver on the promise of the overarching marketing management strategy.

      Info-Tech's Approach

      • MMS platform selection must be driven by your overall marketing management strategy. Email marketing techniques, social marketing, and/or lead management strategies are often not enough to satisfy the more sophisticated use cases demanded by increasingly complex customer segmentation levels.
      • For organizations with a large audience or varied product offerings, a well-integrated MMS platform enables the management of various complex campaigns across many channels, product lines, customer segments, and marketing groups throughout the enterprise.

      Info-Tech Insight

      IT must collaborate with marketing professionals and other key stakeholder groups to define a unified vision and holistic outlook for a right-sized MMS platform.

      Info-Tech's methodology for selecting a right-sized marketing management suite platform

      1. Understand Core MMS Features

      2. Build the Business Case & Streamline Requirements

      3. Discover the MMS Market Space & Prepare for Implementation

      Phase Steps

      1. Define MMS Platforms
      2. Classify Table Stakes & Differentiating Capabilities
      3. Explore Trends
      1. Build the Business Case
      2. Streamline the Requirements Elicitation Process for a New MMS Platform
      3. Develop an Inclusive RFP Approach
      1. Discover Key Players in the Vendor Landscape
      2. Engage the Shortlist & Select Finalist
      3. Prepare for Implementation

      Phase Outcomes

      1. Consensus on scope of MMS and key MMS platform capabilities
      1. MMS platform selection business case
      2. Top-level use cases and requirements
      3. Procurement vehicle best practices
      1. Market analysis of MMS platforms
      2. Overview of shortlisted vendors
      3. Implementation considerations

      Guided Implementation

      What does a typical GI on this topic look like?

      Phase 1 Phase 2 Phase 3

      Call #1: Understand what a marketing management suite is. Discuss core capabilities and key trends.

      Call #2: Build the business case
      to select a right-sized MMS.

      Call #3: Define your core
      MMS requirements.

      Call #4: Build and sustain procurement vehicle best practices.

      Call #5: Evaluate the MMS vendor landscape and short-list viable options.


      Call #6: Review implementation considerations.

      A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

      The MMS procurement process should be broken into segments:

      1. Create a vendor shortlist using this buyer's guide.
      2. Define a structured approach to selection.
      3. Review the contract.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

      Guided Implementation

      “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

      Workshop

      “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

      Consulting

      “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

      Diagnostics and consistent frameworks used throughout all four options

      EXECUTIVE BRIEF

      What are marketing management suite platforms?

      Our Definition: Marketing management suite (MMS) platforms are core enterprise applications that provide a unified set of marketing processes for a given organization and, typically, the capability to coordinate key cross-channel marketing initiatives.

      Key product capabilities for sophisticated MMS platforms include but are not limited to:

      • Email marketing
      • Lead nurturing
      • Social media management
      • Content curation and distribution
      • Marketing reporting and analytics
      • Consistent brand messaging

      Using a robust and comprehensive MMS platform equips marketers with the appropriate tools needed to make more informed decisions around campaign execution, resulting in better targeting, acquisition, and customer retention initiatives. Moreover, such tools can help bolster effective revenue generation and ensure more viable growth initiatives for future marketing growth enablement strategies.

      Info-Tech Insight

      Feature sets are rapidly evolving over time as MMS offerings continue to proliferate in this market space. Ensure that you focus on core components such as customer conversion rates and new lead captures through maintaining well- integrated multichannel campaigns.

      Marketing Management Suite Software Selection Buyer's Guide

      Info-Tech Insight

      A right-sized MMS software selection and procurement decision should involve comprehensive requirements and needs analysis by not just Marketing but also other organizational units such as IT, in conjunction with input suppled from the internal vendor procurement team.

      MMS Software Selection & Vendor Procurement Journey. The three main steps are: Envision the Art of the Possible; Elicit Granular Requirements; Contextualize the MMS Vendor Market Space

      Phase 1

      Understand Core MMS Features

      Phase 1

      Phase 2

      Phase 3

      1.1 Define MMS Platforms

      1.2 Classify Table Stakes & Differentiating Capabilities

      1.3 Explore Trends

      2.1 Build the Business Case

      2.2 Streamline Requirements Elicitation

      2.3 Develop an Inclusive RFP Approach

      3.1 Discover Key Players in the Vendor Landscape

      3.2 Engage the Shortlist & Select Finalist

      3.3 Prepare for Implementation

      This phase will walk you through the following activities:

      • Level-set an understanding of MMS technology.
      • Define which MMS features are table stakes (standard) and which are key differentiating functionalities.
      • Identify the art of the possible in a modern MMS platform from sales, marketing, and service lenses.

      This phase involves the following participants:

      • CMO
      • Digital Marketing Project Manager
      • Marketing Data Analytics Analyst
      • Marketing Management Executive

      What are marketing management suite platforms?

      Our Definition: Marketing management suite (MMS) platforms are core enterprise applications that provide a unified set of marketing processes for a given organization and, typically, the capability to coordinate key cross-channel marketing initiatives.

      Key product capabilities for sophisticated MMS platforms include but are not limited to:

      • Email marketing
      • Lead nurturing
      • Social media management
      • Content curation and distribution
      • Marketing reporting and analytics
      • Consistent brand messaging

      Using a robust and comprehensive MMS platform equips marketers with the appropriate tools needed to make more informed decisions around campaign execution, resulting in better targeting, acquisition, and customer retention initiatives. Moreover, such tools can help bolster effective revenue generation and ensure more viable growth initiatives for future marketing growth enablement strategies.

      Info-Tech Insight

      Feature sets are rapidly evolving over time as MMS offerings continue to proliferate in this market space. Ensure that you focus on core components such as customer conversion rates and new lead captures through maintaining well- integrated multichannel campaigns.

      Marketing through the ages

      Tracing the foundational origins of marketing management practices

      Initial traction for marketing management strategies began with the need to holistically understand the effects of advertising efforts and how the media mix could be best optimized.

      1902

      1920s-1930s

      1942

      1952-1964

      1970s-1990s

      Recognizing the increasing need for focused and professional marketing efforts, the University of Pennsylvania offers the first marketing course, dubbed "The Marketing of Products."

      As broadcast media began to peak, marketers needed to manage a greater number of complex and interspersed marketing channels.

      The introduction of television ads in 1942 offered new opportunities for brands to reach consumers across a growing media landscape. To generate the highest ROI, marketers sought to understand the consumer and focus on more tailored messaging and product personalization. Thus, modern marketing practices were born.

      Following the introduction of broadcast media, marketers had to develop strategies beyond traditional spray-and-pray methods. The first modern marketing measurement concept, "marketing mix," was conceptualized in 1952 and popularized in 1964 by Neil Borden.

      This period marked the digital revolution and the new era of marketing. With the advent of new communications technology and the modern internet, marketing management strategies reached new heights of sophistication. During the early 1990s, search engines emerged to help users navigate the web, leading to early forms of search engine optimization and advertising.

      Where it's going: the future state of marketing management

      1. Increasing Complexity Driving Consumer Purchasing Decisions
        • "The main complexity is dealing with the increasing product variety and changing consumer demands, which is forcing marketers to abandon undifferentiated marketing strategies and even niche marketing strategies and to adopt a mass customization process interacting one-to-one with their customers." – Complexity, 2019
      2. Consumers Seeking More Tailored Brand Personalization
        • Financial Services marketers lead all other industries in AI application adoption, with 37% currently using them (Salesforce, 2019).
      3. The Inclusion of More AI-Enabled Marketing Strategies
        • According to a 2022 Nostro report, 70% of consumers say it is important that brands continue to offer personalized consumer experiences.
      4. Green Marketing
        • Recent studies have shown that up to 80% of all consumers are interested in green marketing strategies (Marketing Schools, 2020).

      Marketing management by the numbers

      Key trends

      6%

      As a continuously growing discipline, marketing management roles are predicted to grow faster than average, at a rate of 6% over the next decade.

      Source: U.S. Bureau of Labor Statistics, 2021

      17%

      While many marketing management vendors offer A/B testing, only 17% of marketers are actively using A/B testing on landing pages to increase conversion rates.

      Source: Oracle, 2022

      70%

      It is imperative that technology and SaaS companies begin to use marketing automation as a core component of their martech strategy to remain competitive. About 70% of technology and SaaS companies are employing integrated martech tools.

      Source: American Marketing Association, 2021

      Understand MMS table stakes features

      Organizations can expect nearly all MMS vendors to provide the following functionality

      Email Marketing

      Lead Nurturing

      Reporting, Analytics, and Marketing KPIs

      Marketing Campaign Management

      Integrational Catalog

      The use of email alongside marketing efforts to promote a business' products and services. Email marketing can be a powerful tool to maintain connections with your audience and ensure sustained brand promotion.

      The process of developing and nurturing relationships with key customer contacts at every major touchpoint in their customer journey. MMS platforms can use automated lead-nurturing functions that are triggered by customer behavior.

      The use of well-defined metrics to help curate, gather, and analyze marketing data to help track performance and improve the marketing department's future marketing decisions and strategies.

      Tools needed for the planning, execution, tracking, and analysis of direct marketing campaigns. Such tools are needed to help gauge your buyers' sentiments toward your company's product offerings and services.

      MMS platforms should generally have a comprehensive open API/integration catalog. Most MMS platforms should have dedicated integration points to interface with various tools across the marketing landscape (e.g. social media, email, SEO, CRM, CMS tools, etc.).

      Identify differentiating MMS features

      While not always deemed must-have functionality, these features may be the deciding factor when choosing between two MMS-focused vendors.

      Digital Asset Management (DAM)

      A DAM can help manage digital media asset files (e.g. photos, audio files, video).

      Customer Data Management

      Customer data management modules help your organization track essential customer information to maximize your marketing results.

      Text-Based Marketing

      Text-based marketing strategy is ideal for any organization primarily focused on coordinating structured and efficient marketing campaigns.

      Customer
      Journey Orchestration

      Customer journey orchestration enables users to orchestrate customer conversations and journeys across the entire marketing value chain.

      AI-Driven Workflows

      AI-powered workflows can help eliminate complexities and allow marketers to automate and optimize tasks across the marketing spectrum.

      Dynamic Segmentation

      Dynamic segmentation to target audience cohorts based on recent actions and stated preferences.

      Advanced Email Marketing

      These include capabilities such as A/B testing, spam filter testing, and detailed performance reporting.

      Ensure you understand the art of the possible across the MMS landscape

      Understanding the trending feature sets that encompass the broader MMS vendor landscape will best equip your organization with the knowledge needed to effectively match today's MMS platforms with your organization's marketing requirements.

      Holistically examine the potential of any MMS solution through three main lenses:

      Data-Driven
      Digital Advertising

      Adapt innovative techniques such as conversational marketing to help collect, analyze, and synthesize crucial audience information to improve the customer marketing experience and pre-screen prospects in a more conscientious manner.

      Next Best Action Marketing

      Next best action marketing (NBAM) is a customer-centric paradigm/marketing technique designed to capture specific information about customers and their individual preferences. Predicting customers' future actions by understanding their intent during their purchasing decisions stage will help improve conversion rates.

      AI-Driven Customer
      Segmentation

      The use of inclusive and innovative AI-based forecast modeling techniques can help more accurately analyze customer data to create more targeted segments. As such, marketing messages will be more accurately tailored to the customer that is reading them.

      Art of the possible: data-driven digital advertising

      CONVERSATIONAL MARKETING INTELLIGENCE

      Are you curious about the measures needed to boost engagement among your client base and other primary target audience groups? Conversational marketing intelligence metrics can help collect and disseminate key descriptive data points across a broader range of audience information.

      AI-DRIVEN CONVERSATIONAL MARKETING DEVICES

      Certain social media channels (e.g. LinkedIn and Facebook) like to take advantage of click-to-Messenger-style applications to help drive meaningful conversations with customers and learn more about their buying preferences. In addition, AI-driven chatbot applications can help the organization glean important information about the customer's persona by asking probing questions about their marketing purchase behaviors and preferences.

      METAVERSE- DRIVEN BRANDING AND ADVERTISING

      One of the newest phenomena in data-driven marketing technology and digital advertising techniques is the metaverse, where users can represent themselves and their brand via virtual avatars to further gamify their marketing strategies. Moreover, brands can create immersive experiences and engage with influencers and established communities and collect a wealth of information about their audience that can help drive customer retention and loyalty.

      Case study

      This is the logos for Gucci and Roblox.

      Metaverse marketing extends the potential for commercial brand development and representation: a deep dive into Gucci's metaverse practice

      INDUSTRY: Luxury Goods Apparel
      SOURCE: Vogue Business

      Challenge

      Beginning with a small, family-owned leather shop known as House of Gucci in Florence, Italy, businessman and fashion designer Guccio Gucci sold saddles, leather bags, and other accessories to horsemen during the 1920s. Over the years, Gucci's offerings have grown to include various other personal luxury goods.

      As consumer preferences have evolved over time, particularly with the younger generation, Gucci's professional marketing teams looked to invest in virtual technology environments to help build and sustain better brand awareness among younger consumer audiences.

      Solution

      In response to the increasing presence of metaverse-savvy gamers on the internet, Gucci began investing in developing its online metaverse presence to bolster its commercial marketing brand there.

      A recent collaboration with Roblox, an online gaming platform that offers virtual experiences, provided Gucci the means to showcase its fashion items using the Gucci Garden – a virtual art installation project for Generation Z consumers, powered by Roblox's VR technology. The Gucci Garden virtual system featured a French-styled garden environment where players could try on and buy Gucci virtual fashion items to dress up their blank avatars.

      Results

      Gucci's disruptive, innovative metaverse marketing campaign project with Roblox is proof of its commitment to tapping new marketing growth channels to showcase the brand to engage new and prospective consumers (e.g. Roblox's player base) across more unique sandboxed/simulation environments.

      The freedom and flexibility in the metaverse environments allows brands such as Gucci to execute a more flexible digital marketing approach and enables them to take advantage of innovative metaverse-driven technologies in the market to further drive their data-driven digital marketing campaigns.

      Art of the possible: next best action marketing (NBAM)

      NEXT BEST ACTION PREDICTIVE MODELING

      To improve conversion propensity, next best action techniques can use predictive modeling methods to help build a dynamic overview of the customer journey. With information sourced from actionable marketing intelligence data, MMS platforms can use NBAM techniques to identify customer needs based on their buying behavior, social media interactions, and other insights to determine what unique set of actions should be taken for each customer.

      MACHINE LEARNING–BASED RECOMMENDER SYSTEMS

      Rules-based recommender systems can help assign probabilities of purchasing behaviors based on the patterns in touchpoints of a customer's journey and interaction with your brand. For instance, a large grocery chain company such as Walmart or Whole Foods will use ML-based recommender systems to decide what coupons they should offer to their customers based on their purchasing history.

      Art of the possible: AI-driven customer segmentation

      MACHINE/DEEP LEARNING (ML/DL) ALGORITHMS

      The inclusion of AI in data analytics helps make customer targeting more accurate
      and meaningful. Organizations can analyze customer data more thoroughly and generate in-depth contextual and descriptive information about the targeted segments. In addition, they can use this information to automate the personalization of marketing campaigns for a specific target audience group.

      UNDERSTANDING CUSTOMER SENTIMENTS

      To greatly benefit from AI-powered customer segmentation, organizations must deploy specialized custom AI solutions to help organize qualitative comments into quantitative data. This approach requires companies to use custom AI models and tools that will analyze customer sentiments and experiences based on data extracted from various touchpoints (e.g. CRM systems, emails, chatbot logs).

      Phase 2

      Build the Business Case and Streamline Requirements

      Phase 1

      Phase 2

      Phase 3

      1.1 Define MMS Platforms

      1.2 Classify Table Stakes & Differentiating Capabilities

      1.3 Explore Trends

      2.1 Build the Business Case

      2.2 Streamline Requirements Elicitation

      2.3 Develop an Inclusive RFP Approach

      3.1 Discover Key Players in the Vendor Landscape

      3.2 Engage the Shortlist & Select Finalist

      3.3 Prepare for Implementation

      This phase will walk you through the following activities:

      • Define and build the business case for the selection of a right-sized MMS platform.
      • Elicit and prioritize granular requirements for your MMS platform.

      This phase involves the following participants:

      • CMO
      • Technical Marketing Analyst
      • Digital Marketing Project Manager
      • Marketing Data Analytics Analyst
      • Marketing Management Executive

      Software Selection Engagement

      5 Advisory Calls over a 5-Week Period to Accelerate Your Selection Process

      Expert analyst guidance over 5 weeks on average to select software and negotiate with the vendor.

      Save money, align stakeholders, speed up the process and make better decisions.

      Use a repeatable, formal methodology to improve your application selection process.

      Better, faster results, guaranteed, included in your membership.

      This is an image of the plan for five advisory calls over a five-week period.

      CLICK HERE to book your Selection Engagement

      Elicit and prioritize granular requirements for your marketing management suite (MMS) platform

      Understanding business needs through requirements gathering is the key to defining everything you need from your software. However, it is an area where people often make critical mistakes.

      Poorly scoped requirements

      Best practices

      • Fail to be comprehensive and miss certain areas of scope.
      • Focus on how the solution should work instead of what it must accomplish.
      • Have multiple levels of detail within the requirements, causing inconsistency and confusion.
      • Drill all the way down to system-level detail.
      • Add unnecessary constraints based on what is done today rather than focusing on what is needed for tomorrow.
      • Omit constraints or preferences that buyers think are obvious.
      • Get a clear understanding of what the system needs to do and what it is expected to produce.
      • Test against the principle of MECE – requirements should be "mutually exclusive and collectively exhaustive."
      • Explicitly state the obvious and assume nothing.
      • Investigate what is sold on the market and how it is sold. Use language that is consistent with that of the market and focus on key differentiators – not table stakes.
      • Contain the appropriate level of detail – the level should be suitable for procurement and sufficient for differentiating vendors.

      Info-Tech Insight
      Poor requirements are the number one reason projects fail. Review Info-Tech's Improve Requirements Gathering blueprint to learn how to improve your requirements analysis and get results that truly satisfy stakeholder needs.

      Info-Tech's approach

      Develop an inclusive and thorough approach to the RFP process

      Identity Need; Define Business requirements; Gain Business Authorization; Perform RFI/RFP; Negotiate Agreement; Purchase Goods and Services; Assess and Measure Performance.

      Info-Tech Insight

      Review Info-Tech's process and understand how you can prevent your organization from leaking negotiation leverage while preventing vendors from taking control of your RFP.

      The Info-Tech difference:

      1. The secret to managing an RFP is to make it as manageable and as thorough as possible. The RFP process should be like any other aspect of business – by developing a standard process. With a process in place, you are better able to handle whatever comes your way, because you know the steps you need to follow to produce a top-notch RFP.
      2. The business then identifies the need for more information about a product/service or determines that a purchase is required.
      3. A team of stakeholders from each area impacted gather all business, technical, legal, and risk requirements. What are the expectations of the vendor relationship post-RFP? How will the vendors be evaluated?
      4. Based on the predetermined requirements, either an RFI or an RFP is issued to vendors with a due date.

      Leverage Info-Tech's Contract Review Service to level the playing field with your shortlisted vendors

      You may be faced with multiple products, services, master service agreements, licensing models, service agreements, and more.
      Use Info-Tech's Contract Review Service to gain insights on your agreements:

      1. Are all key terms included?
      2. Are they applicable to your business?
      3. Can you trust that results will be delivered?
      4. What questions should you be asking from an IT perspective?

      Validate that a contract meets IT's and the business' needs by looking beyond the legal terminology. Use a practical set of questions, rules, and guidance to improve your value for dollar spent.

      This is an image of three screenshots from Info-Tech's Contract Review Service.

      CLICK to BOOK The Contract Review Service

      CLICK to DOWNLOAD Master Contract Review and Negotiation for Software Agreements

      Phase 3

      Discover the MMS Market Space and Prepare for Implementation

      Phase 1

      Phase 2

      Phase 3

      1.1 Define MMS Platforms

      1.2 Classify Table Stakes & Differentiating Capabilities

      1.3 Explore Trends

      2.1 Build the Business Case

      2.2 Streamline Requirements Elicitation

      2.3 Develop an Inclusive RFP Approach

      3.1 Discover Key Players in the Vendor Landscape

      3.2 Engage the Shortlist & Select Finalist

      3.3 Prepare for Implementation

      This phase will walk you through the following activities:

      • Dive into the key players of the MMS vendor landscape.
      • Understand best practices for building a vendor shortlist.
      • Understand key implementation considerations for MMS.

      This phase involves the following participants:

      • CMO
      • Marketing Management Executive
      • Applications Manager
      • Digital Marketing Project Manager
      • Sales Executive
      • Vendor Outreach and Partnerships Manager

      Review your use cases to start your shortlist

      Your Info-Tech analysts can help you narrow down the list of vendors that will meet your requirements.

      Next steps will include:

      1. Reviewing your requirements.
      2. Checking out SoftwareReviews.
      3. Shortlisting your vendors.
      4. Conducting demos and detailed proposal reviews.
      5. Selecting and contracting with a finalist!

      Get to know the key players in the MMS landscape

      The following slides provide a top-level overview of the popular players you will encounter in your MMS shortlisting process.

      This is a series of images of the logos for the companies which will be discussed later in this blueprint.

      Evaluate software category leaders through vendor rankings and awards

      SoftwareReviews

      This is an image of two screenshots from the Data Quadrant Report.

      The Data Quadrant is a thorough evaluation and ranking of all software in an individual category to compare platforms across multiple dimensions.

      Vendors are ranked by their Composite Score, based on individual feature evaluations, user satisfaction rankings, vendor capability comparisons, and likeliness to recommend the platform.

      This is an image of two screenshots from the Emotional Footprint Report.

      The Emotional Footprint is a powerful indicator of overall user sentiment toward the relationship with the vendor, capturing data across five dimensions.

      Vendors are ranked by their Customer Experience (CX) Score, which combines the overall Emotional Footprint rating with a measure of the value delivered by the solution.

      Speak with category experts to dive deeper into the vendor landscape

      SoftwareReviews

      • Fact-based reviews of business software from IT professionals.
      • Product and category reports with state-of-the-art data visualization.
      • Top-tier data quality backed by a rigorous quality assurance process.
      • User-experience insight that reveals the intangibles of working with a vendor.

      CLICK HERE to ACCESS

      Comprehensive software reviews
      to make better IT decisions

      We collect and analyze the most detailed reviews on enterprise software from real users to give you an unprecedented view into the product and vendor before you buy.

      SoftwareReviews is powered by Info-Tech

      Technology coverage is a priority for Info-Tech, and SoftwareReviews provides the most comprehensive unbiased data on today's technology. Combined with the insight of our expert analysts, our members receive unparalleled support in their buying journey.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Advanced Campaign Management
      • Email Marketing Automation
      • Multichannel Integration

      Areas to Improve:

      • Mobile Marketing Management
      • Advanced Data Segmentation
      • Pricing Sensitivity and Implementation Support Model

      This is an image of SoftwareReviews analysis for Adobe Experience Cloud.

      history

      This is the Logo for Adobe Experience Cloud

      "Adobe Experience Cloud (AEC), formerly Adobe Marketing Cloud (AMC), provides a host of innovative multichannel analytics, social, advertising, media optimization, and content management products (just to name a few). The Adobe Marketing Cloud package allows users with valid subscriptions to download the entire collection and use it directly on their computer with open access to online updates. Organizations that have a deeply ingrained Adobe footprint and have already reaped the benefits of Adobe's existing portfolio of cloud services products (e.g. Adobe Creative Cloud) will find the AEC suite a functionally robust and scalable fit for their marketing management and marketing automation needs.

      However, it is important to note that AEC's pricing model is expensive when compared to other competitors in the space (e.g. Sugar Market) and, therefore, is not as affordable for smaller or mid-sized organizations. Moreover, there is the expectation of a learning curve with the AEC platform. Newly onboarded users will need to spend some time learning how to navigate and work comfortably with AEC's marketing automaton modules. "
      - Yaz Palanichamy
      Senior Research Analyst, Info-Tech Research Group

      Adobe Experience Cloud Platform pricing is opaque.
      Request a demo.*

      *Info-Tech recommends reaching out to the vendor's internal sales management team for explicit details on individual pricing plans for the Adobe Marketing Cloud suite.

      2021

      Adobe Experience Platform Launch is integrated into the Adobe Experience Platform as a suite of data collection technologies (Experience League, Adobe).

      November 2020

      Adobe announces that it will spend $1.5 billion to acquire Workfront, a provider of marketing collaboration software (TechTarget, 2020).

      September 2018

      Adobe acquires marketing automation software company Marketo (CNBC, 2018).

      June 2018

      Adobe buys e-commerce services provider Magento Commerce from private equity firm Permira for $1.68 billion (TechCrunch, 2018).

      2011

      Adobe acquires DemDex, Inc. with the intention of adding DemDex's audience-optimization software to the Adobe Online Marketing Suite (Adobe News, 2011).

      2009

      Adobe acquires online marketing and web analytics company Omniture for $1.8 billion and integrates its products into the Adobe Marketing Cloud (Zippia, 2022).

      Adobe platform launches in December 1982.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Marketing Workflow Management
      • Advanced Data Segmentation
      • Marketing Operations Management

      Areas to Improve:

      • Email Marketing Automation
      • Marketing Asset Management
      • Process of Creating and/or Managing Marketing Lists

      This is an image of SoftwareReviews analysis for Dynamics 365

      history

      This is the logo for Dynamics 365

      2021

      Microsoft Dynamics 365 suite adds customer journey orchestration as a viable key feature (Tech Target, 2021)

      2019

      Microsoft begins adding to its Dynamics 365 suite in April 2019 with new functionalities such as virtual agents, fraud detection, new mixed reality (Microsoft Dynamics 365 Blog, 2019).

      2017

      Adobe and Microsoft expand key partnership between Adobe Experience Manager and Dynamics 365 integration (TechCrunch, 2017).

      2016

      Microsoft Dynamics CRM paid seats begin growing steadily at more than 2.5x year-over-year (TechCrunch, 2016).

      2016

      On-premises application, called Dynamics 365 Customer Engagement, contains the Dynamics 365 Marketing Management platform (Learn Microsoft, 2023).

      Microsoft Dynamics 365 product suite is released on November 1, 2016.

      "Microsoft Dynamics 365 for Marketing remains a viable option for organizations that require a range of innovative MMS tools that can provide a wealth of functional capabilities (e.g. AI-powered analytics to create targeted segments, A/B testing, personalizing engagement for each customer). Moreover, Microsoft Dynamics 365 for Marketing offers trial options to sandbox their platform for free for 30 days to help users familiarize themselves with the software before buying into the product suite.

      However, ensure that you have the time to effectively train users on implementing the MS Dynamics 365 platform. The platform does not score high on customizability in SoftwareReviews reports. Developers have only a limited ability to modify the core UI, so organizations need to be fully equipped with the knowledge needed to successfully navigate MS-based applications to take full advantage of the platform. For organizations deep in the Microsoft stack, D365 Marketing is a compelling option."
      Yaz Palanichamy
      Senior Research Analyst, Info-Tech Research Group

      Dynamics 365
      Marketing

      Dynamics 365
      Marketing (Attachment)

      • Starts from $1,500 per tenant/month*
      • Includes 10,000 contacts, 100,000 interactions, and 1,000 SMS messages
      • For organizations without any other Dynamics 365 application
      • Starts from $750 per tenant/month*
      • Includes 10,000 contacts, 100,000 interactions, and 1,000 SMS messages
      • For organizations with a qualifying Dynamics 365 application

      * Pricing correct as of October 2022. Listed in USD and absent discounts. See pricing on vendor's website for latest information.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Marketing Analytics
      • Marketing Workflow Management
      • Lead Nurturing

      Areas to Improve:

      • Advanced Campaign Management
      • Email Marketing Automation
      • Marketing Segmentation

      This is an image of SoftwareReviews analysis for HubSpot

      history

      This is an image of the Logo for HubSpot

      2022

      HubSpot Marketing Hub releases Campaigns 2.0 module for its Marketing Hub platform (HubSpot, 2022).

      2018


      HubSpot announces the launch of its Marketing Hub Starter platform, a new offering that aims to give growing teams the tools they need to start marketing right (HubSpot Company News, 2018).

      2014

      HubSpot celebrates its first initial public offering on the NYSE market (HubSpot Company News, 2014).

      2013

      HubSpot opens its first international office location in Dublin, Ireland
      (HubSpot News, 2013).

      2010

      Brian Halligan and Dharmesh Shah write "Inbound Marketing," a seminal book that focuses on inbound marketing principles (HubSpot, n.d.).

      HubSpot opens for business in Cambridge, MA, USA, in 2005.

      "HubSpot's Marketing Hub software ranks consistently high in scores across SoftwareReviews reports and remains a strong choice for organizations that want to run successful inbound marketing campaigns that make customers interested and engaged with their business. HubSpot Marketing Hub employs comprehensive feature sets, including the option to streamline ad tracking and management, perform various audience segmentation techniques, and build personalized and automated marketing campaigns.

      However, SoftwareReviews reports indicate end users are concerned that HubSpot Marketing Hub's platform may be slightly overpriced in recent years and not cost effective for smaller and mid-sized companies that are working with a limited budget. Moreover, when it comes to mobile user accessibility reports, HubSpot's Marketing Hub does not directly offer data usage reports in relation to how mobile users navigate various web pages on the customer's website."
      Yaz Palanichamy
      Senior Research Analyst, Info-Tech Research Group

      HubSpot Marketing Hub (Starter Package)

      HubSpot Marketing Hub (Professional Package)

      HubSpot Marketing Hub (Enterprise Package)

      • Starts from $50/month*
      • Includes 1,000 marketing contacts
      • All non-marketing contacts are free, up to a limit of 15 million overall contacts (marketing contacts + non-marketing contracts)
      • Starts from $890/month*
      • Includes 2,000 marketing contacts
      • Onboarding is required for a one-time fee of $3,000
      • Starts from $3600/month*
      • Includes 10,000 marketing contacts
      • Onboarding is required for a one-time fee of $6,000

      *Pricing correct as of October 2022. Listed in USD and absent discounts.
      See pricing on vendor's website for latest information.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Email Marketing Automation
      • Customer Journey Mapping
      • Contacts Management

      Areas to Improve:

      • Pricing Model Flexibility
      • Integrational API Support
      • Antiquated UI/CX Design Elements

      This is an image of SoftwareReviews analysis for Maropost

      history

      This is an image of the Logo for MAROPOST Marketing Cloud

      2022

      Maropost acquires Retail Express, leading retail POS software in Australia for $55M (PRWire, 2022).

      2018


      Maropost develops innovative product feature updates to its marketing cloud platform (e.g. automated social campaign management, event segmentation for mobile apps) (Maropost, 2019).

      2015

      US-based communications organization Success selects Maropost Marketing Cloud for marketing automation use cases (Apps Run The World, 2015).

      2017

      Maropost is on track to become one of Toronto's fastest-growing companies, generating $30M in annual revenue (MarTech Series, 2017).

      2015

      Maropost is ranked as a "High Performer" in the Email Marketing category in a G2 Crowd Grid Report (VentureBeat, 2015).

      Maropost is founded in 2011 as a customer-centric ESP platform.

      Maropost Marketing Cloud – Essential

      Maropost
      Marketing Cloud –Professional

      Maropost
      Marketing Cloud –Enterprise

      • Starts from $279/month*
      • Includes baseline features such as email campaigns, A/B campaigns, transactional emails, etc.
      • Starts from $849/month*
      • Includes additional system functionalities of interest (e.g. mobile keywords, more journeys for marketing automation use cases)
      • Starts from $1,699/month*
      • Includes unlimited number of journeys
      • Upper limit for custom contact fields is increased by 100-150

      *Pricing correct as of October 2022. Listed in USD and absent discounts.
      See pricing on vendor's website for latest information.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Advanced Data Segmentation
      • Marketing Analytics
      • Multichannel Integration

      Areas to Improve:

      • Marketing Operations
        Management
      • Marketing Asset Management
      • Community Marketing Management

      This is an image of SoftwareReviews analysis for Oracle Marketing Cloud.

      history

      This is an image of the Logo for Oracle Marketing Cloud

      2021

      New advanced intelligence capabilities within Oracle Eloqua Marketing Automation help deliver more targeted and personalized messages (Oracle, Marketing Automation documentation).

      2015


      Oracle revamps its marketing cloud with new feature sets, including Oracle ID Graph for cross-platform identification of customers, AppCloud Connect, etc. (Forbes, 2015).

      2014

      Oracle announces the launch of the Oracle Marketing Cloud (TechCrunch, 2014).

      2005

      Oracle acquires PeopleSoft, a company that produces human resource management systems, in 2005 for $10.3B (The Economic Times, 2016).

      1982

      Oracle becomes the first company to sell relational database management software (RDBMS). In 1982 it has revenue of $2.5M (Encyclopedia.com).

      Relational Software, Inc (RSI) – later renamed Oracle Corporation – is founded in 1977.

      "Oracle Marketing Cloud offers a comprehensive interwoven and integrated marketing management solution that can help end users launch cross-channel marketing programs and unify all prospect and customer marketing signals within one singular view. Oracle Marketing Cloud ranks consistently high across our SoftwareReviews reports and sustains top scores in overall customer experience rankings at a factor of 9.0. The emotional sentiment of users interacting with Oracle Marketing Cloud is also highly favorable, with Oracle's Emotional Footprint score at +93.

      Users should be aware that some of the reporting mechanisms and report-generation capabilities may not be as mature as those of some of its competitors in the MMS space (e.g. Salesforce, Adobe). Data exportability also presents a challenge in Oracle Marketing Cloud and requires a lot of internal tweaking between end users of the system to function properly. Finally, pricing sensitivity may be a concern for small and mid-sized organizations who may find Oracle's higher-tiered pricing plans to be out of reach. "
      Yaz Palanichamy
      Senior Research Analyst, Info-Tech Research Group

      Oracle Marketing Cloud pricing is opaque.
      Request a demo.*

      *Info-Tech recommends reaching out to the vendor's internal sales management team for explicit details on individual pricing plans for the Adobe Marketing Cloud suite.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Marketing Analytics
      • Advanced Campaign Management
      • Email Marketing Automation
      • Social Media Marketing Management

      Areas to Improve:

      • Community Marketing Management
      • Marketing Operations Management
      • Pricing Sensitivity and Vendor Support Model

      This is an image of SoftwareReviews analysis for Salesforce

      history

      This is an image of the Logo for Salesforce Marketing Cloud

      2022

      Salesforce announces sustainability as a core company value (Forbes, 2022).

      2012



      Salesforce unveils Salesforce Marketing Cloud during Dreamforce 2012, with 90,000 registered attendees (Dice, 2012).

      2009

      Salesforce launches Service Cloud, bringing customer service and support automation features to the market (TechCrunch, 2009).

      2003


      The first Dreamforce event is held at the Westin St. Francis hotel in downtown San Francisco
      (Salesforce, 2020).

      2001


      Salesforce delivers $22.4M in revenue for the fiscal year ending January 31, 2002 (Salesforce, 2020).

      Salesforce is founded in 1999.

      "Salesforce Marketing Cloud is a long-term juggernaut of the marketing management software space and is the subject of many Info-Tech member inquiries. It retains strong composite and customer experience (CX) scores in our SoftwareReviews reports. Some standout features of the platform include marketing analytics, advanced campaign management functionalities, email marketing automation, and customer journey management capabilities. In recent years Salesforce has made great strides in improving the overall user experience by investing in new product functionalities such as the Einstein What-If Analyzer, which helps test how your next email campaign will impact overall customer engagement, triggers personalized campaign messages based on an individual user's behavior, and uses powerful real-time segmentation and sophisticated AI to deliver contextually relevant experiences that inspire customers to act.

      On the downside, we commonly see Salesforce's solutions as costlier than competitors' offerings, and its commercial/sales teams tend to be overly aggressive in marketing its solutions without a distinct link to overarching business requirements. "
      Yaz Palanichamy
      Senior Research Analyst, Info-Tech Research Group

      Marketing Cloud Basics

      Marketing Cloud Pro

      Marketing Cloud Corporate

      Marketing Cloud Enterprise

      • Starts at $400*
      • Per org/month
      • Personalized promotional email marketing
      • Starts at $1,250*
      • Per org/month
      • Personalized marketing automation with email solutions
      • Starts at $3,750*
      • Per org/month
      • Personalized cross-channel strategic marketing solutions

      "Request a Quote"

      *Pricing correct as of October 2022. Listed in USD and absent discounts. See pricing on vendor's website for latest information.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Email Marketing Automation
      • Marketing Workflow Management
      • Marketing Analytics

      Areas to Improve:

      • Mobile Marketing Management
      • Marketing Operations Management
      • Advanced Data Segmentation

      This is an image of SoftwareReviews analysis for SAP

      history

      This is an image of the Logo for SAP

      2022

      SAP announces the second cycle of the 2022 SAP Customer Engagement Initiative. (SAP Community Blog, 2022).

      2020

      SAP acquires Austrian cloud marketing company Emarsys (TechCrunch, 2020).

      2015

      SAP Digital for Customer Engagement launches in May 2015 (SAP News, 2015).

      2009

      SAP begins branching out into three markets of the future (mobile technology, database technology, and cloud). SAP acquires some of its competitors (e.g. Ariba, SuccessFactors, Business Objects) to quickly establish itself as a key player in those areas (SAP, n.d.).

      1999

      SAP responds to the internet and new economy by launching its mysap.com strategy (SAP, n.d.).

      SAP is founded In 1972.

      "Over the years, SAP has positioned itself as one of the usual suspects across the enterprise applications market. While SAP has a broad range of capabilities within the CRM and customer experience space, it consistently underperforms in many of our user-driven SoftwareReviews reports for MMS and adjacent areas, ranking lower in MMS product feature capabilities such as email marketing automation and advanced campaign management than other mainstream MMS vendors, including Salesforce Marketing Cloud and Adobe Experience Cloud. The SAP Customer Engagement Marketing platform seems decidedly a secondary focus for SAP, behind its more compelling presence across the enterprise resource planning space.

      If you are approaching an MMS selection from a greenfield lens and with no legacy vendor baggage for SAP elsewhere, experience suggests that your needs will be better served by a vendor that places greater primacy on the MMS aspect of their portfolio."
      Yaz Palanichamy
      Senior Research Analyst, Info-Tech Research Group

      SAP Customer Engagement Marketing pricing is opaque:
      Request a demo.*

      *Info-Tech recommends reaching out to the vendor's internal sales management team for explicit details on individual pricing plans for the Adobe Marketing Cloud suite.

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Social Media Automation
      • Email Marketing Automation
      • Marketing Analytics

      Areas to Improve:

      • Ease of Data Integration
      • Breadth of Features
      • Marketing Workflow Management

      b

      SoftwareReviews' Enterprise MMS Rankings

      Strengths:

      • Campaign Management
      • Segmentation
      • Email Delivery

      Areas to Improve:

      • Mobile Optimization
      • A/B Testing
      • Content Authoring

      This is an image of SoftwareReviews analysis for ZOHO Campaigns.

      history

      This is an image of the Logo for ZOHO Campaigns

      2021

      Zoho announces CRM-Campaigns sync (Zoho Campaigns Community Learning, 2021).

      2020

      Zoho reaches more than 50M customers in January ( Zippia, n.d.).

      2017

      Zoho launches Zoho One, a comprehensive suite of 40+ applications (Zoho Blog, 2017).

      2012

      Zoho releases Zoho Campaigns (Business Wire, 2012).

      2007

      Zoho expands into the collaboration space with the release of Zoho Docs and Zoho Meetings (Zoho, n.d.).

      2005

      Zoho CRM is released (Zoho, n.d.).

      Zoho platform is founded in 1996.

      "Zoho maintains a long-running repertoire of end-to-end software solutions for business development purposes. In addition to its flagship CRM product, the company also offers Zoho Campaigns, which is an email marketing software platform that enables contextually driven marketing techniques via dynamic personalization, email interactivity, A/B testing, etc. For organizations that already maintain a deep imprint of Zoho solutions, Zoho Campaigns will be a natural extension to their immediate software environment.

      Zoho Campaigns is a great ecosystem play in environments that have a material Zoho footprint. In the absence of an existing Zoho environment, it's prudent to consider other affordable products as well."
      Yaz Palanichamy
      Senior Research Analyst, Info-Tech Research Group

      Free Version

      Standard

      Professional

      • Starts at $0*
      • Per user/month billed annually
      • Up to 2,000 contacts
      • 6,000 emails/month
      • Starts at $3.75*
      • Per user/month billed annually
      • Up to 100,000 contacts
      • Advanced email templates
      • SMS marketing
      • Starts at $6*
      • Per user/month billed annually
      • Advanced segmentation
      • Dynamic content

      *Pricing correct as of October 2022. Listed in USD and absent discounts.

      See pricing on vendor's website for latest information.

      Leverage Info-Tech's research to plan and execute your MMS implementation

      Use Info-Tech's three-phase implementation process to guide your planning:

      1. Assess

      2. Prepare

      3. Govern & Course Correct

      Download Info-Tech's Governance and Management of Enterprise Software Implementation
      Establish and execute an end-to-end, agile framework to succeed with the implementation of a major enterprise application.

      Ensure your implementation team has a high degree of trust and communication

      If external partners are needed, dedicate an internal resource to managing the vendor and partner relationships.

      Communication

      Teams must have some type of communication strategy. This can be broken into:

      • Regularity: Having a set time each day to communicate progress and a set day to conduct retrospectives.
      • Ceremonies: Injecting awards and continually emphasizing delivery of value to encourage relationship building and constructive motivation.
      • Escalation: Voicing any concerns and having someone responsible for addressing them.

      Proximity

      Distributed teams create complexity as communication can break down. This can be mitigated by:

      • Location: Placing teams in proximity to eliminate the barrier of geographical distance and time zone differences.
      • Inclusion: Making a deliberate attempt to pull remote team members into discussions and ceremonies.
      • Communication Tools: Having the right technology (e.g. video conference) to help bring teams closer together virtually.

      Trust

      Members should trust other members are contributing to the project and completing their required tasks on time. Trust can be developed and maintained by:

      • Accountability: Having frequent quality reviews and feedback sessions. As work becomes more transparent, people become more accountable.
      • Role Clarity: Having a clear definition of what everyone's role is.

      Selecting a right-sized MMS platform

      This selection guide allows organizations to execute a structured methodology for picking an MMS platform that aligns with their needs. This includes:

      • Alignment and prioritization of key business and technology drivers for an MMS selection business case.
      • Identification of key use cases and requirements for a right-sized MMS platform.
      • A comprehensive market scan of key players in the MMS market space.

      This formal MMS selection initiative will drive business-IT alignment, identify pivotal sales and marketing automation priorities, and thereby allow for the rollout of a streamlined MMS platform that is highly likely to satisfy all stakeholder needs.

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech workshop

      contact your account representative for more information

      workshops@infotech.com

      1-888-670-8889

      Summary of accomplishment

      Knowledge Gained

      • What marketing management is
      • Historical origins of marketing management
      • The future of marketing management
      • Key trends in marketing management suites

      Processes Optimized

      • Requirements gathering
      • RFPs and contract reviews
      • Marketing management suite vendor selection
      • Marketing management platform implementation

      Marketing Management

      • Adobe Experience Cloud
      • Microsoft Dynamics 365 for Marketing
      • HubSpot Marketing Hub
      • Maropost Marketing Cloud
      • Oracle Marketing Cloud

      Vendors Analyzed

      • Salesforce Marketing Cloud
      • SAP
      • Sugar Market
      • Zoho Campaigns

      Related Info-Tech Research

      Select a Marketing Management Suite

      Many organizations struggle with taking a systematic approach to selection that pairs functional requirements with specific marketing workflows, and as a result they choose a marketing management suite (MMS) that is not well aligned to their needs, wasting resources and causing end-user frustration.

      Get the Most Out of Your CRM

      Customer relationship management (CRM) application portfolios are often messy,
      with multiple integration points, distributed data, and limited ongoing end-user training. A properly optimized CRM ecosystem will reduce costs and increase productivity.

      Customer Relationship Management Platform Selection Guide

      Speed up the process to build your business case and select your CRM solution. Despite the importance of CRM selection and implementation, many organizations struggle to define an approach to picking the right vendor and rolling out the solution in an effective and cost-efficient manner.

      Bibliography

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      "Adobe Acquires Demdex – Brings Audience Optimization to $109 Billion Global Online Ad Market." Adobe News, 18 Jan 2011. Accessed Nov 2022.
      "Adobe Company History Timeline." Zippia, 9 Sept 2022. Accessed Nov 2022.
      "Adobe to acquire Magento for $1.68B." TechCrunch, 21 May 2018. Accessed Dec 2022.
      Anderson, Meghan Keaney. "HubSpot Launches European Headquarters." HubSpot Company News, 3 Mar 2013.
      Arenas-Gaitán, Jorge, et al. "Complexity of Understanding Consumer Behavior from the Marketing Perspective." Journal of Complexity, vol. 2019, 8 Jan 2019. Accessed Sept 2022.
      Bureau of Labor Statistics. "Advertising, Promotions, and Marketing Managers." Occupational Outlook Handbook. U.S. Department of Labor, 8 Sept 2022. Accessed 1 Nov 2022.
      "Campaigns." Marketing Hub, HubSpot, n.d. Web.
      Conklin, Bob. "Adobe report reveals best marketing practices for B2B growth in 2023 and beyond." Adobe Experience Cloud Blog, 23 Sept 2022. Web.
      "Consumer Behavior Stats 2021: The Post-Pandemic Shift in Online Shopping Habit" Nosto.com, 7 April 2022. Accessed Oct 2022.
      "Data Collection Overview." Experience League, Adobe.com, n.d. Accessed Dec 2022.
      Duduskar, Avinash. "Interview with Tony Chen, CEO at Channel Factory." MarTech Series, 16 June 2017. Accessed Nov 2022.
      "Enhanced Release of SAP Digital for Customer Engagement Helps Anyone Go Beyond CRM." SAP News, 8 Dec. 2015. Press release.
      Fang, Mingyu. "A Deep Dive into Gucci's Metaverse Practice." Medium.com, 27 Feb 2022. Accessed Oct 2022.
      Flanagan, Ellie. "HubSpot Launches Marketing Hub Starter to Give Growing Businesses the Tools They Need to Start Marketing Right." HubSpot Company News, 17 July 2018. Web.
      Fleishman, Hannah. "HubStop Announces Pricing of Initial Public Offering." HubSpot Company News, 8 Oct. 204. Web.
      Fluckinger, Don. "Adobe to acquire Workfront for $1.5 billion." TechTarget, 10 Nov 2020. Accessed Nov 2022.
      Fluckinger, Don. "Microsoft Dynamics 365 adds customer journey orchestration." TechTarget, 2 March 2021. Accessed Nov 2022.
      Green Marketing: Explore the Strategy of Green Marketing." Marketing Schools, 19 Nov 2020. Accessed Oct 2022.
      Ha, Anthony. "Oracle Announces Its Cross-Platform Marketing Cloud." TechCrunch, 30 April 2014. Web.
      Heyd, Kathrin. "Partners Welcome – SAP Customer Engagement Initiative 2022-2 is open for your registration(s)!" SAP Community Blog, 21 June 2022. Accessed Nov 2022.
      HubSpot. "Our Story." HubSpot, n.d. Web.
      Jackson, Felicia. "Salesforce Tackles Net Zero Credibility As It Adds Sustainability As A Fifth Core Value." Forbes, 16 Feb. 2022. Web.
      Kolakowski, Nick. "Salesforce CEO Marc Benioff Talks Social Future." Dice, 19 Sept. 2012. Web.
      Lardinois, Frederic. "Microsoft's Q4 earnings beat Street with $22.6B in revenue, $0.69 EPS." TechCrunch, 19 July 2016. Web.
      Levine, Barry. "G2 Crowd report finds the two email marketing tools with the highest user satisfaction." Venture Beat, 30 July 2015. Accessed Nov 2022.
      Looking Back, Moving Forward: The Evolution of Maropost for Marketing." Maropost Blog, 21 May 2019. Accessed Oct 2022.
      Maher, Sarah. "What's new with HubSpot? Inbound 2022 Feature Releases." Six & Flow, 9 July 2022. Accessed Oct 2022.
      Marketing Automation Provider, Salesfusion, Continues to Help Marketers Achieve Their Goals With Enhanced User Interface and Powerful Email Designer Updates." Yahoo Finance, 10 Dec 2013. Accessed Oct 2022.
      "Maropost Acquires Retail Express for $55 Million+ as it Continues to Dominate the Global Commerce Space." Marapost Newsroom, PRWire.com, 19 Jan 2022. Accessed Nov 2022.
      McDowell, Maghan. "Inside Gucci and Roblox's new virtual world." Vogue Business, 17 May 2021. Web.
      Miller, Ron. "Adobe and Microsoft expand partnership with Adobe Experience Manager and Dynamics 265 Integration." TechCrunch, 3 Nov 2017. Accessed Nov 2022.
      Miller, Ron. "Adobe to acquire Magento for $1.68B" TechCrunch, 21 May 2018. Accessed Nov 2022.
      Miller, Ron. "SAP continues to build out customer experience business with Emarys acquisition." TechCrunch, 1 Oct. 2020. Web.
      Miller, Ron. "SugarCRM moves into marketing automation with Salesfusion acquisition." TechCrunch, 16 May 2019.
      Novet, Jordan. "Adobe confirms it's buying Marketo for $4.75 billion." CNBC, 20 Sept 2018. Accessed Dec 2022.
      "Oracle Corp." Encyclopedia.com, n.d. Web.
      Phillips, James. "April 2019 Release launches with new AI, mixed reality, and 350+ feature updates." Microsoft Dynamics 365 Blog. Microsoft, 2 April 2019. Web.
      S., Aravindhan. "Announcing an important update to Zoho CRM-Zoho Campaigns integration." Zoho Campaigns Community Learning, Zoho, 1 Dec. 2021. Web.
      Salesforce. "The History of Salesforce." Salesforce, 19 March 2020. Web.
      "Salesfusion Integrates With NetSuite CRM to Simplify Sales and Marketing Alignment" GlobeNewswire, 6 May 2016. Accessed Oct 2022. Press release.
      "Salesfusion Integrates With NetSuite CRM to Simplify Sales and Marketing Alignment." Marketwired, 6 May 2016. Web.
      "Salesfusion is Now Sugar Market: The Customer FAQ." SugarCRM Blog, 31 July 2019. Web.
      "Salesfusion's Marketing Automation Platform Drives Awareness and ROI for Education Technology Provider" GlobeNewswire, 25 June 2015. Accessed Nov 2022. Press release.
      SAP. "SAP History." SAP, n.d. Web.
      "State of Marketing." 5th Edition, Salesforce, 15 Jan 2019. Accessed Oct 2022.
      "Success selects Maropost Marketing Cloud for Marketing Automation." Apps Run The World, 10 Jan 2015. Accessed Nov 2022.
      "SugarCRM Acquires SaaS Marketing Automation Innovator Salesfusion." SugarCRM, 16 May 2019. Press release.
      Sundaram, Vijay. "Introducing Zoho One." Zoho Blog, 25 July 2017. Web.
      "The State of MarTech: Is you MarTech stack working for you?" American Marketing Association, 29 Nov 2021. Accessed Oct 2022.
      "Top Marketing Automation Statistics for 2022." Oracle, 15 Jan 2022. Accessed Oct 2022.
      Trefis Team. "Oracle Energizes Its Marketing Cloud With New Features." Forbes, 7 April 2015. Accessed Oct 2022.
      Vivek, Kumar, et al. "Microsoft Dynamics 365 Customer Engagement (on-premises) Help, version 9.x." Learn Dynamics 365, Microsoft, 9 Jan 2023. Web.
      "What's new with HubSpot? Inbound 2022 feature releases" Six and Flow, 9 July 2022. Accessed Nov 2022.
      Widman, Jeff. "Salesforce.com Launches The Service Cloud,, A Customer Service SaaS Application." TechCrunch, 15 Jan. 2009. Web.
      "Zoho History." Zippia, n.d. Web.
      "Zoho Launches Zoho Campaigns." Business Wire, 14 Aug. 2012. Press release.
      Zoho. "About Us." Zoho, n.d. Web.

      Need hands-on assistance?

      Engage Info-Tech for a Software Selection Workshop!

      40 Hours of Advisory Assistance Delivered On-Line or In-Person

      Select Better Software, Faster.

      40 Hours of Expert Analyst Guidance
      Project & Stakeholder Management Assistance
      Save money, align stakeholders, Speed up the process & make better decisions.
      Better, faster results, guaranteed, $25K standard engagement fee

      This is an image of the plan for five advisory calls over a five week period.

      CLICK HERE to book your Workshop Engagement

      Monitor IT Employee Experience

      • Buy Link or Shortcode: {j2store}543|cart{/j2store}
      • member rating overall impact: 10.0/10 Overall Impact
      • member rating average dollars saved: $29,096 Average $ Saved
      • member rating average days saved: 19 Average Days Saved
      • Parent Category Name: Engage
      • Parent Category Link: /engage
      • In IT, high turnover and sub-optimized productivity can have huge impacts on IT’s ability to execute SLAs, complete projects on time, and maintain operations effectively.
      • With record low unemployment rates in IT, retaining top employees and keeping them motivated in their jobs has never been more critical.

      Our Advice

      Critical Insight

      • One bad experience can cost you your top employee. Engagement is the sum total of the day-to-day experiences your employees have with your company.
      • Engagement, not pay, drives results. Engagement is key to your team's productivity and ability to retain top talent. Approach it systematically to learn what really drives your team.
      • It’s time for leadership to step up. As the CIO, it’s up to you to take ownership of your team’s engagement.

      Impact and Result

      • Info-Tech tools and guidance will help you initiate an effective conversation with your team around engagement, and avoid common pitfalls in implementing engagement initiatives.
      • Monitoring employee experience continuously using the Employee Experience Monitor enables you to take a data-driven approach to evaluating the success of your engagement initiatives.

      Monitor IT Employee Experience Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should focus on employee experience to improve engagement in IT, review Info-Tech’s methodology, and understand how our tools will help you construct an effective employee engagement program.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Start monitoring employee experience

      Plan out your employee engagement program and launch the Employee Experience Monitor survey for your team.

      • Drive IT Performance by Monitoring Employee Experience – Phase 1: Start Monitoring Employee Experience
      • None
      • None
      • EXM Setup Guide
      • EXM Training Guide for Managers
      • None
      • EXM Communication Template

      2. Analyze results and ideate solutions

      Interpret your Employee Experience Monitor results, understand what they mean in the context of your team, and involve your staff in brainstorming engagement initiatives.

      • Drive IT Performance by Monitoring Employee Experience – Phase 2: Analyze Results and Ideate Solutions
      • EXM Focus Group Facilitation Guide
      • Focus Group Facilitation Guide Driver Definitions

      3. Select and implement engagement initiatives

      Select engagement initiatives for maximal impact, create an action plan, and establish open and ongoing communication about engagement with your team.

      • Drive IT Performance by Monitoring Employee Experience – Phase 3: Measure and Communicate Results
      • Engagement Progress One-Pager
      [infographic]

      Workshop: Monitor IT Employee Experience

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Launch the EXM

      The Purpose

      Set up the EXM and collect a few months of data to build on during the workshop.

      Key Benefits Achieved

      Arm yourself with an index of employee experience and candid feedback from your team to use as a starting point for your engagement program.

      Activities

      1.1 Identify EXM use case.

      1.2 Identify engagement program goals and obstacles.

      1.3 Launch EXM.

      Outputs

      Defined engagement goals.

      EXM online dashboard with three months of results.

      2 Explore Engagement

      The Purpose

      To understand the current state of engagement and prepare to discuss the drivers behind it with your staff.

      Key Benefits Achieved

      Empower your leadership team to take charge of their own team's engagement.

      Activities

      2.1 Review EXM results to understand employee experience.

      2.2 Finalize focus group agendas.

      2.3 Train managers.

      Outputs

      Customized focus group agendas.

      3 Hold Employee Focus Groups

      The Purpose

      Establish an open dialogue with your staff to understand what drives their engagement.

      Key Benefits Achieved

      Understand where in your team’s experience you can make the most impact as an IT leader.

      Activities

      3.1 Identify priority drivers.

      3.2 Identify engagement KPIs.

      3.3 Brainstorm engagement initiatives.

      3.4 Vote on initiatives within teams.

      Outputs

      Summary of focus groups results

      Identified engagement initiatives.

      4 Select and Plan Initiatives

      The Purpose

      Learn the characteristics of successful engagement initiatives and build execution plans for each.

      Key Benefits Achieved

      Choose initiatives with the greatest impact on your team’s engagement, and ensure you have the necessary resources for success.

      Activities

      4.1 Select engagement initiatives with IT leadership.

      4.2 Discuss and decide on the top five engagement initiatives.

      4.3 Create initiative project plans.

      4.4 Build detailed project plans.

      4.5 Present project plans.

      Outputs

      Engagement project plans.

      GDPR, Implemented!

      GDPR, Are You really ready?

      It is now 2020 and the GDPR has been in effect for almost 2 years. Many companies thought: been there, done that. And for a while the regulators let some time go by.

      The first warnings appeared quickly enough. Eg; in September 2018, the French regulator warned a company that they needed to get consent of their customers for getting geolocation based data.

      That same month, an airline was hacked and, on top of the reputational damage and costs to fix the IT systems, it faced the threat of a stiff fine.

      Even though we not have really noticed, fines started being imposed as early as January 2019.

      But these fines, that is when you have material breaches...

      Wrong! The fines are levied in a number of cases. And to make it difficult to estimate, there are guidelines that will shape the decision making process, but no hard and fast rules!

      The GDPR is very complex and consists of both articles and associated recitals that you need to be in compliance with. it is amuch about the letter as it is about the spirit.

      We have a clear view on what most of those cases are.
      And more importantly, when you follow our guidelines, you will be well placed to answer any questions by your clients and cooperate with the regulator in a proactive way.

      They will never come after me. I'm too small.

      And besides, I have my privacy policy and cookie notice in place

      Company size has nothing to do with it.

      While in the beginning, it seemed mostly a game for the big players (for names, you have to contact us) that is just perception.

      As early as March 2018 a €10M revenue company was fined around €120,000. 2 days later another company with operating revenues of  around €6.2M was fined close to €200.000 for failing to abide by the DSRR stipulatons.

      Don't know what these are?
      Fill out the form below and we'll let you in on the good stuff.

       

      Continue reading

      Build a Better Manager

      • Buy Link or Shortcode: {j2store}603|cart{/j2store}
      • member rating overall impact: N/A
      • member rating average dollars saved: N/A
      • member rating average days saved: N/A
      • Parent Category Name: Train & Develop
      • Parent Category Link: /train-and-develop
      • Management skills training is needed, but organizations are struggling to provide training that makes a long-term difference in the skills managers actually use in their day to day.
      • Many training programs are ineffective because they offer the wrong content, deliver it in a way that is not memorable, and are not aligned with the IT department’s business objectives.

      Our Advice

      Critical Insight

      • More of the typical manager training is not enough to solve the problem of underprepared first-time IT managers.
      • You must overcome the key pitfalls of ineffective training to deliver training that is better than the norm.
      • Offer tailored training that focuses on skill building and is aligned with measurable business goals to make your manager training a tangible success.

      Impact and Result

      Use Info-Tech’s tactical, practical training materials to deliver training that is:

      • Specifically tailored to first-time IT managers.
      • Designed around practical application of new skills.
      • Aligned with your department’s business goals.

      Build a Better Manager Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Build a Better Manager Capstone Deck – This deck will guide you through identifying the critical skills your managers need to succeed and planning out a training program tailored to your team and organization.

      This deck presents a behind-the-scenes explanation for the training materials, enabling a facilitator to deliver the training.

      • Build a Better Manager – Phases 1-3

      2. Facilitation Guides – These ready-to-deliver presentation decks span 8 modules. Each module covers a key management skill. The modules can be delivered independently or as a series.

      The modules are complete with presentation slides, speaker’s notes, and accompanying participant workbooks and provide everything you need to deliver the training to your team.

      • Accountability Facilitation Guide
      • Coaching and Feedback Facilitation Guide
      • Communicate Effectively Facilitation Guide
      • Manage Conflict Constructively Facilitation Guide
      • Your Role in Decision Making Facilitation Guide
      • Master Time Facilitation Guide
      • Performance Management Facilitation Guide
      • Your Role in the Organization Facilitation Guide

      3. Participant Workbooks and Supporting Materials – Each training module comes with a corresponding participant workbook to help trainees record insights and formulate individual skill development plans.

      Each workbook is tailored to the presentation slides in its corresponding facilitation guide. Some workbooks have additional materials, such as role play scenarios, to aid in practice. Every workbook comes with example entries to help participants make the most of their training.

      • Communicate Effectively Participant Workbook
      • Performance Management Participant Workbook
      • Coaching and Feedback Participant Workbook
      • Effective Feedback Training Role Play Scenarios
      • Your Role in the Organization Participant Workbook
      • Your Role in Decision Making Participant Workbook
      • Decision Making Case Study
      • Manage Conflict Constructively Participant Workbook
      • Conflict Resolution Role Play Scenarios
      • Master Time Participant Workbook
      • Accountability Participant Workbook
      [infographic]

      Workshop: Build a Better Manager

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Build a Better Manager

      The Purpose

      Attend training on the specific topics necessary for each individual management team.

      Each workshop consists of four days, one 3-hour training session per day. One module is delivered per day, selecting from the following pool of topics:

      Master Time

      Accountability

      Your Role in the Organization

      Your Role in Decision Making

      Manage Conflict Constructively

      Effective Communication

      Performance Management

      Coaching & Feedback

      Key Benefits Achieved

      Managers learn about best practices, practice their application, and formulate individual skill development plans.

      Activities

      1.1 Training on one topic per day, for four days (selected from a pool of eight possible topics)

      Outputs

      Completed workbook and action plan

      Further reading

      Build a Better Manager

      Support IT success with a solid management foundation.

      Analyst Perspective

      Training that delivers results.

      Jane Koupstova.

      Ninety-eight percent of managers say they need more training, but 93% of managers already receive some level of manager training. Unfortunately, the training typically provided, although copious, is not working. More of the same will never get you better outcomes.

      How many times have you sat through training that was so long, you had no hope of implementing half of it?

      How many times have you been taught best practices, with zero guidance on how to apply them?

      To truly support our managers, we need to rethink manager training. Move from fulfilling an HR mandate to providing truly trainee-centric instruction. Teach only the right skills – no fluff – and encourage and enable their application in the day to day.

      Jane Kouptsova
      Research Director, People & Leadership
      Info-Tech Research Group

      Executive Summary

      Your Challenge

      Common Obstacles

      Info-Tech’s Approach

      IT departments often promote staff based on technical skill, resulting in new managers feeling unprepared for their new responsibilities in leading people.

      The success of your organization hinges on managers’ ability to lead their staff; by failing to equip new managers adequately, you are risking the productivity of your entire department.

      Despite the fact that $14 billion is spent annually on leadership training in the US alone (Freedman, 2016), only one in ten CIOs believe their department is very effective at leadership, culture, and values (Info-Tech, 2019).

      Training programs do not deliver results due to trainee overwhelm, ineffective skill development, and a lack of business alignment.

      Use Info-Tech’s tactical, practical approach to management training to deliver training that:

      • Is specifically tailored to first-time IT managers.
      • Is designed around practical application of new skills.
      • Is aligned with your department’s business goals.
      • Equips your new managers with essential skills and foundational competencies

      Info-Tech Insight

      When it comes to manager training, more is not more. Attending training is not equal to being trained. Even good information is useless when it doesn’t get applied. If your role hasn’t required you to use your training within 48 hours, you were not trained on the most relevant skills.

      Effective managers drive effective departments by engaging their teams

      The image contains a screenshot to demonstrate effective managers.

      Engaged teams are:

      • 52% more willing to innovate*
      • 70% more likely to be at the organization a year from now**
      • 57% more likely to exceed their role’s expectations**

      Engaged teams are driven by managers:

      • 70% of team-level engagement is accounted for by managers***
      *McLean & Company; N=3,395; **McLean & Company; N=5,902; ***Gallup, 2018

      Despite the criticality of their role, IT organizations are failing at supporting new managers

      87% of middle managers wish they had more training when they were first promoted

      98% of managers say they need more training

      Source: Grovo, 2016

      IT must take notice:

      IT as an industry tends to promote staff on the basis of technical skill. As a result, new managers find themselves suddenly out of their comfort zone, tasked with leading teams using management skills they have not been trained in and, more often than not, having to learn on the job. This is further complicated because many new IT managers must go from a position of team member to leader, which can be a very complex transition.

      The truth is, many organizations do try and provide some degree of manager training, it just is not effective

      99% of companies offer management training*

      93% of managers attend it*

      $14 billion spent annually in the US on leadership training**

      Fewer than one in ten CIOs believe their IT department is highly effective at leadership, culture, and values.

      The image contains a screenshot of a pie chart that demonstrates the effectiveness of the IT department at leadership, culture, and values.

      *Grovo, 2016; **Chief Executive, 2016
      Info-Tech’s Management & Governance Diagnostic, N=337 CIOs

      There are three key reasons why manager training fails

      1. Information Overload

      Seventy-five percent of managers report that their training was too long to remember or to apply in their day to day (Grovo, 2016). Trying to cover too much useful information results in overwhelm and does not deliver on key training objectives.

      2. Limited Implementation

      Thirty-three percent of managers find that their training had insufficient follow-up to help them apply it on the job (Grovo, 2016). Learning is only the beginning. The real results are obtained when learning is followed by practice, which turns new knowledge into reliable habits.

      3. Lack of departmental alignment

      Implementing training without a clear link to departmental and organizational objectives leaves you unable to clearly communicate its value, undermines your ability to secure buy-in from attendees and executives, and leaves you unable to verify that the training is actually improving departmental effectiveness.

      Overcome those common training pitfalls with tactical solutions

      MOVE FROM

      TO

      1. Information Overload

      Timely, tailored topics

      The more training managers attend, the less likely they are to apply any particular element of it. Combat trainee overwhelm by offering highly tactical, practical training that presents only the essential skills needed at the managers’ current stage of development.

      2. Limited Implementation

      Skills-focused framework

      Many training programs end when the last manager walks out of the last training session. Ensure managers apply their new knowledge in the months and years after the training by relying on a research-based framework that supports long-term skill building.

      3. Lack of Departmental Alignment

      Outcome-based measurement

      Setting organizational goals and accompanying metrics ahead of time enables you to communicate the value of the training to attendees and stakeholders, track whether the training is delivering a return on your investment, and course correct if necessary.

      This research combats common training challenges by focusing on building habits, not just learning ideas

      Manager training is only useful if the skills it builds are implemented in the day-to-day.

      Research supports three drivers of successful skill building from training:

      Habits

      Organizational Support

      The training modules include committing to implementing new skills on the job and scheduling opportunities for feedback.

      Learning Structure

      Training activities are customizable, flexible, and accompanied by continuous learning self-evaluation.

      Personal Commitment

      Info-Tech’s methodology builds in activities that foster accountability and an attitude of continuous improvement.

      Learning

      Info-Tech Insight

      When it comes to manager training, stop thinking about learning, and start thinking about practice. In difficult situations, we fall back on habits, not theoretical knowledge. If a manager is only as good as their habits, we need to support them in translating knowledge into practice.

      This research focuses on building good management habits to drive enterprise success

      Set up your first-time managers for success by leveraging Info-Tech’s training to focus on three key areas of management:

      • Managing people as a team
      • Managing people as individuals
      • Managing yourself as a developing leader

      Each of these areas:

      • Is immediately important for a first-time manager
      • Includes practical, tactical skills that can be implemented quickly
      • Translates to departmental and organizational benefits

      Info-Tech Insight

      There is no such thing as “effective management training.” Various topics will be effective at different times for different roles. Delivering only the highest-impact learning at strategic points in your leadership development program will ensure the learning is retained and translates to results.

      This blueprint covers foundational training in three key domains of effective management

      Effective Managers

      • Self
        • Conflict & Difficult Conversations
        • Your Role in the Organization
        • Your Role in Decisions
      • Team
        • Communication
        • Feedback & Coaching
        • Performance Management
      • People
        • Master Time
        • Delegate
        • Accountability

      Each topic corresponds to a module, which can be used individually or as a series in any order.

      Choose topics that resonate with your managers and relate directly to their day-to-day tasks. Training on topics that may be useful in the future, while interesting, is less likely to generate lasting skill development.

      Info-Tech Best Practice

      This blueprint is not a replacement for formal leadership or management certification. It is designed as a practical, tactical, and foundational introduction to key management capabilities.

      Info-Tech’s training tools guide participants through successful skill building

      Practical facilitation guides equip you with the information, activities, and speaker’s notes necessary to deliver focused, tactical training to your management team.

      The participant’s workbook guides trainees through applying the three drivers of skill building to solidify their training into habits.

      Measure the effectiveness of your manager training with outcomes-focused metrics

      Linking manager training with measurable outcomes allows you to verify that the program is achieving the intended benefits, course correct as needed, and secure buy-in from stakeholders and participants by articulating and documenting value.

      Use the metrics suggested below to monitor your training program’s effectiveness at three key stages:

      Program Metric

      Calculation

      Program enrolment and attendance

      Attendance at each session / Total number enrolled in session

      First-time manager (FTM) turnover rate

      Turnover rate: Number of FTM departures / Total number of FTMs

      FTM turnover cost

      Number of departing FTMs this year * Cost of replacing an employee

      Manager Effectiveness Metric

      Calculation

      Engagement scores of FTM's direct reports

      Use Info-Tech's Employee Engagement surveys to monitor scores

      Departures as a result of poor management

      Number of times "manager relationships" is selected as a reason for leaving on an exit survey / Total number of departures

      Cost of departures due to poor management

      Number of times "manager relationships" is selected as a reason for leaving on an exit survey * Cost associated with replacing an employee

      Organizational Outcome Metric

      Calculation

      On-target delivery

      % projects completed on-target = (Projects successfully completed on time and on budget / Total number of projects started) * 100

      Business stakeholder satisfaction with IT

      Use Info-Tech’s business satisfaction surveys to monitor scores

      High-performer turnover rate

      Number of permanent, high-performing employee departures / Average number of permanent, high-performing employees

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      Guided Implementation

      Workshop

      Consulting

      “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.” “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.” “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.” “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

      Diagnostics and consistent frameworks used throughout all four options

      Guided Implementation

      What does a typical GI on this topic look like?

      Phase 1 Phase 2 Phase 3

      Call #1: Scope requirements, objectives, and your specific challenges.

      Call #2: Review selected modules and discuss training delivery.

      Call #3: Review training delivery, discuss lessons learned. Review long-term skill development plan.

      A Guided Implementation (GI) is a series

      of calls with an Info-Tech analyst to help implement our best practices in your organization.

      A typical GI is 1 to 3 calls over the course of several months, depending on training schedule.

      Workshop Overview

      Contact your account representative for more information.
      workshops@infotech.com 1-888-670-8889

      Day 1 Day 2 Day 3 Day 4

      3-Hour Training Session

      3-Hour Training Session

      3-Hour Training Session

      3-Hour Training Session

      Activities

      Training on topic 1 (selected from a pool of 8 possible topics)

      Training on topic 2 (selected from a pool of 8 possible topics)

      Training on topic 3 (selected from a pool of 8 possible topics)

      Training on topic 4 (selected from a pool of 8 possible topics)

      Deliverables

      Completed workbook and action plan

      Completed workbook and action plan

      Completed workbook and action plan

      Completed workbook and action plan

      Pool of topics:

      • Master Time
      • Accountability
      • Your Role in the Organization
      • Your Role in Decision Making
      • Manage Conflict Constructively
      • Effective Communication
      • Performance Management
      • Coaching & Feedback

      Phase 1

      Prepare to facilitate training

      Phase 1 Phase 2 Phase 3
      • Select training topics
      • Customize the training facilitation guide for your organization
      • Deliver training modules
      • Confirm skill development action plan with trainees
      • Secure organizational support from trainees' supervisors

      Outcomes of this phase:

      • Training facilitation deck customized to organizational norms
      • Training workbook distributed to participants
      • Training dates and facilitator finalized

      1.1 Select training modules

      1-3 hours

      1. Review the module descriptions on the following slides.
      2. Identify modules that will address managers’ most pressing development needs.
        To help make this decision, consult the following:
        • Trainees’ development plans
        • Trainees’ supervisors
      Input Output
      • Module descriptions
      • Trainees’ development goals and needs
      • Prioritized list of training modules
      Materials Participants
      • Prioritized list of training modules
      • Training sponsor
      • Trainees’ supervisors

      Effective Communication

      Effective communication is the cornerstone of good management

      Effective communication can make or break your IT team’s effectiveness and engagement and a manager’s reputation in the organization. Effective stakeholder management and communication has a myriad of benefits – yet this is a key area where IT leaders continue to struggle.


      There are multiple ways in which you communicate with your staff. The tactics you will learn in this section will help you to:

      1. Understand communication styles. Every staff member has a predisposition in terms of how they give, receive, and digest information. To drive effective communication new managers need to understand the profiles of each of their team members and adjust their communicate style to suit.
      2. Understand what your team members want communicated to them and how. Communication is highly personal, and a good manager needs to clearly understand what their team wants to be informed about, their desired interactions, and when they need to be involved in decision making. They also must determine the appropriate channels for communication exchanges.
      3. Make meetings matter. Many new managers never receive training on what differentiates a good and bad meeting. Effective meetings have a myriad of benefits, but more often than not meetings are ineffective, wasting both the participants’ and organizer’s time. This training will help you to ensure that every team meeting drives a solid outcome and gets results.

      Benefits:

      • Better buy-in, understanding, and communication.
      • Improved IT reputation with the organization.
      • Improved team engagement.
      • Improved stakeholder satisfaction.
      • Better-quality decision making.
      • Improved transparency, trust, and credibility.
      • Less waste and rework.
      • Greater ability to secure support and execute the agenda.
      • More effective cooperation on activities, better quality information, and greater value from stakeholder input.
      • Better understanding of IT performance and contribution.

      Effective Communication

      Effective manager communication has a direct impact on employee engagement

      35% Of organizations say they have lost an employee due to poor internal communication (project.co, 2021).

      59% Of business leaders lose work time to mistakes caused by poor communication (Grammarly, 2022).

      $1.2 trillion Lost to US organizations as a result of poor communication (Grammarly, 2022).

      Effective Communication

      Effective communication is crucial to all parts of the business

      Operations

      Human Resources

      Finance

      Marketing

      Increases production by boosting revenue.

      Reduces the cost of litigation and increases revenue through productivity improvements.

      Reduces the cost of failing to comply with regulations.

      Increases attraction and retention of key talent.

      Effective Communication

      The Communicate Effectively Facilitation Guide covers the following topics:

      • Understand Communication Styles
      • Tailor Communication Methods to Activities
      • Make Meetings Matter

      Learning outcomes:

      Main goal: Become a better communicator across a variety of personal styles and work contexts.

      Key objectives:

      • Reaffirm why effective communication matters.
      • Work with people with different communication styles.
      • Communicate clearly and effectively within a team.
      • Make meetings more effective.

      Info-Tech Insight

      First-time IT managers face specific communication challenges that come with managing people for the first time: learning to communicate a greater variety of information to different kinds of people, in a variety of venues. Tailored training in these areas helps managers focus and fast-track critical skill development.

      Performance Management

      Meaningful performance measures drive employee engagement, which in turn drives business success

      Meaningful performance measures help employees understand the rationale behind business decisions, help managers guide their staff, and clarify expectations for employees. These factors are all strong predictors of team engagement:

      The image contains a screenshot to demonstrate the relationship and success between performance measures and employee engagement.

      Performance Management

      Clear performance measures benefit employees and the organization

      Talent Management Outcomes

      Organizational Outcomes

      Performance measure are key throughout the talent management process.

      Candidates:

      • Want to know how they will be assessed
      • Rely on measures to become productive as soon as possible

      Employees:

      • Benefit from training centered on measures that are aligned with business outcomes
      • Are rewarded, recognized, and compensated based on measurable guidelines

      Promotions and Evaluations:

      • Are more effective when informed by meaningful performance measures that align with what leadership believes is important

      Performance measures benefit the organization by:

      • Helping employees know the steps to take to improve their performance
      • Ensuring alignment between team objectives and organizational goals
      • Providing a standardized way to support decision making related to compensation, promotions, and succession planning
      • Reducing “gaming” of metrics, when properly structured, thereby reducing risk to the organization
      • Affording legal defensibility by providing an objective basis for decision making

      Performance Management

      The Performance Management Facilitation Guide covers the following topics:

      • Develop Meaningful Goals
      • Set Meaningful Metrics

      Learning outcomes:

      Main goal: Become proficient in setting, tracking, and communicating around performance management goals.

      Key objectives:

      • Understand the role of managers and employees in the performance management process.
      • Learn to set SMART, business-aligned goals for your team.
      • Learn to help employees set useful individual goals.
      • Learn to set meaningful, holistic metrics to track goal progression.
      • Understand the relationship between goals, metrics, and feedback.

      Info-Tech Insight

      Goal and metric development holds special significance for first-time IT managers because it now impacts not only their personal performance, but that of their employees and their team collectively. Training on these topics with a practical team- and employee-development approach is a focused way to build these skills.

      Coaching & Feedback

      Coaching and feedback are effective methods to influence employees and drive business outcomes

      COACHING is a conversation in which a manager asks an employee questions to guide them to solve problems themselves, instead of just telling them the answer.

      Coaching increases employee happiness, and decreases turnover.1

      Coaching promotes innovation.2

      Coaching increases employee engagement, effort and performance.3

      FEEDBACK is information about the past, given in the present, with the goal of influencing behavior or performance for the future. It includes information given for reinforcement and redirection.

      Honest feedback enhances team psychological safety.4

      Feedback increases employee engagement.5

      Feedback boosts feelings of autonomy and drives innovation.6

      1. Administrative Sciences, 2022
      2. International Review of Management and Marketing, 2020
      3. Current Psychology, 2021
      4. Quantum Workplace, 2021
      5. Issues and Perspectives in Business and Social Sciences, 2022
      6. Sustainability, 2021

      Coaching & Feedback

      The Coaching & Feedback Facilitation Guide covers the following topics:

      • The 4 A’s of Coaching
      • Effective Feedback

      Learning outcomes:

      Main goal: Get prepared to coach and offer feedback to your staff as appropriate.

      Key objectives:

      • Understand the difference between coaching and feedback and when to apply each one.
      • Learn the importance of a coaching mindset.
      • Learn effective coaching via the 4 A’s framework.
      • Understand the actions that make up feedback and the factors that make it successful.
      • Learn to deal with resistance to feedback.

      Info-Tech Insight

      First-time managers often shy away from giving coaching and feedback, stalling their team’s performance. A focused and practical approach to building these skills equips new managers with the tools and confidence to tackle these challenges as soon as they arise.

      Your Role in the Organization

      IT managers who understand the business context provide more value to the organization

      Managers who don’t understand the business cannot effect positive change. The greater understanding that IT managers have of business context, the more value they provide to the organization as seen by the positive relationship between IT’s understanding of business needs and the business’ perception of IT value.

      The image contains a screenshot of a scatter plot grid demonstrating business satisfaction with IT Understanding of Needs across Overall IT Value.

      Source: Info-Tech Research Group

      Your Role in the Organization

      Knowing your stakeholders is key to understanding your role in the business and providing value to the organization

      To understand your role in the business, you need to know who your stakeholders are and what value you and your team provide to the organization. Knowing how you help each stakeholder meet their wants needs and goals means that you have the know-how to balance experience and outcome-based behaviors. This is the key to being an attentive leader.


      The tactics you will learn in this section will help you to:

      1. Know your stakeholders. There are five key stakeholders the majority of IT managers have: management, peers, direct reports, internal users, and external users or customers. Managers need to understand the goals, needs, and wants of each of these groups to successfully provide value to the organization.
      2. Understand the value you provide to each stakeholder. Stakeholder relationship management requires IT managers to exhibit drive and support behaviors based on the situation. By knowing how you drive and support each stakeholder, you understand how you provide value to the organization and support its mission, vision, and values.
      3. Communicate the value your team provides to the organization to your team. Employees need to understand the impact of their work. As an IT manager, you are responsible for communicating how your team provides value to the organization. Mission statements on how you provide value to each stakeholder is an easy way to clearly communicate purpose to your team.

      Benefits:

      • Faster and higher growth.
      • Improved team engagement.
      • Improved stakeholder satisfaction.
      • Better quality decision making.
      • More innovation and motivation to complete goals and tasks.
      • Greater ability to secure support and execute on goals and tasks.
      • More effective cooperation on activities, better quality information, and greater value from stakeholder input.
      • Better understanding of IT performance and contribution.

      Your Role in the Organization

      The Your Role in the Organization Facilitation Guide covers the following topics:

      • Know Your Stakeholders
      • Understand the Value You Provide to the Organization
      • Develop Learnings Into Habits

      Learning outcomes:

      Main goal: Understand how your role and the role of your team serves the business.

      Key objectives:

      • Learn who your stakeholders are.
      • Understand how you drive and support different stakeholder relationships.
      • Relate your team’s tasks back to the mission, vision, and values of the organization.
      • Create a mission statement for each stakeholder to bring back to your team.

      Info-Tech Insight

      Before training first-time IT managers, take some time as the facilitator to review how you will serve the wants and needs of those you are training and your stakeholders in the organization.

      Decision Making

      Bad decisions have tangible costs, so managers must be trained in how to make effective decisions

      To understand your role in the decision-making process, you need to know what is expected of you and you must understand what goes into making a good decision. The majority of managers report they have no trouble making decisions and that they are good decision makers, but the statistics say otherwise. This ease at decision making is due to being overly confident in their expertise and an inability to recognize their own ignorance.1


      The tactics you will learn in this section will help you to:

      1. Effectively communicate decisions. Often, first-time managers are either sharing their decision recommendations with their manager or they are communicating a decision down to their team. Managers need to understand how to have these conversations so their recommendations provide value to management and top-down decisions are successfully implemented.
      2. Provide valuable feedback on decisions. Evaluating decisions is just as critical as making decisions. If decisions aren’t reviewed, there is no data or feedback to discover why a decision was a success or failure. Having a plan in place before the decision is made facilitates the decision review process and makes it easier to provide valuable feedback.
      3. Avoid common decision-making mistakes. Heuristics and bias are common decision pitfalls even senior leaders are susceptible to. By learning what the common decision-making mistakes are and being able to recognize them when they appear in their decision-making process, first-time managers can improve their decision-making ability.

      20% Of respondents say their organizations excel at decision making (McKinsey, 2018).

      87% “Diverse teams are 87% better at making decisions” (Upskillist, 2022).

      86% of employees in leadership positions blame the lack of collaboration as the top reason for workplace failures (Upskillist, 2022).

      Decision Making

      A decision-making process is imperative, even though most managers don’t have a formal one

      1. Identify the Problem and Define Objectives
      2. Establish Decision Criteria
      3. Generate and Evaluate Alternatives
      4. Select an Alternative and Implement
      5. Evaluate the Decision

      Managers tend to rely on their own intuition which is often colored by heuristics and biases. By using a formal decision-making process, these pitfalls of intuition can be mitigated or avoided. This leads to better decisions.

      First-time managers are able to apply this framework when making decision recommendations to management to increase their likelihood of success, and having a process will improve their decisions throughout their career and the financial returns correlated with them.

      Decision Making

      Recognizing personal heuristics and bias in the decision-making process improves more than just decision results

      Employees are able to recognize bias in the workplace, even when management can’t. This affects everything from how involved they are in the decision-making process to their level of effort and productivity in implementing decisions. Without employee support, even good decisions are less likely to have positive results. Employees who perceive bias:

      Innovation

      • Hold back ideas and solutions
      • Intentionally fail to follow through on important projects and tasks

      Brand Reputation

      • Speak negatively about the company on social media
      • Do not refer open positions to qualified persons in their network

      Engagement

      • Feel alienated
      • Actively seek new employment
      • Say they are not proud to work for the company

      Decision Making

      The Decision Making Facilitation Guide covers the following topics:

      • Effectively Communicate Decisions
      • Provide Valuable Feedback on Decisions
      • Avoid Common Decision-Making Mistakes

      Learning outcomes:

      Main goal: Understand how to successfully perform your role in the decision process.

      Key objectives:

      • Understand the decision-making process and how to assess decisions.
      • Learn how to communicate with your manager regarding your decision recommendations.
      • Learn how to effectively communicate decisions to your team.
      • Understand how to avoid common decision-making errors.

      Info-Tech Insight

      Before training a decision-making framework, ensure it is in alignment with how decisions are made in your organization. Alternatively, make sure leadership is on board with making a change.

      Manage Conflict Constructively

      Enable leaders to resolve conflicts while minimizing costs

      If you are successful in your talent acquisition, you likely have a variety of personalities and diverse individuals within your IT organization and in the business, which means that conflict is inevitable. However, conflict does not have to be negative – it can take on many forms. The presence of conflict in an organization can actually be a very positive thing: the ability to freely express opinions and openly debate can lead to better, more strategic decisions being made.

      The effect that the conflict is having on individuals and the work environment will determine whether the conflict is positive or counterproductive.

      As a new manager you need to know how to manage potential negative outcomes of conflict by managing difficult conversations and understanding how to respond to conflict in the workplace.


      The tactics you will learn in this section will help you to:

      1. Apply strategies to prepare for and navigate through difficult conversations.
      2. Expand your comfort level when handling conflict, and engage in constructive conflict resolution approaches.

      Benefits:

      • Relieve stress for yourself and your co-workers.
      • Save yourself time and energy.
      • Positively impact relationships with your employees.
      • Improve your team dynamic.
      • Remove roadblocks to your work and get things done.
      • Save the organization money.
      • Improve performance.
      • Prevent negative issues from reoccurring.

      Manage Conflict Constructively

      Addressing difficult conversations is beneficial to you, your people, and the organization

      When you face a difficult conversation you…

      • Relieve stress on you and your co-workers.
      • Save yourself time and energy.
      • Positively impact relationships with your employees.
      • Improve your team dynamic.
      • Remove roadblocks to your work
      • Save the organization money.
      • Improve performance.
      • Prevent negative issues from reoccurring.

      40% Of employees who experience conflict report being less motivated as a result (Acas, 2021).

      30.6% Of employees report coming off as aggressive when trying to resolve a conflict
      (Niagara Institute, 2022).

      Manage Conflict Constructively

      The Manage Conflict Constructively Facilitation Guide covers the following topics:

      • Know Your Ideal Time Mix
      • Calendar Diligence
      • Effective Delegation
      • Limit Interruptions

      Learning outcomes:

      Main goal: Effectively manage your time and know which tasks are your priority and which tasks to delegate.

      Key objectives:

      • Understand common reasons for difficult conversations.
      • Learn Info-Tech’s six-step process to best to prepare for difficult conversations.
      • Follow best practices to approach difficult conversations.
      • Learn the five approaches to conflict management.
      • Practice conflict management skills.

      Info-Tech Insight

      Conflict does not have to be negative. The presence of conflict in an organization can actually be a very positive thing: the ability to freely express opinions and openly debate can lead to better, more strategic decisions being made.

      Master Time

      Effective leaders spend their time in specific ways

      How effective leaders average their time spent across the six key roles:

      Leaders with effective time management skills spend their time across six key manager roles: strategy, projects, management, operations, innovation, and personal. While there is no magic formula, providing more value to the business starts with little practices like:

      • Spending time with the right stakeholders and focusing on the right priorities.
      • Evaluating which meetings are important and productive.
      • Benchmarking yourself against your peers in the industry so you constantly learn from them and improve yourself.


      The keys to providing this value is time management and delegation. The tactics in this section will help first-time managers to:

      1. Discover your ideal time. By analyzing how you currently spend your time, you can see which roles you are under/over using and, using your job description and performance metrics, discover your ideal time mix.
      2. Practice calendar diligence. Time blocking is an effective way to use your time, see your week, and quickly understand what roles you are spending your time in. Scheduling priority tasks first gives insight into which tasks should be delegated.
      3. Effectively delegation. Clear expectations and knowing the strengths of your team are the cornerstone to effective delegation. By understanding the information you need to communicate and identifying the best person on your team to delegate to, tasks and goals will be successfully completed.
      4. Limit interruptions. By learning how to limit interruptions from your team and your manager, you are better able to control your time and make sure your tasks and goals get completed.

      Strategy

      23%

      Projects

      23%

      Management

      19%

      Operations

      19%

      Innovation

      13%

      Personal

      4%

      Source: Info-Tech, N=85

      Master Time

      Signs you struggle with time management

      Too many interruptions in a day to stay focused.

      Too busy to focus on strategic initiatives.

      Spending time on the wrong things.

      The image contains a screenshot of a bar graph that demonstrates struggle with time management.

      Master Time

      The Master Time Facilitation Guide covers the following topics:

      • Understand Communication Styles
      • Tailor Communication Methods to Activities
      • Make Meetings Matter

      Learning outcomes:

      Main goal: Become a better communicator across a variety of personal styles and work contexts.

      Key objectives:

      • Understand how you spend your time.
      • Learn how to use your calendar effectively.
      • Understand the actions to take to successfully delegate.
      • Learn how to successfully limit interruptions.

      Info-Tech Insight

      There is a right and wrong way to manage your calendar as a first-time manager and it has nothing to do with your personal preference.

      Accountability

      Accountability creates organizational and team benefits

      Improves culture and innovation

      Improves individual performance

      Increases employee engagement

      Increases profitability

      Increases trust and productivity

      Enables employees to see how they contribute

      Increases ownership employees feel over their work and outcomes

      Enables employees to focus on activities that drive the business forward

      Source: Forbes, 2019

      Accountability

      Accountability increases employee empowerment

      Employee empowerment is the number one driver of employee engagement. The extent to which you can hold employees accountable for their own actions and decisions is closely related to how empowered they are and how empowered they feel; accountability and empowerment go hand in hand. To feel empowered, employees must understand what is expected of them, have input into decisions that affect their work, and have the tools they need to demonstrate their talents.

      The image contains a screenshot to demonstrate how accountability increases employee empowerment.

      Source: McLean & Company Engagement Database, 2018; N=71,794

      Accountability

      The Accountability Facilitation Guide covers the following topics:

      • Create Clarity and Transparency
      • Articulate Expectations and Evaluation
      • Help Your Team Remove Roadblocks
      • Clearly Introduce Accountability to Your Team

      Learning outcomes:

      Main goal: Create a personal accountability plan and learn how to hold yourself and your team accountable.

      Key objectives:

      • Understand why accountability matters.
      • Learn how to create clarity and transparency.
      • Understand how to successfully hold people accountable through clearly articulating expectations and evaluation.
      • Know how to remove roadblocks to accountability for your team.

      Info-Tech Insight

      Accountability is about focusing on the results of a task, rather than just completing the task. Create team accountability by keeping the team focused on the result and not “doing their jobs.” First-time managers need to clearly communicate expectations and evaluation to successfully develop team accountability.

      Use the Build a Better Manager Participant Workbooks to help participants set accountabilities and track their progress

      A key feature of this blueprint is built-in guidance on transferring your managers’ new knowledge into practical skills and habits they can fall back on when their job requires it.

      The Participant Workbooks, one for each module, are structured around the three key principles of learning transfer to help participants optimally structure their own learning:

      • Track your learning. This section guides participants through conducting self-assessments, setting learning goals, recording key insights, and brainstorming relapse-prevention strategies
      • Establish your personal commitment. This section helps participants record the actions they personally commit to taking to continually practice their new skills
      • Secure organizational support. This section guides participants in recording the steps they will take to seek out support from their supervisor and peers.

      The image contains a screenshot of the Build a Better Manager Participant Workbooks.

      Info-Tech Insight

      Participants should use this workbook throughout their training and continue to review it for at least three months after. Practical skills take an extended amount of time to solidify, and using the workbook for several months will ensure that participants stay on track with regular practice and check-ins.

      Set your trainees up for success by reviewing these training best practices

      Cultural alignment

      It is critical that the department leadership team understand and agree with the best practices being presented. Senior team leads should be comfortable coaching first-time managers in implementing the skills developed through the training. If there is any question about alignment with departmental culture or if senior team leads would benefit from a refresher course, conduct a training session for them as well.

      Structured training

      Ensure the facilitator takes a structured approach to the training. It is important to complete all the activities and record the outputs in the workbook where appropriate. The activities are structured to ensure participants successfully use the knowledge gained during the workshop to build practical skills.

      Attendees

      Who should attend the training? Although this training is designed for first-time IT managers, you may find it helpful to run the training for the entire management team as a refresher and to get everyone on the same page about best practices. It is also helpful for senior leadership to be aware of the training because the attendees may come to their supervisors with requests to discuss the material or coaching around it.

      Info-Tech Insight

      Participants should use this workbook throughout their training and continue to review it for at least three months after. Practical skills take an extended amount of time to solidify, and using the workbook for several months will ensure that participants stay on track with regular practice and check-ins.

      1.2 Customize the facilitation guides

      1-3 hours

      Prior to facilitating your first session, ensure you complete the following steps:

      1. Read through all the module content, including the speaker’s notes, to familiarize yourself with the material and ensure the tactics presented align with your department’s culture and established best practices.
      2. Customize the slides with a pencil icon with information relevant to your organization.
      3. Ensure you are comfortable with all material to be presented and are prepared to answer questions. If you require clarification on any of the material, book a call with your Info-Tech analyst for guidance.
      4. Ensure you do not delete or heavily customize the self-assessment activities and the activities in the Review and Action Plan section of the module. These activities are structured around a skill building framework and designed to aid your trainees in applying their new knowledge in their day to day. If you have any concerns about activities in these sections, book a call with your Info-Tech analyst for guidance.
      Input Output
      • List of selected modules
      • Customized facilitation guides
      Materials Participants
      • Facilitation guides from selected modules
      • Training facilitator

      1.3 Prepare to deliver training

      1-3 hours

      Complete these steps in preparation for delivering the training to your first-time managers:

      1. Select a facilitator.
        • The right person to facilitate the meeting depends on the dynamics within your department. Having a senior IT leader can lend additional weight to the training best practices but may not be feasible in a large department. In these cases, an HR partner or external third party can be asked to facilitate.
      2. Distribute the workbooks to attendees before the first training session.
        • Change the header on the workbook templates to your own organization’s, if desired.
        • Email the workbooks to attendees prior to the first session. There is no pre-work to be completed.
      Input Output
      • List of selected modules
      • Facilitator selected
      • Workbook distributed
      Materials Participants
      • Workbooks from selected modules
      • Training sponsor
      • Training facilitator

      Phase 2

      Deliver training

      Phase 1 Phase 2 Phase 3
      • Select training topics
      • Customize the training facilitation guide for your organization
      • Deliver training modules
      • Confirm skill development action plan with trainees
      • Secure organizational support from trainees' supervisors

      Outcomes of this phase:

      • Training delivered
      • Development goals set by attendees
      • Action plan created by attendees

      2.1 Deliver training

      3 hours

      When you are ready, deliver the training. Ensure you complete all activities and that participants record the outcomes in their workbooks.

      Tips for activity facilitation:

      • Encourage and support participation from everyone. And be sure no one on the team dismisses anyone’s thoughts or opinions – they present the opportunity for further discussion and deeper insight.
      • Debrief after each activity, outlining any lessons learned, action items, and next steps.
      • Encourage participants to record all outcomes, key insights, and action plans in their workbooks.
      Input Output
      • Facilitation guides and workbooks for selected modules
      • Training delivered
      • Workbooks completed
      Materials Participants
      • Facilitation guides and workbooks for selected modules
      • Training facilitator
      • Trainees

      Phase 3

      Enable long-term skill development

      Phase 1Phase 2Phase 3
      • Select training topics
      • Customize the training facilitation guide for your organization
      • Deliver training modules
      • Confirm skill development action plan with trainees
      • Secure organizational support from trainees' supervisors

      Outcomes of this phase:

      • Attendees reminded of action plan and personal commitment
      • Supervisors reminded of the need to support trainees' development

      3.1 Email trainees with action steps

      0.5 hours

      After the training, send an email to attendees thanking them for participating and summarizing key next steps for the group. Use the template below, or write your own:

      “Hi team,

      I want to thank you personally for attending the Communicate Effectively training module. Our group led some great discussion.

      A reminder that the next time you will reconvene as a group will be on [Date] to discuss your progress and challenges to date.

      Additionally, your manager is aware and supportive of the training program, so be sure to follow through on the commitments you’ve made to secure the support you need from them to build your new skills.

      I am always open for questions if you run into any challenges.

      Regards,

      [Your name]”

      InputOutput
      • The date of participants’ next discussion meeting
      • Attendees reminded of next meeting date and encouraged to follow through on action plan
      MaterialsParticipants
      • Training facilitator

      3.2 Secure support from trainees’ supervisors

      0.5 hours

      An important part of the training is securing organizational support, which includes support from your trainees’ supervisors. After the trainees have committed to some action items to seek support from their supervisors, it is important to express your support for this and remind the supervisors of their role in guiding your first-time managers. Use the template below, or write your own, to remind your trainees’ supervisors of this at the end of training (if you are going through all three modules in a short period of time, you may want to wait until the end of the entire training to send this email):

      “Hi team,

      We have just completed Info-Tech’s first-time manager training with our new manager team. The trainees will be seeking your support in developing their new skills. This could be in the form of coaching, feedback on their progress, reviewing their development plan, etc.

      Supervisor support is a crucial component of skill building, so I hope I can count on all of you to support our new managers in their learning. If you are not sure how to handle these requests, or would like a refresher of the material our trainees covered, please let me know.

      I am always open for questions if you run into any challenges.

      Regards,

      [Your name]”

      InputOutput
      • List of trainees’ direct supervisors
      • Supervisors reminded to support trainees’ skill practice
      MaterialsParticipants
      • Training facilitator

      Contributors

      Brad Armstrong

      Brad Armstrong, Senior Engineering Manager, Code42 Software

      I am a pragmatic engineering leader with a deep technical background, now focused on building great teams. I'm energized by difficult, high-impact problems at scale and with the cloud technologies and emerging architectures that we can use to solve them. But it's the power of people and organizations that ultimately lead to our success, and the complex challenge of bringing all that together is the work I find most rewarding.

      We thank the expert contributors who chose to keep their contributions anonymous.

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      Harness Configuration Management Superpowers

      • Buy Link or Shortcode: {j2store}303|cart{/j2store}
      • member rating overall impact: 8.5/10 Overall Impact
      • member rating average dollars saved: $12,999 Average $ Saved
      • member rating average days saved: 10 Average Days Saved
      • Parent Category Name: Asset Management
      • Parent Category Link: /asset-management
      • Configuration management databases (CMDB) are a lot of work to build and maintain. Starting down this process without the right tools, processes, and buy-in is a lot of work with very little reward.
      • If you decide to just build it and expect they will come, you may find it difficult to articulate the value, and you will be disappointed by the lack of visitors.
      • Relying on manual entry or automated data collection without governance may result in data you can’t trust, and if no one trusts the data, they won’t use it.

      Our Advice

      Critical Insight

      • The right mindset is just as important as the right tools. By involving everyone early, you can ensure the right data is captured and validated and you can make maintenance part of the culture. This is critical to reaching early and continual value with a CMDB.

      Impact and Result

      • Define your use cases: Identify the use cases and prioritize those objectives into phases. Define what information will be needed to meet the use cases and how that information will be populated.
      • Understand and design the CMDB data model: Define services and undiscoverable configuration items (CI) and map them to the discoverable CIs.
      • Operationalize configuration record updates: Define data stewards and governance processes and integrate your configuration management practice with existing practices and lifecycles.

      Harness Configuration Management Superpowers Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Harness Configuration Management Superpowers Deck – A step-by-step document that walks you through creating a configuration management program.

      Use this blueprint to create a configuration management program that provides immediate value.

      • Harness Configuration Management Superpowers – Phases 1-4

      2. Configuration Management Project Charter Template – A project charter template to help you build a concise document for communicating appropriate project details to stakeholders.

      Use this template to create a project charter to launch the configuration management project.

      • Configuration Management Project Charter

      3. Configuration Control Board Charter Template – A board charter template to help you define the roles and responsibilities of the configuration control board.

      Use this template to create your board charter for your configuration control board (CCB). Define roles and responsibilities and mandates for the CCB.

      • Configuration Control Board Charter

      4. Configuration Management Standard Operating Procedures (SOP) Template – An SOP template to describe processes and procedures for ongoing maintenance of the CMDB under the configuration management program.

      Use this template to create and communicate your SOP to ensure ongoing maintenance of the CMDB under the configuration management program.

      • Configuration Management Standard Operation Procedures

      5. Configuration Management Audit and Validation Checklist Template – A template to be used as a starting point to meet audit requirements under NIST and ITIL programs.

      Use this template to assess capability to pass audits, adding to the template as needed to meet internal auditors’ requirements.

      • Configuration Management Audit and Validation Checklist

      6. Configuration Management Policy Template – A template to be used for building out a policy for governance over the configuration management program.

      Use this template to build a policy for your configuration management program.

      • Configuration Management Policy

      7. Use Cases and Data Worksheet – A template to be used for validating data requirements as you work through use cases.

      Use this template to determine data requirements to meet use cases.

      • Use Cases and Data Worksheet

      8. Configuration Management Diagram Template Library – Examples of process workflows and data modeling.

      Use this library to view sample workflows and a data model for the configuration management program.

      • Configuration Management Diagram Template Library (Visio)
      • Configuration Management Diagram Template Library (PDF)

      9. Configuration Manager Job Description – Roles and responsibilities for the job of Configuration Manager.

      Use this template as a starting point to create a job posting, identifying daily activities, responsibilities, and required skills as you create or expand your configuration management program.

      • Configuration Manager

      Infographic

      Workshop: Harness Configuration Management Superpowers

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Configuration Management Strategy

      The Purpose

      Define the scope of your service configuration management project.

      Design the program to meet specific stakeholders needs

      Identify project and operational roles and responsibilities.

      Key Benefits Achieved

      Designed a sustainable approach to building a CMDB.

      Activities

      1.1 Introduction

      1.2 Define challenges and goals.

      1.3 Define and prioritize use cases.

      1.4 Identify data needs to meet these goals.

      1.5 Define roles and responsibilities.

      Outputs

      Data and reporting use cases based on stakeholder requirements

      Roles and responsibility matrix

      2 CMDB Data Structure

      The Purpose

      Build a data model around the desired use cases.

      Identify the data sources for populating the CMDB.

      Key Benefits Achieved

      Identified which CIs and relationships will be captured in the CMDB.

      Activities

      2.1 Define and prioritize your services.

      2.2 Evaluate CMDB default classifications.

      2.3 Test configuration items against existing categories.

      2.4 Build a data model diagram.

      Outputs

      List of CI types and relationships to be added to default settings

      CMDB data model diagram

      3 Processes

      The Purpose

      Key Benefits Achieved

      Built a right-sized approach to configuration record updates and data validation.

      Activities

      3.1 Define processes for onboarding, offboarding, and maintaining data in the CMDB.

      3.2 Define practices for configuration baselines.

      3.3 Build a data validation and auditing plan.

      Outputs

      Documented processes and workflows

      Data validation and auditing plan

      4 Communications & Roadmap

      The Purpose

      Key Benefits Achieved

      Metrics program defined

      Communications designed

      Activities

      4.1 Define key metrics for configuration management.

      4.2 Define metrics for supporting services.

      4.3 Build configuration management policies.

      4.4 Create a communications plan.

      4.5 Build a roadmap

      Outputs

      Policy for configuration management

      Communications documents

      Roadmap for next steps

      Further reading

      Harness Configuration Management Superpowers

      Create a configuration management practice that will provide ongoing value to the organization.

      EXECUTIVE BRIEF

      Analyst Perspective

      A robust configuration management database (CMDB) can provide value to the business and superpowers to IT. It's time to invest smartly to reap the rewards.

      IT environments are becoming more and more complex, and balancing demands for stability and demands for faster change requires visibility to make the right decisions. IT needs to know their environment intimately. They need to understand dependencies and integrations and feel confident they are making decisions with the most current and accurate view.

      Solutions for managing operations rely on the CMDB to bring visibility to issues, calculate impact, and use predictive analytics to fix performance issues before they become major incidents. AIOps solutions need accurate data, but they can also help identify configuration drift and flag changes or anomalies that need investigation.

      The days of relying entirely on manual entry and updates are all but gone, as the functionality of a robust configuration management system requires daily updates to provide value. We used to rely on that one hero to make sure information was up to date, but with the volume of changes we see in most environments today, it's time to improve the process and provide superpowers to the entire IT department.

      This is a picture of Sandi Conrad

      Sandi Conrad, ITIL Managing Professional
      Principal Research Director, IT Infrastructure & Operations, Info-Tech Research Group

      Executive Summary

      Your Challenge

      • Build a configuration management database (CMDB): You need to implement a CMDB, populate it with records and relationships, and integrate it with discovery and management tools.
      • Identify the benefits of a CMDB: Too many CMDB projects fail because IT tries to collect everything. Base your data model on the desired use cases.
      • Define roles and responsibilities: Keeping data accurate and updated is difficult. Identify who will be responsible for helping

      Common Obstacles

      • Significant process maturity is required: Service configuration management (SCM) requires high maturity in change management, IT asset management, and service catalog practices.
      • Large investment: Building a CMDB takes a large amount of effort, process, and expertise.
      • Tough business case: Configuration management doesn't directly provide value to the business, but it requires a lot of investment from IT.

      Info-Tech's Approach

      • Define your scope and objectives: Identify the use cases for SCM and prioritize those objectives into phases.
      • Design the CMDB data model: Align with your existing configuration management system's data model.
      • Operationalize configuration record updates: Integrate your SCM practice with existing practices and lifecycles.

      Start small

      Scope creep is a serial killer of configuration management databases and service configuration management practices.

      Insight summary

      Many vendors are taking a CMDB-first approach to enable IT operations or sometimes asset management. It's important to ensure processes are in place immediately to ensure the data doesn't go stale as additional modules and features are activated.

      Define processes early to ensure success

      The right mindset is just as important as the right tools. By involving everyone early, you can ensure the right data is captured and validated and you can make maintenance part of the culture. This is critical to reaching early and continual value with a CMDB.

      Identify use cases

      The initial use case will be the driving force behind the first assessment of return on investment (ROI). If ROI can be realized early, momentum will increase, and the team can build on the initial successes.

      If you don't see value in the first year, momentum diminishes and it's possible the project will never see value.

      Keep the initial scope small and focused

      Discovery can collect a lot of data quickly, and it's possible to be completely overwhelmed early in the process.

      Build expertise and troubleshoot issues with a smaller scope, then build out the process.

      Minimize customizations

      Most CMDBs have classes and attributes defined as defaults. Use of the defaults will enable easier implementation and faster time to value, especially where automations and integrations depend on standard terms for field mapping.

      Automate as much as possible

      In large, complex environments, the data can quickly become unmanageable. Use automation as much as possible for discovery, dependency mapping, validation, and alerts. Minimize the amount of manual work but ensure everyone is aware of where and how these manual updates need to happen to see continual value.

      Info-Tech's Harness Configuration Management Superpowers.

      Configuration management will improve functionality of all surrounding processes

      A well-functioning CMDB empowers almost all other IT management and governance practices.

      Service configuration management is about:

      • Building a system of record about IT services and the components that support those services.
      • Continuously reconciling and validating information to ensure data accuracy.
      • Ensuring the data lifecycle is defined and well understood and can pass data and process audits.
      • Accessing information in a variety of ways to effectively serve IT and the business.
      An image of Info-Tech's CMDB Configuration Management tree, breaking down aspects into the following six categories: Strategic Partner; Service Provider; Proactive; Stabilize; Core; and Foundational.

      Configuration management most closely impacts these practices

      Info-Tech Research Group sees a clear relationship.

      When an IT department reports they are highly effective at configuration management, they are much more likely to report they are highly effective at these management and governance processes:

      The following management and governance processes are listed: Quality Management; Asset Management; Performance Measurement; Knowledge Management; Release Management; Incident and Problem Management; Service Management; Change Management.

      The data is clear

      Service configuration management is about more than just doing change management more effectively.

      Source: Info-Tech Research Group, IT Management and Governance Diagnostic; N=684 organizations, 2019 to July 2022.

      Make the case to use configuration management to improve IT operations

      Consider the impact of access to data for informing innovations, optimization efforts, and risk assessments.

      75% of Uptime's 2021 survey respondents who had an outage in the past three years said the outage would have been prevented if they'd had better management or processes.(1)

      75%

      75% of Uptime's 2021 survey respondents who had an outage in the past three years said the outage would have been prevented if they'd had better management or processes.(1)

      42%

      of publicly reported outages were due to software or configuration issues. (1)

      58%

      of networking-related IT outages were due to configuration and change management failure.(1)

      It doesn't have to be that way!

      Enterprise-grade IT service management (ITSM) tools require a CMDB for the different modules to work together and to enable IT operations management (ITOM), providing greater visibility.

      Decisions about changes can be made with accurate data, not guesses.

      The CMDB can give the service desk fast access to helpful information about the impacted components, including a history of similar incidents and resolutions and the relationship between the impacted components and other systems and components.

      Turn your team into IT superheroes.

      CMDB data makes it easier for IT Ops groups to:

      • Avoid change collisions.
      • Eliminate poor changes due to lack of visibility into complex systems.
      • Identify problematic equipment.
      • Troubleshoot incidents.
      • Expand the services provided by tier 1 and through automation.

      Benefits of configuration management

      For IT

      • Configuration management will supercharge processes that have relied on inherent knowledge of the IT environment to make decisions.
      • IT will more quickly analyze and understand issues and will be positioned to improve and automate issue identification and resolution.
      • Increase confidence and reduce risks for decisions involving release and change management with access to accurate data, regardless of the complexity of the environment.
      • Reduce or eliminate unplanned work related to poor outcomes due to decisions made with incorrect or incomplete data.

      For the Business

      • Improve strategic planning for business initiatives involving IT solutions, which may include integrations, development, or security concerns.
      • More quickly deploy new solutions or updates due to visibility into complex environments.
      • Enable business outcomes with reliable and stable IT systems.
      • Reduce disruptions caused by planning without accurate data and improve resolution times for service interruptions.
      • Improve access to reporting for budgeting, showbacks, and chargebacks as well as performance metrics.

      Measure the value of this blueprint

      Fast-track your planning and increase the success of a configuration management program with this blueprint

      Workshop feedback
      8.1/10

      $174,000 savings

      30 average days saved

      Guided Implementation feedback

      8.7/10

      $31,496 average savings

      41 average days saved

      "The workshop was well run, with good facilitation, and gained participation from even the most difficult parts of the audience. The best part of the experience was that if I were to find myself in the same position in the future, I would repeat the workshop."

      – University of Exeter

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

      Guided Implementation

      “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

      Workshop

      “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

      Consulting

      “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

      Diagnostics and consistent frameworks used throughout all four options

      Guided Implementation

      What does a typical GI on this topic look like?

      Phase 1 Phase 2 Phase 3 Phase 4

      Call #1: Scope requirements, objectives, and your specific challenges.

      Call #2: Prioritize services and use cases.

      Call #3: Identify data needed to meet goals.

      Call #4: Define roles and responsibilities.

      Call #5: Define and prioritize your services.

      Call #6: Evaluate and test CMDB default classifications.

      Call #7: Build a data model diagram.

      Call #8: Define processes for onboarding, offboarding, and maintaining data.

      Call #9: Discuss configuration baselines.

      Call #10: Build a data validation and audit plan.

      Call #11: Define key metrics.

      Call #12: Build a configuration management policy and communications plan.

      Call #13: Build a roadmap.

      A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

      A typical GI is between 8 to 12 calls over the course of 4 to 9 months.

      Workshop Overview

      Contact your account representative for more information.
      workshops@infotech.com 1-888-670-8889

      Day 1 Day 2 Day 3 Day 4

      Configuration Management Strategy

      CMDB Data Structure

      Process Design

      Communications & Roadmap

      Activities
      • Introduction
      • Define challenges and goals.
      • Define and prioritize use cases.
      • Identify data needed to meet goals.
      • Define roles and responsibilities.
      • Define and prioritize your services.
      • Evaluate CMDB default classifications.
      • Test configuration items against existing categories.
      • Build a data model diagram.
      • Define processes for onboarding, offboarding, and maintaining data in the CMDB.
      • Define practices for configuration baselines.
      • Build a data validation and auditing plan.
      • Define key metrics for configuration management.
      • Define metrics for supporting services.
      • Build configuration management policies.
      • Create a communications plan.
      • Build a roadmap.

      Deliverables

      • Roles and responsibility matrix
      • Data and reporting use cases based on stakeholder requirements
      • List of CI types and relationships to be added to default settings
      • CMDB data model diagram
      • Documented processes and workflows
      • Data validation and auditing plan
      • Policy for configuration management
      • Roadmap for next steps
      • Communications documents

      Blueprint deliverables

      Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals:

      Configuration Management Project Charter

      Detail your approach to building an SCM practice and a CMDB.

      Screenshot from the Configuration Management Project Charter

      Use Cases and Data Worksheet

      Capture the action items related to your SCM implementation project.

      Screenshot from the Use Cases and Data Worksheet

      Configuration Manager Job Description

      Use our template for a job posting or internal job description.

      Screenshot from the Configuration Manager Job Description

      Configuration Management Diagram Template Library

      Use these diagrams to simplify building your SOP.

      Screenshot from the Configuration Management Diagram Template Library

      Configuration Management Policy

      Set expectations for configuration control.

      screenshot from the Configuration Management Policy

      Configuration Management Audit and Validation Checklist

      Use this framework to validate controls.

      Screenshot from the Configuration Management Audit and Validation Checklist

      Configuration Control Board Charter

      Define the board's responsibilities and meeting protocols.

      Screenshot from the Configuration Management Audit and Validation Checklist

      Key deliverable:

      Configuration Management Standard Operating Procedures Template

      Outlines SCM roles and responsibilities, the CMDB data model, when records are expected to change, and configuration baselines.

      Four Screenshots from the Configuration Management Standard Operating Procedures Template

      Phase 1

      Configuration Management Strategy

      Strategy Data Structure Processes Roadmap
      • Challenges and Goals
      • Use Cases and Data
      • Roles and Responsibilities
      • Services
      • Classifications
      • Data Modeling
      • Lifecycle Processes
      • Baselines
      • Audit and Data Validation
      • Metrics
      • Communications Plan
      • Roadmap

      This phase will walk you through the following aspects of a configuration management system:

      • Scope
      • Use Cases
      • Reports and Analytics

      This phase involves the following participants:

      • IT and business service owners
      • Business/customer relationship managers
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • SCM project manager
      • SCM project sponsor

      Harness Service Configuration Management Superpowers

      Establish clear definitions

      Ensure everyone is using the same terms.

      Term Definition
      Configuration Management

      The purpose of configuration management is to:

      • "Ensure that accurate and reliable information about the configuration of services, and the CIs that support them, is available when and where it is needed. This includes information on how CIs are configured and the relationships between them" (AXELOS).
      • "Provide sufficient information about service assets to enable the service to be effectively managed. Assess the impact of changes and deal with service incidents" (ISACA, 2018).
      Configuration Management System (CMS) A set of tools and databases used to manage, update, and present data about all configuration items and their relationships. A CMS may maintain multiple federated CMDBs and can include one or many discovery and dependency mapping tools.
      Configuration Management Database (CMDB) A repository of configuration records. It can be as simple as a spreadsheet or as complex as an integrated database populated through multiple autodiscovery tools.
      Configuration Record Detailed information about a configuration item.
      Configuration Item (CI)

      "Any component that needs to be managed in order to deliver an IT service" (AXELOS).

      These components can include everything from IT services and software to user devices, IT infrastructure components, and documents (e.g. maintenance agreements).
      Attributes Characteristics of a CI included in the configuration record. Common attributes include name, version, license expiry date, location, supplier, SLA, and owner.
      Relationships Information about the way CIs are linked. A CI can be part of another CI, connect to another CI, or use another CI. A CMDB is significantly more valuable when relationships are recorded. This information allows CMDB users to identify dependencies between components when investigating incidents, performing root-cause analysis, assessing the impact of changes before deployment, and much more.

      What is a configuration management database (CMDB)?

      The CMDB is a system of record of your services and includes a record for everything you need to track to effectively manage your IT services.

      Anything that is tracked in your CMDB is called a configuration item (CI). Examples of CIs include:

      • User-Facing Services
      • IT-Facing Services
      • Business Capabilities
      • Relationships
      • IT Infrastructure Components
      • Enterprise Software
      • End-User Devices
      • Documents

      Other systems of record can refer to CIs, such as:

      • Ticket database: Tickets can refer to which CI is impacted by an incident or provided as part of a service request.
      • Asset management database (AMDB): An IT asset is often also a CI. By associating asset records with CI records, you can leverage your IT asset data in your reporting.
      • Financial systems: If done well, the CMDB can supercharge your IT financial cost model.

      CMDBs can allow you to:

      • Query multiple databases simultaneously (so long as you have the CI name field in each database).
      • Build automated workflows and chatbots that interact with data across multiple databases.
      • More effectively identify the potential impact of changes and releases.

      Do not confuse asset with configuration

      Asset and configuration management look at the same world through different lenses

      • IT asset management (ITAM) tends to focus on each IT asset in its own right: assignment or ownership, lifecycle, and related financial obligations and entitlements.
      • Configuration management is focused on configuration items (CIs) that must be managed to deliver a service and the relationships and integrations with other CIs.
      • ITAM and configuration management teams and practices should work closely together. Though asset and configuration management focus on different outcomes, they may use overlapping tools and data sets. Each practice, when working effectively, can strengthen the other.
      • Many objects will exist in both the CMDB and AMDB, and the data on those shared objects will need to be kept in sync.

      A comparison between Asset and Configuration Management Databases

      *Discovery, dependency mapping, and data normalization are often features or modules of configuration management, asset management, or IT service management tools.

      Start with ITIL 4 guiding principles to make your configuration management project valuable and realistic

      Focus on where CMDB data will provide value and ensure the cost of bringing that data in will be reasonable for its purpose. Your end goal should be not just to build a CMDB but to use a CMDB to manage workload and workflows and manage services appropriately.

      Focus on value

      Include only the relevant information required by stakeholders.

      Start where you are

      Use available sources of information. Avoid adding new sources and tools unless they are justified.

      Progress iteratively with feedback

      Regularly review information use and confirm its relevance, adjusting the CMDB scope if needed.

      Collaborate and promote visibility

      Explain and promote available sources of configuration information and the best ways to use them, then provide hints and tips for more efficient use.

      Think and work holistically

      Consider other sources of data for decision making. Do not try to put everything in the CMDB.

      Keep it simple and practical

      Provide relevant information in the most convenient way; avoid complex interfaces and reports.

      Optimize and automate

      Continually optimize resource-consuming practice activities. Automate CDMB verification, data collection, relationship discovery, and other activities.

      ITIL 4 guiding principles as described by AXELOS

      Step 1.1

      Identify use cases and desired benefits for service configuration management

      Activities

      1.1.1 Brainstorm data collection challenges

      1.1.2 Define goals and how you plan to meet them

      1.1.3 Brainstorm and prioritize use cases

      1.1.4 Identify the data needed to reach your goals

      1.1.5 Record required data sources

      This step will walk you through the following aspects of a configuration management system:

      • Scope
      • Use cases

      This phase involves the following participants:

      • IT and business service owners
      • Business/customer relationship managers
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • Project sponsor
      • Project manager

      Identify potential obstacles in your organization to building and maintaining a CMDB

      Often, we see multiple unsuccessful attempts to build out a CMDB, with teams eventually losing faith and going back to spreadsheets. These are common obstacles:

      • Significant manual data collection, which is rarely current and fully accurate.
      • Multiple discovery solutions creating duplicate records, with no clear path to deduplicate records.
      • Manual dependency mapping that isn't accurate because it's not regularly assessed and updated.
      • Hybrid cloud and on-premises environment with discovery solutions only partially collecting as the right discovery and dependency mapping solutions aren't in place.
      • Dynamic environments (virtual, cloud, or containers) that may exist for a very short time, but no one knows how they should be managed.
      • Lack of expertise to maintain and update the CMDB or lack of an assigned owner for the CMDB. If no one owns the process and is assigned as a steward of data, it will not be maintained.
      • Database that was designed with other purposes in mind and is heavily customized, making it difficult to use and maintain.

      Understanding the challenges to accessing and maintaining quality data will help define the risks created through lack of quality data.

      This knowledge can drive buy-in to create a configuration management practice that benefits the organization.

      1.1.1 Brainstorm data collection challenges

      Involve stakeholders.
      Allot 45 minutes for this discussion.

      1. As a group, brainstorm the challenges you have with data:
      2. Accuracy and trustworthiness: What challenges do you have with getting accurate data on IT services and systems?
        1. Access: Where do you have challenges with getting data to people when they need it?
        2. Manually created data: Where are you relying on data that could be automatically collected?
        3. Data integration: Where do you have issues with integrating data from multiple sources?
        4. Impact: What is the result of these challenges?
      3. Group together these challenges into similar issues and identify what goals would help overcome them.
      4. Record these challenges in the Configuration Management Project Charter, section 1.2: Project Purpose.

      Download the Configuration Management Project Charter

      Input

      Output

      • None
      • List of high-level desired benefits for SCM
      Materials Participants
      • Whiteboard/flip charts
      • Sticky notes
      • Markers/pens
      • Configuration Management Project Charter
      • IT and business service owners
      • Business/customer relationship managers
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Info-Tech Maturity Ladder

      Identify your current and target state

      INNOVATOR

      • Characteristics of business partner
      • Integration with orchestration tools

      BUSINESS PARTNER

      Data collection and validation is fully automated

      Integrated with several IT processes

      Meets the needs of IT and business use cases

      TRUSTED OPERATOR

      • Data collection and validation is partially or fully automated
      • Trust in data accuracy is high, meets the needs of several IT use cases

      FIREFIGHTER

      • Data collection is partially or fully automated, validation is ad hoc
      • Trust in data accuracy is variable, used for decision making

      UNSTABLE

      INNOVATOR

      • Characteristics of business partner
      • Integration with orchestration tools

      BUSINESS PARTNER

      • Data collection and validation is fully automated
      • Integrated with several IT processes
      • Meets the needs of IT and business use cases

      TRUSTED OPERATOR

      • Data collection and validation is partially or fully automated
      • Trust in data accuracy is high, meets the needs of several IT use cases

      FIREFIGHTER

      • Data collection is partially or fully automated, validation is ad hoc
      • Trust in data accuracy is variable, used for decision making

      UNSTABLE

      A tower is depicted, with arrows pointing to Current (orange) and Target(blue)

      Define goals for your CMDB to ensure alignment with all stakeholders

      • How are business or IT goals being hindered by not having the right data available?
      • If the business isn't currently asking for service-based reporting and accountability, start with IT goals. This will help to develop goals that will be most closely aligned to the IT teams' needs and may help incentivize the right behavior in data maintenance.
      • Configuration management succeeds by enabling its stakeholders to achieve their outcomes. Set goals for configuration management based on the most important outcomes expected from this project. Ask your stakeholders:
        1. What are the business' or IT's planned transformational initiatives?
        2. What are your highest priority goals?
        3. What should the priorities of the configuration management practice be?
      • The answers to these questions will shape your approach to configuration management. Direct input from your leadership and executives, or their delegates, will help ensure you're setting a solid foundation for your practice.
      • Identify which obstacles will need to be overcome to meet these goals.

      "[T]he CMDB System should be viewed as a 'system of relevance,' rather than a 'single source of truth.' The burdens of relevance are at once less onerous and far more meaningful in terms of action, analysis, and automation. While 'truth' implies something everlasting or at least stable, relevance suggests a far more dynamic universe."

      – CMDB Systems, Making Change Work in the Age of Cloud and Agile, Drogseth et al

      Identify stakeholders to discuss what they need from a CMDB; business and IT needs will likely differ

      Define your audience to determine who the CMDB will serve and invite them to these conversations. The CMDB can aid the business and IT and can be structured to provide dashboards and reports for both.

      Nondiscoverable configuration items will need to be created for both audiences to organize CIs in a way that makes sense for all uses.

      Integrations with other systems may be required to meet the needs of your audience. Note integrations for future planning.

      Business Services

      Within the data sets, service configuration models can be used for:

      • Impact analysis
      • Cause and effect analysis
      • Risk analysis
      • Cost allocation
      • Availability analysis and planning

      Technical Services

      Connect to IT Finance for:

      • Service-based consumption and costing
      • Financial awareness through showback
      • Financial recovery through chargeback
      • Support IT strategy through financial transparency
      • Cost optimization
      • Reporting for depreciation, location-related taxation, and capitalization (may also use asset management for these)

      Intersect with IT Processes to:

      • Reduce time to restore services through incident management
      • Improve stability through change management
      • Reduce outages through problem management
      • Optimize assets through IT asset management
      • Provide detailed reporting for audit/governance, risk, and compliance

      1.1.2 Define goals and how you plan to meet them

      Involve stakeholders.

      Allot 45 minutes for this discussion.

      As a group, identify current goals for building and using a CMDB.

      Why are we doing this?

      • How do you hope to use the data within the CMDB?
      • What processes will be improved through use of this data and what are the expected outcomes?

      How will we improve the process?

      • What processes will be put in place to ensure data integrity?
      • What tools will be put in place to improve the methods used to collect and maintain data?

      Record these goals in the Configuration Management Project Charter, section 1.3: Project Objectives.

      Input

      Output

      • None
      • List of high-level desired benefits for SCM
      Materials Participants
      • Whiteboard/flip charts
      • Sticky notes
      • Markers/pens
      • Configuration Management Project Charter
      • IT and business service owners
      • Business/customer relationship managers
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      It's easy to think that if you build it, they will come, but CMDBs rarely succeed without solid use cases

      Set expectations for your organization that defined and fulfilled use cases will factor into prioritization exercises, functional plans, and project milestones to achieve ROI for your efforts.

      A good use case:

      • Justifies resource allocation
      • Gains funding for the right tools
      • Builds stakeholder support
      • Drives interest and excitement
      • Gains support from anyone in a position to help build out and validate the data
      • Helps to define success

      In the book CMDB Systems, Making Change Work in the Age of Cloud and Agile, authors Drogseth, Sturm, and Twing describe the secrets of success:

      A documented evaluation of CMDB System vendors showed that while most "best case" ROI fell between 6 and 9 months for CMDB deployments, one instance delivered ROI for a significant CMDB investment in as little as 2 weeks!

      If there's a simple formula for quick time to value for a CMDB System, it's the following:

      Mature levels of process awareness
      + Strong executive level support
      + A ready and willing team with strongly supportive stakeholders
      + Clearly defined and ready phase one use case
      + Carefully selected, appropriate technologies

      All this = Powerful early-phase CMDB System results

      Define and prioritize use cases for how the CMDB will be used to drive value

      The CMDB can support several use cases and may require integration with various modules within the ITSM solution and integration with other systems.

      Document the use cases that will drive your CMDB to relevance, including the expected benefits for each use case.

      Identify the dependencies that will need to be implemented to be successful.

      Define "done" so that once data is entered, verified, and mapped, these use cases can be realized.

      "Our consulting experience suggests that more than 75% of all strategic initiatives (CMDB or not) fail to meet at least initial expectations across IT organizations. This is often due more to inflated expectations than categorical failure."

      – CMDB Systems, Making Change Work in the Age of Cloud and Agile, Drogseth et al.

      This image demonstrates how CMBD will be used to drive value.

      After identifying use cases, determine the scope of configuration items required to feed the use cases

      On-premises software and equipment will be critical to many use cases as the IT team and partners work on network and data-center equipment, enterprise software, and integrations through various means, including APIs and middleware. Real-time and near real-time data collection and validation will ensure IT can act with confidence.

      Cloud use can include software as a service (SaaS) solutions as well as infrastructure and platform as a service (IaaS and PaaS), and this may be more challenging for data collection. Tools must be capable of connecting to cloud environments and feeding the information back into the CMDB. Where on-premises and cloud applications show dependencies, you might need to validate data if multiple discovery and dependency mapping solutions are used to get a complete picture. Tagging will be crucial to making sense of the data as it comes into the CMDB.

      In-house developed software would be beneficial to have in the CMDB but may require more manual work to identify and classify once discovered. A combination of discovery and tagging may be beneficial to input and classification.

      Highly dynamic environments may require data collection through integration with a variety of solutions to manage and record continuous deployment models and verifications, or they may rely on tags and activity logs to record historical activity. Work with a partner who specializes in CI/CD to help architect this use case.

      Containers will require an assessment of the level of detail required. Determine if the container is a CI and if the content will be described as attributes. If there is value to your use case to map the contents of each container as separate CIs within the container CI, then you can map to that level of detail, but don't map to that depth unless the use case calls for it.

      Internet of Things (IoT) devices and applications will need to match a use case as well. IoT device asset data will be useful to track within an asset database but may have limited value to add to a CMDB. If there are connections between IoT applications and data warehouses, the dependencies should likely be mapped to ensure continued dataflow.

      Out of scope

      A single source of data is highly beneficial, but don't make it a catchall for items that are not easily stored in a CMDB.

      Source code should be stored in a definitive media library (DML). Code can be linked to the CMDB but is generally too big to store in a CMDB and will reduce performance for data retrieval.

      Knowledge articles and maintenance checklists are better suited to a knowledge base. They can also be linked to the CDMB if needed but this can get messy where many-to-many relationships between articles and CIs exist.

      Fleet (transportation) assets and fixed assets should be in fleet management systems and accounting systems, respectively. Storing these types of data in the CMDB doesn't provide value to the support process.

      1.1.3 Brainstorm and prioritize use cases

      Which IT practices will you supercharge?

      Focus on improving both operations and strategy.

      1. Brainstorm the list of relevant use cases. What do you want to do with the data from the CMDB? Consider:
        1. ITSM management and governance practices
        2. IT operations, vendor orchestration, and service integration and management (SIAM) to improve vendor interactions
        3. IT finance and business service reporting needs
      2. Identify which use cases are part of your two- to three-year plan, including the purpose for adding configuration data into that process. Prioritize one or two of these use cases to accomplish in your first year.
      3. Identify dependencies to manage as part of the solution and define a realistic timeline for implementing integrations, modules, or data sources.
      4. Document this table in the Configuration Management Project Charter, section 2.2: Use Cases.
      Audience Use Case Goal/Purpose Project/Solution Dependencies Proposed Timeline Priority
      • IT
      • Change Management

      Stabilize the process by seeing:

      Change conflict reporting

      Reports of CI changes without change records

      System availability

      RFC mapping requires discovered CIs

      RFC review requires criticality, technical and business owners

      Conflict reporting requires dependency mapping

      • Discovery and manual information entered by October
      • Dependency mapping implemented by December

      High

      Determine what additional data will be needed to achieve your use cases

      Regardless of which use cases you are planning to fulfill with the CMDB, it is critical to not add data and complexity with the plan of resolving every possible inquiry. Ensure the cost and effort of bringing in the data and maintaining it is justified. The complexity of the environment will impact the complexity of data sources and integrations for discovery and dependency mapping.

      Before bringing in new data, consider:

      • Is this information available in other maintained databases now?
      • Will this data be critical for decision making? If it is nice to have or optional, can it be automatically moved into the database and maintained using existing integrations?
      • Is there a cost to bringing the data into the CMDB and maintaining it? Is that cost reasonable for its purpose?
      • How frequently will this information be accessed, and can it be updated in an adequate cadence to meet these needs?
      • When does this information need to be available?

      Info-Tech Insight

      If data will be used only occasionally upon request, determine if it will be more efficient to maintain it or to retrieve it from the CMDB or another data source as needed.

      Remember, within the data sets, service configuration models can be used for:

      • Impact analysis
      • Cause and effect analysis
      • Risk analysis
      • Cost allocation
      • Availability analysis and planning

      1.1.4 Expand your use cases by identifying the data needed to reach your goals

      Involve stakeholders.

      Allot 60 minutes for this discussion.

      Review use cases and their goals.

      Identify what data will be required to meet those goals and determine whether it will be mandatory or optional/nice-to-have information.

      Identify sources of data for each type of data. Color code or sort.

      Italicize data points that can be automatically discovered.

      Gain consensus on what information will be manually entered.

      Record the data in the Use Cases and Data Worksheet.

      Download the Use Cases and Data Worksheet

      Input

      Output

      • None
      • List of data requirements
      MaterialsParticipants
      • Whiteboard/flip charts
      • Sticky notes
      • Markers/pens
      • Use Cases and Data Worksheet
      • IT and business service owners
      • Business/customer relationship managers
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Use discovery and dependency mapping tools to automatically update the CMDB

      Avoid manual data entry whenever possible.

      Consider these features when looking at tools:

      • Application dependency mapping: Establishing and tracking the relationships and dependencies between system components, applications, and IT services. The ideal tool will be able to generate maps automatically.
      • Agentless and agent discovery: Scanning systems with both agent and agentless approaches. Agent-based scanning provides comprehensive information on applications used in individual endpoints, which is helpful in minimizing its IT footprint. However, agents require endpoint access. Agentless-based scanning provides a broader and holistic view of deployed applications without the need to install an agent on end devices, which can be good enough for inventory awareness.
      • Data export capability: Easy exporting of application inventory information to be used in reports and other tools.
      • Dashboards and chart visualization: Detailed list of the application inventory, including version number, number of users, licenses, deployment location, and other application details. These details will inform decision makers of each application's health and its candidacy for further rationalization activities.
      • Customizable scanning scripts: Tailor your application discovery approach by modifying the scripts used to scan your systems.
      • Integration with third-party tools: Easy integration with other systems with out-of-the-box plugins or customizable APIs.

      Determine which data collection methods will be used to populate the CMDB

      The effort-to-value ratio is an important factor in populating a CMDB. Manual efforts require a higher process focus, more intensive data validation, and a constant need to remind team members to act on every change.

      Real-Time Data AIOps continual scans Used for event and incident management
      Near Real-Time Data Discovery and dependency mapping run on a regular cycle Used for change and asset management
      Historical Data Activity log imports, manual data entry Used for IT finance, audit trail
      • Determine what amount of effort is appropriate for each data grouping and use case. As decisions are made to expand data within the CMDB, the effort-to-value ratio should always factor in. To be usable, data must be accurate, and every piece of data that needs to be manually entered runs the risk of becoming obsolete.
      • Identify which data sources will bring in each type of data. Where there is a possibility of duplicate records being created, one of the data sources will need to be identified as the primary.
      • If the decision is to manually enter configuration items early in the process, be aware that automation may create duplicates of the CIs that will need to be deduplicated at some point in the process to make the information more usable.
      • Typically, items are discovered, validated, then mapped, but there will be variations depending on the source.
      • Active Directory or LDAP may be used to bring users and technicians into the CMDB. Data may be imported from spreadsheets. Identify efforts where data cleanup may have to happen before transferring into the CMDB.
      • Identify how often manual imports will need to be conducted to make sure data is usable.

      Identify other nondiscoverable data that will need to be added to or accessed by the CMDB

      Foundational data, such as technicians, end users and approvers, roles, location, company, agency, department, building, or cost center, may be added to tables that are within or accessed by the CMDB. Work with your vendor to understand structure and where this information resides.

      • These records can be imported from CSV files manually, but this will require manual removal or edits as information changes.
      • Integration with the HRIS, Active Directory, or LDAP will enable automatic updates through synchronization or scheduled imports.
      • If synchronization is fully enabled, new data can be added and removed from the CMDB automatically.
      • Identify which nondiscoverable attributes will be needed, such as system criticality, support groups, groups it is managed by, location.
      • If partially automating the process, identify where manual updates will need to occur.
      • If fully automating the process, notifications will need to be set up when business owner or product or technical owner fields become empty to prompt defining a replacement within the CMDB.
      • Determine who will manage these updates.
      • Work with your CMDB implementation vendor to determine the best option for bringing this information in.

      1.1.5 Record required data sources

      Allot 15 minutes for this discussion.

      1. Where do you track the work involved in providing services? Typically, your ticket database tracks service requests and incidents. Additional data sources can include:
        • Enterprise resource planning tools for tracking purchase orders
        • Project management information system for tracking tasks
      2. What trusted data sources exist for the technology that supports these services? Examples include:
        • Management tools (e.g. Microsoft Endpoint Configuration Manager)
        • Architectural diagrams and network topology diagrams
        • IT asset management database
        • Spreadsheets
        • Other systems of record
      3. What other data sources can help you gather the data you identified in activity 1.1.4?
      4. Record the relevant data sources for each use case in the Configuration Management Standard Operating Procedures, section 6: Data Collection and Updates.

      Info-Tech Insight

      Improve the trustworthiness of your CMDB as a system of record by relying on data that is already trusted.

      Input

      Output

      • Use cases
      • List of data requirements
      MaterialsParticipants
      • Use Cases and Data Worksheet
      • Configuration Management Standard Operating Procedures
      • IT and business service owners
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Step 1.2

      Define roles and responsibilities

      Activities

      1.2.1 Record the project team and stakeholders

      1.2.2 Complete a RACI chart to define who will be accountable and responsible for configuration tasks

      This step will walk you through the following aspects of a configuration management system:

      • Roles and responsibilities

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • Project manager

      Identify the roles you need in your SCM project

      Determine which roles will need to be involved in the initial project and how to source these roles.

      Leadership Roles
      Oversee the SCM implementation

      1. Configuration Manager – The practice owner for SCM. This is a long-term role.
      2. Configuration Control Board (CCB) Chair – An optional role that oversees proposed alterations to configuration plans. If a CCB is implemented, this is a long-term role.
      3. Project Sponsor or Program Sponsor – Provides the necessary resources for building the CMDB and SCM practices.
      4. Architecture Roles
        Plan the program to build strong foundation
        1. Configuration Management Architect – Technical leader who defines the overall CM solution, plans the scope, selects a tool, and leads the technical team that will implement the solution.
        2. Requirements Analyst – Gathers and manages the requirements for CM.
        3. Process Engineer – Defines, documents, and implements the entire process.

      Architecture Roles
      Plan the program to build strong foundation

      1. Configuration Management Architect – Technical leader who defines the overall CM solution, plans the scope, selects a tool, and leads the technical team that will implement the solution.
      2. Requirements Analyst – Gathers and manages the requirements for CM.
      3. Process Engineer – Defines, documents, and implements the entire process.

      Engineer Roles
      Implement the system

      1. Logical Database Analyst (DBA) Designs the structure to hold the configuration management data and oversees implementation.
      2. Communications and Trainer – Communicates the goals and functions of CM and teaches impacted users the how and why of the process and tools.

      Administrative Roles
      Permanent roles involving long-term ownership

      1. Technical Owner – The system administrator responsible for their system's uptime. These roles usually own the data quality for their system.
      2. Configuration Management Integrator – Oversees regular transfer of data into the CMDB.
      3. Configuration Management Tool Support – Selects, installs, and maintains the CM tool.
      4. Impact Manager – Analyzes configuration data to ensure relationships between CIs are accurate; conducts impact analysis.

      1.2.1 Record the project team and stakeholders

      Allocate 25 minutes to this discussion.

      1. Record the project team.
        1. Identify the project manager who will lead this project.
        2. Identify key personnel that will need to be involved in design of the configuration management system and processes.
        3. Identify where vendors/outsourcers may be required to assist with technical aspects.
        4. Document the project team in the Configuration Management Project Charter, section 1.1: Project Team.
      1. Record a list of stakeholders.
        1. Identify stakeholders internal and external to IT.
        2. Build the stakeholder profile. For each stakeholder, identify their role, interest in the project, and influence on project success. You can score these criteria high/medium/low or score them out of ten.
        3. If managed service providers will need to be part of the equation, determine who will be the liaison and how they will provide or access data.
      Input

      Output

      • Project team members
      • Project plan resources
      MaterialsParticipants
      • Configuration Management Project Charter
      • List of project stakeholders and participants
      • IT service owners
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Even with full automation, this cannot be a "set it and forget it" project if it is to be successful long-term

      Create a team to manage the process and data updates and to ensure data is always usable.

      • Services may be added and removed.
      • Technology will change as technical debt is reduced.
      • Vendors may change as contract needs develop.
      • Additional use cases may be introduced by IT and the business as approaches to management evolve.
      • AIOps can reduce the level of effort and improve visibility as configuration items change from the baseline and notifications are automated.
      • Changes can be checked against requests for changes through automated reconciliations, but changes will still need to be investigated where they do not meet expectations.
      • Manual data changes will need to be made regularly and verified.

      "We found that everyone wanted information from the CMDB, but no one wanted to pay to maintain it. People pointed to the configuration management team and said, 'It's their responsibility.'

      Configuration managers, however, cannot own the data because they have no way of knowing if the data is accurate. They can own the processes related to checking accuracy, but not the data itself."
      – Tim Mason, founding director at TRM Associates
      (Excerpt from Viewpoint: Focus on CMDB Leadership)

      Include these roles in your CMDB practice to ensure continued success and continual improvement

      These roles can make up the configuration control board (CCB) to make decisions on major changes to services, data models, processes, or policies. A CCB will be necessary in complex environments.

      Configuration Manager

      This role is focused on ensuring everyone works together to build the CMDB and keep it up to date. The configuration manager is responsible to:

      • Plan and manage the standards, processes, and procedures and communicate all updates to appropriate staff. Focused on continual improvement.
      • Plan and manage population of the CMDB and ensure data included meets criteria for cost effectiveness and reasonable effort for the value it brings.
      • Validate scope of services and CIs to be included and controlled within the CMDB and manage exceptions.
      • Audit data quality to ensure it is valid, is current, and meets defined standards.
      • Evaluate and recommend tools to support processes, data collection, and integrations.
      • Ensure configuration management processes interface with all other service and business management functions to meet use cases.
      • Report on configuration management performance and take appropriate action on process adherence and quality issues.

      Configuration Librarian

      This role is most important where manual data entry is prevalent and where many nonstandard configurations are in place. The librarian role is often held by the tool administrator. The librarian focuses specifically on data within the CMDB, including:

      • Manual updates to configuration data.
      • CMDB data verification on a regular schedule.
      • Processing ad hoc requests for data.

      Product/Service/Technical Owners

      The product or technical owner will validate information is correctly updating and reflects the existing data requirements as new systems are provisioned or as existing systems change.

      Interfacing Practice Owners

      All practice owners, such as change manager, incident manager, or problem manager, must work with the configuration team to ensure data is usable for each of the use cases they are responsible for.

      Download the Configuration Manager job description

      Assign configuration management responsibilities and accountabilities

      Align authority and accountability.

      • A RACI exercise will help you discuss and document accountability and responsibility for critical configuration management activities.
      • When responsibility and accountability are not well documented, it's often useful to invite a representative of the roles identified to participate in this alignment exercise. The discussion can uncover contrasting views on responsibility and governance, which can help you build a stronger management and governance model.
      • The RACI chart can help you identify who should be involved when making changes to a given activity. Clarify the variety of responsibilities assigned to each key role.
      • In the future, you may need to define roles in more detail as you change your configuration management procedures.

      Responsible: The person who actually gets the job done.
      Different roles may be responsible for different aspects of the activity relevant to their role.

      Accountable: The one role accountable for the activity (in terms of completion, quality, cost, etc.)
      Must have sufficient authority to be held accountable; responsible roles are often accountable to this role.

      Consulted: Those who need the opportunity to provide meaningful input at certain points in the activity; typically, subject matter experts or stakeholders. The more people you must consult, the more overhead and time you'll add to a process.

      Informed: Those who receive information regarding the task but do not need to provide feedback.
      Information might relate to process execution, changes, or quality.

      Complete a RACI chart to define who will be accountable and responsible for configuration tasks

      Determine what roles will be in place in your organization and who will fulfill them, and create your RACI chart to reflect what makes sense for your organization. Additional roles may be involved where there is complexity.

      R = responsible, A = accountable, C = consulted, I = informed CCB Configuration Manager Configuration Librarian Technical Owner(s) Interfacing Practice Owners Tool Administrator
      Plan and manage the standards, processes, and procedures and communicate all updates to appropriate staff. Focused on continual improvement. A R
      Plan and manage population of the CMDB and ensure data included meets criteria for cost effectiveness and reasonable effort for the value it brings. A R
      Validate scope of services and CIs to be included and controlled within the CMDB and manage exceptions. A R
      Audit data quality to ensure it is valid, is current, and meets defined standards. A,R
      Evaluate and recommend tools to support processes, data collection, and integrations. A,R
      Ensure configuration management processes interface with all other service and business management functions to meet use cases. A
      Report on configuration management performance and take appropriate action on process adherence and quality issues. A
      Make manual updates to configuration data. A
      Conduct CMDB data verification on a regular schedule. A
      Process ad hoc requests for data. A
      Enter new systems into the CMDB. A R
      Update CMDB as systems change. A R
      Identify new use cases for CMDB data. R A
      Validate data meets the needs for use cases and quality. R A
      Design reports to meet use cases. R
      Ensure integrations are configured as designed and are functional. R

      1.2.2 Complete a RACI chart to define who will be accountable and responsible for configuration tasks

      Allot 60 minutes for this discussion.

      1. Open the Configuration Management Standard Operating Procedures, section 4.1: Responsibility Matrix. In the RACI chart, review the top row of roles. Smaller organizations may not need a configuration control board, in which case the configuration manager may have more authority.
      2. Modify or expand the process tasks in the left column as needed.
      3. For each role, identify what that person is responsible for, accountable for, consulted on, or informed of. Fill out each column.
      4. Document in the SOP. Schedule a time to share the results with organization leads.
      5. Distribute the chart among all teams in your organization.
      6. Describe additional roles as needed in the documentation.
      7. Add accountabilities and responsibilities for the CCB into the Configuration Control Board Charter.
      8. If appropriate, add auxiliary roles to the Configuration Management Standard Operating Procedures, section 4.2: Configuration Management Auxiliary Role Definitions.

      Notes:

      1. Assign one Accountable for each task.
      2. Have one or more Responsible for each task.
      3. Avoid generic responsibilities such as "team meetings."
      4. Keep your RACI definitions in your documents for quick reference.

      Refer back to the RACI chart when building out the communications plan to ensure accountable and responsible team members are on board and consulted and informed people are aware of all changes.

      Input

      Output

      • Task assignments
      • RACI chart with roles and responsibilities
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures, RACI chart
      • Configuration Control Board Charter, Responsibilities section
      • IT service owners
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Phase 2

      Configuration Management Data Model

      StrategyData StructureProcessesRoadmap
      • Challenges and Goals
      • Use Cases and Data
      • Roles and Responsibilities
      • Services
      • Classifications
      • Data Modeling
      • Lifecycle Processes
      • Baselines
      • Audit and Data Validation
      • Metrics
      • Communications Plan
      • Roadmap

      This phase will walk you through the following aspects of a configuration management system:

      • Data Model
      • Customer-Facing and Supporting Services
      • Business Capabilities
      • Relationships
      • IT Infrastructure Components
      • Enterprise Software
      • End-User Devices
      • Documents

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • CM practice manager
      • CM project manager

      Step 2.1

      Build a framework for CIs and relationships

      Activities

      Document services:

      2.1.1 Define and prioritize your services

      2.1.2 Test configuration items against existing categories

      2.1.3 Create a configuration control board charter to define the board's responsibilities and protocols

      This step will walk you through the following aspects of a configuration management system:

      • Data model
      • Configuration items
      • Relationships

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • CM practice manager
      • Project manager

      Making sense of data daily will be key to maintaining it, starting with services

      As CIs are discovered and mapped, they will automatically map to each other based on integrations, APIs, queries, and transactions. However, CIs also need to be mapped to a conceptional model or service to present the service and its many layers in an easily consumable way.

      These services will need to be manually created or imported into the CMDB and manually connected to the application services. Services can be mapped to technical or business services or both.

      If business services reporting has been requested, talk to the business to develop a list of services that will be required. Use terms the business will be expecting and identify which applications and instances will be mapped to those services.

      If IT is using the CMDB to support service usage and reporting, develop the list of IT services and identify which applications and instances will be mapped to those services.

      This image show the relationship between Discoverable and Nondiscoverable CIs. The discoverable CIs are coloured in purple, and the nondiscoverables are blue.

      Work with your stakeholders to ensure catalog items make sense to them

      There isn't a definitive right or wrong way to define catalog items. For example, the business and IT could both reference application servers, but only IT may need to see technical services broken down by specific locations or device types.

      Refer back to your goals and use cases to think through how best to meet those objectives and determine how to categorize your services.

      Define the services that will be the top-level, nondiscoverable services, which will group together the CIs that make up the complete service. Identify which application(s) will connect into the technical service.

      When you are ready to start discovery, this list of services will be connected to the discovered data to organize it in a way that makes sense for how your stakeholders need to see the data.

      While working toward meeting the goals of the first few use cases, you will want to keep the structure simple. Once processes are in place and data is regularly validated, complexities of different service types and names can be integrated into the data.

      This image show the relationship between Discoverable and Nondiscoverable CIs. Both Discoverable and nondiscoverable CIs are blue.

      Application Service(blue); Technical Service(Purple); IT Shared Services(Orange); Billable Services(green); Service Portfolio(red)

      Define the service types to manage within the CMDB to logically group CIs

      Determine which method of service groupings will best serve your audience for your prioritized use cases. This will help to name your service categories. Service types can be added as the CMDB evolves and as the audience changes.

      Application Service

      Technical Service

      IT Shared Services

      Billable Services

      Service Portfolio

      A set of interconnected applications and hosts configured to offer a service to the organization.

      Example: Financial application service, which may include email, web server, application server, databases, and middleware.

      A logical grouping of CIs based on common criteria.

      Example: Toronto web services, which may include several servers, web applications, and databases.

      A logical grouping of IT and business services shared and used across the organization.

      Example: VoIP/phone services or networking or security services.

      A group of services that will be billed out to departments or customers and would require logical groupings to enable invoicing.

      A group of business and technical service offerings with specific performance reporting levels. This may include multiple service levels for different customer audiences for the same service.

      2.1.1 Define and prioritize your services

      Prioritize your starting point. If multiple audiences need to be accommodated, work with one group at a time.

      Timing: will vary depending on number of services, and starting point

      1. Create your list of services, referencing an existing service catalog, business continuity or disaster recovery plan, list of applications, or brainstorming sessions. Use the terminology that makes the most sense for the audience and their reporting requirements.
      2. If this list is already in place, assess for relevance and reduce the list to only those services that will be managed through the CMDB.
      3. Determine what data will be relevant for each service based on the exercises done in 1.1.4 and 1.1.5. For example, if priority was a required attribute for use case data, ensure each service lists the priority of that service.
      4. For each of these, identify the supporting services. These items can come from your technical service catalog or list of systems and software.
      5. Document this table in the Use Cases and Data Worksheet, tab 3: Service Catalog.

      Service Record Example

      Service: Email
      Supporting Services: M365, Authentication Services

      Service Attributes

      Availability: 24/7 (99.999%)
      Priority: Critical
      Users: All
      Used for: Collaboration
      Billable: Departmental
      Support: Unified Support Model, Account # 123456789

      The CMDB will be organized by services and will enable data analysis through multiple categorization schemes

      To extract maximum service management benefit from a CMDB, the highest level of CI type should be a service, as demonstrated below. While it is easier to start at the system or single-asset level, taking the service mapping approach will provide you with a useful and dynamic view of your IT environment as it relates to the services you offer, instead of a static inventory of components.

      Level 1: Services

      • Business Service Offering: A business service is an IT service that supports a business process, or a service that is delivered to business customers. Business service offerings typically are bound by service-level agreements.
      • IT Service Offering: An IT service supports the customer's business processes and is made up of people, processes, and technology. IT service offerings typically are bound by service-level agreements.

      Level 2: Infrastructure CIs

      • IT Component Set: An IT service offering consists of one of more sets of IT components. An IT component set allows you to group or bundle IT components with other components or groupings.
      • IT Component: An IT system is composed of one or more supporting components. Many components are shared between multiple IT systems.

      Level 3: Supporting CIs

      • IT Subcomponent: Any IT asset that is uniquely identifiable and a component of an IT system.
      • IT components can have subcomponents, and those components can have subcomponents, etc.

      Two charts, showing Enterprise Architect Model and Configuration Service Model. Each box represents a different CI.

      Assess your CMDB's standard category offerings against your environment, with a plan to minimize customization

      Standard categorization schemes will allow for easier integration with multiple tools and reporting and improve results if using machine learning to automate categorization. If the CMDB chosen includes structured categories, use that as your starting point and focus only on gaps that are not addressed for CIs unique to your environment.

      There is an important distinction between a class and a type. This concept is foundational for your configuration data model, so it is important that you understand it.

      • Types are general groupings, and the things within a type will have similarities. For attributes that you want to collect on a type, all children classes and CIs will have those attribute fields.
      • Classes are a more specific grouping within a type. All objects within a class will have specific similarities. You can also use subclasses to further differentiate between CIs.
      • Individual CIs are individual instances of a class or subclass. All objects in a class will have the same attribute fields and behave the same, although the values of their attributes will likely differ.
      • Attributes may be discovered or nondiscoverable and manually added to CIs. The attributes are properties of the CI such as serial number, version, memory, processor speed, or asset tag.

      Use inheritance structures to simplify your configuration data model.

      An example CM Data Model is depicted.

      Assess the list of classes of configuration items against your requirements

      Types are general groupings, and the things within a type will have similarities. Each type will have its own table within the CMDB. Classes within a type are a more specific grouping of configuration items and may include subclasses.

      Review your vendor's CMDB documentation. Find the list of CI types or classes. Most CMDBs will have a default set of classes, like this standard list. If you need to build your own, use the table below as a starting point. Define anything required for unique classes. Create a list and consult with your installation partner.

      Sample list of classes organized by type

      Types Services Network Hardware Storage Compute App Environment Documents
      Classes
      • Application Service
      • Technical Service
      • IT Shared Service
      • Billable Service
      • Service Portfolio
      • Switch
      • Router
      • Firewall
      • Modem
      • SD-WAN
      • Load Balancer
      • UPS
      • Computer
      • Laptop
      • Server
      • Tablet
      • Database
      • Network-Attached Storage
      • Storage Array Network
      • Blob
      • Operating System
      • Hypervisor
      • Virtual Server
      • Virtual Desktop
      • Appliance
      • Virtual Application
      • Enterprise Application
      • Line of Business Application Software
      • Development
      • Test
      • Production
      • Contract
      • Business Impact Analysis
      • Requirements

      Review relationships to determine which ones will be most appropriate to map your dependencies

      Your CMDB should include multiple relationship types. Determine which ones will be most effective for your environment and ensure everyone is trained on how to use them. As CIs are mapped, verify they are correct and only manually map what is incorrect or not mapping through automation.

      Manually mapping CMDB relationships may be time consuming and prone to error, but where manual mapping needs to take place, ensure the team has a common view of the dependency types available and what is important to map.

      Use automated mapping whenever possible to improve accuracy, provide functional visualizations, and enable dynamic updates as the environment changes.

      Where a dependency maps to external providers, determine where it makes sense to discover and map externally provided CIs.

      • Only connect where there is value in mapping to vendor-owned systems.
      • Only connect where data and connections can be trusted and verified.

      Most common dependency mapping types

      A list of the most common dependency mapping types.

      2.1.2 Test configuration items against existing categories

      Time to complete: 1-2 hours

      1. Select a service to test.
      2. Identify the various components that make up the service, focusing on configuration items, not attributes
      3. Categorize configuration items against types and classes in the default settings of the CMDB.
      4. Using the default relationships within the CMDB, identify the relationships between the configuration items.
      5. Identify types, classes, and relationships that do not fit within the default settings. Determine if there are common terms for these items or determine most appropriate name.
      6. Validate these exceptions with the publisher.
      7. Document exceptions in the Configuration Management Standard Operating Procedures, Appendix 2: Types and Classes of Configuration Items
      Input

      Output

      • List of default settings for classes, types, and relationships
      • Small list of services for testing
      • List of CIs to map to at least one service
      • List of categories to add to the CMDB solution.
      MaterialsParticipants
      • Use Cases and Data Worksheet
      • Configuration Management Standard Operating Procedures
      • IT service owners
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      2.1.3 Create a configuration control board charter to define the board's responsibilities and protocols

      A charter will set the tone for meetings, ensure purpose is defined and meeting cadence is set for regular reviews.

      1. Open the Configuration Control Board Charter. Review the document and modify as appropriate for your CCB. This will include:
        • Purpose and mandate of the committee – Reference objectives from the project charter.
        • Team composition – Determine the right mix of team members. A team of six to ten people can provide a good balance between having a variety of opinions and getting work done.
        • Voting option – Determine the right quorum to approve changes.
        • Responsibilities – List responsibilities, starting with RACI chart items.
        • Authority – Define the control board's span of control.
        • Governing laws and regulations – List any regulatory requirements that will need to be met to satisfy your auditors.
        • Meeting preparation – Set expectations to ensure meetings are productive.
      2. Distribute the charter to CCB members.
      Input

      Output

      • Project team members
      • Project plan resources
      MaterialsParticipants
      • Configuration Control Board Charter
      • IT service owners
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Assess the default list of statuses for each state

      Align this list with your CMDB

      Minimize the number of customizations that will make it difficult to update the platform.

      1. Review the default status list within the tool.
      2. Identify which statuses will be most used. Write a definition for each status.
      3. Update this list as you update process documentation in Step 3.1. After initial implementation, this list should only be modified through change enablement.
      4. Record this list of statuses in the Configuration Management Standard Operating Procedures, Appendix 4: Statuses
      State Status Description
      Preparation Ordered Waiting delivery from the vendor
      In Planning Being created
      Received Vendor has delivered the item, but it is not ready for deployment
      Production In Stock Available to be deployed
      In Use Deployed
      On Loan Deployed to a user on a temporary basis
      For Removal Planning to be phased out but still deployed to an end user
      Offline In Transit Moving to a new location
      Under Maintenance Temporarily offline while a patch or change is applied
      Removed Decommissioned Item has been retired and is no longer in production
      Disposed Item has been destroyed and we are no longer in possession of it
      Lost Item has been lost
      Stolen Item has been stolen

      Step 2.2

      Document statuses, attributes, and data sources

      Activities

      2.2.1 Follow the packet and map out the in-scope services and data centers

      2.2.2 Build data model diagrams

      2.2.3 Determine access rights for your data

      This step will walk you through the following aspects of a configuration management system:

      • Statuses
      • Attributes for each class of CI

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • Project manager

      Outcomes of this step

      • Framework for approaching CI statuses
      • Attributes for each class of CI
      • Data sources for those attributes

      Service mapping approaches

      As you start thinking about dependency mapping, it's important to understand the different methods and how they work, as well as your CMDB's capabilities. These approaches may be all in the same tool, or the tool may only have the top-down options.

      Top down, most common

      Pattern-based

      Most common option, which includes indicators of connections such as code, access rights, scripting, host discovery, and APIs.

      Start with pattern-based, then turn on traffic-based for more detail. This combination will provide the most accuracy.

      Traffic-based

      Map against traffic patterns involving connection rules to get more granular than pattern-based.

      Traffic-based can add a lot of overhead with extraneous data, so you may not want to run it continuously.

      Tag-based

      Primarily used for cloud, containers, and virtual machines and will attach the cloud licenses to their dependent services and any related CIs.

      Tags work well with cloud but will not have the same hierarchical view as on-premises dependency mapping.

      Machine learning

      Machine learning will look for patterns in the traffic-based connections, match CIs to categories and help organize the data.

      Machine learning (ML) may not be in every solution, but if you have it, use it. ML will provide many suggestions to make the life of the data manager easier.

      Model hierarchy

      Automated data mapping will be helpful, but it won't be foolproof. It's critical to understand the data model to validate and map nondiscoverable CIs correctly.

      The framework consists of the business, enterprise, application, and implementation layers.

      The business layer encodes real-world business concepts via the conceptual model.

      The enterprise layer defines all enterprise data assets' details and their relationships.

      The application layer defines the data structures as used by a specific application.

      The implementation layer defines the data models and artifacts for use by software tools.

      An example of Model Hierarchy is depicted.

      Learn how to create data models with Info-Tech's blueprint Create and Manage Enterprise Data Models

      2.2.1 Follow the packet and map out the in-scope services and data centers

      Reference your network topology and architecture diagrams.

      Allot 1 hour for this activity.

      1. Start with a single service that is well understood and documented.
      2. Identify the technical components (hardware and applications) that make up the service.
      3. Determine if there is a need to further break down services into logical service groupings. For example, the email service to the right is broken down into authentication and mail flow.
      4. If you don't have a network diagram to follow, create a simple one to identify workflows within the service and components the service uses.
      5. Record the apps and underlying components in the Configuration Management Standard Operating Procedures, Appendix 1: Configuration Data Model Structure.

      This information will be used for CM project planning and validating the contents of the CMDB.

      an example of a Customer-facing service is shown, for Email sample topology.

      Download the Configuration Management Diagram Template Library to see an example.

      Build your configuration data model

      Rely on out-of-the-box functionality where possible and keep a narrow focus in the early implementation stages.

      1. If you have an enterprise architecture, then your configuration management data model should align with it.
      2. Keep a narrow focus in the early implementation stages. Don't fill up your CMDB until you are ready to validate and fix the data.
      3. Rely on out-of-the-box (OOTB) functionality where possible. If your configuration management database (CMDB) and platform do not have a data model OOTB, then rely on a publicly available data model.
      4. Map your business or IT service offering to the first few layers.

      Once this is built out in the system, you can let the automated dependency mapping take over, but you will still need to validate the accuracy of the automated mapping and investigate anything that is incorrect.

      Sample Configuration Data Model

      Every box represents a CI, and every line represents a relationship

      A sample configuration Data model is shown.

      Example: Data model and CMDB visualization

      Once the data model is entered into the CMDB, it will provide a more dynamic and complex view, including CIs shared with other services.

      An example of a Data Model Exercise

      CMDB View

      An example of a CMDB View of the Data Model Exercise

      2.2.2 Build data model diagrams

      Visualize the expected CI classes and relationships.

      Allot 45 minutes.

      1. Identify the different data model views you need. Use multiple diagrams to keep the information simple to read and understand. Common diagrams include:
        1. Network level: Outline expected CI classes and relationships at the network level.
        2. Application level: Outline the expected components and relationships that make up an application.
        3. Services level: Outline how business capability CIs and service CIs relate to each other and to other types of CIs.
      1. Use boxes to represent CI classes.
      2. Use lines to represent relationships. Include details such as:
        1. Relationship name: Write this name on the arrow.
        2. Direction: Have an arrow point to each child.

      Review samples in Configuration Management Diagram Template Library.
      Record these diagrams in the Configuration Management Standard Operating Procedures, Appendix 1: Configuration Data Model Structure.

      Input

      Output

      • List of default settings for classes, types, and relationships
      • Small list of services for testing
      • List of CIs to map to at least one service
      • List of additions of categories to add to the CMDB solution.
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures
      • Configuration Management Diagram Template Library
      • IT service owners
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Download the Configuration Management Diagram Template Library to see examples.

      Determine governance for data security, access, and validation

      Align CMDB access to the organization's access control policy to maintain authorized and secure access for legitimate staff performing their role.

      Data User Type Access Role
      Data consumers
      • View-only access
      • Will need to view and use the data but will not need to make modifications to it
      • Service desk
      • Change manager
      • Major incident manager
      • Finance
      CMDB owner
      • Read/write access with the ability to update and validate data as needed
      • Configuration manager
      Domain owner
      • Read/write access for specific domains
      • Data owner within their domain, which includes validating that data is in the database and that it is correctly categorized.
      • Enterprise architect
      • Application owner
      Data provider
      • Read/write access for specific domains
      • Ensures automated data has been added and adds nondiscoverable assets and attributes as needed
      • Server operations
      • Database management
      • Network teams
      CMDB administrator
      • View-only access for data
      • Will need to have access for modifying the structure of the product, including adding fields, as determined by the CCB
      • ITSM tool administrator

      2.2.3 Determine access rights for your data

      Allot 30 minutes for this discussion.

      1. Open the Configuration Management Standard Operating Procedures, section 5: Access Rights.
      2. Review the various roles from an access perspective.
        1. Who needs read-only access?
        2. Who needs read/write access?
        3. Should there be restrictions on who can delete data?
      1. Fill in the chart and communicate this to your CMDB installation vendor or your CMDB administrator.
      Input

      Output

      • Task assignments
      • Access rights and roles
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures
      • IT service owners
      • Practice owners and managers
      • SCM practice manager
      • SCM project sponsor

      Phase 3

      Configuration Record Updates

      StrategyData StructureProcessesRoadmap
      • Challenges and Goals
      • Use Cases and Data
      • Roles and Responsibilities
      • Services
      • Classifications
      • Data Modeling
      • Lifecycle Processes
      • Baselines
      • Audit and Data Validation
      • Metrics
      • Communications Plan
      • Roadmap

      This phase will walk you through the following aspects of a configuration management system:

      • ITSM Practices and Workflows
      • Discovery and Dependency Mapping Tools
      • Auditing and Data Validation Practices

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • SCM project manager
      • IT audit

      Harness Service Configuration Management Superpowers

      Step 3.1

      Keep CIs and relationships up to date through lifecycle process integrations

      Activities

      3.1.1 Define processes to bring new services into the CMDB

      3.1.2 Determine when each type of CI will be created in the CMDB

      3.1.3 Identify when each type of CI will be retired in the CMDB

      3.1.4 Record when and how attributes will change

      3.1.5 Institute configuration control and configuration baselines

      This step will walk you through the following aspects of a configuration management system:

      1. ITSM Practices and Workflows
      2. Discovery and Dependency Mapping Tools

      This phase involves the following participants:

      1. IT service owners
      2. Enterprise architects
      3. Practice owners and managers
      4. SCM practice manager
      5. Project manager

      Outcomes of this step

      • List of action items for updating interfacing practices and processes
      • Identification of where configuration records will be manually updated

      Incorporate CMDB updates into IT operations

      Determine which processes will prompt changes to the CMDB data

      Onboard new services - Offboard Redundant Services. Onboard new CIs - Offboard Redundant CIs; Maintain CIs - Update Attributes.

      Change enablement

      Identify which process are involved in each stage of data input, maintenance, and removal to build out a process for each scenario.

      Project management

      Change enablement

      Asset management

      Security controls

      Project management

      Incident management

      Deployment management

      Change enablement

      Asset management

      Security controls

      Project management

      Incident management

      Service management

      Formalize the process for adding new services to the CMDB

      As new services and products are introduced into the environment, you can improve your ability to correctly cost the service, design integrations, and ensure all operational capabilities are in place, such as data backup and business continuity plans.
      In addition, attributes such as service-level agreements (SLAs), availability requirements, and product, technical, and business owners should be documented as soon as those new systems are made live.

      • Introduce the technical team and CCB to the product early to ensure the service record is created before deployment and to quickly map the services once they are moved into the production environment.
      • Engage with project managers or business analysts to define the process to include security and technical reviews early.
      • Engage with the security and technical reviewers to start documenting the service as soon as it is approved.
      • Determine which practices will be involved in the creation and approval of new services and formalize the process to streamline entry of the new service, onboarding corresponding CIs and mapping dependencies.

      an example of the review and approval process for new service or products is shown.

      3.1.1 Define processes to bring new services into the CMDB

      Start with the most frequent intake methods, and if needed, use this opportunity to streamline the process.

      1. Discuss the methods for new services to be introduced to the IT environment.
      2. Critique existing methods to assess consistency and identify issues that could prevent the creation of services in the CMDB in a timely manner.
      3. Create a workflow for the existing processes, with an eye to improvement. Identify any changes that will need to be introduced and managed appropriately.
      4. Identify where additional groups may need to be engaged to ensure success. For example, if project managers are not interfacing early with IT, discuss process changes with them.
      5. Discuss the validation process and determine where control points are. Document these on the workflows.
      6. Complete the Configuration Management Standard Operating Procedures, section 8.1: Introduce New Service and Data Model.

      Possible intake opportunities:

      • Business-driven project intake process
      • IT-driven project intake process
      • Change enablement reviews
      • Vendor-driven product changes
      Input

      Output

      • Discussion
      • Intake processes
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures
      • Configuration Management Diagram Template Library
      • Configuration control board
      • Configuration manager
      • Project sponsor
      • IT stakeholders

      Identify scenarios where CIs are added and removed in the configuration management database

      New CIs may be introduced with new services or may be introduced and removed as part of asset refreshes or through service restoration in incident management. Updates may be done by your own services team or a managed services provider.
      Determine the various ways the CIs may be changed and test with various CI types.
      Review attributes such as SLAs, availability requirements, and product, technical, and business owners to determine if changes are required.

      • Identify what will be updated automatically or manually. Automation could include discovery and dependency mapping or synchronization with AMDB or AIOps tools.
      • Engage with relevant program managers to define and validate processes.
      • Identify control points and review audit requirements.

      An example of New or refresh CI from Procurement.

      Info-Tech Insight

      Data deemed no longer current may be archived or deleted. Retained data may be used for tracing lifecycle changes when troubleshooting or meeting audit obligations. Determine what types of CIs and use cases require archived data to meet data retention policies. If none do, deletion of old data may be appropriate.

      3.1.2 Identify when each type of CI will be created in the CMDB

      Allot 45 minutes for discussion.

      1. Discuss the various methods for new CIs to be introduced to the IT environment.
      2. Critique existing methods to assess consistency and identify issues that could prevent the creation of CIs in the CMDB in a timely manner.
      3. Create a workflow for the existing processes, with an eye to improvement. Identify any changes that will need to be introduced and managed appropriately.
      4. Identify where additional groups may need to be engaged to ensure success. For example, if project managers are not interfacing early with IT, discuss process changes with them.
      5. Discuss the validation process and determine where control points are. Document these on the workflows.
      6. Complete Configuration Management Standard Operating Procedures, section 8.2: Introduce New Configuration Items to the CMDB

      Possible intake opportunities:

      • Business-driven project intake process
      • IT-driven project intake process
      • Change enablement reviews
      • Vendor-driven product changes
      • Incident management
      • Asset management, lifecycle refresh
      Input

      Output

      • Discussion
      • Retirement processes
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures
      • Configuration Management Diagram Template Library
      • Configuration control board
      • Configuration manager
      • Project sponsor
      • IT stakeholders

      3.1.3 Identify when each type of CI will be retired in the CMDB

      Allot 45 minutes for discussion.

      1. Discuss the various methods for CIs to be removed from the IT environment.
      2. Critique existing methods to assess consistency and identify issues that could prevent the retirement of CIs in the CMDB in a timely manner.
      3. Create a workflow for the existing processes, with an eye to improvement. Identify any changes that will need to be introduced and managed appropriately.
      4. Identify where additional groups may need to be engaged to ensure success. For example, if project managers are not interfacing early with IT, discuss process changes with them.
      5. Discuss the validation process and determine where control points are. Document these on the workflows.
      6. Discuss data retention. How long will retired information need to be archived? What are the potential scenarios where legacy information may be needed for analysis?
      7. Complete the Configuration Management Standard Operating Procedures, section 8.4: Retire and Archive Configuration Records.

      Possible retirement scenarios:

      • Change enablement reviews
      • Vendor-driven product changes
      • Incident management
      • Asset management, lifecycle refresh
      Input

      Output

      • Discussion
      • Intake processes
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures
      • Configuration Management Diagram Template Library
      • Configuration control board
      • Configuration manager
      • Project sponsor
      • IT stakeholders

      Determine appropriate actions for detecting new or changed CIs through discovery

      Automated detection will provide the most efficient way of recording planned changes to CIs as well as detected unplanned changes. Check with the tool to determine what reports or notifications are available for the configuration management process and define what actions will be appropriate.

      As new CIs are detected, identify the process by which they should have been introduced into configuration management and compare against those records. If your CMDB can automatically check for documentation, this may be easier. Weekly reporting will allow you to catch changes quickly, and alerts on critical CIs could enable faster remediation, if the tool allows for alerting. AIOps could identify, notify of, and process many changes in a highly dynamic environment.

      Type of Change

      Impacted Process

      Validation

      Findings

      Actions

      Configuration change to networking equipment or software

      Change management

      Check for request for change

      No RFC

      Add to CAB agenda, notify technical owner

      Configuration change to end-user device or software

      Asset management

      Check for service ticket

      No ticket

      Escalate to asset agenda, notify service manager

      New assets coming into service

      Security incident and event management

      Check for SIEM integration

      No SIEM integration

      Notify security operations team to investigate

      The configuration manager may not have authority to act but can inform the process owners of unauthorized changes for further action. Once the notifications are forwarded to the appropriate process owner, the configuration manager will note the escalation and follow up on data corrections as deemed appropriate by the associated process owner.

      3.1.4 Record when and how attributes will change

      These lists will help with configuration control plans and your implementation roadmap.

      1. List each attribute that will change in that CI type's life.
      2. Write all the times that each attribute will change. Identify:
        1. The name of the workflow, service request, process, or practice that modifies the attribute.
        2. Whether the update is made automatically or manually.
        3. The role or tool that updates the CMDB.
      1. Update the relevant process or procedure documentation. Explicitly identify when the configuration records are updated.

      Document these tables in Configuration Management Standard Operation Procedures, Section 8.7: Practices That Modify CIs.

      Network Equipment
      Attributes

      Practices That Modify This Attribute

      Status
      • Infra Deployment (updated manually by Network Engineering)
      • Change Enablement (updated manually by CAB or Network Engineering)
      Assigned User
      • IT Employee Offboarding or Role Change (updated manually by Network Engineering)
      Version
      • Patch Deployment (updated automatically by SolarWinds)
      End-User Computers
      Attributes
      Practices That Modify This Attribute
      Status
      • Device Deployment (updated manually by Desktop Support)
      • Device Recovery (updated manually by Desktop Support)
      • Employee Offboarding and Role Change (updated manually by Service Desk)
      Assigned User
      • Device Deployment (updated manually by Desktop Support)
      • Device Recovery (updated manually by Desktop Support)
      • Employee Offboarding and Role Change (updated manually by Service Desk)
      Version
      • Patch Deployment (updated automatically by ConfigMgr)

      Institute configuration control and configuration baselines where appropriate

      A baseline enables an assessment of one or more systems against the desired state and is useful for troubleshooting incidents or problems and validating changes and security settings.

      Baselines may be used by enterprise architects and system engineers for planning purposes, by developers to test their solution against production copies, by technicians to assess configuration drift that may be causing performance issues, and by change managers to assess and verify the configuration meets the target design.

      Configuration baselines are a snapshot of configuration records, displaying attributes and first-level relationships of the CIs. Standard configurations may be integral to the success of automated workflows, deployments, upgrades, and integrations, as well as prevention of security events. Comparing current CIs against their baselines will identify configuration drift, which could cause a variety of incidents. Configuration baselines are updated through change management processes.
      Configuration baselines can be used for a variety of use cases:

      • Version control – Management of software and hardware versions, https://dj5l3kginpy6f.cloudfront.net/blueprints/harness-configuration-management-superpowers-phases-1-4/builds, and releases.
      • Access control – Management of access to facilities, storage areas, and the CMS.
      • Deployment control – Take a baseline of CIs before performing a release so you can use this to check against actual deployment.
      • Identify accidental changes Everyone makes mistakes. If someone installs software on the wrong server or accidentally drops a table in a database, the CMS can alert IT of the unauthorized change (if the CI is included in configuration control).

      Info-Tech Insight

      Determine the appropriate method for evaluating and approving changes to baselines. Delegating this to the CCB every time may reduce agility, depending on volume. Discuss in CCB meetings.

      A decision tree for deploying requested changes.

      3.1.5 Institute configuration control and configuration baselines where appropriate

      Only baseline CIs and relationships that you want to control through change enablement.

      1. Determine criteria for capturing configuration baselines, including CI type, event, or processes.
      2. Identify who will use baselines and how they will use the data. Identify their needs.
      3. Identify CIs that will be out of scope and not have baselines created.
      4. Document requirements in the SOP.
      5. Ensure appropriate team members have training on how to create and capture baselines in the CMDB.
      6. Document in the Configuration Management Standard Operating Procedures, section 8.5: Establish and Maintain Configuration Baselines.
      Process Criteria Systems
      Change Enablement & Deployment All high-risk changes must have the baseline captured with version number to revert to stable version in the event of an unsuccessful change
      • Servers (physical and virtual)
      • Enterprise software
      • IaaS
      • Data centers
      Security Identify when configuration drift may impact risk mitigation strategies
      • Servers (physical and virtual)
      • Enterprise software
      • IaaS
      • Data centers
      Input

      Output

      • Discussion
      • Baseline configuration guidelines
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures
      • Configuration control board
      • Configuration manager
      • Project sponsor
      • IT stakeholders

      Step 3.2

      Validate data within the CMDB

      Activities

      3.2.1 Build an audit plan and checklist

      This step will walk you through the following aspects of a configuration management system:

      • Data validation and audit

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • Project manager
      • IT audit

      Outcomes of this step

      • Updates to processes for data validation
      • Plan for auditing and validating the data in the CMDB

      Audit and validate the CMDB

      Review the performance of the supporting technologies and processes to validate the accuracy of the CMDB.

      A screenshot of the CM Audit Plan.

      CM Audit Plan

      • CM policies
      • CM processes and procedures
      • Interfacing processes
      • Content within the CMDB

      "If the data in your CMDB isn't accurate, then it's worthless. If it's wrong or inaccurate, it's going to drive the wrong decisions. It's going to make IT worse, not better."
      – Valence Howden, Research Director, Info-Tech Research Group

      Ensure the supporting technology is working properly

      Does the information in the database accurately reflect reality?

      Perform functional tests during audits and as part of release management practices.

      Audit results need to have a clear status of "compliant," "noncompliant," or "compliant with conditions," and conditions need to be noted. The conditions will generally offer a quick win to improve a process, but don't use these audit results to quickly check off something as "done." Ensure the fix is useful and meaningful to the process.
      The audit should cover three areas:

      • Process: Are process requirements for the program well documented? Are the processes being followed? If there were updates to the process, were those updates to the process documented and communicated? Has behavior changed to suit those modified processes?
      • Physical: Physical configuration audits (PCAs) are audits conducted to verify that a configuration item, as built, conforms to the technical documentation that defines and describes it.
      • Functional: Functional configuration audits (FCAs) are audits conducted to verify that the development of a configuration item has been completed satisfactorily, the item has achieved the functional attributes specified in the functional or allocated baseline, and its technical documentation is complete and satisfactory.

      Build auditing and validation of processes whenever possible

      When technicians and analysts are working on a system, they should check to make sure the data about that system is correct. When they're working in the CMDB, they should check that the data they're working with is correct.

      More frequent audits, especially in the early days, may help move toward process adoption and resolving data quality issues. If audits are happening more frequently, the audits can include a smaller scope, though it's important to vary each one to ensure many different areas have been audited through the year.

      • Watch for data duplication from multiple discovery tools.
      • Review mapping to ensure all relevant CIs are attached to a product or service.
      • Ensure report data is logical.

      Ensure the supporting technology is working properly

      Does the information in the database accurately reflect reality?

      Perform functional tests during audits and as part of release management practices.

      Audit results need to have a clear status of "compliant," "noncompliant," or "compliant with conditions," and conditions need to be noted. The conditions will generally offer a quick win to improve a process, but don't use these audit results to quickly check off something as "done." Ensure the fix is useful and meaningful to the process.
      The audit should cover three areas:

      • Process: Are process requirements for the program well documented? Are the processes being followed? If there were updates to the process, were those updates to the process documented and communicated? Has behavior changed to suit those modified processes?
      • Physical: Physical configuration audits (PCAs) are audits conducted to verify that a configuration item, as built, conforms to the technical documentation that defines and describes it.
      • Functional: Functional configuration audits (FCAs) are audits conducted to verify that the development of a configuration item has been completed satisfactorily, the item has achieved the functional attributes specified in the functional or allocated baseline, and its technical documentation is complete and satisfactory.

      More frequent audits, especially in the early days, may help move toward process adoption and resolving data quality issues. If audits are happening more frequently, the audits can include a smaller scope, though it's important to vary each one to ensure many different areas have been audited through the year.

      • Watch for data duplication from multiple discovery tools.
      • Review mapping to ensure all relevant CIs are attached to a product or service.
      • Ensure report data is logical.

      Identify where processes break down and data is incorrect

      Once process stops working, data becomes less accurate and people find workarounds to solve their own data needs.

      Data within the CMDB often becomes incorrect or incomplete where human work breaks down

      • Investigate processes that are performed manually, including data entry.
      • Investigate if the process executors are performing these processes uniformly.
      • Determine if there are opportunities to automate or provide additional training.
      • Select a sample of the corresponding data in the CMS. Verify if the data is correct.

      Non-CCB personnel may not be completing processes fully or consistently

      • Identify where data in the CMS needs to be updated.
      • Identify whether the process practitioners are uniformly updating the CMS.
      • Discuss options for improving the process and driving consistency for data that will benefit the whole organization.

      Ensure that the data entered in the CMDB is correct

      • Confirm that there is no data duplication. Data duplication is very common when there are multiple discovery tools in your environment. Confirm that you have set up your tools properly to avoid duplication.
      • Build a process to respond to baseline divergence when people make changes without following change processes and when updates alter settings.
      • Audit the system for accuracy and completeness.

      3.2.1 Build an audit plan and checklist

      Use the audit to identify areas where processes are breaking down.

      Audits present you with the ability to address these pain points before they have greater negative impact.

      1. Identify which regulatory requirements and/or auditing bodies will be relevant to audit processes or findings.
      2. Determine frequency of practice audits and how they relate to internal audits or external audits.
      3. Determine audit scope, including requirements for data spot checks.
      4. Determine who will be responsible for conducting audits and validate this is consistent with the RACI chart.
      5. Record audit procedures in the Configuration Management Standard Operating Procedures section 8.6: Verify and Review the Quality of Information Through Auditing.
      6. Review the Configuration Management Audit and Validation Checklist and modify to suit your needs.

      Download the Configuration Management Audit and Validation Checklist

      Input

      Output

      • Discussion
      • Baseline configuration guidelines
      MaterialsParticipants
      • Configuration Management Standard Operating Procedures
      • Configuration control board
      • Configuration manager
      • Project sponsor
      • IT stakeholders

      Phase 4

      Service Configuration Roadmap

      StrategyData StructureProcessesRoadmap
      • Challenges and Goals
      • Use Cases and Data
      • Roles and Responsibilities
      • Services
      • Classifications
      • Data Modeling
      • Lifecycle Processes
      • Baselines
      • Audit and Data Validation
      • Metrics
      • Communications Plan
      • Roadmap

      This phase will walk you through the following aspect of a configuration management system:
      Roadmap
      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • SCM project manager

      Harness Service Configuration Management Superpowers

      Step 4.1

      Define measures of success

      Activities

      4.1.1 Identify key metrics to define configuration management success
      4.1.2 Brainstorm and record desired reports, dashboards, and analytics
      4.1.3 Build a configuration management policy

      This phase will walk you through the following aspects of a configuration management system:

      • Metrics
      • Policy

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • SCM project manager

      The value of metrics can be found in IT efficiency increases

      When determining metrics for configuration management, be sure to separate metrics needed to gauge configuration management success and those that will use data from the CMDB to provide metrics on the success of other practices.

      • Metrics provide accurate indicators for IT and business decisions.
      • Metrics help you identify IT efficiencies and problems and solve issues before they become more serious.
      • Active metrics tracking makes root cause analysis of issues much easier.
      • Proper application of metrics helps IT services identification and prioritization.
      • Operational risks can be prevented by identifying and implementing metrics.
      • Metrics analysis increases the confidence of the executive team and ensures that IT is working well.

      A funnel is shown. The output is IT Performance. The inputs are: Service Desk Metrics; Incident Metrics; Asset Mgmt. Metrics; Release Mgmt. Metrics; Change Mgmt. Metrics; Infra. Metrics

      4.1.1 Identify key metrics to define configuration management success

      Determine what metrics are specifically related to the practice and how and when metrics will be accessed.

      Success factors

      Key metrics

      Source

      Product and service configuration data is relevant

      • Stakeholder satisfaction with data access, accuracy, and usability
      • Stakeholder satisfaction with service configuration management interface, procedures, and reports

      Stakeholder discussions

      • Number of bad decisions made due to incorrect or insufficient data
      • Impact of bad decisions made due to incorrect or insufficient data

      Process owner discussions

      • Number and impact of data identified as incorrect
      • % of CMDB data verified over the period

      CMDB

      Cost and effort are continually optimized

      • Effort devoted to service configuration management
      • Cost of tools directly related to the process

      Resource management or scheduling

      ERP

      Progress reporting

      • Communication execution
      • Process
      • Communications and feedback

      Communications team and stakeholder discussions

      Data – How many products are in the CMDB and are fully and accurately discovered and mapped?

      CMDB

      Ability to meet milestones on time and with appropriate quality

      Project team

      Document metrics in the Configuration Management Standard Operating Procedures, section 7: Success Metrics

      Use performance metrics to identify areas to improve service management processes using CMDB data

      Metrics can indicate a problem with service management processes but cannot provide a clear path to a solution on their own.

      • The biggest challenge is defining and measuring the process and people side of the equation.
      • Expected performance may also need to be compared to actual performance in planning, budgeting, and improvements.
      • The analysis will need to include critical success factors (CSFs), data collection procedures, office routines, engineering practices, and flow diagrams including workflows and key relationships.
      • External benchmarking may also prove useful in identifying how similar organizations are managing aspects of their infrastructure, processing transactions/requests, or staffing. If using external benchmarking for actual process comparisons, clearly defining your internal processes first will make the data collection process smoother and more informative.

      Info-Tech Insight

      Using a service framework such as ITIL, COBIT, or ISO 20000 may make this job easier, and subscribing to benchmarking partners will provide some of the external data needed for comparison.

      4.1.2 Brainstorm and record desired reports, dashboards, and analytics with related practices

      The project team will use this list as a starting point

      Allot 45 minutes for this discussion.

      1. Create a table for each service or business capability.
        1. Have one column for each way of consuming data: reports, dashboards, and ad hoc analytics.
        2. Have one row for each stakeholder group that will consume the information.
      2. Use the challenges and use cases to brainstorm reports, dashboards, and ad hoc analytic capabilities that each stakeholder group will find useful.
      3. Record these results in your Configuration Management Standard Operating Procedures, section 7: Aligned Processes' Desired Analytical Capabilities.
      Stakeholder Groups Reports Dashboards
      Change Management
      • CI changes executed without an RFC
      • RFCs grouped by service
      • Potential collisions in upcoming changes
      Security
      • Configuration changes that no longer match the baseline
      • New configuration items discovered
      Finance
      • Service-based costs
      • Service consumption by department

      Download the blueprint Take Control of Infrastructure and Operations Metrics to create a complete metrics program.

      Create a configuration management policy and communicate it

      Policies are important documents to provide definitive guidelines and clarity around data collection and use, process adherence, and controls.

      • A configuration management policy will apply to IT as the audience, and participants in the program will largely be technical.
      • Business users will benefit from a great configuration management program but will not participate directly.
      • The policy will include objectives and scope, use of data, security and integrity of data, data models and criteria, and baseline configurations.
      • Several governing regulations and practices may intersect with configuration management, such as ITIL, COBIT, and NIST frameworks, as well as change enablement, quality management, asset management, and more.
      • As the policy is written, review processes to ensure policies and processes are aligned. The policy should enable processes, and it may require modifications if it hinders the collection, security, or use of data required to meet proposed use cases.
      • Once the policy is written and approved, ensure all stakeholders understand the importance, context, and repercussions of the policy.

      The approvals process is about appropriate oversight of the drafted policies. For example:

      • Do the policies satisfy compliance and regulatory requirements?
      • Do the policies work with the corporate culture?
      • Do the policies address the underlying need?

      If the draft is approved:

      • Set the effective date and a review date.
      • Begin communication, training, and implementation.

      Employees must know that there are new policies and understand the steps they must take to comply with the policies in their work.

      Employees must be able to interpret, understand, and know how to act upon the information they find in the policies.

      Employees must be informed on where to get help or ask questions and who to request policy exceptions from.

      If the draft is rejected:

      • Acquire feedback and make revisions.
      • Resubmit for approval.

      4.1.3 Build a configuration management policy

      This policy provides the foundation for configuration control.

      Use this template as a starting point.

      The Configuration Management Policy provides the foundation for a configuration control board and the use of configuration baselines.
      Instructions:

      1. Review and modify the policy statements. Ensure that the policy statements reflect your organization and the expectations you wish to set.
      2. If you don't have a CCB: The specified responsibilities can usually be assigned to either the configuration manager or the governing body for change enablement.
      3. Determine if you should apply this policy beyond SCM. As written, this policy may provide a good starting point for practices such as:
        • Secure baseline configuration management
        • Software configuration management

      Two screenshots from the Configuration Management Policy template

      Download the Configuration Management Policy template

      Step 4.2

      Build communications and a roadmap

      Activities

      4.2.1 Build a communications plan
      4.2.2 Identify milestones

      This phase will walk you through the following aspects of a configuration management system:

      • Communications plan
      • Roadmap

      This phase involves the following participants:

      • IT service owners
      • Enterprise architects
      • Practice owners and managers
      • SCM practice manager
      • SCM project manager

      Outcomes of this step

      • Documented expectations around configuration control
      • Roadmap and action items for the SCM project

      Do not discount the benefits of a great communications plan as part of change management

      Many configuration management projects have failed due to lack of organizational commitment and inadequate communications.

      • Start at the top to ensure stakeholder buy-in by verifying alignment and use cases. Without a committed project sponsor who believes in the value of configuration management, it will be difficult to draw the IT team into the vision.
      • Clearly articulate the vision, strategy, and goals to all stakeholders. Ensure the team understands why these changes are happening, why they are happening now, and what outcomes you hope to achieve.
      • Gain support from technical teams by clearly expressing organizational and departmental benefits – they need to know "what's in it for me."
      • Clearly communicate new responsibilities and obligations and put a feedback process in place to hear concerns, mitigate risk, and act on opportunities for improvement. Be prepared to answer questions as this practice is rolled out.
      • Be consistent in your messaging. Mixed messages can easily derail progress.
      • Communicate to the business how these efforts will benefit the organization.
      • Share documents built in this blueprint or workshop with your technical teams to ensure they have a clear picture of the entire configuration management practice.
      • Share your measures and view of success and communicate wins throughout building the practice.

      30%

      When people are truly invested in change, it is 30% more likely to stick.
      McKinsey

      82%

      of CEOs identify organizational change management as a priority.
      D&B Consulting

      6X

      Initiatives with excellent change management are six times more likely to meet objectives than those with poor change management.
      Prosci

      For a more detailed program, see Drive Technology Adoption

      Formulate a communications plan to ensure all stakeholders and impacted staff will be aware of the plan

      Communication is key to success in process adoption and in identifying potential risks and issues with integration with other processes. Engage as often as needed to get the information you need for the project and for adoption.

      Identify Messages

      Distinct information that needs to be sent at various times. Think about:

      • Who will be impacted and how.
      • What the goals are for the project/new process.
      • What the audience needs to know about the new process and how they will interface with each business unit.
      • How people can request configuration data.

      Identify Audiences

      Any person or group who will be the target of the communication. This may include:

      • Project sponsors and stakeholders.
      • IT staff who will be involved in the project.
      • IT staff who will be impacted by the project (i.e. who will benefit from it or have obligations to fulfill because of it).
      • Business sponsors and product owners.

      Document and Track

      Document messaging, medium, and responsibility, working with the communications team to refine messages before executing.

      • Identify where people can send questions and feedback to ensure they have the information they need to make or accept the changes.
      • Document Q&A and share in a central location.

      Determine Timing

      Successful communications plans consider timing of various messages:

      • Advanced high-level notice of improvements for those who need to see action.
      • Advanced detailed notice for those who will be impacted by workload.
      • Advanced notice for who will be impacted (i.e. who will benefit from it or have obligations to fulfill because of it) once the project is ready to be transitioned to daily life.

      Determine Delivery

      Work with your communications team, if you have one, to determine the best medium, such as:

      • Meeting announcement for stakeholders and IT.
      • Newsletter for those less impacted.
      • Intranet announcements: "coming soon!"
      • Demonstrations with vendors or project team.

      4.2.1 Build a communications plan

      The communications team will use this list as a starting point.

      Allot 45 minutes for this discussion.

      Identify stakeholders.

      1. Identify everyone who will be affected by the project and by configuration management.

      Craft key messages tailored to each stakeholder group.

      1. Identify the key messages that must be communicated to each group.

      Finalize the communication plan.

      1. Determine the most appropriate timing for communications with each group to maximize receptivity.
      2. Identify any communication challenges you anticipate and incorporate steps to address them into your communication plan.
      3. Identify multiple methods for getting the messages out (e.g. newsletters, emails, meetings).
      1. Identify how feedback will be collected (i.e. through interviews or surveys) to measure whether the changes were communicated well.
      Audience Message Medium Timing Feedback Mechanism
      Configuration Management Team Communicate all key processes, procedures, policies, roles, and responsibilities In-person meetings and email communications Weekly meetings Informal feedback during weekly meetings
      Input

      Output

      • Discussion
      • Rough draft of messaging for communications team
      MaterialsParticipants
      • Project plan
      • Configuration manager
      • Project sponsor
      • IT director
      • Communications team

      Build a realistic, high-level roadmap including milestones

      Break the work into manageable pieces

      1. Plan to have multiple phases with short-, medium-, and long-term goals/timeframes. Building a CMDB is not easy and should be broken into manageable sections.
      2. Set reasonable milestones. For each phase, document goals to define "done" and ensure they're reasonable for the resources you have available. If working with a vendor, include them in your discussions of what's realistic.
      3. Treat the first phase as a pilot. Focus on items you understand well:
        1. Well-understood user-facing and IT services
        2. High-maturity management and governance practices
        3. Trusted data sources
      4. Capture high-value, high-criticality services early. Depending on the complexity of your systems, you may need to split this phase into multiple phases.

      Document this table in the Configuration Management Project Charter, section 3.0: Milestones

      Timeline/Owner Milestone/Deliverable Details
      First four weeks Milestone: Plan defined and validated with ITSM installation vendor Define processes for intake, maintenance, and retirement.
      Rebecca Roberts Process documentation written, approved, and ready to communicate Review CI categories

      4.2.2 Identify milestones

      Build out a high-level view to inform the project plan

      Open the Configuration Management Project Charter, section 3: Milestones.
      Instructions:

      1. Identify high-level milestones for the implementation of the configuration management program. This may include tool evaluation and implementation, assignment of roles, etc.
      2. Add details to fill out the milestone, keeping to a reasonable level of detail. This may inform vendor discussion or further development of the project plan.
      3. Add target dates to the milestones. Validate they are realistic with the team.
      4. Add notes to the assumptions and constraints section.
      5. Identify risks to the plan.

      Two Screenshots from the Configuration Management Project Charter

      Download the Configuration Management Project Charter

      Workshop Participants

      R = Recommended
      O = Optional

      Participants Day 1 Day 2 Day 3 Day 4
      Configuration Management Strategy CMDB Data Structure Processes Communications & Roadmap
      Morning Afternoon Morning Afternoon Morning Afternoon Morning Afternoon
      Head of IT R O
      Project Sponsor R R O O O O O O
      Infrastructure, Enterprise Apps Leaders R R O O O O O O
      Service Manager R R O O O O O O
      Configuration Manager R R R R R R R R
      Project Manager R R R R R R R R
      Representatives From Network, Compute, Storage, Desktop R R R R R R R R
      Enterprise Architecture R R R R O O O O
      Owner of Change Management/Change Control/Change Enablement R R R R R R R R
      Owner of In-Scope Apps, Use Cases R R R R R R R R
      Asset Manager R R R R R R R R

      Related Info-Tech Research

      Research Contributors and Experts

      Thank you to everyone who contributed to this publication

      Brett Johnson, Senior Consultant, VMware

      Yev Khovrenkov, Senior Consultant, Solvera Solutions

      Larry Marks, Reviewer, ISACA New Jersey

      Darin Ohde, Director of Service Delivery, GreatAmerica Financial Services

      Jim Slick, President/CEO, Slick Cyber Systems

      Emily Walker, Sr. Digital Solution Consultant, ServiceNow

      Valence Howden, Principal Research Director, Info-Tech Research Group

      Allison Kinnaird, Practice Lead, IT Operations, Info-Tech Research Group

      Robert Dang, Principal Research Advisor, Security, Info-Tech Research Group

      Monica Braun, Research Director, IT Finance, Info-Tech Research Group

      Jennifer Perrier, Principal Research Director, IT Finance, Info-Tech Research Group

      Plus 13 anonymous contributors

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      Klosterboer, L. Implementing ITIL Configuration Management. IBM Press, 2008.
      Norfolk, D., and S. Lacy. Configuration Management: Expert Guidance for IT Service Managers and Practitioners. BCS Learning & Development Limited, revised ed., Jan. 2014.
      Painarkar, Mandaar. "Overview of the Common Data Model." BMC Documentation, 2015. Accessed 1 Feb. 2021.
      Powers, Larry, and Ketil Been. "The Value of Organizational Change Management." Boxley Group, 2014. Accessed June 14, 2016.
      "Pulse of the Profession: Enabling Organizational Change Throughout Strategic Initiatives." PMI, March 2014. Accessed June 14, 2016.
      "Service Configuration Management, ITIL 4 Practice Guide." AXELOS Global Best Practice, 2020
      "The Guide to Managing Configuration Drift." UpGuard, 2017.

      Build a Data Architecture Roadmap

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      • Data architecture involves many moving pieces requiring coordination to provide greatest value from data.
      • Data architects are at the center of this turmoil and must be able to translate high-level business requirements into specific instructions for data workers using complex data models.
      • Data architects must account for the constantly growing data and application complexity, more demanding needs from the business, an ever-increasing number of data sources, and a growing need to integrate components to ensure that performance isn’t compromised.

      Our Advice

      Critical Insight

      • Data architecture needs to evolve with the changing business landscape. There are four common business drivers that put most pressure on archaic architectures. As a result, the organization’s architecture must be flexible and responsive to changing business needs.
      • Data architecture is not just about models. Viewing data architecture as just technical data modeling can lead to structurally unsound data that does not serve the business.
      • Data is used differently across the layers of an organization’s data architecture, and the capabilities needed to optimize use of data change with it. Architecting and managing data from source to warehousing to presentation requires different tactics for optimal use.

      Impact and Result

      • Have a framework in place to identify the appropriate solution for the challenge at hand. Our three-phase practical approach will help you build a custom and modernized data architecture.
        • Identify and prioritize the business drivers in which data architecture changes would create the largest overall benefit, and determine the corresponding data architecture tiers that need to be addressed.
        • Discover the best-practice trends, measure your current state, and define the targets for your data architecture tactics.
        • Build a cohesive and personalized roadmap for restructuring your data architecture. Manage your decisions and resulting changes.

      Build a Data Architecture Roadmap Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why your organization should optimize its data architecture as it evolves with the drivers of the business to get the most from its data.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Prioritize your data architecture with business-driven tactics

      Identify the business drivers that necessitate data architecture improvements, then create a tactical plan for optimization.

      • Build a Business-Aligned Data Architecture Optimization Strategy – Phase 1: Prioritize Your Data Architecture With Business-Driven Tactics
      • Data Architecture Driver Pattern Identification Tool
      • Data Architecture Optimization Template

      2. Personalize your tactics to optimize your data architecture

      Analyze how you stack up to Info-Tech’s data architecture capability model to uncover your tactical plan, and discover groundbreaking data architecture trends and how you can fit them into your action plan.

      • Build a Business-Aligned Data Architecture Optimization Strategy – Phase 2: Personalize Your Tactics to Optimize Your Data Architecture
      • Data Architecture Tactical Roadmap Tool
      • Data Architecture Trends Presentation

      3. Create your tactical data architecture roadmap

      Optimize your data architecture by following tactical initiatives and managing the resulting change brought on by those optimization activities.

      • Build a Business-Aligned Data Architecture Optimization Strategy – Phase 3: Create Your Tactical Data Architecture Roadmap
      • Data Architecture Decision Template
      [infographic]

      Workshop: Build a Data Architecture Roadmap

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Identify the Drivers of the Business for Optimizing Data Architecture

      The Purpose

      Explain approach and value proposition.

      Review the common business drivers and how the organization is driving a need to optimize data architecture.

      Understand Info-Tech’s five-tier data architecture model.

      Determine the pattern of tactics that apply to the organization for optimization.

      Key Benefits Achieved

      Understanding of the current data architecture landscape.

      Priorities for tactical initiatives in the data architecture practice are identified.

      Target state for the data quality practice is defined.

      Activities

      1.1 Explain approach and value proposition.

      1.2 Review the common business drivers and how the organization is driving a need to optimize data architecture.

      1.3 Understand Info-Tech’s five-tier data architecture model.

      1.4 Determine the pattern of tactics that apply to the organization for optimization.

      Outputs

      Five-tier logical data architecture model

      Data architecture tactic plan

      2 Determine Your Tactics For Optimizing Data Architecture

      The Purpose

      Define improvement initiatives.

      Define a data architecture improvement strategy and roadmap.

      Key Benefits Achieved

      Gaps, inefficiencies, and opportunities in the data architecture practice are identified.

      Activities

      2.1 Create business unit prioritization roadmap.

      2.2 Develop subject area project scope.

      2.3 Subject area 1: data lineage analysis, root cause analysis, impact assessment, business analysis

      Outputs

      Business unit prioritization roadmap

      Subject area scope

      Data lineage diagram

      3 Create a Strategy for Data Quality Project 2

      The Purpose

      Define improvement initiatives.

      Define a data quality improvement strategy and roadmap.

      Key Benefits Achieved

      Improvement initiatives are defined.

      Improvement initiatives are evaluated and prioritized to develop an improvement strategy.

      A roadmap is defined to depict when and how to tackle the improvement initiatives.

      Activities

      3.1 Create business unit prioritization roadmap.

      3.2 Develop subject area project scope.

      3.3 Subject area 1: data lineage analysis, root cause analysis, impact assessment, business analysis.

      Outputs

      Business unit prioritization roadmap

      Subject area scope

      Data lineage diagram

      Further reading

      Build a Data Architecture Roadmap

      Optimizing data architecture requires a plan, not just a data model.

      ANALYST PERSPECTIVE

      Integral to an insight-driven enterprise is a modern and business-driven data environment.

      “As business and data landscapes change, an organization’s data architecture needs to be able to keep pace with these changes. It needs to be responsive so as to not only ensure the organization continues to operate efficiently but that it supports the overall strategic direction of the organization.

      In the dynamic marketplace of today, organizations are constantly juggling disruptive forces and are finding the need to be more proactive rather than reactive. As such, organizations are finding their data to be a source of competitive advantage where the data architecture has to be able to not only support the increasing amount, sources, and rate at which organizations are capturing and collecting data but also be able to meet and deliver on changing business needs.

      Data architecture optimization should, therefore, aid in breaking down data silos and creating a more shared and all-encompassing data environment for better empowering the business.” (Crystal Singh, Director, Research, Data and Information Practice, Info-Tech Research Group)

      Our understanding of the problem

      This Research Is Designed For:
      • Data architects or their equivalent, looking to optimize and improve the efficiency of the capture, movement and storage of data for a variety of business drivers.
      • Enterprise architects looking to improve the backbone of the holistic approach of their organization’s structure.
      This Research Will Help You:
      • Identify the business drivers that are impacted and improved by best-practice data architecture.
      • Optimize your data architecture using tactical practices to address the pressing issues of the business to drive modernization.
      • Align the organization’s data architecture with the grander enterprise architecture.
      This Research Will Also Assist:
      • CIOs concerned with costs, benefits, and the overall structure of their organizations data flow.
      • Database administrators tasked with overseeing crucial elements of the data architecture.
      This Research Will Help Them:
      • Get a handle on the current situation of data within the organization.
      • Understand how data architecture affects the operations of the data sources within the enterprise.

      Executive summary

      Situation

      • The data architecture of a modern organization involves many moving pieces requiring coordination to provide greatest value from data.
      • Data architects are at the center of this turmoil and must be able to translate high-level business requirements into specific instructions for data workers using complex data models.

      Complication

      • Data architects must account for the constantly growing data and application complexity, and more demanding needs from the business.
      • There is an ever-increasing number of data sources and a growing need to integrate components to ensure that performance isn’t compromised.
      • There isn’t always a clearly defined data architect role, yet the responsibilities must be filled to get maximum value from data.

      Resolution

      • To deal with these challenges, a data architect must have a framework in place to identify the appropriate solution for the challenge at hand.
        • Identify and prioritize the business drivers in which data architecture changes would create the largest overall benefit, and determine the corresponding data architecture tiers that need to be addressed to customize your solution.
        • Discover the best practice trends, measure your current state, and define the targets for your data architecture tactics.
        • Build a cohesive and personalized roadmap for restructuring your data architecture. Manage your decisions and resulting changes.

      Info-Tech Insight

      1. Data architecture is not just about models. Viewing data architecture as just technical data modeling can lead to a data environment that does not aptly serve or support the business. Identify the priorities of your business and adapt your data architecture to those needs.
      2. Changes to data architecture are typically driven by four common business driver patterns. Use these as a shortcut to understand how to evolve your data architecture.
      3. Data is used differently across the layers of an organization’s data architecture; therefore, the capabilities needed to optimize the use of data change with it. Architecting and managing data from source to warehousing to presentation requires different tactics for optimal use.

      Your data is the foundation of your organization’s knowledge and ability to make decisions

      Data should be at the foundation of your organization’s evolution.

      The transformational insights that executives are constantly seeking to leverage can be uncovered with a data practice that makes high quality, trustworthy information readily available to the business users who need it.

      50% Organizations that embrace data are 50% more likely to launch products and services ahead of their competitors. (Nesta, 2016)

      Whether hoping to gain a better understanding of your business or trying to become an innovator in your industry, any organization can get value from its data regardless of where you are in your journey to becoming a data-driven enterprise:

      Business Monitoring
      • Data reporting
      • Uncover inefficiencies
      • Monitor progress
      • Track inventory levels
      Business Insights
      • Data analytics
      • Expose patterns
      • Predict future trends
      Business Optimization
      • Data-based apps
      • Build apps to automate actions based on insights
      Business Transformation
      • Monetary value of data
      • Create new revenue streams
      (Journey to Data Driven Enterprise, 2015)

      As organizations seek to become more data driven, it is imperative to better manage data for its effective use

      Here comes the zettabyte era.

      A zettabyte is a billion terabytes. Organizations today need to measure their data size in zettabytes, a challenge that is only compounded by the speed at which the data is expected to move.

      Arriving at the understanding that data can be the driving force of your organization is just the first step. The reality is that the true hurdles to overcome are in facing the challenges of today’s data landscape.

      Challenges of The Modern Data Landscape
      Data at rest Data movement
      Greater amounts Different types Uncertain quality Faster rates Higher complexity

      “The data environment is very chaotic nowadays. Legacy applications, data sprawl – organizations are grappling with what their data landscape looks like. Where are our data assets that we need to use?” (Andrew Johnston, Independent Consultant)

      Solution

      Well-defined and structured data management practices are the best way to mitigate the limitations that derive from these challenges and leverage the most possible value from your data.

      Refer to Info-Tech’s capstone Create a Plan For Establishing a Business-Aligned Data Management Practice blueprint to understand data quality in the context of data disciplines and methods for improving your data management capabilities.

      Data architecture is an integral aspect of data management

      Data Architecture

      The set of rules, policies, standards, and models that govern and define the type of data collected and how it is used, stored, managed, and integrated within the organization and its database systems.

      In general, the primary objective of data architecture is the standardization of data for the benefit of the organization.

      54% of leading “analytics-driven” enterprises site data architecture as a required skill for data analytics initiatives. (Maynard 2015)

      MYTH

      Data architecture is purely a model of the technical requirements of your data systems.

      REALITY

      Data architecture is largely dependent on a human element. It can be viewed as “the bridge between defining strategy and its implementation”. (Erwin 2016)

      Functions

      A strong data architecture should:

      • Define, visualize, and communicate data strategy to various stakeholders.
      • Craft a data delivery environment.
      • Ensure high data quality.
      • Provide a roadmap for continuous improvement.

      Business value

      A strong data architecture will help you:

      • Align data processes with business strategy and the overall holistic enterprise architecture.
      • Enable efficient flow of data with a stronger focus on quality and accessibility.
      • Reduce the total cost of data ownership.

      Data architects must maintain a comprehensive view of the organization’s rapidly proliferating data

      The data architect:
      • Acts as a “translator” between the business and data workers to communicate data and technology requirements.
      • Facilitates the creation of the data strategy.
      • Manages the enterprise data model.
      • Has a greater knowledge of operational and analytical data use cases.
      • Recommends data management policies and standards, and maintains data management artifacts.
      • Reviews project solution architectures and identifies cross impacts across the data lifecycle.
      • Is a hands-on expert in data management and warehousing technologies.
      • Is not necessarily it’s own designated position, but a role that can be completed by a variety of IT professionals.

      Data architects bridge the gap between strategic and technical requirements:

      Visualization centering the 'Data Architect' as the bridge between 'Data Workers', 'Business', and 'Data & Applications'.

      “Fundamentally, the role of a data architect is to understand the data in an organization at a reasonable level of abstraction.” (Andrew Johnston, Independent Consultant)

      Many are experiencing the pains of poor data architecture, but leading organizations are proactively tackling these issues

      Outdated and archaic systems and processes limit the ability to access data in a timely and efficient manner, ultimately diminishing the value your data should bring.

      59%

      of firms believe their legacy storage systems require too much processing to meet today’s business needs. (Attivio, Survey Big Data decision Makers, 2016)

      48%

      of companies experience pains from being reliant on “manual methods and trial and error when preparing data.” (Attivio, Survey Big Data decision Makers, 2016)

      44%
      +
      22%

      44% of firms said preparing data was their top hurdle for analytics, with 22% citing problems in accessing data. (Data Virtualization blog, Data Movement Killed the BI Star, 2016)

      Intuitive organizations who have recognized these shortcomings have already begun the transition to modernized and optimized systems and processes.

      28%

      of survey respondents say they plan to replace “data management and architecture because it cannot handle the requirements of big data.” (Informatica, Digital Transformation: Is Your Data Management Ready, 2016)

      50%

      Of enterprises plan to replace their data warehouse systems and analytical tools in the next few years. (TDWI, End of the Data Warehouse as we know it, 2017)

      Leading organizations are attacking data architecture problems … you will be left behind if you do not start now!

      Once on your path to redesigning your data architecture, neglecting the strategic elements may leave you ineffective

      Focusing on only data models without the required data architecture guidance can cause harmful symptoms in your IT department, which will lead to organization-wide problems.

      IT Symptoms Due to Ineffective Data Architecture

      Poor Data Quality

      • Inconsistent, duplicate, missing, incomplete, incorrect, unstandardized, out of date, and mistake-riddled data can plague your systems.

      Poor Accessibility

      • Delays in accessing data.
      • Limits on who can access data.
      • Limited access to data remotely.

      Strategic Disconnect

      • Disconnect between owner and consumer of data.
      • Solutions address narrow scope problems.
      • System barriers between departments.
      Leads to Poor Organizational Conditions

      Inaccurate Insights

      • Inconsistent and/or erroneous operational and management reports.
      • Ineffective cross-departmental use of analytics.

      Ineffective Decision Making

      • Slow flow of information to executive decision makers.
      • Inconsistent interpretation of data or reports.

      Inefficient Operations

      • Limits to automated functionality.
      • Increased divisions within organization.
      • Regulatory compliance violations.
      You need a solution that will prevent the pains.

      Follow Info-Tech’s methodology to optimize data architecture to meet the business needs

      The following is a summary of Info-Tech’s methodology:

      1

      1. Prioritize your core business objectives and identify your business driver.
      2. Learn how business drivers apply to specific tiers of Info-Tech’s five-tier data architecture model.
      3. Determine the appropriate tactical pattern that addresses your most important requirements.
      Visualization of the process described on the left: Business drivers applying to Info-Tech's five-tier data architecture, then determining tactical patterns, and eventually setting targets of your desired optimized state.

      2

      1. Select the areas of the five-tier architecture to focus on.
      2. Measure current state.
      3. Set the targets of your desired optimized state.

      3

      1. Roadmap your tactics.
      2. Manage and communicate change.
      A roadmap leading to communication.

      Info-Tech will get you to your optimized state faster by focusing on the important business issues

      First Things First

      1. Info-Tech’s methodology helps you to prioritize and establish the core strategic objectives behind your goal of modernizing data architecture. This will narrow your focus to the appropriate areas of your current data systems and processes that require the most attention.

      Info-Tech has identified these four common drivers that lead to the need to optimize your data architecture.

      • Becoming More Data Driven
      • Regulations and Compliance
      • Mergers and Acquisitions
      • New Functionality or Business Rule

      These different core objectives underline the motivation to optimize data architecture, and will determine your overall approach.

      Use the five-tier architecture to provide a consumable view of your data architecture

      Every organization’s data system requires a unique design and an assortment of applications and storage units to fit their business needs. Therefore, it is difficult to paint a picture of an ideal model that has universal applications. However, when data architecture is broken down in terms of layers or tiers, there exists a general structure that is seen in all data systems.

      Info-Tech's Five Tier Data Architecture. The five tiers being 'Sources' which includes 'Apps', 'Excel and other documents', and 'Access database(s)'; 'Integration and Translation' the 'Movement and transformation of data'; 'Warehousing' which includes 'Data Lakes & Warehouse(s) (Raw Data)'; 'Analytics' which includes 'Data Marts', 'Data Cube', 'Flat Files', and 'BI Tools'; and 'Presentation' which includes 'Reports' and 'Dashboards'.

      Thinking of your data systems and processes in this framework will allow you to see how different elements of the architecture relate to specific business operations.

      1. This blueprint will demonstrate how the business driver behind your redesign requires you to address specific layers of the five-tier data architecture.
      1. Once you’ve aligned your business driver to the appropriate data tiers, this blueprint will provide you with the best practice tactics you should apply to achieve an optimized data architecture.

      Use the five-tier architecture to prioritize tactics to improve your data architecture in line with your pattern

      Info-Tech’s Data Architecture Capability Model
      Info-Tech’s Data Architecture Capability Model featuring the five-tier architecture listing 'Core Capabilities' and 'Advanced Capabilities' within each tier, and a list of 'Cross Capabilities' which apply to all tiers.
      1. Based on your business driver, the relevant data tiers, and your organization’s own specific requirements you will need to establish the appropriate data architecture capabilities.
      2. This blueprint will help you measure how you are currently performing in these capabilities…
      3. And help you define and set targets so you can reach your optimized state.
      1. Once completed, these steps will be provided with the information you will need to create a comprehensive roadmap.
      2. Lastly, this blueprint will provide you with the tools to communicate this plan across your organization and offer change management guidelines to ensure successful adoption.
      Info-Tech Insight

      Optimizing data architecture requires a tactical approach, not a passive approach.

      The demanding task of optimization requires the ability to heavily prioritize. After you have identified why, determine how using our pre-built roadmap to address the four common drivers.

      Do not forget: data architecture is not a standalone concept; it fits into the more holistic design of enterprise architecture

      Data Architecture in Alignment

      Data architecture can not be designed to simply address the focus of data specialists or even the IT department.

      It must act as a key component in the all encompassing enterprise architecture and reflect the strategy and design of the entire business.

      Data architecture collaborates with application architecture in the delivery of effective information systems, and informs technology architecture on data related infrastructure requirements/considerations

      Please refer to the following blueprints to see the full picture of enterprise architecture:

      A diagram titled 'Enterprise Architecture' with multiple forms of architecture interacting with each other. At the top is 'Business Architecture' which feeds into 'Data Architecture' and 'Application Architecture' which feed into each other, and influence 'Infrastructure Architecture' and 'Security Architecture'.
      Adapted from TOGAF
      Refer to Phase C of TOGAF and Bizbok for references to the components of business architecture that are used in data architecture.

      Info-Tech’s data architecture optimization methodology helped a monetary authority fulfill strict regulatory pressures

      CASE STUDY

      Industry: Financial
      Source: Info-Tech Consulting
      Symbol for 'Monetary Authority Case Study'. Look for this symbol as you walk through the blueprint for details on how Info-Tech Consulting assisted this monetary authority.

      Situation: Strong external pressures required the monetary authority to update and optimize its data architecture.

      The monetary authority is responsible for oversight of the financial situation of a country that takes in revenue from foreign incorporation. Due to increased pressure from international regulatory bodies, the monetary authority became responsible for generating multiple different types of beneficial ownership reports based on corporation ownership data within 24 hours of a request.

      A stale and inefficient data architecture prevented the monetary authority from fulfilling external pressures.

      Normally, the process to generate and provide beneficial ownership reports took a week or more. This was due to multiple points of stale data architecture, including a dependence on outdated legacy systems and a broken process for gathering the required data from a mix of paper and electronic sources.

      Provide a structured approach to solving the problem

      Info-Tech helped the monetary authority identify the business need that resulted from regulatory pressures, the challenges that needed to be overcome, and actionable tactics for addressing the needs.

      Info-Tech’s methodology was followed to optimize the areas of data architecture that address the business driver.

      • External Requirements
      • Business Driver
          Diagnose Data Architecture Problems
        • Outdated architecture (paper, legacy systems)
        • Stale data from other agencies
        • Incomplete data
            Data Architecture Optimization Tactics
          1. Optimized Source Databases
          2. Improved Integration
          3. Data Warehouse Optimization
          4. Data Marts for Reports
          5. Report Delivery Efficiency

      As you walk through this blueprint, watch for additional case studies that walk through the details of how Info-Tech helped this monetary authority.

      This blueprint’s three-step process will help you optimize data architecture in your organization

      Phase 1
      Prioritize Your Data Architecture With Business-Driven Tactics
      Phase 2
      Personalize Your Tactics to Optimize Your Data Architecture
      Phase 3
      Create Your Tactical Data Architecture Roadmap
      Step 1: Identify Your Business Driver for Optimizing Data Architecture
      • Learn about what data architecture is and how it must evolve with the drivers of the business.
      • Determine the business driver that your organization is currently experiencing.
      • Data Architecture Driver Pattern Identification Tool

      Step 2: Determine Actionable Tactics to Optimize Data Architecture
      • Create your data architecture optimization plan to determine the high-level tactics you need to follow.
      • Data Architecture Optimization Template

      Step 1: Measure Your Data Architecture Capabilities
      • Determine where you currently stand in the data architecture capabilities across the five-tier data architecture.
      • Data Architecture Tactical Roadmap Tool

      Step 2: Set a Target for Data Architecture Capabilities
      • Identify your targets for the data architecture capabilities.
      • Data Architecture Tactical Roadmap Tool

      Step 3: Identify the Tactics that Apply to Your Organization
      • Understand the trends in the field of data architecture and how they can help to optimize your environment.
      • Data Architecture Trends Presentation

      Step 1: Personalize Your Data Architecture Roadmap
      • Personalize the tactics across the tiers that apply to you to build your personalized roadmap.
      • Data Architecture Tactical Roadmap Tool

      Step 2: Manage Your Data Architecture Decisions and the Resulting Changes
      • Document the changes in the organization’s data architecture.
      • Data architecture involves change management – learn how data architects should support change management in the organization.
      • Data Architecture Decision Template

      Use these icons to help direct you as you navigate this research

      Use these icons to help guide you through each step of the blueprint and direct you to content related to the recommended activities.

      A small monochrome icon of a wrench and screwdriver creating an X.

      This icon denotes a slide where a supporting Info-Tech tool or template will help you perform the activity or step associated with the slide. Refer to the supporting tool or template to get the best results and proceed to the next step of the project.

      A small monochrome icon depicting a person in front of a blank slide.

      This icon denotes a slide with an associated activity. The activity can be performed either as part of your project or with the support of Info-Tech team members, who will come onsite to facilitate a workshop for your organization.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      Guided Implementation

      Workshop

      Consulting

      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful." "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track." "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place." "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostics and consistent frameworks used throughout all four options

      Build a Business-Aligned Data Architecture Optimization Strategy – project overview

      PHASE 1
      Prioritize Your Data Architecture With Business-Driven Tactics
      PHASE 2
      Personalize Your Tactics to Optimize Your Data Architecture
      PHASE 3
      Create Your Tactical Data Architecture Roadmap
      Supporting Tool icon

      Best-Practice Toolkit

      1.1 Identify Your Business Driver for Optimizing Data Architecture

      1.2 Determine Actionable Tactics to Optimize Data Architecture

      2.1 Measure Your Data Architecture Capabilities

      2.2 Set a Target for Data Architecture Capabilities

      2.3 Identify the Tactics that Apply to Your Organization

      3.1 Personalize Your Data Architecture Roadmap

      3.2 Manage Your Data Architecture Decisions and the Resulting Changes

      Guided Implementations

      • Understand what data architecture is, how it aligns with enterprise architecture, and how data architects support the needs of the business.
      • Identify the business drivers that necessitate the optimization of the organization’s data architecture.
      • Create a tactical plan to optimize data architecture across Info-Tech’s five-tier logical data architecture model.
      • Understand Info-Tech’s tactical data architecture capability model and measure the current state of these capabilities at the organization.
      • Determine the target state of data architecture capabilities.
      • Understand the trends in the field of data architecture and identify how they can fit into your environment.
      • Use the results of the data architecture capability gap assessment to determine the priority of activities to populate your personalized data architecture optimization roadmap.
      • Understand how to manage change as a data architect or equivalent.
      Associated Activity icon

      Onsite Workshop

      Module 1:
      Identify the Drivers of the Business for Optimizing Data Architecture
      Module 2:
      Create a Tactical Plan for Optimizing Data Architecture
      Module 3:
      Create a Personalized Roadmap for Data Architecture Activities

      Workshop overview

      Contact your account representative or email Workshops@InfoTech.com for more information.

      Preparation

      Workshop Day 1

      Workshop Day 2

      Workshop Day 3

      Workshop Day 4

      Workshop Day 5

      Organize and Plan Workshop Identify the Drivers of the Business for Optimizing Data Architecture Determine the Tactics For Optimizing Data Architecture Create Your Roadmap of Optimization Activities Create Your Personalized Roadmap Create a Plan for Change Management

      Morning Activities

      • Finalize workshop itinerary and scope.
      • Identify workshop participants.
      • Gather strategic documentation.
      • Engage necessary stakeholders.
      • Book interviews.
      • 1.1 Explain approach and value proposition.
      • 1.2 Review the common business drivers and how the organization is driving a need to optimize data architecture.
      • 2.1 Create your data architecture optimization plan.
      • 2.2 Interview key business stakeholders for input on business drivers for data architecture.
      • 3.1 Align with the enterprise architecture by interviewing the enterprise architect for input on the data architecture optimization roadmap.
      • 4.1 As a group, determine the roadmap activities that are applicable to your organization and brainstorm applicable initiatives.
      • 5.1 Use the Data Architecture Decision Documentation Template to document key decisions and updates.

      Afternoon Activities

      • 1.3 Understand Info-Tech’s Five-Tier Data Architecture.
      • 1.4 Determine the pattern of tactics that apply to the organization for optimization.
      • 2.3 With input from the business and enterprise architect, determine the current data architecture capabilities.
      • 3.3 With input from the business and enterprise architect, determine the target data architecture capabilities.
      • 4.2 Determine the timing and effort of the roadmap activities.
      • 5.2 Review best practices for change management.
      • 5.3 Present roadmap and findings to the business stakeholders and enterprise architect.

      Deliverables

      • Workshop Itinerary
      • Workshop Participant List
      1. Five-Tier Logical Data Architecture Model
      2. Data Architecture Tactic Plan
      1. Five-Tier Data Architecture Capability Model
      1. Data Architecture Tactical Roadmap
      1. Data Architecture Tactical Roadmap
      1. Data Architecture Decision Template

      Build a Business-Aligned Data Architecture Optimization Strategy

      PHASE 1

      Prioritize Your Data Architecture With Business-Driven Tactics

      Phase 1 outline

      Associated Activity icon Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 1: Prioritize Your Data Architecture With Business-Driven Tactics

      Proposed Time to Completion: 2 weeks
      Step 1.1: Identify Your Business Driver for Optimizing Data Architecture Step 1.2: Determine Actionable Tactics to Optimize Data Architecture
      Start with an analyst kick-off call:
      • Understand what data architecture is, what it is not, and how it fits into the broader enterprise architecture program.
      • Determine the drivers that fuel the need for data architecture optimization.
      Review findings with analyst:
      • Understand the Five-Tier Data Architecture Model and how the drivers of the business inform your priorities across this logical model of data architecture.
      Then complete these activities…
      • Complete the Data Architecture Driver Pattern Identification Tool.
      Then complete these activities…
      • Create a tactical data architecture optimization plan based on the business driver input.
      With these tools & templates:
      • Data Architecture Driver Pattern Identification Tool
      With these tools & templates:
      • Data Architecture Optimization Template

      Phase 1 Results & Insights

      • Data Architecture is not just about data models. The approach that Phase 1 guides you through will help to not only plan where you need to focus your efforts as a data architect (or equivalent) but also give you guidance in how you should go about optimizing the holistic data architecture environment based on the drivers of the business.

      Phase 1 will help you create a strategy to optimize your data architecture using actionable tactics

      In this phase, you will determine your focus for optimizing your data architecture based on the business drivers that are commonly felt by most organizations.

      1. Identify the business drivers that necessitate data architecture optimization efforts.
      2. Understand Info-Tech’s Five-Tier Data Architecture, a logical architecture model that will help you prioritize tactics for optimizing your data architecture environment.
      3. Identify tactics for optimizing the organization’s data architecture across the five tiers.

      “To stay competitive, we need to become more data-driven. Compliance pressures are becoming more demanding. We need to add a new functionality.”

      Info-Tech’s Five-Tier Data Architecture:

      1. Data Sources
      2. Data Integration and Translation
      3. Data Warehousing
      4. Data Analytics
      5. Data Presentation

      Tactical plan for Data Architecture Optimization

      Phase 1, Step 1: Identify Your Business Driver for Optimizing Data Architecture

      PHASE 1

      1.1 1.2
      Identify Your Business Driver for Optimizing Data Architecture Determine Actionable Tactics to Optimize Data Architecture

      This step will walk you through the following activities:

      • Understand how data architecture fits into the organization’s larger enterprise architecture.
      • Understand what data architecture is and how it should be driven by the business.
      • Identify the driver that is creating a need for data architecture optimization.

      This step involves the following participants:

      • Data Architect
      • Enterprise Architect

      Outcomes of this step

      • A starting point for the many responsibilities of the data architect role. Balancing business and technical requirements can be challenging, and to do so you need to first understand what is driving the need for data architecture improvements.
      • Holistic understanding of the organization’s architecture environment, including enterprise, application, data, and technology architectures and how they interact.

      Data architecture involves planning, communication, and understanding of technology

      Data Architecture

      A description of the structure and interaction of the enterprise’s major types and sources of data, logical data assets, physical data assets, and data management resources (TOGAF 9).

      The subject area of data management that defines the data needs of the enterprise and designs the master blueprints to meet those needs (DAMA DMBOK, 2009).

      IBM (2007) defines data architecture as the design of systems and applications that facilitate data availability and distribution across the enterprise.

      Definitions vary slightly across major architecture and management frameworks.

      However, there is a general consensus that data architecture provides organizations with:

      • Alignment
      • Planning
      • Road mapping
      • Change management
      • A guide for the organization’s data management program

      Data architecture must be based on business goals and objectives; developed within the technical strategies, constraints, and opportunities of the organization in support of providing a foundation for data management.

      Current Data Management
      • Alignment
      • Planning
      • Road mapping
      Goal for Data Management

      Info-Tech Insight

      Data Architecture is not just data models. Data architects must understand the needs of the business, as well as the existing people and processes that already exist in the organization to effectively perform their job.

      Review how data architecture fits into the broader architectural context

      A flow diagram starting with 'Business Processes/Activities' to 'Business Architecture' which through a process of 'Integration' flows to 'Data Architecture' and 'Application Architecture', the latter of which also flows into to the former, and they both flow into 'Technology Architecture' which includes 'Infrastructure' and 'Security'.

      Each layer of architecture informs the next. In other words, each layer has components that execute processes and offer services to the next layer. For example, data architecture can be broken down into more granular activities and processes that inform how the organization’s technology architecture should be arranged.

      Data does not exist on its own. It is informed by business architecture and used by other architectural domains to deliver systems, IT services, and to support business processes. As you build your practice, you must consider how data fits within the broader architectural framework.

      The Zachman Framework is a widely used EA framework; within it, data is identified as the first domain.

      The framework aims to standardize artifacts (work-products) within each architectural domain, provides a cohesive view of the scope of EA and clearly delineates data components. Use the framework to ensure that your target DA practice is aligned to other domains within the EA framework.

      'The Zachman Framework for Enterprise Architecture: The Enterprise Ontology', a complicated framework with top and bottom column headers and left and right row headers. Along the top are 'Classification Names': 'What', 'How', 'Where', 'Who', 'When', and 'Why'. Along the bottom are 'Enterprise Names': 'Inventory Sets', 'Process Flows', 'Distribution Networks', 'Responsibility Assignments', 'Timing Cycles', and 'Motivation Intentions'. Along the left are 'Audience Perspectives': 'Executive Perspective', 'Business Mgmt. Perspective', 'Architect Perspective', 'Engineer Perspective', 'Technician Perspective', and 'Enterprise Perspective'. Along the right are 'Model Names': 'Scope Contexts', 'Business Concepts', 'System Logic', 'Technology Physics', 'Tool Components', and 'Operations Instances'.
      (Source: Zachman International)

      Data architects operate in alignment with the other various architecture groups

      Data architects operate in alignment with the other various architecture groups, with coordination from the enterprise architect.

      Enterprise Architect
      The enterprise architect provides thought leadership and direction to domain architects.

      They also maintain architectural standards across all the architectural domains and serve as a lead project solution architect on the most critical assignments.

      • Business Architect
        A business subject matter expert who works with the line-of-business team to assist in business planning through capability-based planning.
      • Security Architect
        Plays a pivotal role in formulating the security strategy of the organization, working with the business and CISO/security manager. Recommends and maintains security standards, policies, and best practices.
      • Infrastructure Architect
        Recommends and maintains standards across the compute, storage, and network layers of the organization. Reviews project solution architectures to ensure compliance with infrastructure standards, regulations, and target state blueprints.
      • Application Architect
        Manages the business effectiveness, satisfaction, and maintainability of the application portfolio. Conduct application architecture assessments to document expected quality attribute standards, identify hotspots, and recommend best practices.
      • Data Architect
        Facilitates the creation of data strategy and has a greater understanding of operational and analytical data use cases. Manages the enterprise data model which includes all the three layers of modelling - conceptual, logical, and physical. Recommends data management policies and standards, and maintains data management artefacts. Reviews project solution architectures and identifies cross impacts across the data lifecycle.

      As a data architect, you must maintain balance between the technical and the business requirements

      The data architect role is integral to connecting the long-term goals of the business with how the organization plans to manage its data for optimal use.

      Data architects need to have a deep experience in data management, data warehousing, and analytics technologies. At a high level, the data architect plans and implements an organization’s data, reporting, and analytics roadmap.

      Some of the role’s primary duties and responsibilities include:

      1. Data modeling
      2. Reviewing existing data architecture
      3. Benchmark and improve database performance
      4. Fine tune database and SQL queries
      5. Lead on ETL activities
      6. Validate data integrity across all platforms
      7. Manage underlying framework for data presentation layer
      8. Ensure compliance with proper reporting to bureaus and partners
      9. Advise management on data solutions

      Data architects bridge the gap between strategic and technical requirements:

      Visualization centering the 'Data Architect' as the bridge between 'Data Workers', 'Business', and 'Data & Applications'.

      “Fundamentally, the role of a data architect is to understand the data in an organization at a reasonable level of abstraction.” (Andrew Johnston, Independent Consultant)

      Info-Tech Insight

      The data architect role is not always clear cut. Many organizations do not have a dedicated data architect resource, and may not need one. However, the duties and responsibilities of the data architect must be carried out to some degree by a combination of resources as appropriate to the organization’s size and environment.

      Understand the role of a data architect to ensure that essential responsibilities are covered in the organization

      A database administrator (DBA) is not a data architect, and data architecture is not something you buy from an enterprise application vendor.

      Data Architect Role Description

      • The data architect must develop (along with the business) a short-term and long-term vision for the enterprise’s data architecture.
      • They must be able to create processes for governing the identification, collection, and use of accurate and valid metadata, as well as for tracking data quality, completeness, and redundancy.
      • They need to create strategies for data security, backup, disaster recovery, business continuity, and archiving, and ensure regulatory compliance.

      Skills Necessary

      • Hands-on experience with data architecting and management, data mining, and large-scale data modeling.
      • Strong understanding of relational and non-relational data structures, theories, principles, and practices.
      • Strong familiarity with metadata management.
      • Knowledge of data privacy practices and laws.

      Define Policies, Processes, and Priorities

      • Policies
        • Boundaries of the data architecture.
        • Data architecture standards.
        • Data architecture security.
        • Responsibility of ownership for the data architecture and data repositories.
        • Responsibility for data architecture governance.
      • Processes
        • Data architecture communication.
        • Data architecture change management.
        • Data architecture governance.
        • Policy compliance monitoring.
      • Priorities
        • Align architecture efforts with business priorities.
        • Close technology gaps to meet service level agreements (SLAs).
        • Determine impacts on current or future projects.

      See Info-Tech’s Data Architect job description for a comprehensive description of the data architect role.

      Leverage data architecture frameworks to understand how the role fits into the greater Enterprise Architecture framework

      Enterprise data architectures are available from industry consortiums such as The Open Group (TOGAF®), and open source initiatives such as MIKE2.0.

      Logo for The Open Group.

      The Open Group TOGAF enterprise architecture model is a detailed framework of models, methods, and supporting tools to create an enterprise-level architecture.

      • TOGAF was first developed in 1995 and was based on the Technical Architecture Framework for Information Management (TAFIM) developed by the US Department of Defense.
      • TOGAF includes application, data, and infrastructure architecture domains providing enterprise-level, product-neutral architecture principles, policies, methods, and models.
      • As a member of The Open Group, it is possible to participate in ongoing TOGAF development initiatives.

      The wide adoption of TOGAF has resulted in the mapping of it to several other industry standards including CoBIT and ITIL.

      Logo for MIKE2.0.

      MIKE2.0 (Method for an Integrated Knowledge Environment), is an open source method for enterprise information management providing a framework for information development.

      • SAFE (Strategic Architecture for the Federated Enterprise) provides the technology solution framework for MIKE2.0
      • SAFE includes application, presentation, information, data, Infrastructure, and metadata architecture domains.

      Info-Tech Best Practice

      If an enterprise-level IT architecture is your goal, TOGAF is likely a better model. However, if you are an information and knowledge-based business then MIKE2.0 may be more relevant to your business.

      The data architect must identify what drives the need for data from the business to create a business-driven architecture

      As the business landscape evolves, new needs arise. An organization may undergo new compliance requirements, or look to improve their customer intimacy, which could require a new functionality from an application and its associated database.

      There are four common scenarios that lead to an organization’s need to optimize its data architecture and these scenarios all present unique challenges for a data architect:

      1. Becoming More Data Driven As organizations are looking to get more out of their data, there is a push for more accurate and timely data from applications. Data-driven decision making requires verifiable data from trustworthy sources. Result: Replace decisions made on gut or intuition with real and empirical data - make more informed and data-driven decisions.
      2. New Functionality or Business Rule In order to succeed as business landscapes change, organizations find themselves innovating on products or services and the way they do things. Changes in business rules, product or service offering, and new functionalities can subsequently demand more from the existing data architecture. Result: Prepare yourself to successfully launch new business initiatives with an architecture that supports business needs.
      3. Mergers and Acquisitions If an organization has recently acquired, been acquired, or is merging with another, the technological implications require careful planning to ensure a seamless fit. Application consolidation, retirement, data transfer, and integration points are crucial. Result: Leverage opportunities to incorporate and consolidate new synergistic assets to realize the ROI.
      4. Risk and Compliance Data in highly regulated organizations needs to be kept safe and secure. Architectural decisions around data impact the level of compliance within the organization. Result: Avoid the fear of data audits, regulatory violations, and privacy breaches.

      Info-Tech Best Practice

      These are not the only reasons why data architects need to optimize the organization’s data architecture. These are only four of the most common scenarios, however, other business needs can be addressed using the same concept as these four common scenarios.

      Use the Data Architecture Driver tool to identify your focus for data architecture

      Supporting Tool icon 1.1 Data Architecture Driver Pattern Identification Tool

      Follow Info-Tech’s process of first analyzing the needs of the business, then determining how best to architect your data based on these drivers. Data architecture needs to be able to rapidly evolve to support the strategic goals of the business, and the Data Architecture Driver Pattern Identification Tool will help you to prioritize your efforts to best do this.

      Tab 2. Driver Identification

      Objective: Objectively assess the most pressing business drivers.

      Screenshot of the Data Architecture Driver Pattern Identification Tool, tab 2.

      Tab 3. Tactic Pattern Plan, Section 1

      Purpose: Review your business drivers that require architectural changes in your environment.

      Screenshot of the Data Architecture Driver Pattern Identification Tool, tab 3, section 1.

      Tab 3. Tactic Pattern Plan, Section 2

      Purpose: Determine a list of tactics that will help you address the business drivers.

      Screenshot of the Data Architecture Driver Pattern Identification Tool, tab 3, section 2.

      Step
      • Evaluate business drivers to determine the data architecture optimization priorities and tactics.
      Step
      • Understand how each business driver relates to data architecture and how each driver gives rise to a specific pattern across the five-tier data architecture.
      Step
      • Review the list of high-level tactics presented to optimize your data architecture across the five tier architecture.

      Identify the drivers for improving your data architecture

      Associated Activity icon 1.1.1 1 hour

      INPUT: Data Architecture Driver tool assessment prompts.

      OUTPUT: Identified business driver that applies to your organization.

      Materials: Data Architecture Driver Pattern Identification Tool

      Participants: Data architect, Enterprise architect

      Instructions

      In Tab 2. Driver Identification of the Data Architecture Driver Pattern Identification Tool, assess the degree to which the organization is feeling the pains of the four most common business drivers:

      1. Is there a present or growing need for the business to be making data-driven decisions?
      2. Does the business want to explore a new functionality and hence require a new application?
      3. Is your organization acquiring or merging with another entity?
      4. Is your organization’s regulatory environment quick to change and require stricter reporting?

      Data architecture improvements need to be driven by business need.

      Screenshot of the Data Architecture Driver Pattern Identification Tool, tab 2 Driver Identification.
      Tab 2. Driver Identification

      “As a data architect, you have to understand the functional requirements, the non-functional requirements, then you need to make a solution for those requirements. There can be multiple solutions and multiple purposes. (Andrew Johnston, Independent Consultant)

      Interview the business to get clarity on business objectives and drivers

      Associated Activity icon 1.1.2 1 hour per interview

      INPUT: Sample questions targeting the activities, challenges, and opportunities of each business unit

      OUTPUT: Sample questions targeting the activities, challenges, and opportunities of each business unit

      Materials: Data Architecture Driver Pattern Identification Tool

      Participants: Data architect, Business representatives, IT representatives

      Identify 2-3 business units that demonstrate enthusiasm for or a positive outlook on improving how organizational data can help them in their role and as a unit.

      Conducting a deep-dive interview process with these key stakeholders will help further identify high-level goals for the data architecture strategy within each business unit. This process will help to secure their support throughout the implementation process by giving them a sense of ownership.

      Key Interview Questions:

      1. What are your primary activities? What do you do?
      2. What challenges do you have when completing your activities?
      3. How is poor data impacting your job?
      4. If [your selected domain]’s data is improved, what business issues would this help solve?

      Request background information and documentation from stakeholders regarding the following:

      • What current data management policies and processes exist (that you know of)?
      • Who are the data owners and end users?
      • Where are the data sources within the department stored?
      • Who has access to these data sources?
      • Are there existing or ongoing data issues within those data sources?

      Interview the enterprise architect to get input on the drivers of the business

      Associated Activity icon 1.1.3 2 hours

      INPUT: Data Architecture Driver tool assessment prompts.

      OUTPUT: Identified business driver that applies to your organization.

      Materials: Data Architecture Driver Pattern Identification Tool

      Participants: Data architect, Enterprise architect

      Data architecture improvements need to be driven by business need.

      Instructions

      As you work through Tab 2. Driver Identification of the Data Architecture Driver Pattern Identification Tool, consult with the enterprise architect or equivalent to assist you in rating the importance of each of the symptoms of the business drivers. This will help you provide greater value to the business and more aligned objectives.

      Screenshot of the Data Architecture Driver Pattern Identification Tool, tab 2 Driver Identification.
      Tab 2. Driver Identification

      Once you know what that need is, go to Step 2.

      Phase 1, Step 2: Establish Actionable Tactics to Optimize Data Architecture

      PHASE 1

      1.11.2
      Identify Your Business Driver for Optimizing Data ArchitectureDetermine Actionable Tactics to Optimize Data Architecture

      This step will walk you through the following activities:

      • Understand Info-Tech’s five-tier data architecture to begin focusing your architectural optimization.
      • Create your Data Architecture Optimization Template to plan your improvement tactics.
      • Prioritize your tactics based on the five-tier architecture to plan optimization.

      This step involves the following participants:

      • Data Architect
      • Enterprise Architect
      • DBAs

      Outcomes of this step

      • A tactical and prioritized plan for optimizing the organization’s data architecture according to the needs of the business.

      To plan a business-driven architecture, data architects need to keep the organization’s big picture in mind

      Remember… Architecting an organization involves alignment, planning, road mapping, design, and change management functions.

      Data architects must be heavily involved with:

      • Understanding the short- and long-term visions of the business to develop a vision for the organization’s data architecture.
      • Creating processes for governing the identification, collection, and use of accurate and valid data, as well as for tracking data quality, completeness, and redundancy.
      • They need to create strategies for data security, backup, disaster recovery, business continuity, and archiving, and ensure regulatory compliance.

      To do this, you need a framework. A framework provides you with the holistic view of the organization’s data environment that you can use to design short- and long-term tactics for improving the use of data for the needs of the business.

      Use Info-Tech’s five-tier data architecture to model your environment in a logical, consumable fashion.

      Info-Tech Best Practice

      The more complicated an environment is, the more need there is for a framework. Being able to pick a starting point and prioritize tasks is one of the most difficult, yet most essential, aspects of any architect’s role.

      The five tiers of an organization’s data architecture support the use of data throughout its lifecycle

      Info-Tech’s five-tier data architecture model summarizes an organization’s data environment at a logical level. Data flows from left to right, but can also flow from the presentation layer back to the warehousing layer for repatriation of data.

      Info-Tech's Five Tier Data Architecture. The five tiers being 'Sources' which includes 'App1 ', 'App2', 'Excel and other documents', 'Access database(s)', 'IOT devices', and 'External data feed(s) & social media'; 'Integration and Translation' which includes 'Solutions: SOA, Point to Point, Manual Loading, ESB , ETL, ODS, Data Hub' and 'Functions: Scrambling Masking Encryption, Tokenizing, Aggregation, Transformation, Migration, Modeling'; 'Warehousing' which includes 'Data Lakes & Warehouse(s) (Raw Data)', 'EIM, ECM, DAM', and 'Data Lakes & Warehouse(s) (Derived Data)'; 'Analytics' which includes 'Data Marts', 'Data Cube', 'Flat Files', 'BI Tools', and the 'Protected Zone: Data Marts - BDG Class Ref. MDM'; and 'Presentation' which includes 'Formulas', 'Thought Models', 'Reports', 'Dashboards', 'Presentations', and 'Derived Data (from analytics activities)'.

      Use the Data Architecture Optimization Template to build your improvement roadmap

      Supporting Tool icon 1.2 Data Architecture Optimization Template

      Download the Data Architecture Optimization Template.

      Overview

      Use this template to support your team in creating a tactical strategy for optimizing your data architecture across the five tiers of the organization’s architecture. This template can be used to document your organization’s most pressing business driver, the reasons for optimizing data architecture according to that driver, and the tactics that will be employed to address the shortcomings in the architecture.

      Sample of Info-Tech’s Data Architecture Optimization Template. Info-Tech’s Data Architecture Optimization Template Table of Contents
      1. Build Your Current Data Architecture Logical Model Use this section to document the current data architecture situation, which will provide context for your plan to optimize your data architecture.
      2. Optimization Plan Use this section to document the tactics that will be employed to optimize the current data architecture according to the tactic pattern identified by the business driver.

      Fill out as you go

      As you read about the details of the five-tier data architecture model in the following slides, start building your current logical data architecture model by filling out the sections that correspond to the various tiers. For example, if you identified that the most pressing business driver is becoming compliant with regulations, document the sources of data required for compliance, as well as the warehousing strategy currently being employed. This will help you to understand the organization’s data architecture at a logical level.

      Tier 1 represents all of the sources of your organization’s data

      Tier 1 of Info-Tech's Five Tier Data Architecture, 'Sources', which includes 'App1 ', 'App2', 'Excel and other documents', 'Access database(s)', 'IOT devices', and 'External data feed(s) & social media'.
      –› Data to integration layer

      Tier 1 is where the data enters the organization.

      All applications, data documents such as MS Excel spreadsheets, documents with table entries, manual extractions from other document types, user-level databases including MS Access and MySQL, other data sources, data feeds, big datasets, etc. reside here.

      This tier typically holds the siloed data that is so often not available across the enterprise because the data is held within department-level applications or systems. This is also the layer where transactions and operational activities occur and where data is first created or ingested.

      There are any number of business activities from transactions through business processes that require data to flow from one system to another, so it is often at this layer we see data created more than once, data corruption occurs, manual re-keying of data from system to system, and spaghetti-like point-to-point connections are built that are often fragile. This is usually the single most problematic area within an enterprise’s data environment. Application- or operational-level (siloed) reporting often occurs at this level.

      Info-Tech Best Practice

      An optimized Tier 1 has the following attributes:

      • Rationalized applications
      • Operationalized database administration
      • Databases governed, monitored, and maintained to ensure optimal performance

      Tier 2 represents the movement of data

      Tier 2 of Info-Tech's Five Tier Data Architecture, 'Integration and Translation', which includes 'Solutions: SOA, Point to Point, Manual Loading, ESB , ETL, ODS, Data Hub' and 'Functions: Scrambling Masking Encryption, Tokenizing, Aggregation, Transformation, Migration, Modeling'.
      –› Data to Warehouse Environment

      Find out more

      For more information on data integration, see Info-Tech’s Optimize the Organization’s Data Integration Practices blueprint.

      Tier 2 is where integration, transformation, and aggregation occur.

      Regardless of how you integrate your systems and data stores, whether via ETL, ESB, SOA, data hub, ODS, point-to-point, etc., the goal of this layer is to move data at differing speeds for one of two main purposes:

      1) To move data from originating systems to downstream systems to support integrated business processes. This ensures the data is pristine through the process and improves trustworthiness of outcomes and speed to task and process completion.

      2) To move data to Tier 3 - The Data Warehouse Architecture, where data rests for other purposes. This movement of data in its purest form means we move raw data to storage locations in an overall data warehouse environment reflecting any security, compliance and other standards in our choices for how to store.

      Also, this is where data is transformed for unique business purpose that will also be moved to a place of rest or a place of specific use. Data masking, scrambling, aggregation, cleansing and matching, and other data related blending tasks occur at this layer.

      Info-Tech Best Practice

      An optimized Tier 2 has the following attributes:

      • Business data glossary is leveraged
      • ETL is governed
      • ETL team is empowered
      • Data matching is facilitated
      • Canonical data model is present

      Tier 3 is where data comes together from all sources to be stored in a central warehouse environment

      Tier 3 is where data rests in long-term storage.

      This is where data rests (long-term storage) and also where an enterprise’s information, documents, digital assets, and any other content types are stored. This is also where derived and contrived data creations are stored for re-use, and where formulas, thought models, heuristics, algorithms, report styles, templates, dashboard styles, and presentations-layer widgets are all stored in the enterprise information management system.

      At this layer there may be many technologies and many layers of security to reflect data domains, classifications, retention, compliance, and other data needs. This is also the layer where data lakes exist as well as traditional relational databases, enterprise database systems, enterprise content management systems, and simple user-level databases.

      Info-Tech Best Practice

      An optimized Tier 3 has the following attributes:

      • Data warehouse is governed
      • Data warehouse operations and planning
      • Data library is comprehensive
      • Four Rosetta Stones of data are in place: BDG, data classification, reference data, master data.
      Data from integration layer –›
      Tier 3 of Info-Tech's Five Tier Data Architecture, 'Data Warehouse Environment' which includes 'Data Lakes & Warehouse(s) (Raw Data)', 'EIM, ECM, DAM'.
      –› Analytics

      Find out more

      For more information on Data Warehousing, see Info-Tech’s Build an Extensible Data Warehouse Foundation and Drive Business Innovation With a Modernized Data Warehouse Environment blueprints.

      Tier 4 is where knowledge and insight is born

      Tier 4 represents data being used for a purpose.

      This is where you build fit-for-purpose data sets (marts, cubes, flat files) that may now draw from all enterprise data and information sources as held in Tier 3. This is the first place where enterprise views of all data may be effectively done and with trust that golden records from systems of record are being used properly.

      This is also the layer where BI tools get their greatest use for performing analysis. Unlike Tier 3 where data is at rest, this tier is where data moves back into action. Data is brought together in unique combinations to support reporting, and analytics. It is here that the following enterprise analytic views are crafted:
      Exploratory, Inferential, Causal, Comparative, Statistical, Descriptive, Diagnostic, Hypothesis, Predictive, Decisional, Directional, Prescriptive

      Info-Tech Best Practice

      An optimized Tier 4 has the following attributes:

      • Reporting meets business needs
      • Data mart operations are in place
      • Governance of data marts, cubes, and BI tools in place
      Warehouse Environment –›
      Tier 4 of Info-Tech's Five Tier Data Architecture, 'Analytics', which includes 'Data Marts', 'Data Cube', 'Flat Files', and 'BI Tools'.
      –› Presentation

      Find out more

      For more information on BI tools and strategy, see Info-Tech’s Select and Implement a Business Intelligence and Analytics Solution and Build a Next Generation BI with a Game-Changing BI Strategy blueprints.

      The presentation layer, Tier 5, is where data becomes presentable information

      Tier 5 represents data in knowledge form.

      This is where the data and information combine in information insight mapping methods (presentations, templates, etc.). We craft and create new ways to slice and dice data in Tier 4 to be shown and shared in Tier 5.

      Templates for presenting insights are extremely valuable to an enterprise, both for their initial use, and for the ability to build deeper, more insightful analytics. Re-use of these also enables maximum speed for sharing, consuming the outputs, and collective understanding of these deeper meanings that is a critical asset to any enterprise. These derived datasets and the thought models, presentation styles, templates, and other derived and contrived assets should be repatriated into the derived data repositories and the enterprise information management systems respectively as shown in Tier 3.

      Find out more

      For more information on enterprise content management and metadata, see Info-Tech’s Develop an ECM Strategy and Break Open Your DAM With Intuitive Metadata blueprints.

      Tier 5 of Info-Tech's Five Tier Data Architecture, 'Presentation', which includes 'Formulas', 'Thought Models', 'Reports', 'Dashboards', 'Presentations', and 'Derived Data (from analytics activities)'. The 'Repatriation of data' feeds the derived data back into Warehousing.

      Info-Tech Best Practice

      An optimized Tier 5 has the following attributes:

      • Metadata creation is supervised
      • Metadata is organized
      • Metadata is governed
      • Content management capabilities are present

      Info-Tech Insight

      Repatriation of data and information is an essential activity for all organizations to manage organizational knowledge. This is the activity where information, knowledge, and insights that are stored in content form are moved back to the warehousing layer for long-term storage. Because of this, it is crucial to have an effective ECM strategy as well as the means to find information quickly and efficiently. This is where metadata and taxonomy come in.

      As a data architect, you must prioritize your focus according to business need

      Determine your focus.

      Now that you have an understanding of the drivers requiring data architecture optimization, as well as the current data architecture situation at your organization, it is time to determine the actions that will be taken to address the driver.

      1. Business driver

      Screenshot of Data Architecture Driver Pattern Identification Tool, Tab 2. Tactic Pattern Plan.
      Data Architecture Driver Pattern Identification Tool, Tab 2. Tactic Pattern Plan

      3. Documented tactic plan

      Data Architecture Optimization Template

      2. Tactics across the five tiers

      Another screenshot of Data Architecture Driver Pattern Identification Tool, Tab 2. Tactic Pattern Plan.

      The next four slides provide an overview of the priorities that accompany the four most common business drivers that require updates to a stale data architecture.

      Business driver #1: Adding a new functionality to an application can have wide impacts on data architecture

      Does the business wants to add a new application or supplement an existing application with a new functionality?

      Whether the business wants to gain better customer intimacy, achieve operational excellence, or needs to change its compliance and reporting strategy, the need for collecting new data through a new application or a new functionality within an existing application can arise. This business driver has the following attributes:

      • Often operational oriented and application driven.
      • An application is changed through an application version upgrade, migration to cloud, or application customization, or as a result of application rationalization or changes in the way that application data is generated.
      • However, not all new functionalities trigger this scenario. Non-data-related changes, such as a new interface, new workflows, or any other application functionality changes that do not involve data, will not have data architecture impacts.
      Stock photo of someone using a smartphone with apps.
      Modified icon for Tools & Templates. When this business driver arises, data architects should focus on optimizing architecture at the source tier and the integration of the new functionality. Tactics for this business driver should address the following pattern:
      Tiers 1 and 2 highlighted.

      Business driver #2: Organizations today are looking to become more data driven

      Does the business wants to better leverage its data?

      An organization can want to use its data for multiple reasons. Whether these reasons include improving customer experience or operational excellence, the data architect must ensure that the organization’s data aggregation environment, reporting and analytics, and presentation layer are assessed and optimized for serving the needs of the business.

      “Data-drivenness is about building tools, abilities, and, most crucially, a culture that acts on data.” (Carl Anderson, Creating a Data-Driven Organization)

      Tactics for this business driver should address the following pattern:
      Tiers 3, 4, and 5 highlighted.
      Modified icon for Tools & Templates. When this business driver arises, data architects should focus on optimizing architecture at the source tier and the integration of the new functionality.
      Stock photo of someone sitting at multiple computers with analytics screens open.
      • This scenario is typically project driven and analytical oriented.
      • The business is looking to leverage data and information by processing data through BI tools and self-service.
      • Example: The organization wants to include new third-party data, and needs to build a new data mart to provide a slice of data for analysis.

      Business driver #3: Risk and compliance demands can put pressure on outdated architectures

      Is there increasing pressure on the business to maintain compliance requirements as per regulations?

      An organization can want to use its data for multiple reasons. Whether these reasons include improving customer experience or operational excellence, the data architect must ensure that the organization’s data aggregation environment, reporting and analytics, and presentation layer are assessed and optimized for serving the needs of the business.

      There are different types of requirements:
      • Can be data-element driven. For example, PII, PHI are requirements around data elements that are associated with personal and health information.
      • Can be process driven. For example, some requirements restrict data read/write to certain groups.
      Stock photo of someone pulling a block out of a Jenga tower.
      Modified icon for Tools & Templates. When this business driver arises, data architects should focus on optimizing architecture where data is stored: at the sources, the warehouse environment, and analytics layer. Tactics for this business driver should address the following pattern:
      Tiers 1, 3, and 4 highlighted.

      Business driver #4: Mergers and acquisitions can require a restructuring of the organization’s data architecture

      Is the organization looking to acquire or merge with another organization or line of business?

      There are three scenarios that encompass the mergers and acquisitions business driver for data architecture:

      1. The organization acquires/merges with another organization and wants to integrate the data.
      2. The organization acquires/merges a subset of an organization (a line of business, for example) and wants to integrate the data.
      3. The organization acquires another organization for competitive purposes, and does not need to integrate the data.
      Regardless of what scenario your organization falls into, you must go through the same process of identifying the requirements for the new data:
      1. Understand what data you are getting.
        The business may acquire another organization for the data, for the technology, and/or for algorithms (for example). If the goal is to integrate the new data, you must understand if the data is unstructured, structured, how much data, etc.
      2. Plan for the integration of the new data into your environment.
        Do you have the expertise in-house to integrate the data? Database structures and systems are often mismatched (for example, acquired company could have an Oracle database whereas you are an SAP shop) and this may require expertise from the acquired company or a third party.
      3. Integrate the new data.
        Often, the extraction of the new data is the easy part. Transforming and loading the data is the difficult and costly part.
      “As a data architect, you must do due diligence of the acquired firm. What are the workflows, what are the data sources, what data is useful, what is useless, what is the value of the data, and what are the risks of embedding the data?” (Anonymous Mergers and Acquisitions Consultant)
      Modified icon for Tools & Templates. When this business driver arises, data architects should focus on optimizing architecture at the source tier, the warehousing layer, and analytics. Tiers 1, 3, and 4 highlighted.

      Determine your tier priority pattern and the tactics that you should address based on the business drivers

      Associated Activity icon 1.2.1 30 minutes

      INPUT: Business driver assessment

      OUTPUT: Tactic pattern and tactic plan

      Materials: Data Architecture Driver Pattern Identification Tool, Data Architecture Optimization Template

      Participants: Data architect, Enterprise architect

      Instructions
      1. After you have assessed the organization’s business driver on Tab 1. Driver Identification, move to Tab 2. Tactic Pattern Plan.
      2. Here, you will find a summary of the business driver that applies to you, as well as the tier priority pattern that will help you to focus your efforts for data architecture.
      3. Document the Tier Priority Pattern and associated tactics in Section 2. Optimization Plan of the Data Architecture Optimization Plan.
      Screenshot of Data Architecture Driver Tool.
      Data Architecture Driver Tool
      Arrow pointing right. Sample of Data Architecture Optimization Template
      Data Architecture Optimization Template

      Info-Tech Insight

      Our approach will help you to get to the solution of the organization’s data architecture problems as quickly as possible. However, keep in mind that you should still address the other tiers of your data architecture even if they are not part of the pattern we identified. For example, if you need to become more data driven, don’t completely ignore the sources and the integration of data. However, to deliver the most and quickest value, focus on tiers 3, 4, and 5.

      This phase helped you to create a tactical plan to optimize your data architecture according to business priorities

      Phase 1 is all about focus.

      Data architects and those responsible for updating an organization’s data architecture have a wide-open playing field with which to take their efforts. Being able to narrow down your focus and generate an actionable plan will help you provide more value to the organization quickly and get the most out of your data.

        Phase 1
        • Business Drivers
          • Tactic Pattern
            • Tactical Plan

      Now that you have your prioritized tactical plan, move to Phase 2. This phase will help you map these priorities to the essential capabilities and measure where you stack up in these capabilities. This is an essential step in creating your data architecture roadmap and plan for coming years to modernize the organization’s data architecture.

      To identify what the monetary authority needed from its data architecture, Info-Tech helped determine the business driver

      CASE STUDY

      Industry: Financial
      Source: Info-Tech Consulting
      Symbol for 'Monetary Authority Case Study'.

      Part 1

      Prior to receiving new external requirements, the monetary Authority body had been operating with an inefficient system. Outdated legacy systems, reports in paper form, incomplete reports, and stale data from other agencies resulted in slow data access. The new requirements demanded speeding up this process.

      Diagram comparing the 'Original Reporting' requirement of 'Up to 7 days' vs the 'New Requirement' of 'As soon as 1 hour'. The steps of reporting in that time are 'Report Request', 'Gather Data', and 'Make Report'.

      Although the organization understood it needed changes, it first needed to establish what were the business objectives, and which areas of their architecture they would need to focus on.

      The business driver in this case was compliance requirements, which directed attention to the sources, aggregation, and insights tiers.

      Tiers 1, 3, and 4 highlighted.

      Looking at the how the different tiers relate to certain business operations, the organization uncovered the best practise tactics to achieving an optimized data architecture.

      1. Source Tactics: 3. Warehousing Tactics: 4. Analytics Tactics:
      • Identify data sources
      • Ensure data quality
      • Properly catalogue data
      • Properly index data
      • Provide the means for data accessibility
      • Allow for data reduction/space for report building

      Once the business driver had been established, the organization was able to identify the specific areas it would eventually need to evaluate and remedy as needed.

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech Workshop Associated Activity icon

      Book a workshop with our Info-Tech analysts:

      Photo of an Info-Tech analyst.
      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analyst will join you and your team onsite at your location or welcome you to Info-Tech's historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      1.1.1

      Sample of activity 1.1.1 'Identify the drivers for improving your data architecture'. Identify the business driver that will set the direction of your data architecture optimization plan.

      In this activity, the facilitator will guide the team in identifying the business driver that is creating the need to improve the organization’s data architecture. Data architecture needs to adapt to the changing needs of the business, so this is the most important step of any data architecture improvements.

      1.2.1

      Sample of activity 1.2.1 'Determine your tier priority pattern and the tactics that you should address based on the business drivers'. Determine the tactics that you will use to optimize data architecture.

      In this activity, the facilitator will help the team create a tactical plan for optimizing the organization’s data architecture across the five tiers of the logical model. This plan can then be followed when addressing the business needs.

      Build a Business-Aligned Data Architecture Optimization Strategy

      PHASE 2

      Personalize Your Tactics to Optimize Your Data Architecture

      Phase 2 will determine your tactics that you should implement to optimize your data architecture

      Business Drivers
      Each business driver requires focus on specific tiers and their corresponding capabilities, which in turn correspond to tactics necessary to achieve your goal.
      New Functionality Risk and Compliance Mergers and Acquisitions Become More Data Driven
      Tiers 1. Data Sources 2. Integration 3. Warehousing 4. Insights 5. Presentation
      Capabilities Current Capabilities
      Target Capabilities
      Example Tactics Leverage indexes, partitions, views, and clusters to optimize performance.

      Cleanse data source.

      Leverage integration technology.

      Identify matching approach priorities.

      Establish governing principles.

      Install performance enhancing technologies.

      Establish star schema and snowflake principles.

      Share data via data mart.

      Build metadata architecture:
      • Data lineage
      • Sharing
      • Taxonomy
      • Automatic vs. manual creation

      Phase 2 outline

      Associated Activity icon Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 2: Personalize Your Tactics to Optimize Your Data Architecture

      Proposed Time to Completion: 2 weeks
      Step 2.1: Measure Your Data Architecture Capabilities Step 2.2: Set a Target for Data Architecture Capabilities Step 2.3: Identify the Tactics That Apply to Your Organization
      Start with an analyst kick-off call:
      • Understand Info-Tech’s data architecture capability model to begin identifying where to develop tactics for optimizing your data architecture.
      Review findings with analyst:
      • Understand Info-Tech’s data architecture capability model to begin identifying where to develop tactics for optimizing your data architecture.
      Finalize phase deliverable:
      • Learn about the trends in data architecture that can be leveraged to develop tactics.
      Then complete these activities…
      • Measure your current state across the tiers of the capability model that will help address your business driver.
      Then complete these activities…
      • Measure your target state for the capabilities that will address your business driver.
      Then complete these activities…
      • Review the tactical roadmap that was created with guidance from the capability gap analysis.
      With these tools & templates:
      • Data Architecture Tactical Roadmap Tool
      With these tools & templates:
      • Data Architecture Tactical Roadmap Tool
      With these tools & templates:
      • Data Architecture Trends Presentation Template

      Phase 2 Results & Insights

      • Data architecture is not just data models. Understand the essential capabilities that your organization needs from its data architecture to develop a tactical plan for optimizing data architecture across its people, processes, and technology.

      Phase 2, Step 1: Measure Your Data Architecture Capabilities

      PHASE 2

      2.1 2.2 2.3
      Measure Your Data Architecture Capabilities Set a Target for Data Architecture Capabilities Identify the Tactics That Apply to Your Organization

      This step will walk you through the following activities:

      • As you walk through the data architecture capability model, measure your current state in each of the relevant capabilities.
      • Distinguish between essential and nice-to-have capabilities for your organization.

      This step involves the following participants:

      • Data Architect

      Outcomes of this step

      • A framework for generating a tactical plan for data architecture optimization.
      • Knowledge of the various trends in the data architecture field that can be incorporated into your plan.

      To personalize your tactical strategy, you must measure up your base data architecture capabilities

      What is a capability?

      Capabilities represent a mixture of people, technology, and processes. The focus of capability design is on the outcome and the effective use of resources to produce a differentiating capability or an essential supporting capability.

      To personalize your tactics, you have to understand what the essential capabilities are across the five tiers of an organization’s data architecture. Then, assess where you currently stand in these capabilities and where you need to go in order to build your optimization plan.

      'Capability' as a mixture of 'People', 'Technology', 'Process', and 'Assets'.

      Info-Tech’s data architecture capability model can be laid over the five-tier data architecture to understand the essential and advanced capabilities that an organization should have, and to build your tactical strategy for optimizing the organization’s data architecture across the tiers.

      Use Info-Tech’s data architecture capability model as a resource to assess and plan your personalized tactics

      Info-Tech’s data architecture capability model can be laid over the five-tier data architecture to understand the essential and advanced capabilities that an organization should have, and to build your tactical strategy for optimizing the organization’s data architecture across the tiers.

      Info-Tech’s Data Architecture Capability Model featuring the five-tier architecture listing 'Core Capabilities' and 'Advanced Capabilities' within each tier, and a list of 'Cross Capabilities' which apply to all tiers.

      Use the Data Architecture Tactical Roadmap Tool to create a tailored plan of action

      Supporting Tool icon 2.1.1 Data Architecture Tactical Roadmap Tool

      Instructions

      Use the Data Architecture Tactical Roadmap Tool as your central tool to develop a tactical plan of action to optimize the organization’s data architecture.

      This tool contains the following sections:

      1. Business Driver Input
      2. Capability Assessment
      3. Capability Gap Analysis
      4. Tactical Roadmap
      5. Metrics
      6. Initiative Roadmap

      INFO-TECH DELIVERABLE

      Sample of the Info-Tech deliverable Data Architecture Tactical Roadmap Tool.

      Benefits of using this tool:

      • Comprehensive documentation of data architecture capabilities present in leading organizations.
      • Generates an accurate architecture roadmap for your organization that is developed in alignment with the broader enterprise architecture and related architectural domains.

      To create a plan for your data architecture priorities, you must first understand where you currently stand

      Now that you understand the business problem that you are trying to solve, it is time to take action in solving the problem.

      The organization likely has some of the capabilities that are needed to solve the problem, but also a need to improve other capabilities. To narrow down the capabilities that you should focus on, first select the business driver that was identified in Phase 1 in Tab 1. Business Driver Input of the Data Architecture Tactical Roadmap Tool. This will customize the roadmap tool to deselect the capabilities that are likely to be less relevant to your organization.

      For Example: If you identified your business driver as “becoming more data-driven”, you will want to focus on measuring and building out the capabilities within Tiers 3, 4, and 5 of the capability model.

      Data Architecture Capability Model
      Info-Tech’s Data Architecture Capability Model with tiers 3, 4, and 5 highlighted.

      Note

      If you want to assess your organization for all of the capabilities across the data architecture capability model, select “Comprehensive Data Architecture Assessment” in Tab 1. Business Driver Input of the Data Architecture Tactical Roadmap Tool.

      Determine your current state across the related architecture tiers

      Associated Activity icon 2.1.2 1 hour

      INPUT: Current data architecture capabilities.

      OUTPUT: An idea of where you currently stand in the capabilities.

      Materials: Data Architecture Tactical Roadmap Tool

      Participants: Data architect, Enterprise architect, Business representatives

      Use the Data Architecture Tactical Roadmap Tool to evaluate the baseline and target capabilities of your practice in terms of how data architecture is approached and executed.

      Instructions
      1. Invite the appropriate stakeholders to participate in this exercise.
      2. On Tab 2. Practice Components, assess the current and target states of each capability on a scale of 1–5.
      3. Note: “Ad hoc” implies a capability is completed, but randomly, informally, and without a standardized method.
        These results will set the baseline against which you will monitor performance progress and keep track of improvements over time.
      To assess data architecture maturity, Info-Tech uses the Capability Maturity Model Integration (CMMI) program for rating capabilities on a scale of 1 to 5:

      1 = Initial/Ad hoc

      2 = Developing

      3 = Defined

      4 = Managed and Measurable

      5 = Optimized

      Info-Tech Insight

      Focus on Early Alignment. Assessing capabilities within specific people’s job functions can naturally result in disagreement or debate, especially between business and IT people. Objectively facilitate any debate and only finalize capability assessments when there is full alignment. Remind everyone that data architecture should ultimately serve business needs wherever possible.

      Phase 2, Step 2: Set a Target for Data Architecture Capabilities

      PHASE 2

      2.12.22.3
      Measure Your Data Architecture CapabilitiesSet a Target for Data Architecture CapabilitiesIdentify the Tactics That Apply to Your Organization

      This step will walk you through the following activities:

      • Determine your target state in each of the relevant capabilities.
      • Distinguish between essential and nice-to-have capabilities for your organization.

      This step involves the following participants:

      • Data Architect

      Outcomes of this step

      • A holistic understanding of where the organization’s data architecture currently sits, where it needs to go, and where the biggest gaps lie.

      To create a plan for your data architecture priorities, you must also understand where you need to get to in the future

      Keep the goal in mind by documenting target state objectives. This will help to measure the highest priority gaps in the organization’s data architecture capabilities.

      Example driver = Becoming more data driven Arrow pointing right. Info-Tech’s Data Architecture Capability Model with tiers 3, 4, and 5 highlighted. Arrow pointing right. Current Capabilities Arrow pointing right. Target Capabilities
      Gaps and Priorities
      Stock photo of a hand placing four shelves arranged as stairs. On the first step is a mini-cut-out of a person walking.

      Determine your future state across the relevant tiers of the data architecture capability model

      Associated Activity icon 2.2.1 2 hours

      INPUT: Current state of data architecture capabilities.

      OUTPUT: Target state of data architecture capabilities.

      Materials: Data Architecture Tactical Roadmap Tool

      Participants: Data architect

      The future of data architecture is now.

      Determine the state of data architecture capabilities that the organization needs to reach to address the drivers of the business.

      For example: If you identified your business driver as “becoming more data driven”, you will want to focus on the capabilities within Tiers 3, 4, and 5 of the capability model.

      Driver = Becoming more data driven Arrow pointing right. Info-Tech’s Data Architecture Capability Model with tiers 3, 4, and 5 highlighted. Arrow pointing right. Target Capabilities

      Identify where gaps in your data architecture capabilities lie

      Associated Activity icon 2.2.2 1 hour

      INPUT: Current and target states of data architecture capabilities.

      OUTPUT: Holistic understanding of where you need to improve data architecture capabilities.

      Materials: Data Architecture Tactical Roadmap Tool

      Participants: Data architect

      Visualization of gap assessment of data quality practice capabilities

      To enable deeper analysis on the results of your capability assessment, Tab 4. Capability Gap Analysis in the Data Architecture Tactical Roadmap Tool creates visualizations of the gaps identified in each of your practice capabilities and related data management practices. These diagrams serve as analysis summaries.

      Gap Assessment of Data Source Capabilities

      Sample of the Data Architecture Tactical Roadmap Tool, tab 4. Capability Gap Analysis.

      Use Tab 3. Data Quality Practice Scorecard to enhance your data quality project.

      1. Enhance your gap analyses by forming a relative comparison of total gaps in key practice capability areas, which will help in determining priorities.
      2. Put these up on display to improve discussion in the gap analyses and prioritization sessions.
      3. Improve the clarity and flow of your strategy template, final presentations, and summary documents by copying and pasting the gap assessment diagrams.

      Phase 2, Step 3: Identify the Tactics That Apply to Your Organization

      PHASE 2

      2.12.22.3
      Measure Your Data Architecture CapabilitiesSet a Target for Data Architecture CapabilitiesIdentify the Tactics That Apply to Your Organization

      This step will walk you through the following activities:

      • Before making your personal tactic plan, identify the trends in data architecture that can benefit your organization.
      • Understand Info-Tech’s data architecture capability model.
      • Initiate the Data Architecture Roadmap Tool to begin creating a roadmap for your optimization plan.

      This step involves the following participants:

      • Data Architect

      Outcomes of this step

      • A framework for generating a tactical plan for data architecture optimization.
      • Knowledge of the various trends in the data architecture field that can be incorporated into your plan.

      Capitalize on trends in data architecture before you determine the tactics that apply to you

      Stop here. Before you begin to plan for optimization of the organization’s data environment, get a sense of the sustainability and scalability of the direction of the organization’s data architecture evolution.

      Practically any trend in data architecture is driven by an attempt to solve one or more the common challenges of today’s tumultuous data landscape, otherwise known as “big data.” Data is being produced in outrageous amounts, at very high speeds, and in a growing number of types and structures.

      To meet these demands, which are not slowing down, you must keep ahead of the curve. Consider the internal and external catalysts that might fuel your organization’s need to modernize its data architecture:

      Big Data

      Data Storage

      Advanced analytics

      Unstructured data

      Integration

      Hadoop ecosystem

      The discussion about big data is no longer about what it is, but how do businesses of all types operationalize it.

      Is your organization currently capturing and leveraging big data?

      Are they looking to do so in the near future?

      The cloud

      The cloud offers economical solutions to many aspects of data architecture.

      Have you dealt with issues of lack of storage space or difficulties with scalability?

      Do you need remote access to data and tools?

      Real-time architecture

      Advanced analytics (machine learning, natural language processing) often require data in real-time. Consider Lambda and Kappa architectures.

      Has your data flow prevented you from automation, advanced analytics, or embracing the world of IoT?

      Graph databases

      Self-service data access allows more than just technical users to participate in analytics. NoSQL can uncover buried relationships in your data.

      Has your organization struggled to make sense of different types of unstructured data?

      Is ETL enough?

      What SQL is to NoSQL, ETL is to NoETL. Integration techniques are being created to address the high variety and high velocity of data.

      Have your data scientists wasted too much time and resources in the ETL stage?

      Read the Data Architecture Trends Presentation to understand the current cutting edge topics in data architecture

      Supporting Tool icon 2.1 Data Architecture Trends Presentation

      The speed at which new technology is changing is making it difficult for IT professionals to keep pace with best practices, let alone cutting edge technologies.

      The Info-Tech Data Architecture Trends Presentation provides a glance at some of the more significant innovations in technology that are driving today’s advanced data architectures.

      This presentation also explains how these trends relate to either the data challenges you may be facing, or the specific business drivers you are hoping to bring to your organization.

      Sample of the Data Architecture Trends Presentation.
      Data Architecture Trends Presentation

      Gaps between your current and future capabilities will help you to determine the tactics that apply to you

      Now that you know where the organization currently stands, follow these steps to begin prioritizing the initiatives:

      1. What are you trying to accomplish? Determine target states that are framed in quantifiable objectives that can be clearly communicated. The more specific the objectives are the better.
      2. Evaluate the “delta,” or difference between where the organization currently stands and where it needs to go. This will be expressed in terms of gap closure strategies, and will help clarify the initiatives that will populate the road map.
      3. Determine the relative business value of each initiative, as well as the relative complexities of successfully implementing them. These scores should be created with stakeholder input, and then plotted in an effort/transition quadrant map to determine where the quickest and most valuable wins lie.
      Current State Gap Closure Strategies Target State Data Architecture Tactical Roadmap
      • Organization objectives
      • Functional needs
      • Current operating models
      • Technology assets
      Initiatives involving:
      • Organizational changes
      • Functional changes
      • Technology changes
      • Process changes
      • Performance objectives (revenue growth, customer intimacy, growth of organization)
      • Operating model improvements
      • Prioritized, simplified, and compelling vision of how the organization will optimize data architecture

      (Source: “How to Build a Roadmap”)

      Info-Tech Insight

      Optimizing data architecture requires a tactical approach, not a passive approach. The demanding task of optimization requires the ability to heavily prioritize. After you have identified why, determine how using our pre-built roadmap to address the four common drivers.

      Each of the layers of an organization’s data architecture have associated challenges to optimization

      Stop! Before you begin, recognize these “gotchas” that can present roadblocks to creating an effective data architecture environment.

      Before diving headfirst into creating your tactical data architecture plan, documenting the challenges associated with each aspect of the organization’s data architecture can help to identify where you need to focus your energy in optimizing each tier. The following table presents the common challenges across the five tiers:

      Source Tier

      Integration Tier

      Warehousing Tier

      Analytics Tier

      Presentation Tier

      Inconsistent data models Performance issues Scalability of the data warehouse Data currency, flexibility Model interoperability
      Data quality measures: data accuracy, timeliness, accessibility, relevance Duplicated data Infrastructure needed to support volume of data No business context for using the data in the correct manner No business context for using the data in the correct manner
      Free-form field and data values beyond data domain Tokenization and other required data transformations Performance
      Volume
      Greedy consumers can cripple performance
      Insufficient infrastructure
      Inefficiencies in building the data mart Report proliferation/chaos (“kitchen sink dashboards”)
      Reporting out of source systems DB model inefficiencies
      Manual errors;
      Application usability
      Elasticity

      Create metrics before you plan to optimize your data architecture

      Associated Activity icon 2.2.3 1 hour

      INPUT: Tactics that will be used to optimize data architecture.

      OUTPUT: Metrics that can be used to measure optimization success.

      Materials: Data Architecture Tactical Roadmap Tool

      Participants: Data architect

      Metrics will help you to track your optimization efforts and ensure that they are providing value to the organization.

      There are two types of metrics that are useful for data architects to track and measure: program metrics and project metrics. Program metrics represent the activities that the data architecture program, which is the sum of multiple projects, should help to improve. Project metrics are the more granular metrics that track each project.

      Program Metrics

      • TCO of IT
        • Costs associated with applications, databases, data maintenance
        • Should decrease with better data architecture (rationalized apps, operationalized databases)
      • Cost savings:
        • Retiring a legacy system and associated databases
        • Consolidated licensing
        • Introducing shared services
      • Data systems under maintenance (maintenance burden)
      • End-user data requests fulfilled
      • Improvement of time of delivery of reports and insights

      Project Metrics

      • Percent of projects in alignment with EA
      • Percent of projects compliant with the EA governance process (architectural due diligence rate)
      • Reducing time to market for launching new products
        • Reducing human error rates
        • Speeding up order delivery
        • Reducing IT costs
        • Reducing severity and frequency of security incidents

      Use Tab 6. Metrics of the Data Architecture Tactical Roadmap Tool to document and track metrics associated with your optimization tactics.

      Use Info-Tech’s resources to build your data architecture capabilities

      The following resources from Info-Tech can be used to improve the capabilities that were identified as having a gap. Read more about the details of the five-tier architecture in the blueprints below:

      Data Governance

      Data architecture depends on effective data governance. Use our blueprint, Enable Shared Insights With an Effective Data Governance Engine to get more out of your architecture.

      Data Quality

      The key to maintaining high data quality is a proactive approach that requires you to establish and update strategies for preventing, detecting, and correcting errors. Find out more on how to improve data quality with Info-Tech’s blueprint, Restore Trust in Your Data Using a Business-Aligned Data Quality Management Approach.

      Master Data Management

      When you start your data governance program, you will quickly realize that you need an effective MDM strategy for managing your critical data assets. Use our blueprint, Develop a Master Data Management Strategy and Roadmap to Better Monetize Data to get started with MDM.

      Data Warehouse

      The key to maintaining high data quality is a proactive approach that requires you to establish and update strategies for preventing, detecting, and correcting errors. Find out more on how to improve data quality with Info-Tech’s blueprint, Drive Business Innovation With a Modernized Data Warehouse Environment.

      With the optimal tactics identified, the monetary authority uncovered areas needing improvement

      CASE STUDY

      Industry: Financial
      Source: Info-Tech Consulting
      Symbol for 'Monetary Authority Case Study'.

      Part 2

      After establishing the appropriate tactics based on its business driver, the monetary authority was able to identify its shortcomings and adopt resolutions to remedy the issues.

      Best Practice Tactic Current State Solution
      Tier 1 - Data Sources Identify data sources Data coming from a number of locations. Create data model for old and new systems.
      Ensure data quality Internal data scanned from paper and incomplete. Data cleansing and update governance and business rules for migration to new system.
      External sources providing conflicting data.
      Tier 3 - Data Warehousing Data catalogue Data aggregated incompletely. Built proper business data glossary for searchability.
      Indexing Data warehouse performance sub-optimal. Architected data warehouse for appropriate use (star schema).
      Tier 4 - Data Analytics Data accessibility Relevant data buried in warehouse. Build data marts for access.
      Data reduction Accurate report building could not be performed in current storage. Built interim solution sandbox, spin up SQL database.

      Establishing these solutions provided the organization with necessary information to build their roadmap and move towards implementing an optimized data architecture.

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech Workshop Associated Activity icon

      Book a workshop with our Info-Tech analysts:

      Photo of a Info-Tech analyst.
      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analyst will join you and your team onsite at your location or welcome you to Info-Tech's historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      2.1.1 – 2.2.2

      Sample of activities 2.1.1 and 2.2.2, the first being 'Determine your current state across the related architecture tiers'. Evaluate your current capabilities and design your target data quality practice from two angles

      In this assessment and planning activity, the team will evaluate the current and target capabilities for your data architecture’s ability to meet business needs based on the essential capabilities across the five tiers of an organization’s architectural environment.

      2.2.3

      Sample of activity 2.2.3 'Create metrics before you plan to optimize your data architecture'. Create metrics to track the success of your optimization plan.

      The Info-Tech facilitator will guide you through the process of creating program and project metrics to track as you optimize your data architecture. This will help to ensure that the tactics are helping to improve crucial business attributes.

      Build a Business-Aligned Data Architecture Optimization Strategy

      PHASE 3

      Create Your Tactical Data Architecture Roadmap

      Phase 3 outline

      Associated Activity icon Call 1-888-670-8889 or email GuidedImplementations@InfoTech.com for more information.

      Complete these steps on your own, or call us to complete a guided implementation. A guided implementation is a series of 2-3 advisory calls that help you execute each phase of a project. They are included in most advisory memberships.

      Guided Implementation 3: Create Your Tactical Data Architecture Roadmap

      Proposed Time to Completion: 2 weeks
      Step 3.1: Personalize Your Data Architecture RoadmapStep 3.2: Manage Your Data Architecture Decisions and the Resulting Changes
      Start with an analyst kick-off call:
      • Review the tactical plan that addresses the business drivers by optimizing your data architecture in the relevant focus areas.
      Review findings with analyst:
      • Discuss and review the roadmap of optimization activities, including dependencies, timing, and ownership of activities.
      • Understand how change management is an integral aspect of any data architecture optimization plan.
      Then complete these activities…
      • Create your detailed data architecture initiative roadmap.
      Then complete these activities…
      • Create your Data Architecture Decision Template to document the changes that are going to be made to optimize your data architecture environment.
      • Review how change management fits into the data architecture improvement program.
      With these tools & templates:
      • Data Architecture Tactical Roadmap Tool
      With these tools & templates:
      • Data Architecture Decision Template

      Phase 3 Results & Insights

      • Phase 3 will help you to build a personalized roadmap and plan for optimizing data architecture in your organization. In carrying out this roadmap, changes will, by necessity, occur. Therefore, an integral aspect of a data architect’s role is change management. Use the resources included in Phase 3 to smoothen the change management process.

      Phase 3, Step 1: Personalize Your Data Architecture Roadmap

      PHASE 3

      3.1 3.2
      Personalize Your Data Architecture Roadmap Manage Your Data Architecture Decisions and the Resulting Changes

      This step will walk you through the following activities:

      • Determine the timing, effort, and ownership of the recommended optimization initiatives.
      • Brainstorm initiatives that are not yet on the roadmap but apply to you.

      This step involves the following participants:

      • Data Architect
      • DBAs
      • Enterprise Architect

      Outcomes of this step

      • A roadmap of specific initiatives that map to the tactical plan for optimizing your organization’s data architecture.
      • A plan for communicating high-level business objectives to data workers to address the issues of the business.

      Now that you have tactical priorities, identify the actionable steps that will lead you to an optimized data architecture

      Phase 1 and 2 helped you to identify tactics that address some of the most common business drivers. Phase 3 will bring you through the process of practically planning what those tactics look like in your organization’s environment and create a roadmap to plan how you will generate business value through optimization of your data architecture environment.

      Diagram of the three phases and the goals of each one. The first phase says 'Identify your data architecture business driver' and highlights 'Business Driver 3' out of four to focus on in Phase 2. Phase 2 says 'Optimization tactics across the five-tier logical data architecture' and identifies four of six 'Tactics' to use in Phase 3. Phase 3 is a 'Practical Roadmap of Initiatives' and utilizes a timeline of initiatives in which to apply the chosen tactics.

      Use the Data Architecture Tactic Roadmap Tool to personalize your roadmap

      Supporting Tool icon 3.1.1 Data Architecture Tactic Roadmap Tool
      Generating Your Roadmap
      1. On Tab 5. Tactic and Initiative Planning, you will find a list of tactics that correspond to every capability that applies to your chosen driver and where there is a gap. In addition, each tactic has a sequence of “Suggested Initiatives,” which represent the best-practice steps that you should take to optimize your data architecture according to your priorities and gaps.
      2. Customize this list of initiatives according to your needs.
      3. The Gantt chart is generated in Tab 7. Initiative Roadmap, and can be used to organize your plan and ensure that all of the essential aspects of optimizing data architecture are addressed.
      4. The roadmap can be used as an “executive brief” roadmap and as a communication tool for the business.
      Screenshot of the Data Architecture Tactic Roadmap Tool, Tab 5. Tactic and Initiative Planning.
      Tab 5. Tactic and Initiative Planning

      Screenshot of the Data Architecture Tactic Roadmap Tool, Tab 7. Initiative Roadmap.
      Tab 7. Initiative Roadmap

      Determine the details of your data architecture optimization activities

      Associated Activity icon 3.1.2 1 hour

      INPUT: Timing of initiatives for optimizing data architecture.

      OUTPUT: Optimization roadmap

      Materials: Data Architecture Tactic Roadmap Tool

      Participants: Data architect, Enterprise Architect

      Instructions

      1. With the list of suggested activities in place on Tab 5. Tactic and Initiative Planning, select whether or not the initiatives will be included in the roadmap. By default, all of the initiatives are set to “Yes.”
      2. Plan the sequence, starting time, and length of each initiative, as well as the assigned responsibility of the initiative in Tab 5. Tactic and Initiative Planning of the Data Architecture Tactic Roadmap Tool.
      3. The tool will a generate a Gantt chart based on the start and length of your initiatives.
      4. The Gantt chart is generated in Tab 7. Initiative Roadmap.
      Screenshot of the Data Architecture Tactic Roadmap Tool, Tab 5. Tactic and Initiative Planning. Tab 5. Tactic and Initiative Planning Screenshot of the Data Architecture Tactic Roadmap Tool, Tab 7. Initiative Roadmap. Tab 7. Initiative Roadmap

      Info-Tech Insight

      The activities that populate the roadmap can be taken as best practice activities. If you want an actionable, comprehensive, and prescriptive plan for optimizing your data architecture, fill in the timing of the activities and print the roadmap. This can serve as a rapid communication tool for your data architecture plan to the business and other architects.

      Optimizing data architecture relies on communication between the business and data workers

      Remember: Data architects bridge the gap between strategic and technical requirements of data.

      Visualization centering the 'Data Architect' as the bridge between 'Data Workers', 'Business', and 'Data & Applications'.

      Therefore, as you plan the data and its interactions with applications, it is imperative that you communicate the plan and its implications to the business and the data workers. Stock photo of coworkers communicating.
      Also remember: In Phase 1, you built your tactical data architecture optimization plan.
      Sample 1 of the Data Architecture Optimization Template. Sample 2 of the Data Architecture Optimization Template.
      Use this document to communicate your plan for data architecture optimization to both the business and the data workers. Socialize this document as a representation of your organization’s current data architecture as well as where it is headed in the future.

      Communicate your data architecture optimization plan to the business for approval

      Associated Activity icon 3.1.3 2 hours

      INPUT: Data Architecture Tactical Roadmap

      OUTPUT: Communication plan

      Materials: Data Architecture Optimization Template

      Participants: Data Architect, Business representatives, IT representatives

      Instructions

      Begin by presenting your plan and roadmap to the business units who participated in business interviews in activity 1.1.3 of Phase 1.

      If you receive feedback that suggests that you should make revisions to the plan, consult Info-Tech Research Group for suggestions on how to improve the plan.

      If you gain approval for the plan, communicate it to DBAs and other data workers.

      Iterative optimization and communication plan:
      Visualization of the Iterative optimization and communication plan. 'Start here' at 'Communicate Plan and Roadmap to the Business', and then continue in a cycle of 'Receive Approval or Suggested Modifications', 'Get Advice for Improvements to the Plan', 'Revise Plan', and back to the initial step until you receive 'Approval', then 'Present to Data Workers'.

      With a roadmap in place, the monetary authority followed a tactical and practical plan to repair outdated data architecture

      CASE STUDY

      Industry: Financial
      Source: Info-Tech Consulting
      Symbol for 'Monetary Authority Case Study'.

      Part 3

      After establishing the appropriate tactics based on its business driver, the monetary authority was able to identify its shortcomings and adopt resolutions to remedy the issues.

      Challenge

      A monetary authority was placed under new requirements where it would need to produce 6 different report types on its clients to a regulatory body within a window potentially as short as 1 hour.

      With its current capabilities, it could complete such a task in roughly 7 days.

      The organization’s data architecture was comprised of legacy systems that had poor searchability. Moreover, the data it worked with was scanned from paper, regularly incomplete and often inconsistent.

      Solution

      The solution first required the organization to establish the business driver behind the need to optimize its architecture. In this case, it would be compliance requirements.

      With Info-Tech’s methodology, the organization focused on three tiers: data sources, warehousing, and analytics.

      Several solutions were developed to address the appropriate lacking capabilities. Firstly, the creation of a data model for old and new systems. The implementation of governance principles and business rules for migration of any data. Additionally, proper indexing techniques and business data glossary were established. Lastly, data marts and sandboxes were designed for data accessibility and to enable a space for proper report building.

      Results

      With the solutions established, the monetary authority was given information it needed to build a comprehensive roadmap, and is currently undergoing the implementation of the plan to ensure it will experience its desired outcome – an optimized data architecture built with the capacity to handle external compliance requirements.

      Phase 3, Step 2: Manage Your Data Architecture Decisions and the Resulting Changes

      PHASE 3

      3.13.2
      Personalize Your Data Architecture RoadmapManage Your Data Architecture Decisions and the Resulting Changes

      This step will walk you through the following activities:

      • With a plan in place, document the major architectural decisions that have been and will be made to optimize data architecture.
      • Create a plan for change and release management, an essential function of the data architect role.

      This step involves the following participants:

      • Data Architect
      • Enterprise Architect

      Outcomes of this step

      • Resources for documenting and managing the inevitable change associated with updates to the organization’s data architecture environment.

      To implement data architecture changes, you must plan to accommodate the issues that come with change

      Once you have a plan in place, one the most challenging aspects of improving an organization is yet to come…overcoming change!

      “When managing change, the job of the data architect is to avoid unnecessary change and to encapsulate necessary change.

      You must provide motivation for simplifying change, making it manageable for the whole organization.” (Andrew Johnston, Independent Consultant)

      Stock photo of multiple hands placing app/website design elements on a piece of paper.

      Create roadmap

      Arrow pointing down.

      Communicate roadmap

      Arrow pointing down.

      Implement roadmap

      Arrow pointing down.

      Change management

      Use the Data Architecture Decision Template when architectural changes are made

      Supporting Tool icon 3.2 Data Architecture Decision Template
      Document the architectural decisions made to provide context around changes made to the organization’s data environment.

      The goal of this Data Architecture Decision Template is to provide data architects with a template for managing the changes that accompany major architectural decisions. As you work through the Build a Business-Aligned Data Architecture Optimization Strategy blueprint, you will create a plan for tactical initiatives that address the drivers of the business to optimize your data architecture. This plan will bring about changes to the organization’s data architecture that need change management considerations.

      Document any major changes to the organization’s data architecture that are required to evolve with the organization’s drivers. This will ensure that major architectural changes are documented, tracked, and that the context around the decision is maintained.

      “Environment is very chaotic nowadays – legacy apps, sprawl, ERPs, a huge mix and orgs are grappling with what our data landscape look like? Where are our data assets that we need to use?” (Andrew Johnston, Independent Consultant)

      Sample of the Data Architecture Decision Template.

      Use Info-Tech’s Data Architecture Decision Template to document any major changes in the organization’s data architecture.

      Leverage Info-Tech’s resources to smooth change management

      As changes to the architectural environment occur, data architects must stay ahead of the curve and plan the change management considerations that come with major architectural decisions.

      “When managing change, the job of the data architect is to avoid unnecessary change and to encapsulate necessary change.

      You must provide motivation for simplifying change, making it manageable for the whole organization.” (Andrew Johnston, Independent Consultant)

      See Info-Tech’s resources on change management to smooth changes:
      Banner for the blueprint set 'Optimize Change Management' with subtitle 'Turn and face the change with a right-sized change management process'.
      Sample of the Optimize Change Management blueprint.

      Change Management Blueprint

      Sample of the Change Management Roadmap Tool.

      Change Management Roadmap Tool

      Use Info-Tech’s resources for effective release management

      As changes to the architectural environment occur, data architects must stay ahead of the curve and plan the release management considerations around new hardware and software releases or updates.

      Release management is a process that encompasses the planning, design, build, configuration, and testing of hardware and software releases to create a defined set of release components (ITIL). Release activities can include the distribution of the release and supporting documentation directly to end users. See Info-Tech’s resources on Release Management to smooth changes:

      Banner for the blueprint set 'Take a Holistic View to Optimize Release Management' with subtitle 'Build trust by right-sizing your process using appropriate governance'.
      Samples of the Release Management blueprint.

      Release Management Blueprint

      Sample of the Release Management Process Standard Template.

      Release Management Process Standard Template

      If you want additional support, have our analysts guide you through this phase as part of an Info-Tech Workshop Associated Activity icon

      Book a workshop with our Info-Tech analysts:

      Photo of a Info-Tech analyst.
      • To accelerate this project, engage your IT team in an Info-Tech workshop with an Info-Tech analyst team.
      • Info-Tech analyst will join you and your team onsite at your location or welcome you to Info-Tech's historic Toronto office to participate in an innovative onsite workshop.
      • Contact your account manager (www.infotech.com/account), or email Workshops@InfoTech.com for more information.

      The following are sample activities that will be conducted by Info-Tech analysts with your team:

      3.1.1

      Sample of activity 3.1.2 'Determine the timing of your data architecture optimization activities'. Create your personalized roadmap of activities.

      In this activity, the facilitator will guide the team in evaluating practice gaps highlighted by the assessment, and compare these gaps at face value so general priorities can be documented. The same categories as in 3.1.1 are considered.

      3.1.3

      Sample of activity 3.1.3 'Communicate your Data Architecture Optimization Plan to the business for approval'. Communicate your data architecture optimization plan.

      The facilitator will help you to identify the optimal medium and timing for communicating your plan for optimizing your data architecture.

      Insight breakdown

      Insight 1

      • Data architecture needs to evolve along with the changing business landscape. There are four common business drivers that put most pressure on archaic architectures. As a result, the organization’s architecture must be flexible and responsive to changing business needs.

      Insight 2

      • Data architecture is not just about models.
        Viewing data architecture as just technical data modeling can lead to structurally unsound data that does not serve the business.

      Insight 3

      • Data is used differently across the layers of an organization’s data architecture, and the capabilities needed to optimize use of data change with it. Architecting and managing data from source to warehousing to presentation requires different tactics for optimal use.

      Summary of accomplishment

      Knowledge Gained

      • An understanding of what data architecture is, how data architects can provide value to the organization, and how data architecture fits into the larger enterprise architecture picture.
      • The capabilities required for optimization of the organization’s data architecture across the five tiers of the logical data architecture model.

      Processes Optimized

      • Prioritization and planning of data architect responsibilities across the five tiers of the five-tier logical data architecture model.
      • Roadmapping of tactics that address the most common business drivers of the organization.
      • Architectural change management.

      Deliverables Completed

      • Data Architecture Driver Pattern Identification Tool
      • Data Architecture Optimization Template
      • Data Architecture Trends Presentation
      • Data Architecture Roadmap Tool
      • Data Architecture Decision Template

      Research contributors and experts

      Photo of Ron Huizenga, Senior Product Manager, Embarcadero Technologies, Inc. Ron Huizenga, Senior Product Manager
      Embarcadero Technologies, Inc.

      Ron Huizenga has over 30 years of experience as an IT executive and consultant in enterprise data architecture, governance, business process reengineering and improvement, program/project management, software development, and business management. His experience spans multiple industries including manufacturing, supply chain, pipelines, natural resources, retail, healthcare, insurance, and transportation.

      Photo of Andrew Johnston, Architect, Independent Consultant. Andrew Johnston, Architect Independent Consultant

      An independent consultant with a unique combination of managerial, commercial, and technical skills, Andrew specializes in the development of strategies and technical architectures that allow businesses to get the maximum benefit from their IT resources. He has been described by clients as a "broad spectrum" architect, summarizing his ability to engage in many problems at many levels.

      Research contributors

      Internal Contributors
      Logo for Info-Tech Research Group.
      • Steven J. Wilson, Senior Director, Research & Advisory Services
      • Daniel Ko, Research Manager
      • Bernie Gilles, Senior Director, Research & Advisory Services
      External Contributors
      Logo for Embarcadero.
      Logo for Questa Computing. Logo for Geha.
      • Ron Huizenga, Embercardo Technologies
      • Andrew Johnston, Independent Consultant
      • Darrell Enslinger, Government Employees Health Association
      • Anonymous Contributors

      Bibliography

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      Anadiotis, George. “Streaming hot: Real-time big data architecture matters.” ZDNet. Jan, 2017. Web. 25 Apr 2017. [http://www.zdnet.com/article/streaming-hot-real-time-big-data-architecture-matters/]

      Aston, Dan. “The Economic value of Enterprise Architecture and How to Show It.” Erwin. Aug, 2016. Web. 20 Apr 2017. [http://erwin.com/blog/economic-value-enterprise-architecture-show/]

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      Boyd, Ryan, et al. “Relational vs. Graph Data Modeling” DZone. Mar 2016. Web. 25 Apr 2017. [https://dzone.com/articles/relational-vs-graph-data-modeling]

      Brahmachar, Satya. “Theme To Digital Transformation - Journey to Data Driven Enterprise” Feb, 2015. Web. 20 Apr 2017. [http://satyabrahmachari-thought-leader.blogspot.ca/2015/02/i-smac-theme-to-digital-transformation.html]

      Capsenta. “NoETL.” Capsenta. Web. 25 Apr 2017. [https://capsenta.com/wp-content/uploads/2015/03/Capsenta-Booklet.pdf]

      Connolly, Shaun. “Implementing the Blueprint for Enterprise Hadoop” Hortonworks. Apr, 2014. Web. 25 Apr 2017. https://hortonworks.com/blog/implementing-the-blue...

      Forbes. “Cloud 2.0: Companies Move From Cloud-First To Cloud-Only.” Forbes. Apr, 2017. Web. 25 Apr 2017. [https://www.forbes.com/sites/vmware/2017/04/07/cloud-2-0-companies-move-from-cloud-first-to-cloud-only/#5cd9d94a4d5e]

      Forgeat, Julien. “Lambda and Kappa.” Ericsson. Nov 2015. Web 25 Apr 2017. [https://www.ericsson.com/research-blog/data-knowledge/data-processing-architectures-lambda-and-kappa/]

      Grimes, Seth. “Is It Time For NoETL?” InformationWeek. Mar, 2010. Web. 25 Apr 2017. [http://www.informationweek.com/software/information-management/is-it-time-for-noetl/d/d-id/1087813]

      Gupta, Manav. et al. “How IB‹ leads in building big data analytics solutions in the cloud.” IBM. Feb, 2016. Web. 25 Apr 2017. [https://www.ibm.com/developerworks/cloud/library/cl-ibm-leads-building-big-data-analytics-solutions-cloud-trs/index.html#N102DE]

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      Align Projects With the IT Change Lifecycle

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      • Parent Category Name: Operations Management
      • Parent Category Link: /i-and-o-process-management
      • Coordinate IT change and project management to successfully push changes to production.
      • Manage representation of project management within the scope of the change lifecycle to gather requirements, properly approve and implement changes, and resolve incidents that arise from failed implementations.
      • Communicate effectively between change management, project management, and the business.

      Our Advice

      Critical Insight

      Improvement can be incremental. You do not have to adopt every recommended improvement right away. Ensure every process change you make will create value and slowly add improvements to ease buy-in.

      Impact and Result

      • Establish pre-set touchpoints between IT change management and project management at strategic points in the change and project lifecycles.
      • Include appropriate project representation at the change advisory board (CAB).
      • Leverage standard change resources such as the change calendar and request for change form (RFC).

      Align Projects With the IT Change Lifecycle Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Align Projects With the IT Change Lifecycle Deck – A guide to walk through integrating project touchpoints in the IT change management lifecycle.

      Use this storyboard as a guide to align projects with your IT change management lifecycle.

      • Align Projects With the IT Change Lifecycle Storyboard

      2. The Change Management SOP – This template will ensure that organizations have a comprehensive document in place that can act as a point of reference for the program.

      Use this SOP as a template to document and maintain your change management practice.

      • Change Management Standard Operating Procedure
      [infographic]

      Further reading

      Align Projects With the IT Change Lifecycle

      Increase the success of your changes by integrating project touchpoints in the change lifecycle.

      Analyst Perspective

      Focus on frequent and transparent communications between the project team and change management.

      Benedict Chang

      Misalignment between IT change management and project management leads to headaches for both practices. Project managers should aim to be represented in the change advisory board (CAB) to ensure their projects are prioritized and scheduled appropriately. Advanced notice on project progress allows for fewer last-minute accommodations at implementation. Widespread access of the change calendar can also lead project management to effectively schedule projects to give change management advanced notice.

      Moreover, alignment between the two practices at intake allows for requests to be properly sorted, whether they enter change management directly or are governed as a project.

      Lastly, standardizing implementation and post-implementation across everyone involved ensures more successful changes and socialized/documented lessons learned for when implementations do not go well.

      Benedict Chang
      Senior Research Analyst, Infrastructure and Operations
      Info-Tech Research Group

      Executive Summary

      Your Challenge

      Common Obstacles

      Info-Tech’s Approach

      To align projects with the change lifecycle, IT leaders must:

      • Coordinate IT change and project management to successfully push changes to production.
      • Manage representation of project management within the scope of the change lifecycle to gather requirements, properly approve and implement changes, and resolve incidents that arise from failed implementations.
      • Communicate effectively between change management, project management, and the business.

      Loose definitions may work for clear-cut examples of changes and projects at intake, but grey-area requests end up falling through the cracks.

      Changes to project scope, when not communicated, often leads to scheduling conflicts at go-live.

      Too few checkpoints between change and project management can lead to conflicts. Too many checkpoints can lead to delays.

      Set up touchpoints between IT change management and project management at strategic points in the change and project lifecycles.

      Include appropriate project representation at the change advisory board (CAB).

      Leverage standard change resources such as the change calendar and request for change form (RFC).

      Info-Tech Insight

      Improvement can be incremental. You do not have to adopt every recommended improvement right away. Ensure every process change you make will create value, and slowly add improvements to ease buy-in.

      Info-Tech’s approach

      Use the change lifecycle to identify touchpoints.

      The image contains a screenshot of Info-Tech's approach.

      The Info-Tech difference:

      1. Start with your change lifecycle to define how change control can align with project management.
      2. Make improvements to project-change alignment to benefit the relationship between the two practices and the practices individually.
      3. Scope the alignment to your organization. Take on the improvements to the left one by one instead of overhauling your current process.

      Use this research to improve your current process

      This deck is intended to align established processes. If you are just starting to build IT change processes, see the related research below.

      Align Projects With the IT Change Lifecycle

      02 Optimize IT Project Intake, Approval, and Prioritization

      01 Optimize IT Change Management

      Increase the success of your changes by integrating project touchpoints in your change lifecycle.

      (You are here)

      Decide which IT projects to approve and when to start them.

      Right-size IT change management to protect the live environment.

      Successful change management will provide benefits to both the business and IT

      Respond to business requests faster while reducing the number of change-related disruptions.

      IT Benefits

      Business Benefits

      • Fewer incidents and outages at project go-live
      • Upfront identification of project and change requirements
      • Higher rate of change and project success
      • Less rework
      • Fewer service desk calls related to failed go-lives
      • Fewer service disruptions
      • Faster response to requests for new and enhanced functionalities
      • Higher rate of benefits realization when changes are implemented
      • Lower cost per change
      • Fewer “surprise” changes disrupting productivity

      IT satisfaction with change management will drive business satisfaction with IT. Once the process is working efficiently, staff will be more motivated to adhere to the process, reducing the number of unauthorized changes. As fewer changes bypass proper evaluation and testing, service disruptions will decrease and business satisfaction will increase.

      Change management improves core benefits to the business: the four Cs

      Most organizations have at least some form of change control in place, but formalizing change management leads to the four Cs of business benefits:

      Control

      Collaboration

      Consistency

      Confidence

      Change management brings daily control over the IT environment, allowing you to review every relatively new change, eliminate changes that would have likely failed, and review all changes to improve the IT environment.

      Change management planning brings increased communication and collaboration across groups by coordinating changes with business activities. The CAB brings a more formalized and centralized communication method for IT.

      Request-for-change templates and a structured process result in implementation, test, and backout plans being more consistent. Implementing processes for pre-approved changes also ensures these frequent changes are executed consistently and efficiently.

      Change management processes will give your organization more confidence through more accurate planning, improved execution of changes, less failure, and more control over the IT environment. This also leads to greater protection against audits.

      1. Alignment at intake

      Define what is a change and what is a project.

      Both changes and projects will end up in change control in the end. Here, we define the intake.

      Changes and projects will both go to change control when ready to go live. However, defining the governance needed at intake is critical.

      A change should be governed by change control from beginning to end. It would typically be less than a week’s worth of work for a SME to build and come in at a nominal cost (e.g. <$20k over operating costs).

      Projects on the other hand, will be governed by project management in terms of scope, scheduling, resourcing, etc. Projects typically take over a week and/or cost more. However, the project, when ready to go live, should still be scheduled through change control to avoid any conflicts at implementation. At triage and intake, a project can be further scoped based on projected scale.

      This initial touchpoint between change control and project management is crucial to ensure tasks and request are executed with the proper governance. To distinguish between changes and projects at intake, list examples of each and determine what resourcing separates changes from projects.

      Need help scoping projects? Download the Project Intake Classification Matrix

      Change

      Project

      • Smaller scale task that typically takes a short time to build and test
      • Generates a single change request
      • Governed by IT Change Management for the entire lifecycle
      • Larger in scope
      • May generate multiple change requests
      • Governed by PMO
      • Longer to build and test

      Info-Tech Insight

      While effort and cost are good indicators of changes and projects, consider evaluating risk and complexity too.

      1 Define what constitutes a change

      1. As a group, brainstorm examples of changes and projects. If you wish, you may choose to also separate out additional request types such as service requests (user), operational tasks (backend), and releases.
      2. Have each participant write the examples on sticky notes and populate the following chart on the whiteboard/flip chart.
      3. Use the examples to draw lines and determine what defines each category.
      • What makes a change distinct from a project?
      • What makes a change distinct from a service request?
      • What makes a change distinct from an operational task?
      • When do the category workflows cross over with other categories? (For example, when does a project interact with change management?
    • Record the definitions of requests and results in section 2.3 of the Change Management Standard Operating Procedure (SOP).
    • Change

      Project

      Service Request (Optional)

      Operational Task (Optional)

      Release (Optional)

      Changing Configuration

      New ERP

      Add new user

      Delete temp files

      Software release

      Download the Change Management Standard Operating Procedure (SOP).

      Input Output
      • List of examples of each category of the chart
      • Definitions for each category to be used at change intake
      Materials Participants
      • Whiteboard/flip charts (or shared screen if working remotely)
      • Service catalog (if applicable)
      • Sticky notes
      • Markers/pens
      • Change Management SOP
      • Change Manager
      • Project Managers
      • Members of the Change Advisory Board

      2. Alignment at build and test

      Keep communications open by pre-defining and communicating project milestones.

      CAB touchpoints

      Consistently communicate the plan and timeline for hitting these milestones so CAB can prioritize and plan changes around it. This will give change control advanced notice of altered timelines.

      RFCs

      Projects may have multiple associated RFCs. Keeping CAB appraised of the project RFC or RFCs gives them the ability to further plan changes.

      Change Calendar

      Query and fill the change calendar with project timelines and milestones to compliment the CAB touchpoints.

      Leverage the RFC to record and communicate project details

      The request for change (RFC) form does not have to be a burden to fill out. If designed with value in mind, it can be leveraged to set standards on all changes (from projects and otherwise).

      When looking at the RFC during the Build and Test phase of a project, prioritize the following fields to ensure the implementation will be successful from a technical and user-adoption point of view.

      Filling these fields of the RFC and communicating them to the CAB at go-live approval gives the approvers confidence that the project will be implemented successfully and measures are known for when that implementation is not successful.

      Download the Request for Change Form Template

      Communication Plan

      The project may be successful from a technical point of view, but if users do not know about go-live or how to interact with the project, it will ultimately fail.

      Training Plan

      If necessary, think of how to train different stakeholders on the project go-live. This includes training for end users interacting with the project and technicians supporting the project.

      Implementation Plan

      Write the implementation plan at a high enough level that gives the CAB confidence that the implementation team knows the steps well.

      Rollback Plan

      Having a well-formulated rollback plan gives the CAB the confidence that the impact of the project is well known and the impact to the business is limited even if the implementation does not go well.

      Provide clear definitions of what goes on the change calendar and who’s responsible

      Inputs

      • Freeze periods for individual business departments/applications (e.g. finance month-end periods, HR payroll cycle, etc. – all to be investigated)
      • Maintenance windows and planned outage periods
      • Project schedules, and upcoming major/medium changes
      • Holidays
      • Business hours (some departments work 9-5, others work different hours or in different time zones, and user acceptance testing may require business users to be available)

      Guidelines

      • Business-defined freeze periods are the top priority.
      • No major or medium normal changes should occur during the week between Christmas and New Year’s Day.
      • Vendor SLA support hours are the preferred time for implementing changes.
      • The vacation calendar for IT will be considered for major changes.
      • Change priority: High > Medium > Low.
      • Minor changes and preapproved changes have the same priority and will be decided on a case-by-case basis.

      Roles

      • The Change Manager will be responsible for creating and maintaining a change calendar.
      • Only the Change Manager can physically alter the calendar by adding a new change after the CAB has agreed upon a deployment date.
      • All other CAB members, IT support staff, and other impacted stakeholders should have access to the calendar on a read-only basis to prevent people from making unauthorized changes to deployment dates.

      Info-Tech Insight

      Make the calendar visible to as many parties as necessary. However, limit the number of personnel who can make active changes to the calendar to limit calendar conflicts.

      3. Alignment at approval

      How can project management effectively contribute to CAB?

      As optional CAB members

      Project SMEs may attend when projects are ready to go live and when invited by the change manager. Optional members provide details on change cross-dependencies, high-level testing, rollback, communication plans, etc. to inform prioritization and scheduling decisions.

      As project management representatives

      Project management should also attend CAB meetings to report in on changes to ongoing projects, implementation timelines, and project milestones. Projects are typically high-priority changes when going live due to their impact. Advanced notice of timeline and milestone changes allow the rest of the CAB to properly manage other changes going into production.

      As core CAB members

      The core responsibilities of CAB must still be fulfilled:

      1. Protect the live environment from poorly assessed, tested, and implemented changes.

      2. Prioritize changes in a way that fairly reflects change impact, urgency, and likelihood.

      3. Schedule deployments in a way the minimizes conflict and disruption.

      If you need to define the authority and responsibilities of the CAB, see Activity 2.1.3 of the Optimize IT Change Management blueprint.

      4. Alignment at implementation

      At this stage, the project or project phase is treated as any other change.

      Verification

      Once the change has been implemented, verify that all requirements are fulfilled.

      Review

      Ensure all affected systems and applications are operating as predicted.

      Update change ticket and change log

      Update RFC status and CMDB as well (if necessary).

      Transition

      Once the change implementation is complete, it’s imperative that the team involved inform and train the operational and support groups.

      If you need to define transitioning changes to production, download Transition Projects to the Service Desk

      5. Alignment at post-implementation

      Tackle the most neglected portion of change management to avoid making the same mistake twice.

      1. Define RFC statuses that need a PIR
      2. Conduct PIRs for failed changes. Successful changes can simply be noted and transitioned to operations.

      3. Conduct a PIR for every failed change
      4. It’s best to perform a PIR once a change-related incident is resolved.

      5. Avoid making the same mistake twice
      6. Include a root-cause analysis, mitigation actions/timeline, and lessons learned in the documentation.

      7. Report to CAB
      8. Socialize the findings of the PIR at the subsequent CAB meeting.

      9. Circle back on previous PIRs
      10. If a similar change is conducted, append the related PIR to avoid the same mistakes.

      Info-Tech Insight

      Include your PIR documentation right in the RFC for easy reference.

      Download the RFC template for more details on post-implementation reviews

      2 Implement your alignments stepwise

      1. As a group, decide on which implementations you need to make to align change management and project management.
      2. For each improvement, list a timeline for implementation.
      3. Update section 3.5 in the Change Management Standard Operating Procedure (SOP). to outline the responsibilities of project management within IT Change Management.

      The image contains a screenshot of the Change Management SOP

      Download the Change Management Standard Operating Procedure (SOP).

      Input Output
      • This deck
      • SOP update
      Materials Participants
      • Whiteboard/flip charts (or shared screen if working remotely)
      • Service catalog (if applicable)
      • Sticky notes
      • Markers/pens
      • Change Management SOP
      • Change Manager
      • Project Managers
      • Members of the Change Advisory Board

      Related Info-Tech Research

      Optimize IT Change Management

      Right-size IT change management to protect the live environment.

      Optimize IT Project Intake, Approval, and Prioritization

      Decide which IT projects to approve and when to start them.

      Maintain an Organized Portfolio

      Align portfolio management practices with COBIT (APO05: Manage Portfolio).

      Identify and Manage Security Risk Impacts on Your Organization

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      • Parent Category Name: Vendor Management
      • Parent Category Link: /vendor-management
      • More than any other time, our world is changing. As a result, organizations – and their vendors – need to be able to adapt their plans to accommodate risk on an unprecedented level.
      • A new global change will impact your organization at any given time. Ensure that you monitor threats appropriately and that your plans are flexible enough to manage the inevitable consequences.

      Our Advice

      Critical Insight

      • Identifying and managing a vendor’s potential security risk impacts on your organization requires multiple people in the organization across several functions. Those people all need coaching on the potential changes in the market and how these changes could introduce new risks.
      • Organizational leadership is often taken unaware during crises, and their plans lack the flexibility needed to adjust to significant market upheavals and surprise incidents.

      Impact and Result

      • Vendor management practices educate organizations on the potential risks from vendors in your market and suggest creative and alternative ways to avoid and manage them.
      • Prioritize and classify your vendors with quantifiable, standardized rankings.
      • Prioritize focus on your high-risk vendors.
      • Standardize your processes for identifying and monitoring vendor risks to manage potential impacts with our Security Risk Impact Tool.

      Identify and Manage Security Risk Impacts on Your Organization Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Identify and Manage Security Risk Impacts on Your Organization Deck – Use the research to better understand the negative impacts of vendor actions on your security.

      Use this research to identify and quantify the potential security impacts caused by vendors. Use Info-Tech’s approach to look at the security impacts from various perspectives to better prepare for issues that may arise.

      • Identify and Manage Security Risk Impacts on Your Organization Storyboard

      2. Security Risk Impact Tool – Use this tool to help identify and quantify the security impacts of negative vendor actions.

      By playing the “what if” game and asking probing questions to draw out – or eliminate – possible negative outcomes, everyone involved adds their insight into parts of the organization to gather a comprehensive picture of potential impacts.

      • Security Risk Impact Tool
      [infographic]

      Further reading

      Identify and Manage Security Risk Impacts on Your Organization

      Know where the attacks are coming from so you know where to protect.

      Analyst perspective

      It is time to start looking at risk realistically and move away from “trust but verify” toward zero trust.

      Frank Sewell, Research Director, Vendor Management

      Frank Sewell,
      Research Director, Vendor Management
      Info-Tech Research Group

      We are inundated with a barrage of news about security incidents on what seems like a daily basis. In such an environment, it is easy to forget that there are ways to help prevent such things from happening and that they have actual costs if we relax our diligence.

      Most people are aware of defense strategies that help keep their organization safe from direct attack and inside threats. Likewise, they expect their trusted partners to perform the same diligence. Unfortunately, as more organizations use cloud service vendors, the risks with n-party vendors are increasing.

      Over the last few years, we have learned the harsh lesson that downstream attacks affect more businesses than we ever expected as suppliers, manufacturers of base goods and materials, and rising transportation costs affect the global economy.

      “Trust but verify” – while a good concept – should give way to the more effective zero-trust model in favor of knowing it’s not a matter of if an incident happens but when.

      Executive Summary

      Your Challenge

      More than any other time, our world is changing. As a result, organizations – and their vendors – need to be able to adapt their plans to accommodate risk on an unprecedented level.

      A new global change will impact your organization at any given time. Ensure that you monitor threats appropriately and that your plans are flexible enough to manage the inevitable consequences.

      Common Obstacles

      Identifying and managing a vendor’s potential security risk impacts on your organization requires multiple people in the organization across several functions. Those people all need coaching on the potential changes in the market and how these changes could introduce new risks.

      Organizational leadership is often taken unaware during crises, and their plans lack the flexibility needed to adjust to significant market upheavals and surprise incidents.

      Info-Tech’s Approach

      Vendor management practices educate organizations on the potential risks from vendors in your market and suggest creative and alternative ways to avoid and manage them.

      Prioritize and classify your vendors with quantifiable, standardized rankings.

      Prioritize focus on your high-risk vendors.

      Standardize your processes for identifying and monitoring vendor risks to manage potential impacts with our Security Risk Impact Tool.

      Info-Tech Insight
      Organizations must evolve their security risk assessments to be more adaptive to respond to global changes in the market. Ongoing monitoring of third-party vendor risks and holding those vendors accountable throughout the vendor lifecycle are critical to preventing disastrous impacts.

      Info-Tech’s multi-blueprint series on vendor risk assessment

      There are many individual components of vendor risk beyond cybersecurity.

      Multi-blueprint series on vendor risk assessment

      This series will focus on the individual components of vendor risk and how vendor management practices can facilitate organizations’ understanding of those risks.

      Out of Scope:
      This series will not tackle risk governance, determining overall risk tolerance and appetite, or quantifying inherent risk.

      Security risk impacts

      Potential losses to the organization due to security incidents

      • In this blueprint we’ll explore security risks, particularly from third-party vendors, and their impacts.
      • Identify potentially disruptive events to assess the overall impact on organizations and implement adaptive measures to correct security plans.

      The world is constantly changing

      The IT market is constantly reacting to global influences. By anticipating changes, leaders can set expectations and work with their vendors to accommodate them.

      When the unexpected happens, being able to adapt quickly to new priorities ensures continued long-term business success.

      Below are some things no one expected to happen in the last few years:

      62% 83% 84%
      Ransomware attacks spiked 62% globally (and 158% in North America alone). 83% of companies increased organizational focus on third-party risk management in 2020. In a 2020 survey, 84% of organizations reported having experienced a third-party incident in the last three years.
      One Trust, 2022 Help Net Security, 2021 Deloitte, 2020

      Identify and manage security risk impacts on your organization

      Identify and manage security risk impacts on your organization

      Due diligence will enable successful outcomes.

      What is third-party risk?

      Third-Party Vendor: Anyone who provides goods or services to a company or individual in exchange for payment transacted with electronic instructions (Law Insider).

      Third-Party Risk: The potential threat presented to organizations’ employee and customer data, financial information, and operations from the organization’s supply chain and other outside parties that provide products and/or services and have access to privileged systems (Awake Security).

      It is essential to know not only who your vendors are but also who their vendors are (n-party vendors). Organizations often overlook that their vendors rely on others to support their business, and those layers can add risk to your organization.

      Identify and manage security risks

      Global Pandemic

      Very few people could have predicted that a global pandemic would interrupt business on the scale experienced today. Organizations should look at their lessons learned and incorporate adaptable preparations into their security planning and ongoing monitoring moving forward.

      Vendor Breaches

      The IT market is an ever-shifting environment; more organizations are relying on cloud service vendors, staff augmentation, and other outside resources. Organizations should hold these vendors (and their downstream vendors) to the same levels of security and standards of conduct that they hold their internal resources.

      Resource Shortages

      A lack of resources is often overlooked, but it’s easily recognized as a reason for a security incident. All too often, companies are unwilling to dedicate resources to their vendors’ security risk assessment and ongoing monitoring needs. Only once an incident occurs do companies decide it is time to reprioritize.

      Improve Security Governance With a Security Steering Committee

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      • Parent Category Name: Governance, Risk & Compliance
      • Parent Category Link: /governance-risk-compliance
      • Security is still seen as an IT problem rather than a business risk, resulting in security governance being relegated to the existing IT steering committee.
      • Security is also often positioned in the organization where they are not privy to the details of the organization’s overall strategy. Security leaders struggle to get the full enterprise picture.

      Our Advice

      Critical Insight

      • Work to separate the Information Security Steering Committee (ISSC) from the IT Steering Committee (ITSC). Security transcends the boundaries of IT and needs an independent, eclectic approach to make strategic decisions.
      • Be the lawyer, not the cop. Ground your communications in business terminology to facilitate a solution that makes sense to the entire organization.
      • Develop and stick to the agenda. Continued engagement from business stakeholders requires sticking to a strategic level-focused agenda. Dilution of purpose will lead to dilution in attendance.

      Impact and Result

      • Define a clear scope of purpose and responsibilities for the ISSC to gain buy-in and consensus for security governance receiving independent agenda time from the broader IT organization.
      • Model the information flows necessary to provide the steering committee with the intelligence to make strategic decisions for the enterprise.
      • Determine membership and responsibilities that shift with the evolving security landscape to ensure participation reflects interested parties and that money being spent on security mitigates risk across the enterprise.
      • Create clear presentation material and strategically oriented meeting agendas to drive continued participation from business stakeholders and executive management.

      Improve Security Governance With a Security Steering Committee Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out how to improve your security governance with a security steering committee, review Info-Tech’s methodology, and understand the ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Define committee purpose and responsibilities

      Identify the purpose of your committee, determine the capabilities of the committee, and define roles and responsibilities.

      • Improve Security Governance With a Security Steering Committee – Phase 1: Define Committee Purpose and Responsibilities
      • Information Security Steering Committee Charter

      2. Determine information flows, membership & accountabilities

      Determine how information will flow and the process behind that.

      • Improve Security Governance With a Security Steering Committee – Phase 2: Determine Information Flows, Membership & Accountabilities

      3. Operate the Information Security Steering Committee

      Define your meeting agendas and the procedures to support those meetings. Hold your kick-off meeting. Identify metrics to measure the committee’s success.

      • Improve Security Governance With a Security Steering Committee – Phase 3: Operate the Information Security Steering Committee
      • Security Metrics Summary Document
      • Information Security Steering Committee Stakeholder Presentation
      [infographic]

      Further reading

      Improve Security Governance With a Security Steering Committee

      Build an inclusive committee to enable holistic strategic decision making.

      ANALYST PERSPECTIVE

      "Having your security organization’s steering committee subsumed under the IT steering committee is an anachronistic framework for today’s security challenges. Conflicts in perspective and interest prevent holistic solutions from being reached while the two permanently share a center stage.

      At the end of the day, security is about existential risks to the business, not just information technology risk. This focus requires its own set of business considerations, information requirements, and delegated authorities. Without an objective and independent security governance body, organizations are doomed to miss the enterprise-wide nature of their security problems."

      – Daniel Black, Research Manager, Security Practice, Info-Tech Research Group

      Our understanding of the problem

      This Research Is Designed For:

      • CIOs
      • CISOs
      • IT/Security Leaders

      This Research Will Help You:

      • Develop an effective information security steering committee (ISSC) that ensures the right people are involved in critical decision making.
      • Ensure that business and IT strategic direction are incorporated into security decisions.

      This Research Will Also Assist:

      • Information Security Steering Committee (ISSC) members

      This Research Will Help Them:

      • Formalize roles and responsibilities.
      • Define effective security metrics.
      • Develop a communication plan to engage executive management in the organization’s security planning.

      Executive summary

      Situation

      • Successful information security governance requires a venue to address security concerns with participation from across the entire business.
      • Without access to requisite details of the organization – where we are going, what we are trying to do, how the business expects to use its technology – security can not govern its strategic direction.

      Complication

      • Security is still seen as an IT problem rather than a business risk, resulting in security governance being relegated to the existing IT steering committee.
      • Security is also often positioned in the organization where they are not privy to the details of the organization’s overall strategy. Security leaders struggle to get the full enterprise picture.

      Resolution

      • Define a clear scope of purpose and responsibilities for the Information Security Steering Committee to gain buy-in and consensus for security governance receiving independent agenda time from the broader IT organization.
      • Model the information flows necessary to provide the steering committee with the intelligence to make strategic decisions for the enterprise.
      • Determine membership and responsibilities that shift with the evolving security landscape to ensure participation reflects interested parties and that money being spent on security mitigates risk across the enterprise.
      • Create security metrics that are aligned with committee members’ operational goals to incentivize participation.
      • Create clear presentation material and strategically oriented meeting agendas to drive continued participation from business stakeholders and executive management.

      Info-Tech Insight

      1. Work to separate the ISSC from the IT Steering Committee (ITSC). Security transcends the boundaries of IT and needs an independent, eclectic approach to make strategic decisions.
      2. Be the lawyer, not the cop. Ground your communications in business terminology to facilitate a solution that make sense to the entire organization.
      3. Develop and stick to the agenda. Continued engagement from business stakeholders requires sticking to a strategic level-focused agenda. Dilution of purpose will lead to dilution in attendance.

      Empower your security team to act strategically with an ISSC

      Establishing an Information Security Steering Committee (ISSC)

      Even though security is a vital consideration of any IT governance program, information security has increasingly become an important component of the business, moving beyond the boundaries of just the IT department.

      This requires security to have its own form of steering, beyond the existing IT Steering Committee, that ensures continual alignment of the organization’s security strategy with both IT and business strategy.

      An ISSC should have three primary objectives:

      • Direct Strategic Planning The ISSC formalizes organizational commitments to strategic planning, bringing visibility to key issues and facilitating the integration of security controls that align with IT and business strategy.
      • Institute Clear Accountability The ISSC facilitates the involvement and commitment of executive management through clearly defined roles and accountabilities for security decisions, ensuring consistency in participation as the organization’s strategies evolve.
      • Optimize Security Resourcing The ISSC maximizes security by monitoring the implementation of the security strategic plan, making recommendations on prioritization of effort, and securing necessary resources through the planning and budgeting processes, as necessary.

      What does the typical ISSC do?

      Ensuring proper governance over your security program is a complex task that requires ongoing care and feeding from executive management to succeed.

      Your ISSC should aim to provide the following core governance functions for your security program:

      1. Define Clarity of Intent and Direction How does the organization’s security strategy support the attainment of the business and IT strategies? The ISSC should clearly define and communicate strategic linkage and provide direction for aligning security initiatives with desired outcomes.
      2. Establish Clear Lines of Authority Security programs contain many important elements that need to be coordinated. There needs to be clear and unambiguous authority, accountability, and responsibility defined for each element so lines of reporting/escalation are clear and conflicting objectives can be mediated.
      3. Provide Unbiased Oversight The ISSC should vet the organization’s systematic monitoring processes to make certain there is adherence to defined risk tolerance levels and ensure that monitoring is appropriately independent from the personnel responsible for implementing and managing the security program.
      4. Optimize Security Value Delivery Optimized value delivery occurs when strategic objectives for security are achieved and the organization’s acceptable risk posture is attained at the lowest possible cost. This requires constant attention to ensure controls are commensurate with any changes in risk level or appetite.

      Formalize the most important governance functions for your organization

      Creation of an ISSC is deemed the most important governance and oversight practice that a CISO can implement, based on polling of IT security leaders analyzing the evolving role of the CISO.

      Relatedly, other key governance practices reported – status updates, upstream communications, and executive-level sponsorship – are within the scope of what organizations traditionally formalize when establishing their ISSC.

      Vertical bar chart highlighting the most important governance functions according to respondents. The y axis is labelled 'Percentage of Respondents' with the values 0%-60%, and the x axis is labelled 'Governance and Oversight Practices'. Bars are organized from highest percentage to lowest with 'Creation of cross-functional committee to oversee security strategy' at 56%, 'Regularly scheduled reporting on the state of security to stakeholders' at 55%, 'Upstream communication channel from security leadership to CEO' at 46%, and 'Creation of program charter approved by executive-level sponsor' at 37%. Source: Ponemon Institute, 2017; N=184 organizations; 660 respondents.

      Despite the clear benefits of an ISSC, organizations are still falling short

      83% of organizations have not established formal steering committees to evaluate the business impact and risks associated with security decisions. (Source: 2017 State of Cybersecurity Metrics Report)

      70% of organizations have delegated cybersecurity oversight to other existing committees, providing security limited agenda time. (Source: PwC 2017 Annual Corporate Director Survey)

      "This is a group of risk managers an institution would bring together to deal with a response anyway. Having them in place to do preventive discussions and formulate policy to mitigate the liability sets and understand compliance obligations is just powerful." (Kirk Bailey, CISO, University of Washington)

      Prevent the missteps that make 9 out of 10 steering committees unsuccessful

      Why Do Steering Committees Fail?

      1. A lack of appetite for a steering committee from business partners. An effective ISSC requires participation from core members of the organization’s leadership team. The challenge is that most business partners don’t understand the benefits of an ISSC and the responsibilities aren’t tailored to participants’ needs or interests. It’s the CISO’s (or senior IT/security leader’s) responsibility to make this case to stakeholders and right-size the committee responsibilities and membership.
      2. ISSC committees are given inappropriate responsibilities. The steering committee is fundamentally about decision making; it’s not a working committee. Security leadership typically struggles with clarifying these responsibilities on two fronts: either the responsibilities are too vague and there is no clear way to execute on them within a meeting or responsibilities are too tactical and require knowledge that participants do not have. Responsibilities should determine who is on the ISSC, not the other way around.
      3. Lack of process around execution. An ISSC is only valuable if members are able to successfully execute on its mandate. Without well-defined processes it becomes nearly impossible for the ISSC to be actionable. As a result, participants lack the information they need to make critical decisions, agendas are unmet, and meetings are seen as a waste of time.

      Use these icons to help direct you as you navigate this research

      Use these icons to help guide you through each step of the blueprint and direct you to content related to the recommended activities.

      A small monochrome icon of a wrench and screwdriver creating an X.

      This icon denotes a slide where a supporting Info-Tech tool or template will help you perform the activity or step associated with the slide. Refer to the supporting tool or template to get the best results and proceed to the next step of the project.

      A small monochrome icon depicting a person in front of a blank slide.

      This icon denotes a slide with an associated activity. The activity can be performed either as part of your project or with the support of Info-Tech team members, who will come onsite to facilitate a workshop for your organization.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      Guided Implementation

      Workshop

      Consulting

      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful." "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track." "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place." "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostics and consistent frameworks used throughout all four options

      Improve Security Governance With a Security Steering Committee – project overview

      1. Define Committee Purpose and Responsibilities

      2. Determine Information Flows, Membership & Accountabilities

      3. Operate the Information Security Steering Committee

      Supporting Tool icon

      Best-Practice Toolkit

      1.1 Tailor Info-Tech’s Information Security Steering Committee Charter Template to define terms of reference for the ISSC

      1.2 Conduct a SWOT analysis of your information security governance capabilities

      1.3 Identify the responsibilities and duties of the ISSC

      1.4 Draft the committee purpose statement of your ISSC

      2.1 Define your SIPOC model for each of the ISSC responsibilities

      2.2 Identify committee participants and responsibility cadence

      2.3 Define ISSC participant RACI for each of the responsibilities

      3.1 Define the ISSC meeting agendas and procedures

      3.2 Define which metrics you will report to the ISSC

      3.3 Hold a kick-off meeting with your ISSC members to explain the process, responsibilities, and goals

      3.4 Tailor the Information Security Steering Committee Stakeholder Presentation template

      3.5 Present the information to the security leadership team

      3.6 Schedule your first meeting of the ISSC

      Guided Implementations

      • Identify the responsibilities and duties of the ISSC.
      • Draft the committee purpose of the ISSC.
      • Determine SIPOC modeling of information flows.
      • Determine accountabilities and responsibilities.
      • Set operational standards.
      • Determine effectiveness metrics.
      • Steering committee best practices.
      Associated Activity icon

      Onsite Workshop

      This blueprint can be combined with other content for onsite engagements, but is not a standalone workshop.
      Phase 1 Outcome:
      • Determine the purpose and responsibilities of your information security steering committee.
      Phase 2 Outcome:
      • Determine membership, accountabilities, and information flows to enable operational excellence.
      Phase 3 Outcome:
      • Define agendas and standard procedures to operate your committee.
      • Design an impactful stakeholder presentation.

      Improve Security Governance With a Security Steering Committee

      PHASE 1

      Define Committee Purpose and Responsibilities

      Phase 1: Define Committee Purpose and Responsibilities

      ACTIVITIES:

      • 1.1 Tailor Info-Tech’s Information Security Steering Committee Charter Template to define terms of reference for the ISSC
      • 1.2 Conduct a SWOT analysis of your information security governance capabilities
      • 1.3 Identify the responsibilities and duties of the ISSC
      • 1.4 Draft the committee purpose statement for your ISSC

      OUTCOMES:

      • Conduct an analysis of your current information security governance capabilities and identify opportunities and weaknesses.
      • Define a clear scope of purpose and responsibilities for your ISSC.
      • Begin to customize your ISSC charter.

      Info-Tech Insight

      Balance vision with direction. Purpose and responsibilities should be defined so that they encompass your mission and objectives to the enterprise in clear terms, but provide enough detail that you can translate the charter into operational plans for the security team.

      Tailor Info-Tech’s Information Security Steering Committee Charter Template to define terms of reference for the ISSC

      Supporting Tool icon 1.1

      A charter is the organizational mandate that outlines the purpose, scope, and authority of the ISSC. Without a charter, the steering committee’s value, scope, and success criteria are unclear to participants, resulting in unrealistic stakeholder expectations and poor organizational acceptance.

      Start by reviewing Info-Tech’s template. Throughout the next two sections we will help you to tailor its contents.

      • Committee Purpose: The rationale, benefits of, and overall function of the committee.
      • Organization and Membership: Who is on the committee and how is participation measured against organizational need.
      • Responsibilities and Duties: What tasks/decisions the accountable committee is making.
      • RACI: Who is accountable, responsible, consulted, and informed regarding each responsibility.
      • Committee Procedures and Agendas: Includes how the committee will be organized and how the committee will interact and communicate with interested parties.
      Sample of the Info-Tech deliverable 'Information Security Steering Committee Charter Template'.

      Download the Information Security Steering Committee Charter to customize your organization’s charter

      Conduct a SWOT analysis of your information security governance capabilities

      Associated Activity icon 1.2

      INPUT: Survey outcomes, Governance overview handouts

      OUTPUT: SWOT analysis, Top identified challenges and opportunities

      1. Hold a meeting with your IT leadership team to conduct a SWOT analysis on your current information security governance capabilities.
      2. In small groups, or individually, have each group complete a SWOT analysis for one of the governance areas. For each consider:
        • Strengths: What is currently working well in this area?
        • Weaknesses: What could you improve? What are some of the challenges you’re experiencing?
        • Opportunities: What are some organizational trends that you can leverage? Consider whether your strengths or weaknesses could create opportunities.
        • Threats: What are some key obstacles across people, process, and technology?
      3. Have each team or individual rotate until each person has contributed to each SWOT. Add comments from the stakeholder survey to the SWOT.
      4. As a group, rank the inputs from each group and highlight the top five challenges and the top five opportunities you see for improvement.

      Identify the responsibilities and duties of the ISSC

      Associated Activity icon 1.3

      INPUT: SWOT analysis, Survey reports

      OUTPUT: Defined ISSC responsibilities

      1. With your security leadership team, review the typical responsibilities of the ISSC on the following slides (also included in the templated text of the charter linked below).
      2. Print off the following two slides, and in small teams or individually, identify which responsibilities the ISSC should have in your organization, brainstorm any additional responsibilities, and document reasoning.
      3. Have each team present to the larger group, track the similarities and differences between each of the groups, and come to consensus on the list of categories and responsibilities.
      4. Complete a sanity check: review your SWOT analysis. Do the responsibilities you’ve identified resolve the critical challenges or weaknesses?
      5. As a group, consider the responsibilities and whether you can reasonably implement those in one year or if there are any that will need to wait until year two of the committee.

      Add or modify responsibilities in Info-Tech’s Information Security Steering Committee Charter.

      Typical ISSC responsibilities and duties

      Use the following list of responsibilities to customize the list of responsibilities your ISSC may take on. These should link directly to the Responsibilities and Duties section of your ISSC charter.

      Strategic Oversight

      • Provide oversight and ensure alignment between information security strategy and company objectives.
      • Assess the adequacy of resources and funding to sustain and advance successful security programs and practices for identifying, assessing, and mitigating cybersecurity risks across all business functions.
      • Review controls to prevent, detect, and respond to cyber-attacks or information or data breaches involving company electronic information, intellectual property, data, or connected devices.
      • Review the company’s cyberinsurance policies to ensure appropriate coverage.
      • Provide recommendations, based on security best practices, for significant technology investments.

      Policy Governance

      • Review company policies pertaining to information security and cyberthreats, taking into account the potential for external threats, internal threats, and threats arising from transactions with trusted third parties and vendors.
      • Review privacy and information security policies and standards and the ramifications of updates to policies and standards.
      • Establish standards and procedures for escalating significant security incidents to the ISSC, board, other steering committees, government agencies, and law enforcement, as appropriate.

      Typical ISSC responsibilities and duties (continued)

      Use the following list of responsibilities to customize the list of responsibilities your ISSC may take on. These should link directly to the Responsibilities and Duties section of your ISSC charter.

      Risk Governance

      • Review and approve the company’s information risk governance structure and key risk management processes and capabilities.
      • Assess the company’s high-risk information assets and coordinate planning to address information privacy and security needs.
      • Provide input to executive management regarding the enterprise’s information risk appetite and tolerance.
      • Review the company’s cyber-response preparedness, incident response plans, and disaster recovery capabilities as applicable to the organization’s information security strategy.
      • Promote an open discussion regarding information risk and integrate information risk management into the enterprise’s objectives.

      Monitoring & Reporting

      • Receive periodic reports and coordinate with management on the metrics used to measure, monitor, and manage cyber and IT risks posed to the company and to review periodic reports on selected risk topics as the Committee deems appropriate.
      • Review reports provided by the IT organization regarding the status of and plans for the security of the company’s data stored on internal resources and with third-party providers.
      • Monitor and evaluate the quality and effectiveness of the company’s technology security, capabilities for disaster recovery, data protection, cyberthreat detection and cyber incident response, and management of technology-related compliance risks.

      Review the organization’s security strategy to solidify understanding of the ISSC’s purpose

      The ISSC should consistently evolve to reflect the strategic purpose of the security program. If you completed Info-Tech’s Security Strategy methodology, review the results to inform the scope of your committee. If you have not completed Info-Tech’s methodology, determining these details should be achieved through iterative stakeholder consultations.

      Strategy Components

      ISSC Considerations

      Security Pressure Analysis

      Review the ten security domains and your organization’s pressure levels to review the requisite maturity level of your security program. Consider how this may impact the focus of your ISSC.

      Security Drivers/Obligations

      Review how your security program supports the attainment of the organization’s business objectives. By what means should the ISSC support these objectives? This should inform the rationale, benefits, and overall function of the committee.

      Security Strategy Scope and Boundaries

      Consider the scope and boundaries of your security program to reflect on what the program is responsible for securing. Is this reflected adequately in the language of the committee’s purpose? Should components be added or redacted?

      Draft the committee purpose statement of your ISSC

      Associated Activity icon 1.4

      INPUT: SWOT Analysis, Security Strategy

      OUTPUT: ISSC Committee Purpose

      1. In a meeting with your IT leadership team – and considering the organization’s security strategy, defined responsibilities, and opportunities and threats identified – review the example goal statement in the Information Security Steering Committee Charter, and identify whether any of these statements apply to your organization. Select the statements that apply and collaboratively make any changes needed.
      2. Define unique goal statements by considering the following questions:
        • What three things would you realistically list for the ISSC to achieve?
        • If you were to accomplish three things in the next year, what would those be?
      3. With those goal statements in mind, consider the overall purpose of the committee. The purpose statement should be a reflection of what the committee does, why, and the goals.
      4. Have each individual review the example purpose statement and draft what they think a good purpose statement would be.
      5. Present each statement, and work together to determine a best-of-breed statement.

      Alter the Committee Purpose section in the Information Security Steering Committee Charter.

      Present Security to Executive Stakeholders

      • Buy Link or Shortcode: {j2store}262|cart{/j2store}
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      • Parent Category Name: Governance, Risk & Compliance
      • Parent Category Link: /governance-risk-compliance
      • There is a disconnect between security leaders and executive stakeholders on what information is important to present.
      • Security leaders find it challenging to convey the necessary information to obtain support for security objectives.
      • Changes to the threat landscape and shifts in organizational goals exacerbate the issue, as they impact security leaders' ability to prioritize topics to be communicated.
      • Security leaders struggle to communicate the importance of security to a non-technical audience.

      Our Advice

      Critical Insight

      Security presentations are not a one-way street. The key to a successful executive security presentation is having a goal for the presentation and ensuring that you have met your goal.

      Impact and Result

      • Developing a thorough understanding of the security communication goals.
      • Understanding the importance of leveraging highly relevant and understandable data.
      • Developing and delivering presentations that will keep your audience engaged and build trust with your executive stakeholders.

      Present Security to Executive Stakeholders Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Present Security to Executive Stakeholders – A step-by-step guide to communicating security effectively to obtain support from decision makers.

      Use this as a guideline to assist you in presenting security to executive stakeholders.

      • Present Security to Executive Stakeholders Storyboard

      2. Security Presentation Templates – A set of security presentation templates to assist you in communicating security to executive stakeholders.

      The security presentation templates are a set of customizable templates for various types of security presentation including:

      • Present Security to Executive Stakeholders Templates

      Infographic

      Further reading

      Present Security to Executive Stakeholders

      Learn how to communicate security effectively to obtain support from decision makers.

      Analyst Perspective

      Build and deliver an effective security communication to your executive stakeholders.

      Ahmad Jowhar

      As a security leader, you’re tasked with various responsibilities to ensure your organization can achieve its goals while its most important assets are being protected.

      However, when communicating security to executive stakeholders, challenges can arise in determining what topics are pertinent to present. Changes in the security threat landscape coupled with different business goals make identifying how to present security more challenging.

      Having a communication framework for presenting security to executive stakeholders will enable you to effectively identify, develop, and deliver your communication goals while obtaining the support you need to achieve your objectives.

      Ahmad Jowhar
      Research Specialist, Security & Privacy

      Info-Tech Research Group

      Executive Summary

      Your Challenge

      Common Obstacles

      Info-Tech’s Approach

      • Many security leaders struggle to decide what to present and how to present security to executive stakeholders.
      • Constant changes in the security threat landscape impacts a security leader’s ability to prioritize topics to be communicated.
      • There is a disconnect between security leaders and executive stakeholders on what information is important to present.
      • Security leaders struggle to communicate the importance of security to a non-technical audience.
      • Developing a thorough understanding of security communication goals.
      • Understanding the importance of leveraging highly relevant and understandable data.
      • Developing and delivering presentations that will keep your audience engaged and build trust with your executive stakeholders.

      Info-Tech Insight

      Security presentations are not a one-way street. The key to a successful executive security presentation is having a goal for the presentation and verifying that you have met your goal.

      Your challenge

      As a security leader, you need to communicate security effectively to executive stakeholders in order to obtain support for your security objectives.

      • When it comes to presenting security to executive stakeholders, many security leaders find it challenging to convey the necessary information in order to obtain support for security objectives.
      • This is attributed to various factors, such as an increase in the threat landscape, changes to industry regulations and standards, and new organizational goals that security has to align with.
      • Furthermore, with the limited time to communicate with executive stakeholders, both in frequency and duration, identifying the most important information to address can be challenging.

      76% of security leaders struggle in conveying the effectiveness of a cybersecurity program.

      62% find it difficult to balance the risk of too much detail and need-to-know information.

      41% find it challenging to communicate effectively with a mixed technical and non-technical audience.

      Source: Deloitte, 2022

      Common obstacles

      There is a disconnect between security leaders and executive stakeholders when it comes to the security posture of the organization:

      • Executive stakeholders are not confident that their security leaders are doing enough to mitigate security risks.
      • The issue has been amplified, with security threats constantly increasing across all industries.
      • However, security leaders don’t feel that they are in a position to make themselves heard.
      • The lack of organizational security awareness and support from cross-functional departments has made it difficult to achieve security objectives (e.g. education, investments).
      • Defining an approach to remove that disconnect with executive stakeholders is of utmost importance for security leaders, in order to improve their organization’s security posture.

      9% of boards are extremely confident in their organization’s cybersecurity risk mitigation measures.

      77% of organizations have seen an increase in the number of attacks in 2021.

      56% of security leaders claimed their team is not involved when leadership makes urgent security decisions.

      Source: EY, 2021
      The image contains a screenshot of an Info-Tech Thoughtmodel titled: Presenting Security to Executive Stakeholders.

      Info-Tech’s methodology for presenting security to executive stakeholders

      1. Identify communication goals

      2. Collect information to support goals

      3. Develop communication

      4. Deliver communication

      Phase steps

      1. Identify drivers for communicating to executives
      2. Define your goals for communicating to executives
      1. Identify data to collect
      2. Plan how to retrieve data
      1. Plan communication
      2. Build a compelling communication document
      1. Deliver a captivating presentation
      2. Obtain/verify goals

      Phase outcomes

      A defined list of drivers and goals to help you develop your security presentations

      A list of data sources to include in your communication

      A completed communication template

      A solidified understanding of how to effectively communicate security to your stakeholders

      Develop a structured process for communicating security to your stakeholders

      Security presentations are not a one-way street
      The key to a successful executive security presentation is having a goal for the presentation and verifying that you have met your goal.

      Identifying your goals is the foundation of an effective presentation
      Defining your drivers and goals for communicating security will enable you to better prepare and deliver your presentation, which will help you obtain your desired outcome.

      Harness the power of data
      Leveraging data and analytics will help you provide quantitative-based communication, which will result in a more meaningful and effective presentation.

      Take your audience on a journey
      Developing a storytelling approach will help engage with your audience.

      Win your audience by building a rapport
      Establishing credibility and trust with executive stakeholders will enable you to obtain their support for security objectives.

      Tactical insight
      Conduct background research on audience members (i.e. professional background) to help understand how best to communicate with them and overcome potential objections.

      Tactical insight
      Verifying your objectives at the end of the communication is important, as it ensures you have successfully communicated to executive stakeholders.

      Project deliverables

      This blueprint is accompanied by a supporting deliverable which includes five security presentation templates.

      Report on Security Initiatives
      Template showing how to inform executive stakeholders of security initiatives.

      Report on Security Initiatives.

      Security Metrics
      Template showing how to inform executive stakeholders of current security metrics that would help drive future initiatives.

      Security Metrics.

      Security Incident Response & Recovery
      Template showing how to inform executive stakeholders of security incidents, their impact, and the response plan.

      Security Incident Response & Recovery

      Security Funding Request
      Template showing how to inform executive stakeholders of security incidents, their impact, and the response plan.

      Security Funding Request

      Key template:

      Security and Risk Update

      Template showing how to inform executive stakeholders of proactive security and risk initiatives.

      Blueprint benefits

      IT/InfoSec benefits

      Business benefits

      • Reduce effort and time spent preparing cybersecurity presentations for executive stakeholders by having templates to use.
      • Enable security leaders to better prepare what to present and how to present it to their executive stakeholders, as well as driving the required outcomes from those presentations.
      • Establish a best practice for communicating security and IT to executive stakeholders.
      • Gain increased awareness of cybersecurity and the impact executive stakeholders can have on improving an organization’s security posture.
      • Understand how security’s alignment with the business will enable the strategic growth of the organization.
      • Gain a better understanding of how security and IT objectives are developed and justified.

      Measure the value of this blueprint

      Phase

      Measured Value (Yearly)

      Phase 1: Identify communication goals

      Cost to define drivers and goals for communicating security to executives:

      16 FTE hours @ $233K* =$1,940

      Phase 2: Collect information to support goals

      Cost to collect and synthesize necessary data to support communication goals:

      16 FTE hours @ $233K = $1,940

      Phase 3: Develop communication

      Cost to develop communication material that will contextualize information being shown:

      16 FTE hours @ $233K = $1,940

      Phase 4: Deliver communication

      Potential Savings:

      Total estimated effort = $5,820

      Our blueprint will help you save $5,820 and over 40 FTE hours

      * The financial figure depicts the annual salary of a CISO in 2022

      Source: Chief Information Security Officer Salary.” Salary.com, 2022

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”

      Guided Implementation

      “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”

      Workshop

      “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”

      Consulting

      “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

      Diagnostics and consistent frameworks used throughout all four options

      Phase 1

      Identify communication goals

      Phase 1 Phase 2 Phase 3 Phase 4

      1.1 Identify drivers for communicating to executives

      1.2 Define your goals for communicating to executives

      2.1 Identify data to collect

      2.2 Plan how to retrieve data

      3.1 Plan communication

      3.2 Build a compelling communication document

      4.1 Deliver a captivating presentation

      4.2 Obtain/verify support for security goals

      This phase will walk you through the following activities:

      • Understanding the different drivers for communicating security to executive stakeholders
      • Identifying different communication goals

      This phase involves the following participants:

      • Security leader

      1.1. Identify drivers for communicating to executive stakeholders

      As a security leader, you meet with executives and stakeholders with diverse backgrounds, and you aim to showcase your organization’s security posture along with its alignment with the business’ goals.

      However, with the constant changes in the security threat landscape, demands and drivers for security could change. Thus, understanding potential drivers that will influence your communication will assist you in developing and delivering an effective security presentation.

      39% of organizations had cybersecurity on the agenda of their board’s quarterly meeting.

      Source: EY, 2021.

      Info-Tech Insight

      Not all security presentations are the same. Keep your communication strategy and processes agile.

      Know your drivers for security presentations

      By understanding the influences for your security presentations, you will be able to better plan what to present to executive stakeholders.

      • These meetings, which are usually held once per quarter, provide you with less than one hour of presentation time.
      • Hence, it is crucial to know why you need to present security and whether these drivers are similar across the other presentations.

      Understanding drivers will also help you understand how to present security to executive stakeholders.

      • These drivers will shape the structure of your presentation and help determine your approach to communicating your goals.
      • For example, financial-based presentations that are driven by budget requests might create a sense of urgency or assurance about investment in a security initiative.

      Identify your communication drivers, which can stem from various initiatives and programs, including:

      • Results from internal or external audit reports.
      • Upcoming budget meetings.
      • Briefing newly elected executive stakeholders on security.

      When it comes to identifying your communication drivers, you can collaborate with subject matter experts, like your corporate secretary or steering committees, to ensure the material being communicated will align with some of the organizational goals.

      Examples of drivers for security presentations

      Audit
      Upcoming internal or external audits might require updates on the organization’s compliance

      Organizational restructuring
      Restructuring within an organization could require security updates

      Merger & Acquisition
      An M&A would trigger presentations on organization’s current and future security posture

      Cyber incident
      A cyberattack would require an immediate presentation on its impact and the incident response plan

      Ad hoc
      Provide security information requested by stakeholders

      1.2. Define your goals for communicating to executives

      After identifying drivers for your communication, it’s important to determine what your goals are for the presentation.

      • Communication drivers are mainly triggers for why you want to present security.
      • Communication goals are the potential outcomes you are hoping to obtain from the presentation.
      • Your communication goals would help identify what data and metrics to include in your presentation, the structure of your communication deck, and how you deliver your communication to executive stakeholders.

      Identifying your communication goals could require the participation of the security team, IT leadership, and other business stakeholders.

      • As a group, brainstorm the security goals that align with your business goals for the coming year.
        • Aim to have at least two business goals that align with each security goal.
      • Identify what benefits and value the executive stakeholders will gain from the security goal being presented.
        • E.g. Increased security awareness, updates on organization's security posture.
      • Identify what the ask is for this presentation.
        • E.g. Approval for increasing budget to support security initiatives, executive support to implement internal security programs.

      Info-Tech Insight

      There can be different reasons to communicate security to executive stakeholders. You need to understand what you want to get out of your presentation.

      Examples of security presentation goals

      Educate
      Educate the board on security trends and/or latest risks in the industry

      Update
      Provide updates on security initiatives, relevant security metrics, and compliance posture

      Inform
      Provide an incident response plan due to a security incident or deliver updates on current threats and risks

      Investment
      Request funding for security investments or financial updates on past security initiatives

      Ad hoc
      Provide security information requested by stakeholders

      Phase 2

      Collect information to support goals

      Phase 1Phase 2Phase 3Phase 4

      1.1 Identify drivers for communicating to executives

      1.2 Define your goals for communicating to executives

      2.1 Identify data to collect

      2.2 Plan how to retrieve data

      3.1 Plan communication

      3.2 Build a compelling communication document

      4.1 Deliver a captivating presentation

      4.2 Obtain/verify support for security goals

      This phase will walk you through the following activities:

      • Understanding what types of data to include in your security presentations
      • Defining where and how to retrieve data

      This phase involves the following participants:

      • Security leader
      • Network/security analyst

      2.1 Identify data to collect

      After identifying drivers and goals for your communication, it’s important to include the necessary data to justify the information being communicated.

      • Leveraging data and analytics will assist in providing quantitative-based communication, which will result in a more meaningful and effective presentation.
      • The data presented will showcase the visibility of an organization’s security posture along with potential risks and figures on how to mitigate those risks.
      • Providing analysis of the quantitative data presented will also showcase further insights on the figures, allow the audience to better understand the data, and show its relevance to the communication goals.

      Identifying data to collect doesn’t need to be a rigorous task; you can follow these steps to help you get started:

      • Work with your security team to identify the main type of data applicable to the communication goals.
        • E.g. Financial data would be meaningful to use when communicating a budget presentation.
      • Identify supporting data linked to the main data defined.
        • E.g. If a financial investment is made to implement a security initiative, then metrics on improvements to the security posture will be relevant.
      • Show how both the main and supporting data align with the communication goals.
        • E.g. Improvement in security posture would increase alignment with regulation standards, which would result in additional contracts being awarded and increased revenue.

      Info-Tech Insight

      Understand how to present your information in a way that will be meaningful to your audience, for instance by quantifying security risks in financial terms.

      Examples of data to present

      Educate
      Number of organizations in industry impacted by data breaches during past year; top threats and risks affecting the industries

      Update
      Degree of compliance with standards (e.g. ISO-27001); metrics on improvement of security posture due to security initiatives

      Inform
      Percentage of impacted clients and disrupted business functions; downtime; security risk likelihood and financial impact

      Investment
      Capital and operating expenditure for investment; ROI on past and future security initiatives

      Ad hoc
      Number of security initiatives that went over budget; phishing test campaign results

      2.2 Plan how to retrieve the data

      Once the data that is going to be used for the presentation has been identified, it is important to plan how the data can be retrieved, processed, and shared.

      • Most of the data leveraged for security presentations are structured data, which are highly organized data that are often stored in a relational and easily searchable database.
        • This includes security log reports or expenditures for ongoing and future security investments.
      • Retrieving the data, however, would require collaboration and cooperation from different team members.
      • You would need to work with the security team and other appropriate stakeholders to identify where the data is stored and who the data owner is.

      Once the data source and owner has been identified, you need to plan how the data would be processed and leveraged for your presentation

      • This could include using queries to retrieve the relevant information needed (e.g. SQL, Microsoft Excel).
      • Verify the accuracy and relevance of the data with other stakeholders to ensure it is the most appropriate data to be presented to the executive stakeholders.

      Info-Tech Insight

      Using a data-driven approach to help support your objectives is key to engaging with your audience.

      Plan where to retrieve the data

      Identifying the relevant data sources to retrieve your data and the appropriate data owner enables efficient collaboration between departments collecting, processing, and communicating the data and graphics to the audience.

      Examples of where to retrieve your data

      Data Source

      Data

      Data Owner

      Communication Goal

      Audit & Compliance Reports

      Percentage of controls completed to be certified with ISO 27001; Number of security threats & risks identified.

      Audit Manager;

      Compliance Manager;

      Security Leader

      Ad hoc, Educate, Inform

      Identity & Access Management (IAM) Applications

      Number of privileged accounts/department; Percentage of user accounts with MFA applied

      Network/Security Analyst

      Ad hoc, Inform, Update

      Security Information & Event Management (SIEM)

      Number of attacks detected and blocked before & after implementing endpoint security; Percentage of firewall rules that triggered a false positive

      Network/Security Analyst

      Ad hoc, Inform, Update

      Vulnerability Management Applications

      Percentage of critical vulnerabilities patched; Number of endpoints encrypted

      Network/Security Analyst

      Ad hoc, Inform, Update

      Financial & Accounting Software

      Capital & operating expenditure for future security investments; Return on investment (ROI) on past and current security investments

      Financial and/or Accounting Manager

      Ad hoc, Educate, Investments

      Phase 3

      Develop communication

      Phase 1Phase 2Phase 3Phase 4

      1.1 Identify drivers for communicating to executives

      1.2 Define your goals for communicating to executives

      2.1 Identify data to collect

      2.2 Plan how to retrieve data

      3.1 Plan communication

      3.2 Build a compelling communication document

      4.1 Deliver a captivating presentation

      4.2 Obtain/verify support for security goals

      This phase will walk you through the following activities:

      • Identifying a communication strategy for presenting security
      • Identifying security templates that are applicable to your presentation

      This phase involves the following participants:

      • Security leader

      3.1 Plan communication: Know who your audience is

      • When preparing your communication, it's important to understand who your target audience is and to conduct background research on them.
      • This will help develop your communication style and ensure your presentation caters to the expected audience in the room.

      Examples of two profiles in a boardroom

      Formal board of directors

      The executive team

      • In the private sector, this will include an appointed board of shareholders and subcommittees external to the organization.
      • In the public sector, this can include councils, commissions, or the executive team itself.
      • In government, this can include mayors, ministers, and governors.
      • The board’s overall responsibility is governance.
      • This audience will include your boss and your peers internal to the organization.
      • This category is primarily involved in the day-to-day operations of the organization and is responsible for carrying out the strategic direction set by the board.
      • The executive team’s overall responsibility is operations.

      3.1.1 Know what your audience cares about

      • Understanding what your executive stakeholders value will equip you with the right information to include in your presentations.
      • Ensure you conduct background research on your audience to assist you in knowing what their potential interests are.
      • Your background research could include:
        • Researching the audience’s professional background through LinkedIn.
        • Reviewing their comments from past executive meetings.
        • Researching current security trends that align with organizational goals.
      • Once the values and risks have been identified, you can document them in notes and share the notes with subject matter experts to verify if these values and risks should be shared in the coming meetings.

      A board’s purpose can include the following:

      • Sustaining and expanding the organization’s purpose and ability to execute in a competitive market.
      • Determining and funding the organization’s future and direction.
      • Protecting and increasing shareholder value.
      • Protecting the company’s exposure to risks.

      Examples of potential values and risks

      • Business impact
      • Financial impact
      • Security and incidents

      Info-Tech Insight
      Conduct background research on audience members (e.g. professional background on LinkedIn) to help understand how best to communicate to them and overcome potential objections.

      Understand your audience’s concerns

      • Along with knowing what your audience values and cares about, understanding their main concerns will allow you to address those items or align them with your communication.
      • By treating your executive stakeholders as your project sponsors, you would build a level of trust and confidence with your peers as the first step to tackling their concerns.
      • These concerns can be derived from past stakeholder meetings, recent trends in the industry, or strategic business alignments.
      • After capturing their concerns, you’ll be equipped with the necessary understanding on what material to include and prioritize during your presentations.

      Examples of potential concerns for each profile of executive stakeholders

      Formal board of directors

      The executive team

      • Business impact (What is the impact of IT in solving business challenges?)
      • Investments (How will it impact organization’s finances and efficiency?)
      • Cybersecurity and risk (What are the top cybersecurity risks, and how is IT mitigating those risks to the business?)
      • Business alignment (How do IT priorities align to the business strategy and goals?)
      • IT operational efficiency (How is IT set up for success with foundational elements of IT’s operational strategy?)
      • Innovation & transformation priorities (How is IT enabling the organization’s competitive advantage and supporting transformation efforts as a strategic business partner?)

      Build your presentation to tackle their main concerns

      Your presentation should be well-rounded and compelling when it addresses the board’s main concerns about security.

      Checklist:

      • Research your target audience (their backgrounds, board composition, dynamics, executive team vs. external group).
      • Include value and risk language in your presentation to appeal to your audience.
      • Ensure your content focuses on one or more of the board’s main concerns with security (e.g. business impact, investments, or risk).
      • Include information about what is in it for them and the organization.
      • Research your board’s composition and skillsets to determine their level of technical knowledge and expertise. This helps craft your presentation with the right amount of technology vs. business-facing information.

      Info-Tech Insight
      The executive stakeholder’s main concerns will always boil down to one important outcome: providing a level of confidence to do business through IT products, services, and systems – including security.

      3.1.2 Take your audience through a security journey

      • Once you have defined your intended target and their potential concerns, developing the communication through a storytelling approach will be the next step to help build a compelling presentation.
      • You need to help your executive stakeholders make sense of the information being conveyed and allow them to understand the importance of cybersecurity.
      • Taking your audience through a story will allow them to see the value of the information being presented and better resonate with its message.
      • You can derive insights for your storytelling presentation by doing the following:
        • Provide a business case scenario on the topic you are presenting.
        • Identify and communicate the business problem up front and answer the three questions (why, what, how).
        • Quantify the problems in terms of business impact (money, risk, value).

      Info-Tech Insight
      Developing a storytelling approach will help keep your audience engaged and allow the information to resonate with them, which will add further value to the communication.

      Identify the purpose of your presentation

      You should be clear about your bottom line and the intent behind your presentation. However, regardless of your bottom line, your presentation must focus on what business problems you are solving and why security can assist in solving the problem.

      Examples of communication goals

      To inform or educate

      To reach a decision

      • In this presentation type, it is easy for IT leaders to overwhelm a board with excessive or irrelevant information.
      • Focus your content on the business problem and the solution proposed.
      • Refrain from too much detail about the technology – focus on business impact and risk mitigated. Ask for feedback if applicable.
      • In this presentation type, there is a clear ask and an action required from the board of directors.
      • Be clear about what this decision is. Once again, don’t lead with the technology solution: Start with the business problem you are solving, and only talk about technology as the solution if time permits.
      • Ensure you know who votes and how to garner their support.

      Info-Tech Insight
      Nobody likes surprises. Communicate early and often. The board should be pre-briefed, especially if it is a difficult subject. This also ensures you have support when you deliver a difficult message.

      Gather the right information to include in your boardroom presentation

      Once you understand your target audience, it’s important to tailor your presentation material to what they will care about.

      Typical IT boardroom presentations include:

      • Communicating the value of ongoing business technology initiatives.
      • Requesting funds or approval for a business initiative that IT is spearheading.
      • Security incident response/Risk/DRP.
      • Developing a business program or an investment update for an ongoing program.
      • Business technology strategy highlights and impacts.
      • Digital transformation initiatives (value, ROI, risk).

      Info-Tech Insight
      You must always have a clear goal or objective for delivering a presentation in front of your board of directors. What is the purpose of your board presentation? Identify your objective and outcome up front and tailor your presentation’s story and contents to fit this purpose.

      Info-Tech Insight
      Telling a good story is not about the message you want to deliver but the one the executive stakeholders want to hear. Articulate what you want them to think and what you want them to take away, and be explicit about it in your presentation. Make your story logically flow by identifying the business problem, complication, the solution, and how to close the gap. Most importantly, communicate the business impacts the board will care about.

      Structure your presentation to tell a logical story

      To build a strong story for your presentation, ensure you answer these three questions:

      WHY

      Why is this a business issue, or why should the executive stakeholders care?

      WHAT

      What is the impact of solving the problem and driving value for the company?

      HOW

      How will we leverage our resources (technology, finances) to solve the problem?

      Examples:

      Scenario 1: The company has experienced a security incident.

      Intent: To inform/educate the board about the security incident.

      WHY

      The data breach has resulted in a loss of customer confidence, negative brand impact, and a reduction in revenue of 30%.

      WHAT

      Financial, legal, and reputational risks identified, and mitigation strategies implemented. IT is working with the PR team on communications. Incident management playbook executed.

      HOW

      An analysis of vulnerabilities was conducted and steps to address are in effect. Recovery steps are 90% completed. Incident management program reviewed for future incidents.

      Scenario 2: Security is recommending investments based on strategic priorities.

      Intent: To reach a decision with the board – approve investment proposal.

      WHY

      The new security strategy outlines two key initiatives to improve an organization’s security culture and overall risk posture.

      WHAT

      Security proposed an investment to implement a security training & phishing test campaign, which will assist in reducing data breach risks.

      HOW

      Use 5% of security’s budget to implement security training and phishing test campaigns.

      Time plays a key role in delivering an effective presentation

      What you include in your story will often depend on how much time you have available to deliver the message.

      Consider the following:

      • Presenting to executive stakeholders often means you have a short window of time to deliver your message. The average executive stakeholder presentation is 15 minutes, and this could be cut short due to other unexpected factors.
      • If your presentation is too long, you risk overwhelming or losing your audience. You must factor in the time constraints when building your board presentation.
      • Your executive stakeholders have a wealth of experience and knowledge, which means they could jump to conclusions quickly based on their own experiences. Ensure you give them plenty of background information in advance. Provide your presentation material, a brief, or any other supporting documentation before the meeting to show you are well prepared.
      • Be prepared to have deep conversations about the topic, but respect that the executive stakeholders might not be interested in hearing the tactical information. Build an elevator pitch, a one-pager, back-up slides that support your ask and the story, and be prepared to answer questions within your allotted presentation time to dive deeper.

      Navigating through Q&A

      Use the Q&A portion to build credibility with the board.

      • It is always better to say, “I’m not certain about the answer but will follow up,” than to provide false or inaccurate information on the spot.
      • When asked challenging or irrelevant questions, ensure you have an approach to deflect them. Questions can often be out of scope or difficult to answer in a group. Find what works for you to successfully navigate through these questions:
        • “Let’s work with the sub-committee to find you an answer.”
        • “Let’s take that offline to address in more detail.”
        • “I have some follow-up material I can provide you to discuss that further after our meeting.”
      • And ensure you follow up! Make sure to follow through on your promise to provide information or answers after the meeting. This helps build trust and credibility with the board.

      Info-Tech Insight
      The average board presentation is 15 minutes long. Build no more than three or four slides of content to identify the business problem, the business impacts, and the solution. Leave five minutes for questions at the end, and be prepared with back-up slides to support your answers.

      Storytelling checklist

      Checklist:

      • Tailor your presentation based on how much time you have.
      • Find out ahead of time how much time you have.
      • Identify if your presentation is to inform/educate or reach a decision.
      • Identify and communicate the business problem up front and answer the three questions (why, what, how).
      • Express the problem in terms of business impact (risk, value, money).
      • Prepare and send pre-meeting collateral to the members of the board and executive team.
      • Include no more than 5-6 slides for your presentation.
      • Factor in Q&A time at the end of your presentation window.
      • Articulate what you want them to think and what you want them to take away – put it right up front and remind them at the end.
      • Have an elevator speech handy – one or two sentences and a one-pager version of your story.
      • Consider how you will build your relationship with the members outside the boardroom.

      3.1.3 Build a compelling communication document

      Once you’ve identified your communication goals, data, and plan to present to your stakeholders, it’s important to build the compelling communication document that will attract all audiences.

      A good slide design increases the likelihood that the audience will read the content carefully.

      • Bad slide structure (flow) = Audience loses focus
        • You can have great content on a slide, but if a busy audience gets confused, they’ll just close the file or lose focus. Structure encompasses horizontal and vertical logic.
      • Good visual design = Audience might read more
        • Readers will probably skim the slides first. If the slides look ugly, they will already have a negative impression. If the slides are visually appealing, they will be more inclined to read carefully. They may even use some slides to show others.
      • Good content + Good structure + Visual appeal = Good presentation
        • A presentation is like a house. Good content is the foundation of the house. Good structure keeps the house strong. Visual appeal differentiates houses.

      Slide design best practices

      Leverage these slide design best practices to assist you in developing eye-catching presentations.

      • Easy to read: Assume reader is tight on time. If a slide looks overwhelming, the reader will close the document.
      • Concise and clear: Fewer words = more skim-able.
      • Memorable: Use graphics and visuals or pithy quotes whenever you can do so appropriately.
      • Horizontal logic: Good horizontal logic will have slide titles that cascade into a story with no holes or gaps.
      • Vertical logic: People usually read from left to right, top to bottom, or in a Z pattern. Make sure your slide has an intuitive flow of content.
      • Aesthetics: People like looking at visually appealing slides, but make sure your attempts to create visual appeal do not detract from the content.

      Your presentation must have a logical flow

      Horizontal logic

      Vertical logic

      • Horizontal logic should tell a story.
      • When slide titles are read in a cascading manner, they will tell a logical and smooth story.
      • Title & tagline = thesis (best insight).
      • Vertical logic should be intuitive.
      • Each step must support the title.
      • The content you intend to include within each slide is directly applicable to the slide title.
      • One main point per slide.

      Vertical logic should be intuitive

      The image contains a screenshot example of a bad design layout for a slide. The image contains a screenshot example of a good design layout for a slide.

      The audience is unsure where to look and in what order.

      The audience knows to read the heading first. Then look within the pie chart. Then look within the white boxes to the right.

      Horizontal and vertical logic checklists

      Horizontal logic

      Vertical logic

      • List your slide titles in order and read through them.
      • Good horizontal logic should feel like a story. Incomplete horizontal logic will make you pause or frown.
      • After a self-test, get someone else to do the same exercise with you observing them.
      • Note at which points they pause or frown. Discuss how those points can be improved.
      • Now consider each slide title proposed and the content within it.
      • Identify if there is a disconnect in title vs. content.
      • If there is a disconnect, consider changing the title of the slide to appropriately reflect the content within it, or consider changing the content if the slide title is an intended path in the story.

      Make it easy to read

      The image contains a screenshot that demonstrates an uneasy to read slide. The image contains a screenshot that demonstrates an easy to read slide.
      • Unnecessary coloring makes it hard on the eyes
      • Margins for title at top is too small
      • Content is not skim-able (best to break up the slide)

      Increase skim-ability:

      • Emphasize the subheadings
      • Bold important words

      Make it easier on the eyes:

      • Declutter and add sections
      • Have more white space

      Be concise and clear

      1. Write your thoughts down
        • This gets your content documented.
        • Don’t worry about clarity or concision yet.
      2. Edit for clarity
        • Make sure the key message is very clear.
        • Find your thesis statement.
      3. Edit for concision
        • Remove unnecessary words.
        • Use the active voice, not passive voice (see below for examples).

      Passive voice

      Active voice

      “There are three things to look out for” (8 words)

      “Network security was compromised by hackers” (6 words)

      “Look for these three things” (5 words)

      “Hackers compromised network security” (4 words)

      Be memorable

      The image contains a screenshot of an example that demonstrates a bad example of how to be memorable. The image contains a screenshot of an example that demonstrates a good example of how to be memorable.

      Easy to read, but hard to remember the stats.

      The visuals make it easier to see the size of the problem and make it much more memorable.

      Remember to:

      • Have some kind of visual (e.g. graphs, icons, tables).
      • Divide the content into sections.
      • Have a bit of color on the page.

      Aesthetics

      The image contains a screenshot of an example of bad aesthetics. The image contains a screenshot of an example of good aesthetics.

      This draft slide is just content from the outline document on a slide with no design applied yet.

      • Have some kind of visual (e.g. graphs, icons, tables) as long as it’s appropriate.
      • Divide the content into sections.
      • Have a bit of color on the page.
      • Bold or italicize important text.

      Why use visuals?

      How graphics affect us

      Cognitively

      • Engage our imagination
      • Stimulate the brain
      • Heighten creative thinking
      • Enhance or affect emotions

      Emotionally

      • Enhance comprehension
      • Increase recollection
      • Elevate communication
      • Improve retention

      Visual clues

      • Help decode text
      • Attract attention
      • Increase memory

      Persuasion

      • 43% more effective than text alone
      Source: Management Information Systems Research Center

      Presentation format

      Often stakeholders prefer to receive content in a specific format. Make sure you know what you require so that you are not scrambling at the last minute.

      • Is there a standard presentation template?
      • Is a hard-copy handout required?
      • Is there a deadline for draft submission?
      • Is there a deadline for final submission?
      • Will the presentation be circulated ahead of time?
      • Do you know what technology you will be using?
      • Have you done a dry run in the meeting room?
      • Do you know the meeting organizer?

      Checklist to build compelling visuals in your presentation

      Leverage this checklist to ensure you are creating the perfect visuals and graphs for your presentation.

      Checklist:

      • Do the visuals grab the audience’s attention?
      • Will the visuals mislead the audience/confuse them?
      • Do the visuals facilitate data comparison or highlight trends and differences in a more effective manner than words?
      • Do the visuals present information simply, cleanly, and accurately?
      • Do the visuals display the information/data in a concentrated way?
      • Do the visuals illustrate messages and themes from the accompanying text?

      3.2 Security communication templates

      Once you have identified your communication goals and plans for building your communication document, you can start building your presentation deck.

      These presentation templates highlight different security topics depending on your communication drivers, goals, and available data.

      Info-Tech has created five security templates to assist you in building a compelling presentation.

      These templates provide support for presentations on the following five topics:

      • Security Initiatives
      • Security & Risk Update
      • Security Metrics
      • Security Incident Response & Recovery
      • Security Funding Request

      Each template provides instructions on how to use it and tips on ensuring the right information is being presented.

      All the templates are customizable, which enables you to leverage the sections you need while also editing any sections to your liking.

      The image contains screenshots of the Security Presentation Templates.

      Download the Security Presentation Templates

      Security template example

      It’s important to know that not all security presentations for an organization are alike. However, these templates would provide a guideline on what the best practices are when communicating security to executive stakeholders.

      Below is an example of instructions to complete the “Security Risk & Update” template. Please note that the security template will have instructions to complete each of its sections.

      The image contains a screenshot of the Executive Summary slide. The image contains a screenshot of the Security Goals & Objectives slide.

      The first slide following the title slide includes a brief executive summary on what would be discussed in the presentation. This includes the main security threats that would be addressed and the associated risk mitigation strategies.

      This slide depicts a holistic overview of the organization’s security posture in different areas along with the main business goals that security is aligning with. Ensure visualizations you include align with the goals highlighted.

      Security template example (continued)

      The image contains a screenshot example of the Top Threats & Risks. The image contains a screenshot example of the Top Threats & Risks.

      This slide displays any top threats and risks an organization is facing. Each threat consists of 2-3 risks and is prioritized based on the negative impact it could have on the organization (i.e. red bar = high priority; green bar = low priority). Include risks that have been addressed in the past quarter, and showcase any prioritization changes to those risks.

      This slide follows the “Top Threats & Risks” slide and focuses on the risks that had medium or high priority. You will need to work with subject matter experts to identify risk figures (likelihood, financial impact) that will enable you to quantify the risks (Likelihood x Financial Impact). Develop a threshold for each of the three columns to identify which risks require further prioritization, and apply color coding to group the risks.

      Security template example (continued)

      The image contains a screenshot example of the slide, Risk Analysis. The image contains a screenshot example of the slide, Risk Mitigation Strategies & Roadmap.

      This slide showcases further details on the top risks along with their business impact. Be sure to include recommendations for the risks and indicate whether further action is required from the executive stakeholders.

      The last slide of the “Security Risk & Update” template presents a timeline of when the different initiatives to mitigate security risks would begin. It depicts what initiatives will be completed within each fiscal year and the total number of months required. As there could be many factors to a project’s timeline, ensure you communicate to your executive stakeholders any changes to the project.

      Phase 4

      Deliver communication

      Phase 1Phase 2Phase 3Phase 4

      1.1 Identify drivers for communicating to executives

      1.2 Define your goals for communicating to executives

      2.1 Identify data to collect

      2.2 Plan how to retrieve data

      3.1 Plan communication

      3.2 Build a compelling communication document

      4.1 Deliver a captivating presentation

      4.2 Obtain/verify support for security goals

      This phase will walk you through the following activities:

      • Identifying a strategy to deliver compelling presentations
      • Ensuring you follow best practices for communicating and obtaining your security goals

      This phase involves the following participants:

      • Security leader

      4.1 Deliver a captivating presentation

      You’ve gathered all your data, you understand what your audience is expecting, and you are clear on the outcomes you require. Now, it’s time to deliver a presentation that both engages and builds confidence.

      Follow these tips to assist you in developing an engaging presentation:

      • Start strong: Give your audience confidence that this will be a good investment of their time. Establish a clear direction for what’s going to be covered and what the desired outcome is.
      • Use your time wisely: Odds are, your audience is busy, and they have many other things on their minds. Be prepared to cover your content in the time allotted and leave sufficient time for discussion and questions.
      • Be flexible while presenting: Do not expect that your presentation will follow the path you have laid out. Anticipate jumping around and spending more or less time than you had planned on a given slide.

      Keep your audience engaged with these steps

      • Be ready with supporting data. Don’t make the mistake of not knowing your content intimately. Be prepared to answer questions on any part of it. Senior executives are experts at finding holes in your data.
      • Know your audience. Who are you presenting to? What are their specific expectations? Are there sensitive topics to be avoided? You can’t be too prepared when it comes to understanding your audience.
      • Keep it simple. Don’t assume that your audience wants to learn the details of your content. Most just want to understand the bottom line, the impact on them, and how they can help. More is not always better.
      • Focus on solving issues. Your audience members have many of their own problems and issues to worry about. If you show them how you can help make their lives easier, you’ll win them over.

      Info-Tech Insight
      Establishing credibility and trust with executive stakeholders is important to obtaining their support for security objectives.

      Be honest and straightforward with your communication

      • Be prepared. Being properly prepared means not only that your update will deliver the value that you expect, but also that you will have confidence and the flexibility you require when you’re taken off track.
      • Don’t sugarcoat it. These are smart, driven people that you are presenting to. It is neither beneficial nor wise to try to fool them. Be open and transparent about problems and issues. Ask for help.
      • No surprises. An executive stakeholder presentation is not the time or the place for a surprise. Issues seen as unexpected or contentious should always be dealt with prior to the meeting with those most impacted.

      Hone presentation skills before meeting with the executive stakeholders

      Know your environment

      Be professional but not boring

      Connect with your audience

      • Your organization has standards for how people are expected to dress at work. Make sure that your attire meets this standard – don’t be underdressed.
      • Think about your audience – would they appreciate you starting with a joke, or do they want you to get to the point as quickly as possible?
      • State the main points of your presentation confidently. While this should be obvious, it is essential. Your audience should be able to clearly see that you believe the points you are stating.
      • Present with lots of energy, smile, and use hand gestures to support your speech.
      • Look each member of the audience in the eye at least once during your presentation. Avoid looking at the ceiling, the back wall, or the floor. Your audience should feel engaged – this is essential to keeping their attention on you.
      • Never read from your slides. If there is text on a slide, paraphrase it while maintaining eye contact.

      Checklist for presentation logistics

      Optimize the timing of your presentation:

      • Less is more: Long presentations are detrimental to your cause – they lead to your main points being diluted. Keep your presentation short and concise.
      • Keep information relevant: Only present information that is important to your audience. This includes the information that they are expecting to see and information that connects to the business.
      • Expect delays: Your audience will likely have questions. While it is important to answer each question fully, it will take away from the precious time given to you for your presentation. Expect that you will not get through all the information you have to present.

      Script your presentation:

      • Use a script to stay on track: Script your presentation before the meeting. A script will help you present your information in a concise and structured manner.
      • Develop a second script: Create a script that is about half the length of the first script but still contains the most important points. This will help you prepare for any delays that may arise during the presentation.
      • Prepare for questions: Consider questions that may be asked and script clear and concise answers to each.
      • Practice, practice, practice: Practice your presentation until you no longer need the script in front of you.

      Checklist for presentation logistics (continued)

      Other considerations:

      • After the introduction of your presentation, clearly state the objective – don’t keep people guessing and consequently lose focus on your message.
      • After the presentation is over, document important information that came up. Write it down or you may forget it soon after.
      • Rather than create a long presentation deck full of detailed slides that you plan to skip over during the presentation, create a second, compact deck that contains only the slides you plan to present. Send out the longer deck after the presentation.

      Checklist for delivering a captivating presentation

      Leverage this checklist to ensure you are prepared to develop and deliver an engaging presentation.

      Checklist:

      • Start with a story or something memorable to break the ice.
      • Go in with the end state in mind (focus on the outcome/end goal and work back from there) – What’s your call to action?
      • Content must compliment your end goal, filter out any content that doesn’t compliment the end goal.
      • Be prepared to have less time to speak. Be prepared with shorter versions of your presentation.
      • Include an appendix with supporting data, but don’t be data heavy in your presentation. Integrate the data into a story. The story should be your focus.

      Checklist for delivering a captivating presentation (continued)

      • Be deliberate in what you want to show your audience.
      • Ensure you have clean slides so the audience can focus on what you’re saying.
      • Practice delivering your content multiple times alone and in front of team members or your Info-Tech counselor, who can provide feedback.
      • How will you handle being derailed? Be prepared with a way to get back on track if you are derailed.
      • Ask for feedback.
      • Record yourself presenting.

      4.2 Obtain and verify support on security goals

      Once you’ve delivered your captivating presentation, it’s imperative to communicate with your executive stakeholders.

      • This is your opportunity to open the floor for questions and clarify any information that was conveyed to your audience.
      • Leverage your appendix and other supporting documents to justify your goals.
      • Different approaches to obtaining and verifying your goals could include:
        • Acknowledgment from the audience that information communicated aligns with the business’s goals.
        • Approval of funding requests for security initiatives.
        • Written and verbal support for implementation of security initiatives.
        • Identifying next steps for information to communicate at the next executive stakeholder meeting.

      Info-Tech Insight
      Verifying your objectives at the end of the presentation is important, as it ensures you have successfully communicated to executive stakeholders.

      Checklist for obtaining and verify support on security goals

      Follow this checklist to assist you in obtaining and verifying your communication goals.

      Checklist:

      • Be clear about follow-up and next steps if applicable.
      • Present before you present: Meet with your executive stakeholders before the meeting to review and discuss your presentation and other supporting material and ensure you have executive/CEO buy-in.
      • “Be humble, but don’t crumble” – demonstrate to the executive stakeholders that you are an expert while admitting you don’t know everything. However, don’t be afraid to provide your POV and defend it if need be. Strike the right balance to ensure the board has confidence in you while building a strong relationship.
      • Prioritize a discussion over a formal presentation. Create an environment where they feel like they are part of the solution.

      Summary of Accomplishment

      Problem Solved

      A better understanding of security communication drivers and goals

      • Understanding the difference between communication drivers and goals
      • Identifying your drivers and goals for security presentation

      A developed a plan for how and where to retrieve data for communication

      • Insights on what type of data can be leveraged to support your communication goals
      • Understanding who you can collaborate with and potential data sources to retrieve data from

      A solidified communication plan with security templates to assist in better presenting to your audience

      • A guideline on how to prepare security presentations to executive stakeholders
      • A list of security templates that can be customized and used for various security presentations

      A defined guideline on how to deliver a captivating presentation to achieve your desired objectives

      • Clear message on best practices for delivering security presentations to executive stakeholders
      • Understanding how to verify your communication goals have been obtained

      If you would like additional support, have our analysts guide you through other phases as part of an Info-Tech workshop.

      Contact your account representative for more information.

      workshops@infotech.com

      1-888-670-8889

      Related Info-Tech Research

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      “Reporting Cybersecurity Risk to the Board of Directors.” Web.
      “Reporting Cybersecurity to Your Board - Steps to Prepare.” Pondurance ,12 July 2022. Web.
      Staynings, Richard. “Presenting Cybersecurity to the Board.” Resource Library. Web.
      “The Future of Cyber Survey.” Deloitte, 29 Aug. 2022. Web.
      “Top Cybersecurity Metrics to Share with Your Board.” Packetlabs, 10 May 2022. Web.
      Unni, Ajay. “Reporting Cyber Security to the Board? How to Get It Right.” Cybersecurity Services Company in Australia & NZ, 10 Nov. 2022. Web.
      Vogel, Douglas, et al. “Persuasion and the Role of Visual Presentation Support.” Management Information Systems Research Center, 1986.
      “Welcome to the Cyber Security Toolkit for Boards.” NCSC. Web.

      Research Contributors

      • Fred Donatucci, New-Indy Containerboard, VP, Information Technology
      • Christian Rasmussen, St John Ambulance, Chief Information Officer
      • Stephen Rondeau, ZimVie, SVP, Chief Information Officer

      Manage End-User Devices

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      • Parent Category Name: End-User Computing Devices
      • Parent Category Link: /end-user-computing-devices
      • Desktop and mobile device management teams use separate tools and different processes.
      • People at all levels of IT are involved in device management.
      • Vendors are pushing unified endpoint management (UEM) products, and teams struggling with device management are hoping that UEM is their savior.
      • The number and variety of devices will only increase with the continued advance of mobility and emergence of the Internet of Things (IoT).

      Our Advice

      Critical Insight

      • Many problems can be solved by fixing roles, responsibilities, and process. Standardize so you can optimize.
      • UEM is not a silver bullet. Your current solution can image computers in less than 4 hours if you use lean images.
      • Done with, not done to. Getting input from the business will improve adoption, avoid frustration, and save everyone time.

      Impact and Result

      • Define the benefits that you want to achieve and optimize based on those benefits.
      • Take an evolutionary, rather than revolutionary, approach to merging end-user support teams. Process and tool unity comes first.
      • Define the roles and responsibilities involved in end-user device management, and create a training plan to ensure everyone can execute their responsibilities.
      • Stop using device management practices from the era of Windows XP. Create a plan for lean images and app packages.

      Manage End-User Devices Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should optimize end-user device management, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Identify the business and IT benefits of optimizing endpoint management

      Get your desktop and mobile device support teams out of firefighting mode by identifying the real problem.

      • Manage End-User Devices – Phase 1: Identify the Business and IT Benefits
      • End-User Device Management Standard Operating Procedure
      • End-User Device Management Executive Presentation

      2. Improve supporting teams and processes

      Improve the day-to-day operations of your desktop and mobile device support teams through role definition, training, and process standardization.

      • Manage End-User Devices – Phase 2: Improve Supporting Teams and Processes
      • End-User Device Management Workflow Library (Visio)
      • End-User Device Management Workflow Library (PDF)

      3. Improve supporting technologies

      Stop using management tools and techniques from the Windows XP era. Save yourself, and your technicians, from needless pain.

      • Manage End-User Devices – Phase 3: Improve Supporting Technologies
      [infographic]

      Workshop: Manage End-User Devices

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Identify the Business and IT Benefits of Optimizing End-User Device Management

      The Purpose

      Identify how unified endpoint management (UEM) can improve the lives of the end user and of IT.

      Key Benefits Achieved

      Cutting through the vendor hype and aligning with business needs.

      Activities

      1.1 Identify benefits you can provide to stakeholders.

      1.2 Identify business and IT goals in order to prioritize benefits.

      1.3 Identify how to achieve benefits.

      1.4 Define goals based on desired benefits.

      Outputs

      Executive presentation

      2 Improve the Teams and Processes That Support End-User Device Management

      The Purpose

      Ensure that your teams have a consistent approach to end-user device management.

      Key Benefits Achieved

      Developed a standard approach to roles and responsibilities, to training, and to device management processes.

      Activities

      2.1 Align roles to your environment.

      2.2 Assign architect-, engineer-, and administrator-level responsibilities.

      2.3 Rationalize your responsibility matrix.

      2.4 Ensure you have the necessary skills.

      2.5 Define Tier 2 processes, including patch deployment, emergency patch deployment, device deployment, app deployment, and app packaging.

      Outputs

      List of roles involved in end-user device management

      Responsibility matrix for end-user device management

      End-user device management training plan

      End-user device management standard operating procedure

      Workflows and checklists of end-user device management processes

      3 Improve the Technologies That Support End-User Device Management

      The Purpose

      Modernize the toolset used by IT to manage end-user devices.

      Key Benefits Achieved

      Saving time and resources for many standard device management processes.

      Activities

      3.1 Define the core image for each device/OS.

      3.2 Define app packages.

      3.3 Gather action items for improving the support technologies.

      3.4 Create a roadmap for improving end-user device management.

      3.5 Create a communication plan for improving end-user device management.

      Outputs

      Core image outline

      Application package outline

      End-user device management roadmap

      End-user device management communication plan

      Contact Tymans Group

      We're here to get your IT Operations performant and resilient

      We have the highest respect for your person. We contact you only with responses to your questions. Our company ethics insist on transparency and honesty.

      Continue reading

      Prepare for Negotiations More Effectively

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      • Parent Category Name: Vendor Management
      • Parent Category Link: /vendor-management
      • IT budgets are increasing, but many CIOs feel their budgets are inadequate to accomplish what is being asked of them.
      • Eighty percent of organizations don’t have a mature, repeatable, scalable negotiation process.
      • Training dollars on negotiations are often wasted or ineffective.

      Our Advice

      Critical Insight

      • Negotiations are about allocating risk and money – how much risk is a party willing to accept at what price point?
      • Using a cross-functional/cross-insight team structure for negotiation preparation yields better results.
      • Soft skills aren’t enough and theatrical negotiation tactics aren’t effective.

      Impact and Result

      A good negotiation process can help:

      • Maximize budget dollars.
      • Improve vendor performance.
      • Enhance relationships internally and externally.

      Prepare for Negotiations More Effectively Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should create and follow a scalable process for preparing to negotiate with vendors, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Before

      Throughout this phase, the 12 steps for negotiation preparation are identified and reviewed.

      • Prepare for Negotiations More Effectively – Phase 1: Before
      • Before Negotiating Tool
      [infographic]

      Workshop: Prepare for Negotiations More Effectively

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 12 Steps to Better Negotiation Preparation

      The Purpose

      Improve negotiation preparation.

      Understand how to use the Info-Tech Before Negotiating Tool.

      Key Benefits Achieved

      A scalable framework for negotiation preparation will be created.

      The Before Negotiating Tool will be configured for the customer’s environment.

      Activities

      1.1 Establish specific negotiation goals and ranges.

      1.2 Identify and assess alternatives to a negotiated agreement.

      1.3 Identify and evaluate assumptions made by the parties.

      1.4 Conduct research.

      1.5 Identify and evaluate relationship issues.

      1.6 Identify and leverage the team structure.

      1.7 Identify and address leverage issues.

      1.8 Evaluate timeline considerations.

      1.9 Create a strategy.

      1.10 Draft a negotiation agenda.

      1.11 Draft and answer questions.

      1.12 Rehearse (informal and formal).

      Outputs

      Sample negotiation goals and ranges will be generated via a case study to demonstrate the concepts and how to use the Before Negotiating Tool (this will apply to each Planned Activity)

      Sample alternatives will be generated

      Sample assumptions will be generated

      Sample research will be generated

      Sample relationship issues will be generated

      Sample teams will be generated

      Sample leverage items will be generated

      Sample timeline issues will be generated

      A sample strategy will be generated

      A sample negotiation agenda will be generated

      Sample questions and answers will be generated

      Sample rehearsals will be conducted

      Embed Business Relationship Management in IT

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      • Parent Category Name: Manage Business Relationships
      • Parent Category Link: /manage-business-relationships
      • While organizations realize they need to improve business relationships, they often don’t know how.
      • IT doesn’t know what their business needs and so can’t add as much value as they’d like.
      • They find that their partners often reach out to third parties before they connect with internal IT.

      Our Advice

      Critical Insight

      • Business relationship management (BRM) is not just about communication, it’s about delivering on business value.
      • Build your BRM program on establishing trust.

      Impact and Result

      • Drive business value into the organization via innovative technology solutions.
      • Improve ability to meet and exceed business goals and objectives, resulting in more satisfied stakeholders (C-suite, board of directors).
      • Enhance ability to execute business activities to meet end customer requirements and expectations, resulting in more satisfied customers.

      Embed Business Relationship Management in IT Research & Tools

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Embed Business Relationship Management Deck – A step-by-step document that walks you through how to establish a practice with well-embedded business relationships, driving IT success.

      This blueprint helps you to establish a relationship with your stakeholders, both within and outside of IT. You’ll learn how to embed relationship management throughout your organization.

      • Embed Business Relationship Management in IT – Phases 1-5

      2. BRM Workbook Deck – A workbook for you to capture the results of your thinking on the BRM practice.

      Use this tool to capture your findings as you work through the blueprint.

      • Embed Business Relationship Management in IT Workbook

      3. BRM Buy-In and Communication Template – A template to help you communicate what BRM is to your organization, that leverages feedback from your business stakeholders and IT.

      Customize this tool to obtain buy in from leadership and other stakeholders. As you continue through the blueprint, continue to leverage this template to communicate what your BRM program is about.

      • BRM Buy-In and Communication Template

      4. BRM Role Expectations Worksheet – A tool to help you establish how the BRM role and/or other roles will be managing relationships.

      This worksheet template is used to outline what the BRM practice will do and associate the expectations and tasks with the roles throughout your organization. Use this to communicate that while your BRM role has a strategic focus and perspective of the relationship, other roles will continue to be important for relationship management.

      • Role Expectations Worksheet

      5. BRM Stakeholder Engagement Plan Worksheet – A tool to help you establish your stakeholders and your engagement with them.

      This worksheet allows you to list the stakeholders and their priority in order to establish how you want to engage with them.

      • BRM Stakeholder Engagement Plan Worksheet

      6. Business Relationship Manager Job Descriptions – These templates can be used as a guide for defining the BRM role.

      These job descriptions will provide you with list of competencies and qualifications necessary for a BRM operating at different levels of maturity. Use this template as a guide, whether hiring internally or externally, for the BRM role.

      • Business Relationship Manager – Level 1
      • Business Relationship Manager – Level 2
      • Business Relationship Manager – Level 3
      [infographic]

      Workshop: Embed Business Relationship Management in IT

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Foundation: Assess and Situate

      The Purpose

      Set the foundation for your BRM practice – understand your current state and set the vision.

      Key Benefits Achieved

      An understanding of current pain points and benefits to be addressed through your BRM practice. Establish alignment on what your BRM practice is – use this to start obtaining buy-in from stakeholders.

      Activities

      1.1 Define BRM

      1.2 Analyze Satisfaction

      1.3 Assess SWOT

      1.4 Create Vision

      1.5 Create the BRM Mission

      1.6 Establish Goals

      Outputs

      BRM definition

      Identify areas to be addressed through the BRM practice

      Shared vision, mission, and understanding of the goals for the brm practice

      2 Plan

      The Purpose

      Determine where the BRM fits and how they will operate within the organization.

      Key Benefits Achieved

      Learn how the BRM practice can best act on your goals.

      Activities

      2.1 Establish Guiding Principles

      2.2 Determine Where BRM Fits

      2.3 Establish BRM Expectations

      2.4 Identify Roles With BRM Responsibilities

      2.5 Align Capabilities

      Outputs

      An understanding of where the BRM sits in the IT organization, how they align to their business partners, and other roles that support business relationships

      3 Implement

      The Purpose

      Determine how to identify and work with key stakeholders.

      Key Benefits Achieved

      Determine ways to engage with stakeholders in ways that add value.

      Activities

      3.1 Brainstorm Sources of Business Value

      3.2 Identify Key Influencers

      3.3 Categorize the Stakeholders

      3.4 Create the Prioritization Map

      3.5 Create Your Engagement Plan

      Outputs

      Shared understanding of business value

      A plan to engage with stakeholders

      4 Reassess and Embed

      The Purpose

      Determine how to continuously improve the BRM practice.

      Key Benefits Achieved

      An ongoing plan for the BRM practice.

      Activities

      4.1 Create Metrics

      4.2 Prioritize Your Projects

      4.3 Create a Portfolio Investment Map

      4.4 Establish Your Annual Plan

      4.5 Build Your Transformation Roadmap

      4.6 Create Your Communication Plan

      Outputs

      Measurements of success for the BRM practice

      Prioritization of projects

      BRM plan

      Further reading

      Embed Business Relationship Management in IT

      Show that IT is worthy of Trusted Partner status.

      Executive Brief

      Analyst Perspective

      Relationships are about trust.

      As long as humans are involved in enabling technology, it will always remain important to ensure that business relationships support business needs. At the cornerstone of those relationships is trust and the establishment of business value. Without trust, you won’t be believed, and without value, you won’t be invited to the business table.

      Business relationship management can be a role, a capability, or a practice – either way it’s essential to ensure it exists within your organization. Show that IT can be a trusted partner by showing the value that IT offers.

      Photo of Allison Straker, Research Director, CIO Practice, Info-Tech Research Group.

      Allison Straker
      Research Director, CIO Practice
      Info-Tech Research Group

      Your challenge: Why focus on business relationship management?

      Is IT saying this about business partners?

      I don’t know what my business needs and so we can’t add as much value as we’d like.

      My partners don’t give us the opportunity to provide new ideas to solve business problems

      My partners listen to third parties before they listen to IT.

      We’re too busy and don’t have the capacity to help my partners.

      Three stamps with the words 'Value', 'Innovation', and 'Advocacy'. Are business partners saying this about IT?

      IT does not create and deliver valuable services/solutions that resolve my business pain points.

      IT does not come to me with innovative solutions to my business problems/challenges/issues.

      IT blocks my efforts to drive the business forward using innovative technology solutions.

      IT does not advocate for my needs with the decision makers in the organization.

      Common obstacles

      While organizations realize they need to do better, they often don’t know how to improve.

      Organizations want to:
      • Understand and strategically align to business goals
      • Ensure stakeholders are satisfied
      • Show project value/success

      … these are all things that a mature business relationship can do to improve your organization.

      Key improvement areas identified by business leaders and IT leaders

      Bar chart comparing 'CXO' and 'CIO' responses to multiple areas one whether they need significant improvement or only some improvement. Areas in question are 'Understand Business Goals', 'Define and align IT strategy', 'Measure stakeholder satisfaction with IT', and 'Measure IT project success'. Source: CEO/CIO Alignment Diagnostic, N=446 organizations.

      Info-Tech’s approach

      BRMs who focus on achieving business value can improve organizational results.

      Visualization of a piggy bank labelled 'Business Value' with a person on a ladder labelled 'Strategic Tactical Operational' putting coins into the bank which are labelled 'External & internal views', 'Applied knowledge of the business', 'Strategic perspective', 'Trusted relationship', and 'Empathetic engagements “What’s in it for me/them?”'.

      Business relationships can take a strategic, tactical, or operational perspective.

      While all levels are needed, focus on a strategic perspective for optimal outcomes.

      Create business value through:

      • Applying your knowledge of the business so that conversations aren’t about what IT provides. Focus on what the overall business requires.
      • Ensuring your knowledge includes what is going on internally at your organization and also what occurs externally within and outside the industry (e.g. vendors, technologies used in similar industries or with similar customer interactions).
      • Discussing with the perspective of “what’s in it for [insert business partner here]” – don’t just present IT’s views.
      • Building a trusted strategic relationship – don’t just do well at the basics but also focus on the strategy that can move the organization to where it needs to be.

      Neither you nor your partners can view IT as separate from your overall business…

      …your IT goals need to be aligned with those of the overall business

      IT Maturity Pyramid with 'business goals' and 'IT goals' moving upward along its sides. It has five levels, 'unstable - Ad hoc – IT is too busy and the business is unsatisfied (too expensive, too long, not delivering on needs)', 'firefighter - Order taker – IT engaged on as-needed basis. IT unable to forecast demand to manage own resources', 'trusted operator - IT and business are not always sure of each other’s direction/priorities’, ‘business partner - IT understands and delivers on business needs', and 'innovator - Business and IT work together to achieve shared goals'.

      IT and other lines of business need to partner together – they are all part of the same overall business.

      Four puzzle pieces fitting together representing 'IT' and three other Lines of Business '(LOB)'

      <

      Why it’s important to establish a BRM program

      IT Benefits

      • Provides IT with a view of the lines of business they empower
      • Allows IT to be more proactive in providing solutions that help business partner teams
      • Allows IT to better manage their workload, as new requests can be prioritized and understood

      Business Benefits

      • Provides business teams with a view of the services that IT can help them with
      • Brings IT to the table with value-driven solutions
      • Creates an overall roadmap aligning both partners
      Ladder labelled 'Strategic Tactical Operational'.
      • Drive business value into the organization via innovative technology solutions.
      • Improve ability to meet and exceed business goals and objectives, resulting in more satisfied stakeholders (C-suite, board of directors).
      • Enhance ability to execute business activities to meet end-customer requirements and expectations, resulting in more satisfied customers.

      Increase your business benefits by moving up higher – from operational to tactical to strategic.

      Piggy bank labelled 'Business Value'.

      When IT understands the business, they provide better value

      Understanding all parties – including the business needs and context – is critical to effective business relationships.

      Establishing a focus on business relationship management is key to improving IT satisfaction.

      When business partners are satisfied that IT understands their needs, they have a higher perception of the value of overall IT

      Bar chart with axes 'Business satisfaction with IT understanding of needs' and 'Perception of IT value'. There is an upward trend.

      The relationship between the perception of IT value and business satisfaction is strong (r=0.89). Can you afford not to increase your understanding of business needs?

      (Source: Info-Tech Research Group diagnostic data/Business-Aligned IT Strategy blueprint (N=652 first-year organizations that completed the CIO Business Vision diagnostic))

      A tale of two IT partners

      Teleconference with an IT partner asking them to 'Tell me everything'.

      One IT partner approached their business partner without sufficient background knowledge to provide insights.

      The relationship was not strong and did not provide the business with the value they desired.

      Research your business and be prepared to apply your knowledge to be a better partner.

      Teleconference with an IT partner that approached with knowledge of your business and industry.

      The other IT partner approached with knowledge of the business and external parties (vendors, competitors, industry).

      The business partners received this positively. They invited the IT partners to meetings as they knew IT would bring value to their sessions.

      BRM success is measurable Measuring tape.

      1) Survey your stakeholders to measure improvements in customer satisfaction 2) Measure BRM success against the goals for the practice

      Business satisfaction survey

      • Audience: Business leaders
      • Frequency: Annual
      • Metrics:
        • Overall Satisfaction score
        • Overall Value score
        • Relationship Satisfaction:
          • Understand needs
          • Meet needs
          • Communication
      Two small tables showing example 'Value' and 'Satisfaction' scores. Dart board with five darts, each representing a goal, 'Demand Shaping', 'Value Realization', 'Servicing', 'Exploring', and 'Other Goal(s)'.
      Table with a breakdown of the example 'Satisfaction' score, with individual scores for 'Needs', 'Execution', and 'Communication'.

      Maturing your BRM practice is a journey

      Info-Tech has developed an approach that can be used by any organization to improve or successfully implement BRM. The same ladder as before with words 'Strategic', 'Tactical', 'Operational', and a person climbing on it. Become a Trusted Partner and Advisor
      KNOWLEDGE OF INDUSTRY

      STRATEGIC

      Value Creator and Innovator

      Strategic view of IT and the business with knowledge of the market and trends; a connector driving value-added services.

      KNOWLEDGE OF FUNCTIONS

      TACTICAL

      Influencer and Advocate

      Two-way voice between IT and business, understanding business processes and activities including IT touchpoints and growing tactical and strategic view of services and value.

      TABLE STAKES:
      COMMUNICATION
      SERVICE DELIVERY
      PROJECT DELIVERY

      OPERATIONAL

      Deliver

      Communication, service, and project delivery and fulfillment, initial engagement with and knowledge of the business.

      Foundation: Define and communicate the meaning and vision of BRM

      At each level, keep maturing your BRM practice

      ITPartnerWhat to do to move to the next level

      Strategic Partner

      Shared goals for maximizing value and shared risk and reward

      5

      Strategic view of IT and the business with knowledge of the market and trends; a connector driving value-added services.

      Value Creator and Innovator

      See partners as integral to business success and growth

      Focus on continuous learning and improvement.

      Trusted Advisor

      Cooperation based on mutual respect and understanding

      4

      Partners understand, work with, and help improve capabilities.

      Influencer and Advocate

      Sees IT as helpful and reliable

      Strategic: IT needs to demonstrate and apply knowledge of business, industry, and external influences.

      Service Provider

      Routine – innovation is a challenge

      3

      Two-way voice between IT and business; understanding business processes and activities including IT touchpoints and growing tactical and strategic view of services and value.

      Priorities set but still always falling behind.

      Views IT as helpful but they don’t provide guidance

      IT needs to excel in portfolio and transition management.

      Business needs to engage IT in strategy.

      Order Taker

      Distrust, reactive

      2

      Focuses on communication, service, and project delivery and fulfillment, initial engagement with and knowledge of the business.

      Delivery Service

      Engages with IT on an as-needed basis

      Improve Tactical: IT needs to demonstrate knowledge of the business they are in. IT to improve BRM and service management.

      Business needs to embrace BRM role and service management.

      Ad Hoc

      Loudest in, first out

      1

      Too busy doing the basics; in firefighter mode.

      Low satisfaction (cost, duration, quality)

      Improve Operational Behavior: IT to show value with “table stakes” – communication, service delivery, project delivery.

      IT needs to establish intake/demand management.


      Business to embrace a new way of approaching their partnership with IT.

      (Adapted from BRM Institute Maturity Model and Info-Tech’s own model)

      The Info-Tech path to implement BRM

      Use Info-Tech’s ASPIRe method to create a continuously improving BRM practice.

      Info-Tech's ASPIRe method visualized as a winding path. It begins with 'Role Definition', goes through many 'Role Refinements' and ends with 'Metrics'. The main steps to which the acronym refers are 'Assess', 'Situate', 'Plan', 'Implement', and 'Reassess & Embed'.

      Insight summary

      BRM is not just about communication, it’s about delivering on business value.

      Business relationship management isn’t just about having a pleasant relationship with stakeholders, nor is it about just delivering things they want. It’s about driving business value in everything that IT does and leveraging relationships with the business and IT, both within and outside your organization.

      Understand your current state to determine the best direction forward.

      Every organization will apply the BRM practice differently. Understand what’s needed within your organization to create the best fit.

      BRM is not just a communication conduit between IT and the business.

      When implemented properly, a BRM is a value creator, advocate, innovator, and influencer.

      The BRM role must be designed to match the maturity level of the IT organization and the business.

      Before you can create incremental business value, you must master the fundamentals of service and project delivery.

      Info-Tech Insight

      Knowledge of your current situation is only half the battle; knowledge of the business/industry is key.

      Info-Tech offers various levels of support to best suit your needs

      DIY Toolkit

      Guided Implementation

      Workshop

      Consulting

      "Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful." "Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track." "We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place." "Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project."

      Diagnostics and consistent frameworks used throughout all four options

      Blueprint deliverables

      Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals:

      Key deliverable:

      Executive Buy-In and Communication Presentation Template

      Explain the need for the BRM practice and obtain buy-in from leadership and staff across the organization.

      Sample of Info-Tech's key deliverable, the Executive Buy-In and Communication Presentation Template.

      BRM Workbook

      Capture the thinking behind your organization’s BRM program.

      Sample of Info-Tech's BRM Workbook deliverable.

      BRM Stakeholder Engagement Plan Worksheet

      Worksheet to capture how the BRM practice will engage with stakeholders across the organization.

      Sample of Info-Tech's BRM Stakeholder Engagement Plan Worksheet deliverable.

      BRM Role Expectations Worksheet

      How business relationship management will be supported throughout the organization at a strategic, tactical, and operational level.

      Sample of Info-Tech's BRM Role Expectations Worksheet deliverable.

      Guided Implementation

      A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

      A typical GI is between 8 to 12 calls over the course of 4 to 6 months.

      What does a typical GI on this topic look like?

      Phase 1

      Phase 2

      Phase 3

      Phase 4

      Phase 5

      Call #1: Discuss goals, current state, and an overview of BRM.

      Call #2: Examine business satisfaction and discuss results of SWOT.

      Call #3: Establish BRM mission, vision, and goals. Call #4: Develop guiding principles.

      Call #5: Establish the BRM operating model and role expectations.

      Call #6: Establish business value. Discuss stakeholders and engagement planning. Call #7: Develop metrics. Discuss portfolio management.

      Call #8: Develop a communication or rollout plan.

      Workshop Overview

      Complete the CIO-Business Vision diagnostic prior to the workshop.
      Contact your account representative for more information.
      workshops@infotech.com1-888-670-8889
      Day 1 Day 2 Day 3 Day 4 Post-Workshop
      Activities
      Set the Foundation
      Assess & Situate
      Define the Operating Model
      Plan
      Define Engagement
      Implement
      Implement BRM
      Reassess
      Next steps and Wrap-Up (offsite)

      1.1 Discuss rationale and importance of business relationship management

      1.2 Review CIO BV results

      1.3 Conduct SWOT analysis (analyze strengths, weaknesses, opportunities, and threats)

      1.4 Establish BRM vision and mission

      1.5 Define objectives and goals for maturing the practice

      2.1 Create your list of guiding principles (optional)

      2.2 Define business value

      2.3. Establish the operating model for the BRM practice

      2.4 Define capabilities

      3.1. Identify key stakeholders

      3.2 Map, prioritize, and categorize the stakeholders

      3.4 Create an engagement plan

      4,1 Define metrics

      4.2 Identify remaining enablers/blockers for practice implementation

      4.3 Create roadmap

      4.4 Create communication plan

      5.1 Complete in-progress deliverables from previous four days

      5.2 Set up review time for workshop deliverables and to discuss next steps

      Deliverables
      1. Summary of CIO Business Vision results
      2. Vision and list of objectives for the BRM program
      3. List of business and IT pain points
      1. BRM role descriptions, capabilities, and ownership definitions
      1. BRM reporting structure
      2. BRM engagement plans
      1. BRM communication plan
      2. BRM metrics tracking plan
      3. Action plan and next step
      1. Workshop Report

      ASSESS

      Assess

      1.1 Define BRM

      1.2 Analyze Satisfaction

      1.3 Assess SWOT

      Situate

      2.1 Create Vision

      2.2 Create the BRM Mission

      2.3 Establish Goals

      Plan

      3.1 Establish Guiding Principles

      3.2 Determine Where BRM Fits

      3.3 Establish BRM Expectations

      3.4 Identify Roles With BRM Responsibilities

      3.5 Align Capabilities

      Implement

      4.1 Brainstorm Sources of Business Value

      4.2 Identify Key Influencers

      4.3 Categorize the Stakeholders

      4.4 Create the Prioritization Map

      4.5 Create Your Engagement Plan

      Reassess & Embed

      5.1 Create Metrics

      5.2 Prioritize Your Projects

      5.3 Create a Portfolio Investment Map

      5.4 Establish Your Annual Plan

      5.5 Build Your Transformation Roadmap

      5.6 Create Your Communication Plan

      To assess BRM, clarify what it means to you

      Who are BRM relationships with? Octopus holding icons with labels 'Tech Partners', 'Lines of Business', and 'External Partners'. The BRM has multiple arms/legs to ensure they’re aligned with multiple parties – the partners within the lines of business, external partners, and technology partners.
      What does a BRM do? Engage the right stakeholders – orchestrate key roles, resources, and capabilities to help stimulate, shape, and harvest business value.

      Connect partners (IT and other business) with the resources needed.

      Help stakeholders navigate the organization and find the best path to business value.

      Three figures performing different actions, labelled 'orchestrate', 'connect', and 'navigate'.
      What does a BRM focus on? Circle bisected at many random points to create areas of different colors with four color-coded circles surrounding it. Demand Shaping – Surfacing and shaping business demand
      Value Harvesting – Identifying ways to increase business value and providing insights
      Exploring – Rationalizing demand and reviewing new business, technology, and industry insights
      Servicing – Managing expectations and facilitating business strategy; business capability road mapping

      Determine what business relationship management is

      Many organizations face business dissatisfaction because they do not understand what the role of a BRM should be.

      A BRM Is NOT:
      • Order taker
      • Service desk
      • Project manager
      • Business analyst
      • Service delivery manager
      • Service owner
      • Change manager
      A BRM Is:
      • Value creator
      • Innovator
      • Trusted advisor
      • Strategic partner
      • Influencer
      • Business subject matter expert
      • Advocate for the business
      • Champion for business process improvement
      Business relationship management does not mean a go-between for the business and IT. Its focus should be on delivering VALUE and INNOVATIVE SOLUTIONS to the business.

      1.1 What is BRM?

      1 hour

      Input: Your preliminary thoughts and ideas on BRM

      Output: Themes summarizing what BRM will be at your organization

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Each team member will take a colored sticky note to capture what BRM is and what it isn’t.
      2. As a group, review and discuss the sticky notes.
      3. Group them into themes summarizing what BRM will be at your organization.
      4. Leverage the workbook to brainstorm the definition of BRM at your organization.
      5. Create a refined summary statement and capture it in the Executive Buy-In and Communication Template.

      Download the BRM Workbook

      Download the Executive Buy-In and Communication Template

      It’s important to understand what the business thinks; ask them the right questions

      Leverage the CIO Business Vision Diagnostic to provide clarity on:
      • The organization’s view on satisfaction and importance of core IT services
      • Satisfaction across business priorities
      • IT’s capacity to meet business needs

      Contact your Account Representative to get started

      Sample of various scorecards from the CIO Business Vision Diagnostic.

      1.2 Use their responses to help guide your BRM program

      1 hour

      Input: CIO-Business Vision Diagnostic, Other business feedback

      Output: Summary of your partners’ view of the IT relationship

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: CIO, IT management team

      1. Complete the CIO Business Vision diagnostic.
      2. Analyze the findings from the Business Vision diagnostic or other business relationship and satisfaction surveys. Key areas to look at include:
        • Overall IT Satisfaction
        • IT Value
        • Relationship (Understands Needs, Communicates Effectively, Executes Requests, Trains Effectively)
        • Shadow IT
        • Capacity Needs
        • Business Objectives
      3. Capture the following on your analysis:
        • Success stories – what your business partners are satisfied with
        • Challenges – are the responses consistent across departments?
      4. Leverage the workbook to capture your findings the goals. Key highlights should be documented in the Executive Buy-In and Communication Template.

      Use the BRM Workbook to capture ideas

      Polish the goals in the Executive Buy-In and Communication Template

      Perform a SWOT analysis to explore internal and external business factors

      A SWOT analysis is a structured planning method organizations use to evaluate the effects of internal strengths and weaknesses and external opportunities and threats on a project or business venture.

      Why It Is Important

      • Business SWOT reveals internal and external trends that affect the business. You may uncover relevant information about the business that the other analysis methods did not reveal.
      • The organizational strengths or weaknesses will shed some light on implications that you might not have considered otherwise, such as brand perception or internal staff capability to change.

      Key Tips/Information

      • Although this activity is simple in theory, there is much value to be gained when performed effectively.
      • Focus on weaknesses that can cause a competitive disadvantage and strengths that can cause a competitive advantage.
      • Rank your opportunities and threats based on impact and probability.
      • Info-Tech members who have derived the most insights from a business SWOT analysis usually involved business stakeholders in the analysis.

      SWOT diagram split into four quadrants representing 'Strengths' at top left, 'Opportunities' at bottom left, 'Weaknesses' at top right, and 'Threats' at bottom right.

      Review these questions to help you conduct your SWOT analysis on the business

      Strengths (Internal)
      • What competitive advantage does your organization have?
      • What do you do better than anyone else?
      • What makes you unique (human resources, product offering, experience, etc.)?
      • Do you have location, price, cost, or quality advantages?
      • Does your organizational culture offer an advantage (hiring the best people, etc.)?
      • Do you have a high level of customer engagement or satisfaction?
      Weaknesses (Internal)
      • What areas of your business require improvement?
      • Are there gaps in capabilities?
      • Do you have financial vulnerabilities?
      • Are there leadership gaps (succession, poor management, etc.)?
      • Are there reputational issues?
      • Are there factors contributing to declining sales?
      Opportunities (External)
      • Are there market developments or new markets?
      • Are there industry or lifestyle trends (move to mobile, etc.)?
      • Are there geographical changes in the market?
      • Are there new partnerships or mergers and acquisitions (M&A) opportunities?
      • Are there seasonal factors that can be used to the advantage of the business?
      • Are there demographic changes that can be used to the advantage of the business?
      Threats (External)
      • Are there obstacles that the organization must face?
      • Are there issues with respect to sourcing of staff or technologies?
      • Are there changes in market demand?
      • Are your competitors making changes that you are not making?
      • Are there economic issues that could affect your business?

      1.3 Analyze internal and external business factors using a SWOT analysis

      1 hour

      Input: IT and business stakeholder expertise

      Output: Analysis of internal and external factors impacting the IT organization

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: CIO, IT management team

      1. Break the group into two teams:
        • Assign team A internal strengths and weaknesses.
        • Assign team B external opportunities and threats.
      2. Think about strengths, weaknesses, opportunities, and threats as they pertain to the IT-business relationship. Consider people, process, and technology elements.
      3. Have the teams brainstorm items that fit in their assigned grids. Use the prompt questions on the previous slide as guidance.
      4. Pick someone from each group to fill in the SWOT grid.
      5. Conduct a group discussion about the items on the list; identify implications for the BRM/IT.

      Capture in the BRM Workbook

      SITUATE

      Assess

      1.1 Define BRM

      1.2 Analyze Satisfaction

      1.3 Assess SWOT

      Situate

      2.1 Create Vision

      2.2 Create the BRM Mission

      2.3 Establish Goals

      Plan

      3.1 Establish Guiding Principles

      3.2 Determine Where BRM Fits

      3.3 Establish BRM Expectations

      3.4 Identify Roles With BRM Responsibilities

      3.5 Align Capabilities

      Implement

      4.1 Brainstorm Sources of Business Value

      4.2 Identify Key Influencers

      4.3 Categorize the Stakeholders

      4.4 Create the Prioritization Map

      4.5 Create Your Engagement Plan

      Reassess & Embed

      5.1 Create Metrics

      5.2 Prioritize Your Projects

      5.3 Create a Portfolio Investment Map

      5.4 Establish Your Annual Plan

      5.5 Build Your Transformation Roadmap

      5.6 Create Your Communication Plan

      Your strategy informs your BRM program

      Your strategy is a critical input into your program. Extract critical components of your strategy and convert them into a set of actionable principles that will guide the selection of your operating model.

      Sample of Info-Tech's 'Build a Business-Aligned IT Strategy' blueprint.

      Vision, Mission & Principles Chevron pointing right.
      • Leverage your vision and mission statements that communicate aspirations and purpose for key information that can be turned into design principles.
      Business Goal Implications Chevron pointing right.
      • Implications are derived from your business goals and will provide important context about the way BRM needs to change to meet its overarching objectives.
      • Understand how those implications will change the way that work needs to be done – new capabilities, new roles, new modes of delivery, etc.
      Target-State Maturity Chevron pointing right.
      • Determine your target-state relationship maturity for your organization using the BRM goals that have been uncovered.

      Outline your mission and vision for your BRM practice

      If you don’t know where you’re trying to go, how do you know if you’ve arrived?

      Establish the vision of what your BRM practice will achieve.

      Your vision will paint a picture for your stakeholders, letting them know where you want to go with your BRM practice.

      Stock image of a hand painting on a large canvas.

      The vision will also help motivate and inspire your team members so they understand how they contribute to the organization.

      Your strategy must align with and support your organization’s strategy.

      Good Visions
      • Attainable – Aspirational but still within reach
      • Communicable – Easy to comprehend
      • Memorable – Not easily forgotten
      • Practical – Solid, realistic
      • Shared – Create a culture of shared ownership across the team/company
      When Visions Fail
      • Not Shared: Lack of buy-in, no alignment with stakeholders
      • Impractical: No plan or strategy to deliver on the vision
      • Unattainable: Set too far in the future
      • Forgettable: Not championed, not kept in mind
      (Source: UX Magazine, 2011)

      Derive the BRM vision statement

      Stock image of an easel with a bundle of paint brushes beside it. Begin the process of deriving the business relationship management vision statement by examining your business and user concerns. These are the problems your organization is trying to solve.
      Icon of one person asking another a question.
      Problem Statements
      First, ask what problems your organization hopes to solve.
      Icon of a magnifying glass on a box.
      Analysis
      Second, ask what success would look like when those problems were solved.
      Icon of two photos in quotes.
      Vision Statement
      Third, polish the answer into a short but meaningful phrase.

      Paint the picture for your team and stakeholders so that they align on what BRM will achieve.

      Vision statements demonstrate what your practice “aspires to be”

      Your vision statement communicates a desired future state of the BRM organization. The statement is expressed in the present tense. It seeks to articulate the desired role of business relationship management and how it will be perceived.

      Sample vision statements:

      • To be a trusted advisor and partner in enabling business innovation and growth through an engaged design practice.
      • The group will strive to become a world-class value center that is a catalyst for innovation.
      • Apple: “We believe that we are on the face of the earth to make great products and that’s not changing.” (Mission Statement Academy, May 2019.)
      • Coca-Cola: “To refresh the world in mind, body, and spirit, to inspire moments of optimism and happiness through our brands and actions, and to create value and make a difference.” (Mission Statement Academy, August 2019.)

      2.1 Vision generation

      1 hour

      Input: IT and business strategies

      Output: Vision statement

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Review the goals and the sample vision statements provided on the previous slide.
      2. Brainstorm possible vision statements that can apply to your practice. Refer to the guidance provided on the previous page – ensure that it paints a picture for the reader to show the desired target state.
      3. Leverage the workbook to brainstorm the vision. Capture the refined statement in the Executive Buy-In and Communication Template.
      Strong vision statements have the following characteristics
      • Describe a desired future
      • Focus on ends, not means
      • Communicate promise
      • Concise, no unnecessary words
      • Compelling
      • Achievable
      • Inspirational
      • Memorable

      Use the BRM Workbook to capture ideas

      Polish the goals in the Executive Buy-In and Communication Template

      Create the mission statement from the problems and the vision statement

      Your mission demonstrates your current intent and the purpose driving you to achieve your vision.

      It reflects what the organization does for users/customers.

      The main word 'Analysis' is sandwiched between 'Goals and Problems' and 'Vision Statement', each with arrow pointing to the middle. Make sure the practice’s mission statement reflects answers to the questions below:

      The questions:

      • What does the organization do?
      • How does the organization do it?
      • For whom does the organization do it?
      • What value is the organization bringing?

      “A mission statement illustrates the purpose of the organization, what it does, and what it intends on achieving. Its main function is to provide direction to the organization and highlight what it needs to do to achieve its vision.” (Joel Klein, BizTank (in Hull, “Answer 4 questions to get a great mission statement.”))

      Sample mission statements

      To enhance the lives of our end users through our products so that our brand becomes synonymous with user-centricity.

      To enable innovative services that are seamless and enjoyable to our customers so that together we can inspire change.

      Apple’s mission statement: “To bring the best user experience to its customers through its innovative hardware, software, and services.” (Mission Statement Academy, May 2019.)

      Coca Cola’s mission statement: “To refresh the world in mind, body, and spirit, to inspire moments of optimism and happiness through our brands and actions, and to create value and make a difference.” (Mission Statement Academy, August 2019.)

      Tip: Using the “To … so that” format helps to keep your mission focused on the “why.”

      2.2 Develop your own mission statement

      1 hour

      Input: IT and business strategies, Vision

      Output: Mission statement

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Review the goals and the vision statement generated in the previous activities.
      2. Brainstorm possible mission statements that can apply to your BRM practice. Capture this in your BRM workbook.
      3. Refine your mission statement. Refer to the guidance provided on the previous page – ensure that the mission provides “the why”. Document the refined mission statement in the Executive Buy-In and Communication Template.

      “People don't buy what you do; they buy why you do it and what you do simply proves what you believe.” (Sinek, Transcript of “How Great Leaders Inspire Action.”)

      Download the BRM Workbook

      Download the Executive Buy-In and Communication Template

      Areas that BRMs focus on include:

      Establish how much of these your practice will focus on.

      VALUE HARVESTING
      • Tracks and reviews performance
      • Identifies ways to increase business value
      • Provides insights on the results of business change/initiatives
      Circle bisected at many random points to create areas of different colors with four color-coded circles surrounding it. DEMAND SHAPING
      • Isn’t just demand/intake management
      • Surfaces and shapes business demand
      • Is influenced by knowledge of the overall business and external entities
      SERVICING
      • Coordinates resources
      • Manages expectations
      • Facilitates business strategy, business capability road-mapping, and portfolio and program management
      EXPLORING
      • Identifies and rationalizes demand
      • Reviews new business, technology, and industry insights
      • Identifies business value initiatives

      Establish what success means for your focus areas

      Brainstorm objectives and success areas for your BRM practice.

      Circle bisected at many random points to create areas of different colors with four color-coded circles surrounding it. VALUE HARVESTING
      Success may mean that you:
      • Understand the drivers and what the business needs to attain
      • Demonstrate focus on value in discussions
      • Ensure value is achieved, tracking it during and beyond deployment
      DEMAND SHAPING
      Success may mean that you:
      • Understand the business
      • Are engaged at business meetings (invited to the table)
      • Understand IT; communicate clarity around IT to the business
      • Help IT prioritize needs
      SERVICING
      Success may mean that you:
      • Understand IT services and service levels that are required
      • Provide clarity around services and communicate costs and risks
      EXPLORING
      Success may mean that you:
      • Surface new opportunities based on understanding of pain points and growth needs
      • Research and partner with others to further the business
      • Engage resources with a focus on the value to be delivered

      2.3 Establish BRM goals

      1 hour

      Input: Mission and vision statements

      Output: List of goals

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: CIO, IT management team, BRM team

      1. Use the previous slides as a starting point – review the focus areas and sample associated objectives.
      2. Determine if all apply to your role.
      3. Brainstorm the objectives for your BRM practice.
      4. Discuss and refine the objectives and goals until the team agrees on your starting set.
      5. Leverage the workbook to establish the goals. Capture refined goals in the Executive Buy-In and Communication Template.

      Download the BRM Workbook

      Download the Executive Buy-In and Communication Template

      PLAN

      Assess

      1.1 Define BRM

      1.2 Analyze Satisfaction

      1.3 Assess SWOT

      Situate

      2.1 Create Vision

      2.2 Create the BRM Mission

      2.3 Establish Goals

      Plan

      3.1 Establish Guiding Principles

      3.2 Determine Where BRM Fits

      3.3 Establish BRM Expectations

      3.4 Identify Roles With BRM Responsibilities

      3.5 Align Capabilities

      Implement

      4.1 Brainstorm Sources of Business Value

      4.2 Identify Key Influencers

      4.3 Categorize the Stakeholders

      4.4 Create the Prioritization Map

      4.5 Create Your Engagement Plan

      Reassess & Embed

      5.1 Create Metrics

      5.2 Prioritize Your Projects

      5.3 Create a Portfolio Investment Map

      5.4 Establish Your Annual Plan

      5.5 Build Your Transformation Roadmap

      5.6 Create Your Communication Plan

      Guiding principles help you focus the development of your practice

      Your guiding principles should define a set of loose rules that can be used to design your BRM practice to the specific needs of the organization and work that needs to be done.

      These rules will guide you through the establishment of your BRM practice and help you explain to your stakeholders the rationale behind organizing in a specific way.

      Sample Guiding Principles

      Principle Name

      Principle Statement

      Customer Focus We will prioritize internal and external customer perspectives
      External Trends We will monitor and liaise with external organizations to bring best practices and learnings into our own
      Organizational Span We embed relationship management across all levels of leadership in IT
      Role If the resource does not have a seat at the table, they are not performing the BRM role

      3.1 Establish guiding principles (optional activity)

      Input: Mission and vision statements

      Output: BRM guiding principles

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Think about strengths, weaknesses, opportunities, and threats as well as the overarching goals, mission, and vision.
      2. Identify a set of principles that the BRM practice should have. Guiding principles are shared, long-lasting beliefs that guide the use of business relationship management in your organization.

      Download the BRM Workbook

      Download the Executive Buy-In and Communication Template

      Establish the BRM partner model and alignment

      Having the right model and support is just as important as having the right people.

      Gears with different BRM model terms: 'BRM Capabilities', 'BRM & Other Roles', 'Scope (pilot)', 'Operating Unit', 'BRM Expectations Across the organization', and 'Delivery & Support'.

      Don’t boil the ocean: Start small

      It may be useful to pilot the BRM practice with a small group within the organization – this gives you the opportunity to learn from the pilot and share best practices as you expand your BRM practice.

      You can leverage the pilot business unit’s feedback to help obtain buy-in from additional groups.

      Evaluate the approaches for your pilot:
      Work With an Engaged Business Unit
      Icon of a magnifying glass over a group of people.

      This approach can allow you to find a champion group and establish quick wins.

      Target Underperforming Area(s)
      Icon of an ambulance.

      This approach can allow you to establish significant wins, providing new opportunities for value.

      Target the Area(s) Driving the Most Business Value
      Icon of an arrow in a bullseye.

      Provide the largest positive impact on your portfolio’s ability to drive business value; for large strategic or transformative goals.

      Work Across a Single Business Process
      Icon of a process tree.

      This approach addresses a single business process or operation that exists across business units, departments, or locations. This, again, will allow you to limit the number of stakeholders.

      Leverage BRM goals to determine where the role fits within the organization

      Organization tree with a strategic BRM.

      Strategic BRMs are considered IT leaders, often reporting to the CIO.


      Organization tree with an operational BRM.

      In product-aligned organizations, the product owners will own the strategic business relationship from a product perspective (often across LOB), while BRMs will own the strategic role for the line(s) of businesses (often across products) that they hold a relationship with. The BRM role may be played by a product family leader.


      Organization tree with a BRM in a product-aligned organization.

      BRMs may take on a more operational function when they are embedded within another group, such as the PMO. This manifests in:

      • Accountability for projects and programs
      • BRM conversations around projects and programs rather than overall needs
      • Often, there is less focus on stimulating need, more about managing demand
      • This structure may be useful for smaller organizations or where organizations are piloting the relationship capability

      Use the IT structure and the business structure to determine how to align BRM and business partners. Many organizations ensure that each LOB has a designated BRM, but each BRM may work with multiple LOBs. Ensure your alignment provides an even and manageable distribution of work.

      Don’t be intimidated by those who play a significant role in relationship management

      Layers representing the BRM, BA, and Product Owner. Business Relationship Manager: Portfolio View
      • Ongoing with broader organization-wide objectives
      • A BRM’s strategic perspective is focused across projects and products
      The BRM will look holistically across a portfolio, rather than on specific projects or products. Their focus is ensuring value is delivered that impacts the overall organization. Multiple BRMs may be responsible for lines of businesses and ensure that products and project enable LOBs effectively.
      Business Analyst: Product or Project View
      • Works within a project or product
      • Accomplishes specific objectives within the project/product
      The BA tends to be involved in project work – to that end, they are often brought in a bit before a project begins to better understand the context. They also often remain after the project is complete to ensure project value is delivered. However, their main focus is on delivering the objectives within the project.
      Product Owner: Product View
      • Ongoing and strategic view of entire product, with product-specific objectives
      The Product Owner bridges the gap between the business and delivery to ensure their product continuously delivers value. Their focus is on the product.

      3.2 Establish the BRM’s place in the organizational structure

      Input: BRM goals, IT organizational structure, Business organizational structure

      Output: BRM operating model

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Review the current organizational structure – both IT and overall business.
      2. Think about the maturity of the IT organization and what you and your partners will be able to support at this stage in the relationship or journey. Establish whether it is necessary to start with a pilot.
      3. Consider the reporting relationship that is required to support the desired maturity of your practice – who will your BRM function report into?
      4. Consider the distribution of work from your business partners. Establish which BRM is responsible for which partners.
      5. Document where the BRM fits in the organization in the Executive Buy-In and Communication Template.

      Download the BRM Workbook

      Download the Executive Buy-In and Communication Template

      Align your titles to your business partners and ensure it demonstrates your strategic goals

      Some titles that may reflect alignment with your partners:
      • Business Capability Manager
      • Business Information Officer
      • Business Relationship Manager
      • Director, Technology Partner
      • IT Business Relationship Manager
      • People Relationship Manager
      • Relationship and Strategy Officer
      • Strategic Partnership Director
      • Technology Partner/People Partner/Finance Partner/etc.
      • Value Management Officer

      Support BRM team members might have “analyst” or “coordinator” as part of their titles.

      Caution when using these titles:
      • Account Manager (do you see your stakeholders as accounts or as partners?)
      • Customer Relationship Manager (do you see your stakeholders as customers or as partners?)
      • People Partner (differentiate your role from HR)

      Determine the expectations for your BRM role(s)

      Below are standard expectations from BRM job descriptions. Establish whether there are changes required for your organization.

      Act as a Relationship Manager
      • Build strong, collaborative relationships with business clients
      • Build strong, collaborative relationships with IT service owners
      • Track client satisfaction with services provided
      • Continuously improve, based on feedback from clients
      Communicate With Business Stakeholders
      • Ensure that effective communication occurs related to service delivery and project delivery (e.g. planned downtime, changes, open tickets)
      • Manage expectations of multiple business stakeholders
      • Provide a clear point of contact within IT for each business stakeholder
      • Act as a bridge between IT and the business
      Service Delivery

      Service delivery breaks out into three activities: service status, changes, and service desk tickets

      • Understand at a high level the services and technologies in use
      • Work with clients to plan and make sure they understand the relevance and impact of IT changes to their operations
      • Define, agree to, and report on key service metrics
      • Act as an escalation point for major issues with any aspect of service delivery
      • Work with service owners to develop and monitor service improvement plans
      Project/Product Delivery
      • Ensure that the project teams provide regular reports regarding project status, issues, and changes
      • Work with project managers and clients to ensure project requirements are well understood and documented and approved by all stakeholders
      • Ensure that the project teams provide key project metrics on a regular basis to all relevant stakeholders

      Determine role expectations (slide 2 of 3)

      Knowledge of the Business

      Understand the main business activities for each department:

      • Understand which IT services are required to complete each business activity
      • Understand business processes and associated business activities for each user group within a department
      Advocate for Your Business Clients
      • Act as an advocate for the client – be invested in client success
      • Understand the strategies and plans of the clients and help develop an IT strategic plan/roadmap that maps to business strategies
      • Help the business understand project governance processes
      • Help clients to develop proposals and advance them through the project intake and assessment process
      Influence Business and IT Stakeholders
      • Influence business and IT stakeholders at multiple levels of the organization to help clients achieve their business objectives
      • Leverage existing relationships to convince decision makers to move forward with business and IT initiatives that will benefit the department and the organization as a whole
      • Understand and solve issues and challenges such as differing agendas, political considerations, and resistance to change
      Knowledge of the Market
      • Understand the industry – trends, competition, future direction
      • Leverage what others are doing to bring innovative ideas to the organization
      • Understand what end customers expect with regards to IT services and bring this intelligence to business leaders and decision makers

      Determine role expectations (slide 3 of 3)

      Value Creator
      • Understand how services currently offered by IT can be put to best use and create value for the business
      • Work collaboratively with clients to define and prioritize technology initiatives (new or enhanced services) that will bring the most business benefit
      • Lead initiatives that help the business achieve or exceed business goals and objectives
      • Lead initiatives that create business value (increased revenue, lower costs, increased efficiency) for the organization
      Innovator
      • Lead initiatives that result in new and better ways of doing business
      • Identify opportunities for using IT in new and innovative ways to bring value to the business and drive the business forward
      • Leverage knowledge of the business, knowledge of the industry, and knowledge of leading-edge technological solutions to transform the way the business operates and provides services to its customers

      3.3 Establish BRM expectations

      Input: BRM goals

      Output: BRM expectations

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Review the BRM expectations on the previous slides.
      2. Customize them – are they the appropriate set of expectations needed for your organization? What needs to be edited in or out?
      3. Add relevant expectations – what are the things that need to be done in the BRM practice at your organization?
      4. Leverage the workbook to brainstorm BRM expectations. Make sure you update them in the BRM Role Expectation Spreadsheet.

      Download the BRM Workbook

      Download the Executive Buy-In and Communication Template

      Various roles and levels within your organization may have a part of the BRM pie

      Where the BRM sits will impact what they are able to get done.

      The BRM role is a strategic one, but other roles in the organization have a part to play in impacting IT-partner relationship.

      Some roles may have a more strategic focus, while others may have a more tactical or operational focus.

      3.4 Identify roles with BRM responsibilities

      Input: BRM goals

      Output: BRM-aligned roles

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Various roles can play a part in the BRM practice, managing business relationships. Which ones make sense in your organization, given the BRM goals?
      2. Identify the roles and capture in the BRM Role Expectation Spreadsheet. Use the Role Expectation Alignment tab, row 1.


      Download the Role Expectations Worksheet

      Determine the focus for each role that may manage business relationships

      Icon of a telescope. STRATEGIC Sets Direction: Focus of the activities is at the holistic, enterprise business level “relating to the identification of long-term or overall aims and interests and the means of achieving them” e.g. builds overarching relationships to enable and support the organization’s strategy; has strategic conversations
      Icon of a house in a location marker. TACTICAL Figures Out the How: Focuses on the tactics required to achieve the strategic focus “skillful in devising means to ends” e.g. builds relationships specific to tactics (projects, products, etc.)
      Icon of a gear cog with a checkmark. OPERATIONAL Executes on the Direction: Day-to-day operations; how things get done “relating to the routine functioning and activities of a business or organization” e.g. builds and leverages relationships to accomplish specific goals (within a project or product)

      3.5 Align BRM capabilities to roles

      Input: Current-state model, Business value matrix, Objectives and goals

      Output: BRM-aligned roles

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Review each group of role expectations – Act as a Relationship Manager, Communicate with Business Stakeholders, etc. For each group, determine the focus each role can apply to it – strategic, tactical, or operational. Refer to the previous slide for examples.
      2. Capture on the spreadsheet:
        • S – This role is required to have a strategic view of the capabilities. They are accountable and set direction for this aspect of relationship management.
        • T – Indicate if the role is required to have a tactical view of the capabilities. This would include whether the role is required to figure out how the capabilities will be done; for example, is the role responsible for carrying out service management or are they just involved to ensure that that set of expectations are being performed?
        • O – Indicate if the role will have an operational view – are they the ones responsible for doing the work?
        • Note: In some organizations, a role may have more than one of these.
      3. The spreadsheet will highlight the cells in green if the role plays more of the strategic role, yellow for tactical, and brown for operational. This provides an overall visual of each role’s part in relationship management.
      4. (Optional) Review each detailed expectation within the group. Evaluate whether specific roles will have a different focus on the unique role expectations.

      Leverage the Role Expectations Worksheet

      Sample role expectation alignment

      Sample of a role expectation alignment table with expectation names and descriptions on the left and a matrix of which roles should have a Strategic (S), Tactical (T), or Operational (O) view of the capabilities.

      IMPLEMENT

      Assess

      1.1 Define BRM

      1.2 Analyze Satisfaction

      1.3 Assess SWOT

      Situate

      2.1 Create Vision

      2.2 Create the BRM Mission

      2.3 Establish Goals

      Plan

      3.1 Establish Guiding Principles

      3.2 Determine Where BRM Fits

      3.3 Establish BRM Expectations

      3.4 Identify Roles With BRM Responsibilities

      3.5 Align Capabilities

      Implement

      4.1 Brainstorm Sources of Business Value

      4.2 Identify Key Influencers

      4.3 Categorize the Stakeholders

      4.4 Create the Prioritization Map

      4.5 Create Your Engagement Plan

      Reassess & Embed

      5.1 Create Metrics

      5.2 Prioritize Your Projects

      5.3 Create a Portfolio Investment Map

      5.4 Establish Your Annual Plan

      5.5 Build Your Transformation Roadmap

      5.6 Create Your Communication Plan

      Speak the same language as your partners: Business Value

      Business value represents the desired outcome from achieving business priorities.

      Value is not only about revenue or reduced expenses. Use this internal-external and capability-financial business value matrix to more holistically consider what is valuable to stakeholders.

      Improved Capabilities
      Enhance Services
      Products and services that enable business capabilities and improve an organization’s ability to perform its internal operations.
      Increase Customer Satisfaction
      Products and services that enable and improve the interaction with customers or produce practical market information and insights.
      Inward Outward
      Save Money
      Products and services that reduce overhead. They typically are less related to broad strategic vision or goals and more simply limit expenses that would occur had the product or service not put in place.
      Make money
      (Return on Investment)
      Products and services that are specifically related to the impact on an organization’s ability to create a return on investment.
      Financial Benefits

      Business Value Matrix Axes:

      Financial Benefits vs. Improved Capabilities
      • Improved capabilities refers to the enhancement of business capabilities and skill sets.
      • Financial Benefits refers to the degree in which the value source can be measured through monetary metrics and is often highly tangible.
      Inward vs. Outward Orientation
      • Inward refers to value sources that have an internal impact an organization’s effectiveness and efficiency in performing its operations.
      • Outward refers to value sources that come from interactions with external factors, such as the market or your customers.

      4.1 Activity: Brainstorm sources of business value

      Input: Product and service knowledge, Business process knowledge

      Output: Understanding of different sources of business value

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Identify your key stakeholders. These individuals are the critical business strategic partners in the organization’s governing bodies.
      2. Brainstorm the different types of business value that the BRM practice can produce.
      3. Is the item more focused on improving capabilities or generating financial benefits?
      4. Is the item focused on the customers you serve or the IT team?
      5. Enter your value item into a cell on the Business Value Matrix based on where it falls on these axes.
      6. Start to think about metrics you can use to measure how effective the product or service is at generating the value source.
      Simplified version of the Business Value Matrix on the previous slide.

      Use the BRM Workbook to capture sources of business value

      Brainstorm the different sources of business value (continued)

      See appendix for more information on value drivers:
      Example:
      Enhance Services
      • Dashboards/IT Situational Awareness
      • Improve measurement of services for data-driven analytics that can improve services
      • Collaborate to support Enterprise Architecture
      • Approval for and support of new applications per customer demand
      • Provide consultation for IT issues
      Axis arrow with 'Improved Capabilities'.
      Axis arrow with 'Financial Benefits'.
      Reach Customers
      • Provide technology roadmaps for IT services and devices
      • Improved "PR" presence: websites, service catalog, etc.
      • Enhance customer experience
      • Faster Time-to-market delivering innovative technologies and current services
      Axis arrow with 'Inward'.Axis arrow with 'Outward'.
      Reduce Costs
      • Achieve better pricing through enterprise agreements for IT services that are duplicated across several orgs
      • Prioritization/ development of roadmap
      • Portfolio management / reduce duplication of services
      • Evolve resourcing strategies to integrate teams (e.g. do more with less)
      Return on Investment
      • Customer -focused dashboards
      • Encourage use of centralized services through external collaboration capabilities that fit multiple use cases
      • Devise strategies for measured/supported migration from older IT systems/software

      Implications of ineffective stakeholder management

      A stakeholder is any group or individual who is impacted by (or impacts) your objectives.

      Challenges with stakeholder management can result from a self-focused point of view. Avoid these challenges by taking on the other’s perspectives – what’s in it for them.

      The key objectives of stakeholder management are to improve outcomes, increase confidence, and enhance trust in IT.

      • Obtain commitment of executive management for IT-related objectives.
      • Enhance alignment between IT and the business.
      • Improve understanding of business requirements.
      • Improve implementation of technology to support business processes.
      • Enhance transparency of IT costs, risks, and benefits.

      Challenges

      • Stakeholders are missed or new stakeholders are identified too late.
      • IT has a tendency to only look for direct stakeholders. Indirect and hidden stakeholders are not considered.
      • Stakeholders may have conflicting priorities, different visions, and different needs. Keeping every stakeholder happy is impossible.
      • IT has a lack of business understanding and uses jargon and technical language that is not understood by stakeholders.

      Implications

      • Unanticipated stakeholders and negative changes in stakeholder sentiment can derail initiatives.
      • Direct stakeholders are identified, but unidentified indirect or hidden stakeholders cause a major impact to the initiative.
      • The CIO attempts to trade off competing agendas and ends up caught in the middle and pleasing no one.
      • There is a failure in understanding and communications, leading stakeholders to become disenchanted with IT.

      Cheat Sheet: Identify stakeholders

      Ask stakeholders “who else should I be talking to?” to discover additional stakeholders and ensure you don’t miss anyone.

      List the people who are identified through the following questions: Take a 360-degree view of potential internal and external stakeholders who might be impacted by the initiative.
      • Who will be adversely affected by potential environmental and social impacts in areas of influence that are affected by what you are doing?
      • At which stage will stakeholders be most affected (e.g. procurement, implementation, operations, decommissioning)?
      • Will other stakeholders emerge as the phases are started and completed?
      • Who is sponsoring the initiative?
      • Who benefits from the initiative?
      • Who loses from the initiative?
      • Who can make approvals?
      • Who controls resources?
      • Who has specialist skills?
      • Who implements the changes?
      • Who are the owners, governors, customers, and suppliers to impacted capabilities or functions?

      Executives

      Peers

      Direct reports

      Partners

      Customers

      Stock image of a world.

      Subcontractors

      Suppliers

      Contractors

      Lobby groups

      Regulatory agencies

      Establish your stakeholder network “map”

      Follow the trail of breadcrumbs from your direct stakeholders to their influencers to uncover hidden stakeholders.

      Your stakeholder map defines the influence landscape your BRM team operates in. It is every bit as important as the teams who enhance, support, and operate your products directly.

      Notes on the network map

      • Pay special attention to influencers who have many arrows; they are called “connectors,” and due to their diverse reach of influence, should themselves be treated as significant stakeholders.
      • Don’t forget to consider the through-lines from one influencer through intermediate stakeholders or influencers to the final stakeholder – a single influencer may have additional influence via multiple, possibly indirect paths to a single stakeholder.

      Legend for the example stakeholder network map below. 'Black arrows indicate the direction of professional influence'. 'Dashed green arrows indicate bidirectional, informal influence relationships'

      Example stakeholder network map visualizing relationships between different stakeholders.

      4.2 Visualize interrelationships among stakeholders to identify key influencers

      Input: List of stakeholders

      Output: Relationships among stakeholders and influencers

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. List direct stakeholders for your area. Ensure it includes stakeholders across the organization (both IT and business units).
      2. Determine the stakeholders of your stakeholders. Consider adding each of them to the stakeholder list: assess who has either formal or informal influence over your stakeholders; add these influencers to your stakeholder list.
      3. Create a stakeholder network map to visualize relationships.
        • (Optional) Use black arrows to indicate the direction of professional influence.
        • (Optional) Use dashed green arrows to indicate bidirectional, informal influence relationships.
      4. Capture the list or diagram of your stakeholders in your workbook.

      Use the BRM Workbook to capture stakeholders

      Categorize your stakeholders with a stakeholder prioritization map

      A stakeholder prioritization map help teams categorize their stakeholders by their level or influence and ownership.

      There are four areas in the map and the stakeholders within each area should be treated differently.

      • Players – players have a high interest in the initiative and the influence to effect change over the initiative. Their support is critical and a lack of support can cause significant impediment to the objectives.
      • Mediators – mediators have a low interest but significant influence over the initiative. They can help to provide balance and objective opinions to issues that arise.
      • Noisemakers – noisemakers have low influence but high interest. They tend to be very vocal and engaged, either positively or negatively, but have little ability to enact their wishes.
      • Spectators – generally, spectators are apathetic and have little influence over or interest in the initiative.

      Stakeholder prioritization map with axes 'Influence' and 'Ownership/Interest' splitting the map into four quadrants: 'Spectators Low/Low', 'Noisemakers Low/High', 'Mediators High/Low', and 'Players High/High'.

      4.3 Group your stakeholders into categories

      Input: Stakeholder Map

      Output: Categorization of stakeholders and influencers

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Identify your stakeholder’s interest in and influence on your BRM program.
      2. Map your results to the quadrant in your workbook to determine each stakeholder’s category.

      Stakeholder prioritization map with example 'Stakeholders' placed in or across the four quadrants.

      Level of Influence

      • Power: Ability of a stakeholder to effect change.
      • Urgency: Degree of immediacy demanded.
      • Legitimacy: Perceived validity of stakeholder’s claim.
      • Volume: How loud their “voice” is or could become.
      • Contribution: What they have that is of value to you.

      Level of Interest

      How much are the stakeholder’s individual performance and goals directly tied to the success or failure of the product?

      Use the BRM Workbook to map your stakeholders

      Define strategies for engaging stakeholders by type

      Each group of stakeholders draws attention and resources away from critical tasks.

      By properly identifying your stakeholder groups, you can develop corresponding actions to manage stakeholders in each group. This can dramatically reduce wasted effort trying to satisfy Spectators and Noisemakers while ensuring the needs of the Mediators and Players are met.

      Type Quadrant Actions
      Players High influence; high interest Actively Engage
      Keep them engaged through continuous involvement. Maintain their interest by demonstrating their value to its success.
      Mediators High influence; low interest Keep Satisfied
      They can be the game changers in groups of stakeholders. Turn them into supporters by gaining their confidence and trust, and include them in important decision-making steps. In turn, they can help you influence other stakeholders.
      Noisemakers Low influence; high interest Keep Informed
      Try to increase their influence (or decrease it if they are detractors) by providing them with key information, supporting them in meetings, and using Mediators to help them.
      Spectators Low influence; low interest Monitor
      They are followers. Keep them in the loop by providing clarity on objectives and status updates.

      Prioritize your stakeholders

      There may be too many stakeholders to be able to manage them all. Focus your attention on the stakeholders that matter most.

      Apply a third dimension for stakeholder prioritization: support.

      Support, in addition to interest and influence, is used to prioritize which stakeholders are should receive the focus of your attention. This table indicates how stakeholders are ranked:

      Table with 'Stakeholder Categories' and their 'Level of Support' for prioritizing. Support levels are 'Supporter', 'Evangelist', 'Neutral', and 'Blocker'.

      Support can be determined by rating the following question: how likely is it that your stakeholder would recommend IT at your organization/your group? Our four categories of support:

      • Blocker – beware of the blocker. These stakeholders do not support your cause and have the necessary drive to impede the achievement of your objectives.
      • Semi-Supporter – while these stakeholders are committed to your objectives, they are somewhat apathetic to advocate on your behalf. They will support you so long as it does not require much effort from them to do so.
      • Neutral – neutrals do not have much commitment to your objectives and are not willing to expend much energy to either support or detract from them.
      • Supporter – these stakeholders are committed to your initiative and are willing to whole-heartedly provide you with support.

      4.4 Update your stakeholder quadrant to include the three dimensions

      Input: Stakeholder Map

      Output: Categorization of stakeholders and influencers

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Identify the level of support of each stakeholder by answering the following question: how likely is it that your stakeholder would support your initiative/endeavor?
      2. Map your results to the model in your workbook to determine each stakeholder’s category.
      Stakeholder prioritization map with example 'Persons' placed in or across the four quadrants. with The third dimension, 'Level of Support', is color-coded.

      Use the BRM Workbook to map your stakeholders

      Leverage your map to think about how to engage with your stakeholders

      Not all stakeholders are equal, nor can they all be treated the same. Your stakeholder quadrant highlights areas where you may need to engage differently.

      Blockers

      Pay attention to your “blockers,” especially those that appear in the high influence and high interest part of the quadrant. Consider how your engagement with them varies from supporters in this quadrant. Consider what is valuable to these stakeholders and focus your conversations on “what’s in this for them.”

      Neutral & Evangelists

      Stakeholders that are neutral or evangelists do not require as much attention as blockers and supporters, but they still can’t be ignored – especially those who are players (high influence and engagement). Focus on what’s in it for them to move them to become supporters.

      Supporters

      Do not neglect supporters – continue to engage with them to ensure that they remain supporters. Focus on the supporters that are influential and impacted, rather than the “spectators.”

      4.5 Create your engagement plan

      Input: Stakeholder Map/list of stakeholders

      Output: Categorization of stakeholders and influencers

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Leverage the BRM Stakeholder Engagement Plan spreadsheet. List your key stakeholders.
      2. Consider: how do you show value at your current maturity level so that you can gain trust and your relationship can mature? Establish where your relationship lacks maturity, and consider whether you need to engage with them on a more strategic, tactical, or even operational manner.
        • At lower levels of maturity (Table Stakes), focus on service delivery, project delivery, and communication.
        • At mid-level maturity (Influencer/Advocate), focus on business pain points and a deeper knowledge of the business.
        • At higher maturity levels (Value Creator/Innovator), focus on creating value by leading innovative initiatives that drive the business forward.
      3. Review the stakeholder quadrant. Update the frequency of your communication accordingly.
      4. Capture the agenda for your engagements with them.

      Download and use the BRM Stakeholder Engagement Plan

      Your agenda should vary with the maturity of your relationship

      Agenda
      Stakeholder Information Type Meeting Frequency Lower Maturity Mid-Level Maturity Higher Maturity
      VP Strategic Quarterly
      • Summary of current and upcoming projects and initiatives
      • Business pain points for the department
      • Proposed solutions to address business pain points
      • Innovative solutions to improve business processes and drive value for the department and the organization
      Director Strategic, Tactical Monthly
      • Summary of recent and upcoming changes
      • Summary of current and upcoming projects and initiatives
      • Business pain points for the department
      • Proposed business process improvements
      • Current and upcoming project proposals to address business pain points
      • Innovative solutions to help the department achieve its business goals and objectives
      Manager Tactical Monthly
      • Summary of service desk tickets
      • Summary of recent and upcoming changes
      • Summary of current and upcoming projects and initiatives
      • Business pain points for the team
      • Proposed business activity improvements
      • Current and upcoming projects to address business pain points
      • Innovative solutions to help business users perform their daily business activities more effectively and efficiently

      Lower Maturity – Focus on service delivery, project delivery, and communication

      Mid-Level Maturity – Focus on business pain points and a deeper knowledge of the business

      Higher Maturity – Focus on creating value by leading innovative initiatives that drive the business forward

      Stakeholder – Include both IT and business stakeholders at appropriate levels

      Agenda – Manage stakeholders expectations, and clarify how your agenda will progress as the partnership matures

      REASSESS & EMBED

      Assess

      1.1 Define BRM

      1.2 Analyze Satisfaction

      1.3 Assess SWOT

      Situate

      2.1 Create Vision

      2.2 Create the BRM Mission

      2.3 Establish Goals

      Plan

      3.1 Establish Guiding Principles

      3.2 Determine Where BRM Fits

      3.3 Establish BRM Expectations

      3.4 Identify Roles With BRM Responsibilities

      3.5 Align Capabilities

      Implement

      4.1 Brainstorm Sources of Business Value

      4.2 Identify Key Influencers

      4.3 Categorize the Stakeholders

      4.4 Create the Prioritization Map

      4.5 Create Your Engagement Plan

      Reassess & Embed

      5.1 Create Metrics

      5.2 Prioritize Your Projects

      5.3 Create a Portfolio Investment Map

      5.4 Establish Your Annual Plan

      5.5 Build Your Transformation Roadmap

      5.6 Create Your Communication Plan

      Measure your BRM practice success

      • Metrics are powerful because they drive behavior.
      • Metrics are also dangerous because they often lead to unintended negative outcomes.
      • Metrics should be chosen carefully to avoid getting “what you asked for” instead of “what you intended.”

      Stock image of multiple business people running off the end of a pointed finger like lemmings.

      Questions to ask Are your metrics achievable?
      1. What are the leading indicators of BRM effectively supporting the business’ strategic direction?
      2. How are success metrics aligned with the objectives of other functional groups?

      S pecific

      M easurable

      A chievable

      R ealistic

      T ime-bound

      Embedding the BRM practice within your organization must be grounded in achievable outcomes.

      Ensure that the metrics your practice is measured against reflect realistic and tangible business expectations. Overpromising the impact the practice will have can lead to long-term implementation challenges.

      Determine whether your business is satisfied with IT

      Measuring tape.

      1

      Survey your stakeholders to measure improvements in customer satisfaction.

      Leverage the CIO Business Vision on a regular interval – most find that annual assessments drive success.

      Evaluate whether the addition or increased maturity of your BRM practice has improved satisfaction with IT.

      Business satisfaction survey

      • Audience: Business leaders
      • Frequency: Annual
      • Metrics:
        • Overall Satisfaction score
        • Overall Value score
        • Relationship Satisfaction:
          • Understand needs
          • Meet needs
          • Communication
      Two small tables showing example 'Value' and 'Satisfaction' scores.
      Table with a breakdown of the example 'Satisfaction' score, with individual scores for 'Needs', 'Execution', and 'Communication'.

      Check if you’ve met the BRM goals you set out to achieve

      Measuring tape.

      2

      Measure BRM success against the goals for the practice.

      Evaluate whether the BRM practice has helped IT to meet the goals that you’ve established.

      For each of your goals, create metrics to establish how you will know if you’ve been successful. This might be how many or what type of interactions you have with your stakeholders, and/or it could be new connections with internal or external partners.

      Ensure you have established metrics to measure success at your goals.

      Dart board with five darts, each representing a goal, 'Demand Shaping', 'Value Realization', 'Servicing', 'Exploring', and 'Other Goal(s)'.

      5.1 Create metrics

      Input: Goals, The attributes which can align to goal success

      Output: Measurements of success

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Start with a consideration of your goals and objectives.
      2. Identify key aspects that can support confirming if the goal was successful.
      3. For each aspect, develop a method to measure success with a specific measurement.
      4. When creating the KPI consider:
        • How you know if you are achieving your objective (performance)?
        • How frequently will you be measuring this?
        • Are you looking for an increase, decrease, or maintenance of the metric?
      Table with columns 'BRM Goals', 'Measurement', 'KPI', and 'Frequency'.

      Use the BRM Workbook

      Don’t wait all year to find out if you’re on track

      Leverage the below questions to quickly poll your business partners on a more frequent basis.

      Partner instructions:

      Please indicate how much you agree with each of the following statements. Use a scale of 1-5, where 1 is low agreement and 5 indicates strong agreement:

      Demand Shaping: My BRM is at the table and seeks to understand my business. They help me understand IT and helps IT prioritize my needs.

      Exploring: My BRM surfaces new opportunities based on their understanding of my pain points and growth needs. They engage resources with a focus on the value to be delivered.

      Servicing: The BRM obtains an understanding of the services and service levels that are required, clarifies them, and communicates costs and risks.

      Value Harvesting: Focus on value is evident in discussions – the BRM supports IT in ensuring value realization is achieved and tracks value during and beyond deployment.

      Embedding the BRM practice also includes acknowledging the BRM’s part in balancing the IT portfolio

      IT needs to juggle “keeping the lights on” initiatives with those required to add value to the organization.

      Partner with the appropriate resources (Project Management Office, Product Owners, System Owners, and/or others as appropriate within your organization) to ensure that all initiatives focus on value.

      Info-Tech Insight

      Not every organization will balance their portfolio in the same way. Some organizations have higher risk tolerance and so their higher priority goals may require that they accept more risk to potentially reap more returns.

      Stock image of a man juggling business symbols.

      80% of organizations feel their portfolios are dominated by low-value initiatives that do not deliver value to the business. (Source: Stage-Gate International and Product Development Institute, March/April 2009)

      All new requests are not the same; establish a process for intake and manage expectations and IT’s capacity to deliver value.

      Ensure you communicate your process to support new ideas with your stakeholders. They’ll be clear on the steps to bring new initiatives into IT and will understand and be engaged in the process to demonstrate value.

      Flowchart for an example intake process.

      For support creating your intake process, go to Optimize Project Intake, Approval and Prioritization Sample of Info-Tech's Optimize Project Intake, Approval and Prioritization.

      Use value as your criteria to evaluate initiatives

      Work with project managers to ensure that all projects are executed in a way that meets business expectations.

      Sample of Info-Tech’s Project Value Scorecard Development Tool.

      Download Info-Tech’s Project Value Scorecard Development Tool.

      Enter risk/compliance criteria under operational alignment: projects must be aligned with the operational goals of the business and IT.

      Business value matrix.

      Enter these criteria under strategic alignment: projects must be aligned with the strategic goals of the business, customer, and IT.
      Enter financial criteria under financial: projects must realize monetary benefits, in increased revenue or decreased costs, while posing as little risk of cost overrun as possible.
      And don’t forget about feasibility: practical considerations for projects must be taken into account in selecting projects.

      5.2 Prioritize your investments/ projects (optional activity)

      Input: Value criteria

      Output: Prioritized project listing

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Review and edit (if necessary) the criteria on tab 2 the Project Value Scorecard Development Tool.
        Screenshot from tab 2 of Info-Tech’s Project Value Scorecard Development Tool.
      2. Score initiatives and investments on tab 3 using your criteria.
        Screenshot from tab 3 of Info-Tech’s Project Value Scorecard Development Tool.
      Download Info-Tech’s Project Value Scorecard Development Tool.

      Visualize where investments add value through an initiative portfolio map

      An initiative portfolio map is a graphic visualization of strategic initiatives overlaid on a business capability map.

      Leverage the initiative portfolio map to communicate the value of what IT is working on to your stakeholders.

      Info-Tech Insight

      Projects will often impact one or more capabilities. As such, your portfolio map will help you identify cross-dependencies when scaling up or scaling down initiatives.

      Example initiative portfolio map


      Example initiative portfolio map with initiatives in categories like 'Marketing Strategy' and 'Brand Mgmt.'. Certain groups of initiatives have labels detailing when they achieve collectively.

      5.3 Create a portfolio investment map (optional activity)

      Input: Business capability map

      Output: Portfolio investment map

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Build a capability map, outlining the value streams that support your organization’s goals and the high-level capabilities (level 1) that support the value stream (and goals).
        For more support in establishing the capability map, see Document Your Business Architecture.
        Example table for outlining 'Value Streams' and 'Level 1 Capabilities' through 'Goals'.
      2. Identify high-value capabilities for the organization.
      3. What are the projects and initiatives that will address the critical capabilities? Add these under the high-value capabilities.
      4. This process will help you demonstrate how projects align to business goals. Enter your capabilities and projects in Info-Tech’s Initiative Portfolio Map Template.
      Download Info-Tech’s Initiative Portfolio Map Template.

      Establish your annual BRM plan

      To support the BRM capability at your organization, you’ll want to communicate your plan. This will include:
      • Business Feedback and Engagement
        • Engaging with your partners includes meeting with them on a regular basis. Establish this frequency and capture it in your plan. This engagement must include an understanding of their goals and challenges.
        • As Bill Gates said, “We all need people who will give us feedback. That’s how we improve” (Inc.com, 2013). There are various points in the year which will provide you with the opportunity to understand your business partners’ views of IT or the BRM role. List the opportunities to reflect on this feedback in your plan.
      • Business-IT Alignment
        • Bring together the views and perspectives of IT and the business.
        • List the activities that will be required to reflect business goals in IT. These include IT goals, budget, and planning.
      • BRM Improvement
        • The practices put in place to support the BRM practice need to continuously evolve to support a maturing organization. The feedback from stakeholders throughout the organization will provide input into this. Ensure there are activities and time put aside to evaluate the improvements required.
      Stock image of someone discovering a calendar in a jungle with a magnifying glass.

      5.4 Establish your year-in-the-life plan

      Input: Engagement plan, BRM goals

      Output: Annual BRM plan

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Start with your business planning activities – what will you as a BRM be doing as your business establishes their plans and strategies? These could include:
        • Listening and feedback sessions
        • Third-party explorations
      2. Then look at your activities required to integrate within IT – what activities are required to align business directives within your IT groups? Examples can include:
        • Business strategy review
        • Capability map creation
        • Input into the Business-aligned IT strategy
        • IT budget input
      3. What activities are required to continuously improve the BRM role? This may consist of:
        • Feedback discussions with business partners
        • Roadshow with colleagues to communicate and refine the practice
      4. Map these on your annual calendar that can be shared with your colleagues.
      Capture in the BRM Workbook

      Communicate using the Executive Buy-In and Communication Template

      Sample of a slide titled 'BRM Annual Cycle'.

      Sample BRM annual cycle

      Sample BRM annual cycle with row headers 'Business Feedback and Engagement', 'Business-IT Alignment', and 'BRM Improvement' mapped across a Q1 to Q4 timeline with individual tasks in each category.

      5.5 Build your transformation roadmap

      Input: SWOT analysis

      Output: Transformation roadmap

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. Brainstorm and discuss the key enablers that are needed to help promote and ease your BRM program.
      2. Brainstorm and discuss the key blockers (or risks) that may interrupt or derail your BRM program.
      3. Brainstorm mitigation activities for each blocker.
      4. Enablers and mitigation activities can be listed on your transformation roadmap.

      Example:

      Enablers

      • High business engagement and buy-in
      • Supportive BRM leadership
      • Organizational acceptance for change
      • Development process awareness by development teams
      • Collaborative culture
      • Existing tools can be customized for BRM

      Blockers

      • Pockets of management resistance
      • Significant time is required to implement BRM and train resources
      • Geographically distributed resources
      • Difficulty injecting customers in demos

      Mitigation

      • BRM workshop training with all teams and stakeholders to level set expectations
      • Limit the scope for pilot project to allow time to learn
      • Temporarily collocate all resources and acquire virtual communication technology

      Capture in the BRM Workbook

      5.5 Build your transformation roadmap (cont’d)

      1. Roadmap Elements:
        • List the artifacts, changes, or actions needed to implement the new BRM program.
        • For each item, identify how long it will take to implement or change by moving it into the appropriate swim lane. Use timing that makes sense for your organization: Quick Wins, Short Term, and Long Term; Now, Next, and Later; or Q1, Q2, Q3, and Q4.

      Example transformation roadmap with BRM programs arranged in columns 'Now', 'Next (3-6 months)', 'Later (6+ months)', and 'Deferred'.

      Communicate the BRM changes to set your practice up for success

      Leaders of successful change spend considerable time developing a powerful change message, i.e. a compelling narrative that articulates the desired end state, and that makes the change concrete and meaningful to staff.

      The change message should:

      • Explain why the change is needed.
      • Summarize what will stay the same.
      • Highlight what will be left behind.
      • Emphasize what is being changed.
      • Explain how change will be implemented.
      • Address how change will affect various roles in the organization.
      • Discuss the staff’s role in making the change successful.
      Five elements of communicating change
      Diagram titled 'COMMUNICATING THE CHANGE' surrounded by useful questions: 'What is the change?', 'What will the role be for each department and individual?', 'Why are we doing it?', 'How long will it take us to do it?', and 'How are we going to go about it?'.
      (Source: The Qualities of Leadership: Leading Change)

      Apply the following communication principles to make your BRM changes relevant to stakeholders

      “We tend to use a lot of jargon in our discussions, and that is a sure fire way to turn people away. We realized the message wasn’t getting out because the audience wasn’t speaking the same language. You have to take it down to the next level and help them understand where the needs are.” (Jeremy Clement, Director of Finance, College of Charleston, Info-Tech Interview, 2018)

      Be Relevant

      • Talk about what matters to the stakeholder. Think: “what’s in it for them?
      • Tailor the details of the message to each stakeholder’s specific concerns.
      • Often we think in processes but stakeholders only care about results: talk in terms of results.

      Be Clear

      • Don’t use jargon.
      • Choice of language is important: “Do you think this is a good idea? I think we could really benefit from your insights and experience here.” Or do you mean: “I think we should do this. I need you to do this to make it happen.”

      Be Concise

      • Keep communication short and to the point so key messages are not lost in the noise.
      • There is a risk of diluting your key message if you include too many other details.

      Be Consistent

      • The core message must be consistent regardless of audience, channel, or medium. A lack of consistency can be interpreted as an attempt at deception. This can hurt credibility and trust.
      • Test your communication with your team or colleagues to obtain feedback before delivering to a broader audience.

      5.6 Create a communications plan tailored to each of your stakeholders

      Input: Prioritized list of stakeholders

      Output: Communication Plan

      Materials: Whiteboard/flip charts (physical or electronic)

      Participants: Team

      1. List stakeholders in order of importance in the first column.
      2. Identify the frequency with which you will communicate to each group.
      3. Determine the scope of the communication:
        • What key information needs to be included in the message to ensure they are informed and on board?
        • Which medium(s) will you use to communicate to that specific group?
      4. Develop a concrete timeline that will be followed to ensure that support is maintained from the key stakeholders.

      Audience

      All BRM Staff

      Purpose

      • Introduce and explain operating model
      • Communicate structural changes

      Communication Type

      • Team Meeting

      Communicator

      CIO

      Timing

      • Sept 1 – Introduce new structure
      • Sept 15 – TBD
      • Sept 29 – TBD

      Related Blueprints

      Business Value
      Service Catalog
      Intake Management
      Sample of Info-Tech's 'Document Your Business Architecture' blueprint.
      Sample of Info-Tech's 'Design and Build a User-Facing Service Catalog' blueprint.
      Sample of Info-Tech's 'Manage Stakeholder Relations' blueprint.
      Sample of Info-Tech's 'Document Business Goals and Capabilities for Your IT Strategy' blueprint.
      Sample of Info-Tech's 'Fix Your IT Culture' blueprint.

      Selected Bibliography

      “Apple Mission and Vision Analysis.” Mission Statement Academy, 23 May 2019. Accessed 5 November 2020.

      Barnes, Aaron. “Business Relationship Manager and Plan Build Run.” BRM Institute, 8 April 2014.

      Barnes, Aaron. “Starting a BRM Team - Business Relationship Management Institute.” BRM Institute, 5 June 2013. Web.

      BRM Institute. “Business Partner Maturity Model.” Member Templates and Examples, Online Campus, n.d. Accessed 3 December 2021.

      BRM Institute. “BRM Assessment Templates and Examples.” Member Templates and Examples, Online Campus, n.d. Accessed 24 November 2021.

      Brusnahan, Jim, et al. “A Perfect Union: BRM and Agile Development and Delivery.” BRM Institute, 8 December 2020. Web.

      Business Relationship Management: The BRMP Guide to the BRM Body of Knowledge. Second printing ed., BRM Institute, 2014.

      Chapman, Chuck. “Building a Culture of Trust - Remote Leadership Institute.” Remote Leadership Institute, 10 August 2021. Accessed 27 January 2022.

      “Coca Cola Mission and Vision Analysis.” Mission Statement Academy, 4 August 2019. Accessed 5 November 2020.

      Colville, Alan. “Shared Vision.” UX Magazine, 31 October 2011. Web.

      Cooper, Robert, G. “Effective Gating: Make product innovation more productive by using gates with teeth.” Stage-Gate International and Product Development Institute, March/April 2009. Web.

      Heller, Martha. “How CIOs Can Make Business Relationship Management (BRM) Work.” CIO, 1 November 2016. Accessed 27 January 2022.

      “How Many Business Relationship Managers Should You Have.” BRM Institute, 20 March 2013. Web.

      Hull, Patrick. “Answer 4 Questions to Get a Great Mission Statement.” Forbes, 10 January 2013. Web.

      Kasperkevic, Jana. “Bill Gates: Good Feedback Is the Key to Improvement.” Inc.com, 17 May 2013. Web.

      Merlyn, Vaughan. “Relationships That Matter to the BRM.” BRM Institute, 19 October 2016. Web.

      “Modernizing IT’s Business Relationship Manager Role.” The Hackett Group, 22 November 2019. Web.

      Monroe, Aaron. “BRMs in a SAFe World...That Is, a Scaled Agile Framework Model.” BRM Institute, 5 January 2021. Web.

      Selected Bibliography

      “Operational, adj." OED Online, Oxford University Press, December 2021. Accessed 29 January 2022.

      Sinek, Simon. “Transcript of ‘How Great Leaders Inspire Action.’” TEDxPuget Sound, September 2009. Accessed 7 November 2020.

      “Strategic, Adj. and n.” OED Online, Oxford University Press, December 2016. Accessed 27 January 2022.

      “Tactical, Adj.” OED Online, Oxford University Press, September 2018. Accessed 27 January 2022.

      “The Qualities of Leadership: Leading Change.” Cornelius & Associates, 23 September 2013. Web.

      “Twice the Business Value in Half the Time: When Agile Methods Meet the Business Relationship Management Role.” BRM Institute, 10 April 2015. Web.

      “Value Streams.” Scaled Agile Framework, 30 June 2020. Web.

      Ward, John. “Delivering Value from Information Systems and Technology Investments: Learning from Success.” Information Systems Research Centre, August 2006. Web.

      Appendix

      • Business Value Drivers
      • Service Blueprint
      • Stakeholder Communications
      • Job Descriptions

      Understand business value drivers for ROI and cost

      Make Money

      This value driver is specifically related to the impact a product or service has on your organization’s ability to show value for the investments. This is usually linked to the value for money for an organization.

      Return on Investment can be derived from:

      • Sustaining or increasing funding.
      • Enabling data monetization.
      • Improving the revenue generation of an existing service.
      • Preventing the loss of a funding stream.

      Be aware of the difference among your products and services that enable a revenue source and those which facilitate the flow of funding.

      Save Money

      This value driver relates to the impact of a product or service on cost and budgetary constraints.

      Reduce costs value can be derived from:

      • Reducing the cost to provide an existing product or service.
      • Replacing a costly product or service with a less costly alternative.
      • Bundling and reusing products or services to reduce overhead.
      • Expanding the use of shared services to generate more value for the cost of existing investment.
      • Reducing costs through improved effectiveness and reduction of waste.

      Budgetary pressures tied to critical strategic priorities may defer or delay implementation of initiatives and revision of existing products and services.

      Understand Business Value Drivers that Enhance Your Services

      Operations

      Some products and services are in place to facilitate and support the structure of the organization. These vary depending on what is important to your organization, but should be assessed in relation to the organizational culture and structure you have identified.

      • Adds or improves effectiveness for a particular service or the process and technology enabling its success.

      Risk and Compliance

      A product or service may be required in order to meet a regulatory requirement. In these cases, you need to be aware of the organizational risk of NOT implementing or maintaining a service in relation to those risks.

      In this case, the product or service is required in order to:

      • Prevent fines.
      • Allow the organization to operate within a specific jurisdiction.
      • Remediate audit gaps.
      • Provide information required to validate compliance.

      Internal Information

      Understanding internal operations is also critical for many organizations. Data captured through your operations provides critical insights that support efficiency, productivity, and many other strategic goals.

      Internal information value can be derived by:

      • Identifying areas of improvement in the development of core offerings.
      • Monitoring and tracking employee behavior and productivity.
      • Monitoring resource levels.
      • Monitoring inventory levels.

      Collaboration and Knowledge Transfer

      Communication is integral and products and services can be the link that ties your organization together.

      In this case, the value generated from products and services can be to:

      • Align different departments and multiple locations.
      • Enable collaboration.
      • Capture trade secrets and facilitate organizational learning.

      Understand Business Value Drivers that Connect the Business to Your Customers

      Policy

      Products and services can also be assessed in relation to whether they enable and support the required policies of the organization. Policies identify and reinforce required processes, organizational culture, and core values.

      Policy value can be derived from:

      • The service or initiative will produce outcomes in line with our core organizational values.
      • It will enable or improve adherence and/or compliance to policies within the organization.

      Customer Relations

      Products and services are often designed to facilitate goals of customer relations; specifically, improve satisfaction, retention, loyalty, etc. This value type is most closely linked to brand management and how a product or service can help execute brand strategy. Customers, in this sense, can also include any stakeholders who consume core offerings.

      Customer satisfaction value can be derived from:

      • Improving the customer experience.
      • Resolving a customer issue or identified pain point.
      • Providing a competitive advantage for your customers.
      • Helping to retain customers or prevent them from leaving.

      Market Information

      Understanding demand and market trends is a core driver for all organizations. Data provided through understanding the ways, times, and reasons that consumers use your services is a key driver for growth and stability.

      Market information value can be achieved when an app:

      • Addresses strategic opportunities or threats identified through analyzing trends.
      • Prevents failures due to lack of capacity to meet demand.
      • Connects resources to external sources to enable learning and growth within the organization.

      Market Share

      Market share represents the percentage of a market or market segment that your business controls. In essence, market share can be viewed as the potential for more or new revenue sources.

      Assess the impact on market share. Does the product or service:

      • Increase your market share?
      • Open access to a new market?
      • Help you maintain your market share?

      Service Blueprint

      Service design involves an examination of the people, process and technology involved in delivering a service to your customers.

      Service blueprinting provides a visual of how these are connected together. It enables you to identify and collaborate on improvements to an existing service.

      The main components of a service blueprint are:

      Customer actions – this anchors the service in the experiences of the customer

      Front-stage – this shows the parts of the service that are visible to the customer

      Back-stage – this is the behind-the-scenes actions necessary to deliver the experience to the customer

      Support processes – this is what’s necessary to deliver the back-stage (and front-stage/customer experience), but is not aligned from a timing perspective (e.g. it doesn’t matter if the fridge is stocked when the order is put in, as long as the supplies are available for the chef to use)

      Example service blueprint with the main components listed above as row headers.

      Physical Evidence and Time are blueprint components can be added in to provide additional context & support

      Example service blueprint with the main components plus added components 'Physical Evidence' and 'Time'.

      Stakeholder Communications

      Personalize
      • “What’s in it for me” & Persona development – understanding what the concerns are from the community that you will want to communicate about
      • Get to know the cultures of each persona to identify how they communicate. For the faculty, Teams might not be the answer, but faculty meetings might be, or sending messages via email. Each persona group may have unique/different needs
      • Meet them “where they are”: Be prepared to provide 5-minute updates (with “what’s in it for me” and personas in mind) at department meetings in cases where other communications (Teams etc.) aren’t reaching the community
      • Review the business vision diagnostic report to understand what’s important to each community group and what their concerns are with IT. Definitely review the comments that users have written.
      Show Proof
      • Share success stories tailored to users needs – e.g. if they have a concern with security, and IT implemented a new secure system to better meet their needs, then telling them about the success is helpful – shows that you’re listening and have responded to meet their concerns. Demonstrates how interacting with IT has led to positive results. People can more easily relate to stories

      Reference
      • Consider establishing a repository (private/unlisted YouTube channel, Teams, etc.) so that the community can search to view the tip/trick they need
      • Short videos are great to provide a snippet of the information you want to share
      Responses
      • Engage in 2-way communications – it’s about the messages IT wants to convey AND the messages you want them to convey to you. This helps to ensure that your messages aren’t just heard but are understood/resonate.
      • Let people know how they should communicate with IT – whether it’s engaging through Teams, via email to a particular address, or through in person sessions
      Test & Learn
      • Be prepared to experiment with the content and mediums, and use analytics to assess the results. For example if videos are posted on a site like SharePoint that already has analytics functionality, you can capture the number of views to determine how much they are viewed
      Multiple Mediums
      • Use a combination of one-on-one interviews/meetings and focus groups to obtain feedback. You may want to start with some of the respondents who provided comments on surveys/diagnostics

      BRM Job Descriptions

      Download the Job Descriptions:

      Create a Work-From-Anywhere Strategy

      • Buy Link or Shortcode: {j2store}323|cart{/j2store}
      • member rating overall impact: 9.0/10 Overall Impact
      • member rating average dollars saved: 33 Average Days Saved
      • member rating average days saved: After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve.
      • Parent Category Name: IT Strategy
      • Parent Category Link: /it-strategy

      Work-from-anywhere isn’t going anywhere. During the initial rush to remote work, tech debt was highlighted and the business lost faith in IT. IT now needs to:

      • Rebuild trust with the CXO.
      • Identify gaps created from the COVID-19 rush to remote work.
      • Identify how IT can better support remote workers.

      IT went through an initial crunch to enable remote work. It’s time to be proactive and learn from our mistakes.

      Our Advice

      Critical Insight

      • It’s not about embracing the new normal; it’s about resiliency and long-term success. Your strategy needs to not only provide short-term operational value but also make the organization more resilient for the unknown risks of tomorrow.
      • The nature of work has fundamentally changed. IT departments must ensure service continuity, not for how the company worked in 2019, but for how the company is working now and will be working tomorrow.
      • Ensure short-term survival. Don’t focus on becoming an innovator until you are no longer stuck in firefighting.
      • Aim for near-term innovation. Once you’re a trusted operator, become a business partner by helping the business better adapt business processes and operations to work-from-anywhere.

      Impact and Result

      Follow these steps to build a work-from-anywhere strategy that resonates with the business:

      • Identify a vision that aligns with business goals.
      • Design the work-from-anywhere value proposition for critical business roles.
      • Benchmark your current maturity.
      • Build a roadmap for bridging the gap.

      Benefit employees’ remote working experience while ensuring that IT heads in a strategic direction.

      Create a Work-From-Anywhere Strategy Research & Tools

      Start here – read the Executive Brief

      Read our concise Executive Brief to find out why you should create a work-from-anywhere strategy, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

      Besides the small introduction, subscribers and consulting clients within this management domain have access to:

      1. Define a target state

      Identify a vision that aligns with business goals, not for how the company worked in 2019, but for how the company is working now and will be working tomorrow.

      • Work-From-Anywhere Strategy Template
      • Work-From-Anywhere Value Proposition Template

      2. Analyze current fitness

      Don’t focus on becoming an innovator until you are no longer stuck in firefighting mode.

      3. Build a roadmap for improving enterprise apps

      Use these blueprints to improve your enterprise app capabilities for work-from-anywhere.

      • Microsoft Teams Cookbook – Sections 1-2
      • Rationalize Your Collaboration Tools – Phases 1-3
      • Adapt Your Customer Experience Strategy to Successfully Weather COVID-19 Storyboard
      • The Rapid Application Selection Framework Deck

      4. Build a roadmap for improving strategy, people & leadership

      Use these blueprints to improve IT’s strategy, people & leadership capabilities for work-from-anywhere.

      • Define Your Digital Business Strategy – Phases 1-4
      • Training Deck: Equip Managers to Effectively Manage Virtual Teams
      • Sustain Work-From-Home in the New Normal Storyboard
      • Develop a Targeted Flexible Work Program for IT – Phases 1-3
      • Maintain Employee Engagement During the COVID-19 Pandemic Storyboard
      • Adapt Your Onboarding Process to a Virtual Environment Storyboard
      • Manage Poor Performance While Working From Home Storyboard
      • The Essential COVID-19 Childcare Policy for Every Organization, Yesterday Storyboard

      5. Build a roadmap for improving infrastructure & operations

      Use these blueprints to improve infrastructure & operations capabilities for work-from-anywhere.

      • Stabilize Infrastructure & Operations During Work-From-Anywhere – Phases 1-3
      • Responsibly Resume IT Operations in the Office – Phases 1-5
      • Execute an Emergency Remote Work Plan Storyboard
      • Build a Digital Workspace Strategy – Phases 1-3

      6. Build a roadmap for improving IT security & compliance capabilities

      Use these blueprints to improve IT security & compliance capabilities for work-from-anywhere.

      • Cybersecurity Priorities in Times of Pandemic Storyboard
      • Reinforce End-User Security Awareness During Your COVID-19 Response Storyboard

      Infographic

      Workshop: Create a Work-From-Anywhere Strategy

      Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

      1 Define a Target State

      The Purpose

      Define the direction of your work-from-anywhere strategy and roadmap.

      Key Benefits Achieved

      Base your decisions on senior leadership and user needs.

      Activities

      1.1 Identify drivers, benefits, and challenges.

      1.2 Perform a goals cascade to align benefits to business needs.

      1.3 Define a vision and success metrics.

      1.4 Define the value IT brings to work-from-anywhere.

      Outputs

      Desired benefits for work-from-anywhere

      Vision statement

      Mission statement

      Success metrics

      Value propositions for in-scope user groups

      2 Review In-Scope Capabilities

      The Purpose

      Focus on value. Ensure that major applications and IT capabilities will relieve employees’ pains and provide them with gains.

      Key Benefits Achieved

      Learn from past mistakes and successes.

      Increase adoption of resulting initiatives.

      Activities

      2.1 Review work-from-anywhere framework and identify capability gaps.

      2.2 Review diagnostic results to identify satisfaction gaps.

      2.3 Record improvement opportunities for each capability.

      2.4 Identify deliverables and opportunities to provide value for each.

      2.5 Identify constraints faced by each capability.

      Outputs

      SWOT assessment of work-from-anywhere capabilities

      Projects and initiatives to improve capabilities

      Deliverables and opportunities to provide value for each capability

      Constraints with each capability

      3 Build the Roadmap

      The Purpose

      Build a short-term plan that allows you to iterate on your existing strengths and provide early value to your users.

      Key Benefits Achieved

      Provide early value to address operational pain points.

      Build a plan to provide near-term innovation and business value.

      Activities

      3.1 Organize initiatives into phases.

      3.2 Identify tasks for short-term initiatives.

      3.3 Estimate effort with Scrum Poker.

      3.4 Build a timeline and tie phases to desired business benefits.

      Outputs

      Prioritized list of initiatives and phases

      Profiles for short-term initiatives